CONTENTS. Human Resources 160 Generalist 162 Learning and development 168 Reward 172 Talent and resourcing 176. Introduction 1.

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1 HAYS UK SALARY & RECRUITING TRENDS 2018

2 CONTENTS Introduction 1 Recruiting trends Overview 4 Recommendations 6 At a glance 7 Survey data 8 Salary guide Accountancy & Finance 20 Accountancy support 22 Accounts payable 24 Audit, risk and compliance 26 Credit management 28 Accounts receivable 30 Payroll 32 Part-qualified accountancy 34 Qualified accountancy 36 Public practice 44 Taxation 52 Treasury 62 Construction & Property 66 Construction 68 Health and safety 74 Surveying consultants 76 General practice surveying 84 Architecture 90 Civil and structural engineering 98 Facilities management 102 Building services 104 Social housing 108 Digital Technology, IT & Telecoms 112 Cyber security 114 Data and advanced analytics 116 Development 120 Cloud and infrastructure 124 Enterprise resource planning 128 Leadership 130 Projects and change management 132 Testing 136 Telecoms 140 Engineering & Manufacturing 142 Commercial 144 Electrical engineering 146 Maintenance engineering 148 Manufacturing engineering 150 Mechanical engineering 152 Precision machining 153 Process engineering 154 Quality engineering 156 Sheet metal 158 Human Resources 160 Generalist 162 Learning and development 168 Reward 172 Talent and resourcing 176 Insurance 180 Actuarial 182 Audit, risk and compliance 186 Broking 187 Claims 188 Projects, change and operations 190 Underwriting 192 Legal & Company Secretarial 194 Private practice 196 In-house 198 Public sector 202 Charities 204 Paralegal 206 Legal executives 209 Document review 210 Company secretarial 212 Life Sciences 214 Salaries 216 Marketing 222 Brand and product marketing 224 Events 226 Insight 228 General marketing 230 Online and digital 232 PR and internal communications 234 Public sector 236 Office Support 240 Administration 242 PA and secretarial 244 Contact centres 246 Procurement & Supply Chain 248 Procurement 250 Public sector procurement 254 Manufacturing 256 Supply chain 258 Logistics 260 Retail 264 Buying and merchandising 266 Design, technical and wholesale 270 Fashion and non-fashion operations 274 About us 276

3 PREVAILING OPTIMISM COMPETITIVE TALENT MARKET Nigel Heap, Managing Director, Hays UK & Ireland Welcome to our annual Hays UK Salary & Recruiting Trends guide. This year, it is evident that the ongoing political and economic uncertainty is masking an optimistic outlook, which prevails across the UK. Although organisations are largely confident about their activity and growth plans, workplace pressures have crept in and skills shortages continue to gain momentum. Effective workforce planning and talent management will be even more critical over the coming year. Our survey findings of almost 17,500 employers and employees across the UK indicate that activity levels are on a par with last year and organisations are charging ahead with their recruitment plans. However, it is also apparent that these plans are being curtailed by skills shortages, which are impacting on more than just hiring, but on productivity, employee morale and growth plans. Skills shortages are now prevalent across most of the sectors, industries and professions that we work in and their hold is strengthening. The greatest effect of these skills shortages is on productivity, which is why this issue is of such vital importance to senior leaders. It will have a tangible impact on the bottom line, if it isn t already, and organisations need to be clear about how they can best tackle the immediate gaps and address the issue longer term. It is also evident that the skills shortages are creating workplace pressure, adding to low employee morale and causing absenteeism due to stress, creating a double-edged sword of challenges for employers. This is being fuelled by employees feeling dissatisfied with salary levels. Although we have seen an overall average salary increase of 1.8% across the UK, a lack of salary increases is creating salary dissatisfaction and it is generally only jobs in areas of skills shortages that have seen significant increases. Employees are also largely dissatisfied with their opportunities for career progression, which is causing them to look elsewhere. All in all, this presents a somewhat challenging picture, which needs to be addressed or the skills shortages will intensify and inevitably cloud employers positive sentiment and plans for advancement. While employers are faced with one of the most competitive recruitment climates yet, there are some clear actions they should consider in order to make headway with the issues. Workforce planning needs to be high on the agenda and included as part of the core business objectives. Utilising contingent workers can alleviate workplace pressures and boost morale, and should be factored into hiring plans now before the retention of permanent staff becomes a more serious problem. Finally, focusing on strengthening the organisation s employer brand will become that much more important over the coming year in order to attract talent. Addressing these areas now will allow organisations to be in the best possible position to stay ahead of their competition, which is critical given today s political landscape and the looming threat of what might happen over the next year. We hope you find this guide informative and useful. We look forward to discussing what these findings mean for your organisation and how you can stand out from the competition in order to attract the best talent. Nigel Heap INTRODUCTION Hays UK Salary & Recruiting Trends

4 RECRUITING TRENDS This year s Hays UK Salary & Recruiting Trends guide covers a multitude of professions, sectors and regions, making it one of the most valuable and comprehensive resources available. In order to evaluate trends over the past 12 months and intentions for the year ahead, we sought the views and insight of almost 17,500 professionals nationwide. Over 9,200 salaries are detailed within this guide, which covers 12 specialist skilled and technical areas supported by regional data for most roles. We have a dedicated focus on digital technology roles, retail is new and we have added new job titles and regional data to some of the specialist areas. Methodology The salary data has been compiled using information gathered during 2017 from Hays offices across the UK. It is based on job listings, job offers and candidate registrations. The recruiting trends and benefits data is based on the survey findings of almost 17,500 employers and employees. The survey was conducted in early summer 2017 by organisations of all sizes and sectors. Thank you We would like to express our gratitude to all of the professionals, institutes and organisations, which provided valuable insight and market commentary. We would also like to thank everybody who participated in the collection of data. Your contribution allows us to produce this comprehensive guide, which provides invaluable insight into salaries, benefits and recruiting trends. 2 Hays UK Salary & Recruiting Trends 2018

5 Hays UK Salary & Recruiting Trends

6 RECRUITING TRENDS SKILLS SHORTAGES RESTRICT PLANS FOR GROWTH Employers today are faced with huge recruitment challenges as 94% experience skills shortages. This is against a landscape of continued economic and political uncertainty. Despite this, employers are continuing with their growth and hiring plans, but it is becoming evident that these hiring plans are being hindered by prevailing skills shortages, which are threatening organisations productivity, damaging employee morale and restricting growth plans. RECRUITING TRENDS Positive outlook prevails Employers outlook for their organisation s activity remains positive despite the ongoing market uncertainty. 95% state that their organisation s activity will increase or stay the same over the coming year and, of these, the majority (59%) state that their activity will increase. Given that only 5% of employers believe their activity will decrease, it appears that the market uncertainty is having little impact on activity and there is predominantly a positive outlook from employers. Hiring continues unabated Not only are there positive indicators that activity levels aren t being impacted, but hiring remains a top priority for employers. Almost three-quarters (71%) of employers plan on recruiting over the next 12 months, which is on a par with last year s 73%. 59% state that they plan to hire permanent staff over the coming year and 29% say that they plan to hire temporary, interim or contract staff. 4 Hays UK Salary & Recruiting Trends 2018 Skills shortages intensify However, despite this positive sentiment, skills shortages are a challenge for employers. The majority of employers (77%) still state that their main recruitment challenge is a shortage of suitable applicants, which is the same as last year. It is also evident that these skills shortages are having a significant impact on organisations and are likely to continue to do so. 70% of employers stated that they have experienced moderate to extreme skills shortages and, of these, 15% labelled them as extreme. Only 6% of employers say they have not experienced skills shortages over the past year. This impact is compounded by candidate movement, with 55% of employees planning on moving jobs in the next 12 months.

7 Employers concerned about productivity Such predominant skills gaps are already having far reaching consequences and have the potential to severely restrict plans. Employers state that skills shortages are negatively impacting on productivity (59%), employee morale (41%), growth (30%) and their business development plans (27%). The skills shortages are attributed to problems with both the attraction and retention of talent. Over half (54%) of employers believe that high competition for talent within their sector or industry is fuelling the skills shortages. Over a third (37%) attribute them to fewer people entering the jobs market in their industry, while 18% believe that people leaving to join a different industry is causing skills shortages. As a result, 39% of employers are looking to temporary and contract staff to address the immediate gaps. This is followed by a quarter of employers who are increasing their use of recruitment agencies and 24% who are recruiting apprentices in an attempt to combat the skills shortages. Employees are feeling the pressure Not only are productivity and growth plans being affected, but employers are starting to realise the full impact of the skills shortages and understand that they are putting their employees under significant pressure. 41% of employers recognise that employee morale is being negatively impacted by skills shortages and 16% state that there has been an increase in absenteeism due to workplace stress. This correlates to the employee findings surrounding work-life balance, with 44% of professionals rating their work-life balance as very poor to average. Given that over a quarter (26%) of employees value work life balance most when considering a new role, addressing this could be a strong attraction tool for employers, yet only 15% of employers view work-life balance as important in order to attract staff. There are additional mismatches in the benefits that employees deem to be important compared to the benefits that employers offer, which further compound the issue. For example, 64% of employees state that receiving over 25 days of annual leave is important to them, but only 49% of employers state that they offer this. Flexible working is also rated as important for 61% of employees, yet only 50% of employers offer this benefit. Salaries create discontent These mismatches in expectations of benefits are causing dissatisfaction amongst workers. This is being exacerbated by a lack of salary increases, which is creating further discontent. In line with last year, 43% of professionals say they are dissatisfied with their salaries. Although the overall average increase for the UK is 1.8%, it is generally only jobs in areas of skills shortages that have seen significant increases. For example, 13% of IT professionals and 10% of construction and property professionals received pay rises of over 5% last year. Employers approach to salary levels for the coming year appears to be equally subdued almost half (48%) of employers only plan to increase salaries by up to 2.5%. Of those who say they are considering leaving their current organisation over the next 12 months (55%), 32% state that it is due to their salary level. Careers are being stifled Generally, not only is salary dissatisfaction high, but employees are looking for greater scope to progress their careers and they feel their ambition is being stifled. 50% of employees don t feel there is any scope for career progression within their organisation, which may be fuelling candidate movement, particularly given that almost a quarter (24%) state that they intend to leave due to a lack of future opportunities. 55% of employees plan to move jobs in the next 12 months and, of these, 33% intend to do so in the coming six months. Although this may be slightly subdued compared to last year when 62% of employees anticipated that they would move jobs over the next 12 months, it is still a significant percentage. Future prospects High employee movement and career and salary dissatisfaction, combined with concern over growing skills shortages, is impacting on productivity and growth plans, and should be addressed. Employers need to review their workforce strategy and immediate plans, ensuring that they are prioritising strengthening their employer brand and adopting an effective use of contingent workers to alleviate the pressure experienced by their existing employees. Organisations that invest in their people strategy, looking at both the short and long term, will be best placed to address the skills shortages, ensuring they have the resources required to meet their growth plans and capitalise on any opportunities. Today, employers are faced with huge recruitment challenges and they need to have the right teams in place that will allow them to combat the uncertainty that is likely to take a stronger hold over the year ahead. Hays UK Salary & Recruiting Trends

8 RECRUITING TRENDS RECOMMENDATIONS Make workforce planning a key strategic priority Despite the positive sentiment that we see from organisations with regards to their current activity and plans, employers are concerned about the impact that skills shortages are having on productivity and growth. Workforce planning needs to be a core component of every business strategy and at the top of the agenda. Understanding the range of workforce solutions available and considering the most appropriate options, factoring in elements beyond just immediate people needs, but also risk mitigation and cost management, will help employers to put in place the most effective strategies for both the short and long-term. This will enable employers to mitigate the effects of the skills shortages while continuing to meet their ambitious activity targets. Invest in your employer brand to compete for talent Ensuring that you have a strong employer brand has never been more essential given how prevalent the skills shortages are. Competition for candidates has intensified and employers need to make sure they stand out with a distinct offering that will appeal specifically to their target audience. Having a strong employee value proposition is central to this. Salary levels need to be benchmarked accurately and positioned correctly, then progression opportunities and training investment need to be publicised. Finally, employees want to be able to get an insight into what it is truly like to work at the organisation, so they can assess whether they might be a strong fit with its culture. More employees are actively seeking this information, so employers need to ensure they have a transparent message that is easily accessible online. Utilise contingent workers for more than just projects Employers drive for growth is putting significant pressure on the workplace, which is fuelling employee dissatisfaction and damaging morale. Given that skills shortages are so high, employers risk putting so much pressure on existing staff that absenteeism continues to increase and staff retention becomes an issue. Employers should reconsider their approach to hiring temporary workers. Whereas traditionally temporary, contract and interim workers have been used to supplement projects where specific skillsets are required, or to meet peaks in demand, they could be used to a greater extent to help alleviate some of the pressure from the increased workload. This will help to ensure growth plans can be sustained and targets met, while improving the job satisfaction of permanent employees. Employers are concerned about the impact that skills shortages are having on productivity and growth. Workforce planning needs to be a core component of every business. Survey highlights for the UK Employers Employees RECRUITING TRENDS Recommendations 1.8% average salary increase 55% expect their organisation s activity levels to increase or stay the same 95% over the next 12 months 71% 77% plan on recruiting staff over the next 12 months 50% say their top challenge when recruiting is a shortage of suitable applicants 6 Hays UK Salary & Recruiting Trends 2018 expect to move jobs within 12 months 57% are not satisfied with their salaries 56% feel there is no scope for progression within their organisation rate their work-life balance as positive

9 AT A GLANCE 95% state their organisation s activity will stay the same or increase over the next 12 months Employers outlook remains positive despite the market uncertainty 59% intend to hire permanent staff this year 77% of employers say their top challenge is a shortage of suitable applicants 94% of employers experienced skills shortages in the past year 59% state skills shortages are impacting on productivity 30% say growth plans are being impacted by skills shortages Skills shortages have the potential to restrict growth plans 41% of employers state skills shortages are impacting employee morale Workplace pressure is evident, which is impacting morale 16% of employees have seen an increase in absenteeism due to workplace stress 44% rate their work-life balance as average or poor 48% of employers plan to increase salaries by up to 2.5% 43% of professionals are satisfied with their salaries 32% want to leave their current jobs due to salary and/or benefits Mismatches in benefits expectations are causing dissatisfaction Employees are looking for greater scope to progress their careers 50% of employees don t feel there is scope for career progression 33% intend to move jobs in the next six months 24% want to leave their current job due to lack of future opportunities Hays UK Salary & Recruiting Trends

10 RECRUITING TRENDS SALARY STRATEGY Salary changes During the last 12 months, have your workforce s salaries changed? 7% 15% 48% 28% 2% Increased Increased Increased Stayed the same Decreased (above 5%) (2.5 to 5%) (up to 2.5%) Increased (above 5%) Increased (2.5 to 5%) Increased (up to 2.5%) Stayed the same Decreased Accountancy Banking and capital markets Business and professional services Charity and not-for-profit Construction and property Education Engineering Financial services and insurance Healthcare Hospitality, leisure, tourism and sport Housing IT Legal Local government Manufacturing Retail Transport, logistics and distribution RECRUITING TRENDS Salary strategy Although the overall average increase for salaries is 1.8% across the UK, it is generally only jobs in areas of skills shortages that have seen significant increases. NOTE: Numbers have been rounded to the nearest whole. N/A answers have been excluded. 8 Hays UK Salary & Recruiting Trends 2018

11 Over the next 12 months, how are your workforce s salaries likely to change? 5% 14% 48% 32% 1% Increase Increase Increase Stay the same Decrease (above 5%) (2.5 to 5%) (up to 2.5%) Increase (above 5%) Increase (2.5 to 5%) Increase (up to 2.5%) Stay the same Decrease Accountancy Banking and capital markets Business and professional services Charity and not-for-profit Construction and property Education Engineering Financial services and insurance Healthcare Hospitality, leisure, tourism and sport Housing IT Legal Local government Manufacturing Retail Transport, logistics and distribution Salary satisfaction Are you satisfied with your salary? In the past year, have you asked for a pay rise? 43% 57% Yes No 15% 16% 69% Yes, successful Yes, unsuccessful No Hays UK Salary & Recruiting Trends

12 RECRUITING TRENDS TALENT PLANNING Recruitment on the agenda Over the next 12 months, do you expect your organisation s activity levels to change? (%) Increase Stay the same Decrease Are you planning on recruiting staff over the next 12 months? What type of staff will you be recruiting? 71% 29% Yes No 59% 29% Permanent staff Temporary staff How will the number of people you recruit compare to the previous 12 months? (%) Recruit more No change Recruit fewer Permanent Temporary Why do you plan to recruit temporary, contract or interim staff over the next 12 months? 62% 32% 32% 23% 22% Meet peaks in demand Access specific skills Cover long-term leave Difficulty finding permanent staff Flexible staffing costs RECRUITING TRENDS Talent planning NOTE: Numbers have been rounded to the nearest whole. N/A answers have been excluded. 10 Hays UK Salary & Recruiting Trends 2018

13 On the move When do you anticipate you will next move jobs? (%) Within 6 months Between 6-12 months Between 1-2 years Between 2-3 years More than 3 years By sector Accountancy and finance Architecture Banking Construction Customer service and contact centres Engineering Financial services Human resources Insurance IT Legal Logistics Manufacturing Marketing, PR and communications Office administration Procurement and supply chain Property Sales Science and research professionals Secretary and PA Top five reasons for wanting to leave: 32% 24% 11% 11% 10% My salary and/or benefits package Lack of future opportunities The work itself Location Concerns about job security Hays UK Salary & Recruiting Trends

14 RECRUITING TRENDS TALENT CHALLENGES Skills in demand Top three challenges employers expect when recruiting over the next 12 months: 77% 45% 44% Shortage of suitable applicants Competition from other employers Applicants with unrealistic salary requirements What level of skills shortages have you experienced in the past year? 15% 55% 24% 6% Extreme Moderate Minor None Top three causes of skills shortages in your sector/industry: 54% 37% 18% Competition for roles/job opportunities Fewer people entering the job market People leaving to join a different industry In what areas have skills shortages impacted on your organisation? (%) Productivity Employee morale RECRUITING TRENDS Talent challenges Growth/expansion 30 Business development 27 Revenue/profit 25 Innovation/creativity 24 Absenteeism due to stress 16 Increased overtime pay 11 NOTE: Numbers have been rounded to the nearest whole. N/A answers have been excluded. 12 Hays UK Salary & Recruiting Trends 2018

15 Skills in demand (continued) Which of the following skills are most needed by your organisation in order to achieve current business objectives? (%) Managerial/leadership Operations/technical Projects and change management Administration Finance IT infrastructure Data and analytics Sales HR Marketing Cyber security Software development Languages Top ten actions taken to address immediate skills shortages within the workforce: (%) Hired temporary or contract workers Increased use of recruitment agencies Recruited apprentices Implemented mentoring programme Increased training budget Transferred employees into skill shortage areas Encouraged more diverse range of candidates Allowed employees study leave for external training Recruited workers from overseas Increased marketing activity Hays UK Salary & Recruiting Trends

16 RECRUITING TRENDS CAREER PROSPECTS Understanding skills requirements Do employees feel they have the skills needed to fulfil their current role? 96% 4% Yes No Do employers think their organisation has the talent needed to achieve current business objectives? (%) Yes No Scope for progression Do employees feel there is scope for progression within their organisation? (%) Yes No RECRUITING TRENDS Career prospects NOTE: Numbers have been rounded to the nearest whole. N/A answers have been excluded. 14 Hays UK Salary & Recruiting Trends 2018

17 Establishing priorities What employers think is most important in order to attract staff: 21% 17% 15% 14% 14% Career development Benefits package Work-life balance Job security Challenging role What candidates think is most important when considering a new role: 26% 16% 15% 15% 11% Work-life balance Location Career development Job security Benefits package Top factors most important for candidates when considering a change in job by generation: (%) Work-life balance Career development Location Job security Challenging role Work environment Benefits package Baby Boomers (born 1940 to 1960) Generation X (born 1961 to 1982) Generation Y (born 1983 to 1995) Generation Z (born after 1995) Hays UK Salary & Recruiting Trends

18 RECRUITING TRENDS EMPLOYEE EXPECTATIONS Establishing priorities (continued) Difference between what employees and employers rate as most important when considering a new role: (%) Important for employees Important for employers Work-life balance Location Career development Job security Benefits package Challenging role Work environment Work-life balance How would you rate your work-life balance? 19% 37% 30% 11% 3% Very good Good Average Poor Very poor RECRUITING TRENDS Employee expectations Mismatches in expectations of benefits are causing dissatisfaction amongst workers, which is being exacerbated by low salary levels. Employees are looking for greater scope to progress their careers. NOTE: Numbers have been rounded to the nearest whole. N/A answers have been excluded. 16 Hays UK Salary & Recruiting Trends 2018

19 Benefits are key Which benefits are important/offered? (%) Important to employees Offered by employers Over 25 days annual leave Flexible working Above statutory contributory pension Training and/or professional certification support Health insurance or private medical cover Life insurance Financial support for professional studies Company car or car allowance Memberships of associations/ networks/professional institutes Gym membership Share incentives Above statutory maternity/ paternity leave Discounts on company products or services Season ticket loan Onsite subsidised facilities (e.g. gym, healthcare) Childcare vouchers Corporate retail discounts Cycle to work scheme Hays UK Salary & Recruiting Trends

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22 ACCOUNTANCY & FINANCE ANTICIPATING FUTURE RISKS Skills shortages and peaks in demand for certain functions are likely to be compounded by fewer accountancy and finance professionals looking to move jobs over the next 12 months. ACCOUNTANCY & FINANCE Overview A cautious yet pragmatic outlook prevails Positively, the majority (95%) of accountancy and finance employers anticipate their organisation s activity levels will increase or stay the same over the next 12 months. Just over half (52%) predict growth, although this is marginally lower than last year (58%). This subdued growth forecast is likely the result of employer caution in light of political and economic uncertainty. However, only 5% predicted a decrease in activity levels. Further, with plenty of corporate finance activity demonstrably in the pipeline across most regions in the UK, long-term investment appears to be continuing. Reflecting this, 57% of accountancy and finance employers are looking to hire over the next year. Whilst this is similar to last year (56%), it is lower than the overall UK average (71%), which was not unanticipated. Peaks in demand for key functions and relevant experience Of those employers looking to hire, there are a number of functions and roles which are seeing significant boosts in demand and subsequent salary increases. Continuing from last year, the ongoing legislation and regulatory changes such as IR35, gender pay gap reporting and pension automatic enrolment mean that talented payroll professionals are still highly sought after. As a result, payroll has seen the highest pay inflation within the accountancy and finance sector. Frequently outsourced in recent years, demand is being further heightened as some SME organisations look to bring this function back in-house and employ sole charge payroll professionals. The scarcity of skilled candidates available means there has been sustained salary inflation across all roles and levels in this function, as employers compete to attract and retain payroll talent. Likewise, there is an increasing need for experienced audit, risk and compliance professionals as organisations look to mitigate the risks to reputational damage carried by the proliferation of online media, as well as the potential for heavy fines. Salaries in this area have increased in line with demand. There is also still a notable shortage of part and newly qualified accountants. This is being keenly felt throughout the private sector, particularly in medium to large organisations, where these professionals are required to help conduct increasingly complex data analysis for informed commercial insight. 20 Hays UK Salary & Recruiting Trends 2018

23 Ongoing shared service centre builds are increasing the demand for professionals with experience in these environments outside London, particularly in the North West, the South West and Wales. Looking specifically at key skillsets in demand, medium-sized organisations are becoming increasingly complex, with new functional roles being created and continued integration of new systems and processes. As such, these organisations require professionals experienced in multifaceted businesses or overseeing change projects. Candidate caution will compound skills shortages The demand for permanent over temporary professionals continues, with nearly half (49%) of employers expecting to hire permanent staff in the next year. However, acute skills shortages threaten these plans. 76% state that the shortage of suitable candidates will be a challenge when recruiting this year. Skills shortages are already having an impact on organisations as nearly a quarter (22%) feel they do not currently have the talent required to meet business objectives. 21% of employers expect to hire temporary professionals. This is being driven by skills shortages, wider economic activity and uncertainty. Mergers, acquisitions or disposals and systems implementations frequently necessitate temporary staff, including increasingly non-qualified finance and treasury professionals, as employers require these skills either on a specific project or short-term need or are reluctant to commit to long-term investments until economic conditions become clearer. Skills shortages may be further exacerbated as fewer finance professionals expect to move jobs over the next 12 months. 52% plan to move this year, marginally lower than the overall UK average (55%) and compared to last year (59%). 31% expect to move jobs in six months, also marginally lower than the overall average of 33%. This could be an indication that employees are reluctant to move jobs in uncertain economic times, or that retention programmes are becoming more successful. Of the individual professions, support, ledger and bookkeeping professionals are most likely to want to leave within the next six months, with 38% considering this. Salary dissatisfaction remains, but work-life balance is positive Although fewer accountancy and finance professionals are looking to move, salary satisfaction has decreased slightly. 54% of professionals are dissatisfied with their salary, compared to 53% last year. Support, ledgers and bookkeeper professionals are the least satisfied with their salaries, with 60% citing this. Salary benchmarking is, therefore, imperative for employers looking to tempt top talent to a new role. In addition, 28% consider work-life balance to be the most important factor when considering a new role. Whilst 60% of professionals currently rank theirs as good or very good, higher than the overall UK average of 57%, 32% would like the option of working flexibly. To better attract skilled candidates, employers should consider implementing flexible working policies where feasible. On the whole, accountancy and finance employers are showing signs of caution, but business goals need to be met in the present. The finding that fewer accountancy and finance professionals are looking to move jobs over the next 12 months than last year, despite salary dissatisfaction rates, suggests that some retention programmes may be proving successful. However, in such a skills-short environment, organisations need to consider how they can better attract top talent in order to remain competitive. Survey highlights for accountancy and finance Employers Employees 1.4% average salary increase 52% expect to move jobs within 12 months expect their organisation s activity levels to increase or stay the same 95% over the next 12 months 54% are not satisfied with their salaries 57% plan on recruiting staff over the next 12 months 57% feel there is no scope for progression within their organisation 76% say their top challenge when recruiting is a shortage of suitable applicants 60% rate their work-life balance as positive Hays UK Salary & Recruiting Trends

24 ACCOUNTANCY & FINANCE ACCOUNTANCY SUPPORT London Range Typical QBE Finance Manager 35,000-45,000 41,000 Assistant Accountant 26,000-33,000 31,000 Bookkeeper 28,000-34,000 31,000 AAT Studier 23,000-27,000 25,000 Accounts Assistant 22,000-25,000 23,000 East Midlands Range Typical QBE Finance Manager 28,000-35,000 34,000 Assistant Accountant 18,000-28,000 25,000 Bookkeeper 18,000-26,000 22,000 AAT Studier 18,000-24,000 21,000 Accounts Assistant 17,000-22,000 19,000 South East England Range Typical QBE Finance Manager 35,000-45,000 41,000 Assistant Accountant 25,000-33,000 28,500 Bookkeeper 25,000-35,000 28,500 AAT Studier 18,000-28,000 24,500 Accounts Assistant 18,000-26,000 22,500 Yorkshire and the Humber Range Typical QBE Finance Manager 26,500-35,500 31,000 Assistant Accountant 17,000-24,000 21,500 Bookkeeper 18,000-24,000 21,000 AAT Studier 16,000-21,000 18,000 Accounts Assistant 16,000-19,500 18,000 East of England Range Typical QBE Finance Manager 30,000-40,000 35,000 Assistant Accountant 22,000-32,000 27,000 Bookkeeper 22,000-30,000 26,000 AAT Studier 18,000-24,000 21,000 Accounts Assistant 17,000-25,000 20,500 North East England Range Typical QBE Finance Manager 28,000-34,000 30,000 Assistant Accountant 20,000-26,000 24,000 Bookkeeper 17,000-23,000 19,000 AAT Studier 16,000-20,000 18,000 Accounts Assistant 16,000-20,000 18,000 South West England Range Typical QBE Finance Manager 30,000-40,000 34,000 Assistant Accountant 20,000-30,000 27,000 Bookkeeper 18,000-26,000 23,500 AAT Studier 16,000-25,000 23,500 Accounts Assistant 16,000-24,000 21,500 North West England Range Typical QBE Finance Manager 28,000-37,000 32,000 Assistant Accountant 22,000-28,000 26,000 Bookkeeper 20,000-30,000 24,000 AAT Studier 16,000-25,000 21,500 Accounts Assistant 17,000-22,000 19,000 ACCOUNTANCY & FINANCE Accountancy support Wales Range Typical QBE Finance Manager 26,000-34,000 30,000 Assistant Accountant 18,000-25,000 23,500 Bookkeeper 19,500-25,000 23,000 AAT Studier 16,000-24,000 20,500 Accounts Assistant 16,000-22,500 20,000 West Midlands Range Typical QBE Finance Manager 32,000-40,000 36,000 Assistant Accountant 25,000-30,000 27,000 Bookkeeper 24,000-34,000 26,000 AAT Studier 18,000-24,000 22,000 Accounts Assistant 18,000-23,000 21, Hays UK Salary & Recruiting Trends 2018 Northern Ireland Range Typical QBE Finance Manager 28,000-35,000 32,000 Assistant Accountant 22,000-32,000 27,000 Bookkeeper 20,000-30,000 24,000 AAT Studier 18,000-25,000 23,000 Accounts Assistant 17,000-23,000 20,000 Scotland Range Typical QBE Finance Manager 26,000-35,000 32,000 Assistant Accountant 23,000-33,000 26,500 Bookkeeper 19,000-25,000 24,000 AAT Studier 18,000-23,000 21,000 Accounts Assistant 17,000-22,000 19,000

25 Mark Farrar Chief Executive, AAT (Association of Accounting Technicians) Accountancy continues to be a highly attractive and well sought-after sector. Membership of accounting bodies continues to grow with AAT s overall membership rising by 3.5% in 2016 to over 140,000. There is always a strong demand for people to gain practical financial skills for the benefit of business, or to develop a career within accountancy, which is why AAT s high-quality, fit-for-purpose qualifications attract individuals of all ages. There is no doubt that accountants are feeling the impact of smarter technology, with some functions now broadly performed by robots. However, at the 2017 AAT Annual Conference, nearly two-thirds of our members told us that automation was an opportunity and not a concern, as it frees up accountants to provide value-added services and advice for their clients, as well as giving them the potential to develop skills in new technologies as these evolve. The sector is keeping up well with the pace of change. Apprenticeships have rightly been thrust into the national spotlight this year, due to the introduction of both the apprenticeship levy and new apprenticeship standards tailored to each sector. Apprenticeships are already popular within larger, levy-paying organisations, while smaller firms are beginning to recognise the merits that they can bring; this can include allowing people to gain prominent qualifications and professional skills while earning a salary. With Brexit talks now well underway, the potential for future change is high, and accountants will have a key role to play in stepping up to help their employers or clients. Hays UK Salary & Recruiting Trends

26 ACCOUNTANCY & FINANCE ACCOUNTS PAYABLE London Range Typical Accounts Payable Manager 38,000-60,000 45,000 Accounts Payable Team Leader/ Supervisor Accounts Payable Clerk/ Senior Accounts Payable Clerk 28,000-36,000 33,000 22,000-26,000 24,000 East Midlands Range Typical Accounts Payable Manager 30,000-43,000 38,000 Accounts Payable Team Leader/ Supervisor Accounts Payable Clerk/ Senior Accounts Payable Clerk 25,000-30,000 28,000 18,000-22,000 20,000 South East England Range Typical Accounts Payable Manager 34,000-50,000 40,000 Accounts Payable Team Leader/ Supervisor Accounts Payable Clerk/ Senior Accounts Payable Clerk 26,000-36,000 32,000 18,000-26,000 23,500 Yorkshire and the Humber Range Typical Accounts Payable Manager 27,000-38,000 33,000 Accounts Payable Team Leader/ Supervisor Accounts Payable Clerk/ Senior Accounts Payable Clerk 23,000-30,000 27,000 16,000-22,000 19,000 East of England Range Typical Accounts Payable Manager 28,000-40,000 34,000 Accounts Payable Team Leader/ Supervisor Accounts Payable Clerk/ Senior Accounts Payable Clerk 22,000-30,000 25,000 16,000-24,000 20,000 North East England Range Typical Accounts Payable Manager 28,000-41,000 33,000 Accounts Payable Team Leader/ Supervisor Accounts Payable Clerk/ Senior Accounts Payable Clerk 25,000-32,000 28,000 17,000-22,000 19,000 South West England Range Typical Accounts Payable Manager 28,000-45,000 37,000 Accounts Payable Team Leader/ Supervisor Accounts Payable Clerk/ Senior Accounts Payable Clerk 25,000-32,000 27,000 18,000-26,000 22,000 North West England Range Typical Accounts Payable Manager 28,000-40,000 38,000 Accounts Payable Team Leader/ Supervisor Accounts Payable Clerk/ Senior Accounts Payable Clerk 23,000-32,000 28,000 16,000-23,000 19,000 Wales Range Typical Accounts Payable Manager 28,000-40,000 34,000 Accounts Payable Team Leader/ Supervisor Accounts Payable Clerk/ Senior Accounts Payable Clerk 25,000-32,000 26,000 17,000-23,000 20,000 Northern Ireland Range Typical Accounts Payable Manager 28,000-40,000 35,000 Accounts Payable Team Leader/ Supervisor Accounts Payable Clerk/ Senior Accounts Payable Clerk 22,000-32,000 27,000 16,000-24,000 19,000 ACCOUNTANCY & FINANCE Accounts payable West Midlands Range Typical Accounts Payable Manager 30,000-45,000 40,000 Accounts Payable Team Leader/ Supervisor Accounts Payable Clerk/ Senior Accounts Payable Clerk 24 Hays UK Salary & Recruiting Trends ,000-35,000 30,000 19,000-24,000 22,000 Scotland Range Typical Accounts Payable Manager 28,000-35,000 34,000 Accounts Payable Team Leader/ Supervisor Accounts Payable Clerk/ Senior Accounts Payable Clerk 25,000-32,000 29,000 16,000-22,000 19,000

27 Hays UK Salary & Recruiting Trends

28 ACCOUNTANCY & FINANCE AUDIT, RISK & COMPLIANCE London Range Typical Head of/director 120, , ,000 Senior Audit Manager 75,000-95,000 90,000 Audit Manager 65,000-80,000 70,000 Senior Auditor 55,000-65,000 60,000 Auditor (Newly Qualified) 50,000-53,000 51,000 Junior Auditor 33,000-40,000 37,000 Wales Range Typical Head of/director 75, , ,000 Senior Audit Manager 60,000-95,000 80,000 Audit Manager 45,000-80,000 67,500 Senior Auditor 38,000-60,000 53,000 Auditor (Newly Qualified) 34,000-40,000 37,000 Junior Auditor 25,000-40,000 32,000 South East England Range Typical Head of/director 90, , ,000 Senior Audit Manager 70,000-90,000 85,000 Audit Manager 60,000-80,000 70,000 Senior Auditor 50,000-60,000 58,000 Auditor (Newly Qualified) 45,000-53,000 50,000 Junior Auditor 25,000-45,000 37,000 West Midlands Range Typical Head of/director 75, , ,000 Senior Audit Manager 55,000-90,000 75,000 Audit Manager 48,000-80,000 65,000 Senior Auditor 40,000-55,000 48,000 Auditor (Newly Qualified) 35,000-48,000 45,000 Junior Auditor 20,000-40,000 32,500 East of England Range Typical Head of/director 70, , ,000 Senior Audit Manager 55,000-80,000 70,000 Audit Manager 45,000-75,000 60,000 Senior Auditor 43,000-55,000 47,000 Auditor (Newly Qualified) 40,000-47,000 44,000 Junior Auditor 20,000-37,000 32,000 East Midlands Range Typical Head of/director 70, , ,000 Senior Audit Manager 55,000-85,000 75,000 Audit Manager 45,000-78,000 65,000 Senior Auditor 40,000-55,000 48,000 Auditor (Newly Qualified) 40,000-48,000 45,000 Junior Auditor 25,000-40,000 32,500 ACCOUNTANCY & FINANCE Audit, risk and compliance South West England Range Typical Head of/director 75, , ,000 Senior Audit Manager 60,000-95,000 80,000 Audit Manager 50,000-80,000 70,000 Senior Auditor 40,000-55,000 52,000 Auditor (Newly Qualified) 40,000-50,000 48,000 Junior Auditor 25,000-40,000 34, Hays UK Salary & Recruiting Trends 2018 Yorkshire and the Humber Range Typical Head of/director 70, , ,000 Senior Audit Manager 55,000-90,000 73,500 Audit Manager 45,000-77,500 62,000 Senior Auditor 35,000-53,000 44,500 Auditor (Newly Qualified) 33,500-43,000 40,000 Junior Auditor 20,000-35,000 29,500

29 North East England Range Typical Head of/director 70, ,000 92,000 Senior Audit Manager 55,000-80,000 67,500 Audit Manager 55,000-80,000 59,000 Senior Auditor 39,000-52,000 44,000 Auditor (Newly Qualified) 38,500-47,000 42,500 Junior Auditor 20,000-40,000 30,000 Scotland Range Typical Head of/director 80, , ,000 Senior Audit Manager 60,000-90,000 80,000 Audit Manager 47,000-70,000 60,000 Senior Auditor 39,000-50,000 47,000 Auditor (Newly Qualified) 35,000-42,000 38,000 Junior Auditor 21,000-35,000 30,000 North West England Range Typical Head of/director 60, ,000 95,000 Senior Audit Manager 55,000-90,000 72,000 Audit Manager 50,000-80,000 62,000 Senior Auditor 42,000-55,000 47,000 Auditor (Newly Qualified) 35,000-45,000 41,000 Junior Auditor 22,000-35,000 30,000 Dr Ian Peters Chief Executive, Chartered Institute of Internal Auditors In the past few years, scandal has affected many businesses, not just in the UK but also globally; ranging from the fraudulent account scandal at Wells Fargo to the intentional manipulation of financial statements at some high-profile UK businesses. As a consequence, corporate governance has shot up the political agenda. Alongside this ascent, internal audit is increasingly being seen to have a more assertive and influential role to play in supporting boards in the management of risk, and in the nurturing of effective organisational culture and good corporate governance. This realisation has translated into steady demand for internal auditors in the private sector. This is particularly the case in financial services, driven still by the response to the financial crisis and supported in part by the higher expectations placed on the profession by our 2013 Financial Services Code (revised and reissued this year). Our latest annual survey of heads of internal audit found that budgets in the private sector and financial services particularly are increasing. On the other hand, public sector budgetary constraints have been a major challenge in recent years and are an ongoing trend. With regard to skill set, more and more employers are stressing the importance of soft skills. As subjects such as the auditing of corporate and risk culture become more important, demand naturally increases for interpersonal skills and even psychology. Additionally, the increasing occurrence of cyber-attacks has contributed to the high demand for IT audit skills. The need for internal auditors to develop and grow their skill sets in these specialist areas continues, and demand for our courses on topics in these areas shows their willingness to respond and meet the rising expectations of them. The uncertainty surrounding Brexit requires internal auditors to continually provide support, challenge and assurance as boards look to improve both the management of upside risks as well as downside risks in this, as well as many other areas of their operations. As the demand for skilled and talented practitioners rises, the Chartered IIA is working to ensure that the internal audit profession gets the right support, in particular at the beginning of careers. One way we are doing this is through apprenticeships. We have brought together a trailblazer group of high-profile organisations to work with us to create an internal audit apprenticeship scheme. We have also recently begun to improve our insights into career paths of internal auditors in the public sector, so we can further develop how we support them. Hays UK Salary & Recruiting Trends

30 ACCOUNTANCY & FINANCE CREDIT MANAGEMENT London Range Typical Credit Director 80, ,000 95,000 Group Credit Manager/Head of Credit 65,000-85,000 72,000 Credit Manager 45,000-60,000 55,000 Credit Control Supervisor 30,000-40,000 36,000 Credit Risk Analyst 40,000-60,000 50,000 Senior Credit Controller 27,000-35,000 32,000 Credit Controller 22,000-30,000 26,500 Wales Range Typical Credit Director 55,000-85,000 65,000 Group Credit Manager/Head of Credit 45,000-65,000 52,000 Credit Manager 28,000-40,000 36,000 Credit Control Supervisor 25,000-32,000 27,000 Credit Risk Analyst 26,000-38,000 30,000 Senior Credit Controller 22,000-30,000 23,000 Credit Controller 17,000-23,000 20,000 South East England Range Typical Credit Director 75, ,000 85,000 Group Credit Manager/Head of Credit 55,000-80,000 65,000 Credit Manager 35,000-50,000 42,000 Credit Control Supervisor 28,000-36,000 33,000 Credit Risk Analyst 30,000-50,000 40,000 Senior Credit Controller 28,000-33,000 30,000 Credit Controller 22,000-30,000 26,000 West Midlands Range Typical Credit Director 65,000-90,000 85,000 Group Credit Manager/Head of Credit 60,000-85,000 65,000 Credit Manager 40,000-50,000 48,000 Credit Control Supervisor 26,000-35,000 30,000 Credit Risk Analyst 30,000-45,000 40,000 Senior Credit Controller 24,000-30,000 25,000 Credit Controller 22,000-26,000 23,000 East of England Range Typical Credit Director 65,000-90,000 70,000 Group Credit Manager/Head of Credit 40,000-60,000 55,000 Credit Manager 30,000-45,000 38,000 Credit Control Supervisor 25,000-35,000 30,000 Credit Risk Analyst 30,000-45,000 40,000 Senior Credit Controller 25,000-30,000 28,000 Credit Controller 18,000-26,000 24,500 East Midlands Range Typical Credit Director 60,000-85,000 75,000 Group Credit Manager/Head of Credit 50,000-70,000 58,000 Credit Manager 32,000-45,000 38,000 Credit Control Supervisor 25,000-33,000 29,000 Credit Risk Analyst 30,000-45,000 40,000 Senior Credit Controller 22,000-28,000 25,000 Credit Controller 18,000-24,000 22,000 ACCOUNTANCY & FINANCE Credit management South West England Range Typical Credit Director 65,000-95,000 70,000 Group Credit Manager/Head of Credit 45,000-65,000 55,000 Credit Manager 30,000-45,000 38,000 Credit Control Supervisor 25,000-32,000 27,000 Credit Risk Analyst 30,000-45,000 42,000 Senior Credit Controller 24,000-30,000 26,000 Credit Controller 18,000-26,000 24, Hays UK Salary & Recruiting Trends 2018 Yorkshire and the Humber Range Typical Credit Director 60,000-85,000 70,000 Group Credit Manager/Head of Credit 45,000-65,000 57,000 Credit Manager 30,000-45,000 36,000 Credit Control Supervisor 23,000-32,000 27,000 Credit Risk Analyst 28,000-40,000 30,000 Senior Credit Controller 20,000-28,000 24,000 Credit Controller 18,000-26,000 21,000

31 North East England Range Typical Credit Director 58,000-85,000 70,000 Group Credit Manager/Head of Credit 45,000-70,000 58,000 Credit Manager 28,000-40,000 36,000 Credit Control Supervisor 24,000-30,000 26,000 Credit Risk Analyst 26,000-40,000 30,000 Senior Credit Controller 20,000-26,000 24,000 Credit Controller 16,000-24,000 20,500 Northern Ireland Range Typical Credit Director 60,000-85,000 70,000 Group Credit Manager/Head of Credit 38,000-60,000 45,000 Credit Manager 30,000-50,000 40,000 Credit Control Supervisor 22,000-32,000 27,000 Credit Risk Analyst 28,000-35,000 30,000 Senior Credit Controller 22,000-30,000 25,000 Credit Controller 18,000-25,000 22,000 North West England Range Typical Credit Director 60, ,000 75,000 Group Credit Manager/Head of Credit 50,000-80,000 55,000 Credit Manager 30,000-45,000 37,000 Credit Control Supervisor 24,000-35,000 28,000 Credit Risk Analyst 30,000-45,000 40,000 Senior Credit Controller 22,000-27,000 25,000 Credit Controller 20,000-25,000 22,000 Scotland Range Typical Credit Director 55,000-80,000 65,000 Group Credit Manager/Head of Credit 40,000-65,000 50,000 Credit Manager 30,000-43,000 39,000 Credit Control Supervisor 24,000-30,000 27,500 Credit Risk Analyst 25,000-35,000 28,000 Senior Credit Controller 22,000-27,000 25,000 Credit Controller 18,000-23,000 20,500 Philip King, FCICM Chief Executive, Chartered Institute of Credit Management Few could have possibly predicted the political uncertainty that now clouds our entire economic future. Whatever happens over the next 12 months, the markets are unlikely to be looking too fondly at the UK as we struggle along with a destabilised government in charge of negotiating new terms with an equally unpredictable European Union. The outcome can only mean further uncertainty and despondency as British firms attempt to get on with business as usual. Out of adversity, however, invariably comes opportunity, and the need to keep the cash flowing makes the role of the credit manager more crucial than ever. There will also be the opportunity for new skills to be developed, and new roles created, to manage the implementation of the EU General Data Protection Regulation (GDPR) and oversee other changes in legislation such as the Pre-Action Protocol for debt claims (PAP). Compliance will continue to feature highly in the world of corporate governance, but it will also be an environment where softer skills - leadership, people management, communication, personal brand etc will continue to grow in importance. The challenges to business are many and varied, and we need to continue to harness new technologies to free our people to do more thinking, and add even greater value. Technology should be an enabler, and not simply an opportunity to reduce heads. It is proven time and time again that the most successful businesses are those that employ professional credit management teams, and recognition of our profession continues to grow. As a new generation of apprentices are trained, that recognition will accelerate, with all of the benefits that will bring to organisations and individuals alike. Hays UK Salary & Recruiting Trends

32 ACCOUNTANCY & FINANCE ACCOUNTS RECEIVABLE London Range Typical Manager 35,000-55,000 44,000 Team Leader/Supervisor 28,000-38,000 35,000 Analyst 28,000-32,000 30,000 Clerk 20,000-30,000 25,000 East Midlands Range Typical Manager 25,000-35,000 32,000 Team Leader/Supervisor 22,000-28,000 26,000 Analyst 20,000-26,000 24,000 Clerk 18,000-24,000 21,000 South East England Range Typical Manager 34,000-48,000 40,000 Team Leader/Supervisor 28,000-36,000 32,000 Analyst 28,000-33,000 30,000 Clerk 20,000-28,000 25,000 Yorkshire and the Humber Range Typical Manager 25,000-34,000 30,000 Team Leader/Supervisor 20,000-27,000 24,000 Analyst 20,000-25,000 22,000 Clerk 16,000-22,000 20,000 East of England Range Typical Manager 28,000-40,000 35,000 Team Leader/Supervisor 22,000-30,000 26,000 Analyst 23,000-28,000 25,000 Clerk 16,000-25,000 20,000 North East England Range Typical Manager 28,000-42,000 33,000 Team Leader/Supervisor 25,000-35,000 29,000 Analyst 22,000-30,000 23,000 Clerk 17,000-22,000 19,500 South West England Range Typical Manager 28,000-45,000 36,500 Team Leader/Supervisor 25,000-32,000 27,000 Analyst 24,000-30,000 25,000 Clerk 18,000-26,000 22,000 North West England Range Typical Manager 25,000-40,000 30,000 Team Leader/Supervisor 23,000-28,000 25,000 Analyst 23,000-26,000 25,000 Clerk 16,000-22,000 19,500 Wales Range Typical Manager 28,000-40,000 35,000 Team Leader/Supervisor 24,000-32,000 25,000 Analyst 22,000-30,000 23,000 Clerk 17,000-23,000 20,000 Northern Ireland Range Typical Manager 28,000-40,000 35,000 Team Leader/Supervisor 22,000-32,000 28,000 Analyst 22,000-28,000 24,000 Clerk 16,000-24,000 19,000 ACCOUNTANCY & FINANCE Accounts receivable West Midlands Range Typical Manager 35,000-50,000 40,000 Team Leader/Supervisor 25,000-32,000 30,000 Analyst 22,000-28,000 25,000 Clerk 18,000-25,000 22, Hays UK Salary & Recruiting Trends 2018 Scotland Range Typical Manager 28,000-40,000 35,000 Team Leader/Supervisor 22,000-32,000 28,000 Analyst 22,000-28,000 24,000 Clerk 16,000-24,000 19,000

33 Hays UK Salary & Recruiting Trends

34 ACCOUNTANCY & FINANCE PAYROLL London Range Typical Head of Payroll 55,000-85,000 70,000 International Payroll Manager 50,000-75,000 65,000 Payroll Manager 40,000-55,000 50,000 Payroll Supervisor/Team Leader 32,000-40,000 36,000 International Payroll Specialist 35,000-45,000 40,000 Sole Charge Payroller 30,000-45,000 38,000 Wales Range Typical Head of Payroll 45,000-60,000 52,000 Payroll Manager 32,000-42,000 36,500 Payroll Supervisor/Team Leader 23,000-30,000 27,000 Sole Charge Payroller 20,000-26,000 24,000 Payroll Clerk 18,000-23,000 21,500 Payroll Administrator 16,000-20,000 19,000 Payroll Clerk 25,000-30,000 28,000 Payroll Administrator 23,000-30,000 25,000 South East England Range Typical Head of Payroll 50,000-80,000 60,000 Payroll Manager 35,000-45,000 42,000 Payroll Supervisor/Team Leader 25,000-35,000 33,000 Sole Charge Payroller 24,000-30,000 28,000 Payroll Clerk 22,000-28,000 26,000 Payroll Administrator 19,000-23,000 21,000 West Midlands Range Typical Head of Payroll 58,000-72,000 65,000 International Payroll Manager 48,000-59,000 57,000 Payroll Manager 45,000-54,000 50,000 Payroll Supervisor/Team Leader 30,000-38,000 36,000 International Payroll Specialist 30,000-33,000 32,000 Sole Charge Payroller 26,000-31,000 29,000 Payroll Clerk 24,000-29,500 26,500 Payroll Administrator 18,000-22,000 21,000 East of England Range Typical Head of Payroll 42,000-65,000 55,000 Payroll Manager 34,000-42,000 39,000 Payroll Supervisor/Team Leader 26,000-32,000 30,000 Sole Charge Payroller 23,000-29,000 26,000 Payroll Clerk 20,000-25,000 23,000 Payroll Administrator 17,000-20,000 19,000 East Midlands Range Typical Head of Payroll 50,000-65,000 62,000 Payroll Manager 38,000-50,000 47,000 Payroll Supervisor/Team Leader 28,000-35,000 32,000 Sole Charge Payroller 24,000-30,000 26,500 Payroll Clerk 20,000-26,000 24,500 Payroll Administrator 17,000-20,000 18,000 South West England Range Typical Head of Payroll 45,000-60,000 52,000 Payroll Manager 35,000-50,000 42,000 Payroll Supervisor/Team Leader 26,000-32,000 29,000 Sole Charge Payroller 23,000-30,000 25,000 Payroll Clerk 20,000-25,000 23,000 Payroll Administrator 17,000-24,000 21,500 Yorkshire and the Humber Range Typical Head of Payroll 48,000-56,000 51,500 Payroll Manager 30,000-42,000 39,000 Payroll Supervisor/Team Leader 25,000-30,000 28,000 Sole Charge Payroller 22,000-29,000 25,000 Payroll Clerk 20,000-24,000 22,000 Payroll Administrator 16,500-19,500 18,000 ACCOUNTANCY & FINANCE Payroll 32 Hays UK Salary & Recruiting Trends 2018

35 North East England Range Typical Head of Payroll 45,000-52,000 48,000 Payroll Manager 30,000-42,000 39,000 Payroll Supervisor/Team Leader 25,000-32,000 28,000 Sole Charge Payroller 22,000-30,000 28,000 Payroll Clerk 19,000-24,000 22,000 Payroll Administrator 17,000-20,000 18,500 Northern Ireland Range Typical Head of Payroll 40,000-45,000 42,000 Payroll Manager 30,000-40,000 35,000 Payroll Supervisor/Team Leader 21,000-28,000 25,000 Sole Charge Payroller 20,000-30,000 26,000 Payroll Clerk 16,000-22,000 20,000 Payroll Administrator 16,000-20,000 17,000 North West England Range Typical Head of Payroll 45,000-65,000 55,000 Payroll Manager 33,000-41,000 38,000 Payroll Supervisor/Team Leader 26,000-32,000 29,000 Sole Charge Payroller 24,000-30,000 27,000 Payroll Clerk 20,000-25,000 23,000 Payroll Administrator 17,000-24,000 22,000 Scotland Range Typical Head of Payroll 45,000-60,000 56,500 Payroll Manager 38,000-52,000 47,000 Payroll Supervisor/Team Leader 28,000-35,000 31,500 Sole Charge Payroller 22,000-26,000 25,000 Payroll Clerk 20,000-25,000 23,000 Payroll Administrator 18,000-23,000 20,000 Elaine Gibson Education Director, The Chartered Institute of Payroll Professionals The CIPP has seen an increase in the need for general legislation updates and training courses covering General Data Protection Regulation (GDPR), gender pay gap reporting, payroll and HR legislative updates and the apprenticeship levy to name but a few. This suggests that there are potential skills gaps in these areas of legislation and I see the demand continuing for some time yet, in particular in the area of GDPR. Employers across the UK should now be well aware of the changes; however, for most organisations this is a major project. Data protection has always been a priority for payroll professionals; however, the new regulations have taken this to another level. The impact for some organisations being that they may need to create new roles as there is a requirement for data protection officers. This is an evolving process; however, all organisations, no matter what their industry is, must be ready for when this becomes effective on the 25 May As well as GDPR, employers are experiencing challenges as they get to grips with many other areas of legislation. This is evidenced by the number of daily, weekly and monthly publications produced by the CIPP policy and research team, one being the Policy News Journal (PNJ). We aim to provide members with the latest news and updates on the ever-changing world of payroll and related legislation. The profession also waits in anticipation of the potential impact of the pending Brexit negotiations; any outcomes are likely to affect the current economic outlook in the UK. Part of this process is the Great Repeal Bill which aims to repeal the 1972 European Communities Act, this being the action which originally cemented Britain into the European Union. The repeal bill aims to unpick existing EU legislation and emulate into domestic UK law. There are many challenges as we leap into the unknown, however, in the meantime, it is business as usual as payroll professionals keep on top of current legislation. Looking ahead for the rest of 2017 and into 2018, due to the ever-changing landscape of the payroll profession and pending Brexit looming on the horizon, related skills and knowledge are never more valuable than now. My advice is to make sure you are on top of your game now so that you are ready for what is to come. The CIPP s mission is to lead payroll and pension professionals through education, membership and recognition. Hays UK Salary & Recruiting Trends

36 ACCOUNTANCY & FINANCE PART-QUALIFIED ACCOUNTANCY ACCA CIMA CIPFA ACA London Range Typical Range Typical Range Typical Range Typical Finalist 37,000-45,000 40,000 37,000-45,000 43,000 28,000-36,500 33,000 30,000-40,000 38,000 Part-Qualified/Semi Senior 28,000-36,000 35,000 28,000-36,000 35,000 23,000-30,000 28,000 28,000-34,500 33,500 Trainee 20,000-28,000 25,000 20,000-28,000 25,000 18,000-26,000 23,000 23,500-28,000 27,000 ACCA CIMA CIPFA ACA South East England Range Typical Range Typical Range Typical Range Typical Finalist 35,000-45,000 40,000 38,000-45,000 43,000 28,000-35,000 33,000 28,000-34,000 31,500 Part-Qualified/Semi Senior 28,000-36,000 34,000 30,000-36,000 35,000 24,000-30,000 28,000 24,000-30,000 28,000 Trainee 20,000-28,000 25,000 22,000-30,000 25,000 19,000-26,000 23,000 18,000-24,000 20,000 ACCA CIMA CIPFA ACA East of England Range Typical Range Typical Range Typical Range Typical Finalist 30,000-38,000 35,000 30,000-38,000 35,000 30,000-38,000 33,000 29,000-36,500 32,500 Part-Qualified/Semi Senior 25,000-32,000 28,000 25,000-32,000 28,000 25,000-32,000 28,000 23,500-29,000 25,000 Trainee 18,000-25,000 22,000 18,000-25,000 22,000 18,000-25,000 22,000 18,000-23,500 21,000 ACCA CIMA CIPFA ACA South West England Range Typical Range Typical Range Typical Range Typical Finalist 28,000-40,000 33,500 28,000-40,000 33,500 28,000-38,000 30,000 28,000-40,000 30,000 Part-Qualified/Semi Senior 24,000-33,000 29,000 24,000-35,000 30,000 24,000-33,000 25,000 24,000-33,000 27,500 Trainee 16,000-25,000 19,000 16,000-25,000 20,000 16,000-25,000 18,000 16,000-25,000 19,500 ACCA CIMA CIPFA ACA Wales Range Typical Range Typical Range Typical Range Typical Finalist 24,000-35,000 30,000 26,000-35,000 30,000 24,000-32,000 27,000 22,000-32,000 27,500 Part-Qualified/Semi Senior 20,000-28,000 25,500 25,000-32,000 28,000 18,000-24,000 21,000 20,000-25,000 23,000 ACCOUNTANCY & FINANCE Part-qualified accountancy Trainee 14,000-18,000 17,000 16,000-20,000 19,000 15,000-20,000 17,500 14,000-20,000 17,000 ACCA CIMA CIPFA ACA West Midlands Range Typical Range Typical Range Typical Range Typical Finalist 30,000-35,000 32,000 33,000-40,000 35,000 27,000-35,000 28,000 28,000-35,000 30,000 Part-Qualified/Semi Senior 24,000-30,000 27,000 24,000-33,000 29,000 24,000-30,000 25,000 24,000-30,000 27,000 Trainee 18,000-23,000 21,500 18,000-25,000 22,000 18,000-23,000 21,000 18,000-23,000 22, Hays UK Salary & Recruiting Trends 2018

37 ACCA CIMA CIPFA ACA East Midlands Range Typical Range Typical Range Typical Range Typical Finalist 28,000-34,000 32,000 28,000-36,000 32,000 23,000-30,000 27,000 26,000-32,000 30,000 Part-Qualified/Semi Senior 22,000-30,000 27,000 25,000-30,000 28,000 20,000-27,000 25,000 24,000-30,000 27,000 Trainee 18,000-25,000 21,500 18,000-23,000 22,000 16,000-23,000 21,000 18,000-25,000 22,000 ACCA CIMA CIPFA ACA Yorkshire and the Humber Range Typical Range Typical Range Typical Range Typical Finalist 27,500-34,500 30,500 28,000-40,000 31,000 27,500-33,500 29,000 25,000-28,500 27,500 Part-Qualified/Semi Senior 22,000-28,000 25,000 21,000-30,000 26,000 22,000-26,500 24,500 20,000-26,500 24,500 Trainee 17,000-22,500 20,000 17,000-23,000 21,000 17,500-20,000 18,500 18,000-23,000 20,000 ACCA CIMA CIPFA ACA North East England Range Typical Range Typical Range Typical Range Typical Finalist 28,000-35,000 30,000 28,000-35,000 30,000 28,000-35,000 31,000 28,000-35,000 30,000 Part-Qualified/Semi Senior 23,000-30,000 26,000 23,000-30,000 26,000 20,000-28,000 24,000 23,000-28,000 26,000 Trainee 17,000-22,000 18,000 17,000-22,000 18,000 17,000-24,000 20,000 16,000-22,000 17,000 ACCA CIMA CIPFA ACA North West England Range Typical Range Typical Range Typical Range Typical Finalist 28,000-35,000 30,000 30,000-35,000 31,000 26,000-30,000 28,000 24,000-29,000 28,000 Part-Qualified/Semi Senior 25,000-30,000 28,000 25,000-32,000 27,000 22,000-26,000 25,000 19,000-23,000 22,000 Trainee 18,000-24,000 19,000 18,000-24,000 21,000 18,000-22,000 20,000 16,000-21,000 18,500 ACCA CIMA CIPFA ACA Northern Ireland Range Typical Range Typical Range Typical Range Typical Finalist 24,000-32,000 28,000 24,000-32,000 28,000 23,000-27,000 25,000 20,000-30,000 28,000 Part-Qualified/Semi Senior 22,000-28,000 26,000 22,000-28,000 26,000 20,000-24,000 22,000 18,000-23,000 22,000 Trainee 17,000-22,000 18,000 17,000-22,000 18,000 15,000-20,000 16,500 14,500-17,000 15,000 ACCA CIMA CIPFA ACA Scotland Range Typical Range Typical Range Typical Range Typical Finalist 28,000-35,000 32,500 28,500-35,000 33,000 27,000-35,000 30,000 27,000-33,000 28,500 Part-Qualified/Semi Senior 23,000-28,500 27,500 25,000-32,000 29,000 18,500-24,000 22,000 24,000-30,000 26,000 Trainee 17,500-22,000 20,000 20,000-26,000 23,500 18,000-20,000 18,500 16,500-23,000 19,000 Hays UK Salary & Recruiting Trends

38 ACCOUNTANCY & FINANCE QUALIFIED ACCOUNTANCY Large organisation SME London Range Typical Range Typical Group FD/CFO* 250, , ,000 Financial Director 110, , ,000 90, , ,000 Financial Controller 80, ,000 90,000 60,000-80,000 75,000 Financial Planning & Analysis Manager* 70, ,000 80,000 55,000-75,000 65,000 Financial Accountant 50,000-60,000 55,000 45,000-55,000 50,000 Company Accountant 45,000-60,000 55,000 Management Accountant 48,000-55,000 52,000 45,000-52,000 50,000 Business/Finance Analyst* 50,000-65,000 55,000 Finance Manager 60,000-70,000 65,000 55,000-70,000 62,500 Business Partner 50,000-80,000 70,000 Systems Accountant* 55,000-80,000 67, Years PQE** 65,000-90,000 76,000 60,000-80,000 70, Years PQE** 55,000-75,000 67,000 50,000-60,000 55,000 Recently Qualified (up to 2 years) 50,000-60,000 56,000 45,000-55,000 50,000 Newly Qualified 48,000-55,000 50,000 45,000-52,000 50,000 Large organisation SME South East England Range Typical Range Typical Group FD/CFO* 200, , ,000 Financial Director 100, , ,000 70, ,000 86,500 Financial Controller 65, ,000 86,000 45,000-75,000 63,000 Financial Planning & Analysis Manager* 55,000-85,000 72,000 55,000-70,000 61,000 Financial Accountant 45,000-60,000 52,000 42,000-55,000 47,000 Company Accountant 38,000-55,000 49,000 Management Accountant 45,000-60,000 52,000 42,000-50,000 47,000 Business/Finance Analyst* 50,000-60,000 53,000 Finance Manager 50,000-65,000 62,000 48,000-55,000 53,000 Business Partner 50,000-75,000 67,000 Systems Accountant* 45,000-70,000 62,000 ACCOUNTANCY & FINANCE Qualified accountancy 5+ Years PQE** 60,000-90,000 76,000 55,000-70,000 67, Years PQE** 55,000-70,000 67,000 48,000-60,000 54,000 Recently Qualified (up to 2 years) 48,000-65,000 56,000 45,000-55,000 49,000 Newly Qualified 44,000-53,000 49,000 42,000-50,000 45,000 * Group FD, Systems Accountant, Financial Planning & Analysis Manager, and Business/Finance Analyst are job titles not typically found within the SME finance structure. The exception to this is within the higher concentration of medium-sized businesses located in the South East and London where you may find Finance Analysts and Financial Planning & Analysis Managers. In SMEs the role of Business Partner is typically filled by a Management Accountant. ** PQE: Post-qualified experience. NOTE: Absence of figures denotes insufficient salary data or role not applicable. 36 Hays UK Salary & Recruiting Trends 2018

39 Large organisation SME East of England Range Typical Range Typical Group FD/CFO* 130, , ,000 Financial Director 80, , ,000 70, ,000 86,000 Financial Controller 60,000-85,000 75,000 50,000-75,000 63,000 Financial Planning & Analysis Manager* 61,500-78,500 70,000 49,000-62,500 52,000 Financial Accountant 45,000-60,000 52,000 40,000-50,000 45,000 Company Accountant 40,000-53,000 48,500 Management Accountant 40,000-52,000 48,000 40,000-50,000 45,000 Business/Finance Analyst* 44,000-55,000 50,000 Finance Manager 50,000-60,000 55,000 40,000-52,000 48,000 Business Partner 48,500-59,500 55,000 Systems Accountant* 47,500-63,000 55, Years PQE** 55,000-85,000 70,000 48,500-68,500 65, Years PQE** 45,000-62,500 55,000 43,000-55,000 48,000 Recently Qualified (up to 2 years) 40,000-50,000 46,000 40,000-47,500 45,000 Newly Qualified 40,000-47,000 45,000 40,000-45,000 43,000 Large organisation SME South West England Range Typical Range Typical Group FD/CFO* 200, , ,000 Financial Director 80, , ,000 70, ,000 85,000 Financial Controller 50,000-90,000 80,000 35,000-60,000 50,000 Financial Planning & Analysis Manager* 55,000-90,000 70,000 Financial Accountant 40,000-50,000 43,500 28,000-45,000 40,000 Company Accountant 30,000-45,000 43,000 Management Accountant 40,000-52,000 47,500 28,000-45,000 40,000 Business/Finance Analyst* 35,000-60,000 52,000 Finance Manager 45,000-65,000 57,500 32,000-48,000 45,000 Business Partner 45,000-65,000 60,000 Systems Accountant* 35,000-60,000 45, Years PQE** 55,000-85,000 75,000 50,000-75,000 60, Years PQE** 42,000-57,500 53,000 35,000-55,000 48,000 Recently Qualified (up to 2 years) 38,000-48,000 43,000 30,000-47,000 43,000 Newly Qualified 35,000-45,000 43,000 28,000-45,000 40,000 Hays UK Salary & Recruiting Trends

40 ACCOUNTANCY & FINANCE QUALIFIED ACCOUNTANCY Large organisation SME Wales Range Typical Range Typical Group FD/CFO* 150, , ,000 Financial Director 80, ,000 90,000 70, ,000 84,000 Financial Controller 50,000-85,000 73,000 40,000-65,000 51,000 Financial Planning & Analysis Manager* 55,000-75,000 68,000 Financial Accountant 30,000-45,000 42,000 30,000-40,000 37,000 Company Accountant 30,000-45,000 38,000 Management Accountant 35,000-47,000 43,500 30,000-42,000 37,000 Business/Finance Analyst* 35,000-45,000 42,000 Finance Manager 32,000-50,000 43,500 33,000-45,000 40,000 Business Partner 45,000-60,000 53,000 Systems Accountant* 32,000-45,000 42, Years PQE** 50,000-75,000 63,500 45,000-70,000 54, Years PQE** 40,000-50,000 47,000 35,000-47,000 43,500 Recently Qualified (up to 2 years) 36,000-45,000 42,000 32,000-42,000 37,000 Newly Qualified 30,000-40,000 37,500 28,000-36,000 34,000 Large organisation SME West Midlands Range Typical Range Typical Group FD/CFO* 200, , ,000 Financial Director 100, , ,000 62, ,000 90,000 Financial Controller 70, ,000 90,000 48,000-80,000 60,000 Financial Planning & Analysis Manager* 50,000-90,000 67,500 Financial Accountant 35,000-50,000 44,000 38,000-46,000 42,000 Company Accountant 43,000-62,000 47,500 Management Accountant 38,000-50,000 45,000 36,000-46,000 41,000 Business/Finance Analyst* 36,000-50,000 45,000 Finance Manager 45,000-60,000 50,000 40,000-55,000 45,000 Business Partner 45,000-80,000 55,000 Systems Accountant* 40,000-60,000 50,000 ACCOUNTANCY & FINANCE Qualified accountancy 5+ Years PQE** 50,000-90,000 70,000 54,000-68,000 62, Years PQE** 40,000-60,000 50,000 40,000-50,000 44,000 Recently Qualified (up to 2 years) 38,000-50,000 45,000 40,000-44,000 42,000 Newly Qualified 36,000-45,000 42,000 38,000-42,000 40,000 * Group FD, Systems Accountant, Financial Planning & Analysis Manager, and Business/Finance Analyst are job titles not typically found within the SME finance structure. The exception to this is within the higher concentration of medium-sized businesses located in the South East and London where you may find Finance Analysts and Financial Planning & Analysis Managers. In SMEs the role of Business Partner is typically filled by a Management Accountant. ** PQE: Post-qualified experience. NOTE: Absence of figures denotes insufficient salary data or role not applicable. 38 Hays UK Salary & Recruiting Trends 2018

41 Large organisation SME East Midlands Range Typical Range Typical Group FD/CFO* 200, , ,000 Financial Director 90, , ,000 60, ,000 90,000 Financial Controller 70, ,000 85,000 45,000-70,000 55,000 Financial Planning & Analysis Manager* 50,000-90,000 65,000 Financial Accountant 35,000-50,000 44,000 35,000-48,000 42,000 Company Accountant 30,000-50,000 42,000 Management Accountant 38,000-50,000 45,000 35,000-48,000 41,000 Business/Finance Analyst* 36,000-52,000 45,000 Finance Manager 45,000-65,000 50,000 35,000-50,000 43,000 Business Partner 45,000-70,000 55,000 Systems Accountant* 40,000-60,000 48, Years PQE** 50,000-90,000 70,000 50,000-70,000 60, Years PQE** 40,000-60,000 50,000 35,000-45,000 42,000 Recently Qualified (up to 2 years) 38,000-48,000 45,000 33,000-45,000 40,000 Newly Qualified 36,000-45,000 40,000 30,000-40,000 35,000 Large organisation SME Yorkshire and the Humber Range Typical Range Typical Group FD/CFO* 175, , ,000 Financial Director 90, , ,000 60, ,000 85,000 Financial Controller 60,000-90,000 75,000 40,000-75,000 56,000 Financial Planning & Analysis Manager* 45,000-80,000 60,000 Financial Accountant 38,000-45,000 42,000 33,000-42,000 39,000 Company Accountant 36,000-50,000 42,000 Management Accountant 33,000-50,000 44,000 32,000-45,000 40,000 Business/Finance Analyst* 40,000-55,000 45,000 Finance Manager 50,000-65,000 56,000 35,000-50,000 44,000 Business Partner 40,000-70,000 56,000 Systems Accountant* 35,000-55,000 47, Years PQE** 50,000-82,000 66,000 50,000-65,000 58, Years PQE** 45,000-58,000 49,000 36,000-48,000 44,000 Recently Qualified (up to 2 years) 40,000-48,000 43,000 35,000-42,000 38,000 Newly Qualified 35,000-43,000 39,000 34,000-41,000 36,000 Hays UK Salary & Recruiting Trends

42 ACCOUNTANCY & FINANCE QUALIFIED ACCOUNTANCY Large organisation SME North East England Range Typical Range Typical Group FD/CFO* 160, , ,000 Financial Director 90, , ,000 70, ,000 90,000 Financial Controller 55,000-95,000 75,000 40,000-65,000 55,000 Financial Planning & Analysis Manager* 45,000-65,000 55,000 Financial Accountant 38,000-45,000 42,000 37,500-45,000 40,000 Company Accountant 40,000-50,000 45,000 Management Accountant 38,000-48,000 43,000 35,000-45,000 40,000 Business/Finance Analyst* 40,000-55,000 48,000 Finance Manager 45,000-55,000 48,000 40,000-60,000 45,000 Business Partner 45,000-75,000 56,000 Systems Accountant* 45,000-65,000 50, Years PQE** 50,000-80,000 65,000 50,000-75,000 60, Years PQE** 45,000-55,000 50,000 40,000-50,000 47,000 Recently Qualified (up to 2 years) 40,000-50,000 45,000 38,000-45,000 39,000 Newly Qualified 35,000-42,000 40,000 35,000-42,000 38,000 Large organisation SME North West England Range Typical Range Typical Group FD/CFO* 200, , ,000 Financial Director 100, , ,000 80, ,000 90,000 Financial Controller 75, ,000 85,000 43,000-75,000 60,000 Financial Planning & Analysis Manager* 65,000-80,000 70,000 Financial Accountant 40,000-50,000 45,000 35,000-45,000 43,000 Company Accountant 35,000-50,000 45,000 Management Accountant 40,000-48,000 43,000 35,000-45,000 42,000 Business/Finance Analyst* 38,000-55,000 48,000 Finance Manager 55,000-70,000 60,000 40,000-50,000 48,000 Business Partner 50,000-75,000 58,000 Systems Accountant* 40,000-58,000 50,000 ACCOUNTANCY & FINANCE Qualified accountancy 5+ Years PQE** 60,000-90,000 70,000 60,000-90,000 70, Years PQE** 45,000-65,000 55,000 42,000-55,000 47,000 Recently Qualified (up to 2 years) 42,000-52,000 47,000 38,000-47,000 43,000 Newly Qualified 35,000-45,000 42,000 35,000-42,000 40,000 * Group FD, Systems Accountant, Financial Planning & Analysis Manager, and Business/Finance Analyst are job titles not typically found within the SME finance structure. The exception to this is within the higher concentration of medium-sized businesses located in the South East and London where you may find Finance Analysts and Financial Planning & Analysis Managers. In SMEs the role of Business Partner is typically filled by a Management Accountant. ** PQE: Post-qualified experience. NOTE: Absence of figures denotes insufficient salary data or role not applicable. 40 Hays UK Salary & Recruiting Trends 2018

43 Large organisation SME Northern Ireland Range Typical Range Typical Group FD/CFO* 100, , ,000 Financial Director 80, , ,000 60, ,000 80,000 Financial Controller 50,000-80,000 60,000 45,000-60,000 50,000 Financial Planning & Analysis Manager* 40,000-55,000 50,000 Financial Accountant 32,000-42,000 37,500 32,000-40,000 36,000 Company Accountant 32,000-40,000 36,000 Management Accountant 32,000-42,000 37,500 32,000-40,000 36,000 Business/Finance Analyst* 35,000-50,000 40,000 Finance Manager 40,000-55,000 50,000 35,000-50,000 43,500 Business Partner 35,000-60,000 50,000 Systems Accountant* 40,000-65,000 45, Years PQE** 40,000-60,000 50,000 40,000-55,000 48, Years PQE** 35,000-50,000 42,000 35,000-45,000 40,000 Recently Qualified (up to 2 years) 33,000-42,000 37,500 33,000-40,000 36,000 Newly Qualified 30,000-34,000 32,500 30,000-35,000 33,000 Large organisation SME Scotland Range Typical Range Typical Group FD/CFO* 200, , ,000 Financial Director 100, , ,000 60, ,000 75,000 Financial Controller 63,000-80,000 75,000 48,000-60,000 54,000 Financial Planning & Analysis Manager* 52,000-65,000 64,000 Financial Accountant 36,000-45,000 43,000 36,000-45,000 42,000 Company Accountant 32,000-46,000 42,000 Management Accountant 36,000-45,000 40,000 36,000-45,000 40,000 Business/Finance Analyst* 36,000-52,000 47,000 Finance Manager 43,000-60,000 54,000 42,000-50,000 45,000 Business Partner 42,000-60,000 58,000 Systems Accountant* 42,000-60,000 52, Years PQE** 57,000-80,000 62,500 48,000-60,000 55, Years PQE** 42,000-55,000 46,000 36,000-48,000 44,000 Recently Qualified (up to 2 years) 38,000-44,000 42,000 33,000-42,000 38,000 Newly Qualified 36,000-42,000 39,500 32,000-38,000 35,500 Hays UK Salary & Recruiting Trends

44 ACCOUNTANCY & FINANCE QUALIFIED ACCOUNTANCY John Edwards Chief Executive Officer, Institute of Financial Accountants John Williams Head of ACCA UK, ACCA ACCOUNTANCY & FINANCE Qualified accountancy The best word to describe the economic outlook at present is uncertain. The predicted growth rates seem low and appear to be downgraded by the UK and international organisations. That said, the economic outlook may well improve when Brexit is finally concluded. Given the current uncertainty around this most micro and smaller entities are being cautious. However, despite this cautious approach they will still require the necessary skill sets to enable the transition from FRS 102 to FRS 105, which will require much focus. Attaining experience of accounting and financial management along with general business knowledge and expertise within micro and smaller entities is crucial. They now require accounting professionals to contribute to business decisions and to support strategic thinking in addition to the financial management duties. Relevant professional qualifications are essential. Micro and smaller entities do not always require theoretical knowledge, but they do require practical knowledge, appreciation and understanding, which are provided by the IFA s educational programme. Particularly among SMEs and smaller practices, there is going to be an increased need to transition and prepare for further changes such as the General Data Protection Regulation, the continued demands of auto enrolment, money laundering regulations, and Making Tax Digital. We assist our members with these challenges by consistently providing relevant, commercially focused advice and training. 42 Hays UK Salary & Recruiting Trends 2018 Professional accountants are increasingly in demand in the UK, as businesses seek their strategic insight and guidance in uncertain times. According to recent figures from the Consultative Committee of Accountancy Bodies, the profession is worth 52bn to the UK GDP and employs nearly 600,000 people nationally. The UK accounting sector is also becoming more lucrative globally: contributing 1.8bn to UK exports, a 59% increase in five years. As businesses confront the disruption of new technologies and regulatory upheaval, they are looking to professional accountants to demonstrate leadership to help make strategic business decisions guided by financial insight. This means that accountants must not just possess technical and ethical excellence but also a wide range of professional skills which reflect the 21st century workplace. The skills that employers have told us are most in demand in the accountancy sector are communication, commercial acumen, analysis and evaluation. Leadership also requires vision, emotional intelligence, creativity and experience. This insight has informed the changes ACCA are making to our qualifications, including a new Ethics and Professional Skills module, introduced in October Members must continue to keep their skills up-to-date through continuing professional development and engagement with fellow professionals. The biggest challenge the profession continues to face is access to talent as supply continues to outstrip demand. ACCA continues to work with government, employers and learning providers to ensure we provide flexible and accessible routes into the profession for students from all backgrounds. Above all else, accountancy today requires a global outlook. Whether it is advising firms how to export and where to seek out international partnerships or understanding how technology may impact value chains, accountancy certainly offers a route to a world of opportunity in any sector.

45 Andrew Harding Chief Executive Managment Accounting, Association of International Certified Professional Accountants The opportunities for the management accounting profession in these extraordinary times are huge. We have an environment driven by big data, analysis, risk-management, globalisation, technology and talent. Management accountants are very well placed to deal with the here and now while also looking ahead and creating long-term value. Businesses are looking increasingly for all round skills across the workforce and the finance professional is no different. To have core accounting skills will always be necessary, but the traditional role of management accountants is broadening. Chartered Global Management Accountants (CGMAs), exclusive to the Association of International Certified Professional Accountants, enable colleagues to better understand risks and opportunities, identify advantages and disadvantages; and drive effective decision making across the business. This is about the profession creating impact with influence. A recent survey of our members and students reveals a healthy position for management accountants, both in salaries and career development. The vast majority of UK-based CGMAs, and those still to qualify, are satisfied with their current pay package. It is clear from our members and students that there is an appetite to upskill and be armed and ready for the changing work environment. Most management accountants want to learn new skills over the next 12 months, such as getting to grips with new accounting systems, strategy, business planning and project management. Change is happening at unprecedented speed and fundamentally reshaping the environment where we operate. It is set to accelerate and continue. I remain optimistic. It brings with it enormous opportunity for the management accounting profession. The Chartered Institute of Management Accountants (CIMA) and the American Institute of Certified Public Accountants (AICPA) formed the Association of International Certified Professional Accountants in Hays UK Salary & Recruiting Trends

46 ACCOUNTANCY & FINANCE PUBLIC PRACTICE Audit and assurance and general practice Audit and assurance General practice London Range Typical Range Typical Director 80, , ,000 80, , ,000 Assistant Director/Senior Manager 70,000-80,000 75,000 65,000-75,000 70,000 Manager 55,000-65,000 60,000 55,000-65,000 58,500 Assistant Manager 49,000-55,000 51,000 47,000-52,000 50,000 Qualified Senior/Executive 43,000-48,000 45,000 40,000-45,000 43,500 Audit and assurance General practice South East England Range Typical Range Typical Director 75, ,000 89,000 75, ,000 85,000 Assistant Director/Senior Manager 55,000-75,000 65,000 55,000-65,000 62,000 Manager 48,500-59,000 55,000 45,000-60,000 52,000 Assistant Manager 42,000-50,000 46,000 38,000-45,000 43,000 Qualified Senior/Executive 36,000-45,000 41,000 35,000-42,000 39,000 Audit and assurance General practice East of England Range Typical Range Typical Director 60,000-87,000 70,000 60,000-80,000 70,000 Assistant Director/Senior Manager 52,000-65,000 60,000 50,000-67,000 55,000 Manager 37,000-54,000 46,000 39,000-51,000 44,000 Assistant Manager 36,000-46,000 42,000 30,000-42,000 40,000 Qualified Senior/Executive 27,000-41,000 37,500 28,500-38,000 36,000 Audit and assurance General practice South West England Range Typical Range Typical Director 70,000-90,000 82,000 60,000-85,000 77,500 Assistant Director/Senior Manager 50,000-75,000 60,000 48,000-60,000 55,000 Manager 40,000-58,000 48,000 35,000-48,000 43,000 Assistant Manager 40,000-44,000 42,500 36,000-43,000 39,500 ACCOUNTANCY & FINANCE Public practice Qualified Senior/Executive 32,000-40,000 35,000 28,000-36,000 33, Hays UK Salary & Recruiting Trends 2018

47 Audit and assurance General practice Wales Range Typical Range Typical Director 60,000-90,000 77,500 55,000-75,000 67,000 Assistant Director/Senior Manager 45,000-60,000 57,500 40,000-55,000 50,000 Manager 40,000-50,000 44,000 33,000-42,000 38,000 Assistant Manager 35,000-42,000 40,000 28,000-38,000 35,000 Qualified Senior/Executive 28,000-35,000 32,000 25,000-35,000 30,000 Audit and assurance General practice West Midlands Range Typical Range Typical Director 70,000-95,000 87,500 60,000-80,000 75,000 Assistant Director/Senior Manager 55,000-75,000 65,000 45,000-60,000 55,000 Manager 42,000-56,000 49,000 35,000-47,500 43,000 Assistant Manager 35,000-45,000 42,000 35,000-40,000 36,000 Qualified Senior/Executive 32,000-44,000 38,000 28,000-34,000 32,000 Audit and assurance General practice East Midlands Range Typical Range Typical Director 65,000-90,000 80,000 50,000-80,000 70,000 Assistant Director/Senior Manager 52,000-67,000 56,000 45,000-57,000 51,000 Manager 45,000-53,000 46,000 32,000-47,000 42,000 Assistant Manager 35,000-45,000 38,000 34,000-40,000 38,000 Qualified Senior/Executive 31,000-38,000 34,000 27,000-35,000 31,000 Audit and assurance General practice Yorkshire and the Humber Range Typical Range Typical Director 70,000-90,000 85,000 65,000-90,000 72,000 Assistant Director/Senior Manager 50,000-68,000 58,000 45,000-55,000 50,000 Manager 40,000-50,000 45,000 35,000-45,000 42,000 Assistant Manager 35,000-45,000 40,000 30,000-40,000 37,000 Qualified Senior/Executive 32,000-40,000 36,000 28,000-35,000 32,000 Hays UK Salary & Recruiting Trends

48 ACCOUNTANCY & FINANCE PUBLIC PRACTICE Audit and assurance and general practice Audit and assurance General practice North East England Range Typical Range Typical Director 70,000-90,000 85,000 65,000-90,000 72,000 Assistant Director/Senior Manager 50,000-65,000 58,000 40,000-58,000 54,000 Manager 45,000-52,000 48,000 32,000-49,500 42,000 Assistant Manager 35,000-42,000 40,000 37,000-41,500 38,000 Qualified Senior/Executive 32,000-40,000 36,000 25,000-40,000 33,000 Audit and assurance General practice North West England Range Typical Range Typical Director 70, ,000 85,000 60,000-80,000 75,000 Assistant Director/Senior Manager 55,000-75,000 65,000 48,000-60,000 55,000 Manager 42,000-56,000 49,000 35,000-53,000 45,000 Assistant Manager 35,000-45,000 42,000 35,000-40,000 36,000 Qualified Senior/Executive 32,000-36,500 36,000 28,000-34,000 31,500 Audit and assurance General practice Northern Ireland Range Typical Range Typical Director 65,000-90,000 68,000 60,000-75,000 65,000 Assistant Director/Senior Manager 50,000-80,000 55,000 45,000-55,000 50,000 Manager 36,000-45,000 40,000 36,000-45,000 40,000 Assistant Manager 32,000-34,000 33,000 31,000-33,000 32,000 Qualified Senior/Executive 29,000-31,000 30,000 28,000-30,000 29,000 Audit and assurance General practice Scotland Range Typical Range Typical Director 70,000-90,000 80,000 65,000-80,000 75,000 Assistant Director/Senior Manager 50,000-80,000 62,000 50,000-65,000 55,000 Manager 40,000-50,000 46,000 38,000-45,000 43,000 Assistant Manager 35,000-42,000 38,000 32,000-38,000 35,000 ACCOUNTANCY & FINANCE Public practice Qualified Senior/Executive 32,000-40,000 36,000 32,000-37,000 34, Hays UK Salary & Recruiting Trends 2018

49 Sharron Gunn Executive Director, Institute of Chartered Accountants in England and Wales (ICAEW) Atholl Duncan Executive Director, UK and Global, ICAS The overall outlook for ICAEW members and the wider accountancy and finance sector has remained strong over the past year. Vacancies posted on ICAEWjobs.com between July 2016 and July 2017 have recently been analysed to identify market trends and changes in criteria for candidates in the future. The good news is that the number of job opportunities on the site increased over the last 12 months. However, the number of applications for each role fell. This suggests that the battle for candidates has become increasingly fierce with both organisations and recruiters fighting for the top talent. With fewer chartered accountants looking to change roles, this is important. The demand for different types of job roles remained broadly constant. Candidates are also increasingly drawn directly to brands and companies they know, and we expect this trend to continue. Many companies are also recruiting temporary workers to fill internal vacancies instead of hiring permanent staff, and this reflects findings from our latest ICAEW Business Confidence Monitor (BCM). The BCM also showed that businesses continue to create jobs at a good pace this year, driving unemployment to the lowest rate since 1975, but this is expected to slow in the year ahead. As a result of continued uncertainty around Brexit negotiations, businesses will need to look beyond the next few months to a future where innovation and investment now will create a longer term return. They not only need to be investing in innovation, new products and services but also investing in talent to help ensure they are positioned to take advantage of the opportunities that will be there once the UK leaves the European Union. ICAEW is committed to continuing to shape and develop the ACA qualification to retain its position as the market leading qualification of choice for both business and practice. We also look forward to developing the next generation of finance and business professionals. Look out your window at the world of Chartered Accountants, and the sun is shining. Yet, beyond the immediate horizon, storm clouds could be gathering. The number of professional accountants has grown steadily over the past five years. Fee income continues to remain resilient to the squalls of Brexit, Trump and other political uncertainties, and non audit work speeds ahead. So, what s to worry about? The concern is that the grey clouds of a perfect storm may be gathering over the profession. ICAS and the Financial Reporting Council (FRC) recently completed a piece of work highlighting a worrying skills gap emerging in audit and an urgent need to evolve. Around the same time, some expressed the concern that we had reached accountancy peak, in terms of employment in the profession; automation would replace auditors data analysis and tech savvy, digital expert professionals would be the new talent driving the Big Four, their clients and the finance teams of the future. Others fiercely denied the speed and scale of this trend, the truth, as often, lies somewhere in the middle. Artificial intelligence, robotics and data will, over time, transform every business in the land. The profession will need to adapt to this rapidly changing business world. Yet the core values of Chartered Accountants judgement, professional scepticism and moral courage can only be even more relevant in the future than they are today. Brexit is a two-edged sword for the profession. Where there is confusion there is consultancy. Where there is significant business change there is a role for transforming finance leaders. Yet any downturn or recession which may or may not emerge will hurt the profession as much as any other sector of British business. Only time will tell. Charles Darwin was no Accountant. Yet one of his better known quotes is one all Accountants should heed It is not the strongest of the species that survives, nor the most intelligent. It is the one that is most adaptable to change. Hays UK Salary & Recruiting Trends

50 ACCOUNTANCY & FINANCE PUBLIC PRACTICE Corporate finance London Range Typical Director 90, , ,000 Assistant Director/Senior Manager 70,000-95,000 83,000 Manager 55,000-70,000 63,000 Qualified Senior/Executive 45,000-60,000 53,000 East Midlands Range Typical Director 70, ,000 90,000 Assistant Director/Senior Manager 55,000-75,000 68,000 Manager 45,000-57,000 52,000 Qualified Senior/Executive 34,000-42,000 40,000 South East England Range Typical Director 80, , ,000 Assistant Director/Senior Manager 65,000-95,000 78,000 Manager 50,000-60,000 55,000 Qualified Senior/Executive 35,500-45,000 41,000 Yorkshire and the Humber Range Typical Director 75, ,000 92,000 Assistant Director/Senior Manager 60,000-78,500 68,000 Manager 45,000-57,500 50,000 Qualified Senior/Executive 36,000-45,000 40,000 East of England Range Typical Director 60, ,000 75,000 Assistant Director/Senior Manager 52,000-75,000 60,000 Manager 40,000-55,000 50,000 Qualified Senior/Executive 30,000-40,000 38,000 North East England Range Typical Director 75, ,000 92,000 Assistant Director/Senior Manager 60,000-78,500 68,000 Manager 45,000-57,500 50,000 Qualified Senior/Executive 36,000-45,000 40,000 South West England Range Typical Director 70, ,000 85,000 Assistant Director/Senior Manager 50,000-80,000 68,000 Manager 45,000-60,000 52,500 Qualified Senior/Executive 37,000-43,500 40,000 North West England Range Typical Director 75, ,000 95,000 Assistant Director/Senior Manager 60,000-78,500 70,000 Manager 45,000-57,500 52,000 Qualified Senior/Executive 36,000-45,000 42,000 Wales Range Typical Director 60, ,000 70,000 Assistant Director/Senior Manager 50,000-75,000 60,000 Manager 40,000-55,000 45,000 Qualified Senior/Executive 30,000-40,000 33,000 Northern Ireland Range Typical Director 60,000-80,000 70,000 Assistant Director/Senior Manager 45,000-55,000 50,000 Manager 36,000-45,000 40,000 Qualified Senior/Executive 29,000-31,000 30,000 ACCOUNTANCY & FINANCE Public practice West Midlands Range Typical Director 75, ,000 95,000 Assistant Director/Senior Manager 60,000-78,500 70,000 Manager 45,000-57,500 52,000 Qualified Senior/Executive 36,000-45,000 42, Hays UK Salary & Recruiting Trends 2018 Scotland Range Typical Director 70,000-95,000 80,000 Assistant Director/Senior Manager 60,000-80,000 70,000 Manager 40,000-55,000 47,000 Qualified Senior/Executive 32,000-40,000 36,000

51 Forensic accounting London Range Typical Director 95, , ,000 Assistant Director/Senior Manager 70,000-95,000 80,000 Manager 53,000-73,000 67,000 Assistant Manager 48,000-57,000 53,000 Senior/Executive 45,000-50,000 48,000 East Midlands Range Typical Director 65,000-95,000 80,000 Assistant Director/Senior Manager 55,000-72,000 67,500 Manager 40,000-56,000 52,000 Assistant Manager 38,000-44,000 40,000 Senior/Executive 34,000-40,000 38,500 South East England Range Typical Director 90, , ,000 Assistant Director/Senior Manager 68,000-90,000 75,000 Manager 50,000-65,000 63,000 Assistant Manager 45,000-52,000 49,000 Senior/Executive 38,000-42,000 40,000 Yorkshire and the Humber Range Typical Director 70,000-95,000 85,000 Assistant Director/Senior Manager 55,000-72,000 65,000 Manager 40,000-56,000 52,000 Assistant Manager 38,000-46,000 42,000 Senior/Executive 34,000-40,000 38,500 East of England Range Typical Director 85, ,000 90,000 Assistant Director/Senior Manager 65,000-90,000 70,000 Manager 50,000-53,000 52,500 Assistant Manager 42,000-48,000 45,000 Senior/Executive 38,000-44,000 42,000 North East England Range Typical Director 70,000-95,000 85,000 Assistant Director/Senior Manager 55,000-72,000 65,000 Manager 40,000-56,000 52,000 Assistant Manager 38,000-46,000 42,000 Senior/Executive 34,000-40,000 38,500 South West England Range Typical Director 70, ,000 85,000 Assistant Director/Senior Manager 50,000-80,000 65,000 Manager 45,000-60,000 52,500 Assistant Manager 40,000-50,000 45,000 Senior/Executive 35,000-42,000 40,000 North West England Range Typical Director 70,000-95,000 85,000 Assistant Director/Senior Manager 55,000-72,000 67,500 Manager 40,000-56,000 52,000 Assistant Manager 38,000-46,000 42,000 Senior/Executive 34,000-44,000 38,500 Wales Range Typical Director 60, ,000 70,000 Assistant Director/Senior Manager 50,000-70,000 52,500 Manager 40,000-55,000 45,000 Assistant Manager 38,000-46,000 42,000 Senior/Executive 30,000-40,000 32,000 Northern Ireland Range Typical Director 60,000-80,000 70,000 Assistant Director/Senior Manager 45,000-55,000 50,000 Manager 36,000-45,000 40,000 Assistant Manager 32,000-34,000 33,000 Senior/Executive 29,000-31,000 30,000 West Midlands Range Typical Director 70,000-95,000 85,000 Assistant Director/Senior Manager 55,000-72,000 67,500 Manager 40,000-56,000 52,000 Assistant Manager 38,000-46,000 42,000 Senior/Executive 34,000-44,000 38,500 Scotland Range Typical Director 80,000-95,000 90,000 Assistant Director/Senior Manager 55,000-75,000 65,000 Manager 42,000-60,000 55,000 Assistant Manager 36,000-44,000 42,000 Senior/Executive 32,000-40,000 37,000 Hays UK Salary & Recruiting Trends

52 ACCOUNTANCY & FINANCE PUBLIC PRACTICE Insolvency/corporate recovery London Range Typical Director 90, , ,000 Assistant Director/Senior Manager 70,000-85,000 77,000 Manager 53,000-70,000 60,000 Assistant Manager 42,000-55,000 48,000 Senior Administrator 32,000-44,000 39,000 Administrator 25,000-33,000 29,000 Trainee/Junior Administrator 22,000-27,000 25,000 Wales Range Typical Director 60, ,000 70,000 Assistant Director/Senior Manager 45,000-70,000 58,000 Manager 40,000-55,000 45,000 Assistant Manager 32,000-40,000 35,000 Senior Administrator 25,000-30,000 27,500 Administrator 18,000-23,000 20,000 Trainee/Junior Administrator 15,000-20,000 17,500 South East England Range Typical Director 60,000-90,000 88,000 Assistant Director/Senior Manager 50,000-70,000 55,000 Manager 43,000-50,000 48,000 Assistant Manager 38,000-45,000 42,000 Senior Administrator 25,000-40,000 32,000 Administrator 20,000-25,000 23,000 Trainee/Junior Administrator 18,000-22,000 20,000 West Midlands Range Typical Director 50,000-80,000 65,000 Assistant Director/Senior Manager 38,000-50,000 45,000 Manager 34,000-44,000 38,500 Assistant Manager 28,000-36,000 34,000 Senior Administrator 24,000-32,000 30,000 Administrator 18,000-28,000 25,000 Trainee/Junior Administrator 15,000-20,000 18,500 East of England Range Typical Director 60,000-70,000 66,000 Assistant Director/Senior Manager 53,000-65,000 56,500 Manager 48,000-55,000 52,000 Assistant Manager 42,000-49,000 45,000 Senior Administrator 28,000-38,000 32,000 Administrator 25,000-30,000 28,000 Trainee/Junior Administrator 18,000-22,000 21,500 East Midlands Range Typical Director 50,000-80,000 65,000 Assistant Director/Senior Manager 38,000-50,000 45,000 Manager 34,000-44,000 38,500 Assistant Manager 28,000-36,000 32,000 Senior Administrator 24,000-32,000 30,000 Administrator 18,000-28,000 25,000 Trainee/Junior Administrator 15,000-20,000 18,500 ACCOUNTANCY & FINANCE Public practice South West England Range Typical Director 70, ,000 85,000 Assistant Director/Senior Manager 50,000-80,000 60,000 Manager 45,000-60,000 52,500 Assistant Manager 40,000-50,000 45,000 Senior Administrator 25,000-35,000 30,000 Administrator 20,000-27,500 26,000 Trainee/Junior Administrator 18,000-21,000 20, Hays UK Salary & Recruiting Trends 2018 Yorkshire and the Humber Range Typical Director 50,000-80,000 65,000 Assistant Director/Senior Manager 38,000-55,000 46,000 Manager 34,000-45,000 38,500 Assistant Manager 28,000-36,000 34,000 Senior Administrator 24,000-32,000 30,000 Administrator 18,000-28,000 25,000 Trainee/Junior Administrator 15,000-20,000 18,500

53 North East England Range Typical Director 50,000-80,000 65,000 Assistant Director/Senior Manager 38,000-55,000 46,000 Manager 34,000-45,000 38,500 Assistant Manager 28,000-36,000 34,000 Senior Administrator 24,000-32,000 30,000 Administrator 18,000-28,000 25,000 Trainee/Junior Administrator 15,000-20,000 18,500 Northern Ireland Range Typical Director 60,000-70,000 65,000 Assistant Director/Senior Manager 45,000-50,000 47,000 Manager 35,000-40,000 36,000 Assistant Manager 29,000-32,000 30,000 Senior Administrator 18,000-20,000 19,000 Administrator 16,000-18,000 17,000 Trainee/Junior Administrator 15,000-16,500 15,500 North West England Range Typical Director 50,000-80,000 65,000 Assistant Director/Senior Manager 38,000-50,000 45,000 Manager 34,000-44,000 38,500 Assistant Manager 28,000-36,000 34,000 Senior Administrator 24,000-32,000 30,000 Administrator 18,000-28,000 25,000 Trainee/Junior Administrator 15,000-20,000 18,500 Scotland Range Typical Director 55,000-65,000 60,000 Assistant Director/Senior Manager 50,000-60,000 52,000 Manager 35,000-45,000 43,000 Assistant Manager 28,000-35,000 33,000 Senior Administrator 22,000-26,000 25,000 Administrator 16,000-23,000 22,000 Trainee/Junior Administrator 15,000-19,000 18,000 Hays UK Salary & Recruiting Trends

54 ACCOUNTANCY & FINANCE TAXATION In-house FTSE 100/250 FS LTD/SME London Range Typical Range Typical Range Typical Head of Tax/Director 120, , , , , ,000 85, , ,000 Group Tax Manager 95, , , , , ,000 70, ,000 85,000 Senior/International Tax Manager 85, ,000 90,000 90, , ,000 60,000-80,000 75,000 European Tax Manager 75,000-85,000 80,000 72,000-90,000 83,000 75,000-85,000 80,000 UK Tax Manager 65,000-80,000 72,000 65,000-80,000 75,000 50,000-70,000 63,000 Tax Accountant 45,000-60,000 53,000 55,000-70,000 58,000 35,000-55,000 50,000 Transfer Pricing Manager 75,000-90,000 80,000 65,000-90,000 80,000 50,000-80,000 60,000 VAT Director 90, , ,000 80, , ,000 80, ,000 90,000 VAT Manager 65,000-85,000 75,000 70,000-90,000 85,000 65,000-85,000 75,000 VAT Accountant 35,000-50,000 45,000 45,000-55,000 50,000 35,000-45,000 40,000 Employee/Expat/Trusts Manager 50,000-75,000 60,000 50,000-85,000 60,000 50,000-75,000 55,000 Operational Tax Manager 70,000-80,000 75,000 South East England Range Typical Head of Tax/Director 110, , ,000 Group Tax Manager 80, ,000 97,500 Senior/International Tax Manager 75,000-90,000 87,500 Tax Manager 60,000-75,000 67,500 Tax Accountant 50,000-60,000 52,000 Transfer Pricing Manager 65,000-90,000 78,000 VAT Director 75,000-95,000 77,000 VAT Manager 65,000-75,000 70,000 VAT Accountant 40,000-60,000 47,000 South West England Range Typical Head of Tax/Director 90, , ,000 Group Tax Manager 75, ,000 82,000 Senior/International Tax Manager 55,000-75,000 67,000 Tax Manager 45,000-65,000 59,000 Tax Accountant 35,000-50,000 44,000 Transfer Pricing Manager 60,000-80,000 72,000 VAT Director 60,000-90,000 77,500 VAT Manager 50,000-70,000 60,000 VAT Accountant 40,000-60,000 54,000 ACCOUNTANCY & FINANCE Taxation East of England Range Typical Head of Tax/Director 90, , ,000 Group Tax Manager 75, ,000 87,500 Senior/International Tax Manager 65,000-85,000 77,000 Tax Manager 45,000-65,000 57,000 Tax Accountant 38,000-47,000 44,000 Transfer Pricing Manager 60,000-80,000 72,000 VAT Director 60,000-90,000 77,000 VAT Manager 50,000-70,000 60,000 VAT Accountant 40,000-60,000 52, Hays UK Salary & Recruiting Trends 2018 Wales Range Typical Head of Tax/Director 70, ,000 97,500 Group Tax Manager 60,000-80,000 72,000 Senior/International Tax Manager 50,000-65,000 63,500 Tax Manager 40,000-52,000 48,500 Tax Accountant 40,000-60,000 46,000 Transfer Pricing Manager 45,000-75,000 59,000 VAT Director 60,000-90,000 80,000 VAT Manager 40,000-65,000 55,000 VAT Accountant 40,000-60,000 50,000

55 West Midlands Range Typical Head of Tax/Director 100, , ,000 Group Tax Manager 75, ,000 85,000 Senior/International Tax Manager 65,000-90,000 75,000 Tax Manager 45,000-65,000 55,000 Tax Accountant 38,000-45,000 43,000 Transfer Pricing Manager 60,000-80,000 70,000 VAT Director 65,000-90,000 75,000 VAT Manager 50,000-65,000 55,000 VAT Accountant 40,000-60,000 50,000 North East England Range Typical Head of Tax/Director 80, , ,000 Group Tax Manager 65,000-95,000 80,000 Senior/International Tax Manager 60,000-75,000 65,000 Tax Manager 50,000-65,000 55,000 Tax Accountant 40,000-50,000 45,000 Transfer Pricing Manager 60,000-75,000 65,000 VAT Director 60,000-90,000 70,000 VAT Manager 50,000-60,000 55,000 VAT Accountant 38,000-50,000 42,000 East Midlands Range Typical Head of Tax/Director 90, , ,000 Group Tax Manager 75, ,000 85,000 Senior/International Tax Manager 65,000-85,000 73,000 Tax Manager 45,000-65,000 55,000 Tax Accountant 38,000-45,000 43,000 Transfer Pricing Manager 60,000-80,000 70,000 VAT Director 60,000-90,000 72,500 VAT Manager 50,000-65,000 55,000 VAT Accountant 40,000-60,000 50,000 North West England Range Typical Head of Tax/Director 90, , ,000 Group Tax Manager 70, ,000 82,000 Senior/International Tax Manager 55,000-80,000 74,500 Tax Manager 45,000-65,000 55,000 Tax Accountant 35,000-48,000 45,000 Transfer Pricing Manager 60,000-80,000 74,500 VAT Director 60,000-90,000 70,000 VAT Manager 50,000-60,000 55,000 VAT Accountant 35,000-55,000 45,000 Yorkshire and the Humber Range Typical Head of Tax/Director 80, , ,000 Group Tax Manager 65,000-95,000 80,000 Senior/International Tax Manager 65,000-80,000 70,000 Tax Manager 50,000-65,000 55,000 Tax Accountant 35,000-46,000 42,000 Transfer Pricing Manager 60,000-80,000 70,000 VAT Director 60,000-90,000 70,000 VAT Manager 50,000-60,000 55,000 VAT Accountant 38,000-50,000 44,000 Scotland Range Typical Head of Tax/Director 70, ,000 94,000 Group Tax Manager 60,000-80,000 73,000 Senior/International Tax Manager 60,000-85,000 72,000 Tax Manager 42,000-55,000 49,000 Tax Accountant 40,000-50,000 45,000 Transfer Pricing Manager 45,000-75,000 55,000 VAT Director 65, ,000 78,000 VAT Manager 45,000-60,000 52,000 VAT Accountant 35,000-55,000 45,000 Hays UK Salary & Recruiting Trends

56 ACCOUNTANCY & FINANCE TAXATION Practice London Big 4 Top 50 Below Top 50 Corporate/VAT Range Typical Range Typical Range Typical Director 100, , ,000 90, , ,000 75, ,000 90,000 Assistant Director/Senior Manager 75, ,000 85,000 60,000-85,000 75,000 60,000-80,000 70,000 Manager 50,000-70,000 62,500 55,000-65,000 60,000 45,000-60,000 53,000 Assistant Manager/Supervisor 42,000-55,000 50,000 42,000-50,000 47,500 42,000-50,000 47,500 Senior 35,000-45,000 43,000 34,000-45,000 42,000 34,000-45,000 42,000 Assistant 27,000-35,000 30,000 27,000-36,000 30,000 27,000-36,000 30,000 Personal/Expat/Employee/Trusts Range Typical Range Typical Range Typical Director 100, , ,000 90, , ,000 70, ,000 85,000 Assistant Director/Senior Manager 75, ,000 85,000 60,000-85,000 70,000 60,000-80,000 70,000 Manager 50,000-70,000 62,500 50,000-65,000 55,000 45,000-60,000 52,500 Assistant Manager/Supervisor 40,000-55,000 50,000 42,000-50,000 47,500 40,000-50,000 45,000 Senior 35,000-45,000 43,000 34,000-45,000 42,000 32,000-42,500 36,000 Assistant 27,000-35,000 30,000 25,000-32,000 30,000 25,000-30,000 28,000 South East England Big 4 Top 50 Below Top 50 Corporate/VAT Range Typical Range Typical Range Typical Director 80, , ,000 90, , ,000 65,000-85,000 75,000 Assistant Director/Senior Manager 75,000-99,500 83,000 55,000-77,000 65,000 50,000-65,000 56,000 Manager 50,000-66,500 60,000 45,000-55,000 50,000 40,000-55,000 45,000 Assistant Manager/Supervisor 35,000-55,000 47,000 34,000-43,000 41,000 35,000-42,000 38,000 Senior 36,000-44,500 42,000 26,000-40,000 33,000 25,000-36,000 30,000 Assistant 24,000-33,000 26,500 20,000-27,000 24,000 18,000-25,000 23,000 Personal/Expat/Employee/Trusts Range Typical Range Typical Range Typical Director 80, , ,000 90, , ,000 65, ,000 70,000 Assistant Director/Senior Manager 70,000-90,000 80,000 55,000-70,000 65,000 55,000-60,000 56,000 Manager 50,000-65,000 60,000 45,000-55,000 50,000 40,000-50,000 44,000 Assistant Manager/Supervisor 36,000-48,000 45,000 34,000-43,000 41,000 30,000-40,000 36,000 Senior 36,000-43,000 40,000 26,000-38,000 32,000 25,000-33,000 29,000 Assistant 22,000-30,000 26,500 20,000-27,000 24,000 18,000-25,000 22,000 ACCOUNTANCY & FINANCE Taxation 54 Hays UK Salary & Recruiting Trends 2018

57 East of England Big 4 Top 50 Below Top 50 Corporate/VAT Range Typical Range Typical Range Typical Director 80, , ,000 65, ,000 85,000 50,000-80,000 75,000 Assistant Director/Senior Manager 65,000-85,000 74,000 55,000-75,000 70,000 55,000-66,000 56,000 Manager 44,000-60,000 58,000 40,000-60,000 54,000 42,500-50,000 47,000 Assistant Manager/Supervisor 34,000-43,000 42,000 35,000-42,500 40,000 33,000-45,000 40,000 Senior 30,000-38,000 36,000 26,000-37,000 35,000 27,500-33,000 30,000 Assistant 22,000-30,000 27,500 18,000-25,000 22,000 19,000-24,000 22,000 Personal/Expat/Employee/Trusts Range Typical Range Typical Range Typical Director 80, , ,000 70, ,000 85,000 65,000-86,000 75,000 Assistant Director/Senior Manager 60,000-80,000 70,000 55,000-75,000 65,000 40,000-60,000 56,000 Manager 42,000-56,000 52,500 40,000-52,500 44,500 35,000-56,000 40,000 Assistant Manager/Supervisor 32,000-44,000 43,000 30,000-40,000 37,500 30,000-36,000 34,000 Senior 30,000-40,000 36,000 26,500-35,000 33,500 26,000-32,500 30,000 Assistant 21,000-30,000 26,000 18,000-24,000 23,000 17,000-24,000 19,500 South West England Big 4 Top 50 Below Top 50 Corporate/VAT Range Typical Range Typical Range Typical Director 80, , ,000 70,000-95,000 82,500 55,000-80,000 67,500 Assistant Director/Senior Manager 52,000-85,000 72,500 50,000-70,000 60,000 45,000-65,000 53,000 Manager 42,000-55,000 50,000 40,000-50,000 46,500 38,000-47,000 44,500 Assistant Manager/Supervisor 35,000-43,000 39,000 30,000-39,000 36,000 30,000-39,000 37,500 Senior 32,000-39,000 36,000 28,000-35,000 31,000 25,000-35,000 32,000 Assistant 20,000-26,000 24,000 18,000-25,000 21,000 18,000-26,000 21,000 Personal/Expat/Employee/Trusts Range Typical Range Typical Range Typical Director 80, , ,000 70,000-95,000 84,000 55,000-80,000 62,000 Assistant Director/Senior Manager 50,000-78,000 72,000 48,000-70,000 62,000 45,000-65,000 52,500 Manager 40,000-55,000 50,000 40,000-52,000 48,000 35,000-48,000 42,000 Assistant Manager/Supervisor 35,000-42,000 40,000 30,000-40,000 37,000 28,000-36,000 35,000 Senior 30,000-38,000 36,000 28,000-35,000 32,000 25,000-32,000 31,000 Assistant 20,000-26,000 24,000 18,000-26,000 21,000 18,000-23,000 20,500 Hays UK Salary & Recruiting Trends

58 ACCOUNTANCY & FINANCE TAXATION Practice Wales Big 4 Top 50 Below Top 50 Corporate/VAT Range Typical Range Typical Range Typical Director 80, , ,000 70,000-95,000 82,000 55,000-80,000 62,000 Assistant Director/Senior Manager 55,000-85,000 72,500 50,000-70,000 62,000 45,000-65,000 57,500 Manager 45,000-55,000 50,000 40,000-50,000 46,500 35,000-50,000 40,000 Assistant Manager/Supervisor 35,000-45,000 38,000 30,000-40,000 35,000 28,000-35,500 35,000 Senior 28,000-38,000 35,000 28,000-35,000 31,000 25,000-35,000 30,000 Assistant 20,000-25,000 22,500 18,000-25,000 21,000 18,000-23,000 20,000 Personal/Expat/Employee/Trusts Range Typical Range Typical Range Typical Director 80, , ,000 70,000-90,000 82,000 55,000-80,000 62,000 Assistant Director/Senior Manager 55,000-85,000 72,500 48,000-70,000 62,000 45,000-65,000 57,500 Manager 45,000-55,000 50,000 40,000-50,000 46,500 35,000-47,000 40,000 Assistant Manager/Supervisor 35,000-45,000 38,000 30,000-40,000 35,000 28,000-38,000 35,000 Senior 28,000-38,000 35,000 28,000-35,000 31,000 25,000-32,000 30,000 Assistant 20,000-25,000 22,500 18,000-25,000 21,000 18,000-25,000 21,000 West Midlands Big 4 Top 50 Below Top 50 Corporate/VAT Range Typical Range Typical Range Typical Director 85, , ,000 75, ,000 85,000 70,000-90,000 80,000 Assistant Director/Senior Manager 55,000-85,000 68,000 55,000-70,000 63,000 50,000-65,000 55,000 Manager 45,000-55,000 47,000 42,000-52,000 45,000 38,000-52,000 40,000 Assistant Manager/Supervisor 38,000-43,000 40,000 35,000-43,000 38,000 30,000-40,000 33,500 Senior 34,000-38,000 36,000 30,000-38,000 31,500 26,000-32,000 29,500 Assistant 25,000-31,000 26,000 22,000-26,000 23,000 18,000-25,000 22,000 Personal/Expat/Employee/Trusts Range Typical Range Typical Range Typical Director 85, , ,000 75, ,000 90,000 60,000-80,000 70,000 Assistant Director/Senior Manager 55,000-85,000 65,000 50,000-75,000 65,000 50,000-65,000 55,000 Manager 45,000-55,000 47,000 42,000-52,000 44,500 38,000-50,000 40,000 Assistant Manager/Supervisor 38,000-43,000 40,000 34,000-44,000 35,000 30,000-40,000 33,500 Senior 33,000-38,000 34,000 30,000-38,000 32,500 26,000-32,000 29,500 Assistant 25,000-31,000 26,000 22,000-26,000 23,000 18,000-25,000 22,000 ACCOUNTANCY & FINANCE Taxation 56 Hays UK Salary & Recruiting Trends 2018

59 East Midlands Big 4 Top 50 Below Top 50 Corporate/VAT Range Typical Range Typical Range Typical Director 80, , ,000 75, ,000 85,000 65,000-80,000 75,000 Assistant Director/Senior Manager 55,000-85,000 68,000 50,000-75,000 65,000 50,000-65,000 55,000 Manager 45,000-55,000 47,000 42,000-52,000 45,000 38,000-52,000 40,000 Assistant Manager/Supervisor 38,000-43,000 40,000 34,000-44,000 35,000 30,000-40,000 33,500 Senior 34,000-38,000 36,000 30,000-39,000 31,500 26,000-32,000 29,500 Assistant 25,000-31,000 26,000 22,000-26,000 23,000 18,000-25,000 22,000 Personal/Expat/Employee/Trusts Range Typical Range Typical Range Typical Director 85, , ,000 70, ,000 80,000 60,000-80,000 70,000 Assistant Director/Senior Manager 55,000-85,000 63,000 50,000-75,000 65,000 50,000-60,000 55,000 Manager 45,000-55,000 47,000 42,000-52,000 44,500 39,000-52,000 40,000 Assistant Manager/Supervisor 38,000-43,000 40,000 33,500-43,000 34,500 30,000-40,000 33,500 Senior 33,000-38,000 34,000 30,000-38,000 31,500 26,000-35,000 28,500 Assistant 25,000-31,000 26,000 22,000-26,000 23,000 18,000-25,000 22,000 Yorkshire and the Humber Big 4 Top 50 Below Top 50 Corporate/VAT Range Typical Range Typical Range Typical Director 80, , ,000 65, ,000 75,000 50,000-80,000 65,000 Assistant Director/Senior Manager 55,000-80,000 65,000 48,000-65,000 58,000 45,000-60,000 52,000 Manager 42,000-55,000 48,000 40,000-50,000 45,000 36,000-48,000 40,000 Assistant Manager/Supervisor 35,000-42,000 40,000 35,000-42,000 37,000 30,000-38,000 34,000 Senior 32,000-40,000 35,000 28,000-38,000 33,000 25,000-35,000 30,000 Assistant 20,000-30,000 25,000 20,000-28,000 23,000 17,000-22,000 20,000 Personal/Expat/Employee/Trusts Range Typical Range Typical Range Typical Director 80, , ,000 70,000-90,000 80,000 55,000-80,000 65,000 Assistant Director/Senior Manager 50,000-80,000 65,000 50,000-75,000 60,000 40,000-55,000 50,000 Manager 40,000-50,000 45,000 35,000-45,000 42,000 32,000-40,000 38,000 Assistant Manager/Supervisor 35,000-42,000 38,000 32,000-37,000 33,000 30,000-36,000 32,000 Senior 32,000-40,000 35,000 28,000-34,000 30,000 25,000-30,000 28,000 Assistant 23,000-28,000 25,000 18,000-25,000 22,000 18,500-23,000 20,000 Hays UK Salary & Recruiting Trends

60 ACCOUNTANCY & FINANCE TAXATION Practice North East England Big 4 Top 50 Below Top 50 Corporate/VAT Range Typical Range Typical Range Typical Director 80, , ,000 65, ,000 75,000 60,000-90,000 65,000 Assistant Director/Senior Manager 55,000-80,000 65,000 50,000-65,000 58,000 45,000-58,000 52,000 Manager 40,000-50,000 45,000 40,000-50,000 42,000 35,000-45,000 40,000 Assistant Manager/Supervisor 35,000-45,000 40,000 35,000-42,000 37,000 30,000-38,000 34,000 Senior 30,000-40,000 35,000 28,000-38,000 33,000 25,000-35,000 28,000 Assistant 23,000-29,000 25,500 22,000-28,000 23,000 19,000-25,000 20,000 Personal/Expat/Employee/Trusts Range Typical Range Typical Range Typical Director 80, , ,000 70,000-90,000 80,000 55,000-80,000 65,000 Assistant Director/Senior Manager 50,000-75,000 65,000 45,000-70,000 55,000 40,000-55,000 50,000 Manager 40,000-50,000 45,000 35,000-45,000 40,000 32,000-40,000 37,000 Assistant Manager/Supervisor 33,000-42,000 37,500 32,000-37,000 33,000 30,000-36,000 32,000 Senior 28,000-35,000 32,000 26,000-34,000 30,000 25,000-30,000 27,000 Assistant 20,000-25,000 23,000 18,000-25,000 22,000 17,500-23,000 19,000 North West England Big 4 Top 50 Below Top 50 Corporate/VAT Range Typical Range Typical Range Typical Director 85, , ,000 75, ,000 90,000 60,000-75,000 73,000 Assistant Director/Senior Manager 55,000-85,000 70,000 55,000-70,000 65,000 45,000-65,000 61,000 Manager 45,000-55,000 47,000 40,000-52,000 42,000 35,000-48,000 42,000 Assistant Manager/Supervisor 38,000-43,000 40,000 35,000-43,000 38,000 35,000-40,000 36,000 Senior 34,000-38,000 36,000 29,000-38,000 32,000 28,000-34,000 32,000 Assistant 24,000-31,000 25,000 22,000-26,000 23,000 18,500-22,000 21,000 Personal/Expat/Employee/Trusts Range Typical Range Typical Range Typical Director 85, , ,000 75, ,000 90,000 60,000-80,000 70,000 Assistant Director/Senior Manager 55,000-85,000 68,000 50,000-75,000 65,000 50,000-65,000 55,000 Manager 45,000-55,000 47,000 42,000-52,000 44,500 35,000-45,000 42,000 Assistant Manager/Supervisor 38,000-43,000 40,000 34,000-43,000 35,000 30,000-35,000 34,000 Senior 34,000-38,000 35,000 30,000-38,000 33,500 26,000-32,000 30,000 Assistant 24,000-31,000 25,000 22,000-26,000 23,000 18,000-22,000 21,000 ACCOUNTANCY & FINANCE Taxation 58 Hays UK Salary & Recruiting Trends 2018

61 Northern Ireland Big 4 Other Corporate/VAT Range Typical Range Typical Director 70, ,000 85,000 64,000-75,000 65,000 Assistant Director/Senior Manager 50,000-60,000 55,000 45,000-55,000 50,000 Manager 36,000-45,000 40,000 36,000-45,000 40,000 Assistant Manager/Supervisor 31,000-33,000 32,000 31,000-33,000 32,000 Senior 27,500-30,000 28,000 27,500-30,000 28,000 Assistant 16,000-20,000 19,000 18,000-22,000 19,000 Personal/Expat/Employee/Trusts Range Typical Range Typical Director 70, ,000 85,000 64,000-85,000 65,000 Assistant Director/Senior Manager 50,000-60,000 55,000 45,000-55,000 50,000 Manager 36,000-45,000 40,000 36,000-45,000 40,000 Assistant Manager/Supervisor 31,000-33,000 32,000 31,000-33,000 32,000 Senior 27,500-30,000 28,000 27,500-30,000 28,000 Assistant 18,000-22,000 19,000 16,000-22,000 19,000 Scotland Big 4 Top 50 Below Top 50 Corporate/VAT Range Typical Range Typical Range Typical Director 80, , ,000 60, ,000 75,000 70,000-90,000 80,000 Assistant Director/Senior Manager 60,000-90,000 70,000 42,500-65,000 58,000 50,000-70,000 60,000 Manager 42,000-55,000 48,000 40,000-50,000 45,000 38,000-45,000 40,000 Assistant Manager/Supervisor 35,000-45,000 42,000 33,000-40,000 35,000 35,000-45,000 38,000 Senior 29,000-36,000 35,000 29,000-36,000 33,500 23,000-30,000 27,000 Assistant 22,000-28,000 25,000 18,000-28,000 23,000 18,000-22,000 19,000 Personal/Expat/Employee/Trusts Range Typical Range Typical Range Typical Director 80, , ,000 60, ,000 75,000 50,000-90,000 75,000 Assistant Director/Senior Manager 50,000-80,000 65,000 42,000-75,000 57,000 40,000-60,000 50,000 Manager 40,000-50,000 49,000 36,000-48,000 45,000 35,000-47,000 43,000 Assistant Manager/Supervisor 32,500-42,500 40,000 32,000-40,000 37,000 33,000-49,000 36,000 Senior 25,000-35,000 32,000 25,000-34,000 31,500 22,500-28,000 25,500 Assistant 19,000-27,000 23,000 16,500-25,000 21,000 18,000-22,000 18,500 Hays UK Salary & Recruiting Trends

62 ACCOUNTANCY & FINANCE TAXATION Peter Fanning Chief Executive, The Chartered Institute of Taxation Tax professionals particularly those working with the UK s annual Finance Act are used to change. However, looking back over the past 12 months or so, the pace and depth of change has been extraordinary. Brexit is often described in extreme terms, but for tax professionals, it is likely to precipitate the restructuring of thousands of pages of tax law. The Treasury and HMRC are faced with significant challenges, as they will need to design new law and systems, as well as continue to negotiate with the other EU states on the new relationship probably beyond the deadline of An entirely new customs duty code still seems likely to be needed and if so, it will absorb significant policy and IT resources. A close association with the EU is likely to have less impact on many tax issues particularly on indirect taxes and trade related taxes - but a more remote link will have a greater impact. Developing new arrangements with the world will create opportunities for tax professionals with skills in dealing with cross-border taxation and who speak languages other than English. Knowledge of tax systems outside the UK such as those covered by the CIOT s ADIT (the Advanced Diploma in International Taxation) qualification will be highly desirable. The skills required of tax people are also changing in response to some significant events. The challenge for today s tax professionals is to adapt so that they can survive these mounting global challenges. These include not only Brexit but also a new US President keen on tax reform, more intrusive technology and the need to meet the public s greater demand for tax transparency from companies, an example of which is the publication of company tax strategies. A key lesson of the past year or so is that anything is possible, bigly to coin a word! In addition to knowledge of tax law, the successful tax professional of the future will probably be proficient in skills not usually associated with tax for example, data analysis, statistics, and perhaps AI technologies. Project management, collaboration, and change management skills will also be found in the tax professional s toolbox. As tax professionals progress in their careers, they should future-proof by continuing to learn new skills. The delay to Making Tax Digital will be welcomed by the profession because it gives a chance for businesses and their agents to have done a full MTD cycle of updates within the pilot before the mandate begins, possibly as soon as It will be a significant milestone in the history of the administration of tax, whenever it comes, and signals that the age of the tax return are numbered. Much has been speculated about the impact of Brexit on taxation and how it will respond, but I suspect how the industry adapts to the increasing use of digital technology will have at least the same scale of impact. The tax profession is a noble one and demands that professionals strive to better their knowledge of the rules and regulations that govern what they do. Since March 2017, members of the CIOT and the other tax bodies are now required to comply with a new set of standards for tax planning which reinforce the existing fundamental ethical principles that underpin their professional rules of conduct governing their integrity, professional competence and professional behaviours. As well as the new challenges mentioned above, every year another 600 pages of tax law are added to the UK tax code and it is helpful to remember and emphasise the importance of the core traditional professional skill of helping taxpayers deal with it all. I am confident that tax remains a flourishing profession. ACCOUNTANCY & FINANCE Taxation 60 Hays UK Salary & Recruiting Trends 2018

63 Hays UK Salary & Recruiting Trends

64 ACCOUNTANCY & FINANCE TREASURY FTSE 100 FTSE 250 Multinationals SME London Range Typical Range Typical Range Typical Range Typical Group Treasurer 120, , ,000 90, , ,000 90, , ,000 70, ,000 90,000 Assistant/Deputy Treasurer 100, , ,000 60,000-90,000 70,000 80, ,000 85,000 Treasury Manager 60, ,000 75,000 55,000-80,000 65,000 60, ,000 75,000 60,000-90,000 65,000 Treasury Risk Manager 65, ,000 80,000 50,000-80,000 60,000 65, ,000 77,000 Treasury Accountant 65,000-90,000 78,000 40,000-70,000 55,000 65,000-90,000 70,000 40,000-55,000 48,000 Treasury Dealer 50,000-90,000 60,000 30,000-55,000 45,000 50,000-90,000 55,000 Treasury Analyst 40,000-70,000 50,000 30,000-55,000 42,000 40,000-70,000 50,000 32,000-45,000 35,000 FTSE 100/250 SME South East England Range Typical Range Typical Group Treasurer 80, , ,000 70, ,000 80,000 Assistant/Deputy Treasurer 80, ,000 95,000 50,000-75,000 60,000 Treasury Manager 50,000-80,000 60,000 40,000-55,000 52,000 Treasury Accountant 40,000-70,000 50,000 35,000-45,000 42,000 Treasury Analyst 35,000-50,000 40,000 30,000-35,000 32,000 FTSE 100/250 SME East of England Range Typical Range Typical Group Treasurer 90, , ,000 60,000-85,000 80,000 Assistant/Deputy Treasurer 65,000-85,000 80,000 50,000-68,000 64,000 Treasury Manager 40,000-60,000 50,000 40,000-50,000 44,000 Treasury Accountant 35,000-45,000 40,000 30,000-40,000 34,000 Treasury Analyst 30,000-40,000 34,000 25,000-35,000 28,000 FTSE 100/250 SME South West England Range Typical Range Typical Group Treasurer 90, , ,000 60,000-85,000 72,000 Assistant/Deputy Treasurer 65,000-90,000 77,500 50,000-65,000 52,000 Treasury Manager 45,000-65,000 55,000 40,000-60,000 48,000 Treasury Accountant 32,000-45,000 43,000 30,000-45,000 37,000 Treasury Analyst 28,000-40,000 34,000 25,000-35,000 31,000 ACCOUNTANCY & FINANCE Treasury 62 Hays UK Salary & Recruiting Trends 2018

65 FTSE 100/250 SME Wales Range Typical Range Typical Group Treasurer 90, , ,000 60,000-85,000 72,000 Assistant/Deputy Treasurer 70,000-90,000 82,500 50,000-60,000 57,000 Treasury Manager 40,000-70,000 53,000 35,000-45,000 42,000 Treasury Accountant 30,000-42,000 39,000 30,000-36,000 33,000 Treasury Analyst 25,000-35,000 29,000 28,000-35,000 32,500 FTSE 100/250 SME West Midlands Range Typical Range Typical Group Treasurer 100, , ,000 65, ,000 80,000 Assistant/Deputy Treasurer 70, ,000 82,000 50,000-70,000 65,000 Treasury Manager 45,000-70,000 60,000 40,000-55,000 48,000 Treasury Accountant 40,000-50,000 45,000 35,000-41,000 40,000 Treasury Analyst 30,000-45,000 33,000 30,000-40,000 31,500 FTSE 100/250 SME East Midlands Range Typical Range Typical Group Treasurer 90, , ,000 60,000-85,000 80,000 Assistant/Deputy Treasurer 65,000-90,000 80,000 50,000-68,000 64,000 Treasury Manager 40,000-70,000 57,000 40,000-50,000 42,000 Treasury Accountant 35,000-50,000 40,000 30,000-40,000 32,000 Treasury Analyst 25,000-35,000 33,000 25,000-32,000 28,000 FTSE 100/250 SME Yorkshire and the Humber Range Typical Range Typical Group Treasurer 100, , ,000 75,000-90,000 85,000 Assistant/Deputy Treasurer 65,000-90,000 80,000 50,000-70,000 55,000 Treasury Manager 40,000-55,000 50,000 38,000-48,000 45,000 Treasury Accountant 37,000-50,000 44,000 30,000-45,000 38,000 Treasury Analyst 25,000-38,000 30,000 22,000-36,000 27,000 Hays UK Salary & Recruiting Trends

66 ACCOUNTANCY & FINANCE TREASURY FTSE 100/250 SME North East England Range Typical Range Typical Group Treasurer 100, , ,000 78,000-90,000 80,000 Assistant/Deputy Treasurer 75,000-90,000 80,000 50,000-65,000 55,000 Treasury Manager 45,000-55,000 50,000 40,000-50,000 43,000 Treasury Accountant 40,000-50,000 45,000 30,000-40,000 34,000 Treasury Analyst 25,000-35,000 30,000 25,000-32,000 26,000 FTSE 100/250 SME North West England Range Typical Range Typical Group Treasurer 100, , ,000 80, ,000 82,000 Assistant/Deputy Treasurer 60,000-90,000 75,000 50,000-70,000 56,000 Treasury Manager 40,000-60,000 45,000 45,000-65,000 55,000 Treasury Accountant 35,000-55,000 52,000 35,000-50,000 47,000 Treasury Analyst 22,000-30,000 29,000 20,000-28,000 25,000 FTSE 100/250 SME Scotland Range Typical Range Typical Group Treasurer 80, , ,000 50,000-80,000 66,000 Assistant/Deputy Treasurer 70,000-90,000 85,000 45,000-60,000 56,000 Treasury Manager 50,000-80,000 75,000 40,000-60,000 50,000 Treasury Accountant 40,000-60,000 45,000 35,000-45,000 42,000 Treasury Analyst 35,000-50,000 40,000 30,000-38,000 34,000 ACCOUNTANCY & FINANCE Treasury 64 Hays UK Salary & Recruiting Trends 2018

67 Caroline Stockmann Chief Executive, Association of Corporate Treasurers The treasury profession is becoming increasingly strategic, with a greater focus on solving wider business challenges beyond a purely financial remit, according to the ACT s annual survey of contemporary treasurers, The Business of Treasury. The time spent by treasurers on strategic issues rose 60% over the last five years, which is not surprising given the key task they face in balancing financial risk and opportunity for their organisations in an increasingly volatile world. Against a backdrop of uncertainty economic and geopolitical the issues that are front of mind for businesses and their treasurers include cyber security and Brexit as well as the financial markets volatility and regulatory change, with treasurers increasingly taking a leading or collaborative role in managing these challenges. Treasurers interaction and influence with the board is also growing, with board approval of treasury s funding solutions increasing year-on-year from 63% in 2013 to 84% in Changes in technology have clearly impacted the treasurer s role, particularly the pace of those changes, and planned investment in treasury technology is on the rise. While operational treasury management remains core, we have seen a significant increase in the time spent on risk management. This is also the area expected to see the biggest growth in the next 12 months as more and more treasurers look at risk holistically, together with regulation and business strategy. The cost and resource strain resulting from stricter compliance frameworks, particularly in relation to carrying out Know Your Customer (KYC) procedures, is ever present. Other key concerns are banking reforms more broadly, tax burdens and fiscal policy. All this speaks to a specialist skill set that requires strong technical ability as well as other skills such as communications and relationship management. This is within the context of a broad business understanding an area new entrants to the profession are often seen as lacking. The demand for skilled and qualified treasury professionals continues to rise as their value is recognised more and more. The ACT leads the way in helping organisations and individuals develop treasury capabilities at all levels, through its qualifications, training, and continuing professional development. We believe that the highest standards of professionalism in treasury lead to successful organisations and creates strong economies. This, and the sheer variety within treasury roles, is what makes our members so passionate about their profession. Hays UK Salary & Recruiting Trends

68 CONSTRUCTION & PROPERTY GROWING COMPETITION FOR TALENT Strong activity, which is widespread across the UK, has kept the construction sector buoyant despite concerns about the future. A 2.7% average salary increase reflects healthy demand for professionals, and some regions are rivalling London for salary rises. CONSTRUCTION & PROPERTY Overview Activity strong in the face of potential adversity Cautious optimism and ongoing regional investment over the last 12 months, for example into areas including the North West of England and the West Midlands, has led to continued demand for talented professionals. Nationwide, the hiring market has cooled slightly since the 2017 general election but is still buoyant, indicating a positive outlook for the coming year. 63% of employers are expecting their activity levels to increase over the next 12 months, with on-site construction (including site management, contract and project management and on-site engineering) employers being the most positive, 75% of whom expect an increase in activity. Employees have once again seen salary increases reflecting greater market confidence. 78% of employers for commercial construction staff say they increased their employees salaries in the last year, followed by 72% of on-site construction employers. 62% of architecture employers increased salaries, however, lower than the overall UK average of 70%. Architects are also least likely to expect growth in the coming year, with less than half (49%) expecting increased activity and 13% expecting a decrease, indicating caution regarding the full impact of Brexit as architecture projects span over many years. 66 Hays UK Salary & Recruiting Trends 2018 By contrast, on-site construction professionals are enjoying increased activity due to the high volume of new projects which have begun in recent years, particularly in the North of England and the Midlands, and salaries have increased to meet demand. In London and the South East, the volume of new projects and good commuter links from the South East is keeping the market strong, and driving salary rises. Surveying professionals are seeing mixed salary increases. Building surveyors and project managers have received some of the larger salary increases in the last 12 months in line with buoyant project levels, whilst commercial and general practice surveyors have seen smaller rises reflective of slower conditions within those markets. Reduced candidate movement exacerbating skills shortages 59% of employers expect to hire permanent staff in the coming 12 months and 41% expect to hire more temporary staff. However, 78% of employers expect a shortage of suitable candidates to be their primary recruitment challenge in the next year. This shortage is partly due to the specialist skillsets often required, but also because employees are cautious about the future and less likely to leave their jobs in search of another.

69 Fewer professionals say they would consider moving roles in the next six months, down from 42% to 34% this year, and 21% have no plan to leave within three years. The reduction in candidates considering moving roles has created more acute skills shortages for certain professionals, including contract quantity surveyors, Revit/BIM technicians, project engineers, senior contract managers and project managers. Continued skills shortages cause training and retention to become priorities Employers have continued to focus on the problem of skills shortages over the last few years. 38% of employers rely on temporary workers to close these gaps and there has been a shift towards training and development of existing permanent staff, which 51% of employers offer. 41% have increased their training budget or implemented a mentoring programme to help their existing permanent staff develop their skills, and 27% increased their use of apprentices to help fill skills gaps and bring new professionals into the sector. This focus on career development and continued professional development (CPD) has become the key attraction method for 18% of employers when looking to recruit. Job security and work-life balance important considerations Uncertainty about the future due to Brexit and other political changes has led professionals and organisations alike to have a cautious outlook for the coming year. Job security is, therefore, a more important factor for professionals, 18% of whom selected it as most important when considering a new job. Employers are largely recognising the importance of job security and 19% cite it as the most important tool they have to attract new staff, surpassing benefits packages (16%) and even CPD (18%). However, employers are failing to recognise the importance of work-life balance to employees. Just over half of professionals (51%) currently rate their work-life balance as average or below and 24% rate it as their most important factor when considering a new job. This is compared to only 16% of employers placing prime importance on work life balance when attracting candidates to a role. While job security is a concern, an offer of improved work-life balance could be sufficient to tempt talented professionals into new positions, particularly those who are high in demand, such as quantity surveyors, planners and buyers. Overall, the construction and property sector remains strong, but new challenges are anticipated in the coming months. Both employees and employers are showing signs of caution, placing more emphasis on training and job security. The profession remains busy across the UK, offering significant opportunities for talented professionals. Survey highlights for construction and property Employers Employees 2.7% average salary increase 54% expect their organisation s activity levels to increase or stay the same 95% over the next 12 months 55% expect to move jobs within 12 months are not satisfied with their salaries 74 % plan on recruiting staff over the next 12 months 45% feel there is no scope for progression within their organisation 78% say their top challenge when recruiting is a shortage of suitable applicants 49% rate their work-life balance as positive Hays UK Salary & Recruiting Trends

70 CONSTRUCTION & PROPERTY CONSTRUCTION Operational functions London Site management Range Typical Senior Site Manager 60,000-73,000 63,500 Site Manager 48,000-58,000 51,500 Assistant Site Manager 38,000-45,000 42,000 General Foreman 33,000-41,000 36,000 South West England Site management Range Typical Senior Site Manager 45,000-51,000 48,500 Site Manager 38,000-49,000 42,500 Assistant Site Manager 31,000-36,000 32,500 General Foreman 25,000-32,000 30,500 Contract and project managers Range Typical Contract Manager 65,000-75,000 69,000 Project Manager 55,000-70,000 65,000 Contract and project managers Range Typical Contract Manager 52,000-67,000 57,500 Project Manager 47,500-62,500 55,000 On-site engineering Range Typical Senior Engineer 50,000-60,000 53,000 Engineer 39,000-48,000 42,000 On-site engineering Range Typical Senior Engineer 40,000-44,000 42,500 Engineer 31,000-38,000 37,500 South East England Site management Range Typical Senior Site Manager 58,000-68,000 62,000 Site Manager 50,000-55,000 51,500 Assistant Site Manager 36,000-43,000 39,000 General Foreman 33,000-41,000 35,000 Wales Site management Range Typical Senior Site Manager 42,500-47,500 45,000 Site Manager 35,000-45,000 40,000 Assistant Site Manager 27,500-35,000 30,000 General Foreman 27,500-32,500 30,000 Contract and project managers Range Typical Contract Manager 58,000-73,000 67,500 Project Manager 58,000-68,000 65,000 Contract and project managers Range Typical Contract Manager 45,000-60,000 55,000 Project Manager 42,500-55,000 50,500 On-site engineering Range Typical Senior Engineer 42,000-48,000 45,000 Engineer 37,000-42,000 40,000 On-site engineering Range Typical Senior Engineer 42,500-47,500 45,000 Engineer 32,500-37,500 36,500 CONSTRUCTION & PROPERTY Construction East of England Site management Range Typical Senior Site Manager 48,000-55,000 50,000 Site Manager 39,000-48,000 43,000 Assistant Site Manager 29,000-37,500 31,000 General Foreman 28,000-36,000 30,500 Contract and project managers Range Typical Contract Manager 48,000-65,000 55,000 Project Manager 48,000-60,000 50,000 On-site engineering Range Typical Senior Engineer 39,000-50,000 42,000 Engineer 33,000-42,000 34, Hays UK Salary & Recruiting Trends 2018 West Midlands Site management Range Typical Senior Site Manager 46,000-60,000 49,000 Site Manager 39,000-47,000 44,000 Assistant Site Manager 30,000-40,000 36,000 General Foreman 28,000-35,000 31,000 Contract and project managers Range Typical Contract Manager 55,000-70,000 58,000 Project Manager 50,000-65,000 52,000 On-site engineering Range Typical Senior Engineer 40,000-47,000 41,000 Engineer 34,000-42,000 35,500

71 East Midlands Site management Range Typical Senior Site Manager 46,000-56,000 48,000 Site Manager 41,000-51,000 45,000 Assistant Site Manager 32,000-40,000 35,500 General Foreman 28,000-35,000 32,500 North West England Site management Range Typical Senior Site Manager 43,000-52,000 49,000 Site Manager 38,000-46,000 43,000 Assistant Site Manager 28,000-37,000 33,000 General Foreman 28,000-35,000 29,000 Contract and project managers Range Typical Contract Manager 50,000-60,000 59,000 Project Manager 52,000-65,000 53,000 Contract and project managers Range Typical Contract Manager 55,000-65,000 60,000 Project Manager 48,000-57,000 55,000 On-site engineering Range Typical Senior Engineer 43,000-47,500 44,500 Engineer 35,000-43,000 37,000 On-site engineering Range Typical Senior Engineer 45,000-55,000 50,000 Engineer 35,000-45,000 39,000 Yorkshire and the Humber Site management Range Typical Senior Site Manager 40,000-48,000 45,000 Site Manager 38,000-45,000 41,000 Assistant Site Manager 28,000-34,000 32,000 General Foreman 23,000-30,000 28,000 Northern Ireland Site management Range Typical Senior Site Manager 36,000-45,000 40,000 Site Manager 32,000-45,000 38,000 Assistant Site Manager 24,000-30,000 27,000 General Foreman 30,000-42,000 32,000 Contract and project managers Range Typical Contract Manager 50,000-60,000 53,000 Project Manager 40,000-52,000 48,000 Contract and project managers Range Typical Contract Manager 40,000-62,000 48,000 Project Manager 38,000-50,000 44,000 On-site engineering Range Typical Senior Engineer 42,000-50,000 44,000 Engineer 36,000-42,000 40,000 On-site engineering Range Typical Senior Engineer 30,000-40,000 35,000 Engineer 24,000-36,000 30,000 North East England Site management Range Typical Senior Site Manager 43,000-48,000 45,000 Site Manager 38,000-46,000 42,000 Assistant Site Manager 26,000-35,000 29,500 General Foreman 26,000-32,000 28,000 Scotland Site management Range Typical Senior Site Manager 45,000-55,000 47,000 Site Manager 40,000-50,000 44,000 Assistant Site Manager 30,000-40,000 35,000 General Foreman 30,000-35,000 33,000 Contract and project managers Range Typical Contract Manager 45,000-55,000 51,000 Project Manager 42,000-52,000 44,000 Contract and project managers Range Typical Contract Manager 50,000-65,000 57,000 Project Manager 50,000-60,000 55,000 On-site engineering Range Typical Senior Engineer 40,000-47,000 45,000 Engineer 35,000-42,000 40,000 On-site engineering Range Typical Senior Engineer 42,000-50,000 46,000 Engineer 35,000-40,000 38,000 Hays UK Salary & Recruiting Trends

72 CONSTRUCTION & PROPERTY CONSTRUCTION Commercial functions London Quantity surveyors Range Typical Commercial Manager 80,000-90,000 87,000 Senior Quantity Surveyor 64,000-75,000 65,000 Intermediate Quantity Surveyor 45,000-55,000 48,000 Assistant Quantity Surveyor 34,000-40,000 35,000 South West England Quantity surveyors Range Typical Commercial Manager 58,000-70,000 67,500 Senior Quantity Surveyor 50,000-65,000 54,500 Intermediate Quantity Surveyor 33,000-50,000 43,500 Assistant Quantity Surveyor 30,000-40,000 31,000 Estimators Range Typical Senior Estimator 65,000-75,000 69,000 Estimator 48,000-62,000 51,000 Assistant Estimator 35,000-42,000 36,000 Estimators Range Typical Senior Estimator 47,500-60,000 52,500 Estimator 37,500-47,500 46,500 Assistant Estimator 27,500-35,000 30,000 South East England Quantity surveyors Range Typical Commercial Manager 70,000-80,000 76,000 Senior Quantity Surveyor 60,000-68,000 63,000 Intermediate Quantity Surveyor 46,000-57,000 48,000 Assistant Quantity Surveyor 26,000-36,000 33,000 Wales Quantity surveyors Range Typical Commercial Manager 57,000-70,000 62,500 Senior Quantity Surveyor 45,000-65,000 50,000 Intermediate Quantity Surveyor 33,000-60,000 40,000 Assistant Quantity Surveyor 24,000-28,000 26,500 Estimators Range Typical Senior Estimator 55,000-70,000 65,500 Estimator 43,000-58,000 50,500 Assistant Estimator 28,000-38,000 31,500 Estimators Range Typical Senior Estimator 47,500-60,000 51,500 Estimator 37,500-47,500 42,500 Assistant Estimator 27,500-35,000 29,500 East of England Quantity surveyors Range Typical Commercial Manager 55,000-75,000 60,000 Senior Quantity Surveyor 45,000-60,000 55,000 Intermediate Quantity Surveyor 35,000-50,000 45,000 Assistant Quantity Surveyor 25,000-35,000 30,000 West Midlands Quantity surveyors Range Typical Commercial Manager 65,000-75,000 67,000 Senior Quantity Surveyor 45,000-55,000 51,000 Intermediate Quantity Surveyor 37,000-42,000 40,000 Assistant Quantity Surveyor 23,000-33,000 29,500 CONSTRUCTION & PROPERTY Construction Estimators Range Typical Senior Estimator 48,000-70,000 56,000 Estimator 42,000-55,000 47,000 Assistant Estimator 25,000-35,000 31, Hays UK Salary & Recruiting Trends 2018 Estimators Range Typical Senior Estimator 57,000-67,000 59,000 Estimator 42,000-47,000 44,000 Assistant Estimator 26,000-31,000 29,000

73 East Midlands Quantity surveyors Range Typical Commercial Manager 60,000-70,000 67,000 Senior Quantity Surveyor 50,000-65,000 55,000 Intermediate Quantity Surveyor 38,000-50,000 44,000 Assistant Quantity Surveyor 28,000-35,000 30,000 North West England Quantity surveyors Range Typical Commercial Manager 55,000-70,000 64,000 Senior Quantity Surveyor 45,000-55,000 50,000 Intermediate Quantity Surveyor 38,000-47,000 45,000 Assistant Quantity Surveyor 26,000-30,000 29,000 Estimators Range Typical Senior Estimator 50,000-65,000 56,000 Estimator 35,000-45,000 42,000 Assistant Estimator 25,000-30,000 28,000 Estimators Range Typical Senior Estimator 55,000-65,000 60,000 Estimator 45,000-55,000 50,000 Assistant Estimator 26,000-35,000 30,000 Yorkshire and the Humber Quantity surveyors Range Typical Commercial Manager 50,000-65,000 57,000 Senior Quantity Surveyor 50,000-55,000 54,000 Intermediate Quantity Surveyor 30,000-43,000 40,000 Assistant Quantity Surveyor 22,000-28,000 25,000 Northern Ireland Quantity surveyors Range Typical Commercial Manager 50,000-65,000 58,500 Senior Quantity Surveyor 45,000-55,000 50,000 Intermediate Quantity Surveyor 35,000-45,000 40,000 Assistant Quantity Surveyor 28,000-34,000 32,000 Estimators Range Typical Senior Estimator 50,000-56,000 53,000 Estimator 38,000-48,000 43,000 Assistant Estimator 22,000-28,000 25,000 Estimators Range Typical Senior Estimator 45,000-60,000 52,500 Estimator 36,000-44,000 42,000 Assistant Estimator 28,000-35,000 32,000 North East England Quantity surveyors Range Typical Commercial Manager 50,000-65,000 60,000 Senior Quantity Surveyor 45,000-50,000 47,000 Intermediate Quantity Surveyor 35,000-45,000 40,000 Assistant Quantity Surveyor 24,000-32,000 26,500 Scotland Quantity surveyors Range Typical Commercial Manager 55,000-70,000 60,000 Senior Quantity Surveyor 45,000-55,000 52,000 Intermediate Quantity Surveyor 35,000-47,000 41,000 Assistant Quantity Surveyor 21,000-30,000 24,000 Estimators Range Typical Senior Estimator 40,000-50,000 47,000 Estimator 35,000-45,000 40,000 Assistant Estimator 25,000-28,000 27,000 Estimators Range Typical Senior Estimator 45,000-55,000 52,000 Estimator 40,000-50,000 44,000 Assistant Estimator 25,000-35,000 29,000 Hays UK Salary & Recruiting Trends

74 CONSTRUCTION & PROPERTY CONSTRUCTION Chris Blythe OBE Chief Executive, Chartered Institute of Building Brexit in many respects highlights the certainty that we need to address the chronic skills gap. For too long the issue has been lying dormant, masked by the EU s free movement ethos but now we have the much needed fresh impetus to modernise our manufacturing and construction industries. If Britain stops building, so does our significance on the world stage. It s not hard to see why British companies looked overseas to swell their workforces migrant employees are a relatively cheap option and with a skill-set to fit but even the softest of negotiations of Article 50 are unlikely to maintain a steady access to this pool. The UK s own pool meanwhile has become increasingly shallow both in academic and vocational spheres. A glance at the OECD s most recent figures for the programme for international student assessment regarding maths and literacy, is pretty sobering. The UK ranks 27th in the former and 21st in the latter, below Estonia, Slovenia and Poland. The drive to get more people into university has actually resulted in a reluctance towards anything that isn t that. Apprenticeships suffer from a stigma they don t deserve, while a great many degree courses focus on too much theory. We need to recognise that each learner is different and while some may thrive in a lecture theatre or classroom, there are others who will find those settings constricting. The need for greater synergy between academia and industry is clear, at the Chartered Institute of Building we are recommending that courses, whether vocational or academic, are instructed by industry professionals. Integrating some sort of practical experience into any course is surely the way to get students learning hands on sooner. That s not to diminish the theoretical complexities of construction, but rather ensure that theory and practice work together in tandem. Whatever the political conditions, the UK deserves a world-class industrial pipeline to reflect its position. The CIOB wants to see a robust system for training and skills development, a more progressive approach to recruitment and a wider redistribution of investment to different UK regions, thus ending the bottle necking towards the capital. CONSTRUCTION & PROPERTY Construction 72 Hays UK Salary & Recruiting Trends 2018

75 Hays UK Salary & Recruiting Trends

76 CONSTRUCTION & PROPERTY HEALTH & SAFETY London Range Typical H&S Director 90, ,000 95,000 Senior H&S Manager 68,000-85,000 70,000 H&S Manager 48,000-60,000 55,000 H&S Advisor 35,000-45,000 40,000 CDM Coordinator/Principal Designer 45,000-60,000 50,000 East Midlands Range Typical H&S Director 65, ,000 71,000 Senior H&S Manager 45,000-65,000 53,000 H&S Manager 34,000-50,000 45,000 H&S Advisor 25,000-40,000 34,500 CDM Coordinator/Principal Designer 35,000-60,000 46,500 South East England Range Typical H&S Director 75, ,000 83,000 Senior H&S Manager 52,000-65,000 58,000 H&S Manager 48,000-55,000 50,000 H&S Advisor 33,000-42,000 37,000 CDM Coordinator/Principal Designer 40,000-55,000 43,000 Yorkshire and the Humber Range Typical H&S Director 65,000-85,000 72,000 Senior H&S Manager 46,000-60,000 53,000 H&S Manager 35,000-45,000 42,000 H&S Advisor 30,000-40,000 35,000 CDM Coordinator/Principal Designer 38,000-48,000 42,000 East of England Range Typical H&S Director 60,000-70,000 65,000 Senior H&S Manager 45,000-55,000 50,000 H&S Manager 35,000-45,000 38,000 H&S Advisor 25,000-35,000 29,000 CDM Coordinator/Principal Designer 30,000-40,000 35,000 North East England Range Typical H&S Director 50,000-60,000 56,000 Senior H&S Manager 38,000-48,000 46,000 H&S Manager 35,000-40,000 36,000 H&S Advisor 25,000-35,000 25,500 CDM Coordinator/Principal Designer 30,000-38,000 36,500 South West England Range Typical H&S Director 70,000-75,000 72,500 Senior H&S Manager 50,000-55,000 52,500 H&S Manager 40,000-45,000 42,500 H&S Advisor 30,000-40,000 35,000 CDM Coordinator/Principal Designer 35,000-40,000 37,500 North West England Range Typical H&S Director 50,000-75,000 65,000 Senior H&S Manager 42,000-55,000 52,000 H&S Manager 38,000-45,000 43,000 H&S Advisor 30,000-35,000 33,000 CDM Coordinator/Principal Designer 38,000-45,000 42,000 CONSTRUCTION & PROPERTY Health and safety Wales Range Typical H&S Director 57,500-62,500 60,000 Senior H&S Manager 45,000-50,000 49,500 H&S Manager 35,000-40,000 37,500 H&S Advisor 25,000-30,000 27,500 CDM Coordinator/Principal Designer 30,000-35,000 33,500 West Midlands Range Typical H&S Director 65, ,000 67,000 Senior H&S Manager 45,000-65,000 55,000 H&S Manager 34,000-50,000 44,000 H&S Advisor 25,000-40,000 35,000 CDM Coordinator/Principal Designer 35,000-60,000 45, Hays UK Salary & Recruiting Trends 2018 Northern Ireland Range Typical H&S Director 45,000-55,000 50,000 Senior H&S Manager 40,000-45,000 42,000 H&S Manager 30,000-45,000 37,000 H&S Advisor 22,000-36,000 29,000 CDM Coordinator/Principal Designer 31,000-34,000 32,000 Scotland Range Typical H&S Director 47,000-55,000 53,000 Senior H&S Manager 40,000-45,000 43,000 H&S Manager 32,000-40,000 36,000 H&S Advisor 25,000-30,000 28,500 CDM Coordinator/Principal Designer 40,000-45,000 44,500

77 Hays UK Salary & Recruiting Trends

78 CONSTRUCTION & PROPERTY SURVEYING CONSULTANTS Professional quantity surveyors London Range Typical Partner/Director 80, ,000 95,000 Claims & Dispute Resolution 62,000-85,000 78,000 Associate 65,000-85,000 75,000 Senior Surveyor 45,000-65,000 60,000 Project Manager 45,000-60,000 55,000 Newly Qualified Surveyor 35,000-45,000 42,500 Graduate Surveyor 23,000-30,000 28,000 South West England Range Typical Partner/Director 55,000-75,000 65,000 Claims & Dispute Resolution 42,000-52,000 46,500 Associate 45,000-55,000 51,500 Senior Surveyor 40,000-52,000 45,000 Project Manager 38,000-47,000 43,500 Newly Qualified Surveyor 28,000-35,000 33,500 Graduate Surveyor 22,000-26,000 25,000 South East England Range Typical Partner/Director 78, ,000 85,000 Claims & Dispute Resolution 48,000-55,000 50,000 Associate 63,000-73,000 68,500 Senior Surveyor 53,000-58,000 54,000 Project Manager 48,000-68,000 55,000 Newly Qualified Surveyor 40,000-48,000 41,000 Graduate Surveyor 22,000-28,000 26,000 Wales Range Typical Partner/Director 55,000-70,000 62,000 Claims & Dispute Resolution 40,000-50,000 46,000 Associate 45,000-55,000 48,000 Senior Surveyor 38,000-50,000 42,000 Project Manager 40,000-50,000 46,500 Newly Qualified Surveyor 30,000-35,000 32,000 Graduate Surveyor 20,000-25,000 22,000 East of England Range Typical Partner/Director 55,000-70,000 65,000 Claims & Dispute Resolution 40,000-60,000 51,000 Associate 50,000-60,000 52,000 Senior Surveyor 42,000-50,000 47,000 Project Manager 35,000-45,000 43,000 Newly Qualified Surveyor 30,000-37,000 36,000 Graduate Surveyor 20,000-24,000 22,500 West Midlands Range Typical Partner/Director 60,000-85,000 68,000 Claims & Dispute Resolution 40,000-50,000 44,000 Associate 55,000-70,000 56,000 Senior Surveyor 40,000-50,000 46,500 Project Manager 35,000-45,000 43,500 Newly Qualified Surveyor 30,000-40,000 33,000 Graduate Surveyor 16,000-28,000 25,000 CONSTRUCTION & PROPERTY Surveying consultants 76 Hays UK Salary & Recruiting Trends 2018

79 East Midlands Range Typical Partner/Director 60,000-80,000 68,000 Claims & Dispute Resolution 40,000-65,000 46,000 Associate 50,000-58,000 51,000 Senior Surveyor 38,000-50,000 46,500 Project Manager 45,000-55,000 46,000 Newly Qualified Surveyor 32,000-38,000 36,000 Graduate Surveyor 22,000-25,000 24,000 North West England Range Typical Partner/Director 70,000-90,000 78,000 Claims & Dispute Resolution 45,000-60,000 52,000 Associate 45,000-60,000 53,500 Senior Surveyor 40,000-55,000 46,000 Project Manager 40,000-60,000 45,000 Newly Qualified Surveyor 34,000-42,000 36,000 Graduate Surveyor 22,000-26,000 24,500 Yorkshire and the Humber Range Typical Partner/Director 55,000-70,000 66,000 Claims & Dispute Resolution 45,000-65,000 53,500 Associate 45,000-55,000 52,000 Senior Surveyor 37,000-47,000 45,500 Project Manager 37,000-48,000 46,000 Newly Qualified Surveyor 32,000-38,000 35,500 Graduate Surveyor 20,000-24,000 23,000 Northern Ireland Range Typical Partner/Director 55,000-75,000 68,000 Claims & Dispute Resolution 40,000-50,000 46,000 Associate 45,000-55,000 50,000 Senior Surveyor 35,000-45,000 40,000 Project Manager 35,000-45,000 39,000 Newly Qualified Surveyor 30,000-35,000 33,500 Graduate Surveyor 18,000-22,000 21,000 North East England Range Typical Partner/Director 55,000-70,000 58,000 Claims & Dispute Resolution 38,000-48,000 40,000 Associate 48,000-65,000 50,000 Senior Surveyor 43,000-55,000 48,000 Project Manager 35,000-50,000 42,000 Newly Qualified Surveyor 28,000-35,000 31,500 Graduate Surveyor 20,000-24,000 22,000 Scotland Range Typical Partner/Director 70, ,000 75,000 Claims & Dispute Resolution 40,000-55,000 47,000 Associate 60,000-70,000 66,000 Senior Surveyor 50,000-56,000 55,000 Project Manager 40,000-50,000 47,000 Newly Qualified Surveyor 34,000-40,000 37,000 Graduate Surveyor 19,000-26,000 23,000 Hays UK Salary & Recruiting Trends

80 CONSTRUCTION & PROPERTY SURVEYING CONSULTANTS Building surveyors London Range Typical Partner/Director 90, ,000 98,000 Associate 65,000-85,000 75,000 Senior Surveyor 50,000-60,000 56,500 Newly Qualified Building Surveyor 40,000-50,000 42,000 Graduate Building Surveyor 25,000-35,000 28,000 Maintenance Surveyor 30,000-40,000 38,000 South West England Range Typical Partner/Director 60,000-70,000 67,500 Associate 43,000-55,000 50,000 Senior Surveyor 35,000-45,000 40,000 Newly Qualified Building Surveyor 28,000-34,000 32,500 Graduate Building Surveyor 20,000-25,000 24,000 Maintenance Surveyor 28,000-35,000 32,500 South East England Range Typical Partner/Director 70,000-85,000 76,000 Associate 58,000-65,000 62,000 Senior Surveyor 48,000-55,000 52,000 Newly Qualified Building Surveyor 35,000-40,000 36,500 Graduate Building Surveyor 18,000-25,000 22,500 Maintenance Surveyor 35,000-43,000 36,000 Wales Range Typical Partner/Director 58,000-70,000 62,000 Associate 46,000-55,000 49,000 Senior Surveyor 35,000-45,000 44,000 Newly Qualified Building Surveyor 30,000-35,000 32,000 Graduate Building Surveyor 21,000-25,000 23,000 Maintenance Surveyor 28,000-36,000 31,000 East of England Range Typical Partner/Director 55,000-70,000 66,000 Associate 48,000-58,000 50,000 Senior Surveyor 40,000-50,000 42,000 Newly Qualified Building Surveyor 30,000-35,000 33,000 Graduate Building Surveyor 18,000-25,000 20,500 Maintenance Surveyor 30,000-40,000 32,000 West Midlands Range Typical Partner/Director 65,000-85,000 67,500 Associate 50,000-65,000 52,000 Senior Surveyor 40,000-50,000 43,000 Newly Qualified Building Surveyor 32,000-45,000 34,000 Graduate Building Surveyor 22,000-30,000 24,000 Maintenance Surveyor 30,000-40,000 32,000 CONSTRUCTION & PROPERTY Surveying consultants 78 Hays UK Salary & Recruiting Trends 2018

81 East Midlands Range Typical Partner/Director 55,000-70,000 60,500 Associate 45,000-55,000 51,000 Senior Surveyor 36,000-48,000 44,000 Newly Qualified Building Surveyor 30,000-38,000 35,500 Graduate Building Surveyor 19,000-24,000 22,500 Maintenance Surveyor 30,000-37,000 31,000 North West England Range Typical Partner/Director 68,000-85,000 74,000 Associate 45,000-55,000 50,000 Senior Surveyor 38,000-48,000 42,000 Newly Qualified Building Surveyor 35,000-40,000 37,500 Graduate Building Surveyor 22,000-26,000 24,000 Maintenance Surveyor 28,000-35,000 30,000 Yorkshire and the Humber Range Typical Partner/Director 60,000-75,000 66,000 Associate 40,000-50,000 47,500 Senior Surveyor 35,000-45,000 42,500 Newly Qualified Building Surveyor 30,000-37,000 35,000 Graduate Building Surveyor 20,000-24,000 22,500 Maintenance Surveyor 25,000-30,000 28,000 Northern Ireland Range Typical Partner/Director 50,000-70,000 52,500 Associate 40,000-48,000 42,000 Senior Surveyor 32,000-40,000 33,000 Newly Qualified Building Surveyor 27,000-35,000 29,500 Graduate Building Surveyor 17,000-25,000 19,000 Maintenance Surveyor 24,000-32,000 28,000 North East England Range Typical Partner/Director 50,000-60,000 52,000 Associate 40,000-50,000 45,000 Senior Surveyor 40,000-50,000 44,000 Newly Qualified Building Surveyor 28,000-35,000 31,000 Graduate Building Surveyor 20,000-25,000 22,000 Maintenance Surveyor 28,000-35,000 33,000 Scotland Range Typical Partner/Director 65,000-95,000 72,000 Associate 55,000-65,000 60,000 Senior Surveyor 43,000-55,000 52,000 Newly Qualified Building Surveyor 32,000-42,000 36,000 Graduate Building Surveyor 20,000-25,000 23,000 Maintenance Surveyor 25,000-30,000 28,500 Hays UK Salary & Recruiting Trends

82 CONSTRUCTION & PROPERTY SURVEYING CONSULTANTS Project managers London Range Typical Partner/Director 90, ,000 95,000 Associate 70,000-85,000 75,000 Senior Surveyor 55,000-70,000 62,000 Newly Qualified Surveyor 40,000-50,000 45,000 APC Surveyor 32,000-36,000 34,000 Graduate 22,000-28,000 27,000 South West England Range Typical Partner/Director 55,000-75,000 70,000 Associate 45,000-60,000 57,000 Senior Surveyor 38,000-50,000 45,000 Newly Qualified Surveyor 28,000-33,000 32,500 APC Surveyor 22,000-26,000 24,500 Graduate 19,000-25,000 22,500 South East England Range Typical Partner/Director 65,000-85,000 77,000 Associate 58,000-68,000 64,000 Senior Surveyor 55,000-65,000 58,000 Newly Qualified Surveyor 37,000-48,000 39,000 APC Surveyor 27,000-36,000 31,500 Graduate 22,000-28,000 23,000 Wales Range Typical Partner/Director 55,000-72,000 68,000 Associate 45,000-55,000 48,000 Senior Surveyor 40,000-50,000 45,000 Newly Qualified Surveyor 28,000-35,000 33,000 APC Surveyor 25,000-32,000 26,500 Graduate 20,000-25,000 22,000 East of England Range Typical Partner/Director 55,000-70,000 66,000 Associate 48,000-58,000 52,000 Senior Surveyor 42,000-50,000 46,000 Newly Qualified Surveyor 30,000-38,000 36,000 APC Surveyor 25,000-32,000 28,500 Graduate 18,000-25,000 24,500 West Midlands Range Typical Partner/Director 60,000-75,000 63,500 Associate 45,000-60,000 50,000 Senior Surveyor 40,000-50,000 46,000 Newly Qualified Surveyor 30,000-40,000 32,000 APC Surveyor 22,000-30,000 27,000 Graduate 16,500-28,000 23,000 CONSTRUCTION & PROPERTY Surveying consultants 80 Hays UK Salary & Recruiting Trends 2018

83 East Midlands Range Typical Partner/Director 60,000-80,000 68,000 Associate 50,000-60,000 53,000 Senior Surveyor 45,000-55,000 52,000 Newly Qualified Surveyor 27,000-35,000 28,000 APC Surveyor 22,000-30,000 24,500 Graduate 18,000-25,000 23,000 North West England Range Typical Partner/Director 70,000-90,000 78,000 Associate 55,000-68,000 64,500 Senior Surveyor 45,000-60,000 52,000 Newly Qualified Surveyor 35,000-40,000 37,000 APC Surveyor 26,000-32,000 30,000 Graduate 22,000-26,000 24,000 Yorkshire and the Humber Range Typical Partner/Director 65,000-72,000 68,500 Associate 45,000-57,000 55,000 Senior Surveyor 40,000-50,000 46,000 Newly Qualified Surveyor 26,000-35,000 34,500 APC Surveyor 22,000-29,000 27,000 Graduate 20,000-24,500 22,500 Northern Ireland Range Typical Partner/Director 55,000-75,000 62,500 Associate 50,000-60,000 52,500 Senior Surveyor 38,000-50,000 42,000 Newly Qualified Surveyor 30,000-38,000 32,500 APC Surveyor 24,000-29,000 27,000 Graduate 18,000-23,000 20,000 North East England Range Typical Partner/Director 52,000-70,000 62,000 Associate 45,000-55,000 50,000 Senior Surveyor 40,000-50,000 45,000 Newly Qualified Surveyor 28,000-35,000 32,500 APC Surveyor 22,000-28,000 25,500 Graduate 19,000-25,000 22,000 Scotland Range Typical Partner/Director 70, ,000 73,000 Associate 62,000-68,000 66,000 Senior Surveyor 46,000-57,000 55,000 Newly Qualified Surveyor 35,000-45,000 39,000 APC Surveyor 25,000-32,000 29,500 Graduate 20,000-25,000 24,000 Hays UK Salary & Recruiting Trends

84 CONSTRUCTION & PROPERTY SURVEYING CONSULTANTS Building control London Range Typical Senior Building Control Surveyor 55,000-65,000 60,000 Building Control Surveyor 45,000-50,000 48,000 East Midlands Range Typical Senior Building Control Surveyor 40,000-50,000 43,500 Building Control Surveyor 32,000-45,000 39,000 South East England Range Typical Senior Building Control Surveyor 55,000-63,000 57,500 Building Control Surveyor 42,000-48,000 46,000 Yorkshire and the Humber Range Typical Senior Building Control Surveyor 40,000-50,000 42,000 Building Control Surveyor 30,000-40,000 34,000 East of England Range Typical Senior Building Control Surveyor 40,000-50,000 48,000 Building Control Surveyor 40,000-50,000 43,000 North East England Range Typical Senior Building Control Surveyor 40,000-50,000 42,000 Building Control Surveyor 30,000-40,000 34,000 South West England Range Typical Senior Building Control Surveyor 40,000-55,000 47,500 Building Control Surveyor 40,000-50,000 42,000 North West England Range Typical Senior Building Control Surveyor 40,000-50,000 43,000 Building Control Surveyor 35,000-40,000 36,500 Wales Range Typical Senior Building Control Surveyor 40,000-50,000 47,500 Building Control Surveyor 40,000-50,000 42,500 Northern Ireland Range Typical Senior Building Control Surveyor 30,000-40,000 33,000 Building Control Surveyor 25,000-30,000 28,000 West Midlands Range Typical Senior Building Control Surveyor 40,000-50,000 45,000 Building Control Surveyor 35,000-45,000 40,000 Scotland Range Typical Senior Building Control Surveyor 40,000-50,000 43,000 Building Control Surveyor 30,000-40,000 35,000 CONSTRUCTION & PROPERTY Surveying consultants 82 Hays UK Salary & Recruiting Trends 2018

85 Hays UK Salary & Recruiting Trends

86 CONSTRUCTION & PROPERTY GENERAL PRACTICE SURVEYING General practice surveyors London Range Typical Partner/Director 70, ,000 82,000 Associate 55,000-65,000 61,000 Senior Surveyor 42,000-55,000 50,000 Newly Qualified Surveyor 36,000-40,000 37,000 Graduate Surveyor 24,000-28,000 26,000 East Midlands Range Typical Partner/Director 60,000-75,000 72,000 Associate 50,000-60,000 52,000 Senior Surveyor 35,000-45,000 43,000 Newly Qualified Surveyor 30,000-35,000 33,000 Graduate Surveyor 18,000-24,000 23,000 South East England Range Typical Partner/Director 71,000-88,000 78,000 Associate 55,000-65,000 62,000 Senior Surveyor 48,000-58,000 50,000 Newly Qualified Surveyor 33,000-39,000 35,000 Graduate Surveyor 20,000-25,000 22,500 Yorkshire and the Humber Range Typical Partner/Director 65,000-72,000 69,000 Associate 40,000-52,000 49,000 Senior Surveyor 36,000-45,000 39,000 Newly Qualified Surveyor 29,000-33,000 31,500 Graduate Surveyor 21,000-25,000 22,500 East of England Range Typical Partner/Director 55,000-70,000 67,000 Associate 48,000-55,000 50,000 Senior Surveyor 38,000-48,000 42,000 Newly Qualified Surveyor 28,000-35,000 32,500 Graduate Surveyor 18,000-25,000 21,500 North East England Range Typical Partner/Director 60,000-75,000 68,500 Associate 45,000-55,000 51,000 Senior Surveyor 40,000-50,000 46,000 Newly Qualified Surveyor 25,000-35,000 31,000 Graduate Surveyor 17,000-23,000 22,000 South West England Range Typical Partner/Director 65,000-75,000 72,500 Associate 45,000-55,000 52,500 Senior Surveyor 38,000-46,000 42,500 Newly Qualified Surveyor 28,000-32,000 31,500 Graduate Surveyor 20,000-25,000 23,500 North West England Range Typical Partner/Director 70,000-80,000 77,000 Associate 45,000-60,000 56,000 Senior Surveyor 38,000-48,000 41,500 Newly Qualified Surveyor 33,000-38,000 34,000 Graduate Surveyor 22,000-26,000 23,500 CONSTRUCTION & PROPERTY General practice surveying Wales Range Typical Partner/Director 65,000-75,000 69,000 Associate 42,000-52,000 49,000 Senior Surveyor 35,000-45,000 42,000 Newly Qualified Surveyor 30,000-35,000 33,000 Graduate Surveyor 20,000-25,000 23,000 West Midlands Range Typical Partner/Director 65,000-90,000 73,000 Associate 53,000-65,000 56,000 Senior Surveyor 40,000-50,000 45,000 Newly Qualified Surveyor 32,000-42,000 36,000 Graduate Surveyor 22,000-30,000 24, Hays UK Salary & Recruiting Trends 2018 Northern Ireland Range Typical Partner/Director 60,000-75,000 69,000 Associate 45,000-55,000 48,500 Senior Surveyor 35,000-42,000 39,000 Newly Qualified Surveyor 25,000-35,000 31,000 Graduate Surveyor 17,000-20,000 19,500 Scotland Range Typical Partner/Director 65,000-72,000 70,000 Associate 40,000-52,000 50,000 Senior Surveyor 36,000-42,000 39,500 Newly Qualified Surveyor 28,000-35,000 32,000 Graduate Surveyor 20,000-23,000 22,000

87 Property managers London Range Typical Partner/Director 72, ,000 80,000 Associate 55,000-62,000 59,000 Senior Surveyor 40,000-50,000 48,500 Newly Qualified Surveyor 35,000-40,000 37,000 Graduate Surveyor 24,000-28,000 25,500 East Midlands Range Typical Partner/Director 55,000-75,000 68,000 Associate 45,000-56,000 52,000 Senior Surveyor 38,000-48,000 42,000 Newly Qualified Surveyor 30,000-36,000 33,000 Graduate Surveyor 18,000-27,000 24,000 South East England Range Typical Partner/Director 65,000-85,000 72,500 Associate 58,000-65,000 60,000 Senior Surveyor 47,000-58,000 48,000 Newly Qualified Surveyor 36,000-43,000 37,500 Graduate Surveyor 20,000-25,000 22,000 Yorkshire and the Humber Range Typical Partner/Director 65,000-75,000 71,500 Associate 43,000-55,000 52,000 Senior Surveyor 37,000-45,000 42,000 Newly Qualified Surveyor 30,000-35,000 32,500 Graduate Surveyor 20,000-25,000 23,000 East of England Range Typical Partner/Director 55,000-70,000 65,500 Associate 45,000-50,000 49,000 Senior Surveyor 35,000-45,000 41,000 Newly Qualified Surveyor 28,000-32,000 31,000 Graduate Surveyor 18,000-22,000 20,500 North East England Range Typical Partner/Director 60,000-70,000 66,000 Associate 45,000-55,000 51,000 Senior Surveyor 40,000-45,000 43,000 Newly Qualified Surveyor 25,000-32,000 30,000 Graduate Surveyor 20,000-24,000 23,000 South West England Range Typical Partner/Director 65,000-75,000 67,500 Associate 45,000-60,000 53,500 Senior Surveyor 35,000-45,000 43,500 Newly Qualified Surveyor 26,000-32,000 30,000 Graduate Surveyor 20,000-25,000 23,500 North West England Range Typical Partner/Director 70,000-80,000 72,000 Associate 45,000-65,000 51,000 Senior Surveyor 36,000-46,000 43,000 Newly Qualified Surveyor 33,000-36,000 35,000 Graduate Surveyor 22,000-26,000 24,000 Wales Range Typical Partner/Director 60,000-70,000 65,500 Associate 45,000-55,000 51,000 Senior Surveyor 35,000-42,000 41,000 Newly Qualified Surveyor 23,500-31,000 28,000 Graduate Surveyor 22,500-30,000 24,000 Northern Ireland Range Typical Partner/Director 60,000-70,000 68,500 Associate 42,000-52,000 49,000 Senior Surveyor 35,000-40,000 38,500 Newly Qualified Surveyor 25,000-33,000 30,500 Graduate Surveyor 17,000-22,000 19,000 West Midlands Range Typical Partner/Director 62,000-85,000 72,000 Associate 50,000-65,000 55,000 Senior Surveyor 40,000-50,000 45,000 Newly Qualified Surveyor 32,000-45,000 36,000 Graduate Surveyor 18,000-30,000 24,000 Scotland Range Typical Partner/Director 60,000-72,000 67,000 Associate 40,000-50,000 46,500 Senior Surveyor 30,000-42,000 37,000 Newly Qualified Surveyor 25,000-30,000 28,000 Graduate Surveyor 20,000-23,000 22,000 Hays UK Salary & Recruiting Trends

88 CONSTRUCTION & PROPERTY GENERAL PRACTICE SURVEYING Commercial surveyors London Range Typical Partner/Director 70, ,000 84,000 Associate 55,000-65,000 60,000 Senior Surveyor 42,000-53,000 50,000 Newly Qualified Surveyor 35,000-40,000 36,000 Graduate Surveyor 24,000-28,000 26,500 East Midlands Range Typical Partner/Director 58,000-63,000 60,500 Associate 45,000-55,000 51,000 Senior Surveyor 38,000-47,000 43,000 Newly Qualified Surveyor 32,000-38,000 33,500 Graduate Surveyor 18,000-24,000 22,500 South East England Range Typical Partner/Director 63,000-73,000 70,000 Associate 51,000-55,000 53,000 Senior Surveyor 48,000-53,000 50,000 Newly Qualified Surveyor 31,000-38,000 32,000 Graduate Surveyor 20,000-25,000 22,500 Yorkshire and the Humber Range Typical Partner/Director 68,000-78,000 73,000 Associate 42,000-55,000 48,000 Senior Surveyor 38,000-45,000 39,000 Newly Qualified Surveyor 31,000-35,000 32,500 Graduate Surveyor 20,000-23,000 22,500 East of England Range Typical Partner/Director 52,000-70,000 63,000 Associate 42,000-55,000 48,500 Senior Surveyor 38,000-45,000 42,000 Newly Qualified Surveyor 30,000-35,000 32,000 Graduate Surveyor 18,000-25,000 20,500 North East England Range Typical Partner/Director 55,000-70,000 62,000 Associate 48,000-55,000 51,000 Senior Surveyor 40,000-50,000 45,000 Newly Qualified Surveyor 25,000-32,000 28,000 Graduate Surveyor 19,000-24,000 20,500 South West England Range Typical Partner/Director 63,000-75,000 72,500 Associate 47,000-55,000 52,500 Senior Surveyor 35,000-45,000 42,000 Newly Qualified Surveyor 28,000-34,000 32,000 Graduate Surveyor 20,000-25,000 23,500 North West England Range Typical Partner/Director 70,000-85,000 77,000 Associate 50,000-56,000 53,500 Senior Surveyor 35,000-43,000 40,500 Newly Qualified Surveyor 31,000-36,000 34,000 Graduate Surveyor 23,000-26,000 24,000 CONSTRUCTION & PROPERTY General practice surveying Wales Range Typical Partner/Director 60,000-70,000 65,500 Associate 45,000-54,000 49,000 Senior Surveyor 34,000-43,500 39,000 Newly Qualified Surveyor 27,500-33,000 30,500 Graduate Surveyor 20,000-25,000 24,000 West Midlands Range Typical Partner/Director 60,000-80,000 68,000 Associate 50,000-70,000 56,000 Senior Surveyor 40,000-50,000 45,000 Newly Qualified Surveyor 35,000-45,000 38,000 Graduate Surveyor 20,000-30,000 24, Hays UK Salary & Recruiting Trends 2018 Northern Ireland Range Typical Partner/Director 60,000-70,000 69,000 Associate 40,000-53,000 51,000 Senior Surveyor 35,000-40,000 38,500 Newly Qualified Surveyor 25,000-33,000 30,500 Graduate Surveyor 17,000-22,000 19,500 Scotland Range Typical Partner/Director 60,000-75,000 69,000 Associate 40,000-52,000 48,000 Senior Surveyor 30,000-43,000 38,000 Newly Qualified Surveyor 27,000-32,000 28,000 Graduate Surveyor 20,000-24,000 22,500

89 Development surveyors London Range Typical Partner/Director 70, ,000 85,000 Associate 55,000-75,000 71,500 Senior Surveyor 42,000-55,000 53,000 Newly Qualified Surveyor 36,000-39,000 37,000 Graduate Surveyor 24,000-28,000 26,500 East Midlands Range Typical Partner/Director 60,000-75,000 72,000 Associate 45,000-60,000 51,000 Senior Surveyor 36,000-45,000 41,000 Newly Qualified Surveyor 30,000-35,000 33,000 Graduate Surveyor 18,000-23,000 22,500 South East England Range Typical Partner/Director 65,000-86,000 76,000 Associate 52,000-62,000 59,000 Senior Surveyor 45,000-55,000 51,000 Newly Qualified Surveyor 32,000-40,000 35,500 Graduate Surveyor 20,000-25,000 22,500 Yorkshire and the Humber Range Typical Partner/Director 70,000-80,000 73,500 Associate 42,000-55,000 49,000 Senior Surveyor 35,000-45,000 42,500 Newly Qualified Surveyor 30,000-35,000 34,000 Graduate Surveyor 20,000-23,000 22,000 East of England Range Typical Partner/Director 50,000-70,000 66,000 Associate 45,000-50,000 49,000 Senior Surveyor 35,000-40,000 38,500 Newly Qualified Surveyor 28,000-35,000 32,500 Graduate Surveyor 18,000-25,000 20,500 North East England Range Typical Partner/Director 60,000-70,000 63,500 Associate 45,000-50,000 46,000 Senior Surveyor 38,000-48,000 42,500 Newly Qualified Surveyor 24,000-32,000 29,500 Graduate Surveyor 18,000-24,000 22,500 South West England Range Typical Partner/Director 65,000-75,000 67,500 Associate 45,000-55,000 51,000 Senior Surveyor 35,000-45,000 40,000 Newly Qualified Surveyor 26,000-32,000 31,500 Graduate Surveyor 20,000-25,000 23,500 North West England Range Typical Partner/Director 70, ,000 83,000 Associate 50,000-65,000 60,000 Senior Surveyor 40,000-55,000 50,000 Newly Qualified Surveyor 34,000-40,000 36,000 Graduate Surveyor 22,000-26,000 24,000 Wales Range Typical Partner/Director 60,000-70,000 66,000 Associate 45,000-55,000 49,000 Senior Surveyor 35,000-45,000 41,000 Newly Qualified Surveyor 25,000-35,000 31,000 Graduate Surveyor 20,000-25,000 23,500 Northern Ireland Range Typical Partner/Director 60,000-72,000 69,000 Associate 42,000-52,000 49,000 Senior Surveyor 35,000-40,000 38,500 Newly Qualified Surveyor 25,000-33,000 29,000 Graduate Surveyor 18,000-21,000 19,500 West Midlands Range Typical Partner/Director 60,000-90,000 68,000 Associate 50,000-70,000 56,000 Senior Surveyor 45,000-55,000 47,500 Newly Qualified Surveyor 35,000-45,000 37,000 Graduate Surveyor 20,000-30,000 23,500 Scotland Range Typical Partner/Director 60,000-75,000 68,000 Associate 40,000-53,000 48,000 Senior Surveyor 30,000-42,000 37,500 Newly Qualified Surveyor 26,000-32,000 28,000 Graduate Surveyor 20,000-23,000 22,000 Hays UK Salary & Recruiting Trends

90 CONSTRUCTION & PROPERTY GENERAL PRACTICE SURVEYING Valuation surveyors London Range Typical Partner/Director 70, ,000 84,000 Associate 55,000-68,000 64,000 Senior Surveyor 45,000-52,000 50,000 Newly Qualified Surveyor 36,000-42,000 39,000 APC Surveyor 26,000-34,000 33,000 Graduate Surveyor 25,000-28,000 25,500 Wales Range Typical Partner/Director 60,000-70,000 66,000 Associate 45,000-55,000 49,000 Senior Surveyor 33,500-42,500 39,000 Newly Qualified Surveyor 27,500-32,500 31,000 APC Surveyor 20,000-26,500 25,000 Graduate Surveyor 21,000-26,000 24,000 South East England Range Typical Partner/Director 68,000-85,000 77,000 Associate 61,000-68,000 65,000 Senior Surveyor 45,000-52,000 50,000 Newly Qualified Surveyor 38,000-43,000 40,000 APC Surveyor 33,000-36,000 33,500 Graduate Surveyor 20,000-25,000 23,000 West Midlands Range Typical Partner/Director 55,000-70,000 63,000 Associate 55,000-70,000 58,000 Senior Surveyor 40,000-55,000 45,000 Newly Qualified Surveyor 32,000-37,000 35,000 APC Surveyor 25,000-35,000 27,000 Graduate Surveyor 20,000-30,000 23,000 East of England Range Typical Partner/Director 55,000-70,000 67,000 Associate 45,000-50,000 48,500 Senior Surveyor 35,000-45,000 43,000 Newly Qualified Surveyor 28,000-32,000 31,000 APC Surveyor 20,000-28,000 25,500 Graduate Surveyor 18,000-22,000 20,000 East Midlands Range Typical Partner/Director 65,000-75,000 67,000 Associate 46,000-58,000 52,000 Senior Surveyor 35,000-50,000 42,000 Newly Qualified Surveyor 30,000-35,000 31,500 APC Surveyor 23,000-26,000 25,000 Graduate Surveyor 20,000-24,000 22,500 CONSTRUCTION & PROPERTY General practice surveying South West England Range Typical Partner/Director 64,000-75,000 73,000 Associate 45,000-55,000 52,500 Senior Surveyor 38,000-45,000 43,000 Newly Qualified Surveyor 30,000-35,000 33,000 APC Surveyor 22,000-30,000 26,500 Graduate Surveyor 20,000-26,000 24, Hays UK Salary & Recruiting Trends 2018 Yorkshire and the Humber Range Typical Partner/Director 65,000-76,000 72,000 Associate 43,000-55,000 48,000 Senior Surveyor 37,000-45,000 40,000 Newly Qualified Surveyor 31,000-35,000 32,500 APC Surveyor 22,000-28,000 24,500 Graduate Surveyor 20,000-23,000 21,000

91 North East England Range Typical Partner/Director 55,000-67,000 64,000 Associate 40,000-50,000 45,000 Senior Surveyor 38,000-48,000 42,500 Newly Qualified Surveyor 25,000-32,000 30,000 APC Surveyor 22,000-28,000 26,000 Graduate Surveyor 18,000-22,000 20,500 Northern Ireland Range Typical Partner/Director 60,000-70,000 68,500 Associate 40,000-55,000 49,000 Senior Surveyor 35,000-40,000 38,500 Newly Qualified Surveyor 25,000-33,000 30,500 APC Surveyor 22,000-28,000 25,000 Graduate Surveyor 17,000-21,000 19,500 North West England Range Typical Partner/Director 65,000-85,000 77,000 Associate 50,000-60,000 55,000 Senior Surveyor 38,000-50,000 45,000 Newly Qualified Surveyor 33,000-40,000 35,000 APC Surveyor 26,000-30,000 28,500 Graduate Surveyor 22,000-26,000 24,000 Scotland Range Typical Partner/Director 60,000-70,000 66,000 Associate 45,000-53,000 50,000 Senior Surveyor 32,000-40,000 36,000 Newly Qualified Surveyor 27,000-32,000 28,500 APC Surveyor 20,000-25,000 24,500 Graduate Surveyor 20,000-23,000 22,000 Simon Rubinsohn Chief Economist, Royal Institution of Chartered Surveyors Although the economy has performed surprisingly well since the unexpected outcome of the referendum on EU membership, the construction sector has been flatter with official data showing little growth over the past year. Interestingly, sentiment surveys of the sector have remained slightly more positive, and most significantly forward looking indicators, on both likely workloads and employment, are painting a more upbeat picture. Part of the reason for this may be the perception that if the government is to be successful in delivering on the goals set out in our white paper, Fixing Our Broken Housing Market, the construction industry will have a major role to play in achieving this. Meanwhile, the increasing focus on infrastructure as a driver of the economy in a post-brexit world was highlighted by the Chancellor recently with a pledge to raise the proportion of national income spent on transport, internet and energy projects to 1.2%. The most recent RICS construction market survey drew attention to a number of challenges facing the sector that will need to be addressed if it is to rise to these opportunities effectively. Access to finance remains an on-going problem although this is probably more heavily concentrated in the SME sector than amongst larger businesses. However, a more widespread problem relates to the shortfall of labour in general and a lack of specialist skills in particular. The discussions underway following the triggering of Article 50 will be critical in determining whether the construction industry can continue to draw on European labour following the UK formally exiting the EU or whether the current shortages are likely to be exacerbated. Response from the government has been to think more imaginatively about investing in training with the announcement of a new T-level training system to run alongside the Apprenticeship Levy. However, a key issue for the latter is that it does not lead simply to a rebranding of existing schemes but results in an increase in high quality and attractive on the job training opportunities. Hays UK Salary & Recruiting Trends

92 CONSTRUCTION & PROPERTY ARCHITECTURE London Architects Range Typical Partner/Director 75, ,000 85,000 Associate 55,000-75,000 65,000 Architect 39,000-50,000 45,500 Architectural Assistant, Part II 27,000-33,000 31,000 Architectural Assistant, Part I 19,000-24,000 22,000 South East England Architects Range Typical Partner/Director 60,000-70,000 65,500 Associate 45,000-55,000 51,000 Architect 40,000-45,000 42,500 Architectural Assistant, Part II 26,000-30,000 28,500 Architectural Assistant, Part I 18,000-25,000 22,000 Architectural technologist Range Typical Associate 50,000-60,000 52,000 Senior Technologist 40,000-50,000 45,000 Technologist 30,000-37,500 35,000 Architectural technologist Range Typical Associate 45,000-52,000 50,000 Senior Technologist 37,000-43,000 40,000 Technologist 30,000-35,000 32,000 Architectural technicians Range Typical Senior CAD Technician 36,000-43,000 41,000 CAD Technician 27,000-33,000 30,500 Architectural technicians Range Typical Senior CAD Technician 35,000-42,000 38,500 CAD Technician 26,000-32,000 28,500 BIM Range Typical BIM Manager 50,000-60,000 57,500 BIM Range Typical BIM Manager 45,000-53,000 47,000 Interior designers Range Typical Senior Interior Designer 40,000-52,000 47,000 Interior Designer 36,000-43,000 39,000 Interior designers Range Typical Senior Interior Designer 35,000-40,000 38,250 Interior Designer 30,000-35,000 32,250 Planners Range Typical Partner/Director 70,000-90,000 80,000 Associate 50,000-60,000 55,000 Planner 30,000-45,000 36,000 Assistant Planner 24,000-30,000 27,500 Planners Range Typical Partner/Director 60,000-80,000 75,000 Associate 50,000-60,000 52,000 Planner 30,000-40,000 35,000 Assistant Planner 22,000-35,000 26,000 CONSTRUCTION & PROPERTY Architecture 90 Hays UK Salary & Recruiting Trends 2018

93 East of England Architects Range Typical Partner/Director 45,000-56,000 53,000 Associate 38,000-50,000 43,000 Architect 38,000-48,000 41,000 Architectural Assistant, Part II 20,000-25,000 22,500 Architectural Assistant, Part I 18,000-21,000 18,500 South West England Architects Range Typical Partner/Director 46,000-56,000 51,000 Associate 36,000-46,000 42,500 Architect 31,000-40,000 38,500 Architectural Assistant, Part II 25,000-28,000 26,500 Architectural Assistant, Part I 15,000-18,000 16,500 Architectural technologist Range Typical Associate 45,000-60,000 49,000 Senior Technologist 35,000-45,000 40,000 Technologist 28,000-38,000 32,000 Architectural technologist Range Typical Associate 33,000-42,000 39,000 Senior Technologist 30,000-40,000 35,000 Technologist 20,000-26,000 25,000 Architectural technicians Range Typical Senior CAD Technician 32,000-40,000 34,000 CAD Technician 23,000-27,000 25,500 Architectural technicians Range Typical Senior CAD Technician 30,000-39,000 35,000 CAD Technician 20,000-28,000 26,500 BIM Range Typical BIM Manager 35,000-50,000 36,000 BIM Range Typical BIM Manager 35,000-40,000 37,000 Interior designers Range Typical Senior Interior Designer 31,000-40,000 36,000 Interior Designer 26,000-32,000 30,500 Interior designers Range Typical Senior Interior Designer 26,000-34,000 31,000 Interior Designer 21,000-28,000 26,250 Planners Range Typical Partner/Director 60,000-80,000 70,000 Associate 50,000-60,000 60,000 Planner 30,000-40,000 35,000 Assistant Planner 22,000-35,000 26,000 Planners Range Typical Partner/Director 39,000-50,000 45,000 Associate 28,000-38,000 35,000 Planner 25,000-30,000 28,000 Assistant Planner 20,000-23,000 21,500 Hays UK Salary & Recruiting Trends

94 CONSTRUCTION & PROPERTY ARCHITECTURE Wales Architects Range Typical Partner/Director 46,000-56,000 51,000 Associate 36,000-46,000 40,000 Architect 29,000-39,000 35,000 Architectural Assistant, Part II 22,000-28,000 25,250 Architectural Assistant, Part I 15,000-20,000 17,250 West Midlands Architects Range Typical Partner/Director 50,000-65,000 59,000 Associate 40,000-50,000 45,500 Architect 36,000-45,000 39,000 Architectural Assistant, Part II 20,000-28,000 24,500 Architectural Assistant, Part I 16,000-20,000 17,500 Architectural technologist Range Typical Associate 33,000-42,000 36,000 Senior Technologist 26,000-35,000 32,000 Technologist 18,000-26,000 22,000 Architectural technologist Range Typical Associate 35,000-45,000 43,000 Senior Technologist 30,000-35,000 34,000 Technologist 23,000-30,000 27,000 Architectural technicians Range Typical Senior CAD Technician 30,000-39,000 32,500 CAD Technician 19,000-27,000 23,250 Architectural technicians Range Typical Senior CAD Technician 30,000-36,000 34,250 CAD Technician 24,000-30,000 27,250 BIM Range Typical BIM Manager 34,000-42,000 38,500 BIM Range Typical BIM Manager 40,000-55,000 47,000 Interior designers Range Typical Senior Interior Designer 26,000-34,000 31,250 Interior Designer 21,000-28,000 26,250 Interior designers Range Typical Senior Interior Designer 34,000-45,000 39,000 Interior Designer 25,000-32,000 28,250 Planners Range Typical Partner/Director 39,000-50,000 45,000 Associate 28,000-38,000 35,000 Planner 20,000-27,000 25,500 Assistant Planner 15,000-20,000 18,750 Planners Range Typical Partner/Director 50,000-65,000 57,000 Associate 40,000-45,000 43,000 Planner 25,000-35,000 27,000 Assistant Planner 15,000-22,000 21,000 CONSTRUCTION & PROPERTY Architecture 92 Hays UK Salary & Recruiting Trends 2018

95 East Midlands Architects Range Typical Partner/Director 55,000-65,000 60,000 Associate 45,000-50,000 45,500 Architect 39,000-45,000 41,500 Architectural Assistant, Part II 24,000-28,000 25,750 Architectural Assistant, Part I 19,000-22,000 20,000 Yorkshire and the Humber Architects Range Typical Partner/Director 55,000-75,000 58,000 Associate 40,000-50,000 45,000 Architect 28,000-40,000 33,500 Architectural Assistant, Part II 20,000-25,000 22,750 Architectural Assistant, Part I 16,000-20,000 18,250 Architectural technologist Range Typical Associate 40,000-50,000 41,000 Senior Technologist 32,000-40,000 34,000 Technologist 24,000-30,000 26,500 Architectural technologist Range Typical Associate 40,000-50,000 43,000 Senior Technologist 32,000-40,000 34,000 Technologist 25,000-30,000 27,000 Architectural technicians Range Typical Senior CAD Technician 30,000-40,000 36,250 CAD Technician 25,000-30,000 28,500 Architectural technicians Range Typical Senior CAD Technician 28,000-35,000 31,500 CAD Technician 21,000-26,500 24,750 BIM Range Typical BIM Manager 45,000-60,000 48,000 BIM Range Typical BIM Manager 40,000-50,000 44,500 Interior designers Range Typical Senior Interior Designer 31,000-36,000 34,250 Interior Designer 25,000-30,000 28,250 Interior designers Range Typical Senior Interior Designer 26,000-29,500 28,750 Interior Designer 22,000-27,000 25,250 Planners Range Typical Partner/Director 55,000-65,000 56,000 Associate 40,000-45,000 42,500 Planner 25,000-35,000 27,500 Assistant Planner 19,000-26,000 23,500 Planners Range Typical Partner/Director 50,000-65,000 55,000 Associate 40,000-45,000 42,000 Planner 25,000-45,000 29,500 Assistant Planner 15,000-20,000 18,500 Hays UK Salary & Recruiting Trends

96 CONSTRUCTION & PROPERTY ARCHITECTURE North East England Architects Range Typical Partner/Director 47,000-56,500 50,500 Associate 36,000-42,500 40,500 Architect 27,000-35,000 32,000 Architectural Assistant, Part II 17,000-22,000 20,500 Architectural Assistant, Part I 16,000-20,000 17,500 North West England Architects Range Typical Partner/Director 55,000-70,000 65,000 Associate 40,000-55,000 47,000 Architect 25,000-45,000 36,250 Architectural Assistant, Part II 22,000-27,000 25,250 Architectural Assistant, Part I 15,000-20,000 18,250 Architectural technologist Range Typical Associate 40,000-50,000 41,000 Senior technologist 32,000-40,000 34,000 Technologist 25,000-30,000 26,500 Architectural technologist Range Typical Associate 42,000-47,000 45,000 Senior technologist 35,000-43,000 38,000 Technologist 16,000-34,000 28,000 Architectural technicians Range Typical Senior CAD Technician 27,000-30,000 29,000 CAD Technician 21,000-26,000 24,500 Architectural technicians Range Typical Senior CAD Technician 32,000-43,000 36,500 CAD Technician 16,000-32,000 26,250 BIM Range Typical BIM Manager 40,000-50,000 46,000 BIM Range Typical BIM Manager 45,000-55,000 50,000 Interior designers Range Typical Senior Interior Designer 26,000-30,000 28,000 Interior Designer 23,500-27,000 25,500 Interior designers Range Typical Senior Interior Designer 30,000-45,000 35,250 Interior Designer 18,000-30,000 27,500 Planners Range Typical Partner/Director 37,000-48,000 44,000 Associate 25,000-36,000 34,000 Planner 18,000-26,500 24,000 Assistant Planner 15,000-20,000 17,750 Planners Range Typical Partner/Director 50,000-65,000 55,000 Associate 35,000-45,000 40,000 Planner 22,000-35,000 27,750 Assistant Planner 16,000-22,000 18,250 CONSTRUCTION & PROPERTY Architecture 94 Hays UK Salary & Recruiting Trends 2018

97 Northern Ireland Architects Range Typical Partner/Director 50,000-60,000 51,500 Associate 40,000-48,000 43,500 Architect 27,000-38,000 33,250 Architectural Assistant, Part II 18,000-25,000 22,500 Architectural Assistant, Part I 13,000-18,000 16,250 Scotland Architects Range Typical Partner/Director 50,000-80,000 55,000 Associate 40,000-50,000 45,000 Architect 32,000-40,000 36,000 Architectural Assistant, Part II 18,000-30,000 23,000 Architectural Assistant, Part I 15,000-18,000 16,000 Architectural technologist Range Typical Associate 35,000-45,000 38,000 Senior technologist 25,000-35,000 33,000 Technologist 18,000-24,000 23,000 Architectural technologist Range Typical Associate 35,000-50,000 40,000 Senior technologist 36,000-40,000 37,000 Technologist 18,000-32,000 26,000 Architectural technicians Range Typical Senior CAD Technician 27,000-34,000 29,000 CAD Technician 18,000-24,000 22,500 Architectural technicians Range Typical Senior CAD Technician 30,000-38,000 34,000 CAD Technician 16,000-28,000 22,000 BIM Range Typical BIM Manager 36,000-46,000 43,500 BIM Range Typical BIM Manager 35,000-40,000 37,000 Interior designers Range Typical Senior Interior Designer 24,000-30,000 28,000 Interior Designer 19,000-26,000 23,500 Interior designers Range Typical Senior Interior Designer 30,000-36,000 34,000 Interior Designer 18,000-30,000 27,000 Planners Range Typical Partner/Director 40,000-50,000 44,000 Associate 35,000-40,000 36,000 Planner 25,000-35,000 29,000 Assistant Planner 17,000-22,000 18,500 Planners Range Typical Partner/Director 40,000-50,000 42,500 Associate 33,000-40,000 35,000 Planner 25,000-35,000 26,000 Assistant Planner 17,000-22,000 20,250 Hays UK Salary & Recruiting Trends

98 CONSTRUCTION & PROPERTY ARCHITECTURE Francesca Berriman MBE HonDTech Chief Executive, Chartered Institute of Architectural Technologists Architectural technology professionals, as an integral discipline in the built environment, continue to be in high demand. Their skills in design, technical design, building performance, functionality and buildability as well as project leads and managers place them at the forefront of professionals who can add value to the design and construction process, particularly with the drive for modern, sustainable and intelligently designed architecture. This provides amazing employment opportunities in a global market place. The UK market is relatively buoyant, despite the uncertainty surrounding the Brexit negotiations. Growth in the sector has been better than expected, although the residential sector traditionally strong has shown signs of sluggishness despite the shortage of new build homes across the UK indicating a need for caution. If investor confidence declines, this could have a knock on effect across the sector. Albeit the industry has and predicts to have a continuing skills shortage. As a professional body with a global membership and presence, CIAT collaborates with like-minded organisations and professional bodies within the UK and internationally. CIAT ensures that the importance of the architectural technology discipline is understood, and its impact and value to a construction project is seen, so chartered architectural technologists gain the recognition on a global platform. This creates exciting and challenging career opportunities for those wishing to practise architectural technology. The global demand to incorporate Building Information Modelling (BIM) on large scale projects, also places architectural technology professionals at the forefront of leading, driving and evolving the BIM agenda, pushing the boundaries ensuring that the science and technology of architecture is incorporated into building projects. Many construction professionals are hoping for a Brexit deal which will secure inward investment in the industry and guarantee the status of EU nationals. In addition to facilitating international opportunities for our members, we work with our fellow professionals making representations to government and responding to consultations to seek a good business environment for the built environment and architectural technology to continue to thrive in the UK. Potential earnings in the sector remain appealing. A graduate technologist can expect to be earning 25-30k within three to four years. More experienced qualified chartered architectural technologists typically earn 35-50k, occasionally more. With technologists taking on larger projects around the world, the sky is the limit. Chartered architectural technologists are competent to lead teams and run projects and can also become managing directors and partners of practices with their earnings on a par with other professionals at such levels. The particular skills of architectural technology professionals place them in a strong negotiating position as they have the added value of both proficiency in design and technology. CONSTRUCTION & PROPERTY Architecture 96 Hays UK Salary & Recruiting Trends 2018

99 Hays UK Salary & Recruiting Trends

100 CONSTRUCTION & PROPERTY CIVIL & STRUCTURAL ENGINEERING Civil engineers London Range Typical Associate Engineer 57,000-69,000 65,000 Senior Engineer 41,000-53,000 48,000 Engineer 34,500-41,000 38,250 Graduate Engineer 27,000-32,000 29,000 East Midlands Range Typical Associate Engineer 50,000-60,000 51,000 Senior Engineer 40,000-50,000 46,500 Engineer 33,000-50,000 36,750 Graduate Engineer 20,000-25,000 22,500 South East England Range Typical Associate Engineer 45,000-55,000 53,000 Senior Engineer 41,000-48,000 41,500 Engineer 35,000-38,000 37,000 Graduate Engineer 22,000-28,000 25,500 Yorkshire and the Humber Range Typical Associate Engineer 44,000-50,000 48,000 Senior Engineer 33,000-36,000 35,500 Engineer 26,500-32,500 31,000 Graduate Engineer 19,500-24,000 23,000 East of England Range Typical Associate Engineer 48,000-55,000 52,500 Senior Engineer 40,000-50,000 46,000 Engineer 32,000-40,000 37,500 Graduate Engineer 21,000-28,000 25,500 North East England Range Typical Associate Engineer 43,500-50,000 49,000 Senior Engineer 35,000-42,000 41,000 Engineer 30,000-38,000 34,500 Graduate Engineer 20,000-24,000 23,000 South West England Range Typical Associate Engineer 53,000-68,000 58,500 Senior Engineer 37,000-48,000 39,500 Engineer 29,000-36,000 31,250 Graduate Engineer 21,000-27,000 21,750 North West England Range Typical Associate Engineer 46,000-55,000 51,500 Senior Engineer 37,000-45,000 41,000 Engineer 26,000-37,000 33,000 Graduate Engineer 21,000-26,000 25,250 CONSTRUCTION & PROPERTY Civil and structural engineering Wales Range Typical Associate Engineer 45,000-55,000 51,500 Senior Engineer 25,000-45,000 40,500 Engineer 25,000-35,000 32,500 Graduate Engineer 17,000-25,500 22,750 West Midlands Range Typical Associate Engineer 55,000-70,000 59,000 Senior Engineer 37,000-55,000 46,500 Engineer 30,000-48,000 36,500 Graduate Engineer 23,000-28,000 26, Hays UK Salary & Recruiting Trends 2018 Northern Ireland Range Typical Associate Engineer 40,000-50,000 46,000 Senior Engineer 30,000-40,000 36,000 Engineer 25,000-32,000 29,500 Graduate Engineer 20,000-25,000 24,000 Scotland Range Typical Associate Engineer 50,000-65,000 56,000 Senior Engineer 40,000-50,000 42,500 Engineer 28,000-38,000 33,500 Graduate Engineer 20,000-28,000 23,500

101 Steve Feeley Director of Membership Recruitment, Institution of Civil Engineers Infrastructure acts as a catalyst for social and economic inclusions, encouraging greater participation in society from all, and can help rebalance regional growth disparities. Therefore, the National Infrastructure Commission is pressing the government to maintain its commitment to delivering key infrastructure projects, such as new electricity generating capacity and improvements to digital communications. In the report, Engineering UK: The State of Engineering, the analysis conducted by the Centre for Economic and Business Research (CEBR) found that engineering contributed 486 billion to UK GDP in It also highlights the work conducted by the University of Warwick s Institute for Employment Research; their work predicts that some 186,000 skilled entrants will be needed in engineering to meet both replacement and demand. The current supply model forecasts that there will be approximately 81,000 entrants, split relatively evenly between UK nationals and EU and other international graduates. Supply will fall short of demand, at current rates, by at least 20,000 per year. In April 2017, the government introduced the Apprenticeship Levy having recognised the need for investment in skills and knowledge acquisition programmes. The levy will empower employers in designing training to meet their needs. Apprenticeships will be available to all from a starting platform for school leavers embarking on their careers to upskilling trained employees. It may lead to companies rebalancing the composition of their workforce as they re-focus towards apprenticeship recruitment. New technologies and processes are changing infrastructure, therefore innovation and investment in upskilling the labour force will be vital in enhancing productivity levels in engineering. This will allow the sector to respond to the reshaping of the economy. The industry should grasp this chance to become a leader in digital delivery and smart infrastructure. Engineers of the future will be defined by their ability to integrate innovation and engineering approaches, digital technologies and rich data. Hays UK Salary & Recruiting Trends

102 CONSTRUCTION & PROPERTY CIVIL & STRUCTURAL ENGINEERING Structural engineers London Range Typical Associate Engineer 60,000-70,000 66,000 Senior Engineer 45,000-57,000 53,000 Engineer 34,000-45,000 40,500 Graduate Engineer 25,000-32,000 29,000 East Midlands Range Typical Associate Engineer 50,000-62,000 56,500 Senior Engineer 40,000-52,000 47,000 Engineer 38,000-46,000 40,000 Graduate Engineer 18,000-25,000 23,500 South East England Range Typical Associate Engineer 53,000-63,000 55,000 Senior Engineer 42,000-52,000 46,000 Engineer 30,000-40,000 36,000 Graduate Engineer 22,000-26,000 25,500 Yorkshire and the Humber Range Typical Associate Engineer 44,000-54,000 49,000 Senior Engineer 33,000-40,000 39,500 Engineer 28,000-33,000 31,000 Graduate Engineer 19,500-24,000 23,250 East of England Range Typical Associate Engineer 48,000-55,000 53,000 Senior Engineer 40,000-50,000 45,000 Engineer 32,000-40,000 36,750 Graduate Engineer 21,000-28,000 25,500 North East England Range Typical Associate Engineer 45,000-55,000 49,500 Senior Engineer 35,000-42,000 41,000 Engineer 30,000-38,000 33,000 Graduate Engineer 20,000-24,000 22,500 South West England Range Typical Associate Engineer 45,000-60,000 56,500 Senior Engineer 34,500-50,000 41,500 Engineer 26,000-36,000 33,500 Graduate Engineer 20,000-26,000 22,500 North West England Range Typical Associate Engineer 50,000-60,000 53,250 Senior Engineer 37,000-45,000 42,000 Engineer 32,000-37,000 35,000 Graduate Engineer 22,000-25,000 24,750 CONSTRUCTION & PROPERTY Civil and structural engineering Wales Range Typical Associate Engineer 45,000-60,000 51,500 Senior Engineer 34,500-50,000 41,000 Engineer 26,000-36,000 32,500 Graduate Engineer 20,000-26,000 22,500 West Midlands Range Typical Associate Engineer 55,000-75,000 60,000 Senior Engineer 38,000-55,000 46,000 Engineer 30,000-40,000 37,000 Graduate Engineer 23,500-28,000 25, Hays UK Salary & Recruiting Trends 2018 Northern Ireland Range Typical Associate Engineer 40,000-50,000 46,000 Senior Engineer 33,000-40,000 38,000 Engineer 27,000-32,000 30,000 Graduate Engineer 20,000-25,000 23,500 Scotland Range Typical Associate Engineer 50,000-65,000 55,000 Senior Engineer 40,000-50,000 43,500 Engineer 28,000-38,000 33,000 Graduate Engineer 20,000-28,000 25,500

103 CAD technicians London Range Typical CAD Manager 52,000-59,000 55,000 Senior CAD Team Leader 42,000-50,000 46,750 CAD Technician 32,000-45,000 37,750 East Midlands Range Typical CAD Manager 33,000-42,000 38,000 Senior CAD Team Leader 30,000-38,000 35,750 CAD Technician 25,000-36,000 32,500 South East England Range Typical CAD Manager 38,000-45,000 39,000 Senior CAD Team Leader 35,000-45,000 38,500 CAD Technician 25,000-35,000 31,000 Yorkshire and the Humber Range Typical CAD Manager 32,500-38,000 37,000 Senior CAD Team Leader 29,000-33,000 32,000 CAD Technician 23,000-29,000 26,500 East of England Range Typical CAD Manager 36,000-43,000 40,000 Senior CAD Team Leader 33,000-41,000 38,000 CAD Technician 24,000-36,000 29,500 North East England Range Typical CAD Manager 32,000-37,000 35,750 Senior CAD Team Leader 29,000-33,000 31,500 CAD Technician 20,000-24,000 22,500 South West England Range Typical CAD Manager 34,000-40,000 39,500 Senior CAD Team Leader 27,000-39,000 37,250 CAD Technician 22,000-30,000 27,750 North West England Range Typical CAD Manager 35,000-45,000 40,000 Senior CAD Team Leader 32,000-41,000 37,750 CAD Technician 24,000-32,000 29,500 Wales Range Typical CAD Manager 34,000-40,000 37,000 Senior CAD Team Leader 27,000-35,000 31,000 CAD Technician 22,000-26,000 25,500 Northern Ireland Range Typical CAD Manager 30,000-35,000 32,500 Senior CAD Team Leader 26,000-30,000 29,500 CAD Technician 23,000-27,000 26,250 West Midlands Range Typical CAD Manager 33,000-45,000 39,500 Senior CAD Team Leader 35,000-50,000 39,500 CAD Technician 27,500-34,000 31,000 Scotland Range Typical CAD Manager 38,000-45,000 40,000 Senior CAD Team Leader 35,000-40,000 39,250 CAD Technician 20,000-35,000 30,250 Hays UK Salary & Recruiting Trends

104 CONSTRUCTION & PROPERTY FACILITIES MANAGEMENT London Range Typical Facilities Director 80, ,000 90,000 Facilities Consultant 50,000-60,000 57,500 Facilities Manager 38,000-55,000 49,000 Facilities Assistant 24,000-30,000 25,250 Technical Services Manager 50,000-60,000 56,000 Technical Services Supervisor 38,000-45,000 42,250 Contract Manager 50,000-60,000 55,000 Electrical/Mechanical Engineer 30,000-35,000 32,500 Wales Range Typical Facilities Director 55,000-65,000 60,500 Facilities Consultant 45,000-50,000 48,000 Facilities Manager 35,000-40,000 38,500 Facilities Assistant 20,500-25,000 22,500 Technical Services Manager 35,000-40,000 38,000 Technical Services Supervisor 32,000-35,000 33,500 Contract Manager 35,000-40,000 38,000 Electrical/Mechanical Engineer 27,500-32,500 30,500 South East England Range Typical Facilities Director 68,000-75,000 72,000 Facilities Consultant 55,000-65,000 57,000 Facilities Manager 36,000-42,000 38,000 Facilities Assistant 23,000-26,000 24,000 Technical Services Manager 45,000-55,000 51,000 Technical Services Supervisor 38,000-45,000 40,500 Contract Manager 48,000-55,000 52,000 Electrical/Mechanical Engineer 28,000-35,000 31,000 West Midlands Range Typical Facilities Director 60,000-70,000 65,000 Facilities Consultant 45,000-50,000 46,000 Facilities Manager 30,000-40,000 36,000 Facilities Assistant 20,000-25,000 21,250 Technical Services Manager 35,000-45,000 44,250 Technical Services Supervisor 30,000-35,000 33,000 Contract Manager 35,000-45,000 42,000 Electrical/Mechanical Engineer 27,000-32,000 29,500 East of England Range Typical Facilities Director 60,000-70,000 65,000 Facilities Consultant 40,000-55,000 47,000 Facilities Manager 35,000-45,000 40,000 Facilities Assistant 20,000-25,000 22,000 Technical Services Manager 40,000-50,000 44,500 Technical Services Supervisor 32,000-37,000 35,500 Contract Manager 35,000-45,000 40,000 Electrical/Mechanical Engineer 28,000-34,000 30,500 East Midlands Range Typical Facilities Director 55,000-75,000 65,000 Facilities Consultant 42,000-55,000 43,000 Facilities Manager 35,000-45,000 40,000 Facilities Assistant 18,000-28,000 23,000 Technical Services Manager 38,000-48,000 42,500 Technical Services Supervisor 30,000-40,000 35,500 Contract Manager 35,000-48,000 45,000 Electrical/Mechanical Engineer 28,500-38,500 32,500 CONSTRUCTION & PROPERTY Facilities management South West England Range Typical Facilities Director 55,000-75,000 70,000 Facilities Consultant 42,000-47,000 45,000 Facilities Manager 32,000-42,000 38,000 Facilities Assistant 18,000-26,000 23,250 Technical Services Manager 35,000-40,000 38,500 Technical Services Supervisor 32,000-36,000 33,500 Contract Manager 35,000-45,000 40,000 Electrical/Mechanical Engineer 28,000-32,000 31, Hays UK Salary & Recruiting Trends 2018 Yorkshire and the Humber Range Typical Facilities Director 55,000-65,000 60,000 Facilities Consultant 35,000-45,000 40,000 Facilities Manager 35,000-45,000 40,000 Facilities Assistant 20,000-30,000 24,500 Technical Services Manager 35,000-45,000 42,000 Technical Services Supervisor 30,000-35,000 32,500 Contract Manager 41,000-49,000 42,000 Electrical/Mechanical Engineer 32,000-45,000 33,500

105 North East England Range Typical Facilities Director 55,000-65,000 60,000 Facilities Consultant 40,000-50,000 41,000 Facilities Manager 35,000-42,000 37,500 Facilities Assistant 20,000-25,000 22,000 Technical Services Manager 32,000-40,000 36,000 Technical Services Supervisor 27,000-35,000 28,000 Contract Manager 40,000-50,000 43,000 Electrical/Mechanical Engineer 29,000-35,000 32,500 Northern Ireland Range Typical Facilities Director 55,000-70,000 56,500 Facilities Consultant 33,000-42,000 36,000 Facilities Manager 32,000-40,000 35,000 Facilities Assistant 16,000-22,000 18,000 Technical Services Manager 35,000-40,000 38,250 Technical Services Supervisor 30,000-35,000 33,250 Contract Manager 35,000-40,000 37,000 Electrical/Mechanical Engineer 26,000-32,000 28,500 North West England Range Typical Facilities Director 65,000-85,000 73,000 Facilities Consultant 40,000-60,000 48,000 Facilities Manager 35,000-50,000 44,000 Facilities Assistant 19,000-26,000 23,000 Technical Services Manager 38,000-50,000 47,500 Technical Services Supervisor 30,000-40,000 36,500 Contract Manager 38,000-50,000 45,000 Electrical/Mechanical Engineer 28,000-35,000 31,000 Scotland Range Typical Facilities Director 53,000-65,000 58,000 Facilities Consultant 35,000-55,000 41,000 Facilities Manager 35,000-45,000 38,000 Facilities Assistant 23,000-27,000 24,000 Technical Services Manager 35,000-40,000 38,000 Technical Services Supervisor 30,000-37,000 33,500 Contract Manager 38,000-50,000 42,000 Electrical/Mechanical Engineer 28,000-33,000 30,500 Linda Hausmanis Chief Executive Officer, British Institute of Facilities Management For the past three years, BIFM has conducted the Facilities Management (FM) Business Confidence Monitor (BCM). This year s results showed that although the majority (62%) of respondents rate the business environment with a positive outlook, they remain cautious about the future of Brexit. The impact of Brexit remains the biggest topic of conversation relating to the FM workforce at the current time. What matters most to employers is having skilled FM professionals, which is why the FM professional standards created by BIFM in consultation with employers form the bedrock to professional development and in-house training programmes of FM employers. There will also be a need for FM professionals to embrace new technologies and in particular develop a skill set to be able to understand and interpret data, to enable efficiencies and better reporting. The ongoing reported skills shortage has the potential to be the biggest disruption within the sector, with many respondents of the BCM saying they felt that a shortage of skilled staff will impact the success of their business over the next 12 months. The other issue is the uptake of the new FM apprenticeships after the introduction of the Apprenticeship Levy in April The general view from the BCM is that the levy is a positive development with more than half of the survey respondents believing it will have a very positive or positive impact on bringing skills into the FM sector as well as nurturing existing talent. However, the BCM showed that only 37% intend to utilise apprenticeships which indicate that there is still more work to be done in this area. According to the BIFM s Facilities Management Business Confidence Monitor 2017, 39% of respondents plan to increase the size of their workforce in Furthermore, almost half 47% plan to maintain the size of their workforce, while only 14% expect to decrease numbers. Therefore, the market indicates that there will continue to be a plethora of FM careers opportunities for motivated individuals with the skills and appetite to succeed. Hays UK Salary & Recruiting Trends

106 CONSTRUCTION & PROPERTY BUILDING SERVICES Consulting London Range Typical Director 80, ,000 90,000 Associate 60,000-75,000 68,000 Senior Design Engineer (M&E) 50,000-65,000 55,000 Intermediate Design Engineer (M&E) 32,000-45,000 39,000 Junior Design Engineer (M&E) 25,000-32,000 29,000 Revit/BIM Technician 40,000-60,000 47,500 CAD Technician 30,000-38,000 34,000 Professional Quantity Surveyor 50,000-75,000 65,000 Sustainability Consultant 45,000-60,000 55,000 South West England Range Typical Director 55,000-65,000 58,500 Associate 50,000-60,000 56,000 Senior Design Engineer (M&E) 40,000-55,000 48,000 Intermediate Design Engineer (M&E) 28,000-40,000 38,000 Junior Design Engineer (M&E) 20,000-28,000 27,000 Revit/BIM Technician 35,000-45,000 38,000 CAD Technician 25,000-35,000 29,000 Professional Quantity Surveyor 45,000-60,000 50,000 Sustainability Consultant 40,000-50,000 45,000 South East England Range Typical Director 64,000-74,000 70,000 Associate 55,000-63,000 60,000 Senior Design Engineer (M&E) 50,000-60,000 55,000 Intermediate Design Engineer (M&E) 34,000-39,000 35,000 Junior Design Engineer (M&E) 26,000-32,000 28,500 Revit/BIM Technician 40,000-52,000 42,500 CAD Technician 31,000-37,000 32,000 Professional Quantity Surveyor 63,000-73,000 64,500 Sustainability Consultant 43,000-48,000 43,500 Wales Range Typical Director 52,000-57,500 55,000 Associate 40,000-52,500 51,500 Senior Design Engineer (M&E) 38,000-48,000 45,500 Intermediate Design Engineer (M&E) 28,000-38,000 35,000 Junior Design Engineer (M&E) 22,000-28,000 25,500 Revit/BIM Technician 30,000-39,000 36,000 CAD Technician 23,000-32,000 29,500 Professional Quantity Surveyor 34,000-45,000 42,500 Sustainability Consultant 38,000-45,500 42,500 CONSTRUCTION & PROPERTY Building services East of England Range Typical Director 50,000-70,000 62,000 Associate 50,000-65,000 52,500 Senior Design Engineer (M&E) 40,000-55,000 46,000 Intermediate Design Engineer (M&E) 33,000-50,000 38,500 Junior Design Engineer (M&E) 20,000-28,000 24,500 Revit/BIM Technician 28,000-38,000 32,000 CAD Technician 25,000-37,000 30,000 Professional Quantity Surveyor 40,000-55,000 49,000 Sustainability Consultant 42,000-60,000 51, Hays UK Salary & Recruiting Trends 2018 West Midlands Range Typical Director 60,000-75,000 65,000 Associate 50,000-60,000 55,000 Senior Design Engineer (M&E) 38,000-50,000 44,000 Intermediate Design Engineer (M&E) 25,000-37,000 33,000 Junior Design Engineer (M&E) 18,000-28,000 24,000 Revit/BIM Technician 26,000-40,000 33,000 CAD Technician 23,000-35,000 27,250 Professional Quantity Surveyor 32,000-50,000 43,000 Sustainability Consultant 38,000-46,000 43,500

107 East Midlands Range Typical Director 60,000-70,000 63,000 Associate 55,000-65,000 57,500 Senior Design Engineer (M&E) 40,000-50,000 48,000 Intermediate Design Engineer (M&E) 30,000-38,000 35,000 Junior Design Engineer (M&E) 24,000-28,000 26,500 Revit/BIM Technician 30,000-40,000 34,000 CAD Technician 25,000-30,000 28,250 Professional Quantity Surveyor 40,000-50,000 46,000 Sustainability Consultant 35,000-45,000 43,000 North West England Range Typical Director 60,000-70,000 66,500 Associate 50,000-60,000 56,500 Senior Design Engineer (M&E) 40,000-50,000 46,500 Intermediate Design Engineer (M&E) 25,000-38,000 35,000 Junior Design Engineer (M&E) 18,000-27,000 26,000 Revit/BIM Technician 30,000-40,000 37,500 CAD Technician 25,000-35,000 28,250 Professional Quantity Surveyor 38,000-45,000 43,500 Sustainability Consultant 40,000-50,000 46,000 Yorkshire and the Humber Range Typical Director 42,000-55,000 52,000 Associate 42,000-49,000 48,000 Senior Design Engineer (M&E) 38,000-45,000 43,000 Intermediate Design Engineer (M&E) 22,000-28,000 26,500 Junior Design Engineer (M&E) 18,000-24,000 21,500 Revit/BIM Technician 28,000-36,000 35,000 CAD Technician 22,000-28,000 26,500 Professional Quantity Surveyor 35,000-45,000 41,500 Sustainability Consultant 40,000-47,500 43,500 Northern Ireland Range Typical Director 50,000-70,000 61,500 Associate 45,000-55,000 51,500 Senior Design Engineer (M&E) 36,000-45,000 38,500 Intermediate Design Engineer (M&E) 25,000-32,000 27,000 Junior Design Engineer (M&E) 21,000-25,000 23,500 Revit/BIM Technician 22,000-28,000 25,500 CAD Technician 18,000-25,000 20,500 Professional Quantity Surveyor 30,000-37,000 35,500 Sustainability Consultant 30,000-40,000 37,000 North East England Range Typical Director 42,000-54,000 51,000 Associate 38,000-45,000 43,000 Senior Design Engineer (M&E) 40,000-45,000 44,000 Intermediate Design Engineer (M&E) 28,000-32,000 30,500 Junior Design Engineer (M&E) 18,000-24,000 21,500 Revit/BIM Technician 28,000-35,000 34,000 CAD Technician 21,000-25,000 24,500 Professional Quantity Surveyor 35,000-40,000 39,000 Sustainability Consultant 36,500-43,500 41,000 Scotland Range Typical Director 55,000-65,000 58,500 Associate 50,000-60,000 52,500 Senior Design Engineer (M&E) 42,000-47,000 45,000 Intermediate Design Engineer (M&E) 30,000-40,000 35,500 Junior Design Engineer (M&E) 25,000-30,000 27,500 Revit/BIM Technician 25,000-38,000 31,500 CAD Technician 22,000-30,000 26,000 Professional Quantity Surveyor 38,000-50,000 39,000 Sustainability Consultant 35,000-50,000 43,250 Hays UK Salary & Recruiting Trends

108 CONSTRUCTION & PROPERTY BUILDING SERVICES Contractors London Range Typical Director 70, ,000 95,000 Senior Contracts Manager 50,000-75,000 65,000 Contract Quantity Surveyor 45,000-75,000 58,500 Project Manager 50,000-75,000 68,500 Project Engineer 40,000-60,000 49,000 Estimator 45,000-60,000 56,000 CAD Technician 30,000-50,000 41,500 Wales Range Typical Director 52,000-60,000 55,000 Senior Contracts Manager 40,000-50,000 47,500 Contract Quantity Surveyor 34,000-44,000 43,000 Project Manager 37,000-45,000 42,500 Project Engineer 28,000-36,000 35,000 Estimator 30,000-40,000 38,500 CAD Technician 24,000-34,000 29,000 South East England Range Typical Director 73,000-88,000 75,000 Senior Contracts Manager 58,000-68,000 65,000 Contract Quantity Surveyor 58,000-75,000 60,000 Project Manager 58,000-68,000 65,000 Project Engineer 40,000-50,000 42,500 Estimator 55,000-70,000 59,000 CAD Technician 33,000-40,000 35,000 West Midlands Range Typical Director 60,000-80,000 62,500 Senior Contracts Manager 45,000-65,000 50,000 Contract Quantity Surveyor 45,000-50,000 43,000 Project Manager 40,000-55,000 46,000 Project Engineer 30,000-45,000 38,000 Estimator 30,000-45,000 41,500 CAD Technician 22,000-35,000 28,500 East of England Range Typical Director 50,000-72,500 57,500 Senior Contracts Manager 45,000-62,000 53,000 Contract Quantity Surveyor 33,000-51,500 42,000 Project Manager 40,000-57,000 47,000 Project Engineer 32,000-47,500 38,500 Estimator 35,000-55,000 43,500 CAD Technician 22,000-26,500 24,500 East Midlands Range Typical Director 60,000-70,000 61,000 Senior Contracts Manager 50,000-60,000 51,000 Contract Quantity Surveyor 40,000-55,000 44,500 Project Manager 45,000-50,000 48,000 Project Engineer 35,000-42,000 37,000 Estimator 40,000-50,000 41,250 CAD Technician 25,000-30,000 28,500 CONSTRUCTION & PROPERTY Building services South West England Range Typical Director 55,000-70,000 60,000 Senior Contracts Manager 45,000-60,000 50,000 Contract Quantity Surveyor 45,000-60,000 46,000 Project Manager 40,000-55,000 46,000 Project Engineer 35,000-40,000 37,000 Estimator 35,000-45,000 41,000 CAD Technician 25,000-33,000 30, Hays UK Salary & Recruiting Trends 2018 Yorkshire and the Humber Range Typical Director 55,000-60,000 58,000 Senior Contracts Manager 34,000-43,500 38,500 Contract Quantity Surveyor 30,000-40,000 37,000 Project Manager 40,000-57,000 47,000 Project Engineer 30,000-40,000 34,000 Estimator 25,000-35,000 34,500 CAD Technician 21,000-26,500 25,000

109 North East England Range Typical Director 48,000-60,000 54,000 Senior Contracts Manager 30,000-45,000 42,000 Contract Quantity Surveyor 35,000-42,000 40,500 Project Manager 40,000-50,000 44,000 Project Engineer 28,000-36,000 33,500 Estimator 30,000-40,000 36,000 CAD Technician 22,000-26,500 26,000 Northern Ireland Range Typical Director 65,000-85,000 67,000 Senior Contracts Manager 45,000-55,000 47,000 Contract Quantity Surveyor 30,000-42,000 40,000 Project Manager 35,000-40,000 37,000 Project Engineer 28,000-35,000 34,000 Estimator 30,000-40,000 35,000 CAD Technician 24,000-30,000 28,500 North West England Range Typical Director 55,000-70,000 60,000 Senior Contracts Manager 38,000-50,000 44,500 Contract Quantity Surveyor 35,000-40,000 39,500 Project Manager 40,000-55,000 46,500 Project Engineer 35,000-40,000 39,000 Estimator 38,000-45,000 41,000 CAD Technician 25,000-30,000 29,000 Scotland Range Typical Director 50,000-60,000 55,000 Senior Contracts Manager 38,000-50,000 45,000 Contract Quantity Surveyor 35,000-45,000 42,000 Project Manager 38,000-50,000 43,500 Project Engineer 35,000-40,000 38,500 Estimator 35,000-40,000 39,000 CAD Technician 22,000-25,000 23,000 Rowan Crowley Managing Director, CIBSE Services Ltd. The working environment for engineers in the UK is evolving rapidly as emerging technologies and changing regulations look set to bring improved efficiencies as well as fresh challenges and demands. This further highlights the importance of Continuing Professional Development (CPD) for all engineers, whether experienced or just starting out in order to stay current and relevant. Engineers need to continually update knowledge and absorb a wide range of new information. Companies know that they need to invest in their employees to achieve better outcomes, keep staff content and productive, and retain them. Professionally registered engineers, whether they are Engineering Technicians, Incorporated or Chartered Engineers, are required to undertake CPD each year. In competitive recruitment situations, companies who are looking for engineers recognise the investment and commitment that an up to date CPD record demonstrates, and by offering access to quality CPD, will help to retain those engineers already in the team. CIBSE members design, install, operate, maintain and refurbish the energy-using systems installed in buildings. CIBSE is a professional engineering body that exists to provide our members and the public with first class knowledge and information. Over the past year CIBSE has seen growing uptake of its online learning courses; distance learning can help reduce the number of hours that engineers spend out of the office or offsite. CIBSE now offers webinars to complement technical publications, providing engineers with content through a host of different channels to suit their needs and enhance their skills. The portability and recognition of professional qualifications help engineers seeking work in the UK or internationally. Registered engineers who are members of CIBSE are interviewed and assessed to ensure a consistently high level of competence; despite very different engineering practices in each country. CIBSE recognises the importance of encouraging diversity within the workforce, and we are passionate about promoting the industry to all. This year the total number of female CIBSE members increased to 9%, a 1% increase in the past year. Employment and retention of a varied workforce are integral to addressing the building services engineering skills gap and to improve building performance and reduce climate impacts. Hays UK Salary & Recruiting Trends

110 CONSTRUCTION & PROPERTY SOCIAL HOUSING CONSTRUCTION & PROPERTY Social housing Despite concerns around budget cuts and Brexit uncertainty, over half of social housing employers anticipate that activity will increase in the coming year and 70% plan to recruit. In addition to long-standing budget cuts, the UK s exit from the EU has raised concerns surrounding the removal of EU grants, and further funding cuts may be on the horizon for supported housing services, such as mental health, homelessness and domestic violence. Despite this, 56% of social housing employers anticipate an increase in activity and 70% are looking to recruit professionals, either permanent, temporary or both, over the the next 12 months, with demand high for critical roles. Due to this increase in forecasted activity, those employers who have maintained or reduced staff levels in recent years must now recruit in order to meet demand. There have also been a number of mergers between housing providers over the past few years, and although this activity has slowed, providers continue to focus on restructuring which may require an increase in team sizes or the introduction of new roles. Two-thirds (66%) of employers state that a shortage of suitable candidates will be their key recruitment challenge this year. Experienced mental health support workers, housing officers, homelessness advice staff, income advice staff and benefits assessors are most in demand and skills shortages are prevalent in these areas. Over the next 12 months, 39% of social housing employers are looking to employ temporary, contract or interim professionals. Fixed-term contracts not only provide a means to overcome skills shortages in the short term, but reflect the levels of uncertainty in the industry with regards to funding and allow housing organisations to control their spending and reduce the risk of redundancies should funding get cut. A third of organisations are recruiting apprentices to overcome these skills gaps. Such action is positive for the sector as a whole as they will help expand the talent pool in years to come. Salaries have remained fairly stable over the last 12 months, with only a 0.6% average increase. Reflecting this, only 36% of social housing professionals state they are satisfied with their salaries, notably lower than the overall UK average of 43%. Employers should, therefore, look to offer a more complete workplace experience, including career development opportunities, well-rounded flexible benefits and a positive workplace culture. 108 Hays UK Salary & Recruiting Trends 2018 London Range Typical Area Housing Manager 45,000-50,000 48,000 Housing Manager 38,000-42,000 40,000 Senior Housing Officer 35,000-38,000 36,000 Housing Officer 29,000-33,000 31,500 Housing Assistant 23,000-25,000 23,500 Resident Involvement Manager 37,000-41,000 38,000 Anti-Social Behaviour/ Community Safety Officer 31,000-33,000 32,000 Income Recovery Officer 29,000-33,000 31,000 Support Worker 22,000-24,000 23,000 Scheme Manager 21,000-24,000 22,000 Project Worker 22,000-24,000 22,500 South East England Range Typical Area Housing Manager 40,000-50,000 41,000 Housing Manager 35,000-45,000 38,000 Senior Housing Officer 30,000-38,000 30,500 Housing Officer 26,000-35,000 27,250 Housing Assistant 18,000-20,000 19,500 Resident Involvement Manager 33,000-38,000 36,000 Anti-Social Behaviour/ Community Safety Officer 26,000-31,000 28,000 Income Recovery Officer 25,000-33,000 30,500 Support Worker 16,000-20,000 17,000 Scheme Manager 21,000-26,000 23,000 Project Worker 18,000-21,000 19,500 East of England Range Typical Area Housing Manager 32,000-45,000 36,000 Housing Manager 34,000-40,000 34,500 Senior Housing Officer 28,000-33,000 30,500 Housing Officer 24,500-31,000 26,000 Housing Assistant 16,000-18,500 17,500 Resident Involvement Manager 30,000-38,500 34,000 Anti-Social Behaviour/ Community Safety Officer 22,000-26,500 26,000 Income Recovery Officer 22,000-28,000 25,500 Support Worker 17,000-21,000 19,000 Scheme Manager 19,000-24,000 21,500 Project Worker 17,500-22,000 19,500

111 South West England Range Typical Area Housing Manager 35,000-45,000 40,000 Housing Manager 28,000-38,000 35,750 Senior Housing Officer 25,000-30,000 27,500 Housing Officer 22,000-28,000 26,500 Housing Assistant 14,000-21,000 17,750 Resident Involvement Manager 25,000-30,000 27,000 Anti-Social Behaviour/ Community Safety Officer 24,000-28,000 25,500 Income Recovery Officer 22,000-30,000 26,500 Support Worker 15,000-19,000 17,500 Scheme Manager 17,000-23,000 19,000 Project Worker 15,000-19,000 18,000 East Midlands Range Typical Area Housing Manager 35,000-42,000 40,000 Housing Manager 25,000-40,000 35,500 Senior Housing Officer 25,000-28,000 27,750 Housing Officer 20,000-28,000 24,000 Housing Assistant 17,000-20,000 18,000 Resident Involvement Manager 29,000-37,000 31,000 Anti-Social Behaviour/ Community Safety Officer 24,000-30,000 26,000 Income Recovery Officer 24,000-30,000 25,750 Support Worker 14,000-20,000 17,500 Scheme Manager 16,000-22,000 19,000 Project Worker 18,000-20,000 18,500 Wales Range Typical Area Housing Manager 32,000-45,000 36,000 Housing Manager 30,000-38,000 35,000 Senior Housing Officer 25,000-29,000 28,500 Housing Officer 21,000-28,000 26,000 Housing Assistant 15,000-19,000 17,500 Resident Involvement Manager 24,000-35,000 26,500 Anti-Social Behaviour/ Community Safety Officer 22,000-27,000 24,500 Income Recovery Officer 16,000-27,000 25,000 Support Worker 14,000-21,000 16,500 Scheme Manager 17,000-23,000 20,000 Project Worker 13,000-18,500 15,500 Yorkshire and the Humber Range Typical Area Housing Manager 29,000-35,000 33,500 Housing Manager 28,000-36,000 32,500 Senior Housing Officer 26,500-29,500 29,000 Housing Officer 21,000-26,500 23,500 Housing Assistant 16,000-19,000 17,000 Resident Involvement Manager 27,500-33,000 29,500 Anti-Social Behaviour/ Community Safety Officer 21,000-25,000 24,250 Income Recovery Officer 21,000-26,500 23,500 Support Worker 14,000-20,500 17,500 Scheme Manager 15,500-21,000 18,000 Project Worker 17,000-22,000 18,500 West Midlands Range Typical Area Housing Manager 34,000-45,000 36,500 Housing Manager 28,000-37,000 34,500 Senior Housing Officer 23,000-30,000 27,000 Housing Officer 20,000-26,000 23,000 Housing Assistant 16,000-20,000 17,000 Resident Involvement Manager 29,000-36,000 32,500 Anti-Social Behaviour/ Community Safety Officer 20,000-30,000 25,000 Income Recovery Officer 20,000-25,000 23,500 Support Worker 14,000-20,000 18,000 Scheme Manager 15,000-23,000 20,000 Project Worker 16,000-21,000 18,000 North East England Range Typical Area Housing Manager 35,000-42,000 38,000 Housing Manager 32,000-37,000 34,000 Senior Housing Officer 24,000-29,000 27,000 Housing Officer 22,000-27,000 25,000 Housing Assistant 17,500-22,000 18,000 Resident Involvement Manager 30,000-35,000 32,000 Anti-Social Behaviour/ Community Safety Officer 22,000-27,000 24,500 Income Recovery Officer 20,000-25,000 21,500 Support Worker 15,000-18,000 16,000 Scheme Manager 18,000-22,000 19,000 Project Worker 16,000-20,000 18,000 Hays UK Salary & Recruiting Trends

112 CONSTRUCTION & PROPERTY SOCIAL HOUSING North West England Range Typical Area Housing Manager 33,000-38,000 36,000 Housing Manager 32,000-38,000 34,000 Senior Housing Officer 25,000-30,000 28,000 Housing Officer 20,000-26,000 23,000 Housing Assistant 16,000-19,500 17,500 Resident Involvement Manager 25,000-32,000 28,000 Anti-Social Behaviour/ Community Safety Officer 21,000-28,000 25,000 Income Recovery Officer 21,000-26,000 24,000 Support Worker 15,000-18,000 16,500 Scheme Manager 17,000-21,000 18,500 Project Worker 15,000-19,500 17,500 Northern Ireland Range Typical Area Housing Manager 32,000-38,000 35,000 Housing Manager 32,000-37,000 35,000 Senior Housing Officer 24,000-29,000 26,000 Housing Officer 18,500-23,000 20,500 Housing Assistant 15,000-17,000 16,000 Resident Involvement Manager 16,000-20,000 18,500 Anti-Social Behaviour/ Community Safety Officer 16,000-19,000 18,000 Income Recovery Officer 17,000-20,000 18,500 Support Worker 16,000-20,000 17,500 Scheme Manager 19,000-22,000 20,000 Project Worker 17,000-22,000 20,000 Scotland Range Typical Area Housing Manager 37,000-47,000 40,000 Housing Manager 33,000-41,000 38,000 Senior Housing Officer 28,000-35,000 31,000 Housing Officer 23,000-33,000 29,000 Housing Assistant 17,000-25,000 21,000 CONSTRUCTION & PROPERTY Social housing Resident Involvement Manager 26,000-33,000 30,250 Anti-Social Behaviour/ Community Safety Officer 110 Hays UK Salary & Recruiting Trends ,000-30,000 27,000 Income Recovery Officer 24,000-29,000 27,000 Support Worker 16,000-21,000 18,000 Scheme Manager 18,000-21,000 19,000 Project Worker 17,000-22,000 20,000

113 Hays UK Salary & Recruiting Trends

114 DIGITAL TECHNOLOGY, IT & TELECOMS TRANSFORMATION FUELLING ACTIVITY A salary increase of 2.3%, which is above the overall UK average, is indicative of the unprecedented demand that exists for skilled technology professionals, driven by regulatory changes, digital transformation projects and a continued emphasis upon cyber security. DIGITAL TECHNOLOGY, IT & TELECOMS Overview Optimistic activity forecasts, with recruitment firmly on the agenda Over the next 12 months, 65% of technology (IT, digital technology and telecoms) employers anticipate their activity levels to increase, which is roughly on a par with last year (66%) and more optimistic than the overall UK average (59%). This is most likely driven by a number of key changes impacting technology functions. Cyber security continues to be a priority for most organisations across both the public and private sectors, which has only been amplified in light of increasingly sophisticated cyber attacks and high-profile data breaches. Furthermore, employers are preparing to ensure they will be compliant for new legislation, such as the General Data Protection Regulation, which will apply in the UK from May Such priorities are causing an upturn in hiring plans, with 74% of employers planning to recruit over the next 12 months, which is above the overall UK average (71%). 112 Hays UK Salary & Recruiting Trends 2018 Escalating demand due to security and legislative changes Demand is peaking for professionals across a range of areas, and salaries have risen in tandem. Qualified and experienced cyber security professionals are highly sought after, especially those with regulatory knowledge or project management experience. However, a scarcity of suitable candidates means that salaries are increasing dramatically, as employers race to secure and keep the best talent, with the average salary of some cyber security roles increasing by over 10% from last year. Skilled developers are also in high demand, particularly those with front end/ui experience as organisations invest in their digital offering in order to meet changing consumer expectations. Java and scalable programming languages remain preferred, although there is still a need for C++ fluency despite increasing migration from legacy systems. In light of this, many organisations are willing to pay a premium for skilled developers, who have therefore seen sustained salary increases across all roles and levels.

115 As organisations continue to understand that data integrity and insights from data can provide crucial competitive advantages, there has also been a peak in demand for BI and data science professionals. A small talent pool has caused salaries in this area to rise with demand. Whilst digital technology roles have seen the most acute increases in demand and salaries, certain IT functions have also experienced this. Preparation for regulatory changes across a number of industries as well as continued focus on digital transformation are driving large-scale projects. Demand for projects and change management professionals, particularly those needed to fill project manager and business analyst roles, is high. This heightened demand, coupled with a small pool of experienced candidates, has caused salaries in this area to rise significantly over the last 12 months. Cloud infrastructure continues to proliferate and, as more organisations continue to migrate to the cloud, professionals with Azure and AWS experience are sought after. For example, AWS architects have experienced significant salary increases, reflecting the value their skillsets bring. Growth of the contract market increases pressure While most technology employers plan to hire permanent staff (61%), 35% expect to hire contract or interim professionals, higher than the overall UK average (29%). There remains a strong contract recruitment market, notably for development, data analyst, and projects and change management roles. However, in an already skills-short market in which salary expectations are a challenge, those employers looking to hire may face further difficulties as fewer technology professionals (61%) expect they will leave their jobs in the next 12 months, which is down from last year (68%). The most common reason for wanting to leave is salary and benefits, followed by a lack of future opportunities. This highlights the importance of salary benchmarking and providing employees with a clear route of career progression in order to attract and retain top talent. Whilst the number of professionals looking to leave is above the overall UK average (55%), there is an increasing trend for technology professionals to move into contract work, which may add further pressure to the permanent recruitment market. Flexible working key to attracting technology professionals In order to mitigate the effects of skills shortages, a shrinking permanent recruitment landscape and a fiercely fought global war for technology talent, organisations should look to set themselves apart as a top employer of choice. Work-life balance is considered the top priority for 26% of professionals when looking for a new role. However, only 15% of employers recognise work-life balance as important to attract staff. Organisations should be progressive in their attitude towards work-life balance, and where feasible enact measures to allow flexible working, which 73% of professionals regard as a top benefit. In the competition for talent, looking at other ways to attract and retain skilled candidates is essential, especially for those employers who are concerned by increasing salary expectations and inflation, both of which show little sign of abating. Survey highlights for digital technology, IT and telecoms Employers Employees 2.3% average salary increase 61% expect their organisation s activity levels to increase or stay the same 95% over the next 12 months 53% expect to move jobs within 12 months are not satisfied with their salaries 74 % plan on recruiting staff over the next 12 months 50% feel there is no scope for progression within their organisation 79% say their top challenge when recruiting is a shortage of suitable applicants 61% rate their work-life balance as positive Hays UK Salary & Recruiting Trends

116 DIGITAL TECHNOLOGY CYBER SECURITY London Range Typical Information Security Architect 70, ,000 85,000 Information Security Manager 65,000-80,000 75,000 Information Security Engineer 55,000-70,000 60,000 Information Security Analyst/SOC Engineer 45,000-55,000 50,000 CLAS Consultant 50,000-80,000 73,000 Penetration Tester 55,000-80,000 72,000 Wales Range Typical Information Security Architect 55,000-75,000 65,000 Information Security Manager 55,000-65,000 58,000 Information Security Engineer 45,000-60,000 55,000 Information Security Analyst/SOC Engineer 38,000-48,000 45,000 CLAS Consultant 55,000-75,000 65,000 Penetration Tester 50,000-70,000 60,000 South East England Range Typical Information Security Architect 70, ,000 82,500 Information Security Manager 65,000-80,000 75,000 Information Security Engineer 45,000-57,000 54,500 Information Security Analyst/SOC Engineer 45,000-55,000 50,000 CLAS Consultant 55,000-80,000 72,500 Penetration Tester 55,000-80,000 72,000 Midlands Range Typical Information Security Architect 63,000-83,000 74,000 Information Security Manager 58,000-68,000 64,000 Information Security Engineer 53,000-56,000 55,500 Information Security Analyst/SOC Engineer 38,000-46,000 44,500 CLAS Consultant 63,000-73,000 67,500 Penetration Tester 48,000-58,000 55,500 East of England Range Typical Information Security Architect 57,000-72,000 69,000 Information Security Manager 45,000-60,000 58,000 Information Security Engineer 45,000-55,000 52,500 Information Security Analyst/SOC Engineer 40,000-50,000 48,000 CLAS Consultant 52,000-72,000 62,500 Penetration Tester 42,000-67,000 55,500 Yorkshire and the Humber Range Typical Information Security Architect 62,000-77,000 69,000 Information Security Manager 57,000-77,000 64,000 Information Security Engineer 42,000-57,000 54,500 Information Security Analyst/SOC Engineer 37,000-57,000 46,500 CLAS Consultant 52,000-72,000 62,500 Penetration Tester 42,000-67,000 55,500 South West England Range Typical Information Security Architect 40,000-65,000 55,000 Information Security Manager 50,000-65,000 60,000 Information Security Engineer 45,000-60,000 55,000 Information Security Analyst/SOC Engineer 37,000-45,000 44,000 CLAS Consultant 55,000-75,000 60,000 Penetration Tester 50,000-70,000 65,000 North East England Range Typical Information Security Architect 58,000-73,000 69,000 Information Security Manager 48,000-68,000 64,000 Information Security Engineer 43,000-58,000 54,500 Information Security Analyst/SOC Engineer 38,000-58,000 46,500 CLAS Consultant 53,000-73,000 62,500 Penetration Tester 43,000-68,000 55,500 DIGITAL TECHNOLOGY Cyber security 114 Hays UK Salary & Recruiting Trends 2018

117 North West England Range Typical Information Security Architect 73,500-93,500 79,500 Information Security Manager 55,000-65,000 60,000 Information Security Engineer 48,000-63,000 54,500 Information Security Analyst/SOC Engineer 43,000-53,000 49,000 CLAS Consultant 56,000-66,000 62,500 Penetration Tester 53,000-63,000 58,500 Northern Ireland Range Typical Information Security Architect 65,000-85,000 75,000 Information Security Manager 40,000-65,000 58,000 Information Security Engineer 35,000-55,000 52,000 Information Security Analyst/SOC Engineer 35,000-50,000 46,000 CLAS Consultant 53,000-75,000 63,000 Penetration Tester 43,000-70,000 55,000 Scotland Range Typical Information Security Architect 70,000-90,000 75,000 Information Security Manager 52,000-62,000 56,000 Information Security Engineer 45,000-60,000 50,000 Information Security Analyst/SOC Engineer 40,000-50,000 44,000 CLAS Consultant 53,000-63,000 60,000 Penetration Tester 50,000-60,000 55,000 Hays UK Salary & Recruiting Trends

118 DIGITAL TECHNOLOGY DATA & ADVANCED ANALYTICS London Range Typical Data Architect 70, ,000 80,000 BI Manager 70,000-90,000 80,000 BI Developer 45,000-65,000 60,000 BI Analyst 40,000-55,000 50,000 MI Manager 55,000-66,000 65,000 MI Developer 40,000-50,000 45,000 MI Analyst 35,000-45,000 42,000 Database Designer 50,000-65,000 55,000 Database Administrator 45,000-65,000 57,000 Database Developer 40,000-60,000 50,000 Data Manager 60,000-70,000 62,500 Data Engineer 45,000-70,000 53,000 Performance Analyst 40,000-50,000 45,000 Data Analyst 25,000-45,000 36,000 Data Scientist 45, ,000 85,000 East of England Range Typical Data Architect 55,000-75,000 65,000 BI Manager 64,000-72,000 69,000 BI Developer 37,000-45,000 41,000 BI Analyst 37,000-47,000 42,000 MI Manager 50,000-55,000 53,000 MI Developer 29,000-39,000 34,500 MI Analyst 25,000-35,000 30,000 Database Designer 40,000-50,000 47,500 Database Administrator 38,000-46,000 42,000 Database Developer 32,000-42,000 36,750 Data Manager 50,000-60,000 55,000 Data Engineer 39,000-49,000 45,500 Performance Analyst 35,000-47,000 40,000 Data Analyst 32,000-38,000 35,500 Data Scientist 40,000-80,000 65,000 South East England Range Typical Data Architect 60,000-80,000 70,000 BI Manager 65,000-85,000 67,500 BI Developer 40,000-60,000 47,000 BI Analyst 30,000-50,000 45,000 MI Manager 45,000-65,000 55,000 MI Developer 35,000-45,000 37,750 MI Analyst 30,000-45,000 35,000 Database Designer 45,000-55,000 49,750 Database Administrator 45,000-65,000 55,000 Database Developer 35,000-50,000 40,000 Data Manager 40,000-60,000 55,000 Data Engineer 40,000-55,000 43,000 Performance Analyst 30,000-45,000 42,000 Data Analyst 30,000-45,000 32,500 Data Scientist 35,000-75,000 65,000 South West England Range Typical Data Architect 60,000-75,000 65,000 BI Manager 58,000-70,000 65,000 BI Developer 35,000-45,000 40,000 BI Analyst 35,000-45,000 37,000 MI Manager 50,000-55,000 52,000 MI Developer 30,000-37,000 35,000 MI Analyst 30,000-35,000 32,500 Database Designer 45,000-55,000 50,000 Database Administrator 35,000-50,000 45,000 Database Developer 35,000-45,000 40,000 Data Manager 45,000-50,000 48,000 Data Engineer 35,000-45,000 40,000 Performance Analyst 30,000-40,000 35,000 Data Analyst 30,000-36,000 33,000 Data Scientist 40,000-80,000 55,000 DIGITAL TECHNOLOGY Data and advanced analytics 116 Hays UK Salary & Recruiting Trends 2018

119 Wales Range Typical Data Architect 55,000-72,000 65,000 BI Manager 55,000-65,000 60,000 BI Developer 38,000-46,000 42,000 BI Analyst 34,000-41,000 38,000 MI Manager 48,000-55,000 52,000 MI Developer 31,000-38,000 35,000 MI Analyst 30,000-35,000 32,000 Database Designer 43,000-50,000 47,000 Database Administrator 38,000-50,000 45,000 Database Developer 30,000-40,000 38,000 Data Manager 45,000-50,000 48,000 Data Engineer 36,000-42,000 40,000 Performance Analyst 33,000-38,000 35,000 Data Analyst 29,000-38,000 32,000 Data Scientist 40,000-80,000 50,000 Yorkshire and the Humber Range Typical Data Architect 55,000-65,000 60,000 BI Manager 55,000-65,000 60,000 BI Developer 34,000-44,000 38,000 BI Analyst 30,000-39,000 34,000 MI Manager 45,000-50,000 48,000 MI Developer 26,000-35,000 33,000 MI Analyst 27,000-36,000 31,500 Database Designer 40,000-50,000 45,000 Database Administrator 50,000-60,000 52,000 Database Developer 33,000-43,000 37,000 Data Manager 50,000-55,000 52,500 Data Engineer 35,000-43,000 38,000 Performance Analyst 30,000-40,000 35,000 Data Analyst 21,000-30,000 26,000 Data Scientist 35,000-70,000 45,000 Midlands Range Typical Data Architect 60,000-75,000 65,000 BI Manager 62,000-69,000 65,000 BI Developer 35,000-45,000 40,000 BI Analyst 35,000-45,000 43,000 MI Manager 55,000-65,000 57,000 MI Developer 29,000-38,000 35,000 MI Analyst 29,000-38,000 37,000 Database Designer 40,000-50,000 48,000 Database Administrator 38,000-48,000 43,000 Database Developer 32,000-42,000 37,000 Data Manager 44,000-53,000 48,500 Data Engineer 40,000-50,000 43,000 Performance Analyst 35,000-45,000 40,000 Data Analyst 30,000-36,000 33,000 Data Scientist 45,000-60,000 53,000 North East England Range Typical Data Architect 45,000-60,000 52,000 BI Manager 45,000-55,000 51,000 BI Developer 29,000-36,000 33,000 BI Analyst 30,000-37,000 33,000 MI Manager 42,000-50,000 45,000 MI Developer 25,000-35,000 30,000 MI Analyst 22,000-32,000 29,000 Database Designer 35,000-45,000 40,000 Database Administrator 45,000-60,000 52,000 Database Developer 30,000-35,000 33,000 Data Manager 35,000-48,000 43,000 Data Engineer 30,000-40,000 35,000 Performance Analyst 30,000-39,000 34,000 Data Analyst 25,000-40,000 32,000 Data Scientist 35,000-60,000 40,000 Hays UK Salary & Recruiting Trends

120 DIGITAL TECHNOLOGY DATA & ADVANCED ANALYTICS North West England Range Typical Data Architect 55,000-70,000 60,000 BI Manager 50,000-65,000 58,000 BI Developer 35,000-50,000 42,000 BI Analyst 30,000-40,000 35,000 MI Manager 45,000-55,000 50,000 MI Developer 30,000-40,000 35,000 MI Analyst 25,000-35,000 33,000 Database Designer 40,000-50,000 44,000 Database Administrator 45,000-60,000 52,000 Database Developer 35,000-45,000 40,000 Data Manager 45,000-60,000 52,000 Data Engineer 35,000-45,000 40,000 Performance Analyst 30,000-40,000 38,000 Data Analyst 25,000-35,000 32,000 Data Scientist 38,000-80,000 45,000 Scotland Range Typical Data Architect 55,000-70,000 60,000 BI Manager 55,000-70,000 60,000 BI Developer 35,000-50,000 45,000 BI Analyst 30,000-40,000 38,000 MI Manager 45,000-55,000 50,000 MI Developer 30,000-40,000 37,000 MI Analyst 25,000-35,000 33,000 Database Designer 40,000-50,000 45,000 Database Administrator 45,000-60,000 52,000 Database Developer 35,000-45,000 40,000 Data Manager 45,000-60,000 50,000 Data Engineer 40,000-50,000 42,000 Performance Analyst 30,000-40,000 38,000 Data Analyst 25,000-35,000 32,000 Data Scientist 38,000-80,000 65,000 Northern Ireland Range Typical Data Architect 53,000-58,000 55,000 BI Manager 52,000-60,000 55,000 BI Developer 32,000-40,000 36,000 BI Analyst 30,000-38,000 35,000 MI Manager 40,000-48,000 46,000 MI Developer 28,000-38,000 32,000 MI Analyst 26,000-34,000 32,000 Database Designer 38,000-48,000 45,000 Database Administrator 35,000-45,000 40,000 Database Developer 28,000-38,000 34,000 Data Manager 45,000-55,000 50,000 Data Engineer 32,000-42,000 38,000 Performance Analyst 28,000-35,000 32,000 Data Analyst 20,000-28,000 25,000 Data Scientist 30,000-50,000 40,000 DIGITAL TECHNOLOGY Data and advanced analytics 118 Hays UK Salary & Recruiting Trends 2018

121 Hays UK Salary & Recruiting Trends

122 DIGITAL TECHNOLOGY DEVELOPMENT London Range Typical Development Director 80, ,000 90,000 Development Manager 60,000-80,000 75,000 Software Architect Technical Lead Senior/Analyst Developer Developer Junior Developer Java 75,000-92,500 85,000 C#/VB.net, ASP.net 70,000-90,000 80,000 Java 55,000-75,000 65,000 C#/VB.net, ASP.net 50,000-75,000 65,000 Java 50,000-80,000 62,000 C#/VB.net, ASP.net 45,000-65,000 56,500 Java 45,000-65,000 55,000 C#/VB.net, ASP.net 35,000-55,000 47,500 Java 27,000-40,000 35,000 C#/VB.net, ASP.net 25,000-35,000 33,000 Mobile Developer ios/android 45,000-65,000 60,000 SharePoint Developer 45,000-62,000 60,000 Analyst Programmer C/C++ 40,000-60,000 50,000 Senior Front End Developer Front End Developer Junior Front End Developer Javascript/HTML/ CSS/etc Javascript/HTML/ CSS/etc Javascript/HTML/ CSS/etc 50,000-80,000 57,000 40,000-50,000 45,000 25,000-40,000 33,000 Senior Web Developer PHP/Ruby/Perl/etc 50,000-65,000 53,000 Web Developer PHP/Ruby/Perl/etc 40,000-50,000 45,000 Junior Web Developer PHP/Ruby/Perl/etc 25,000-40,000 30,000 East of England Range Typical Development Director 70,000-95,000 78,000 Development Manager 50,000-75,000 60,000 Software Architect Technical Lead Senior/Analyst Developer Developer Junior Developer Java 60,000-85,000 70,000 C#/VB.net, ASP.net 60,000-85,000 67,000 Java 55,000-75,000 60,000 C#/VB.net, ASP.net 50,000-65,000 55,000 Java 50,000-70,000 55,000 C#/VB.net, ASP.net 45,000-65,000 50,000 Java 40,000-55,000 43,000 C#/VB.net, ASP.net 35,000-50,000 40,000 Java 20,000-35,000 25,000 C#/VB.net, ASP.net 20,000-35,000 25,000 Mobile Developer ios/android 40,000-70,000 50,000 SharePoint Developer 40,000-60,000 55,000 Analyst Programmer C/C++ 40,000-70,000 55,000 Senior Front End Developer Front End Developer Junior Front End Developer Javascript/HTML/ CSS/etc Javascript/HTML/ CSS/etc Javascript/HTML/ CSS/etc 40,000-55,000 45,000 30,000-45,000 38,000 23,000-35,000 30,000 Senior Web Developer PHP/Ruby/Perl/etc 40,000-60,000 50,000 Web Developer PHP/Ruby/Perl/etc 30,000-40,000 33,000 Junior Web Developer PHP/Ruby/Perl/etc 20,000-30,000 24,000 DIGITAL TECHNOLOGY Development South East England Range Typical Development Director 80, ,000 90,000 Development Manager 60,000-80,000 75,000 Software Architect Technical Lead Senior/Analyst Developer Developer Junior Developer Java 70,000-90,000 83,000 C#/VB.net, ASP.net 70,000-90,000 80,000 Java 55,000-75,000 65,000 C#/VB.net, ASP.net 60,000-80,000 64,000 Java 50,000-80,000 62,000 C#/VB.net, ASP.net 45,000-65,000 55,000 Java 50,000-65,000 56,000 C#/VB.net, ASP.net 50,000-65,000 52,000 Java 25,000-40,000 33,000 C#/VB.net, ASP.net 25,000-40,000 30,000 Mobile Developer ios/android 40,000-70,000 50,000 SharePoint Developer 50,000-70,000 55,000 Analyst Programmer C/C++ 45,000-65,000 54,000 Senior Front End Developer Front End Developer Junior Front End Developer Javascript/HTML/ CSS/etc Javascript/HTML/ CSS/etc Javascript/HTML/ CSS/etc 120 Hays UK Salary & Recruiting Trends ,000-65,000 54,000 40,000-55,000 42,000 25,000-40,000 28,000 Senior Web Developer PHP/Ruby/Perl/etc 40,000-60,000 50,000 Web Developer PHP/Ruby/Perl/etc 30,000-40,000 33,000 Junior Web Developer PHP/Ruby/Perl/etc 20,000-30,000 24,000 South West England Range Typical Development Director 65, ,000 87,000 Development Manager 55,000-85,000 72,000 Software Architect Technical Lead Senior/Analyst Developer Developer Junior Developer Java 50,000-80,000 70,000 C#/VB.net, ASP.net 50,000-80,000 68,000 Java 55,000-75,000 65,000 C#/VB.net, ASP.net 50,000-65,000 60,000 Java 45,000-70,000 55,000 C#/VB.net, ASP.net 40,000-60,000 50,000 Java 35,000-65,000 47,000 C#/VB.net, ASP.net 35,000-50,000 45,000 Java 27,000-40,000 35,000 C#/VB.net, ASP.net 25,000-35,000 33,000 Mobile Developer ios/android 38,000-70,000 55,000 SharePoint Developer 45,000-70,000 55,000 Analyst Programmer C/C++ 35,000-60,000 50,000 Senior Front End Developer Front End Developer Junior Front End Developer Javascript/HTML/ CSS/etc Javascript/HTML/ CSS/etc Javascript/HTML/ CSS/etc 45,000-75,000 55,000 40,000-50,000 45,000 22,000-40,000 28,000 Senior Web Developer PHP/Ruby/Perl/etc 45,000-65,000 50,000 Web Developer PHP/Ruby/Perl/etc 40,000-50,000 45,000 Junior Web Developer PHP/Ruby/Perl/etc 25,000-40,000 30,000

123 Wales Range Typical Development Director 65, ,000 81,000 Development Manager 55,000-80,000 69,000 Software Architect Technical Lead Senior/Analyst Developer Developer Junior Developer Java 55,000-85,000 75,000 C#/VB.net, ASP.net 55,000-80,000 74,000 Java 47,000-65,000 59,000 C#/VB.net, ASP.net 47,000-66,000 59,000 Java 46,000-61,000 55,000 C#/VB.net, ASP.net 41,000-62,000 55,000 Java 35,000-47,000 45,000 C#/VB.net, ASP.net 31,000-46,000 42,000 Java 22,000-32,000 27,000 C#/VB.net, ASP.net 21,000-32,000 27,000 Mobile Developer ios/android 36,000-75,000 55,000 SharePoint Developer 46,000-72,000 55,000 Analyst Programmer C/C++ 32,000-53,000 47,000 Senior Front End Developer Front End Developer Junior Front End Developer Javascript/HTML/ CSS/etc Javascript/HTML/ CSS/etc Javascript/HTML/ CSS/etc 45,000-75,000 55,000 40,000-50,000 45,000 22,000-40,000 28,000 Senior Web Developer PHP/Ruby/Perl/etc 45,000-65,000 50,000 Web Developer PHP/Ruby/Perl/etc 40,000-50,000 45,000 Junior Web Developer PHP/Ruby/Perl/etc 25,000-40,000 30,000 Yorkshire and the Humber Range Typical Development Director 60, ,000 80,000 Development Manager 50,000-70,000 65,000 Software Architect Technical Lead Senior/Analyst Developer Developer Junior Developer Java 60,000-80,000 68,000 C#/VB.net, ASP.net 50,000-75,000 65,000 Java 45,000-55,000 52,000 C#/VB.net, ASP.net 40,000-55,000 51,000 Java 45,000-55,000 50,000 C#/VB.net, ASP.net 40,000-50,000 45,000 Java 42,000-60,000 48,000 C#/VB.net, ASP.net 30,000-50,000 37,000 Java 23,000-30,000 27,000 C#/VB.net, ASP.net 23,000-28,000 26,000 Mobile Developer ios/android 40,000-70,000 50,000 SharePoint Developer 40,000-60,000 50,000 Analyst Programmer C/C++ 30,000-50,000 38,000 Senior Front End Developer Front End Developer Junior Front End Developer Javascript/HTML/ CSS/etc Javascript/HTML/ CSS/etc Javascript/HTML/ CSS/etc 35,000-45,000 40,000 32,000-40,000 35,000 22,000-28,000 25,000 Senior Web Developer PHP/Ruby/Perl/etc 35,000-50,000 40,000 Web Developer PHP/Ruby/Perl/etc 35,000-45,000 38,000 Junior Web Developer PHP/Ruby/Perl/etc 22,000-28,000 25,000 Midlands Range Typical Development Director 60,000-90,000 85,000 Development Manager 50,000-65,000 62,000 Software Architect Technical Lead Senior/Analyst Developer Developer Junior Developer Java 50,000-70,000 60,000 C#/VB.net, ASP.net 50,000-65,000 57,500 Java 50,000-60,000 55,000 C#/VB.net, ASP.net 45,000-60,000 55,000 Java 45,000-55,000 50,000 C#/VB.net, ASP.net 40,000-50,000 45,000 Java 40,000-55,000 48,000 C#/VB.net, ASP.net 35,000-48,000 44,000 Java 22,000-30,000 26,000 C#/VB.net, ASP.net 22,000-30,000 26,000 Mobile Developer ios/android 40,000-65,000 55,000 SharePoint Developer 40,000-60,000 50,000 Analyst Programmer C/C++ 38,000-45,000 41,000 Senior Front End Developer Front End Developer Junior Front End Developer Javascript/HTML/ CSS/etc Javascript/HTML/ CSS/etc Javascript/HTML/ CSS/etc 30,000-38,000 37,000 30,000-35,000 32,500 20,000-25,000 21,500 Senior Web Developer PHP/Ruby/Perl/etc 35,000-45,000 42,500 Web Developer PHP/Ruby/Perl/etc 30,000-38,000 33,500 Junior Web Developer PHP/Ruby/Perl/etc 20,000-26,000 22,500 North East England Range Typical Development Director 70,000-95,000 83,000 Development Manager 40,000-65,000 60,000 Software Architect Technical Lead Senior/Analyst Developer Developer Junior Developer Java 60,000-80,000 70,000 C#/VB.net, ASP.net 50,000-70,000 62,000 Java 50,000-65,000 55,000 C#/VB.net, ASP.net 45,000-60,000 51,500 Java 35,000-50,000 45,000 C#/VB.net, ASP.net 35,000-50,000 45,000 Java 25,000-40,000 35,000 C#/VB.net, ASP.net 25,000-38,000 33,000 Java 25,000-30,000 27,000 C#/VB.net, ASP.net 25,000-30,000 27,000 Mobile Developer ios/android 40,000-70,000 50,000 SharePoint Developer 40,000-60,000 50,000 Analyst Programmer C/C++ 31,000-37,000 35,000 Senior Front End Developer Front End Developer Junior Front End Developer Javascript/HTML/ CSS/etc Javascript/HTML/ CSS/etc Javascript/HTML/ CSS/etc 40,000-48,000 44,000 30,000-40,000 37,000 20,000-25,000 22,000 Senior Web Developer PHP/Ruby/Perl/etc 30,000-40,000 37,000 Web Developer PHP/Ruby/Perl/etc 25,000-30,000 27,000 Junior Web Developer PHP/Ruby/Perl/etc 20,000-25,000 22,000 Hays UK Salary & Recruiting Trends

124 DIGITAL TECHNOLOGY DEVELOPMENT North West England Range Typical Development Director 80, ,000 82,000 Development Manager 60,000-75,000 65,000 Software Architect Technical Lead Senior/Analyst Developer Developer Junior Developer Java 60,000-80,000 70,000 C#/VB.net, ASP.net 60,000-80,000 68,000 Java 60,000-75,000 65,000 C#/VB.net, ASP.net 55,000-75,000 60,000 Java 50,000-65,000 55,000 C#/VB.net, ASP.net 45,000-60,000 50,000 Java 40,000-55,000 45,000 C#/VB.net, ASP.net 35,000-50,000 40,000 Java 25,000-40,000 28,000 C#/VB.net, ASP.net 25,000-35,000 28,000 Mobile Developer ios/android 40,000-70,000 50,000 SharePoint Developer 40,000-55,000 50,000 Analyst Programmer C/C++ 38,000-48,000 40,000 Senior Front End Developer Front End Developer Junior Front End Developer Javascript/HTML/ CSS/etc Javascript/HTML/ CSS/etc Javascript/HTML/ CSS/etc 35,000-50,000 42,000 45,000-55,000 50,000 35,000-45,000 40,000 Senior Web Developer PHP/Ruby/Perl/etc 25,000-35,000 32,000 Web Developer PHP/Ruby/Perl/etc 45,000-55,000 50,000 Junior Web Developer PHP/Ruby/Perl/etc 40,000-50,000 45,000 Scotland Range Typical Development Director 70, ,000 85,000 Development Manager 60,000-75,000 70,000 Software Architect Technical Lead Senior/Analyst Developer Developer Junior Developer Java 55,000-80,000 65,000 C#/VB.net, ASP.net 55,000-80,000 60,000 Java 50,000-70,000 60,000 C#/VB.net, ASP.net 50,000-70,000 60,000 Java 45,000-60,000 52,000 C#/VB.net, ASP.net 45,000-60,000 52,000 Java 40,000-55,000 48,000 C#/VB.net, ASP.net 35,000-55,000 45,000 Java 25,000-35,000 30,000 C#/VB.net, ASP.net 20,000-35,000 30,000 Mobile Developer ios/android 40,000-70,000 50,000 SharePoint Developer 40,000-70,000 50,000 Analyst Programmer C/C++ 35,000-50,000 45,000 Senior Front End Developer Front End Developer Junior Front End Developer Javascript/HTML/ CSS/etc Javascript/HTML/ CSS/etc Javascript/HTML/ CSS/etc 45,000-55,000 48,000 35,000-45,000 40,000 20,000-35,000 28,000 Senior Web Developer PHP/Ruby/Perl/etc 40,000-50,000 45,000 Web Developer PHP/Ruby/Perl/etc 30,000-40,000 35,000 Junior Web Developer PHP/Ruby/Perl/etc 17,000-30,000 25,000 DIGITAL TECHNOLOGY Development Northern Ireland Range Typical Development Director 55,000-80,000 70,500 Development Manager 55,000-70,000 65,000 Software Architect Technical Lead Senior/Analyst Developer Developer Junior Developer Java 50,000-65,000 55,000 C#/VB.net, ASP.net 45,000-57,000 53,000 Java 45,000-55,000 50,000 C#/VB.net, ASP.net 40,000-52,000 48,000 Java 40,000-50,000 45,000 C#/VB.net, ASP.net 35,000-45,000 40,000 Java 30,000-40,000 35,000 C#/VB.net, ASP.net 28,000-35,000 32,500 Java 23,000-28,000 26,000 C#/VB.net, ASP.net 20,000-28,000 25,000 Mobile Developer ios/android 50,000-70,000 53,000 SharePoint Developer 40,000-60,000 51,500 Analyst Programmer C/C++ 40,000-50,000 45,000 Senior Front End Developer Front End Developer Junior Front End Developer Javascript/HTML/ CSS/etc Javascript/HTML/ CSS/etc Javascript/HTML/ CSS/etc 122 Hays UK Salary & Recruiting Trends ,000-50,000 40,000 30,000-40,000 35,000 22,000-28,000 24,000 Senior Web Developer PHP/Ruby/Perl/etc 35,000-45,000 40,000 Web Developer PHP/Ruby/Perl/etc 25,000-35,000 30,000 Junior Web Developer PHP/Ruby/Perl/etc 20,000-30,000 22,000

125 Kevin Troy Director of Developer Insights, Stack Overflow Demand for software developers and IT specialists remains high. We estimate that only 0.5% of developers in the UK are unemployed. Employers are increasingly looking for Data Scientists and other specialised roles, such as development operations (DevOps). We see high growth in jobs requiring Agile, Scala, Docker, and MongoDB. Agile and Docker are related to project management and how applications are deployed operationally, respectively. Scala is a functional programming language that is frequently used for big data applications. MongoDB is a database that has become a favourite of many start-ups. Our advice to organisations would be to focus on what developers have built and their communication skills rather than looking for education credentials or a perfect resume. Employers will have to adopt new ways of thinking to remain competitive. Employer branding should be customised to attract tech talent think remote working options, high-end equipment, education sponsorship and tech blog rather than ping pong tables. Demand for software engineering and IT services will continue, and relatively new disciplines such as Data Science and DevOps will see the strongest growth. More traditional roles such as systems programming and web development will still be in high demand. In general, employers are trying to increase the supply of tech talent. Two common strategies are to try to widen the pool of talent they are attracting within the UK or expanding the pool to include overseas developers. Accordingly, many employers are sponsoring scholarships and other initiatives for women and minorities to train as developers. Tapping into tech talent in lower-cost markets such as Eastern Europe is also another common strategy and one that can often be achieved on a shorter timetable. (Data sourced from Stack Overflow s Developer Survey 2016 and The Developer Ecosystem: Employment Trends). Hays UK Salary & Recruiting Trends

126 INFORMATION TECHNOLOGY CLOUD & INFRASTRUCTURE London Range Typical Architect AWS 80,000-95,000 85,000 VMware 75,000-85,000 82,000 Citrix 65,000-72,000 67,500 Project Manager Cloud Infrastructure 65,000-85,000 72,500 Senior Engineer Engineer AWS 60,000-75,000 65,000 VMware 60,000-75,000 65,000 Citrix 52,000-67,000 62,000 AWS 53,000-63,000 60,000 VMware 55,000-65,000 60,000 Citrix 55,000-65,000 60,000 Infrastructure Specialist/Architect 50,000-85,000 70,000 Server Support Engineer 40,000-53,000 43,000 Desktop Support Analyst 27,000-37,000 33,000 Application Support Analyst 35,000-70,000 41,000 Field Engineer 32,000-45,000 35,000 Helpdesk/Service Desk Analyst 24,000-33,000 28,000 Service Delivery Manager 47,500-60,000 55,000 Service Desk Manager 38,000-51,000 45,000 Network Engineer 35,000-52,000 45,000 Linux Systems Administrator/ DevOps Engineer 55,000-80,000 65,000 Windows Systems Administrator 37,000-50,000 45,000 East of England Range Typical Architect AWS 83,500-88,500 85,000 VMware 63,000-78,500 68,000 Citrix 57,500-68,000 60,000 Project Manager Cloud Infrastructure 55,000-78,500 62,000 Senior Engineer Engineer AWS 50,000-60,500 57,750 VMware 47,000-57,500 52,500 Citrix 47,000-57,500 52,500 AWS 52,500-57,500 55,000 VMware 42,500-52,500 47,500 Citrix 42,000-47,000 44,500 Infrastructure Specialist/Architect 45,000-70,000 60,000 Server Support Engineer 28,000-42,000 35,000 Desktop Support Analyst 24,000-32,000 26,000 Application Support Analyst 28,000-42,000 31,000 Field Engineer 22,000-40,000 30,000 Helpdesk/Service Desk Analyst 17,000-23,000 19,000 Service Delivery Manager 36,000-60,000 49,000 Service Desk Manager 25,000-50,000 38,500 Network Engineer 30,000-50,000 35,000 Linux Systems Administrator/ DevOps Engineer 40,000-55,000 45,000 Windows Systems Administrator 28,000-55,000 38,000 INFORMATION TECHNOLOGY Cloud and infrastructure South East England Range Typical Architect AWS 70,000-90,000 85,000 VMware 62,500-75,000 68,000 Citrix 58,000-67,000 60,000 Project Manager Cloud Infrastructure 52,500-70,000 65,000 Senior Engineer Engineer AWS 60,000-70,000 62,000 VMware 50,000-60,000 55,000 Citrix 46,500-51,000 48,000 AWS 55,000-65,000 58,000 VMware 45,000-59,000 47,000 Citrix 41,000-46,000 43,000 Infrastructure Specialist/Architect 55,000-80,000 70,000 Server Support Engineer 35,000-45,000 42,000 Desktop Support Analyst 25,000-35,000 28,000 Application Support Analyst 25,000-40,000 36,000 Field Engineer 25,000-40,000 30,000 Helpdesk/Service Desk Analyst 22,000-25,000 23,500 Service Delivery Manager 50,000-60,000 55,000 Service Desk Manager 30,000-55,000 45,000 Network Engineer 25,000-50,000 42,500 Linux Systems Administrator/ DevOps Engineer 50,000-75,000 55,000 Windows Systems Administrator 30,000-50,000 40, Hays UK Salary & Recruiting Trends 2018 South West England Range Typical Architect AWS 65,000-75,000 73,000 VMware 63,000-73,000 71,000 Citrix 56,500-63,500 60,500 Project Manager Cloud Infrastructure 53,000-80,000 65,000 Senior Engineer Engineer AWS 45,000-52,500 50,000 VMware 48,000-56,000 51,000 Citrix 42,500-51,000 47,000 AWS 49,500-52,000 51,500 VMware 45,000-47,500 45,500 Citrix 40,000-46,000 43,000 Infrastructure Specialist/Architect 50,000-70,000 60,000 Server Support Engineer 33,000-45,000 36,000 Desktop Support Analyst 23,000-28,000 26,000 Application Support Analyst 22,000-35,000 30,000 Field Engineer 25,000-35,000 31,000 Helpdesk/Service Desk Analyst 18,000-26,000 24,000 Service Delivery Manager 40,000-50,000 45,000 Service Desk Manager 30,000-45,000 35,000 Network Engineer 33,000-50,000 38,000 Linux Systems Administrator/ DevOps Engineer 30,000-50,000 40,000 Windows Systems Administrator 35,000-45,000 39,000

127 Wales Range Typical Architect AWS 70,000-75,000 72,000 VMware 69,000-73,000 70,000 Citrix 56,500-63,500 60,500 Project Manager Cloud Infrastructure 45,000-63,000 51,000 Senior Engineer Engineer AWS 50,000-56,000 52,000 VMware 49,000-59,000 53,000 Citrix 46,000-50,000 47,000 AWS 47,000-52,000 51,000 VMware 40,000-48,000 45,000 Citrix 40,000-48,000 44,000 Infrastructure Specialist/Architect 50,000-65,000 58,000 Server Support Engineer 35,000-45,000 38,000 Desktop Support Analyst 24,000-29,000 28,000 Application Support Analyst 20,000-35,000 34,000 Field Engineer 30,000-35,000 33,000 Helpdesk/Service Desk Analyst 18,000-25,000 23,000 Service Delivery Manager 43,000-60,000 53,000 Service Desk Manager 30,000-45,000 38,000 Network Engineer 30,000-45,000 40,000 Linux Systems Administrator/ DevOps Engineer 33,000-47,000 45,000 Windows Systems Administrator 35,000-50,000 39,000 Yorkshire and the Humber Range Typical Architect AWS 75,000-85,000 80,000 VMware 60,000-70,000 67,000 Citrix 50,000-63,000 59,500 Project Manager Cloud Infrastructure 50,000-75,000 70,000 Senior Engineer Engineer AWS 55,000-65,000 60,000 VMware 44,000-55,000 54,000 Citrix 47,500-52,000 50,000 AWS 50,000-60,000 52,000 VMware 40,000-50,000 46,000 Citrix 40,000-50,000 45,500 Infrastructure Specialist/Architect 45,000-70,000 62,000 Server Support Engineer 28,000-40,000 35,000 Desktop Support Analyst 22,000-30,000 25,000 Application Support Analyst 28,000-38,000 35,000 Field Engineer 23,000-32,000 27,000 Helpdesk/Service Desk Analyst 18,000-24,000 23,000 Service Delivery Manager 45,000-65,000 54,000 Service Desk Manager 30,000-50,000 40,000 Network Engineer 35,000-50,000 40,000 Linux Systems Administrator/ DevOps Engineer 30,000-45,000 35,000 Windows Systems Administrator 25,000-40,000 35,000 Midlands Range Typical Architect AWS 70,000-85,000 77,000 VMware 65,000-85,000 70,000 Citrix 60,000-70,000 65,000 Project Manager Cloud Infrastructure 65,000-80,000 70,000 Senior Engineer Engineer AWS 54,000-58,000 56,000 VMware 55,000-65,000 60,000 Citrix 50,000-56,000 55,000 AWS 51,000-56,000 53,000 VMware 51,000-56,000 53,000 Citrix 51,000-56,000 53,000 Infrastructure Specialist/Architect 55,000-65,000 60,000 Server Support Engineer 30,000-40,000 35,000 Desktop Support Analyst 25,000-30,000 28,000 Application Support Analyst 35,000-40,000 38,000 Field Engineer 30,000-35,000 32,000 Helpdesk/Service Desk Analyst 18,000-24,000 22,000 Service Delivery Manager 45,000-60,000 50,000 Service Desk Manager 40,000-50,000 43,000 Network Engineer 35,000-55,000 45,000 Linux Systems Administrator/ DevOps Engineer 45,000-55,000 50,000 Windows Systems Administrator 35,000-45,000 40,000 North East England Range Typical Architect AWS 75,000-85,000 80,000 VMware 60,000-70,000 68,000 Citrix 55,000-60,000 57,500 Project Manager Cloud Infrastructure 60,000-65,000 63,000 Senior Engineer Engineer AWS 47,500-65,000 56,000 VMware 44,000-55,000 54,000 Citrix 47,500-52,000 50,000 AWS 50,000-60,000 55,000 VMware 45,000-49,000 46,000 Citrix 42,000-45,000 44,000 Infrastructure Specialist/Architect 45,000-60,000 57,000 Server Support Engineer 28,000-36,000 32,000 Desktop Support Analyst 19,000-26,000 24,000 Application Support Analyst 24,000-40,000 33,000 Field Engineer 22,000-30,000 26,000 Helpdesk/Service Desk Analyst 17,000-22,000 19,000 Service Delivery Manager 35,000-55,000 45,000 Service Desk Manager 25,000-40,000 33,000 Network Engineer 28,000-40,000 32,000 Linux Systems Administrator/ DevOps Engineer 30,000-35,000 32,000 Windows Systems Administrator 28,000-37,000 35,000 Hays UK Salary & Recruiting Trends

128 INFORMATION TECHNOLOGY CLOUD & INFRASTRUCTURE North West England Range Typical Architect AWS 75,000-85,000 80,000 VMware 68,000-75,000 72,500 Citrix 60,000-70,000 63,000 Project Manager Cloud Infrastructure 60,000-70,000 65,000 Senior Engineer Engineer AWS 55,000-65,000 60,000 VMware 50,000-65,000 60,000 Citrix 50,000-55,000 52,500 AWS 55,000-60,000 56,000 VMware 50,000-60,000 51,000 Citrix 45,000-50,000 47,500 Infrastructure Specialist/Architect 43,000-68,000 58,000 Server Support Engineer 30,000-45,000 35,000 Desktop Support Analyst 20,000-28,000 25,000 Application Support Analyst 24,000-35,000 31,000 Field Engineer 25,000-35,000 28,000 Helpdesk/Service Desk Analyst 18,000-22,000 20,000 Service Delivery Manager 40,000-60,000 47,000 Service Desk Manager 30,000-40,000 38,000 Network Engineer 28,000-50,000 38,000 Linux Systems Administrator/ DevOps Engineer 45,000-60,000 55,000 Windows Systems Administrator 24,000-42,000 33,000 Scotland Range Typical Architect AWS 55,000-80,000 70,000 VMware 50,000-80,000 65,000 Citrix 50,000-80,000 62,000 Project Manager Cloud Infrastructure 50,000-65,000 52,000 Senior Engineer Engineer AWS 45,000-65,000 55,000 VMware 45,000-65,000 55,000 Citrix 45,000-65,000 55,000 AWS 40,000-50,000 45,000 VMware 40,000-60,000 41,000 Citrix 35,000-50,000 39,000 Infrastructure Specialist/Architect 50,000-68,000 58,000 Server Support Engineer 30,000-45,000 35,000 Desktop Support Analyst 20,000-28,000 25,000 Application Support Analyst 24,000-40,000 33,000 Field Engineer 22,000-35,000 25,000 Helpdesk/Service Desk Analyst 18,000-22,000 20,000 Service Delivery Manager 40,000-60,000 47,500 Service Desk Manager 30,000-40,000 35,000 Network Engineer 28,000-50,000 38,000 Linux Systems Administrator/ DevOps Engineer 45,000-60,000 50,000 Windows Systems Administrator 24,000-42,000 33,000 INFORMATION TECHNOLOGY Cloud and infrastructure Northern Ireland Range Typical Architect AWS 55,000-65,000 58,000 VMware 53,000-60,000 57,000 Citrix 50,000-55,000 53,000 Project Manager Cloud Infrastructure 50,000-60,000 56,000 Senior Engineer Engineer AWS 45,000-55,000 50,000 VMware 40,000-50,000 48,000 Citrix 40,000-50,000 46,000 AWS 42,000-52,000 47,000 VMware 35,000-45,000 42,000 Citrix 33,000-47,000 40,000 Infrastructure Specialist/Architect 50,000-62,000 57,000 Server Support Engineer 30,000-37,000 33,000 Desktop Support Analyst 20,000-30,000 25,000 Application Support Analyst 28,000-35,000 33,000 Field Engineer 20,000-32,000 25,000 Helpdesk/Service Desk Analyst 20,000-30,000 25,000 Service Delivery Manager 35,000-45,000 40,000 Service Desk Manager 32,000-45,000 44,000 Network Engineer 30,000-45,000 36,000 Linux Systems Administrator/ DevOps Engineer 40,000-55,000 47,000 Windows Systems Administrator 28,000-35,000 34, Hays UK Salary & Recruiting Trends 2018

129 Hays UK Salary & Recruiting Trends

130 INFORMATION TECHNOLOGY ENTERPRISE RESOURCE PLANNING London Range Typical SAP Architect 80,000-90,000 85,500 SAP BASIS Consultant 50,000-65,000 55,000 SAP ABAP Developer 40,000-60,000 55,000 Dynamics Consultant 55,000-85,000 70,000 Dynamics Developer 55,000-70,000 62,500 Oracle Technical Consultant 55,000-75,000 70,000 Oracle Functional Consultant 55,000-75,000 66,000 Oracle Support Analyst 40,000-55,000 50,000 ERP Project Manager 65,000-85,000 67,000 ERP Technical Consultant 65,000-80,000 70,000 ERP Functional Consultant 60,000-75,000 65,000 ERP Support Analyst 40,000-50,000 45,000 ERP Programme Manager 70,000-90,000 80,000 ERP Business Analyst 50,000-60,000 55,000 South West England Range Typical SAP Architect 60,000-80,000 75,000 SAP BASIS Consultant 45,000-65,000 50,000 SAP ABAP Developer 40,000-55,000 45,000 Dynamics Consultant 45,000-60,000 50,000 Dynamics Developer 40,000-50,000 48,000 Oracle Technical Consultant 45,000-60,000 55,000 Oracle Functional Consultant 40,000-55,000 50,000 Oracle Support Analyst 35,000-45,000 40,000 ERP Project Manager 60,000-70,000 62,000 ERP Technical Consultant 45,000-65,000 55,000 ERP Functional Consultant 45,000-65,000 55,000 ERP Support Analyst 30,000-45,000 40,000 ERP Programme Manager 65,000-80,000 70,000 ERP Business Analyst 40,000-55,000 50,000 South East England Range Typical SAP Architect 70,000-85,000 80,000 SAP BASIS Consultant 45,000-65,000 50,000 SAP ABAP Developer 40,000-60,000 50,000 Dynamics Consultant 65,000-85,000 70,000 Dynamics Developer 55,000-60,000 57,000 Oracle Technical Consultant 60,000-75,000 70,000 Oracle Functional Consultant 60,000-75,000 66,000 Oracle Support Analyst 40,000-55,000 45,000 ERP Project Manager 60,000-70,000 67,000 ERP Technical Consultant 53,000-68,000 65,000 ERP Functional Consultant 50,000-68,000 65,000 ERP Support Analyst 40,000-50,000 45,000 ERP Programme Manager 65,000-85,000 80,000 ERP Business Analyst 50,000-60,000 55,000 Wales Range Typical SAP Architect 60,000-80,000 75,000 SAP BASIS Consultant 40,000-60,000 50,000 SAP ABAP Developer 35,000-50,000 45,000 Dynamics Consultant 35,000-60,000 48,000 Dynamics Developer 45,000-60,000 48,000 Oracle Technical Consultant 45,000-60,000 55,000 Oracle Functional Consultant 45,000-55,000 50,000 Oracle Support Analyst 35,000-45,000 40,000 ERP Project Manager 50,000-70,000 60,000 ERP Technical Consultant 45,000-65,000 55,000 ERP Functional Consultant 45,000-60,000 50,000 ERP Support Analyst 33,000-45,000 40,000 ERP Programme Manager 55,000-75,000 60,000 ERP Business Analyst 45,000-59,000 50,000 INFORMATION TECHNOLOGY Enterprise resource planning East of England Range Typical SAP Architect 72,000-82,000 77,000 SAP BASIS Consultant 47,000-65,000 52,000 SAP ABAP Developer 40,000-60,000 50,000 Dynamics Consultant 45,000-60,000 50,000 Dynamics Developer 50,000-60,000 55,000 Oracle Technical Consultant 55,000-70,000 65,000 Oracle Functional Consultant 50,000-70,000 57,500 Oracle Support Analyst 40,000-55,000 45,000 ERP Project Manager 45,000-65,000 55,000 ERP Technical Consultant 50,000-65,000 62,000 ERP Functional Consultant 50,000-65,000 55,000 ERP Support Analyst 35,000-50,000 42,000 ERP Programme Manager 67,000-83,000 77,000 ERP Business Analyst 45,000-60,000 52, Hays UK Salary & Recruiting Trends 2018 Midlands Range Typical SAP Architect 65,000-80,000 70,000 SAP BASIS Consultant 40,000-55,000 45,000 SAP ABAP Developer 40,000-60,000 50,000 Dynamics Consultant 45,000-55,000 50,000 Dynamics Developer 45,000-55,000 50,000 Oracle Technical Consultant 50,000-60,000 55,000 Oracle Functional Consultant 40,000-60,000 50,000 Oracle Support Analyst 35,000-50,000 45,000 ERP Project Manager 45,000-65,000 50,000 ERP Technical Consultant 45,000-65,000 55,000 ERP Functional Consultant 50,000-60,000 55,000 ERP Support Analyst 35,000-45,000 42,000 ERP Programme Manager 60,000-80,000 70,000 ERP Business Analyst 40,000-60,000 50,000

131 Yorkshire and the Humber Range Typical SAP Architect 60,000-70,000 65,000 SAP BASIS Consultant 40,000-50,000 45,000 SAP ABAP Developer 40,000-50,000 45,000 Dynamics Consultant 50,000-60,000 55,000 Dynamics Developer 43,000-53,000 47,000 Oracle Technical Consultant 45,000-60,000 55,000 Oracle Functional Consultant 45,000-55,000 50,000 Oracle Support Analyst 35,000-45,000 40,000 ERP Project Manager 55,000-65,000 60,000 ERP Technical Consultant 50,000-65,000 60,000 ERP Functional Consultant 50,000-60,000 55,000 ERP Support Analyst 32,500-42,500 37,000 ERP Programme Manager 60,000-80,000 70,000 ERP Business Analyst 40,000-50,000 45,000 North West England Range Typical SAP Architect 60,000-70,000 65,000 SAP BASIS Consultant 40,000-55,000 47,500 SAP ABAP Developer 35,000-55,000 45,000 Dynamics Consultant 45,000-65,000 52,000 Dynamics Developer 40,000-60,000 55,000 Oracle Technical Consultant 45,000-55,000 50,000 Oracle Functional Consultant 45,000-55,000 50,000 Oracle Support Analyst 35,000-50,000 40,000 ERP Project Manager 40,000-60,000 50,000 ERP Technical Consultant 45,000-65,000 55,000 ERP Functional Consultant 45,000-65,000 50,000 ERP Support Analyst 30,000-45,000 35,000 ERP Programme Manager 65,000-80,000 75,000 ERP Business Analyst 40,000-55,000 47,500 North East England Range Typical SAP Architect 60,000-75,000 65,000 SAP BASIS Consultant 40,000-50,000 45,000 SAP ABAP Developer 35,000-50,000 45,000 Dynamics Consultant 45,000-57,000 53,000 Dynamics Developer 40,000-55,000 44,500 Oracle Technical Consultant 45,000-60,000 55,000 Oracle Functional Consultant 45,000-60,000 50,000 Oracle Support Analyst 30,000-45,000 40,000 ERP Project Manager 50,000-63,000 60,000 ERP Technical Consultant 50,000-65,000 60,000 ERP Functional Consultant 45,000-65,000 55,000 ERP Support Analyst 30,000-40,000 36,000 ERP Programme Manager 55,000-80,000 68,000 ERP Business Analyst 40,000-50,000 45,000 Scotland Range Typical SAP Architect 60,000-75,000 65,000 SAP BASIS Consultant 40,000-50,000 45,000 SAP ABAP Developer 35,000-50,000 45,000 Dynamics Consultant 45,000-57,000 53,000 Dynamics Developer 40,000-60,000 50,000 Oracle Technical Consultant 45,000-60,000 55,000 Oracle Functional Consultant 45,000-60,000 52,500 Oracle Support Analyst 30,000-47,000 46,000 ERP Project Manager 45,000-70,000 50,000 ERP Technical Consultant 50,000-75,000 55,000 ERP Functional Consultant 45,000-65,000 55,000 ERP Support Analyst 30,000-40,000 36,000 ERP Programme Manager 55,000-80,000 68,000 ERP Business Analyst 40,000-50,000 45,000 Hays UK Salary & Recruiting Trends

132 INFORMATION TECHNOLOGY LEADERSHIP INFORMATION TECHNOLOGY Leadership London Range Typical FTSE , , ,000 CIO FTSE , , ,000 SME 70, ,000 95,000 Chief Data Officer/Head of Data 120, , ,000 Chief Information Security Officer 100, , ,000 FTSE , , ,000 CTO FTSE , , ,000 SME 70, ,000 90,000 FTSE , , ,000 IT Director FTSE , , ,000 SME 85, ,000 93,000 Transformation Director 115, , ,000 Head of IT 60,000-90,000 85,000 Head of Service Delivery 65,000-95,000 81,000 Head of Infrastructure 60, ,000 85,000 Head of Development 70, ,000 85,000 Head of IT Security 75, ,000 90,000 Head of Business Intelligence 75, ,000 93,000 Business Architect 75, ,000 85,000 Technical Architect 65,000-95,000 80,000 IT Manager 50,000-75,000 62,000 South East England Range Typical CIO 70, , ,000 Chief Data Officer/Head of Data 85,000-95,000 90,000 Chief Information Security Officer 85, ,000 95,000 CTO 90, , ,000 IT Director 80, ,000 95,000 Transformation Director 100, , ,000 Head of IT 60,000-90,000 83,000 Head of Service Delivery 60,000-90,000 80,000 Head of Infrastructure 60,000-90,000 77,000 Head of Development 65,000-90,000 85,000 Head of IT Security 75, ,000 90,000 Head of Business Intelligence 70, ,000 87,000 Business Architect 60,000-80,000 72,000 Technical Architect 60,000-90,000 79,000 IT Manager 45,000-70,000 60, Hays UK Salary & Recruiting Trends 2018 East of England Range Typical CIO 90, , ,000 Chief Data Officer/Head of Data 85,000-95,000 90,000 Chief Information Security Officer 70, ,000 90,000 CTO 85, ,000 95,000 IT Director 65, ,000 85,000 Transformation Director 75, ,000 95,000 Head of IT 60,000-80,000 70,000 Head of Service Delivery 50,000-80,000 70,000 Head of Infrastructure 50,000-80,000 70,000 Head of Development 70,000-85,000 75,000 Head of IT Security 60,000-85,000 75,000 Head of Business Intelligence 75,000-95,000 85,000 Business Architect 55,000-75,000 65,000 Technical Architect 55,000-85,000 70,000 IT Manager 45,000-65,000 55,000 South West England Range Typical CIO 70, ,000 90,000 Chief Data Officer/Head of Data 65,000-85,000 70,000 Chief Information Security Officer 70, ,000 80,000 CTO 75, ,000 90,000 IT Director 70,000-95,000 90,000 Transformation Director 80, , ,000 Head of IT 50,000-80,000 67,000 Head of Service Delivery 50,000-80,000 67,000 Head of Infrastructure 50,000-80,000 62,000 Head of Development 55, ,000 75,000 Head of IT Security 60,000-85,000 75,000 Head of Business Intelligence 70,000-90,000 82,000 Business Architect 55,000-70,000 67,000 Technical Architect 55,000-75,000 67,000 IT Manager 40,000-60,000 52,000 Wales Range Typical CIO 70, ,000 88,000 Chief Data Officer/Head of Data 65,000-85,000 70,000 Chief Information Security Officer 70, ,000 80,000 CTO 75, ,000 90,000 IT Director 75, ,000 90,000 Transformation Director 85, , ,000 Head of IT 50,000-70,000 63,000 Head of Service Delivery 50,000-70,000 63,000 Head of Infrastructure 50,000-70,000 61,000 Head of Development 60, ,000 80,000 Head of IT Security 60,000-85,000 75,000 Head of Business Intelligence 70,000-90,000 82,000 Business Architect 60,000-80,000 70,000 Technical Architect 60,000-80,000 70,000 IT Manager 40,000-65,000 55,000

133 Midlands Range Typical CIO 90, , ,000 Chief Data Officer/Head of Data 70,000-85,000 80,000 Chief Information Security Officer 75,000-95,000 85,000 CTO 80, ,000 90,000 IT Director 80,000-95,000 90,000 Transformation Director 80, ,000 95,000 Head of IT 60,000-90,000 75,000 Head of Service Delivery 65,000-75,000 70,000 Head of Infrastructure 65,000-75,000 70,000 Head of Development 60,000-85,000 72,000 Head of IT Security 70,000-90,000 80,000 Head of Business Intelligence 70,000-90,000 80,000 Business Architect 52,000-72,000 68,000 Technical Architect 55,000-80,000 70,000 IT Manager 50,000-75,000 55,000 North West England Range Typical CIO 80, ,000 94,000 Chief Data Officer/Head of Data 90, , ,000 Chief Information Security Officer 70, ,000 84,000 CTO 80, ,000 85,000 IT Director 65, ,000 82,000 Transformation Director 75, ,000 95,000 Head of IT 50,000-80,000 65,000 Head of Service Delivery 50,000-80,000 70,000 Head of Infrastructure 60,000-85,000 72,000 Head of Development 55,000-80,000 67,000 Head of IT Security 60,000-85,000 75,000 Head of Business Intelligence 70, ,000 85,000 Business Architect 50,000-80,000 63,000 Technical Architect 55,000-75,000 65,000 IT Manager 40,000-60,000 50,000 Yorkshire and the Humber Range Typical CIO 85, , ,000 Chief Data Officer/Head of Data 75,000-90,000 80,000 Chief Information Security Officer 75, ,000 85,000 CTO 85, ,000 90,000 IT Director 70, ,000 90,000 Transformation Director 85, , ,000 Head of IT 50,000-80,000 70,000 Head of Service Delivery 55,000-80,000 68,000 Head of Infrastructure 55,000-80,000 68,000 Head of Development 60,000-80,000 70,000 Head of IT Security 60,000-85,000 75,000 Head of Business Intelligence 70,000-90,000 85,000 Business Architect 55,000-80,000 68,000 Technical Architect 60,000-80,000 75,000 IT Manager 45,000-60,000 55,000 Northern Ireland Range Typical CIO 80, ,000 90,000 Chief Data Officer/Head of Data 70,000-90,000 82,000 Chief Information Security Officer 70,000-90,000 85,000 CTO 60,000-90,000 84,000 IT Director 65,000-95,000 85,000 Transformation Director 75, ,000 95,000 Head of IT 55,000-75,000 70,000 Head of Service Delivery 50,000-70,000 64,000 Head of Infrastructure 50,000-70,000 64,000 Head of Development 50,000-70,000 67,000 Head of IT Security 60,000-80,000 77,000 Head of Business Intelligence 70,000-90,000 82,000 Business Architect 55,000-70,000 65,000 Technical Architect 50,000-75,000 65,000 IT Manager 40,000-60,000 48,000 North East England Range Typical CIO 70, ,000 90,000 Chief Data Officer/Head of Data 75,000-90,000 80,000 Chief Information Security Officer 70, ,000 80,000 CTO 70,000-90,000 82,000 IT Director 75, ,000 83,000 Transformation Director 80, ,000 92,000 Head of IT 50,000-80,000 70,000 Head of Service Delivery 50,000-80,000 68,000 Head of Infrastructure 50,000-80,000 70,000 Head of Development 50,000-80,000 72,000 Head of IT Security 55,000-85,000 75,000 Head of Business Intelligence 70,000-90,000 83,000 Business Architect 50,000-80,000 63,000 Technical Architect 55,000-75,000 67,000 IT Manager 45,000-65,000 55,000 Scotland Range Typical CIO 80, , ,000 Chief Data Officer/Head of Data 90, , ,000 Chief Information Security Officer 70, , ,000 CTO 80, ,000 95,000 IT Director 65, ,000 85,000 Transformation Director 75, ,000 95,000 Head of IT 50,000-90,000 70,000 Head of Service Delivery 50,000-90,000 65,000 Head of Infrastructure 50,000-90,000 65,000 Head of Development 50,000-90,000 70,000 Head of IT Security 50,000-90,000 83,000 Head of Business Intelligence 50,000-90,000 73,000 Business Architect 50,000-80,000 67,500 Technical Architect 55,000-75,000 67,500 IT Manager 40,000-60,000 53,000 Hays UK Salary & Recruiting Trends

134 INFORMATION TECHNOLOGY PROJECTS & CHANGE MANAGEMENT London Range Typical Programme Director 95, , ,000 Programme Manager 80, ,000 90,000 Portfolio Manager 63,000-90,000 80,000 Head of Projects/Change 70,000-95,000 86,000 Project Manager Senior 70,000-82,000 75,000 Project Manager Mid 50,000-68,000 65,000 Project Manager Junior 40,000-48,500 44,000 Change Manager 61,000-77,000 66,000 Release Manager 55,000-70,000 62,500 Business Analyst Senior 62,000-75,000 70,000 Business Analyst Mid 45,000-65,000 60,000 Business Analyst Junior 27,000-44,000 37,000 PMO Manager 62,000-82,000 70,000 PMO Analyst/Coordinator 36,000-48,000 42,000 East of England Range Typical Programme Director 85, ,000 90,000 Programme Manager 65,000-85,000 75,000 Portfolio Manager 65,000-75,000 70,000 Head of Projects/Change 70,000-90,000 80,000 Project Manager Senior 55,000-70,000 65,000 Project Manager Mid 40,000-60,000 55,000 Project Manager Junior 35,000-45,000 40,000 Change Manager 45,000-65,000 55,000 Release Manager 45,000-65,000 50,000 Business Analyst Senior 55,000-65,000 60,000 Business Analyst Mid 45,000-55,000 50,000 Business Analyst Junior 30,000-40,000 35,000 PMO Manager 50,000-65,000 60,000 PMO Analyst/Coordinator 30,000-40,000 35,000 South East England Range Typical Programme Director 80, , ,000 Programme Manager 65,000-85,000 80,000 Portfolio Manager 65,000-85,000 70,000 Head of Projects/Change 70,000-90,000 83,000 Project Manager Senior 55,000-75,000 68,000 Project Manager Mid 45,000-65,000 57,000 Project Manager Junior 30,000-40,000 35,000 Change Manager 50,000-70,000 62,000 Release Manager 50,000-65,000 58,000 Business Analyst Senior 55,000-70,000 63,000 Business Analyst Mid 45,000-60,000 52,000 Business Analyst Junior 30,000-40,000 35,000 PMO Manager 50,000-75,000 65,000 PMO Analyst/Coordinator 30,000-40,000 35,000 South West England Range Typical Programme Director 85, ,000 98,000 Programme Manager 70,000-85,000 80,000 Portfolio Manager 55,000-70,000 67,000 Head of Projects/Change 70,000-85,000 80,000 Project Manager Senior 50,000-70,000 67,000 Project Manager Mid 45,000-57,000 55,000 Project Manager Junior 25,000-36,000 35,000 Change Manager 48,000-62,000 55,000 Release Manager 45,000-60,000 52,000 Business Analyst Senior 45,000-60,000 55,000 Business Analyst Mid 35,000-45,000 42,000 Business Analyst Junior 25,000-35,000 33,000 PMO Manager 50,000-65,000 60,000 PMO Analyst/Coordinator 25,000-38,000 35,000 INFORMATION TECHNOLOGY Projects and change management 132 Hays UK Salary & Recruiting Trends 2018

135 Wales Range Typical Programme Director 80, ,000 92,000 Programme Manager 65,000-82,000 75,000 Portfolio Manager 55,000-75,000 65,000 Head of Projects/Change 70,000-80,000 75,000 Project Manager Senior 50,000-75,000 65,000 Project Manager Mid 40,000-55,000 52,000 Project Manager Junior 32,000-40,000 38,000 Change Manager 45,000-62,000 55,000 Release Manager 43,000-60,000 50,000 Business Analyst Senior 45,000-58,000 53,000 Business Analyst Mid 38,000-48,000 45,000 Business Analyst Junior 35,000-38,000 36,000 PMO Manager 50,000-65,000 60,000 PMO Analyst/Coordinator 25,000-38,000 36,000 Yorkshire and the Humber Range Typical Programme Director 75, ,000 85,000 Programme Manager 60,000-70,000 65,000 Portfolio Manager 60,000-80,000 65,000 Head of Projects/Change 55,000-70,000 65,000 Project Manager Senior 45,000-60,000 55,000 Project Manager Mid 35,000-45,000 43,000 Project Manager Junior 30,000-35,000 33,000 Change Manager 48,000-52,000 50,000 Release Manager 38,000-50,000 45,000 Business Analyst Senior 50,000-55,000 53,000 Business Analyst Mid 45,000-50,000 48,000 Business Analyst Junior 30,000-40,000 35,000 PMO Manager 45,000-60,000 56,000 PMO Analyst/Coordinator 30,000-40,000 35,000 Midlands Range Typical Programme Director 85, ,000 95,000 Programme Manager 65,000-85,000 75,000 Portfolio Manager 55,000-70,000 65,000 Head of Projects/Change 57,500-70,000 65,000 Project Manager Senior 60,000-70,000 65,000 Project Manager Mid 40,000-55,000 50,000 Project Manager Junior 30,000-40,000 35,000 Change Manager 45,000-60,000 55,000 Release Manager 40,000-57,000 47,500 Business Analyst Senior 50,000-60,000 55,000 Business Analyst Mid 40,000-50,000 45,000 Business Analyst Junior 28,000-40,000 32,000 PMO Manager 45,000-55,000 50,000 PMO Analyst/Coordinator 33,000-40,000 35,000 North East England Range Typical Programme Director 80, ,000 85,000 Programme Manager 55,000-75,000 63,000 Portfolio Manager 40,000-55,000 45,000 Head of Projects/Change 65,000-85,000 74,000 Project Manager Senior 45,000-60,000 55,000 Project Manager Mid 35,000-45,000 43,000 Project Manager Junior 25,000-35,000 30,000 Change Manager 35,000-50,000 45,000 Release Manager 35,000-48,000 42,000 Business Analyst Senior 40,000-55,000 47,000 Business Analyst Mid 35,000-45,000 39,000 Business Analyst Junior 25,000-35,000 30,000 PMO Manager 45,000-60,000 55,000 PMO Analyst/Coordinator 25,000-35,000 30,000 Hays UK Salary & Recruiting Trends

136 INFORMATION TECHNOLOGY PROJECTS & CHANGE MANAGEMENT North West England Range Typical Programme Director 80, ,000 85,000 Programme Manager 60,000-80,000 70,000 Portfolio Manager 55,000-65,000 57,500 Head of Projects/Change 65,000-80,000 75,000 Project Manager Senior 50,000-65,000 55,000 Project Manager Mid 40,000-55,000 47,500 Project Manager Junior 25,000-35,000 30,000 Change Manager 40,000-55,000 50,000 Release Manager 40,000-50,000 45,000 Business Analyst Senior 40,000-55,000 47,500 Business Analyst Mid 35,000-45,000 40,000 Business Analyst Junior 30,000-35,000 32,000 PMO Manager 40,000-55,000 50,000 PMO Analyst/Coordinator 25,000-40,000 35,000 Scotland Range Typical Programme Director 70, ,000 80,000 Programme Manager 65,000-80,000 72,500 Portfolio Manager 55,000-80,000 65,000 Head of Projects/Change 60,000-75,000 67,000 Project Manager Senior 50,000-60,000 55,000 Project Manager Mid 37,500-47,500 45,000 Project Manager Junior 25,000-40,000 35,000 Change Manager 35,000-45,000 42,000 Release Manager 40,000-50,000 45,000 Business Analyst Senior 40,000-55,000 50,000 Business Analyst Mid 32,000-45,000 40,000 Business Analyst Junior 20,000-35,000 27,500 PMO Manager 40,000-60,000 50,000 PMO Analyst/Coordinator 25,000-40,000 32,500 Northern Ireland Range Typical Programme Director 62,000-70,000 64,000 Programme Manager 50,000-65,000 57,000 Portfolio Manager 55,000-65,000 58,000 Head of Projects/Change 55,000-70,000 68,000 Project Manager Senior 40,000-55,000 47,000 Project Manager Mid 37,000-45,000 44,000 Project Manager Junior 38,000-45,000 40,000 Change Manager 42,000-50,000 47,000 Release Manager 43,000-50,000 47,000 Business Analyst Senior 34,000-45,000 42,000 Business Analyst Mid 28,000-38,000 35,000 Business Analyst Junior 27,000-33,000 28,000 PMO Manager 43,000-57,000 47,000 PMO Analyst/Coordinator 30,000-37,000 35,000 INFORMATION TECHNOLOGY Projects and change management 134 Hays UK Salary & Recruiting Trends 2018

137 Jonathan Clay President, Project Management Institute UK Projects and programmes are the core of any organisation s strategic initiatives they are how change happens. Having the talent to implement those initiatives successfully is the critical capability that gives organisations a competitive advantage to navigate through uncertainty. With change increasingly becoming normal for organisations, we expect the demand for project professionals in all industries to continue to increase. Developing the technical, leadership and business management skills of project professionals continues to receive significant attention, and its key people are well rounded in all three of these elements to enable them to deliver maximum value to their organisations. People with experience in successful implementation of both waterfall and agile methodologies will be highly sought after as organisations continue to see how they can most effectively begin to realise benefits at the earliest opportunities. In addition, Brexit will bring increased uncertainty and complexity to many industries in the UK, and project professionals are perfectly placed to help impacted organisations navigate through. In summary, we expect 2018 to be an exciting time for project and programme management, with recent increasing demands for talent showing no signs of relenting. Hays UK Salary & Recruiting Trends

138 INFORMATION TECHNOLOGY TESTING Functional testing Non-functional testing London Range Typical Range Typical Test Manager 65,000-95,000 72,000 65,000-95,000 75,000 Test Lead 55,000-70,000 63,000 50,000-70,000 60,000 Senior Test Analyst 45,000-60,000 50,000 42,000-55,000 50,000 Test Analyst 35,000-50,000 45,000 38,000-45,000 44,000 Technical Lead 50,000-75,000 62,000 50,000-75,000 62,000 QA Analyst 40,000-50,000 45,000 38,000-51,000 46,000 Functional testing Non-functional testing South East England Range Typical Range Typical Test Manager 55,000-65,000 63,000 58,000-74,000 62,000 Test Lead 45,000-55,000 53,000 40,000-55,000 50,000 Senior Test Analyst 40,000-50,000 48,000 35,000-45,000 42,500 Test Analyst 34,000-42,000 38,000 32,000-42,000 38,000 Technical Lead 55,000-65,000 60,000 45,000-65,000 55,000 QA Analyst 34,000-42,000 38,000 40,000-45,000 42,500 Functional testing Non-functional testing East of England Range Typical Range Typical Test Manager 50,000-60,000 55,000 55,000-65,000 60,000 Test Lead 40,000-50,000 45,000 40,000-50,000 47,000 Senior Test Analyst 34,000-42,000 38,000 38,000-46,000 43,000 Test Analyst 30,000-38,000 34,000 34,000-40,000 37,000 Technical Lead 42,000-54,000 48,000 45,000-60,000 52,500 QA Analyst 30,000-42,000 36,000 35,000-45,000 40,000 Functional testing Non-functional testing South West England Range Typical Range Typical Test Manager 50,000-64,000 56,000 50,000-70,000 62,000 Test Lead 40,000-48,000 45,000 45,000-52,000 48,000 Senior Test Analyst 35,000-45,000 38,000 35,000-45,000 43,000 Test Analyst 33,000-40,000 35,000 32,000-44,000 39,000 Technical Lead 50,000-57,000 53,000 50,000-57,000 55,000 QA Analyst 30,000-36,000 35,000 35,000-44,000 38,000 INFORMATION TECHNOLOGY Testing 136 Hays UK Salary & Recruiting Trends 2018

139 Functional testing Non-functional testing Wales Range Typical Range Typical Test Manager 50,000-65,000 56,000 55,000-64,000 58,000 Test Lead 37,000-47,000 45,000 42,000-54,000 48,000 Senior Test Analyst 35,000-45,000 40,000 36,000-47,000 41,000 Test Analyst 30,000-40,000 36,000 30,000-40,000 38,000 Technical Lead 36,000-46,000 45,000 50,000-57,000 54,000 QA Analyst 30,000-40,000 35,000 32,000-40,000 38,000 Functional testing Non-functional testing Midlands Range Typical Range Typical Test Manager 50,000-60,000 55,000 53,000-65,000 56,000 Test Lead 40,000-48,000 45,000 42,000-50,000 47,000 Senior Test Analyst 32,000-40,000 37,000 35,000-45,000 40,000 Test Analyst 30,000-48,000 36,000 30,000-38,000 33,000 Technical Lead 40,000-55,000 46,000 45,000-58,000 50,000 QA Analyst 28,000-38,000 32,000 30,000-40,000 35,000 Functional testing Non-functional testing Yorkshire and the Humber Range Typical Range Typical Test Manager 50,000-60,000 53,000 53,000-70,000 57,000 Test Lead 40,000-50,000 45,000 42,000-50,000 47,000 Senior Test Analyst 32,000-40,000 35,000 35,000-45,000 40,000 Test Analyst 28,500-38,000 33,000 30,000-38,000 35,000 Technical Lead 40,000-55,000 48,000 45,000-58,000 50,000 QA Analyst 28,000-38,000 33,000 30,000-40,000 35,000 Functional testing Non-functional testing North East England Range Typical Range Typical Test Manager 45,000-55,000 50,000 40,000-55,000 50,000 Test Lead 40,000-48,000 42,500 35,000-50,000 44,000 Senior Test Analyst 30,000-42,000 36,000 35,000-45,000 38,000 Test Analyst 30,000-35,000 33,000 28,000-38,000 34,000 Technical Lead 45,000-55,000 48,000 45,000-58,000 47,500 QA Analyst 30,000-38,000 35,000 30,000-40,000 35,000 Hays UK Salary & Recruiting Trends

140 INFORMATION TECHNOLOGY TESTING Functional testing Non-functional testing North West England Range Typical Range Typical Test Manager 45,000-55,000 53,000 53,000-70,000 57,000 Test Lead 40,000-48,000 42,000 42,000-52,000 46,000 Senior Test Analyst 36,000-42,000 38,000 35,000-45,000 40,000 Test Analyst 28,500-35,000 34,000 30,000-38,000 35,000 Technical Lead 45,000-55,000 50,000 45,000-58,000 52,000 QA Analyst 30,000-38,000 35,000 32,000-42,000 36,000 Functional testing Non-functional testing Northern Ireland Range Typical Range Typical Test Manager 40,000-50,000 48,000 45,000-60,000 53,000 Test Lead 35,000-45,000 40,000 32,000-42,000 36,000 Senior Test Analyst 36,000-45,000 38,000 38,000-45,000 43,000 Test Analyst 30,000-36,000 34,000 31,000-37,000 33,000 Technical Lead 28,000-35,000 30,000 28,000-33,000 31,000 QA Analyst 28,000-35,000 30,500 30,000-36,000 33,000 Functional testing Non-functional testing Scotland Range Typical Range Typical Test Manager 50,000-60,000 55,000 45,000-70,000 60,000 Test Lead 42,000-50,000 46,000 42,000-52,000 50,000 Senior Test Analyst 35,000-43,000 40,000 35,000-45,000 41,000 Test Analyst 30,000-38,000 34,000 30,000-38,000 36,000 Technical Lead 50,000-58,000 52,000 45,000-58,000 56,000 QA Analyst 35,000-43,000 39,000 32,000-42,000 41,000 INFORMATION TECHNOLOGY Testing 138 Hays UK Salary & Recruiting Trends 2018

141 Hays UK Salary & Recruiting Trends

142 TELECOMS SALARIES London Range Typical Programme Manager 65,000-90,000 80,000 Mobile Network Architect 60,000-85,000 80,000 Project Manager 60,000-80,000 70,000 Product Manager 45,000-75,000 68,000 Project Coordinator 30,000-45,000 40,000 OSS/BSS Solutions Architect 60,000-80,000 75,000 IP & Ethernet Engineer 40,000-60,000 56,500 Business Analyst 45,000-65,000 55,000 Network Capacity Planning Engineer 45,000-60,000 55,000 Voice & Contact Centre Engineer 35,000-55,000 52,000 Network Deployment & Support Engineer 40,000-57,500 55,000 PDH/SDH Transmission Design Engineer 35,000-50,000 45,000 NOC/NMC Support Engineer 35,000-60,000 48,000 RAN/RF Engineers 35,000-55,000 45,000 Provisioning Engineer 28,000-40,000 37,500 South West England Range Typical Programme Manager 60,000-80,000 70,000 Mobile Network Architect 55,000-85,000 70,000 Project Manager 45,000-65,000 55,000 Product Manager 45,000-60,000 55,000 Project Coordinator 30,000-45,000 35,000 OSS/BSS Solutions Architect 55,000-85,000 70,000 IP & Ethernet Engineer 35,000-55,000 47,500 Business Analyst 40,000-50,000 45,000 Network Capacity Planning Engineer 30,000-48,000 42,500 Voice & Contact Centre Engineer 35,000-50,000 45,000 Network Deployment & Support Engineer 35,000-60,000 45,500 PDH/SDH Transmission Design Engineer 35,000-45,000 38,000 NOC/NMC Support Engineer 28,000-42,000 38,500 RAN/RF Engineers 35,000-50,000 45,000 Provisioning Engineer 28,000-35,000 32,500 South East England Range Typical Programme Manager 60,000-90,000 75,000 Mobile Network Architect 55,000-80,000 68,000 Project Manager 45,000-65,000 60,000 Product Manager 45,000-65,000 60,000 Project Coordinator 30,000-45,000 38,500 OSS/BSS Solutions Architect 55,000-72,000 68,500 IP & Ethernet Engineer 35,000-58,000 52,000 Business Analyst 40,000-60,000 50,000 Network Capacity Planning Engineer 40,000-55,000 50,000 Voice & Contact Centre Engineer 30,000-55,000 48,000 Network Deployment & Support Engineer 35,000-60,000 55,000 PDH/SDH Transmission Design Engineer 35,000-47,500 42,500 NOC/NMC Support Engineer 28,000-42,000 38,500 RAN/RF Engineers 35,000-55,000 45,000 Provisioning Engineer 28,000-35,000 32,500 Wales Range Typical Programme Manager 60,000-80,000 68,000 Mobile Network Architect 55,000-75,000 65,000 Project Manager 45,000-65,000 52,000 Product Manager 45,000-55,000 50,000 Project Coordinator 30,000-45,000 32,500 OSS/BSS Solutions Architect 55,000-75,000 65,000 IP & Ethernet Engineer 35,000-50,000 42,500 Business Analyst 40,000-50,000 45,000 Network Capacity Planning Engineer 30,000-45,000 40,000 Voice & Contact Centre Engineer 35,000-50,000 42,000 Network Deployment & Support Engineer 35,000-60,000 42,500 PDH/SDH Transmission Design Engineer 35,000-45,000 38,000 NOC/NMC Support Engineer 28,000-40,000 32,500 RAN/RF Engineers 30,000-50,000 35,500 Provisioning Engineer 28,000-35,000 30,000 TELECOMS Salaries East of England Range Typical Programme Manager 60,000-78,000 70,000 Mobile Network Architect 55,000-70,000 65,000 Project Manager 50,000-65,000 60,000 Product Manager 45,000-65,000 60,000 Project Coordinator 30,000-42,000 38,000 OSS/BSS Solutions Architect 55,000-70,000 62,500 IP & Ethernet Engineer 35,000-55,000 47,000 Business Analyst 35,000-50,000 45,000 Network Capacity Planning Engineer 35,000-50,000 45,500 Voice & Contact Centre Engineer 35,000-50,000 45,000 Network Deployment & Support Engineer 35,000-50,000 45,000 PDH/SDH Transmission Design Engineer 35,000-45,000 40,000 NOC/NMC Support Engineer 28,000-45,000 36,500 RAN/RF Engineers 30,000-40,000 37,500 Provisioning Engineer 28,000-38,000 32, Hays UK Salary & Recruiting Trends 2018 Midlands Range Typical Programme Manager 60,000-75,000 70,000 Mobile Network Architect 45,000-75,000 62,000 Project Manager 45,000-65,000 62,000 Product Manager 45,000-65,000 57,000 Project Coordinator 30,000-45,000 36,000 OSS/BSS Solutions Architect 45,000-75,000 60,000 IP & Ethernet Engineer 35,000-50,000 46,500 Business Analyst 35,000-50,000 42,000 Network Capacity Planning Engineer 30,000-45,000 38,000 Voice & Contact Centre Engineer 35,000-50,000 48,000 Network Deployment & Support Engineer 35,000-45,000 41,500 PDH/SDH Transmission Design Engineer 35,000-45,000 40,000 NOC/NMC Support Engineer 28,000-40,000 35,000 RAN/RF Engineers 30,000-40,000 35,000 Provisioning Engineer 28,000-35,000 30,000

143 Yorkshire and the Humber Range Typical Programme Manager 55,000-70,000 65,000 Mobile Network Architect 55,000-70,000 60,000 Project Manager 45,000-65,000 53,000 Product Manager 45,000-65,000 50,000 Project Coordinator 25,000-38,000 32,000 OSS/BSS Solutions Architect 55,000-70,000 60,000 IP & Ethernet Engineer 35,000-50,000 45,000 Business Analyst 30,000-45,000 40,000 Network Capacity Planning Engineer 30,000-45,000 40,000 Voice & Contact Centre Engineer 35,000-50,000 45,000 Network Deployment & Support Engineer 30,000-50,000 40,000 PDH/SDH Transmission Design Engineer 35,000-45,000 38,500 NOC/NMC Support Engineer 28,000-40,000 32,500 RAN/RF Engineers 30,000-40,000 34,000 Provisioning Engineer 28,000-35,000 30,500 North West England Range Typical Programme Manager 55,000-80,000 70,000 Mobile Network Architect 55,000-75,000 65,000 Project Manager 45,000-65,000 60,000 Product Manager 45,000-65,000 55,000 Project Coordinator 26,000-40,000 36,000 OSS/BSS Solutions Architect 55,000-75,000 63,000 IP & Ethernet Engineer 35,000-50,000 47,000 Business Analyst 32,000-48,000 43,000 Network Capacity Planning Engineer 30,000-45,000 38,000 Voice & Contact Centre Engineer 35,000-50,000 45,000 Network Deployment & Support Engineer 32,000-53,000 44,000 PDH/SDH Transmission Design Engineer 35,000-45,000 38,000 NOC/NMC Support Engineer 28,000-40,000 34,000 RAN/RF Engineers 28,000-38,000 35,000 Provisioning Engineer 28,000-35,000 30,000 North East England Range Typical Programme Manager 55,000-75,000 67,000 Mobile Network Architect 55,000-70,000 62,000 Project Manager 45,000-65,000 58,000 Product Manager 45,000-65,000 52,000 Project Coordinator 26,000-40,000 36,000 OSS/BSS Solutions Architect 55,000-70,000 60,000 IP & Ethernet Engineer 35,000-50,000 45,000 Business Analyst 32,000-45,000 42,000 Network Capacity Planning Engineer 30,000-45,000 38,000 Voice & Contact Centre Engineer 35,000-50,000 45,000 Network Deployment & Support Engineer 30,000-50,000 38,000 PDH/SDH Transmission Design Engineer 35,000-45,000 38,000 NOC/NMC Support Engineer 28,000-40,000 33,500 RAN/RF Engineers 30,000-40,000 35,000 Provisioning Engineer 28,000-35,000 29,000 Scotland Range Typical Programme Manager 55,000-70,000 65,000 Mobile Network Architect 55,000-70,000 65,000 Project Manager 45,000-65,000 58,500 Product Manager 45,000-65,000 50,000 Project Coordinator 25,000-38,000 32,500 OSS/BSS Solutions Architect 55,000-70,000 65,000 IP & Ethernet Engineer 35,000-50,000 42,500 Business Analyst 30,000-45,000 40,000 Network Capacity Planning Engineer 30,000-45,000 38,500 Voice & Contact Centre Engineer 35,000-50,000 40,000 Network Deployment & Support Engineer 30,000-50,000 40,000 PDH/SDH Transmission Design Engineer 35,000-45,000 38,000 NOC/NMC Support Engineer 28,000-40,000 32,500 RAN/RF Engineers 30,000-40,000 36,000 Provisioning Engineer 28,000-35,000 32,000 Hays UK Salary & Recruiting Trends

144 ENGINEERING & MANUFACTURING DEVELOPING TALENT PIPELINES Shortages of technical staff and low numbers of professionals entering the industry have created significant hiring challenges, forcing employers to look to the next generation of professionals. ENGINEERING & MANUFACTURING Overview Cautious growth estimates 57% of employers expect their organisation s activity levels to increase in the next 12 months, slightly lower than the overall UK average of 59% and a reduction from 61% last year. It is also evident that engineering employers are more optimistic, with 59% expecting growth compared to 54% for manufacturers. There is a definite atmosphere of hesitance as Brexit is likely to influence rate and cost of imports, which may severely affect manufacturers in particular. Looking to the year ahead, 65% of engineering employers compared to 59% of manufacturers expect to recruit permanent staff. Due to a greater need for flexibility in light of the market uncertainty, manufacturers are more focused on hiring temporary workers over the coming year than engineering employers (32% compared to 27%). Northern Ireland and the Midlands saw increased investment into projects requiring electrical, maintenance, manufacturing or mechanical engineers, causing a significant uplift of salaries in these regions. As a result, there has been increased focus on hiring temporary staff in these regions to deliver key projects. 142 Hays UK Salary & Recruiting Trends 2018 Specialist skills are in short supply, creating wage pressure A third of engineering and manufacturing employers lack the talent to meet their current business objectives, a rise from 27% last year, and one of the highest increases of any profession covered in this year s salary guide. Shortages are mostly attributed to competition for professionals (48%) and fewer people entering the job market (43%). Engineering in particular is rife with shortages because those studying towards engineering degrees frequently enter other industries after qualifying, particularly finance, where the problem solving skillset of an engineer is highly sought after. Over half (55%) of employers surveyed are struggling to source candidates with operations and specific technical skills, and across the UK there is consistent demand for precision machining professionals. CMM and CNC programmers, for example, are commanding higher salaries due to specialist skills shortages. However, the most in demand professionals are nuclear safety case engineers, who are extremely hard to find due to their highly specialist skillsets.

145 The ageing population is a concern Adding to the candidate shortage is the threat of an ageing population given that two-thirds of employees surveyed identified as Baby Boomers or Generation X. Couple this with qualified engineers moving to other industries, and a shortage of women and young people entering the profession, employers are faced with a significant challenge. However, many employers are looking at alternative solutions to recruiting new staff or using temporary professionals to fill skills gaps and 32% are now actively engaging apprentices. Following the Apprenticeship Levy and greater government focus on increasing the number of apprenticeships available, more employers have taken advantage of this available resource. Focus on training to overcome shortages Many employers are choosing to alleviate skills shortages through evaluating and improving their career progression, training and development offering to professionals. This is necessary as nearly half (47%) of employees consider support for training and professional development important when considering a new role. The Hays What Workers Want Report 2017 found that 49% of engineering professionals would consider turning down a job which didn t offer any training or development, 10% higher than the overall UK average. It is expected that the greater focus on training will help to increase the number of professionals entering the industry. The establishment of specialist colleges, The National College of High Speed Rail, for example, as well as other colleges in Doncaster, Yorkshire and the Midlands, should have a significant effect on increasing the volume of skilled applicants over the next few years. Employers are working hard to attract and retain top talent While apprenticeships and a greater focus on education will pay off in the long run, employers are also looking at their short-term approach and how they can retain top talent. This is impacting on salaries, as employers are often willing to extend counter offers to staff who have resigned, leading to higher offers from rival companies and sometimes erratic increases in salaries for talented professionals. Besides salary, nearly a quarter (23%) of professionals prioritise work-life balance when considering a new role. In terms of specific benefits, most employees (61%) value an offer of over 25 days of annual leave, followed by flexible working (53%). Flexible working is often a key component to facilitating a positive work-life balance, and 67% of employers say that flexible working is available at their organisation. However, nearly a third of employers (32%) say they do not encourage any of their employees to take up flexible working options, which is the same percentage as last year. Given the importance placed on it by professionals, employers should consider how they can better accommodate flexible working to help attract candidates to join their organisation. Employers looking to negate their skills gaps and attract talented professionals should focus on creating a positive work-life balance, along with other focus areas including career development and training. In the long term, the use of apprentices can be a cost-effective and highly successful method of combatting skills gaps. Survey highlights for engineering and manufacturing Employers Employees 2.2% average salary increase 49% expect their organisation s activity levels to increase or stay the same 94% over the next 12 months 55% expect to move jobs within 12 months are not satisfied with their salaries 74 % plan on recruiting staff over the next 12 months 45% feel there is no scope for progression within their organisation 78% say their top challenge when recruiting is a shortage of suitable applicants 51% rate their work-life balance as positive Hays UK Salary & Recruiting Trends

146 ENGINEERING & MANUFACTURING COMMERCIAL London Range Typical Project Director 70,000-90,000 83,000 Project Manager 49,000-66,000 62,000 Programme Manager 65,000-80,000 73,000 Planners Senior 47,000-60,000 57,000 Planners Intermediate 33,000-45,000 39,000 Planners Graduate 25,000-33,000 30,000 Cost Engineers Senior 40,000-60,000 57,000 Cost Engineers Intermediate 35,000-50,000 41,000 Cost Engineers Graduate 26,000-33,000 31,000 Project Engineer Senior 45,000-60,000 56,000 Project Engineer Intermediate 38,000-48,000 44,000 Project Engineer Graduate 26,000-33,000 30,000 South West and Wales Range Typical Project Director 60,000-75,000 72,000 Project Manager 45,000-60,000 55,000 Programme Manager 60,000-75,000 70,000 Planners Senior 32,000-42,000 39,000 Planners Intermediate 28,000-35,000 33,000 Planners Graduate 20,000-28,000 26,000 Cost Engineers Senior 35,000-45,000 41,000 Cost Engineers Intermediate 28,000-35,000 34,000 Cost Engineers Graduate 20,000-28,000 26,000 Project Engineer Senior 38,000-52,000 49,000 Project Engineer Intermediate 32,000-38,000 36,500 Project Engineer Graduate 25,000-30,000 28,500 South East England Range Typical Project Director 60,000-85,000 76,000 Project Manager 50,000-70,000 66,000 Programme Manager 60,000-75,000 72,000 Planners Senior 34,500-45,000 42,000 Planners Intermediate 29,000-36,000 34,000 Planners Graduate 24,000-30,000 29,000 Cost Engineers Senior 36,000-50,000 44,000 Cost Engineers Intermediate 30,000-38,000 36,000 Cost Engineers Graduate 26,000-32,000 29,000 Project Engineer Senior 38,000-55,000 52,000 Project Engineer Intermediate 34,000-40,000 39,000 Project Engineer Graduate 26,000-32,000 31,000 Midlands Range Typical Project Director 70,000-90,000 81,000 Project Manager 48,000-65,000 56,000 Programme Manager 60,000-80,000 73,000 Planners Senior 35,000-50,000 47,000 Planners Intermediate 25,000-32,000 30,000 Planners Graduate 25,000-30,000 27,000 Cost Engineers Senior 40,000-55,000 50,000 Cost Engineers Intermediate 30,000-40,000 38,000 Cost Engineers Graduate 23,000-28,000 26,000 Project Engineer Senior 35,000-45,000 42,000 Project Engineer Intermediate 27,000-35,000 34,000 Project Engineer Graduate 23,000-27,000 26,000 ENGINEERING & MANUFACTURING Commercial Southern England Range Typical Project Director 60,000-75,000 72,000 Project Manager 45,000-65,000 56,000 Programme Manager 55,000-75,000 71,000 Planners Senior 32,000-45,000 42,000 Planners Intermediate 28,000-38,000 36,000 Planners Graduate 20,000-28,000 25,000 Cost Engineers Senior 35,000-45,000 42,000 Cost Engineers Intermediate 25,000-35,000 33,000 Cost Engineers Graduate 22,000-30,000 27,500 Project Engineer Senior 40,000-55,000 49,000 Project Engineer Intermediate 32,000-38,000 36,000 Project Engineer Graduate 24,000-30,000 27, Hays UK Salary & Recruiting Trends 2018 North East England Range Typical Project Director 60,000-75,000 70,000 Project Manager 45,000-60,000 53,000 Programme Manager 60,000-70,000 68,000 Planners Senior 32,000-42,000 38,000 Planners Intermediate 28,000-40,000 35,000 Planners Graduate 20,000-28,000 25,000 Cost Engineers Senior 35,000-45,000 40,000 Cost Engineers Intermediate 28,000-35,000 33,000 Cost Engineers Graduate 20,000-28,000 25,000 Project Engineer Senior 38,000-52,000 48,000 Project Engineer Intermediate 32,000-38,000 36,000 Project Engineer Graduate 25,000-32,000 28,000

147 North West England Range Typical Project Director 60,000-75,000 71,000 Project Manager 45,000-60,000 55,000 Programme Manager 60,000-70,000 68,000 Planners Senior 32,000-42,000 38,000 Planners Intermediate 28,000-40,000 36,000 Planners Graduate 20,000-28,000 26,000 Cost Engineers Senior 35,000-45,000 40,000 Cost Engineers Intermediate 28,000-35,000 34,000 Cost Engineers Graduate 20,000-28,000 25,000 Project Engineer Senior 38,000-52,000 48,000 Project Engineer Intermediate 32,000-38,000 36,000 Project Engineer Graduate 25,000-32,000 28,000 Northern Ireland Range Typical Project Director 44,000-55,000 45,000 Project Manager 33,000-40,000 36,000 Programme Manager 38,000-45,000 40,000 Planners Senior 28,000-35,000 32,000 Planners Intermediate 25,000-30,000 29,000 Planners Graduate 22,000-25,000 24,000 Cost Engineers Senior 28,000-35,000 32,000 Cost Engineers Intermediate 25,000-30,000 28,000 Cost Engineers Graduate 22,000-26,000 24,500 Project Engineer Senior 32,000-40,000 38,000 Project Engineer Intermediate 27,000-32,000 29,000 Project Engineer Graduate 22,500-26,000 24,000 Scotland Range Typical Project Director 65,000-85,000 72,000 Project Manager 38,000-55,000 48,000 Programme Manager 50,000-75,000 57,000 Planners Senior 35,000-50,000 46,000 Planners Intermediate 28,000-40,000 35,000 Planners Graduate 22,000-28,000 25,000 Cost Engineers Senior 40,000-55,000 45,000 Cost Engineers Intermediate 32,000-40,000 35,000 Cost Engineers Graduate 20,000-26,000 24,000 Project Engineer Senior 35,000-45,000 42,000 Project Engineer Intermediate 27,000-45,000 32,000 Project Engineer Graduate 23,000-30,000 28,000 Hays UK Salary & Recruiting Trends

148 ENGINEERING & MANUFACTURING ELECTRICAL ENGINEERING London Range Typical Design Manager 60,000-77,000 67,000 Electrical Design Engineer Principal 44,000-55,000 53,000 Electrical Design Engineer Senior 38,000-49,000 46,000 Electrical Design Engineer Intermediate 30,000-40,000 36,000 Electrical Design Engineer Graduate 27,000-33,000 31,000 C&I Engineer Principal 45,000-55,000 53,000 C&I Engineer Senior 39,000-50,000 45,000 C&I Engineer Intermediate 31,000-40,000 36,000 C&I Engineer Graduate 28,000-33,000 31,000 Electrical CAD Technicians Senior 35,000-43,000 41,000 Electrical CAD Technicians Intermediate 29,000-35,000 33,500 Electrical CAD Technicians Junior 16,000-25,000 23,000 South West and Wales Range Typical Design Manager 55,000-70,000 62,000 Electrical Design Engineer Principal 40,000-50,000 49,000 Electrical Design Engineer Senior 35,000-45,000 41,000 Electrical Design Engineer Intermediate 28,000-34,000 33,000 Electrical Design Engineer Graduate 25,000-30,000 28,000 C&I Engineer Principal 45,000-55,000 50,000 C&I Engineer Senior 35,000-45,000 40,000 C&I Engineer Intermediate 28,000-34,000 32,000 C&I Engineer Graduate 25,000-28,000 27,000 Electrical CAD Technicians Senior 32,000-38,000 36,000 Electrical CAD Technicians Intermediate 26,000-32,000 30,000 Electrical CAD Technicians Junior 15,000-22,000 21,000 South East England Range Typical Design Manager 57,000-72,000 63,000 Electrical Design Engineer Principal 42,000-52,000 50,000 Electrical Design Engineer Senior 37,000-47,000 42,000 Electrical Design Engineer Intermediate 30,000-35,000 32,000 Electrical Design Engineer Graduate 26,000-32,000 30,000 C&I Engineer Principal 48,000-55,000 50,000 C&I Engineer Senior 37,000-47,000 42,000 C&I Engineer Intermediate 30,000-36,000 34,000 C&I Engineer Graduate 26,000-30,000 28,000 Electrical CAD Technicians Senior 32,000-40,000 38,000 Electrical CAD Technicians Intermediate 29,000-34,000 32,000 Electrical CAD Technicians Junior 18,000-25,000 23,000 Midlands Range Typical Design Manager 45,000-55,000 52,000 Electrical Design Engineer Principal 40,000-55,000 47,000 Electrical Design Engineer Senior 38,000-45,000 42,000 Electrical Design Engineer Intermediate 25,000-38,000 32,000 Electrical Design Engineer Graduate 18,000-25,000 22,000 C&I Engineer Principal 38,000-48,000 45,000 C&I Engineer Senior 35,000-42,000 40,000 C&I Engineer Intermediate 28,000-35,000 32,000 C&I Engineer Graduate 22,000-28,000 27,000 Electrical CAD Technicians Senior 28,000-40,000 37,000 Electrical CAD Technicians Intermediate 22,000-28,000 25,000 Electrical CAD Technicians Junior 15,000-20,000 19,000 ENGINEERING & MANUFACTURING Electrical engineering Southern England Range Typical Design Manager 55,000-70,000 60,000 Electrical Design Engineer Principal 40,000-55,000 50,000 Electrical Design Engineer Senior 35,000-45,000 40,000 Electrical Design Engineer Intermediate 146 Hays UK Salary & Recruiting Trends ,000-34,000 32,000 Electrical Design Engineer Graduate 25,000-30,000 27,000 C&I Engineer Principal 48,000-55,000 52,000 C&I Engineer Senior 35,000-48,000 42,000 C&I Engineer Intermediate 28,000-35,000 33,000 C&I Engineer Graduate 25,000-30,000 28,000 Electrical CAD Technicians Senior 32,000-40,000 38,000 Electrical CAD Technicians Intermediate 26,000-34,000 30,000 Electrical CAD Technicians Junior 18,000-22,000 21,000 North East England Range Typical Design Manager 55,000-70,000 66,000 Electrical Design Engineer Principal 45,000-60,000 53,000 Electrical Design Engineer Senior 35,000-45,000 40,000 Electrical Design Engineer Intermediate 28,000-34,000 32,000 Electrical Design Engineer Graduate 25,000-30,000 28,000 C&I Engineer Principal 45,000-60,000 52,000 C&I Engineer Senior 35,000-45,000 40,000 C&I Engineer Intermediate 28,000-34,000 32,000 C&I Engineer Graduate 25,000-30,000 28,000 Electrical CAD Technicians Senior 32,000-38,000 36,000 Electrical CAD Technicians Intermediate 26,000-32,000 30,000 Electrical CAD Technicians Junior 20,000-26,000 24,000

149 North West England Range Typical Design Manager 55,000-70,000 66,000 Electrical Design Engineer Principal 45,000-60,000 53,000 Electrical Design Engineer Senior 35,000-45,000 41,000 Electrical Design Engineer Intermediate 28,000-34,000 33,000 Electrical Design Engineer Graduate 25,000-30,000 29,000 C&I Engineer Principal 45,000-60,000 53,000 C&I Engineer Senior 35,000-45,000 41,000 C&I Engineer Intermediate 28,000-34,000 33,000 C&I Engineer Graduate 25,000-30,000 28,000 Electrical CAD Technicians Senior 32,000-38,000 36,000 Electrical CAD Technicians Intermediate 26,000-32,000 30,000 Electrical CAD Technicians Junior 20,000-26,000 25,000 Northern Ireland Range Typical Design Manager 44,000-52,000 48,000 Electrical Design Engineer Principal 37,000-48,000 42,000 Electrical Design Engineer Senior 34,000-42,000 38,000 Electrical Design Engineer Intermediate 30,000-40,000 34,000 Electrical Design Engineer Graduate 22,000-30,000 25,000 C&I Engineer Principal 38,000-45,000 42,000 C&I Engineer Senior 33,000-39,000 36,000 C&I Engineer Intermediate 28,000-35,000 30,000 C&I Engineer Graduate 24,000-29,500 26,000 Electrical CAD Technicians Senior 27,000-33,000 29,000 Electrical CAD Technicians Intermediate 25,000-30,000 27,500 Electrical CAD Technicians Junior 19,000-25,000 22,000 Scotland Range Typical Design Manager 50,000-60,000 56,000 Electrical Design Engineer Principal 45,000-60,000 51,000 Electrical Design Engineer Senior 35,000-50,000 44,000 Electrical Design Engineer Intermediate 35,000-45,000 41,000 Electrical Design Engineer Graduate 22,000-30,000 26,000 C&I Engineer Principal 45,000-60,000 55,000 C&I Engineer Senior 35,000-45,000 40,000 C&I Engineer Intermediate 28,000-34,000 32,000 C&I Engineer Graduate 22,000-30,000 27,000 Electrical CAD Technicians Senior 30,000-38,000 35,000 Electrical CAD Technicians Intermediate 26,000-32,000 30,000 Electrical CAD Technicians Junior 20,000-24,000 23,000 Hays UK Salary & Recruiting Trends

150 ENGINEERING & MANUFACTURING MAINTENANCE ENGINEERING London Range Typical Maintenance Manager 50,000-55,000 53,000 Maintenance Engineer (Electrical or Mechanical) 32,000-38,000 35,000 Maintenance Technician 26,000-30,000 27,000 Multi-Skilled Maintenance Engineer 40,000-45,000 42,000 Field Service Engineer 30,000-35,000 33,000 North East England Range Typical Maintenance Manager 40,000-50,000 48,000 Maintenance Engineer (Electrical or Mechanical) 30,000-40,000 36,000 Maintenance Technician 25,000-35,000 30,000 Multi-Skilled Maintenance Engineer 30,000-40,000 35,000 Field Service Engineer 25,000-30,000 28,000 South East England Range Typical Maintenance Manager 45,000-58,000 50,000 Maintenance Engineer (Electrical or Mechanical) 30,000-35,000 33,000 Maintenance Technician 25,000-28,000 26,000 Multi-Skilled Maintenance Engineer 33,000-48,000 41,000 Field Service Engineer 29,000-38,000 34,000 North West England Range Typical Maintenance Manager 38,000-55,000 48,000 Maintenance Engineer (Electrical or Mechanical) 30,000-45,000 38,000 Maintenance Technician 30,000-36,000 33,000 Multi-Skilled Maintenance Engineer 30,000-45,000 38,000 Field Service Engineer 25,000-33,000 28,000 Southern England Range Typical Maintenance Manager 43,000-60,000 50,000 Maintenance Engineer (Electrical or Mechanical) 27,000-38,000 33,000 Maintenance Technician 23,000-28,000 27,000 Multi-Skilled Maintenance Engineer 33,000-48,000 40,000 Field Service Engineer 26,000-38,000 33,000 Northern Ireland Range Typical Maintenance Manager 35,000-42,000 40,000 Maintenance Engineer (Electrical or Mechanical) 26,000-35,000 31,000 Maintenance Technician 20,000-26,000 24,500 Multi-Skilled Maintenance Engineer 26,000-35,000 31,000 Field Service Engineer 30,000-35,000 32,000 ENGINEERING & MANUFACTURING Maintenance engineering South West and Wales Range Typical Maintenance Manager 43,000-55,000 48,000 Maintenance Engineer (Electrical or Mechanical) 148 Hays UK Salary & Recruiting Trends ,000-35,000 31,000 Maintenance Technician 22,000-28,000 25,000 Multi-Skilled Maintenance Engineer 30,000-45,000 38,000 Field Service Engineer 25,000-35,000 30,000 Midlands Range Typical Maintenance Manager 45,000-65,000 50,000 Maintenance Engineer (Electrical or Mechanical) 30,000-42,000 32,500 Maintenance Technician 25,000-32,000 27,000 Multi-Skilled Maintenance Engineer 33,000-46,000 38,000 Field Service Engineer 27,000-38,000 32,000 Scotland Range Typical Maintenance Manager 37,000-50,000 47,000 Maintenance Engineer (Electrical or Mechanical) 28,000-38,000 34,000 Maintenance Technician 28,000-34,000 31,000 Multi-Skilled Maintenance Engineer 32,000-40,000 35,000 Field Service Engineer 28,000-36,000 33,000

151 Hays UK Salary & Recruiting Trends

152 ENGINEERING & MANUFACTURING MANUFACTURING ENGINEERING London Range Typical Continuous Improvement Engineer 40,000-55,000 50,000 NPI Engineer 33,000-49,000 42,000 Manufacturing Engineer 33,000-44,000 40,000 Plant Engineer/Process Engineer 33,000-44,000 41,000 Production Engineer 28,000-40,000 37,000 North East England Range Typical Continuous Improvement Engineer 35,000-45,000 40,000 NPI Engineer 35,000-42,000 40,000 Manufacturing Engineer 30,000-40,000 36,000 Plant Engineer/Process Engineer 35,000-44,000 42,000 Production Engineer 30,000-37,000 35,000 South East England Range Typical Continuous Improvement Engineer 37,000-47,000 45,000 NPI Engineer 32,000-47,000 40,000 Manufacturing Engineer 32,000-42,000 36,000 Plant Engineer/Process Engineer 32,000-42,000 37,000 Production Engineer 30,000-40,000 35,000 North West England Range Typical Continuous Improvement Engineer 32,000-40,000 37,000 NPI Engineer 35,000-42,000 40,000 Manufacturing Engineer 34,000-40,000 37,000 Plant Engineer/Process Engineer 32,000-42,000 38,000 Production Engineer 29,000-42,000 38,000 Southern England Range Typical Continuous Improvement Engineer 35,000-50,000 46,000 NPI Engineer 30,000-45,000 41,000 Manufacturing Engineer 30,000-40,000 35,000 Plant Engineer/Process Engineer 30,000-40,000 37,000 Production Engineer 30,000-40,000 36,000 Northern Ireland Range Typical Continuous Improvement Engineer 30,000-38,000 35,000 NPI Engineer 24,500-36,000 30,000 Manufacturing Engineer 26,000-34,000 29,000 Plant Engineer/Process Engineer 26,000-34,000 29,000 Production Engineer 26,000-35,000 28,000 South West and Wales Range Typical Continuous Improvement Engineer 35,000-48,000 45,000 NPI Engineer 30,000-45,000 38,000 Manufacturing Engineer 30,000-40,000 36,000 Plant Engineer/Process Engineer 30,000-40,000 36,000 Production Engineer 28,000-38,000 34,000 Scotland Range Typical Continuous Improvement Engineer 35,000-42,000 38,000 NPI Engineer 33,000-40,000 36,000 Manufacturing Engineer 30,000-40,000 36,000 Plant Engineer/Process Engineer 32,000-40,000 37,000 Production Engineer 30,000-37,000 35,000 ENGINEERING & MANUFACTURING Manufacturing engineering Midlands Range Typical Continuous Improvement Engineer 30,000-40,000 38,000 NPI Engineer 34,000-40,000 38,000 Manufacturing Engineer 35,000-43,000 39,000 Plant Engineer/Process Engineer 30,000-40,000 37,000 Production Engineer 30,000-38,000 34, Hays UK Salary & Recruiting Trends 2018

153 Hays UK Salary & Recruiting Trends

154 ENGINEERING & MANUFACTURING MECHANICAL ENGINEERING London Range Typical Design Manager 40,000-80,000 70,000 Mechanical Design Engineer Principal 50,000-66,000 56,000 Mechanical Design Engineer Senior 39,000-50,000 48,000 Mechanical Design Engineer Intermediate 34,000-40,000 38,000 Mechanical Design Engineer Graduate 26,000-32,000 31,500 North East England Range Typical Design Manager 55,000-70,000 65,000 Mechanical Design Engineer Principal 45,000-60,000 51,000 Mechanical Design Engineer Senior 36,000-45,000 42,000 Mechanical Design Engineer Intermediate 32,000-36,000 34,000 Mechanical Design Engineer Graduate 22,000-26,000 25,000 South East England Range Typical Design Manager 57,000-72,000 66,000 Mechanical Design Engineer Principal 47,000-60,000 53,000 Mechanical Design Engineer Senior 38,000-44,000 43,000 Mechanical Design Engineer Intermediate 34,000-40,000 36,000 Mechanical Design Engineer Graduate 26,000-32,000 29,000 North West England Range Typical Design Manager 55,000-70,000 64,000 Mechanical Design Engineer Principal 45,000-60,000 52,000 Mechanical Design Engineer Senior 36,000-45,000 41,000 Mechanical Design Engineer Intermediate 32,000-36,000 34,000 Mechanical Design Engineer Graduate 28,000-32,000 29,000 Southern England Range Typical Design Manager 55,000-70,000 63,000 Mechanical Design Engineer Principal 45,000-60,000 54,000 Mechanical Design Engineer Senior 36,000-45,000 42,000 Mechanical Design Engineer Intermediate 32,000-36,000 34,000 Mechanical Design Engineer Graduate 25,000-32,000 29,000 Northern Ireland Range Typical Design Manager 38,000-45,000 43,000 Mechanical Design Engineer Principal 35,000-42,000 39,000 Mechanical Design Engineer Senior 30,000-36,000 32,000 Mechanical Design Engineer Intermediate 25,000-32,000 27,000 Mechanical Design Engineer Graduate 22,000-26,000 23,500 ENGINEERING & MANUFACTURING Mechanical engineering/precision machining South West and Wales Range Typical Design Manager 55,000-70,000 63,000 Mechanical Design Engineer Principal 45,000-60,000 50,000 Mechanical Design Engineer Senior 36,000-45,000 41,000 Mechanical Design Engineer Intermediate 152 Hays UK Salary & Recruiting Trends ,000-36,000 34,000 Mechanical Design Engineer Graduate 25,000-30,000 28,000 Midlands Range Typical Design Manager 45,000-60,000 52,000 Mechanical Design Engineer Principal 45,000-55,000 50,000 Mechanical Design Engineer Senior 40,000-45,000 42,000 Mechanical Design Engineer Intermediate 30,000-37,000 32,000 Mechanical Design Engineer Graduate 20,000-35,000 24,000 Scotland Range Typical Design Manager 50,000-70,000 56,000 Mechanical Design Engineer Principal 45,000-55,000 52,000 Mechanical Design Engineer Senior 35,000-45,000 40,000 Mechanical Design Engineer Intermediate 30,000-40,000 36,000 Mechanical Design Engineer Graduate 22,000-30,000 27,000

155 ENGINEERING & MANUFACTURING PRECISION MACHINING London Range Typical Toolmaker 32,000-40,000 38,000 CMM Programmer 25,000-36,000 32,000 CNC Milling Programmer 25,000-35,000 28,000 CNC Turning Programmer 25,000-30,000 27,000 CNC Wire/EDM Programmer 24,000-29,000 27,000 Deburrer 18,000-22,000 20,000 Machine Operator 17,000-21,000 18,000 North East England Range Typical Toolmaker 25,000-35,000 33,000 CMM Programmer 23,000-35,000 29,000 CNC Milling Programmer 22,000-30,000 27,000 CNC Turning Programmer 22,000-30,000 25,000 CNC Wire/EDM Programmer 20,000-27,000 24,000 Deburrer 16,000-21,000 18,500 Machine Operator 15,000-18,000 16,500 South East England Range Typical Toolmaker 32,000-40,000 38,000 CMM Programmer 25,000-36,000 31,000 CNC Milling Programmer 25,000-35,000 28,000 CNC Turning Programmer 25,000-30,000 26,000 CNC Wire/EDM Programmer 24,000-29,000 27,000 Deburrer 18,000-22,000 20,000 Machine Operator 17,000-21,000 18,000 North West England Range Typical Toolmaker 28,000-35,000 33,000 CMM Programmer 23,000-33,000 29,000 CNC Milling Programmer 22,000-30,000 27,000 CNC Turning Programmer 20,000-27,000 24,000 CNC Wire/EDM Programmer 20,000-25,000 23,000 Deburrer 16,000-20,000 18,000 Machine Operator 15,000-18,000 16,000 Southern England Range Typical Toolmaker 32,000-40,000 37,000 CMM Programmer 25,000-36,000 31,000 CNC Milling Programmer 25,000-35,000 28,000 CNC Turning Programmer 25,000-30,000 26,000 CNC Wire/EDM Programmer 24,000-29,000 26,000 Deburrer 18,000-22,000 20,000 Machine Operator 17,000-21,000 17,500 Northern Ireland Range Typical Toolmaker 24,000-30,000 26,000 CMM Programmer 26,000-32,000 28,000 CNC Milling programmer 28,000-35,000 32,000 CNC Turning Programmer 28,000-35,000 32,000 CNC Wire/EDM Programmer 32,000-38,000 36,000 Deburrer 18,000-24,000 23,000 Machine Operator 20,000-26,000 22,000 South West and Wales Range Typical Toolmaker 25,000-35,000 33,000 CMM Programmer 23,000-35,000 30,000 CNC Milling Programmer 22,000-30,000 28,000 CNC Wire/EDM Programmer 22,000-30,000 26,000 CNC Turning Programmer 20,000-27,000 25,000 Deburrer 16,000-21,000 19,000 Machine Operator 15,000-18,000 16,500 Scotland Range Typical Toolmaker 27,000-35,000 32,000 CMM Programmer 23,000-33,000 29,000 CNC Milling Programmer 22,000-30,000 27,000 CNC Turning Programmer 20,000-26,000 24,000 CNC Wire/EDM Programmer 20,000-25,000 23,000 Deburrer 16,000-20,000 18,000 Machine Operator 15,000-18,000 16,000 Midlands Range Typical Toolmaker 25,000-35,000 33,000 CMM Programmer 23,000-35,000 29,000 CNC Milling Programmer 22,000-30,000 27,000 CNC Turning Programmer 22,000-30,000 25,000 CNC Wire/EDM Programmer 20,000-27,000 24,000 Deburrer 16,000-21,000 19,000 Machine Operator 15,000-18,000 16,500 Hays UK Salary & Recruiting Trends

156 ENGINEERING & MANUFACTURING PROCESS ENGINEERING London Range Typical Nuclear Safety Case Engineer 30,000-70,000 60,000 Process Analyst 33,000-52,000 42,000 Chemical Process Engineer Senior 38,000-60,000 50,000 Chemical Process Engineer Intermediate 38,000-46,000 41,000 Chemical Process Engineer Graduate 28,000-34,000 32,000 Chemical Engineer Senior 38,000-60,000 46,000 Chemical Engineer Intermediate 33,000-40,000 36,000 Chemical Engineer Graduate 28,000-34,000 32,000 South West and Wales Range Typical Nuclear Safety Case Engineer 28,000-60,000 42,000 Process Analyst 30,000-48,000 38,000 Chemical Process Engineer Senior 35,000-55,000 45,000 Chemical Process Engineer Intermediate 35,000-42,000 38,000 Chemical Process Engineer Graduate 22,000-28,000 25,000 Chemical Engineer Senior 35,000-55,000 42,000 Chemical Engineer Intermediate 32,000-35,000 33,000 Chemical Engineer Graduate 22,000-28,000 25,000 South East England Range Typical Nuclear Safety Case Engineer 28,000-64,000 55,000 Process Analyst 30,000-48,000 40,000 Chemical Process Engineer Senior 35,000-55,000 46,000 Chemical Process Engineer Intermediate 32,000-40,000 36,000 Chemical Process Engineer Graduate 26,000-30,000 28,000 Chemical Engineer Senior 35,000-55,000 44,000 Chemical Engineer Intermediate 32,000-37,000 34,000 Chemical Engineer Graduate 26,000-30,000 28,000 Midlands Range Typical Nuclear Safety Case Engineer 28,000-60,000 53,000 Process Analyst 30,000-48,000 38,000 Chemical Process Engineer Senior 35,000-55,000 45,000 Chemical Process Engineer Intermediate 35,000-42,000 38,000 Chemical Process Engineer Graduate 22,000-28,000 25,000 Chemical Engineer Senior 35,000-55,000 42,000 Chemical Engineer Intermediate 32,000-35,000 33,000 Chemical Engineer Graduate 22,000-28,000 25,000 Southern England Range Typical Nuclear Safety Case Engineer 28,000-60,000 55,000 Process Analyst 30,000-48,000 38,000 Chemical Process Engineer Senior 35,000-55,000 47,000 Chemical Process Engineer Intermediate 35,000-42,000 38,000 Chemical Process Engineer Graduate 22,000-28,000 25,000 Chemical Engineer Senior 35,000-55,000 45,000 Chemical Engineer Intermediate 32,000-35,000 33,000 Chemical Engineer Graduate 22,000-28,000 25,000 North East England Range Typical Nuclear Safety Case Engineer 28,000-60,000 45,000 Process Analyst 30,000-48,000 38,000 Chemical Process Engineer Senior 35,000-55,000 45,000 Chemical Process Engineer Intermediate 35,000-42,000 38,000 Chemical Process Engineer Graduate 26,000-32,000 28,000 Chemical Engineer Senior 35,000-55,000 42,000 Chemical Engineer Intermediate 32,000-35,000 33,000 Chemical Engineer Graduate 26,000-32,000 28,000 ENGINEERING & MANUFACTURING Process engineering 154 Hays UK Salary & Recruiting Trends 2018

157 North West England Range Typical Nuclear Safety Case Engineer 28,000-60,000 42,000 Process Analyst 30,000-48,000 38,000 Chemical Process Engineer Senior 35,000-55,000 45,000 Chemical Process Engineer Intermediate 35,000-42,000 38,000 Chemical Process Engineer Graduate 26,000-32,000 28,000 Chemical Engineer Senior 35,000-55,000 42,000 Chemical Engineer Intermediate 32,000-35,000 33,000 Chemical Engineer Graduate 26,000-32,000 28,000 Northern Ireland Range Typical Nuclear Safety Case Engineer Process Analyst 25,000-29,000 28,000 Chemical Process Engineer Senior 32,000-36,000 35,000 Chemical Process Engineer Intermediate 25,000-30,000 27,000 Chemical Process Engineer Graduate 22,000-26,000 24,000 Chemical Engineer Senior 30,000-36,000 33,000 Chemical Engineer Intermediate 25,000-29,000 27,000 Chemical Engineer Graduate 22,000-26,000 24,000 Scotland Range Typical Nuclear Safety Case Engineer 35,000-50,000 45,000 Process Analyst 32,000-42,000 36,000 Chemical Process Engineer Senior 40,000-60,000 50,000 Chemical Process Engineer Intermediate 30,000-40,000 36,000 Chemical Process Engineer Graduate 24,000-30,000 26,000 Chemical Engineer Senior 40,000-60,000 50,000 Chemical Engineer Intermediate 30,000-40,000 35,000 Chemical Engineer Graduate 24,000-30,000 26,000 Hays UK Salary & Recruiting Trends

158 ENGINEERING & MANUFACTURING QUALITY ENGINEERING London Range Typical Quality Manager 38,000-55,000 50,000 Supplier Quality Engineer Lead 38,000-46,000 45,000 Supplier Quality Engineer Senior 33,000-41,000 38,000 Supplier Quality Engineer Intermediate 24,000-35,000 32,000 Supplier Quality Engineer Graduate 26,000-32,000 30,000 Quality Engineer Lead 38,000-44,000 41,000 Quality Engineer Senior 31,000-44,000 38,000 Quality Engineer Intermediate 27,000-38,000 33,000 Quality Engineer Graduate 24,000-32,000 30,000 Quality Technician 18,000-26,000 25,000 South West and Wales Range Typical Quality Manager 35,000-45,000 42,000 Supplier Quality Engineer Lead 34,000-42,000 40,000 Supplier Quality Engineer Senior 34,000-42,000 35,000 Supplier Quality Engineer Intermediate 22,000-32,000 29,000 Supplier Quality Engineer Graduate 22,000-28,000 25,000 Quality Engineer Lead 34,000-40,000 38,000 Quality Engineer Senior 28,000-40,000 35,000 Quality Engineer Intermediate 25,000-35,000 30,000 Quality Engineer Graduate 22,000-28,000 26,000 Quality Technician 18,000-25,000 21,500 South East England Range Typical Quality Manager 37,000-55,000 50,000 Supplier Quality Engineer Lead 35,000-55,000 48,000 Supplier Quality Engineer Senior 30,000-42,000 38,000 Supplier Quality Engineer Intermediate 27,000-35,000 32,000 Supplier Quality Engineer Graduate 26,000-29,000 27,000 Quality Engineer Lead 36,000-47,000 45,000 Quality Engineer Senior 30,000-42,000 37,000 Quality Engineer Intermediate 27,000-35,000 32,000 Quality Engineer Graduate 26,000-29,000 27,000 Quality Technician 18,000-25,000 23,000 Midlands Range Typical Quality Manager 40,000-55,000 47,500 Supplier Quality Engineer Lead 40,000-46,000 43,000 Supplier Quality Engineer Senior 36,000-42,000 41,000 Supplier Quality Engineer Intermediate 32,000-38,000 36,500 Supplier Quality Engineer Graduate 26,000-32,000 30,000 Quality Engineer Lead 38,000-42,000 40,000 Quality Engineer Senior 36,000-42,000 38,000 Quality Engineer Intermediate 30,000-37,000 35,000 Quality Engineer Graduate 24,000-32,000 28,000 Quality Technician 20,000-28,000 25,000 ENGINEERING & MANUFACTURING Quality engineering Southern England Range Typical Quality Manager 35,000-47,500 45,000 Supplier Quality Engineer Lead 36,000-45,000 41,000 Supplier Quality Engineer Senior 36,000-45,000 38,500 Supplier Quality Engineer Intermediate 156 Hays UK Salary & Recruiting Trends ,000-34,000 32,000 Supplier Quality Engineer Graduate 24,000-29,000 27,000 Quality Engineer Lead 36,000-45,000 40,000 Quality Engineer Senior 30,000-40,000 35,000 Quality Engineer Intermediate 27,000-38,000 32,000 Quality Engineer Graduate 22,000-28,000 25,000 Quality Technician 18,000-25,000 22,000 North East England Range Typical Quality Manager 40,000-60,000 48,000 Supplier Quality Engineer Lead 36,000-40,000 38,000 Supplier Quality Engineer Senior 32,000-38,000 35,000 Supplier Quality Engineer Intermediate 27,000-33,000 31,000 Supplier Quality Engineer Graduate 24,000-28,000 27,000 Quality Engineer Lead 40,000-50,000 42,000 Quality Engineer Senior 30,000-45,000 33,000 Quality Engineer Intermediate 30,000-35,000 32,000 Quality Engineer Graduate 25,000-30,000 29,000 Quality Technician 20,000-28,000 25,000

159 North West England Range Typical Quality Manager 35,000-45,000 40,000 Supplier Quality Engineer Lead 35,000-42,000 39,000 Supplier Quality Engineer Senior 32,000-38,000 37,000 Supplier Quality Engineer Intermediate 30,000-35,000 33,000 Supplier Quality Engineer Graduate 25,000-30,000 27,000 Quality Engineer Lead 34,000-38,000 37,000 Quality Engineer Senior 30,000-38,000 35,000 Quality Engineer Intermediate 28,000-35,000 32,000 Quality Engineer Graduate 22,000-28,000 27,000 Quality Technician 20,000-25,000 24,000 Northern Ireland Range Typical Quality Manager 35,000-39,000 37,000 Supplier Quality Engineer Lead 33,000-36,500 35,000 Supplier Quality Engineer Senior 33,000-36,500 35,000 Supplier Quality Engineer Intermediate 26,000-33,000 30,000 Supplier Quality Engineer Graduate 22,000-26,000 23,500 Quality Engineer Lead 30,000-37,000 35,000 Quality Engineer Senior 30,000-35,000 33,500 Quality Engineer Intermediate 26,000-32,000 29,000 Quality Engineer Graduate 22,000-26,000 23,000 Quality Technician 18,000-24,000 22,500 Scotland Range Typical Quality Manager 40,000-50,000 47,000 Supplier Quality Engineer Lead 35,000-41,000 37,000 Supplier Quality Engineer Senior 32,000-37,000 34,000 Supplier Quality Engineer Intermediate 25,000-32,000 29,000 Supplier Quality Engineer Graduate 20,000-26,000 23,000 Quality Engineer Lead 40,000-50,000 45,000 Quality Engineer Senior 35,000-45,000 41,000 Quality Engineer Intermediate 32,000-42,000 36,000 Quality Engineer Graduate 22,000-26,000 23,000 Quality Technician 22,000-30,000 26,000 Hays UK Salary & Recruiting Trends

160 ENGINEERING & MANUFACTURING SHEET METAL London Range Typical Platers 23,000-36,000 29,000 Fabricator/Welder 22,000-28,000 27,000 Inspector 22,000-28,000 27,000 CNC Laser/Punch/Press Brake 19,000-25,000 22,000 Fettler/Linisher 17,000-23,000 20,000 Production Welder 18,000-20,000 19,000 North East England Range Typical Platers 20,000-30,000 25,000 Fabricator/Welder 19,000-25,000 23,000 Inspector 19,000-24,000 21,000 CNC Laser/Punch/Press Brake 18,000-23,000 20,000 Fettler/Linisher 15,000-20,000 18,000 Production Welder 16,000-18,000 17,000 South East England Range Typical Platers 21,000-31,000 27,000 Fabricator/Welder 20,000-28,000 26,000 Inspector 20,000-26,000 25,000 CNC Laser/Punch/Press Brake 18,000-23,000 21,000 Fettler/Linisher 16,000-22,000 19,500 Production Welder 17,000-19,000 18,500 North West England Range Typical Platers 20,000-30,000 25,000 Fabricator/Welder 19,000-25,000 24,000 Inspector 19,000-25,000 23,000 CNC Laser/Punch/Press Brake 18,000-23,000 20,000 Fettler/Linisher 15,000-20,000 18,000 Production Welder 16,000-18,000 17,000 Southern England Range Typical Platers 22,000-33,000 28,000 Fabricator/Welder 20,000-28,000 27,000 Inspector 21,000-26,000 25,000 CNC Laser/Punch/Press Brake 18,000-24,000 21,000 Fettler/Linisher 16,000-20,000 19,500 Production Welder 17,000-20,000 18,500 Northern Ireland Range Typical Platers 25,000-33,000 27,500 Fabricator/Welder 15,000-25,000 20,000 Inspector 15,000-25,000 20,000 CNC Laser/Punch/Press Brake 15,000-25,000 20,000 Fettler/Linisher 15,000-25,000 20,000 Production Welder 15,000-25,000 20,000 South West and Wales Range Typical Platers 20,000-30,000 26,000 Fabricator/Welder 20,000-28,000 25,000 Inspector 19,000-25,000 23,000 CNC Laser/Punch/Press Brake 17,000-22,000 19,000 Fettler/Linisher 15,000-20,000 18,000 Production Welder 16,000-18,000 17,000 Scotland Range Typical Platers 21,000-29,000 25,000 Fabricator/Welder 18,000-25,000 23,000 Inspector 19,000-25,000 24,000 CNC Laser/Punch/Press Brake 19,000-23,000 21,000 Fettler/Linisher 17,000-23,000 19,500 Production Welder 15,000-19,000 18,500 ENGINEERING & MANUFACTURING Sheet metal Midlands Range Typical Platers 20,000-30,000 26,500 Fabricator/Welder 20,000-28,000 25,000 Inspector 20,000-25,000 23,000 CNC Laser/Punch/Press Brake 17,000-22,000 20,000 Fettler/Linisher 15,000-20,000 18,000 Production Welder 18,000-20,000 19, Hays UK Salary & Recruiting Trends 2018

161 Hays UK Salary & Recruiting Trends

162 HUMAN RESOURCES CENTRAL TO STRATEGY As competition for talent peaks, retaining and developing current employees continues to be high on most organisations agendas, and activity for the HR function looks set to remain high. HUMAN RESOURCES Overview A complex landscape driving HR activity The vast majority (90%) of HR employers predict activity levels to increase or stay the same over the next 12 months. Looking closer at this figure, half predict an increase. 40% anticipate activity levels will remain the same, which is higher than the overall UK average of 36%. The anticipation of consistently high activity levels is likely due to wider economic challenges, such as skills shortages and low unemployment rates, which combined with an ongoing demand for talent is necessitating every function within the HR profession to help drive forward business performance. The focus on ensuring employee value propositions, training and development and total reward packages are targeted across multiple generations and continually improving, means the function will be key to organisations gaining a competitive advantage. Furthermore, the continued impact of legislation, such as the Apprenticeship Levy, may also necessitate HR professionals to widen their remits, albeit not always requiring a boost in headcount. Permanent hires prioritised, but contract work increasing Almost three-quarters (71%) of HR employers expect to hire permanent staff in the next year, higher than the overall UK average of 59%. This is typical for the function due to its role in creating and sustaining an enduring workplace culture which requires professionals with a long-term outlook. Yet over a third (36%) of HR employers also expect to hire temporary, contract or interim staff, notably above the overall UK average of 29%. This is in part due to a large number of change and restructure programmes. These may not always result in the need for permanent HR professionals, but often require contract professionals to support transformation in the short term, especially those with change management and TUPE experience. Increased investment in training to mitigate skills shortages Prevalent skills shortages within HR may affect recruitment plans, especially when set against a wider backdrop of reduced immigration and an increasingly tight labour market. Nearly a quarter (24%) of HR employers feel they do not have the talent needed to achieve current business objectives, and 68% expect their primary recruitment challenge in 2018 to be a shortage of suitable candidates, which is up from 60% last year. 160 Hays UK Salary & Recruiting Trends 2018

163 To help negate the effects of increasingly acute skills shortages, there has been a greater emphasis upon training and development. Over two-fifths (28%) of HR employers have increased their training budget, up from just 13% last year, as they look to upskill current employees and train less-experienced candidates to fill roles where skills are in shortest supply. Furthermore, over a third (35%) plan to recruit apprentices, as opposed to 20% last year, again to help close the skills gaps. Demand for learning and development professionals who can ensure these aims are met has risen dramatically over the past year. By the nature of their role, HR professionals are likely to be aware of the impact that effective training can have on an individual s career progression. As such, organisations should ensure potential and current staff are aware of formal training opportunities, and utilise this as a key part of their attraction and retention strategy. Renewed focus on total reward packages The percentage of HR professionals looking to move jobs within the next 12 months (57%) is similar to last year (58%). This is despite efforts to improve total reward packages, with three quarters of HR employers increasing salaries in the last 12 months, a sizeable growth from last year (66%). Although overall HR salaries have grown by an average of 1.2%, over half (56%) of employees remain dissatisfied with their salary. In keeping with the renewed focus on attraction, retention and talent management, there is significant demand for talent and resourcing professionals, as well as reward and benefits specialists. Consequently, these areas have seen notable salary increases. An opportunity to develop career progression Significantly fewer HR professionals (45%) see scope for career progression in their current role than last year (55%) or than the overall UK average (50%). There is, therefore, an opportunity for organisations to further enhance their HR employee offering by promoting clear pathways of progression and emphasising long-term career prospects within their own teams, not only in their wider organisation. HR professionals are programmed to think about others within their organisations. However, they should also be sure to focus on their own teams, and ensure they are retaining, attracting and motivating crucial HR talent. HR employers must also highlight to senior internal stakeholders the tangible commercial benefits the function brings and seek to get involved HR in strategic decision making, which will be invaluable to organisations as we move closer to Brexit. However, greater investment in retention and reward strategies has led to increased confidence from HR employers that their organisations will attract skilled professionals. This is evidenced by fewer HR employers saying they expect to face competition from other organisations this year, down to 51% from 59% last year. Survey highlights for human resources Employers Employees 1.2% average salary increase 57% expect to move jobs within 12 months expect their organisation s activity levels to increase or stay the same 90% over the next 12 months 56% are not satisfied with their salaries 80% plan on recruiting staff over the next 12 months 55% feel there is no scope for progression within their organisation 68% say their top challenge when recruiting is a shortage of suitable applicants 60% rate their work-life balance as positive Hays UK Salary & Recruiting Trends

164 HUMAN RESOURCES GENERALIST London Commerce and industry Public sector HR generalist Range Typical Range Typical HR Director (Corporate) 100, , ,000 HR Director (SME) 80, , ,000 HR Director 70, ,000 88,000 Head of HR 60,000-85,000 80,000 50,000-70,000 65,000 HR Business Partner 55,000-90,000 65,000 42,000-60,000 55,000 HR Manager 45,000-65,000 55,000 40,000-60,000 45,000 HR Officer/Advisor 30,000-42,000 37,000 28,000-38,000 35,000 HR Coordinator 25,000-30,000 28,000 25,000-28,000 27,000 HR Assistant/Administrator 22,000-30,000 25,000 22,000-27,000 25,000 Employee relations/ir Range Typical Range Typical Head of ER/IR 70, ,000 90,000 45,000-70,000 65,000 Manager 45,000-65,000 60,000 40,000-52,000 50,000 Specialist 28,000-43,000 40,000 35,000-50,000 38,000 Organisational development Range Typical Range Typical Head of OD 70, ,000 85,000 50,000-75,000 70,000 Manager 55,000-80,000 70,000 45,000-65,000 58,000 Equality and diversity Range Typical Range Typical Head of Equality & Diversity 55,000-70,000 65,000 Manager 45,000-65,000 60,000 Officer/Advisor 30,000-40,000 35,000 South East England Commerce and industry Public sector HR generalist Range Typical Range Typical HR Director 80, ,000 85,000 70,000-90,000 78,000 Head of HR 60,000-80,000 68,000 55,000-75,000 63,000 HR Business Partner 40,000-60,000 50,000 40,000-55,000 45,000 HR Manager 38,000-50,000 48,000 35,000-50,000 42,000 HR Officer/Advisor 25,000-35,000 33,000 25,000-30,000 27,000 HR Coordinator 25,000-30,000 28,000 25,000-28,000 27,000 HR Assistant/Administrator 20,000-24,000 23,000 20,000-24,000 23,000 Employee relations/ir Range Typical Range Typical Head of ER/IR 50,000-80,000 73,000 50,000-80,000 64,000 Manager 40,000-60,000 47,000 40,000-60,000 45,000 Specialist 30,000-40,000 35,000 23,000-40,000 33,000 HUMAN RESOURCES Generalist Organisational development Range Typical Range Typical Head of OD 60,000-90,000 75,000 60,000-90,000 65,000 Manager 50,000-70,000 62,000 50,000-70,000 52,000 Equality and diversity Range Typical Range Typical Head of Equality & Diversity 50,000-65,000 62,000 Manager 40,000-50,000 45,000 Officer/Advisor 25,000-38,000 32,000 NOTE: Absence of figures denotes insufficient data or role not applicable. 162 Hays UK Salary & Recruiting Trends 2018

165 East of England Commerce and industry Public sector HR generalist Range Typical Range Typical HR Director 60, ,000 85,000 60,000-85,000 74,000 Head of HR 50,000-80,000 67,000 50,000-75,000 61,000 HR Business Partner 40,000-75,000 50,000 38,000-60,000 48,000 HR Manager 35,000-65,000 48,000 35,000-50,000 43,000 HR Officer/Advisor 25,000-37,500 33,000 22,000-35,000 32,000 HR Coordinator 20,000-26,000 25,000 20,000-24,000 23,000 HR Assistant/Administrator 18,000-24,000 23,000 18,000-25,000 21,000 Employee relations/ir Range Typical Range Typical Head of ER/IR 55,000-80,000 73,000 50,000-65,000 61,000 Manager 40,000-58,000 47,000 40,000-60,000 45,000 Specialist 25,000-40,000 33,000 23,000-35,000 31,000 Organisational development Range Typical Range Typical Head of OD 65,000-80,000 72,000 55,000-75,000 63,000 Manager 50,000-75,000 60,000 45,000-60,000 52,000 Equality and diversity Range Typical Range Typical Head of Equality & Diversity 45,000-60,000 54,000 Manager 38,000-45,000 41,000 Officer/Advisor 23,000-35,000 30,000 South West England Commerce and industry Public sector HR generalist Range Typical Range Typical HR Director 55, ,000 85,000 60,000-90,000 80,000 Head of HR 50,000-80,000 65,000 45,000-80,000 60,000 HR Business Partner 42,000-70,000 50,000 40,000-50,000 45,000 HR Manager 40,000-70,000 48,000 40,000-50,000 42,000 HR Officer/Advisor 25,000-38,000 35,000 25,000-38,000 35,000 HR Coordinator 24,000-26,000 25,000 20,000-25,000 23,000 HR Assistant/Administrator 18,000-25,000 22,000 18,000-25,000 20,000 Employee relations/ir Range Typical Range Typical Head of ER/IR 45,000-65,000 60,000 35,000-60,000 50,000 Manager 38,000-50,000 42,000 30,000-45,000 40,000 Specialist 30,000-38,000 36,000 25,000-32,000 30,000 Organisational development Range Typical Range Typical Head of OD 50,000-80,000 60,000 45,000-70,000 58,000 Manager 47,000-60,000 52,000 40,000-55,000 47,000 Equality and diversity Range Typical Range Typical Head of Equality & Diversity 40,000-60,000 50,000 Manager 35,000-50,000 40,000 Officer/Advisor 25,000-35,000 30,000 Hays UK Salary & Recruiting Trends

166 HUMAN RESOURCES GENERALIST Wales Commerce and industry Public sector HR generalist Range Typical Range Typical HR Director 60, ,000 65,000 50,000-90,000 60,000 Head of HR 45,000-70,000 50,000 40,000-65,000 50,000 HR Business Partner 35,000-45,000 42,000 30,000-45,000 40,000 HR Manager 30,000-50,000 42,000 30,000-45,000 38,000 HR Officer/Advisor 22,000-32,000 30,000 22,000-30,000 28,000 HR Coordinator 22,000-25,000 23,000 20,000-25,000 22,000 HR Assistant/Administrator 16,000-22,000 18,000 16,000-20,000 17,500 Employee relations/ir Range Typical Range Typical Head of ER/IR 38,000-60,000 52,000 38,000-52,000 50,000 Manager 35,000-50,000 42,000 35,000-50,000 40,000 Specialist 28,000-35,000 30,000 27,000-35,000 28,000 Organisational development Range Typical Range Typical Head of OD 50,000-80,000 65,000 40,000-60,000 50,000 Manager 45,000-60,000 51,000 32,000-45,000 35,000 Equality and diversity Range Typical Range Typical Head of Equality & Diversity 40,000-50,000 45,000 Manager 28,000-45,000 35,000 Officer/Advisor 20,000-28,000 26,000 West Midlands Commerce and industry Public sector HR generalist Range Typical Range Typical HR Director 60, ,000 75,000 60, ,000 72,000 Head of HR 45,000-80,000 65,000 45,000-70,000 58,000 HR Business Partner 40,000-55,000 45,000 35,000-50,000 40,000 HR Manager 38,000-48,000 44,000 35,000-48,000 40,000 HR Officer/Advisor 25,000-35,000 30,000 25,000-32,000 29,000 HR Coordinator 19,000-23,000 21,000 18,000-22,000 20,000 HR Assistant/Administrator 17,000-22,000 20,000 17,000-22,000 19,000 Employee relations/ir Range Typical Range Typical Head of ER/IR 45,000-65,000 52,000 45,000-60,000 50,000 Manager 35,000-50,000 43,000 35,000-45,000 40,000 Specialist 27,000-38,000 31,500 25,000-32,000 30,000 Organisational development Range Typical Range Typical Head of OD 55,000-75,000 65,000 50,000-65,000 58,000 Manager 40,000-55,000 50,000 38,000-50,000 47,000 HUMAN RESOURCES Generalist Equality and diversity Range Typical Range Typical Head of Equality & Diversity 40,000-65,000 52,500 Manager 35,000-48,000 42,000 Officer/Advisor 24,000-30,000 27,500 NOTE: Absence of figures denotes insufficient data or role not applicable. 164 Hays UK Salary & Recruiting Trends 2018

167 East Midlands Commerce and industry Public sector HR generalist Range Typical Range Typical HR Director 70, ,000 85,000 65,000-95,000 83,000 Head of HR 50,000-70,000 60,000 50,000-65,000 60,000 HR Business Partner 35,000-70,000 45,000 35,000-50,000 40,000 HR Manager 33,000-55,000 42,000 30,000-45,000 36,000 HR Officer/Advisor 27,000-35,000 32,000 25,000-32,000 30,000 HR Coordinator 20,000-27,000 25,000 20,000-26,000 24,000 HR Assistant/Administrator 17,000-25,000 21,000 16,000-21,000 19,000 Employee relations/ir Range Typical Range Typical Head of ER/IR 45,000-60,000 53,000 45,000-60,000 50,000 Manager 40,000-50,000 45,000 35,000-50,000 45,000 Specialist 28,000-35,000 32,000 26,000-32,000 30,000 Organisational development Range Typical Range Typical Head of OD 55,000-75,000 65,000 55,000-70,000 65,000 Manager 40,000-60,000 50,000 40,000-55,000 48,000 Equality and diversity Range Typical Range Typical Head of Equality & Diversity 45,000-55,000 52,000 Manager 35,000-45,000 40,000 Officer/Advisor 25,000-35,000 30,000 Yorkshire and the Humber Commerce and industry Public sector HR generalist Range Typical Range Typical HR Director 60, ,000 85,000 50,000-70,000 60,000 Head of HR 50,000-75,000 63,000 45,000-65,000 50,000 HR Business Partner 35,000-65,000 45,000 32,000-45,000 40,000 HR Manager 30,000-50,000 37,000 30,000-45,000 35,000 HR Officer/Advisor 23,000-35,000 28,000 22,000-34,000 28,000 HR Coordinator 18,000-25,000 22,000 18,000-25,000 22,000 HR Assistant/Administrator 16,000-23,000 18,000 16,000-20,000 18,000 Employee relations/ir Range Typical Range Typical Head of ER/IR 55,000-65,000 60,000 50,000-60,000 55,000 Manager 40,000-55,000 50,000 30,000-45,000 40,000 Specialist 28,000-40,000 30,000 25,000-38,000 29,000 Organisational development Range Typical Range Typical Head of OD 50,000-70,000 60,000 45,000-65,000 55,000 Manager 35,000-50,000 45,000 35,000-50,000 45,000 Equality and diversity Range Typical Range Typical Head of Equality & Diversity 45,000-60,000 52,000 Manager 35,000-50,000 40,000 Officer/Advisor 25,000-35,000 30,000 Hays UK Salary & Recruiting Trends

168 HUMAN RESOURCES GENERALIST North East England Commerce and industry Public sector HR generalist Range Typical Range Typical HR Director 60,000-85,000 75,000 55,000-70,000 65,000 Head of HR 45,000-68,000 58,000 45,000-55,000 50,000 HR Business Partner 35,000-50,000 43,000 32,000-45,000 42,000 HR Manager 35,000-45,000 38,000 32,000-40,000 35,000 HR Officer/Advisor 23,000-35,000 28,000 22,000-34,000 28,000 HR Coordinator 18,000-25,000 22,000 18,000-25,000 22,000 HR Assistant/Administrator 16,000-23,000 20,000 16,000-23,000 19,000 Employee relations/ir Range Typical Range Typical Head of ER/IR 50,000-70,000 65,000 50,000-60,000 55,000 Manager 40,000-55,000 48,000 35,000-50,000 40,000 Specialist 24,000-35,000 32,000 22,000-32,000 28,000 Organisational development Range Typical Range Typical Head of OD 48,000-65,000 60,000 45,000-65,000 60,000 Manager 38,000-45,000 43,000 35,000-45,000 43,000 Equality and diversity Range Typical Range Typical Head of Equality & Diversity 45,000-60,000 52,000 Manager 35,000-50,000 38,000 Officer/Advisor 25,000-35,000 29,000 North West England Commerce and industry Public sector HR generalist Range Typical Range Typical HR Director 70, ,000 85,000 70, ,000 75,000 Head of HR 50,000-82,000 65,000 50,000-80,000 60,000 HR Business Partner 40,000-70,000 48,000 35,000-55,000 47,000 HR Manager 35,000-55,000 42,000 35,000-40,000 38,000 HR Officer/Advisor 25,000-38,000 33,000 23,000-30,000 27,000 HR Coordinator 22,000-26,000 24,000 22,000-25,000 23,000 HR Assistant/Administrator 17,000-26,000 23,000 16,000-25,000 21,000 Employee relations/ir Range Typical Range Typical Head of ER/IR 55,000-90,000 75,000 50,000-75,000 60,000 Manager 50,000-75,000 55,000 40,000-45,000 42,000 Specialist 30,000-55,000 35,000 28,000-32,000 29,000 Organisational development Range Typical Range Typical Head of OD 55,000-80,000 70,000 55,000-75,000 65,000 Manager 35,000-60,000 50,000 45,000-55,000 47,000 HUMAN RESOURCES Generalist Equality and diversity Range Typical Range Typical Head of Equality & Diversity 50,000-70,000 60,000 Manager 40,000-45,000 42,000 Officer/Advisor 28,000-34,000 32,000 NOTE: Absence of figures denotes insufficient data or role not applicable. 166 Hays UK Salary & Recruiting Trends 2018

169 Northern Ireland Commerce and industry Public sector HR generalist Range Typical Range Typical HR Director 55,000-75,000 63,000 40,000-65,000 58,000 Head of HR 45,000-65,000 50,000 48,000-60,000 51,500 HR Business Partner 32,000-45,000 39,000 30,000-45,000 36,000 HR Manager 35,000-45,000 38,000 28,000-40,000 31,000 HR Officer/Advisor 24,000-33,000 28,000 20,000-28,000 24,500 HR Coordinator 22,000-28,000 24,000 19,000-25,000 21,000 HR Assistant/Administrator 18,000-24,000 19,000 15,000-21,000 18,000 Employee relations/ir Range Typical Range Typical Head of ER/IR 48,000-68,000 50,000 40,000-50,000 45,000 Manager 38,000-50,000 39,000 28,000-42,000 33,000 Specialist 26,000-32,000 28,000 20,000-30,000 25,000 Organisational development Range Typical Range Typical Head of OD 55,000-70,000 58,000 35,000-58,000 40,500 Manager 40,000-50,000 46,000 26,000-36,000 31,000 Equality and diversity Range Typical Range Typical Head of Equality & Diversity 42,000-50,000 44,000 Manager 28,000-38,000 32,000 Officer/Advisor 21,000-26,500 22,500 Scotland Commerce and industry Public sector HR generalist Range Typical Range Typical HR Director 65,000-90,000 75,000 60,000-85,000 68,000 Head of HR 52,000-67,000 57,000 45,000-60,000 52,000 HR Business Partner 40,000-65,000 52,000 40,000-55,000 48,000 HR Manager 35,000-52,000 45,000 28,000-45,000 38,000 HR Officer/Advisor 24,000-33,000 30,000 23,000-32,000 28,000 HR Coordinator 22,000-28,000 26,000 22,000-27,000 25,000 HR Assistant/Administrator 18,000-24,000 22,000 18,000-24,000 20,000 Employee relations/ir Range Typical Range Typical Head of ER/IR 48,000-68,000 62,000 42,000-62,000 53,000 Manager 38,000-50,000 45,000 38,000-48,000 42,000 Specialist 26,000-32,000 29,000 23,000-31,000 28,000 Organisational development Range Typical Range Typical Head of OD 55,000-75,000 68,000 45,000-70,000 60,000 Manager 40,000-55,000 48,000 35,000-58,000 45,000 Equality and diversity Range Typical Range Typical Head of Equality & Diversity 40,000-50,000 45,000 Manager 35,000-45,000 40,000 Officer/Advisor 26,000-32,000 28,000 Hays UK Salary & Recruiting Trends

170 HUMAN RESOURCES LEARNING & DEVELOPMENT London Commerce and industry Public sector Range Typical Range Typical Training/L&D Director 80, ,000 90,000 70,000-80,000 75,000 Head of Training/L&D 70,000-90,000 85,000 50,000-70,000 65,000 Training/L&D Manager 45,000-75,000 59,000 45,000-55,000 48,500 Training/L&D Officer 30,000-45,000 38,000 30,000-38,000 35,000 Training/L&D Coordinator 27,000-40,000 32,000 25,000-32,000 26,500 South East England Commerce and industry Public sector Range Typical Range Typical Training/L&D Director 65,000-90,000 75,000 50,000-80,000 70,000 Head of Training/L&D 50,000-65,000 60,000 45,000-70,000 60,000 Training/L&D Manager 38,000-55,000 48,000 40,000-45,000 44,000 Training/L&D Officer 25,000-35,000 32,000 25,000-35,000 30,000 Training/L&D Coordinator 20,000-25,000 24,000 18,000-26,000 24,000 East of England Commerce and industry Public sector Range Typical Range Typical Training/L&D Director 65, ,000 75,000 65,000-90,000 70,000 Head of Training/L&D 50,000-70,000 60,000 45,000-70,000 60,000 Training/L&D Manager 35,000-55,000 46,000 37,000-45,000 42,000 Training/L&D Officer 25,000-38,000 33,000 25,000-35,000 30,000 Training/L&D Coordinator 20,000-25,000 22,000 20,000-25,000 22,000 South West England Commerce and industry Public sector Range Typical Range Typical Training/L&D Director 60, ,000 75,000 65,000-90,000 70,000 Head of Training/L&D 55,000-70,000 65,000 45,000-70,000 58,000 Training/L&D Manager 40,000-55,000 43,000 35,000-40,000 38,000 Training/L&D Officer 30,000-38,000 35,000 30,000-38,000 31,500 Training/L&D Coordinator 19,000-26,000 23,000 19,000-25,000 22,000 HUMAN RESOURCES Learning and development 168 Hays UK Salary & Recruiting Trends 2018

171 Wales Commerce and industry Public sector Range Typical Range Typical Training/L&D Director 50,000-75,000 55,000 47,000-75,000 55,000 Head of Training/L&D 40,000-60,000 52,000 30,000-55,000 47,000 Training/L&D Manager 30,000-45,000 32,000 30,000-40,000 32,000 Training/L&D Officer 20,000-30,000 26,000 20,000-28,000 24,000 Training/L&D Coordinator 18,000-22,000 21,000 17,000-22,000 19,000 West Midlands Commerce and industry Public sector Range Typical Range Typical Training/L&D Director 60,000-80,000 70,000 50,000-75,000 65,000 Head of Training/L&D 45,000-65,000 52,500 40,000-55,000 52,000 Training/L&D Manager 35,000-50,000 46,000 30,000-48,000 45,000 Training/L&D Officer 25,000-35,000 31,000 25,000-35,000 31,000 Training/L&D Coordinator 18,000-24,000 21,500 17,000-25,000 20,500 East Midlands Commerce and industry Public sector Range Typical Range Typical Training/L&D Director 60,000-80,000 70,000 55,000-70,000 65,000 Head of Training/L&D 50,000-70,000 55,000 45,000-55,000 50,000 Training/L&D Manager 40,000-50,000 45,000 38,000-45,000 43,000 Training/L&D Officer 30,000-35,000 32,000 30,000-35,000 31,000 Training/L&D Coordinator 20,000-25,000 22,000 18,000-22,000 20,000 Yorkshire and the Humber Commerce and industry Public sector Range Typical Range Typical Training/L&D Director 70,000-90,000 82,000 45,000-65,000 60,000 Head of Training/L&D 50,000-70,000 60,000 40,000-70,000 50,000 Training/L&D Manager 35,000-55,000 42,000 30,000-45,000 40,000 Training/L&D Officer 22,000-33,000 29,000 18,000-30,000 27,000 Training/L&D Coordinator 18,000-25,000 23,000 18,000-25,000 22,000 Hays UK Salary & Recruiting Trends

172 HUMAN RESOURCES LEARNING & DEVELOPMENT North East England Commerce and industry Public sector Range Typical Range Typical Training/L&D Director 50,000-70,000 68,000 45,000-80,000 65,000 Head of Training/L&D 40,000-60,000 55,000 40,000-60,000 55,000 Training/L&D Manager 32,000-45,000 42,000 30,000-40,000 35,000 Training/L&D Officer 25,000-30,000 28,000 25,000-30,000 28,000 Training/L&D Coordinator 18,000-25,000 23,000 18,000-25,000 22,000 North West England Commerce and industry Public sector Range Typical Range Typical Training/L&D Director 60,000-90,000 75,000 60,000-70,000 65,000 Head of Training/L&D 50,000-70,000 65,000 50,000-70,000 57,000 Training/L&D Manager 38,000-58,000 47,500 35,000-45,000 40,000 Training/L&D Officer 25,000-38,000 30,000 26,000-30,000 28,000 Training/L&D Coordinator 18,000-26,000 25,000 20,000-24,000 22,000 Northern Ireland Commerce and industry Public sector Range Typical Range Typical Training/L&D Director 47,000-75,000 55,000 45,000-60,000 53,000 Head of Training/L&D 40,000-55,000 44,500 30,000-45,000 38,000 Training/L&D Manager 30,000-40,000 35,000 27,000-38,000 32,000 Training/L&D Officer 24,000-29,000 27,000 20,000-28,000 24,000 Training/L&D Coordinator 20,000-30,000 25,000 20,000-30,000 23,000 Scotland Commerce and industry Public sector Range Typical Range Typical Training/L&D Director 65,000-90,000 75,000 60,000-85,000 65,000 Head of Training/L&D 55,000-68,000 62,000 50,000-60,000 55,000 Training/L&D Manager 42,000-50,000 48,000 38,000-45,000 40,000 Training/L&D Officer 25,000-35,000 30,000 24,000-30,000 26,000 Training/L&D Coordinator 23,000-26,500 24,500 20,000-25,000 23,000 HUMAN RESOURCES Learning and development 170 Hays UK Salary & Recruiting Trends 2018

173 Hays UK Salary & Recruiting Trends

174 HUMAN RESOURCES REWARD London Commerce and industry Public sector Range Typical Range Typical Director of Reward 90, , ,000 70, ,000 82,000 Head of Reward 65, ,000 85,000 55,000-70,000 68,000 Reward Manager 45,000-80,000 58,000 50,000-60,000 55,000 Reward Analyst 30,000-50,000 40,000 35,000-45,000 40,000 South East England Commerce and industry Public sector Range Typical Range Typical Director of Reward 60, ,000 76,000 65,000-90,000 70,000 Head of Reward 55,000-70,000 65,000 55,000-70,000 60,000 Reward Manager 50,000-65,000 54,000 40,000-60,000 50,000 Reward Analyst 28,000-45,000 38,000 28,000-45,000 35,000 East of England Commerce and industry Public sector Range Typical Range Typical Director of Reward 65, ,000 95,000 65,000-85,000 70,000 Head of Reward 55,000-90,000 75,000 50,000-75,000 65,000 Reward Manager 40,000-60,000 55,000 40,000-55,000 50,000 Reward Analyst 33,000-48,000 40,000 28,000-45,000 35,000 South West England Commerce and industry Public sector Range Typical Range Typical Director of Reward 60, ,000 74,000 60,000-80,000 68,000 Head of Reward 55,000-70,000 63,000 50,000-65,000 60,000 Reward Manager 45,000-60,000 53,000 40,000-50,000 45,000 Reward Analyst 30,000-42,000 35,000 25,000-38,000 32,000 HUMAN RESOURCES Reward 172 Hays UK Salary & Recruiting Trends 2018

175 Wales Commerce and industry Public sector Range Typical Range Typical Director of Reward 60,000-90,000 70,000 40,000-65,000 50,000 Head of Reward 50,000-75,000 61,000 38,000-50,000 45,000 Reward Manager 45,000-60,000 52,000 26,000-47,000 35,000 Reward Analyst 30,000-38,000 35,000 24,000-35,000 29,000 West Midlands Commerce and industry Public sector Range Typical Range Typical Director of Reward 60, ,000 84,000 60, ,000 78,000 Head of Reward 55,000-80,000 68,000 50,000-75,000 62,500 Reward Manager 45,000-70,000 55,000 35,000-48,000 43,500 Reward Analyst 28,000-40,000 36,500 28,000-40,000 35,000 East Midlands Commerce and industry Public sector Range Typical Range Typical Director of Reward 70, ,000 90,000 60,000-80,000 70,000 Head of Reward 55,000-75,000 65,000 50,000-60,000 55,000 Reward Manager 45,000-55,000 50,000 35,000-50,000 45,000 Reward Analyst 30,000-40,000 35,000 28,000-40,000 35,000 Yorkshire and the Humber Commerce and industry Public sector Range Typical Range Typical Director of Reward 70, ,000 85,000 50,000-70,000 60,000 Head of Reward 60,000-80,000 65,000 45,000-65,000 52,500 Reward Manager 35,000-55,000 47,000 35,000-45,000 40,000 Reward Analyst 25,000-37,000 33,000 25,000-35,000 30,000 Hays UK Salary & Recruiting Trends

176 HUMAN RESOURCES REWARD North East England Commerce and industry Public sector Range Typical Range Typical Director of Reward 65,000-90,000 75,000 55,000-70,000 62,000 Head of Reward 50,000-80,000 65,000 45,000-65,000 55,000 Reward Manager 37,000-52,000 42,000 30,000-45,000 40,000 Reward Analyst 23,000-32,000 30,000 22,000-30,000 28,000 North West England Commerce and industry Public sector Range Typical Range Typical Director of Reward 60, ,000 80,000 60,000-80,000 70,000 Head of Reward 55,000-80,000 70,000 45,000-65,000 60,000 Reward Manager 45,000-65,000 50,000 38,000-50,000 44,000 Reward Analyst 35,000-45,000 40,000 25,000-38,000 34,000 Northern Ireland Commerce and industry Public sector Range Typical Range Typical Director of Reward 60,000-80,000 74,500 42,000-65,000 55,000 Head of Reward 50,000-65,000 58,500 38,000-60,000 48,000 Reward Manager 45,000-60,000 48,000 28,000-50,000 37,000 Reward Analyst 30,000-38,000 34,000 24,000-35,000 30,000 Scotland Commerce and industry Public sector Range Typical Range Typical Director of Reward 65,000-90,000 80,000 60,000-80,000 68,000 Head of Reward 55,000-70,000 62,000 50,000-60,000 55,000 Reward Manager 45,000-55,000 50,000 35,000-55,000 44,000 Reward Analyst 30,000-40,000 37,000 28,000-38,000 33,000 HUMAN RESOURCES Reward 174 Hays UK Salary & Recruiting Trends 2018

177 Charles Cotton Performance and Reward Adviser, Chartered Institute of Personnel and Development Despite the past year of political and economic uncertainty, there s been no let-up in the demand for labour. However, pay rises have so far remained subdued in Whilst competitive pressures are feeding through to starting salaries, consequent pay progression is less linked to market rates and pay differentials between levels are shrinking. This may lead to future employee dissatisfaction and retention challenges, especially as we move towards greater pay transparency as typified by the gender pay gap reporting. Looking ahead to the next 12 months, the question is whether Brexit will result in a reduction in European immigration and, if so, how will organisations respond? The potential fall in immigration may be offset by a rise in the number of older workers, the impact of government welfare reforms and increased automation. If it is, then employers will not need to respond by offering more money. However, even if significant labour shortages arise, the ability of many employers to increase pay will be constrained by the competitive nature of their market and other employment costs, such as automatic enrolment, the apprenticeship levy and pension deficit reduction. If we want the right sort of pay inflation, then employers need to review what they do and how they do it in order to find ways to improve employee productivity, which will then allow them to be able to give their employees more in a sustainable fashion. Hays UK Salary & Recruiting Trends

178 HUMAN RESOURCES TALENT & RESOURCING London Commerce and industry Public sector Range Typical Range Typical Talent/Resourcing Director 80, ,000 95,000 70,000-80,000 75,000 Head of Talent/Resourcing 60,000-90,000 75,000 55,000-75,000 65,000 Talent/Resourcing Manager 45,000-65,000 60,000 45,000-65,000 50,000 Talent/Resourcing Advisor 28,000-40,000 37,000 32,000-40,000 35,000 Talent/Resourcing Administrator 23,000-30,000 26,000 25,000-30,000 26,000 South East England Commerce and industry Public sector Range Typical Range Typical Talent/Resourcing Director 45,000-80,000 72,000 60,000-80,000 65,000 Head of Talent/Resourcing 40,000-70,000 55,000 45,000-65,000 52,000 Talent/Resourcing Manager 40,000-60,000 47,000 40,000-50,000 42,000 Talent/Resourcing Advisor 30,000-37,000 33,000 28,000-35,000 29,000 Talent/Resourcing Administrator 20,000-25,000 23,000 20,000-25,000 23,000 East of England Commerce and industry Public sector Range Typical Range Typical Talent/Resourcing Director 45,000-80,000 72,000 60,000-80,000 65,000 Head of Talent/Resourcing 40,000-70,000 55,000 40,000-60,000 52,000 Talent/Resourcing Manager 40,000-60,000 47,000 35,000-50,000 42,000 Talent/Resourcing Advisor 30,000-35,000 31,500 25,000-34,000 29,000 Talent/Resourcing Administrator 20,000-25,000 23,000 18,000-24,000 21,000 South West England Commerce and industry Public sector Range Typical Range Typical Talent/Resourcing Director 45,000-80,000 72,000 45,000-65,000 55,000 Head of Talent/Resourcing 40,000-70,000 55,000 40,000-60,000 50,000 Talent/Resourcing Manager 40,000-60,000 47,000 40,000-55,000 42,000 Talent/Resourcing Advisor 30,000-35,000 31,500 22,000-35,000 29,000 Talent/Resourcing Administrator 20,000-25,000 23,000 19,000-25,000 20,000 HUMAN RESOURCES Talent and resourcing 176 Hays UK Salary & Recruiting Trends 2018

179 Wales Commerce and industry Public sector Range Typical Range Typical Talent/Resourcing Director 40,000-75,000 65,000 40,000-75,000 51,000 Head of Talent/Resourcing 40,000-63,000 50,000 37,000-50,000 40,000 Talent/Resourcing Manager 30,000-45,000 34,000 28,000-40,000 30,000 Talent/Resourcing Advisor 20,000-28,000 23,000 18,000-24,000 22,000 Talent/Resourcing Administrator 17,000-23,000 18,000 17,000-23,000 18,000 West Midlands Commerce and industry Public sector Range Typical Range Typical Talent/Resourcing Director 60,000-85,000 72,500 55,000-80,000 68,000 Head of Talent/Resourcing 40,000-70,000 58,000 40,000-60,000 52,500 Talent/Resourcing Manager 35,000-55,000 44,000 35,000-52,000 42,500 Talent/Resourcing Advisor 25,000-35,000 31,500 22,000-32,000 28,000 Talent/Resourcing Administrator 19,000-25,000 23,000 18,000-25,000 23,000 East Midlands Commerce and industry Public sector Range Typical Range Typical Talent/Resourcing Director 65,000-85,000 75,000 55,000-70,000 60,000 Head of Talent/Resourcing 50,000-65,000 55,000 45,000-55,000 50,000 Talent/Resourcing Manager 40,000-50,000 42,000 35,000-45,000 39,000 Talent/Resourcing Advisor 25,000-35,000 30,000 25,000-32,000 27,000 Talent/Resourcing Administrator 18,000-25,000 22,000 18,000-23,000 22,000 Yorkshire and the Humber Commerce and industry Public sector Range Typical Range Typical Talent/Resourcing Director 70,000-90,000 75,000 50,000-65,000 60,000 Head of Talent/Resourcing 50,000-80,000 60,000 45,000-55,000 50,000 Talent/Resourcing Manager 35,000-50,000 42,000 35,000-50,000 38,000 Talent/Resourcing Advisor 27,000-40,000 27,500 22,000-35,000 27,000 Talent/Resourcing Administrator 18,000-25,000 20,000 18,000-22,000 20,000 Hays UK Salary & Recruiting Trends

180 HUMAN RESOURCES TALENT & RESOURCING North East England Commerce and industry Public sector Range Typical Range Typical Talent/Resourcing Director 50,000-75,000 65,000 50,000-60,000 55,000 Head of Talent/Resourcing 42,000-52,000 50,000 40,000-50,000 45,000 Talent/Resourcing Manager 35,000-45,000 40,000 30,000-40,000 36,000 Talent/Resourcing Advisor 27,000-40,000 28,500 22,000-30,000 26,000 Talent/Resourcing Administrator 17,000-25,000 23,000 17,000-24,000 22,000 North West England Commerce and industry Public sector Range Typical Range Typical Talent/Resourcing Director 60,000-95,000 73,000 50,000-80,000 70,000 Head of Talent/Resourcing 50,000-70,000 58,000 45,000-60,000 55,000 Talent/Resourcing Manager 40,000-55,000 45,000 30,000-40,000 35,000 Talent/Resourcing Advisor 25,000-45,000 36,000 24,000-32,000 27,000 Talent/Resourcing Administrator 18,000-27,000 24,000 17,000-23,000 20,000 Northern Ireland Commerce and industry Public sector Range Typical Range Typical Talent/Resourcing Director 40,000-60,000 55,000 40,000-60,000 50,000 Head of Talent/Resourcing 35,000-55,000 42,000 30,000-45,000 38,000 Talent/Resourcing Manager 28,000-42,000 33,000 28,000-40,000 32,000 Talent/Resourcing Advisor 23,000-30,000 25,000 22,000-28,000 24,000 Talent/Resourcing Administrator 18,000-28,000 20,000 18,000-24,000 19,500 Scotland Commerce and industry Public sector Range Typical Range Typical Talent/Resourcing Director 62,000-85,000 75,000 56,000-75,000 66,000 Head of Talent/Resourcing 53,000-62,000 56,000 45,000-58,000 53,000 Talent/Resourcing Manager 40,000-52,000 45,000 35,000-48,000 42,000 Talent/Resourcing Advisor 27,000-35,000 29,000 25,000-31,000 27,500 Talent/Resourcing Administrator 20,000-25,000 23,000 20,000-25,000 23,000 HUMAN RESOURCES Talent and resourcing 178 Hays UK Salary & Recruiting Trends 2018

181 Hays UK Salary & Recruiting Trends

182 INSURANCE SEEKING CAREER PROGRESSION Legislative changes and economic uncertainty has led fewer insurance employers forecasting growth, and consequently there is a slight reduction in plans to recruit. For those looking to hire, benchmarking salaries, supporting a positive work-life balance and investing in training and development will help attract top talent and overcome skills shortages. INSURANCE Overview Hiring plans remain steady Over the coming year, 94% of insurance employers expect their organisation s activity levels will increase or stay the same. Nearly half (47%) expect it to stay the same, 10% higher than the overall UK average, indicating consistency in the insurance industry s forecasts. The change to the Ogden discount rate has had a dampening effect on profitability for many insurers, resulting in the tempering of immediate growth plans. Although this is under review, it has resulted in some insurers hitting the brakes on investment. Plans for post Brexit operating models have also resulted in a level of uncertainty for global insurers and brokers, creating a slowing effect on reinvestment. Reflecting this, forecasts for growth have shrunk from last year, falling from 58% anticipating an increase in activity levels, to 47% this year. However, recruitment plans are continuing with almost two thirds (65%) of insurance employers looking to hire in the next year. This is slightly below the overall UK average of 71%, but it is being buoyed by a recent flurry of mergers and acquisitions. 62% plan to hire permanent staff and 15% plan to recruit temporary, contract or interim staff. There is a particular demand for experienced project and change contract professionals, which is expected to continue due to further market consolidation. Apprenticeships provide opportunities to mitigate long-term skills shortages Despite a decrease in their recruitment plans, nearly a quarter (22%) of insurance employers feel they do not have the talent needed to achieve current business objectives, marginally below the overall UK average of 24%. Increasingly, severe skills shortages are impacting the whole UK recruitment market and the insurance industry in particular is experiencing the medium- to long-term effects of decreased investment in graduates and junior employees during the recent recession. This will cause challenges for those looking to hire talented professionals. Over two thirds (67%) of employers expect to encounter a shortage of suitable applicants when recruiting this year. A further 38% anticipate that competition from other employers will also be an ongoing issue. 180 Hays UK Salary & Recruiting Trends 2018

183 Many employers are attempting to remedy this through the creation or continuation of apprenticeship programmes in order to build long-term talent pipelines. However, client relationship management is one skillset in high demand, and this typically takes experience to acquire. As such, in the short term the skills gap looks set to continue. Structured career progression pathways present opportunities Skills shortages may be further impacted by around half (49%) of employees looking to move jobs over the next 12 months. This is slightly lower than the overall UK average of 55%, but still significant. In the broker market, there is an increased demand for skilled candidates due to continued consolidation and emerging new players in the market. In turn, many brokers are keen to capitalise on their sought after status and improve their remuneration and rewards packages by moving jobs. There has been an increase in the number of insurance professionals who believe that there are no progression opportunities at their current organisation (59% compared to 49% last year). This presents an opportunity for employers looking to tempt skilled candidates and retain top talent. Employers should ensure they highlight a structured, long term career progression pathway from interview, and at planned, regular intervals throughout an employee s career. Salary and work-life balance dissatisfaction on the rise The primary reason why employees would leave a role is due to salary and benefits packages. There has been an increase in employee dissatisfaction with salaries, rising from 53% stating they were dissatisfied last year to 62% this year. Insurance salaries have grown by an average of just 0.7% compared to the overall UK average increase of 1.8%, which may be fuelling employee dissatisfaction. However, certain functions including audit, actuarial and underwriting have seen larger salary increases. This is in part due to a shortage of talent because of decreased entrants into the market in the years immediately following the recession. As a result, there are limited candidates with five to 10 years of experience. Maintaining a good work-life balance has traditionally been a key part of the culture of companies within the insurance industry. However, there has been an increase in employees who rate their work-life balance as very poor to average, from 36% last year to 44% this year. This may be partly due to the time many employers are now taking to recruit due to a skills short market. Whilst they wait to find a professional of the desired level of experience, their current staff are frequently required to increase their workloads. Those employers looking to recruit may find it beneficial to hire candidates with less experience and invest in their training and development, as well as look to take on contract professionals. This will help to reduce the time to hire and decrease pressure on teams, as well as helping overcome challenges presented by current skills shortages, which show little sign of abating over the year ahead. Survey highlights for insurance Employers Employees 0.7% average salary increase 49% expect to move jobs within 12 months expect their organisation s activity levels to increase or stay the same 94% over the next 12 months 62% are not satisfied with their salaries 65% plan on recruiting staff over the next 12 months 59% feel there is no scope for progression within their organisation 67% say their top challenge when recruiting is a shortage of suitable applicants 56% rate their work-life balance as positive Hays UK Salary & Recruiting Trends

184 INSURANCE ACTUARIAL General insurance London Range Typical Partner 227, , ,000 Associate Partner 182, , ,000 Chief Risk Officer 161, , ,000 Chief Actuary 131, , ,000 Director 121, , ,000 Senior Manager 78, , ,000 Manager 61,000-91,000 76,000 Senior Actuarial Analyst/Consultant 46,000-71,000 61,000 Actuarial Analyst/Consultant 31,000-49,000 41,000 Graduate 28,000-36,000 32,000 West Midlands Range Typical Partner 200, , ,000 Associate Partner 164, , ,000 Chief Risk Officer 146, , ,000 Chief Actuary 118, , ,000 Director 109, , ,000 Senior Manager 68, ,000 91,000 Manager 55,000-82,000 68,000 Senior Actuarial Analyst/Consultant 41,000-64,000 54,500 Actuarial Analyst/Consultant 27,000-44,000 36,000 Graduate 25,000-32,000 29,000 South East England Range Typical Partner 210, , ,000 Associate Partner 168, , ,000 Chief Risk Officer 150, , ,000 Chief Actuary 121, , ,000 Director 111, , ,000 Senior Manager 70, ,000 93,500 Manager 56,000-85,000 70,000 Senior Actuarial Analyst/Consultant 42,000-66,000 56,000 Actuarial Analyst/Consultant 28,000-45,000 37,500 Graduate 26,000-33,000 30,000 East Midlands Range Typical Partner 200, , ,000 Associate Partner 164, , ,000 Chief Risk Officer 146, , ,000 Chief Actuary 118, , ,000 Director 109, , ,000 Senior Manager 68, ,000 91,000 Manager 55,000-82,000 68,000 Senior Actuarial Analyst/Consultant 41,000-64,000 54,500 Actuarial Analyst/Consultant 27,000-44,000 36,000 Graduate 25,000-32,000 29,000 INSURANCE Actuarial 182 Hays UK Salary & Recruiting Trends 2018

185 Yorkshire and Humber Range Typical Partner 190, , ,000 Associate Partner 155, , ,000 Chief Risk Officer 129, , ,000 Chief Actuary 112, , ,000 Director 103, , ,000 Senior Manager 65, ,000 77,000 Manager 52,000-77,000 65,000 Senior Actuarial Analyst/Consultant 39,000-60,000 52,000 Actuarial Analyst/Consultant 26,000-42,000 34,000 Graduate 24,000-30,000 27,000 North West England Range Typical Partner 190, , ,000 Associate Partner 155, , ,000 Chief Risk Officer 129, , ,000 Chief Actuary 112, , ,000 Director 103, , ,000 Senior Manager 67, ,000 86,000 Manager 52,000-77,000 65,000 Senior Actuarial Analyst/Consultant 39,000-60,000 52,000 Actuarial Analyst/Consultant 26,000-42,000 34,000 Graduate 24,000-30,000 27,000 North East England Range Typical Partner 185, , ,000 Associate Partner 146, , ,000 Chief Risk Officer 129, , ,000 Chief Actuary 106, , ,000 Director 97, , ,000 Senior Manager 61, ,000 81,000 Manager 49,000-73,000 61,000 Senior Actuarial Analyst/Consultant 36,000-57,000 49,000 Actuarial Analyst/Consultant 24,000-39,000 32,000 Graduate 23,000-28,000 26,000 Hays UK Salary & Recruiting Trends

186 INSURANCE ACTUARIAL Life London Range Typical Partner 205, , ,000 Associate Partner 164, , ,000 Chief Risk Officer 145, , ,000 Chief Actuary 118, , ,000 Director 109, , ,000 Senior Manager 74, ,000 98,000 Manager 58,000-87,000 72,000 Senior Actuarial Analyst/Consultant 43,000-67,000 57,500 Actuarial Analyst/Consultant 30,000-48,000 40,000 Graduate 28,000-35,000 32,000 North Range Typical Partner 175, , ,000 Associate Partner 139, , ,000 Chief Risk Officer 116, , ,500 Chief Actuary 105, , ,500 Director 93, , ,000 Senior Manager 62, ,000 73,500 Manager 49,000-74,000 61,500 Senior Actuarial Analyst/Consultant 37,000-57,000 49,000 Actuarial Analyst/Consultant 25,000-41,000 33,500 Graduate 24,000-30,000 27,000 South Range Typical Partner 194, , ,000 Associate Partner 161, , ,000 Chief Risk Officer 135, , ,000 Chief Actuary 109, , ,000 Director 100, , ,500 Senior Manager 67, ,000 89,000 Manager 53,000-80,000 67,000 Senior Actuarial Analyst/Consultant 40,000-63,000 53,000 Actuarial Analyst/Consultant 28,000-44,000 37,000 Graduate 26,000-32,000 29,000 Scotland Range Typical Partner 171, , ,000 Associate Partner 131, , ,000 Chief Risk Officer 116, , ,000 Chief Actuary 95, , ,500 Director 92, , ,000 Senior Manager 58, ,000 77,000 Manager 46,000-69,000 57,500 Senior Actuarial Analyst/Consultant 35,000-54,000 46,000 Actuarial Analyst/Consultant 24,000-38,000 32,000 Graduate 22,000-28,000 25,000 Midlands Range Typical Partner 185, , ,000 Associate Partner 147, , ,000 Chief Risk Officer 131, , ,000 Chief Actuary 106, , ,500 Director 98, , ,000 Senior Manager 65, ,000 86,500 Manager 52,000-78,000 65,000 Senior Actuarial Analyst/Consultant 39,000-60,000 52,000 Actuarial Analyst/Consultant 27,000-43,000 35,500 Graduate 25,000-31,000 29,000 INSURANCE Actuarial 184 Hays UK Salary & Recruiting Trends 2018

187 Pensions London Range Typical Partner 102, , ,000 Associate Partner 82, , ,000 Scheme Actuary 77, , ,000 Senior Consultant 72,000-99,000 85,000 Consultant 55,000-77,000 64,500 Senior Actuarial Trainee/Student 39,000-61,000 52,000 Actuarial Trainee/Student 27,000-43,000 36,000 Graduate 25,000-31,000 28,500 North Range Typical Partner 88, , ,500 Associate Partner 70,000-96,000 87,000 Scheme Actuary 68, ,000 93,500 Senior Consultant 61,000-85,000 76,000 Consultant 47,000-66,000 57,000 Senior Actuarial Trainee/Student 33,000-51,000 44,000 Actuarial Trainee/Student 23,000-37,000 30,000 Graduate 22,000-27,000 24,000 South Range Typical Partner 97, , ,500 Associate Partner 81, ,000 94,500 Scheme Actuary 73, , ,000 Senior Consultant 69,000-94,000 80,500 Consultant 52,000-73,000 61,000 Senior Actuarial Trainee/Student 36,000-56,000 48,000 Actuarial Trainee/Student 25,000-37,000 33,000 Graduate 23,000-29,000 26,000 Scotland Range Typical Partner 86, , ,000 Associate Partner 66,000-91,000 82,000 Scheme Actuary 67, ,000 89,000 Senior Consultant 59,000-83,000 72,000 Consultant 46,000-64,000 55,500 Senior Actuarial Trainee/Student 31,000-49,000 41,500 Actuarial Trainee/Student 22,000-35,000 28,500 Graduate 20,000-25,000 23,000 Midlands Range Typical Partner 92, , ,000 Associate Partner 74, ,000 92,000 Scheme Actuary 70, ,000 96,000 Senior Consultant 65,000-89,000 76,500 Consultant 49,000-69,000 58,000 Senior Actuarial Trainee/Student 35,000-54,000 46,500 Actuarial Trainee/Student 24,000-39,000 32,000 Graduate 22,000-28,000 26,000 Hays UK Salary & Recruiting Trends

188 INSURANCE AUDIT, RISK & COMPLIANCE Audit London Range Typical Head of Audit 100, , ,000 Audit Director 80, , ,000 Senior Internal Audit Manager 75, ,000 90,000 Audit Manager 65,000-80,000 75,000 Senior Internal Auditor 55,000-75,000 65,000 Internal Auditor 45,000-60,000 55,000 Part-Qualified Auditor 32,000-42,000 35,000 South East England Range Typical Head of Audit 80, , ,000 Audit Director 80, , ,000 Senior Internal Audit Manager 60,000-80,000 70,000 Audit Manager 50,000-65,000 57,000 Senior Internal Auditor 45,000-55,000 50,000 Internal Auditor 42,000-49,000 44,500 Part-Qualified Auditor 25,000-45,000 33,000 Risk and compliance London Range Typical Head of Risk 100, , ,000 Head of Compliance 95, , ,000 Risk Manager 70,000-90,000 75,000 Compliance Advisory Manager 60,000-85,000 70,000 Compliance Monitoring Manager 55,000-80,000 60,000 Conduct Assurance Manager 52,000-65,000 60,000 Financial Crime Officer 55,000-65,000 60,000 Risk Analyst 40,000-60,000 55,000 Compliance Assistant 35,000-55,000 45,000 Quality Assurance Analyst 35,000-40,000 37,000 Compliance Administrator 20,000-25,000 22,000 South East England Range Typical Head of Risk 78, ,000 98,000 Head of Compliance 70, ,000 85,000 Risk Manager 65,000-85,000 76,000 Compliance Advisory Manager 57,000-72,000 64,000 Compliance Monitoring Manager 50,000-72,000 61,000 Conduct Assurance Manager 55,000-75,000 65,000 Financial Crime Officer 45,000-60,000 52,500 Risk Analyst 38,000-50,000 45,000 Compliance Assistant 27,000-32,000 29,500 Quality Assurance Analyst 28,000-35,000 31,000 Compliance Administrator 23,000-29,000 26,000 INSURANCE Audit, risk and compliance/broking 186 Hays UK Salary & Recruiting Trends 2018

189 INSURANCE BROKING London Range Typical Managing/Regional Director 120, , ,000 Broking Manager 100, , ,000 Producing Broker 50, , ,000 Divisional Director/Director 70, ,000 95,000 Placing Broker 40, ,000 65,000 New Business Developer/ Development Executive 40, ,000 65,000 Account Executive 35,000-70,000 50,000 Technician 25,000-75,000 35,000 Account Handler 25,000-45,000 35,000 Yorkshire and the Humber Range Typical Managing/Regional Director 88, ,000 96,000 Broking Manager 54,000-73,000 60,000 Divisional Director/Director 70,000-83,000 76,000 New Business Developer/ Development Executive 45,000-60,000 54,000 Account Executive 37,000-55,000 44,000 Account Handler 23,000-34,000 27,500 North East England Range Typical Managing/Regional Director 75,000-95,000 82,000 Broking Manager 50,000-67,000 57,000 South East England Range Typical Managing/Regional Director 99, , ,000 Broking Manager 60,000-85,000 72,000 Divisional Director/Director 77,000-94,000 82,500 New Business Developer/ Development Executive 50,000-66,000 58,000 Account Executive 40,000-55,000 47,500 Account Handler 26,000-39,000 31,500 Divisional Director/Director 60,000-75,000 67,500 New Business Developer/ Development Executive 38,000-55,000 48,000 Account Executive 34,000-45,000 40,000 Account Handler 20,000-31,000 25,000 North West England Range Typical Managing/Regional Director 80, ,000 86,000 Broking Manager 55,000-75,000 60,000 West Midlands Range Typical Managing/Regional Director 90, , ,000 Broking Manager 53,000-72,000 62,000 Divisional Director/Director 60,000-75,000 70,000 New Business Developer/ Development Executive 30,000-55,000 46,000 Account Executive 30,000-55,000 44,000 Divisional Director/Director 65,000-85,000 71,000 New Business Developer/ Development Executive 45,000-60,000 50,000 Account Executive 37,000-50,000 44,000 Account Handler 24,000-35,000 26,000 Account Handler 24,000-32,000 27,500 East Midlands Range Typical Managing/Regional Director 90, ,000 97,000 Broking Manager 49,000-65,000 56,000 Divisional Director/Director 65,000-75,000 70,000 New Business Developer/ Development Executive 30,000-55,000 45,000 Account Executive 30,000-55,000 42,000 Account Handler 24,000-32,000 27,000 Hays UK Salary & Recruiting Trends

190 INSURANCE CLAIMS London Range Typical Head of Claims 150, , ,000 Claims Director 100, , ,000 Claims Manager 50, ,000 90,000 Risk Surveyor/Consultant 45,000-65,000 56,000 Claims Executive 45,000-80,000 60,000 Claims Governance Coordinator 50,000-80,000 65,000 Loss Adjuster 40,000-80,000 60,000 Claims Adjuster 32,000-75,000 50,000 Claims Broker 30,000-60,000 45,000 Claims Technician 25,000-45,000 35,000 West Midlands Range Typical Head of Claims 65,000-90,000 75,000 Claims Director 59,000-79,000 65,000 Claims Manager 41,000-56,000 46,500 Risk Surveyor/Consultant 41,000-58,000 45,000 Claims Executive 35,000-45,000 40,000 Claims Governance Coordinator 30,000-40,000 35,000 Loss Adjuster 31,000-41,000 34,500 Claims Adjuster 28,000-36,000 31,500 Claims Broker 24,000-32,000 29,500 Claims Technician 22,000-27,000 23,500 South East England Range Typical Head Of Claims 72, ,000 82,500 Claims Director 65,000-87,000 71,500 Claims Manager 45,000-62,000 51,000 Risk Surveyor/Consultant 45,000-64,000 49,500 Claims Executive 39,000-50,000 44,000 Claims Governance Coordinator 33,000-44,000 38,500 Loss Adjuster 34,000-45,000 38,000 Claims Adjuster 31,000-40,000 34,500 Claims Broker 27,000-35,000 32,500 Claims Technician 24,000-29,000 26,000 East Midlands Range Typical Head of Claims 65,000-90,000 75,000 Claims Director 59,000-79,000 65,000 Claims Manager 41,000-56,000 46,500 Risk Surveyor/Consultant 41,000-58,000 45,000 Claims Executive 35,000-45,000 40,000 Claims Governance Coordinator 30,000-40,000 35,000 Loss Adjuster 31,000-41,000 34,500 Claims Adjuster 28,000-36,000 31,500 Claims Broker 24,000-32,000 29,500 Claims Technician 22,000-27,000 23,500 INSURANCE Claims 188 Hays UK Salary & Recruiting Trends 2018

191 Yorkshire and the Humber Range Typical Head of Claims 65,000-95,000 75,000 Claims Director 59,000-78,000 65,000 Claims Manager 41,000-56,000 46,500 Risk Surveyor/Consultant 41,000-58,000 45,000 Claims Executive 35,000-45,000 40,000 Claims Governance Coordinator 30,000-40,000 35,000 Loss Adjuster 31,000-41,000 34,500 Claims Adjuster 28,000-36,000 31,500 Claims Broker 24,000-32,000 29,500 Claims Technician 22,000-27,000 23,500 North West England Range Typical Head of Claims 65,000-95,000 75,000 Claims Director 59,000-79,000 65,000 Claims Manager 41,000-56,000 46,500 Risk Surveyor/Consultant 41,000-58,000 45,000 Claims Executive 35,000-45,000 40,000 Claims Governance Coordinator 30,000-40,000 35,000 Loss Adjuster 31,000-41,000 34,500 Claims Adjuster 28,000-36,000 31,500 Claims Broker 24,000-32,000 29,500 Claims Technician 22,000-27,000 23,500 North East England Range Typical Head of Claims 58,000-75,000 65,000 Claims Director 56,000-70,000 60,000 Claims Manager 38,000-50,000 41,000 Risk Surveyor/Consultant 35,000-45,000 40,000 Claims Executive 30,000-38,000 35,000 Claims Governance Coordinator 26,000-33,000 29,000 Loss Adjuster 28,000-37,000 32,000 Claims Adjuster 24,000-30,000 26,500 Claims Broker 22,000-28,000 25,000 Claims Technician 19,000-24,000 22,000 Hays UK Salary & Recruiting Trends

192 INSURANCE PROJECTS, CHANGE & OPERATIONS London Range Typical Chief Operating Officer 150, , ,000 Operations Director 80, , ,000 Head of Change 80, , ,000 Programme Manager 70, ,000 90,000 Strategy Manager 60, ,000 80,000 Business Architect 70,000-90,000 80,000 Project Manager 60, ,000 80,000 Operations Manager 50,000-80,000 70,000 Business Analyst 40,000-80,000 60,000 PMO 40,000-80,000 60,000 MI Manager & Analyst 30,000-80,000 50,000 South East England Range Typical Chief Operating Officer 115, , ,000 Operations Director 65, ,000 82,500 Head of Change 70, ,000 90,000 Programme Manager 60, ,000 75,000 Strategy Manager 50,000-80,000 65,000 Business Architect 65,000-80,000 72,500 Project Manager 45,000-75,000 60,000 Operations Manager 50,000-70,000 60,000 Business Analyst 35,000-60,000 50,000 PMO 35,000-65,000 50,000 MI Manager & Analyst 30,000-60,000 40,000 INSURANCE Projects, change and operations 190 Hays UK Salary & Recruiting Trends 2018

193 Hays UK Salary & Recruiting Trends

194 INSURANCE UNDERWRITING London Range Typical Head of Underwriting 95, , ,000 Underwriting Manager 60, ,000 75,000 Class/Lead Underwriter 110, , ,000 Senior Underwriter 70, ,000 95,000 Underwriter (Specialty) 50, ,000 90,000 Underwriter (Combined) 35,000-65,000 50,000 Underwriting Technician 25,000-50,000 40,000 Yorkshire and the Humber Range Typical Head of Underwriting 78, ,000 91,000 Underwriting Manager 65,000-85,000 78,000 Class/Lead Underwriter 48,000-63,000 57,000 Senior Underwriter 37,000-56,000 43,000 Underwriter (Specialty) 31,000-41,000 36,000 Underwriter (Combined) 23,000-32,000 26,750 Underwriting Assistant 19,000-25,000 21,000 Underwriting Assistant 20,000-35,000 28,000 South East England Range Typical Head of Underwriting 88, , ,000 Underwriting Manager 77,000-99,000 88,000 Class/Lead Underwriter 55,000-72,000 63,500 Senior Underwriter 43,000-64,000 49,500 Underwriter (Specialty) 35,000-47,000 41,000 Underwriter (Combined) 28,000-39,000 30,500 Underwriting Assistant 22,000-28,000 25,000 North East England Range Typical Head of Underwriting 60,000-90,000 75,000 Underwriting Manager 55,000-70,000 61,000 Class/Lead Underwriter 38,000-55,000 45,000 Senior Underwriter 33,000-47,000 39,000 Underwriter (Specialty) 26,000-35,000 31,250 Underwriter (Combined) 21,000-29,000 24,500 Underwriting Assistant 18,000-22,000 19,500 West Midlands Range Typical Head of Underwriting 80, ,000 93,000 Underwriting Manager 70,000-90,000 82,000 Class/Lead Underwriter 50,000-65,000 58,000 Senior Underwriter 39,000-58,000 46,000 Underwriter (Specialty) 32,000-43,000 37,500 Underwriter (Combined) 24,000-33,000 28,000 Underwriting Assistant 20,000-26,000 22,500 North West England Range Typical Head of Underwriting 80, ,000 93,000 Underwriting Manager 70,000-90,000 82,000 Class/Lead Underwriter 50,000-65,000 58,000 Senior Underwriter 39,000-58,000 46,000 Underwriter (Specialty) 32,000-43,000 38,000 Underwriter (Combined) 24,000-33,000 28,000 Underwriting Assistant 20,000-26,000 22,500 East Midlands Range Typical Head of Underwriting 80, ,000 92,500 Underwriting Manager 70,000-90,000 80,000 Class/Lead Underwriter 50,000-65,000 57,500 Senior Underwriter 39,000-58,000 45,000 Underwriter (Specialty) 32,000-43,000 36,500 Underwriter (Combined) 24,000-33,000 27,500 Underwriting Assistant 20,000-26,000 22,500 INSURANCE Underwriting 192 Hays UK Salary & Recruiting Trends 2018

195 Hays UK Salary & Recruiting Trends

196 LEGAL & COMPANY SECRETARIAL PRIORITISING ATTRACTION METHODS In light of heightened demand across the country, but with commercial considerations still restricting salary increases, many law firms are working hard to promote other attractive features, such as agile working, as part of their attraction and retention plans. LEGAL & COMPANY SECRETARIAL Overview Positive outlook reflects a healthy market 54% of legal employers expect their activity levels to increase in the coming year. This expectation is positive, but slightly below the overall UK average of 59%. Law firms across the country are enjoying a positive outlook, supported by key success indicators including rising profit per equity partner (PEP) figures, the retention of the majority of newly qualified lawyers, together with increases in their base salary and an increasing volume of vacancies. 65% of employers are looking to hire new staff to meet expected workflows over the next 12 months. This is in part being shaped as Brexit becomes a reality, causing the requirement for legal professionals, including regulatory lawyers and those in advisory roles, to increase as organisations anticipate the challenges and opportunities brought about following the referendum vote. The continued expansion, consolidation and reorganisation of a number of firms across the country has created healthy demand for experienced qualified professionals. In London, real estate lawyers are once again sought after following a slowdown in hiring last year. The demand for corporate and banking lawyers remains strong, despite the uncertainties and challenges presented by Brexit. Outside of London, corporate, commercial, real estate and construction lawyers are being sought, from newly qualified to senior professionals. Recent changes to employment tribunal fees are also set to increase the need for employment lawyers. Upcoming implementation of the General Data Protection Regulation (GDPR) has also increased demand for data protection lawyers as organisations ensure they are compliant. One particular trend is the continued growth of legal process hubs located in the North West, Bristol, Belfast, Birmingham and more recently, Yorkshire and the North East. This nearshoring trend is expected to continue, therefore creating increased demand in these regional hubs. Company secretarial high in demand Recruitment for company secretarial roles has been particularly busy in the financial and professional services sectors. Continued pressure from the Financial Conduct Authority has put pressure on both parent companies of financial services providers and their regulated subsidiaries to provide transparency in their decision-making processes. This has created demand for experienced company secretarial professionals with strong influencing skills to support regulated subsidiary boards in their committee meetings. 194 Hays UK Salary & Recruiting Trends 2018

197 Within professional services, a greater number of trainee company secretarial jobs has been driven by many organisations outsourcing compliance work to legal and accounting services. There is consequently greater need and, therefore, increased competition for experienced managers and assistant managers to oversee these growing teams. Despite plans to hire, a significant percentage of employers (80%) across the country say their top challenge when recruiting is a shortage of suitable applicants, creating the need to consider how best to attract and retain talent. Recognising the value of benefits offerings Work-life balance is important for 30% of legal professionals, with particular value placed on agile working (67%) and additional days of annual leave (67%). The importance placed on agile working has been recognised by employers with 61% of employers now offering this to their staff alongside other benefits. Working options may typically include one day a week working from home and compressed hours. Skills training, such as accredited, policy-led and more informal training opportunities, are also widely used as both a recruitment and retention tool in the profession. Outside of financial benefits and agile working, just under a fifth (19%) of employers state that training is in fact their most important method to help attract staff. The provision of mentoring is also seen as a valuable component to positively support career development and retention, especially at mid- to senior-level roles. Perceived limitations on career progression Over two-fifths (42%) of professionals say there is no scope for career progression at their current organisation. A lack of future opportunities (23%) and concerns about job security (13%) are cited as important reasons for why professionals may want to leave their current role. An additional 36% of professionals state their salary or benefits package is the main reason they want to leave their current role. However, fewer than a third (31%) of professionals anticipate leaving their jobs within the next six months. This indicates an underlying nervousness to leave roles, despite some employee dissatisfaction. Despite this caution at an individual level, it is important for employers to evaluate their salary and benefits offering to ensure they are competitive. Where possible, providing the option of agile working arrangements and a programme of training and development opportunities should go a significant way in securing the talent that employers need to enable growth. This commentary reflects sentiments from professionals working mainly in law firms. However, the salary ranges are representative of the entire legal sector. Survey highlights for legal and company secretarial Employers Employees 1.7% average salary increase 50% expect to move jobs within 12 months expect their organisation s activity levels to increase or stay the same 95% over the next 12 months 61% are not satisfied with their salaries 65% plan on recruiting staff over the next 12 months 42% feel there is no scope for progression within their organisation 80% say their top challenge when recruiting is a shortage of suitable applicants 58% rate their work-life balance as positive Hays UK Salary & Recruiting Trends

198 LEGAL PRIVATE PRACTICE London law firms London International Range Typical 10+ Years PQE 170, , Years PQE 140, , ,000 6 Years PQE 130, , ,000 5 Years PQE 120, , ,000 4 Years PQE 110, , ,000 3 Years PQE 100, , ,000 2 Years PQE 90, , ,000 1 Year s PQE 79,000-97,000 87,000 Newly Qualified 71,000-87,000 80,000 US Mid-Atlantic Range Typical 10+ Years PQE 130, , Years PQE 120, , ,000 6 Years PQE 110, , ,000 5 Years PQE 105, , ,000 4 Years PQE 96, , ,000 3 Years PQE 90, , ,000 2 Years PQE 80,000-98,000 90,000 1 Year s PQE 75,000-90,000 85,000 Newly Qualified 70,000-88,000 78,000 London National Range Typical 10+ Years PQE 110, , Years PQE 96, , ,000 6 Years PQE 92, , ,000 5 Years PQE 86, ,000 92,000 4 Years PQE 81,000-96,000 87,000 3 Years PQE 76,000-86,000 81,000 2 Years PQE 72,000-84,000 76,000 1 Year s PQE 66,000-75,000 71,000 Newly Qualified 62,000-70,000 66,000 Channel Islands (GBP) Range Typical 10+ Years PQE 100, , , Years PQE 90, , ,000 6 Years PQE 87,000-93,000 92,000 5 Years PQE 82,000-88,000 87,000 4 Years PQE 77,000-82,000 80,000 3 Years PQE 72,000-78,000 77,000 2 Years PQE 67,000-72,000 70,000 1 Year s PQE 60,000-65,000 63,000 Newly Qualified 58,000-62,000 60,000 LEGAL Private practice Boutique Range Typical 10+ Years PQE 90, , Years PQE 80, ,000 90,000 6 Years PQE 70,000-87,000 78,000 5 Years PQE 64,000-79,000 74,000 4 Years PQE 62,000-76,000 68,000 3 Years PQE 58,000-68,000 64,000 2 Years PQE 54,000-64,000 58,000 1 Year s PQE 50,000-59,000 54,000 Newly Qualified 46,000-54,000 50,000 US New York Range Typical 10+ Years PQE 225, , Years PQE 200, ,000 6 Years PQE 150, , ,000 5 Years PQE 140, , ,000 4 Years PQE 130, , ,000 3 Years PQE 115, , ,000 2 Years PQE 106, , ,000 1 Year s PQE 100, , ,000 Newly Qualified 94, ,000 98,000 NOTE: PQE refers to post-qualified experience 196 Hays UK Salary & Recruiting Trends 2018 Cayman Islands $ Range $ Typical 10+ Years PQE 220, , Years PQE 200, , ,000 6 Years PQE 180, , ,000 5 Years PQE 170, , ,000 4 Years PQE 160, , ,000 3 Years PQE 150, , ,000 British Virgin Islands $ Range $ Typical 10+ Years PQE 200, , Years PQE 185, , ,000 6 Years PQE 175, , ,000 5 Years PQE 165, , ,000 4 Years PQE 155, , ,000 3 Years PQE 145, , ,000 London Offshore Range Typical 10+ Years PQE 125, , Years PQE 110, , ,000 6 Years PQE 105, , ,000 5 Years PQE 100, , ,000 4 Years PQE 95, , ,000 3 Years PQE 90, ,000 97,000

199 Regional law firms South East England Range Typical 10+ Years PQE 60, ,000 85, Years PQE 57, ,000 75,000 6 Years PQE 53,000-62,000 57,000 5 Years PQE 45,000-55,000 54,000 4 Years PQE 40,000-55,000 50,000 3 Years PQE 35,000-50,000 46,000 2 Years PQE 33,000-47,000 42,000 1 Year s PQE 30,000-43,000 38,000 Newly Qualified 30,000-40,000 36,000 North East and Yorkshire Range Typical 10+ Years PQE 55,000-80,000 70, Years PQE 45,000-70,000 65,000 6 Years PQE 43,000-60,000 55,000 5 Years PQE 41,000-60,000 52,000 4 Years PQE 37,000-55,000 48,000 3 Years PQE 34,000-52,000 45,000 2 Years PQE ,000 42,000 1 Year s PQE 32,000-45,000 40,000 Newly Qualified 30,000-42,000 38,000 South West England Range Typical 10+ Years PQE 50,000-90,000 75, Years PQE 40,000-75,000 65,000 6 Years PQE 40,000-64,000 55,500 5 Years PQE 36,000-61,000 53,000 4 Years PQE 32,000-58,000 49,000 3 Years PQE 30,000-56,000 48,000 2 Years PQE 28,000-52,000 44,000 1 Year s PQE 25,000-51,000 42,000 Newly Qualified 22,000-50,000 40,000 North West England Range Typical 10+ Years PQE 55,000-80,000 70, Years PQE 45,000-70,000 65,000 6 Years PQE 43,000-60,000 55,000 5 Years PQE 41,000-60,000 52,000 4 Years PQE 37,000-55,000 48,000 3 Years PQE 34,000-52,000 45,000 2 Years PQE 33,000-48,000 42,000 1 Year s PQE 32,000-45,000 40,000 Newly Qualified 30,000-42,000 38,000 Wales Range Typical 10+ Years PQE 40,000-75,000 65, Years PQE 35,000-65,000 52,000 6 Years PQE 30,000-55,000 45,000 5 Years PQE 28,000-49,000 42,000 4 Years PQE 26,000-47,000 40,000 3 Years PQE 25,000-44,000 38,000 2 Years PQE 24,000-43,000 36,000 1 Year s PQE 23,000-42,500 34,000 Newly Qualified 22,000-42,000 32,000 Northern Ireland Range Typical 10+ Years PQE 48,000-75,000 65, Years PQE 45,000-60,000 55,000 6 Years PQE 42,000-55,000 50,000 5 Years PQE 38,000-50,000 42,000 4 Years PQE 32,000-40,000 36,000 3 Years PQE 28,000-36,000 32,000 2 Years PQE 24,000-32,000 30,000 1 Year s PQE 22,000-30,000 26,500 Newly Qualified 20,000-28,500 24,000 Midlands Range Typical 10+ Years PQE 60,000-80,000 70, Years PQE 50,000-70,000 65,000 6 Years PQE 40,000-60,000 55,000 5 Years PQE 45,000-65,000 52,000 4 Years PQE 35,000-54,000 50,000 3 Years PQE 34,000-48,000 45,000 2 Years PQE 33,000-43,000 42,000 1 Year s PQE 32,000-40,000 38,000 Newly Qualified 28,000-41,000 36,000 Scotland Range Typical 10+ Years PQE 55,000-80,000 65, Years PQE 45,000-70,000 60,000 6 Years PQE 44,000-60,000 56,000 5 Years PQE 38,000-56,000 52,000 4 Years PQE 36,000-47,000 46,000 3 Years PQE 34,000-44,000 43,000 2 Years PQE 33,000-43,000 40,000 1 Year s PQE 32,000-42,000 38,000 Newly Qualified 25,000-35,000 31,000 Hays UK Salary & Recruiting Trends

200 LEGAL IN-HOUSE Commerce and industry London Range Typical 10+ Years PQE 90, , Years PQE 80, ,000 90,000 6 Years PQE 74,000-89,000 81,500 5 Years PQE 70,000-85,000 77,500 4 Years PQE 64,000-76,000 70,000 3 Years PQE 60,000-69,000 64,500 2 Years PQE 55,000-66,000 60,500 1 Year s PQE 50,000-58,000 54,000 Newly Qualified 47,000-55,000 51,000 Wales Range Typical 10+ Years PQE 60, ,000 75, Years PQE 55,000-70,000 65,000 6 Years PQE 52,000-60,000 56,000 5 Years PQE 48,000-54,000 52,000 4 Years PQE 45,000-50,000 47,000 3 Years PQE 40,000-45,000 43,000 2 Years PQE 36,000-43,000 40,000 1 Year s PQE 33,000-38,000 35,000 Newly Qualified 30,000-35,000 32,000 South East England Range Typical 10+ Years PQE 80, , , Years PQE 75, ,000 90,000 6 Years PQE 55,000-80,000 75,000 5 Years PQE 50,000-75,000 67,000 4 Years PQE 45,000-70,000 60,000 3 Years PQE 42,000-60,000 55,000 2 Years PQE 41,000-55,000 48,000 1 Year s PQE 38,000-52,000 45,000 Newly Qualified 35,000-50,000 42,000 Midlands Range Typical 10+ Years PQE 70, ,000 80, Years PQE 55,000-75,000 70,000 6 Years PQE 52,000-70,000 65,000 5 Years PQE 45,000-65,000 56,000 4 Years PQE 42,000-55,000 48,000 3 Years PQE 40,000-52,000 45,000 2 Years PQE 38,000-48,000 42,000 1 Year s PQE 35,000-45,000 40,000 Newly Qualified 35,000-40,000 38,000 South West England Range Typical 10+ Years PQE 65, ,000 85, Years PQE 57,000-90,000 75,000 6 Years PQE 55,000-75,000 70,000 5 Years PQE 50,000-70,000 65,000 4 Years PQE 45,000-65,000 60,000 3 Years PQE 42,000-60,000 57,000 2 Years PQE 41,000-50,000 48,000 1 Year s PQE 38,000-47,000 45,000 Newly Qualified 35,000-45,000 42,000 North East and Yorkshire Range Typical 10+ Years PQE 60,000-80,000 70, Years PQE 53,000-70,000 60,000 6 Years PQE 48,000-65,000 55,000 5 Years PQE 45,000-58,000 52,000 4 Years PQE 40,000-53,000 48,000 3 Years PQE 36,000-50,000 45,000 2 Years PQE 34,000-45,000 42,000 1 Year s PQE 32,000-40,000 38,000 Newly Qualified 28,000-38,000 35,000 LEGAL In-house NOTE: PQE refers to post-qualified experience 198 Hays UK Salary & Recruiting Trends 2018

201 North West England Range Typical 10+ Years PQE 60,000-80,000 70, Years PQE 52,000-70,000 60,000 6 Years PQE 48,000-65,000 55,000 5 Years PQE 45,000-58,000 52,000 4 Years PQE 40,000-53,000 48,000 3 Years PQE 36,000-50,000 45,000 2 Years PQE 34,000-44,000 41,000 1 Year s PQE 32,000-40,000 38,000 Newly Qualified 28,000-38,000 36,000 Northern Ireland Range Typical 10+ Years PQE 55,000-75,000 60, Years PQE 50,000-60,000 55,000 6 Years PQE 45,000-55,000 48,000 5 Years PQE 38,000-50,000 42,000 4 Years PQE 32,000-40,000 38,000 3 Years PQE 30,000-38,000 34,000 2 Years PQE 28,000-35,000 30,000 1 Year s PQE 24,000-32,000 26,000 Newly Qualified 20,000-30,000 25,000 Scotland Range Typical 10+ Years PQE 58,000-75,000 60, Years PQE 55,000-65,000 55,000 6 Years PQE 45,000-60,000 53,000 5 Years PQE 42,000-55,000 52,000 4 Years PQE 38,000-48,000 45,000 3 Years PQE 36,000-44,000 42,000 2 Years PQE 34,000-42,000 38,000 1 Year s PQE 32,000-38,000 36,000 Newly Qualified 30,000-35,000 31,000 Hays UK Salary & Recruiting Trends

202 LEGAL IN-HOUSE Financial services London Range Typical 10+ Years PQE 110, , Years PQE 100, , ,000 6 Years PQE 90, ,000 92,500 5 Years PQE 86,000-92,000 87,500 4 Years PQE 76,000-86,000 82,500 3 Years PQE 72,000-78,000 76,000 2 Years PQE 62,000-72,000 67,500 1 Year s PQE 57,000-68,000 62,500 Newly Qualified 46,000-57,000 52,000 South West England Range Typical 10+ Years PQE 70, ,000 90, Years PQE 57,000-90,000 80,000 6 Years PQE 55,000-80,000 75,000 5 Years PQE 50,000-70,000 65,000 4 Years PQE 45,000-65,000 60,000 3 Years PQE 42,000-57,000 55,000 2 Years PQE 41,000-50,000 48,000 1 Year s PQE 38,000-47,000 46,000 Newly Qualified 35,000-50,000 43,000 London Investment banking Range Typical 10+ Years PQE 110, , Years PQE 105, , ,000 6 Years PQE 98, , ,000 5 Years PQE 95, , ,000 4 Years PQE 85, ,000 92,500 3 Years PQE 76,000-91,000 83,000 2 Years PQE 68,000-77,000 72,500 1 Year s PQE 55,000-67,000 64,500 Newly Qualified 50,000-62,000 54,000 Wales Range Typical 10+ Years PQE 60, ,000 80, Years PQE 55,000-75,000 68,000 6 Years PQE 52,000-60,000 56,000 5 Years PQE 48,000-54,000 52,000 4 Years PQE 45,000-50,000 48,000 3 Years PQE 40,000-45,000 44,000 2 Years PQE 36,000-43,000 40,000 1 Year s PQE 33,000-38,000 35,000 Newly Qualified 30,000-35,000 32,000 South East England Range Typical 10+ Years PQE 65, , , Years PQE 60, ,000 90,000 6 Years PQE 55,000-80,000 65,000 5 Years PQE 50,000-75,000 60,000 4 Years PQE 45,000-70,000 55,000 3 Years PQE 42,000-60,000 50,000 2 Years PQE 41,000-55,000 45,000 1 Year s PQE 38,000-52,000 42,000 Newly Qualified 35,000-50,000 41,000 Midlands Range Typical 10+ Years PQE 70, ,000 75, Years PQE 60,000-70,000 65,000 6 Years PQE 50,000-67,000 60,000 5 Years PQE 47,000-60,000 57,000 4 Years PQE 42,000-56,000 54,000 3 Years PQE 38,000-52,000 45,000 2 Years PQE 38,000-47,000 42,000 1 Year s PQE 37,000-44,000 39,000 Newly Qualified 32,000-42,000 37,000 LEGAL In-house NOTE: PQE refers to post-qualified experience 200 Hays UK Salary & Recruiting Trends 2018

203 North East and Yorkshire Range Typical 10+ Years PQE 65,000-85,000 75, Years PQE 55,000-80,000 65,000 6 Years PQE 50,000-75,000 60,000 5 Years PQE 42,000-65,000 55,000 4 Years PQE 40,000-55,000 50,000 3 Years PQE 38,000-53,000 46,000 2 Years PQE 36,000-45,000 43,000 1 Year s PQE 32,000-42,000 38,000 Newly Qualified 33,000-38,000 35,000 Scotland Range Typical 10+ Years PQE 55,000-75,000 65, Years PQE 50,000-65,000 60,000 6 Years PQE 45,000-60,000 52,000 5 Years PQE 42,000-55,000 49,000 4 Years PQE 38,000-50,000 45,000 3 Years PQE 36,000-44,000 42,000 2 Years PQE 34,000-42,000 38,000 1 Year s PQE 32,000-40,000 36,000 Newly Qualified 30,000-36,000 31,000 North West England Range Typical 10+ Years PQE 65,000-85,000 75, Years PQE 55,000-80,000 65,000 6 Years PQE 50,000-75,000 60,000 5 Years PQE 42,000-65,000 55,000 4 Years PQE 40,000-55,000 50,000 3 Years PQE 38,000-53,000 46,000 2 Years PQE 36,000-45,000 43,000 1 Year s PQE 32,000-42,000 38,000 Newly Qualified 30,000-38,000 35,000 Northern Ireland Range Typical 10+ Years PQE 55,000-75,000 60, Years PQE 50,000-65,000 55,000 6 Years PQE 48,000-60,000 52,000 5 Years PQE 40,000-48,000 43,000 4 Years PQE 38,000-45,000 42,000 3 Years PQE 32,000-40,000 36,000 2 Years PQE 26,000-35,000 30,000 1 Year s PQE 24,000-30,000 26,000 Newly Qualified 22,000-28,500 24,000 Hays UK Salary & Recruiting Trends

204 LEGAL PUBLIC SECTOR London Government Range Typical 10+ Years' PQE 60, ,000 75, Years' PQE 55,000-75,000 65,000 6 Years' PQE 55,000-75,000 60,000 5 Years' PQE 50,000-75,000 52,000 4 Years' PQE 42,000-58,000 48,000 3 Years' PQE 42,000-58,000 45,000 2 Years' PQE 38,000-45,000 42,000 1 Year's PQE 38,000-45,000 40,000 Newly Qualified 35,000-42,000 38,000 South West England Range Typical 10+ Years' PQE 60, ,000 70, Years' PQE 43,000-75,000 45,000 6 Years' PQE 34,000-50,000 35,000 5 Years' PQE 31,000-42,000 32,000 4 Years' PQE 28,000-38,000 29,000 3 Years' PQE 25,000-34,000 26,500 2 Years' PQE 24,000-32,000 25,500 1 Year's PQE 22,000-30,000 24,500 Newly Qualified 21,000-28,000 23,000 London Regulatory bodies Range Typical 10+ Years' PQE 60, ,000 75, Years' PQE 55,000-85,000 65,000 6 Years' PQE 55,000-85,000 65,000 5 Years' PQE 50,000-75,000 55,000 4 Years' PQE 48,000-58,000 51,000 3 Years' PQE 42,000-58,000 45,000 2 Years' PQE 38,000-45,000 42,000 1 Year's PQE 38,000-45,000 40,000 Newly Qualified 35,000-42,000 38,000 Wales Range Typical 10+ Years' PQE 55,000-85,000 65, Years' PQE 40,000-68,000 42,000 6 Years' PQE 31,000-42,000 32,000 5 Years' PQE 28,000-38,000 29,000 4 Years' PQE 26,000-35,000 27,000 3 Years' PQE 24,000-32,000 25,500 2 Years' PQE 23,000-30,000 24,500 1 Year's PQE 21,000-28,000 23,500 Newly Qualified 20,000-26,000 22,000 South East England Range Typical 10+ Years' PQE 60, ,000 75, Years' PQE 57,000-75,000 65,000 6 Years' PQE 53,000-62,000 57,000 5 Years' PQE 50,000-58,000 55,000 4 Years' PQE 47,000-55,000 52,000 3 Years' PQE 45,000-50,000 47,000 2 Years' PQE 40,000-47,000 42,000 1 Year's PQE 37,000-43,000 40,000 Newly Qualified 35,000-40,000 37,000 Midlands Range Typical 10+ Years' PQE 60,000-80,000 65, Years' PQE 50,000-60,000 55,000 6 Years' PQE 45,000-55,000 46,000 5 Years' PQE 42,000-52,000 45,000 4 Years' PQE 35,000-48,000 43,000 3 Years' PQE 34,000-45,000 40,000 2 Years' PQE 33,000-42,000 38,000 1 Year's PQE 30,000-38,000 35,000 Newly Qualified 25,000-35,000 30,000 LEGAL Public sector NOTE: PQE refers to post-qualified experience 202 Hays UK Salary & Recruiting Trends 2018

205 North East and Yorkshire Range Typical 10+ Years' PQE 55, ,000 70, Years' PQE 40,000-70,000 55,000 6 Years' PQE 40,000-60,000 45,000 5 Years' PQE 36,000-50,000 40,000 4 Years' PQE 30,000-45,000 38,000 3 Years' PQE 28,000-38,000 36,000 2 Years' PQE 28,000-36,000 34,000 1 Year's PQE 28,000-35,000 32,000 Newly Qualified 25,000-35,000 28,000 Scotland Range Typical 10+ Years' PQE 55,000-75,000 58, Years' PQE 50,000-65,000 55,000 6 Years' PQE 45,000-60,000 50,000 5 Years' PQE 42,000-50,000 45,000 4 Years' PQE 38,000-45,000 40,000 3 Years' PQE 35,000-42,000 38,000 2 Years' PQE 32,000-40,000 35,000 1 Year's PQE 30,000-36,000 32,000 Newly Qualified 28,000-34,000 30,000 North West England Range Typical 10+ Years' PQE 55, ,000 70, Years' PQE 40,000-70,000 55,000 6 Years' PQE 40,000-60,000 45,000 5 Years' PQE 36,000-50,000 40,000 4 Years' PQE 30,000-45,000 38,000 3 Years' PQE 28,000-38,000 36,000 2 Years' PQE 28,000-36,000 34,000 1 Year's PQE 28,000-35,000 32,000 Newly Qualified 25,000-35,000 28,000 Northern Ireland Range Typical 10+ Years' PQE 53,000-75,000 55, Years' PQE 50,000-65,000 52,000 6 Years' PQE 45,000-60,000 48,000 5 Years' PQE 42,000-50,000 44,000 4 Years' PQE 38,000-45,000 38,000 3 Years' PQE 35,000-42,000 36,000 2 Years' PQE 32,000-40,000 34,000 1 Year's PQE 30,000-36,000 30,000 Newly Qualified 27,000-34,000 28,000 Hays UK Salary & Recruiting Trends

206 LEGAL CHARITIES London Range Typical 10+ Years' PQE 60, ,000 75, Years' PQE 57,000-75,000 65,000 6 Years' PQE 53,000-62,000 57,000 5 Years' PQE 50,000-58,000 55,000 4 Years' PQE 47,000-55,000 52,000 3 Years' PQE 45,000-50,000 47,000 2 Years' PQE 40,000-47,000 42,000 1 Year's PQE 38,000-45,000 40,000 Newly Qualified 35,000-45,000 38,000 Wales Range Typical 10+ Years' PQE 45,000-70,000 55, Years' PQE 37,000-55,000 45,000 6 Years' PQE 35,000-48,000 39,000 5 Years' PQE 32,000-45,000 37,000 4 Years' PQE 30,000-42,000 35,000 3 Years' PQE 29,000-40,000 32,000 2 Years' PQE 28,000-38,000 30,000 1 Year's PQE 27,000-36,000 28,000 Newly Qualified 25,000-35,000 26,000 South East England Range Typical 10+ Years' PQE 60,000-80,000 65, Years' PQE 50,000-60,000 55,000 6 Years' PQE 45,000-55,000 46,000 5 Years' PQE 42,000-52,000 45,000 4 Years' PQE 35,000-48,000 43,000 3 Years' PQE 34,000-45,000 40,000 2 Years' PQE 33,000-42,000 38,000 1 Year's PQE 30,000-38,000 35,000 Newly Qualified 25,000-35,000 30,000 Midlands Range Typical 10+ Years' PQE 60,000-80,000 65, Years' PQE 50,000-60,000 55,000 6 Years' PQE 45,000-55,000 46,000 5 Years' PQE 42,000-52,000 45,000 4 Years' PQE 35,000-48,000 43,000 3 Years' PQE 34,000-45,000 40,000 2 Years' PQE 33,000-42,000 38,000 1 Year's PQE 30,000-38,000 35,000 Newly Qualified 25,000-35,000 30,000 South West England Range Typical 10+ Years' PQE 45,000-70,000 60, Years' PQE 37,000-55,000 48,000 6 Years' PQE 35,000-48,000 42,000 5 Years' PQE 32,000-45,000 40,000 4 Years' PQE 30,000-42,000 37,000 3 Years' PQE 29,000-40,000 34,000 2 Years' PQE 28,000-38,000 32,000 1 Year's PQE 27,000-36,000 30,000 Newly Qualified 25,000-35,000 28,000 North East and Yorkshire Range Typical 10+ Years' PQE 50,000-80,000 60, Years' PQE 45,000-70,000 50,000 6 Years' PQE 38,000-55,000 45,000 5 Years' PQE 35,000-50,000 40,000 4 Years' PQE 30,000-45,000 36,000 3 Years' PQE 28,000-38,000 35,000 2 Years' PQE 27,000-38,000 30,000 1 Year's PQE 26,000-36,000 28,000 Newly Qualified 24,000-35,000 26,000 LEGAL Charities NOTE: PQE refers to post-qualified experience 204 Hays UK Salary & Recruiting Trends 2018

207 North West England Range Typical 10+ Years' PQE 50,000-80,000 60, Years' PQE 45,000-70,000 50,000 6 Years' PQE 38,000-55,000 45,000 5 Years' PQE 35,000-50,000 40,000 4 Years' PQE 30,000-45,000 36,000 3 Years' PQE 28,000-38,000 35,000 2 Years' PQE 27,000-38,000 30,000 1 Year's PQE 26,000-36,000 28,000 Newly Qualified 24,000-35,000 26,000 Northern Ireland Range Typical 10+ Years' PQE 55,000-65,000 45, Years' PQE 50,000-60,000 48,000 6 Years' PQE 45,000-65,000 47,000 5 Years' PQE 42,000-50,000 44,000 4 Years' PQE 30,000-45,000 35,000 3 Years' PQE 28,000-38,000 35,000 2 Years' PQE 27,000-35,000 30,000 1 Year's PQE 26,000-36,000 28,000 Newly Qualified 24,000-35,000 26,000 Scotland Range Typical 10+ Years' PQE 40,000-65,000 45, Years' PQE 45,000-60,000 48,000 6 Years' PQE 45,000-65,000 47,000 5 Years' PQE 42,000-50,000 44,000 4 Years' PQE 30,000-45,000 36,000 3 Years' PQE 28,000-38,000 35,000 2 Years' PQE 27,000-38,000 30,000 1 Year's PQE 26,000-36,000 28,000 Newly Qualified 24,000-35,000 26,000 Hays UK Salary & Recruiting Trends

208 LEGAL PARALEGAL Commerce and industry London Range Typical 3+ Years Experience 36,000-45,000 40,000 2 Years Experience 28,000-38,000 32,000 1 Year s Experience 25,000-30,000 28, Months Experience 22,000-27,000 23,000 North East and Yorkshire Range Typical 3+ Years Experience 22,000-30,000 26,000 2 Years Experience 19,000-25,000 22,000 1 Year s Experience 16,000-20,000 18, Months Experience 15,000-18,000 16,000 South East England Range Typical 3+ Years Experience 25,000-37,000 30,000 2 Years Experience 25,000-30,000 27,000 1 Year s Experience 20,000-27,000 24, Months Experience 18,000-23,000 20,000 North West England Range Typical 3+ Years Experience 22,000-30,000 26,000 2 Years Experience 19,000-25,000 22,000 1 Year s Experience 16,000-20,000 18, Months Experience 15,000-18,000 16,000 South West England Range Typical 3+ Years Experience 25,000-33,000 30,000 2 Years Experience 25,000-30,000 27,000 1 Year s Experience 20,000-25,000 22, Months Experience 18,000-22,000 20,000 Northern Ireland Range Typical 3+ Years Experience 18,000-25,000 23,000 2 Years Experience 20,000-24,000 21,000 1 Year s Experience 19,000-21,000 19, Months Experience 17,000-20,000 18,000 Wales Range Typical 3+ Years Experience 25,000-33,000 29,000 2 Years Experience 19,000-30,000 26,000 1 Year s Experience 17,000-25,000 21, Months Experience 15,000-22,000 17,000 Scotland Range Typical 3+ Years Experience 25,000-32,000 25,000 2 Years Experience 22,000-30,000 23,000 1 Year s Experience 20,000-26,000 21, Months Experience 18,000-25,000 19,000 Midlands Range Typical 3+ Years Experience 25,000-35,000 28,000 2 Years Experience 20,000-25,000 22,500 1 Year s Experience 18,000-24,000 21, Months Experience 18,000-22,000 19,000 LEGAL Paralegal NOTE: PQE refers to post-qualified experience 206 Hays UK Salary & Recruiting Trends 2018

209 Financial services London Range Typical 3+ Years Experience 49, ,500 2 Years Experience 39,000-48,000 45,000 1 Year s Experience 31,000-37,000 35, Months Experience 28,000-33,000 31,000 Midlands Range Typical 3+ Years Experience 25,000-35,000 28,000 2 Years Experience 20,000-25,000 23,000 1 Year s Experience 18,000-24,000 20, Months Experience 18,000-22,000 19,000 London ISDA Negotiator Range Typical 3+ Years Experience 65, ,000 2 Years Experience 50,000-65,000 61,000 1 Year s Experience 40,000-52,000 49, Months Experience 35,000-45,000 42,000 North East and Yorkshire Range Typical 3+ Years Experience 22,000-30,000 26,000 2 Years Experience 19,000-24,000 21,500 1 Year s Experience 16,000-20,000 18, Months Experience 15,000-18,000 16,000 South East England Range Typical 3+ Years Experience 25,000-37,000 30,000 2 Years Experience 25,000-30,000 27,000 1 Year s Experience 20,000-27,000 23, Months Experience 18,000-23,000 20,000 North West England Range Typical 3+ Years Experience 22,000-30,000 26,000 2 Years Experience 19,000-24,000 21,500 1 Year s Experience 16,000-20,000 18, Months Experience 15,000-18,000 16,000 South West England Range Typical 3+ Years Experience 25,000-38,000 32,000 2 Years Experience 19,000-34,000 27,000 1 Year s Experience 17,000-26,000 22, Months Experience 15,000-24,000 19,000 Northern Ireland Range Typical 3+ Years Experience 18,000-25,000 23,000 2 Years Experience 17,000-22,000 21,000 1 Year s Experience 16,000-21,000 19, Months Experience 15,000-20,000 18,000 Wales Range Typical 3+ Years Experience 22,000-36,000 29,000 2 Years Experience 19,000-28,000 23,000 1 Year s Experience 16,000-24,000 19, Months Experience 15,000-22,000 17,000 Scotland Range Typical 3+ Years Experience 23,000-35,000 25,000 2 Years Experience 22,000-30,000 23,000 1 Year s Experience 20,000-28,000 21, Months Experience 18,000-25,000 19,000 Hays UK Salary & Recruiting Trends

210 LEGAL PARALEGAL Law firms London International Range Typical 3+ Years Experience 34,000-40,000 35,000 2 Years Experience 29,000-35,000 30,000 1 Year s Experience 26,000-32,000 26, Months Experience 22,000-26,000 25,000 Wales Range Typical 3+ Years Experience 20,000-28,000 22,500 2 Years Experience 19,000-26,000 20,000 1 Year s Experience 15,000-25,000 18, Months Experience 13,000-20,000 16,500 London National Range Typical 3+ Years Experience 30,000-40,000 35,000 2 Years Experience 26,000-32,000 28,000 1 Year s Experience 22,000-27,000 25, Months Experience 21,000-24,000 22,000 Midlands Range Typical 3+ Years Experience 22,000-30,000 25,000 2 Years Experience 18,000-25,000 22,000 1 Year s Experience 17,000-23,000 20, Months Experience 16,000-19,000 17,000 Boutique Range Typical 3+ Years Experience 30,000-38,000 33,000 2 Years Experience 25,000-30,000 27,000 1 Year s Experience 22,000-26,000 24, Months Experience 20,000-24,000 22,000 North East and Yorkshire Range Typical 3+ Years Experience 22,000-31,000 27,000 2 Years Experience 19,000-25,000 21,500 1 Year s Experience 16,000-21,000 19, Months Experience 15,000-19,000 17,000 US - New York Range Typical 3+ Years Experience 36,000-42,000 40,000 2 Years Experience 30,000-37,000 35,000 1 Year s Experience 25,000-32,000 30, Months Experience 23,000-28,000 25,000 North West England Range Typical 3+ Years Experience 22,000-31,000 27,000 2 Years Experience 19,000-25,000 21,500 1 Year s Experience 16,000-21,000 19, Months Experience 15,000-19,000 17,000 US - Mid-Atlantic Range Typical 3+ Years Experience 34,000-42,000 38,000 2 Years Experience 28,000-35,000 33,000 1 Year s Experience 23,000-32,000 28, Months Experience 21,000-28,000 23,000 Northern Ireland Range Typical 3+ Years Experience 18,000-25,000 21,000 2 Years Experience ,000 20,000 1 Year s Experience 16,000-21,000 19, Months Experience 15,000-20,000 18,000 South East England Range Typical 3+ Years Experience 22,000-32,000 25,000 2 Years Experience 20,000-27,000 24,000 1 Year s Experience 18,000-25,000 22, Months Experience 15,000-22,000 18,000 Scotland Range Typical 3+ Years Experience 25,000-32,000 25,000 2 Years Experience 22,000-28,000 23,000 1 Year s Experience 20,000-26,000 21, Months Experience 18,000-24,000 19,000 LEGAL Paralegal/legal executives South West England Range Typical 3+ Years Experience 22,000-32,000 26,000 2 Years Experience 20,000-28,000 23,500 1 Year s Experience 18,000-26,000 21, Months Experience 14,000-22,000 17,500 NOTE: PQE refers to post-qualified experience 208 Hays UK Salary & Recruiting Trends 2018

211 LEGAL LEGAL EXECUTIVES Law firm legal executives London Range Typical Fellow 35,000-42,000 36,000 Member 24,000-32,000 26,000 Trainee 18,000-24,000 20,000 North East and Yorkshire Range Typical Fellow 24,000-40,000 32,000 Member 19,000-25,000 24,000 Trainee 16,000-20,000 17,000 South East England Range Typical Fellow 25,000-37,000 30,000 Member 20,000-27,000 26,000 Trainee 15,000-25,000 18,000 North West England Range Typical Fellow 24,000-40,000 32,000 Member 19,000-25,000 24,000 Trainee 16,000-20,000 17,000 South West England Range Typical Fellow 25,000-45,000 30,000 Member 20,000-28,000 25,000 Trainee 15,000-20,000 17,500 Northern Ireland Range Typical Fellow 21,000-32,000 27,000 Member 20,000-25,000 23,000 Trainee 18,000-21,000 19,000 Wales Range Typical Fellow 24,000-32,000 26,000 Member 18,000-25,000 22,000 Trainee 13,000-20,000 15,000 Scotland Range Typical Fellow 23,000-35,000 27,000 Member 20,000-28,000 23,000 Trainee 15,000-22,000 16,500 Midlands Range Typical Fellow 25,000-45,000 32,000 Member 20,000-28,000 25,000 Trainee 15,000-20,000 17,000 Hays UK Salary & Recruiting Trends

212 LEGAL DOCUMENT REVIEW London Range Typical Team Lead 35,000-48,000 45,000 Non-Qualified Language Skills 30,000-40,000 34,000 Non-Qualified 30,000-35,000 32,000 South West England Range Typical Team Lead 30,000-35,000 33,000 Non-Qualified Language Skills 18,000-30,000 25,000 Non-Qualified 18,000-25,000 22,000 Midlands Range Typical Team Lead 30,000-35,000 33,000 Non-Qualified Language Skills 18,000-30,000 25,000 Non-Qualified 18,000-25,000 22,000 Northern Ireland Range Typical Team Lead 30,000-55,000 45,000 Non-Qualified Language Skills 18,000-26,000 24,000 Non-Qualified 18,000-24,000 18,000 North West England Range Typical Team Lead 30,000-35,000 33,000 Non-Qualified Language Skills 18,000-30,000 25,000 Non-Qualified 18,000-25,000 22,000 LEGAL Document review 210 Hays UK Salary & Recruiting Trends 2018

213 Hays UK Salary & Recruiting Trends

214 COMPANY SECRETARIAL SALARIES FTSE 100 Range Company Secretary 130, ,000 Deputy Secretary 100, ,000 Senior Assistant Company Secretary 75,000-95,000 Assistant Company Secretary 45,000-75,000 Company Secretarial Assistant 28,000-45,000 Trainee 25,000-30,000 Professional services Range Partner 150, ,000 Director 95, ,000 Senior Manager 65,000-85,000 Manager 50,000-65,000 Senior Associate 35,000-50,000 Trainee / Associate 24,000-35,000 FTSE 250 Range Company Secretary 110, ,000 Deputy Secretary 80, ,000 Senior Assistant Company Secretary 40,000-65,000 Company Secretarial Assistant 28,000-42,000 Trainee 26,000-32,000 Public sector/not-for-profit Range Company Secretary/Head of Governance 60, ,000 Deputy Secretary/Governance Manager 50,000-60,000 Assistant Company Secretary 35,000-42,000 Company Secretarial Assistant/ Governance Officer 25,000-32,000 Trainee 22,000-26,000 Other UK listed companies Range Company Secretary 90, ,000 Deputy Secretary 70,000-95,000 Assistant Company Secretary 40,000-60,000 Company Secretarial Assistant 25,000-38,000 Trainee 25,000-30,000 Private Range Company Secretary 80, ,000 Deputy Secretary 65,000-90,000 Assistant Company Secretary 35,000-65,000 Company Secretarial Assistant 25,000-35,000 Trainee 23,000-28,000 COMPANY SECRETARIAL Salaries 212 Hays UK Salary & Recruiting Trends 2018

215 Peter Swabey Policy and Research Director, ICSA: The Governance Institute It is a fascinating time to be a company secretary or governance professional. Governance continues to have a very high profile across all sectors, which is leading to an increased demand for skilled and experienced practitioners to help companies and other organisations be the best they can be. Every day there is a governance issue of some sort in the press. There is much more focus on, and awareness of, governance as a business-critical activity and we are seeing this evidenced in two ways; a demand for company secretaries which, we are told, is exceeding supply in some sectors; and an increased focus on the importance of an independent company secretary/governance officer role, one that is not combined with a legal or financial role. This is an exciting development, as a standalone governance role has a much greater sphere of influence than one limited by the vastly different skillsets of finance or legal professionals. The ICSA qualification provides an outstanding basis for the profession, both for those people entering the profession straight away and for those switching career at a later stage. We are seeing an increase in the number of people who are swapping to a governance role mid career, often from a legal or accountancy background. There is also a desire on the part of those already in governance roles to develop the soft skills which help them in their daily work and prepare them for future board roles. Whilst experience remains key, and there is no substitute for demonstrable achievement in governance roles, there is an increasing recognition that many of these softer skills can be learned. This is where ICSA: The Governance Institute and our members can play an additional role, helping to move colleagues forward in their careers. This is a time of huge opportunity for governance professionals. Hays UK Salary & Recruiting Trends

216 LIFE SCIENCES CULTURE CRUCIAL FOR TALENT Market uncertainty is resulting in moderate pay rises for many, which is fuelling salary dissatisfaction. Improving career development opportunities is, therefore, a key focus to attract and retain skilled life sciences professionals. Securing permanent staff to counter uncertainty Overall, the outlook for the life sciences sector has tempered slightly in the last year. A higher percentage of employers feel business activity will stay the same in the next 12 months (35%) compared to last year (27%). However, on a positive note, a further 59% predict growth, bringing the total to 93% who expect their organisation s activity to increase or stay the same. The impact of Brexit on the trading environment is yet to be fully understood, but is especially pertinent due to the dependence on skilled professionals from the EU. Nevertheless, almost three-quarters (72%) of employers expect to hire in the next year, in line with the overall UK average of 71%. As employers await to understand the full impact of Brexit, hiring in the UK is becoming more focused on recruiting permanent over temporary professionals, in an attempt to secure skilled staff sooner rather than later. However, permanent professionals can be difficult to find, and employers often turn to highly skilled temporary staff for more technical requirements and projects. Competition increases as employee movement slows Skills shortages are prevalent, with 68% of employers facing a lack of suitable candidates this year. This is particularly true within drug safety and medical information roles, especially at senior levels, which is causing salary increases as employers compete to attract in demand candidates. This includes heads of drug safety and medical information directors who have seen significant salary increases in the last year. Some of the most sought-after skills are operations and technical skills (36%), managerial and leadership (35%) and data and analytics skills (30%). It is a competitive environment for candidates who possess these skillsets. LIFE SCIENCES Overview Over three-fifths (61%) of employers expect to hire permanent staff in the next year, just above the overall UK average of 59%. Over a quarter (27%) plan to hire temporary, contract or interim professionals in the next year, just below the overall UK average of 29%. The overall trend towards permanent hiring is increasing demand for those with both leadership and technical ability. Exacerbating the skills shortages is the decrease in professionals actively looking to move to a new role. Although 56% expect to move jobs within the next 12 months, only 35% anticipate that this will be within the next six months, which is a decrease from 42% last year. 214 Hays UK Salary & Recruiting Trends 2018

217 Growing salary dissatisfaction but work-life balance proves most important 68% of employers increased salaries in the last year, which is almost 10% lower than expectations (77% of employers expected to increase salaries). The state of the current market is contributing to these limited salary increases, as employers hold back and await the outcome of Brexit negotiations. However, an increasing amount of professionals are dissatisfied with their salaries, up from 48% to 57%. Despite this dissatisfaction, employees are not just focused on pay, and may be resisting moving roles in part due to their satisfaction with work-life balance. 60% of professionals rate their work-life balance as positive, and it is a top priority for 31% of employees when considering a new role. In addition, flexible working is the top most popular benefit for 78% of professionals. The importance of flexible working is not lost amongst employers, with over half (53%) encouraging all employees to take up flexible working options, much higher than the overall UK average of 30%. Only 6% of employers do not encourage any employees to take up flexible working options, compared to the overall UK average of 25%. This commitment to creating a culture which encourages flexible working and the consequent positivity around work life balance may be a deciding factor for professionals to remain in a role regardless of salary dissatisfaction. Career development is essential for talent retention Over half (54%) of professionals still see no scope for career progression in their current organisation, a notable increase from last year (42%). This is also higher than the overall UK average of 50%. Lack of opportunity for career progression is in part being driven by some senior roles being outsourced to countries outside of the UK, therefore limiting vertical progression. There are other aspects of career progression that employers can improve. Career development and continuing professional development is the most important factor for a fifth (20%) of professionals when considering a new role. Continuous upskilling is essential to keep in-line with industry regulations. However, the recent Hays What Workers Want Report 2017 found support for external third party training was desirable to 70% of professionals, but only 43% of employers offer this. Investing in professional development opportunities can not only improve employee career growth, but can also help employers to alleviate skills shortages. For example, some organisations are hiring less-experienced QA officers who are well matched to the company culture but are at the lower end of the pay scale so that they can be trained and grow within the company. Until the full effects of Brexit are understood, employers will need to work hard to carefully manage talent pipelines. Offering flexible working wherever possible as well as effective management and communication of career development opportunities can help with talent attraction and retention. Survey highlights for life sciences Employers Employees 1.5% average salary increase 56% expect to move jobs within 12 months expect their organisation s activity levels to increase or stay the same 94% over the next 12 months 57% are not satisfied with their salaries 72% plan on recruiting staff over the next 12 months 54% feel there is no scope for progression within their organisation 68% say their top challenge when recruiting is a shortage of suitable applicants 60% rate their work-life balance as positive Hays UK Salary & Recruiting Trends

218 LIFE SCIENCES SALARIES Biometrics Clinical research SAS programming Range Typical Vice President/Global Head 120, ,000 Senior Director of Programming 80, , ,000 Director of Programming 75,000-90,000 85,000 Associate Director of Programming 60,000-80,000 70,000 SAS Programming Manager 55,000-70,000 62,000 Project/Principal SAS Programmer 45,000-60,000 52,000 Senior SAS Programmer 40,000-50,000 45,000 SAS Programmer Level 2/ Associate Biostatistics Programmer/ Junior Programmer SAS Programmer Level 1/ Associate Biostatistics Programmer/ Junior Programmer 30,000-40,000 35,000 25,000-35,000 30,000 CRO Range Typical Senior Director 100, , ,000 Director 85,000-95,000 90,000 Senior Project Manager 60,000-80,000 69,000 Project Manager 50,000-61,000 60,000 Senior Clinical Research Nurse 35,000-45,000 41,000 Clinical Research Nurse 30,000-34,000 33,000 In-house Clinical Research Associate II 33,000-38,000 36,000 In-house Clinical Research Associate I 30,000-33,000 31,000 Senior Clinical Research Associate 37,000-46,000 43,000 Clinical Research Associate II 33,000-39,000 37,000 Clinical Research Associate 30,000-34,000 33,000 Statistics Range Typical Vice President/Global Head 120, ,000 Senior Director of Statistics 90, , ,500 Director of Statistics 80, ,000 95,000 Associate Director of Statistics 65,000-85,000 75,000 Project/Principal Statistician 50,000-70,000 65,000 Senior Statistician 45,000-65,000 55,000 Statistician Level 2/Biostatistician 2/ Senior Associate Biostatistician Statistician/Biostatistician/ Associate Statistician 35,000-45,000 40,000 30,000-35,000 33,000 Pharma Range Typical Director Clinical Operations 80,000-90,000 85,000 Programme Manager 75,000-95,000 90,000 Head of Clinical Operations 75,000-95,000 90,000 Clinical Operations Manager 50,000-65,000 57,000 Senior Study Manager 60,000-70,000 68,000 Study Manager 50,000-60,000 56,000 Junior Project Manager/ Junior Study Manager 45,000-55,000 50,000 Senior Clinical Research Associate 37,000-46,000 45,000 Clinical Research Associate II 33,000-38,000 36,000 Clinical Research Associate 30,000-34,000 32,000 Senior Clinical Trial Associate 32,000-38,000 36,000 Clinical Trial Associate 28,000-32,000 31,000 LIFE SCIENCES Salaries 216 Hays UK Salary & Recruiting Trends 2018

219 Commercial CRO Range Typical Vice President of Business Development 100, , ,000 Senior Business Development Director 95, , ,000 Business Development Director 90, ,000 95,000 Associate Director of Business Development 80, ,000 90,000 Senior Business Development Manager 75,000-90,000 85,000 Business Development Manager 75,000-90,000 80,000 Associate Business Development Manager 58,000-80,000 60,000 Pharma Range Typical Sales Director 80, ,000 90,000 National Account Manager 60,000-90,000 75,000 Regional Account Manager 30,000-50,000 40,000 Key Account Manager 30,000-50,000 40,000 Territory Sales Manager 25,000-50,000 45,000 Hospital Sales Specialist 25,000-45,000 40,000 Regional Account Executive 25,000-37,000 35,000 Medical Sales Representative 20,000-32,000 30,000 Global Marketing Director 90, , ,000 Biotech Range Typical Sales Director 80, , ,000 National Account Manager 60,000-90,000 75,000 Regional Account Manager 30,000-50,000 45,000 Key Account Manager 30,000-50,000 45,000 Territory Sales Manager 25,000-50,000 45,000 Technical Sales Specialist 30,000-45,000 40,000 Head of Business Development 90, ,000 95,000 Business Development Manager 50,000-80,000 75,000 Business Development Associate 45,000-75,000 60,000 Marketing Director 55, ,000 85,000 Marketing Manager 50,000-70,000 60,000 Marketing Associate/Coordinator 20,000-35,000 30,000 EU Marketing Director 75, ,000 85,000 UK Marketing Director 60,000-80,000 70,000 Associate Marketing Director 50,000-75,000 65,000 Senior Marketing Manager 50,000-65,000 58,000 Marketing Manager 47,000-55,000 50,000 Marketing Associate/Coordinator 20,000-35,000 30,000 Global Brand Manager 75, ,000 82,500 EU Brand Manager 60,000-80,000 75,000 UK Brand Manager 45,000-60,000 55,000 Associate Brand Manager 30,000-45,000 40,000 Product Manager 40,000-60,000 52,000 Associate Product Manager 30,000-45,000 40,000 Market Research Director 58,000-85,000 72,000 Market Research Manager 36,000-52,000 47,000 Market Research Associate 25,000-38,000 29,000 Business Intelligence Director 65, ,000 90,000 Business Intelligence Manager 45,000-70,000 58,000 Business Intelligence Associate 28,000-34,000 32,000 Hays UK Salary & Recruiting Trends

220 LIFE SCIENCES SALARIES Pharmacovigilance and drug safety Medical affairs/clinical development Pharmacovigilance and drug safety Range Typical Head of Drug Safety 90, , ,000 GMC Registered Physician 85, , ,000 Pharmacovigilance Associate Director (Non-GMC) 65,000-85,000 74,000 Pharmacovigilance Manager 55,000-70,000 58,000 Pharmacovigilance Team Leader 45,000-65,000 52,500 Pharmacovigilance System Master File Specialist 45,000-65,000 58,000 Pharmacovigilance Scientist (Senior) 35,000-65,000 50,000 Medical Writer PSUR/RMPs 35,000-60,000 42,000 PV Project Manager/Coordinator 35,000-60,000 42,000 Pharmacovigilance Officer 23,000-40,000 35,000 Pharmacovigilance Associate 18,000-30,000 25,000 Medical affairs/ Clinical development Range Typical Chief Medical Officer 220, , ,000 Vice President 170, , ,000 Executive Medical Director 150, , ,000 Senior Medical Director 130, , ,000 Medical Director 100, , ,000 Associate Medical Director 85, , ,000 Medical Manager 80, ,000 95,000 MSL Manager 70,000-95,000 85,000 Senior Medical Advisor 78, ,000 80,000 Medical Advisor 70,000-90,000 75,000 Final Signatory Pharmacist 70,000-90,000 75,000 Medical Science Liaison 55,000-70,000 67,000 Senior Clinical Development Physician 90, , ,000 Health economics Health economics Range Typical Senior Director of Market Access 80, , ,000 Director/Head of Market Access 60, ,000 95,000 Clinical Research Director 75, , ,000 Clinical Research Physician 70, , ,000 Clinical Development Physician 85, ,000 95,000 Associate Clinical Director 75,000-95,000 90,000 Medical Monitor 80, ,000 90,000 Senior Manager Market Access 55,000-75,000 70,000 Manager Market Access 50,000-70,000 60,000 Senior Director of Health Economics 90, , ,000 Director of Health Economics 70, ,000 95,000 Senior Observational Research Manager 55,000-80,000 70,000 Observational Research Manager 45,000-60,000 55,000 Senior Health EC Manager 60,000-80,000 75,000 Health EC Manager 45,000-70,000 60,000 Senior Health Economist 45,000-65,000 60,000 Health Economist 30,000-46,000 45,000 Medical information Medical information Range Typical Director/Head of Medical Information 65, ,000 70,000 Manager 50,000-75,000 52,500 Senior Officer/Associate/Specialist 38,000-50,000 42,500 Officer/Associate/Specialist 25,000-40,000 32,000 Scientific Advisor 40,000-60,000 52,500 Medical Science Liaison 40,000-65,000 55,000 LIFE SCIENCES Salaries 218 Hays UK Salary & Recruiting Trends 2018

221 Quality assurance Regulatory affairs GMP Range Typical Director 75, ,000 90,000 Associate Director 70,000-90,000 80,000 Qualified Person 65,000-85,000 75,000 Responsible Person 55,000-65,000 57,000 Senior Manager 55,000-65,000 60,000 Manager 50,000-60,000 55,000 Senior Officer 40,000-50,000 45,000 Officer 28,000-40,000 35,000 CSV Manager 50,000-65,000 55,000 Operations/publishing Range Typical Vice President 145, ,000 Senior Director 105, , ,000 Director 82, ,000 90,000 Associate Director 70,000-85,000 80,000 Senior Manager 65,000-75,000 70,000 Manager 50,000-65,000 60,000 Senior Officer/Associate 35,000-50,000 45,000 Officer/Associate 22,000-35,000 30,000 Assistant 18, ,000 Validation Engineer 30,000-55,000 40,000 EU markets Range Typical GCP Range Typical Director 80, ,000 90,000 Associate Director 75,000-90,000 80,000 Senior Manager 65,000-75,000 70,000 Manager 55,000-65,000 60,000 Senior Auditor 50,000-60,000 55,000 Auditor 40,000-50,000 45,000 Admin GMP & GCP 25,000-35,000 30,000 Systems Manager GMP & GCP 45,000-55,000 50,000 Vice President 150, ,000 Senior Director 120, , ,000 Director 90, , ,000 Associate Director 85, ,000 90,000 Senior Manager 70,000-90,000 85,000 Manager 65,000-75,000 70,000 Senior Officer/Associate 45,000-55,000 50,000 Officer/Associate 35,000-45,000 40,000 Assistant 20, ,000 Systems Manager 45,000-55,000 50,000 Emerging markets Range Typical Vice President 130, ,000 Senior Director 109, , ,000 Director 90, , ,000 Associate Director 80,000-90,000 85,000 Senior Manager 65,000-80,000 75,000 Manager 50,000-65,000 60,000 Senior Officer/Associate 35,000-50,000 40,000 Officer/Associate 30,000-40,000 35,000 Assistant 20, ,000 Hays UK Salary & Recruiting Trends

222 LIFE SCIENCES SALARIES Regulatory affairs (continued) National markets Range Typical Vice President 110, ,000 Senior Director 90, , ,000 Director 75,000-90,000 80,000 Associate Director 70,000-80,000 75,000 Senior Manager 65,000-75,000 70,000 Manager 50,000-60,000 55,000 Senior Officer/Associate 35,000-45,000 40,000 Officer/Associate 25,000-35,000 28,000 Assistant 18, ,000 Artwork Range Typical Vice President 100, ,000 Senior Director 75,000-90,000 80,000 Director 65,000-75,000 70,000 Associate Director 55,000-68,000 65,000 Senior Manager 45,000-60,000 50,000 Manager 35,000-45,000 43,000 Senior Officer/Associate 25,000-35,000 28,000 Officer/Associate 20,000-30,000 23,000 Assistant 18, ,000 CMC Range Typical Vice President 145, ,000 Senior Director 100, , ,000 Director 80, ,000 95,000 Associate Director 70,000-85,000 80,000 Senior Manager 60,000-75,000 70,000 Manager 48,000-60,000 55,000 Senior Officer/Associate 35,000-47,000 45,000 Officer/Associate 20,000-35,000 32,000 Assistant 20, ,000 Labelling Range Typical Vice President 100, ,000 Senior Director 85, ,000 95,000 Director 70,000-90,000 85,000 Associate Director 60,000-75,000 70,000 Scientific Scientific Range Typical Lab Manager 25,000-35,000 30,000 Lab Technician 15,000-25,000 20,000 QC Scientist 24,000-35,000 25,000 Development Scientist 30,000-40,000 35,000 Associate Scientist 20,000-26,000 25,000 Microbiologist 25,000-35,000 30,000 Senior/Principal Pharmaceutical Scientist Senior/Principal Molecular & Cell Biologist 40,000-70,000 55,000 40,000-70,000 55,000 Bioinformatician 34,000-44,000 39,000 Senior/Principal Bioinformatician 44,000-63,000 52,000 Computational Scientist 38,000-48,000 45,000 Senior/Principal Computational Scientist 52,000-70,000 56,000 PK/DMPK Scientist 35,000-70,000 50,000 Senior Manager 55,000-70,000 65,000 Manager 45,000-55,000 50,000 Senior Officer/Associate 30,000-45,000 40,000 Officer/Associate 18,000-25,000 23,000 Assistant 18, ,000 LIFE SCIENCES Salaries 220 Hays UK Salary & Recruiting Trends 2018

223 UK biotech continues to lead Europe in terms of investment raised and has the strongest and most robust pipeline. The UK leads on venture capital funding and is gaining on the big US clusters. The UK is now better placed to realise the value of its science base as companies are holding on to their tech for longer which means they can scale up. The sector employs over 222,000 people across 5,633 companies in the UK. The BIA is committed to making the UK the third global cluster for life sciences. In order to achieve this ambitious vision we need to build approximately 130 more clinical stage drug companies, and therefore CEOs and teams, than currently exist creating 30,000 to 60,000 more direct, high skill jobs. The UK bioscience sector has identified an urgent need to replenish the experienced management teams currently running the sector s pioneering companies. It is vital that we identify the next generation of leadership talent, capturing the knowledge of our experienced biotech entrepreneurs to develop the management teams of the future. Medicine manufacturing is also a key skills area with a recent report estimating that an additional staff will be required to meet the growth of advanced therapies in this area over the next two years to match the growth of the advanced therapies drug sector in the UK. The final outcomes of the Brexit negotiations are a long way off and the BIA continues to engage with industry stakeholders and the government to work towards a collaborative future with Europe on life sciences and medicines regulation. Pamela Learmonth Director of Policy & Communications, UK BioIndustry Association Hays UK Salary & Recruiting Trends

224 MARKETING DATA DRIVING DEMAND NEW GETTY IMAGE As employers evaluate the skills gaps in their existing teams, continued digital transformation is driving demand for data analytics skills. Activity within marketing remains consistent, with salaries increasing by an average of 1% across the profession. MARKETING Overview Employers are strategically adding to their workforce In the year ahead, nearly all employers (95%) expect their organisation s activity levels to increase or stay the same. Three-fifths (62%) predict growth, which is a slight decrease from last year (68%), but above the overall UK average (59%). As a result of continued positive expectations around activity, 69% of employers are looking to hire in the next 12 months, although this is fewer than last year (77%). 58% expect to hire permanent staff, and a quarter are looking to hire temporary, contract or interim professionals. This decrease in hiring plans may be due to organisations taking stock of their current teams following recent months of investment in marketing functions, and making more strategic or niche hires based upon carefully identified skills gaps. Dependence on data creating skills shortages Skills shortages remain a prominent challenge, with 69% of marketing employers expecting a lack of suitable candidates when recruiting in the next year. Nearly a third (31%) feel they do not currently have the talent needed to achieve business objectives, greater than the overall UK average of 24%. In addition, nearly two-thirds (65%) of employers say they have experienced moderate skills shortages in the last year, higher than the overall UK average of 55%, and a further 10% say they have experienced extreme skills shortages. Professionals with data and analysis skills are highly sought after by 42% of marketing employers, double the overall UK average of 21%. This is driven by the number of employers investing in their digital capabilities and undertaking digital transformation projects as the use of marketing automation becomes more prevalent. Salaries are increasing as a result across a number of related roles, such as digital directors and customer insight managers. 222 Hays UK Salary & Recruiting Trends 2018

225 Employee movement may increase if progression needs are not met Nearly three-fifths (59%) of marketing employees expect to move roles in the next year, while 37% anticipate moving jobs in the next six months. A growing perception of a lack of career progression opportunities may be the root cause, for example, a greater percentage of professionals feel there is no scope for career progression in their current role, rising from 50% to 54% in the last year. This is also higher than the overall UK average of 50%. Should this upward trend continue, this could further influence employee movement in the future, especially given that almost a quarter (24%) of professionals say a lack of future opportunities at their current organisation is their main reason to want to leave a role. Employers wanting to recruit can use this desire for progression in their attraction strategies, for example, by promoting their investment in training or professional development. From a retention point of view, if promotion opportunities are limited, lateral movement to other roles in marketing can also be considered. This can help professionals to broaden their expertise and also enable employers to alleviate skills shortages, especially if movement is to more data oriented roles. Strategic insight driving salary increases 65% of employers increased salaries in the last 12 months, which was higher than the expected 61% who anticipated they would increase salaries last year. Marketing managers able to display strong leadership skills, people development and strategic thinking are in high demand as organisations compete for managers who are experienced in developing teams as well as meeting key strategic deliverables. This is causing salaries to increase for middle and senior managers able to display these skillsets, particularly in London where marketing managers have seen notable salary increases. Overall, those working in insight roles have seen the highest average salary increases in the last year, in line with the overall UK average, followed by online and digital roles. Maintaining work-life balance is key Despite over three-fifths (65%) of employers increasing salaries in the last year, 56% of employees are dissatisfied with their salary, consistent with the previous year. Where salary increases may be limited, employers can help attract and retain marketing professionals by offering benefits, such as flexible working options, which is deemed important to three quarters (75%) of employees when considering a new role. Current employee ratings of work-life balance in the profession are largely positive, with over two-thirds (68%) rating it as good or very good, notably higher than the overall UK average of 56%. However, there is still work to be done, with only two-fifths (40%) of employers encouraging all employees to take up flexible working options. Flexible working tends to be increasingly prevalent in more senior roles, rather than being open to all levels. To help maintain the higher than average levels of satisfaction with work-life balance, employers should carefully consider the flexible working options they are able to provide for professionals across all levels of seniority. As marketing departments and the wider organisation in which they operate continue to be shaped by technology and become more data-driven, the high demand for professionals with the strategic and technical insight to deliver successful change will remain. Although competitive salaries are important to attract and retain this talent, ensuring wider benefits are in line with candidate expectations can go a long way to helping organisations secure the best marketing talent. Survey highlights for marketing Employers Employees 1.0% average salary increase 59% expect to move jobs within 12 months expect their organisation s activity levels to increase or stay the same 95% over the next 12 months 56% are not satisfied with their salaries 69% plan on recruiting staff over the next 12 months 54% feel there is no scope for progression within their organisation 69% say their top challenge when recruiting is a shortage of suitable applicants 68% rate their work-life balance as positive Hays UK Salary & Recruiting Trends

226 MARKETING BRAND & PRODUCT MARKETING London Range Typical Head of Products 70,000-90,000 80,000 Product Manager 50,000-85,000 70,000 Assistant Product Manager 40,000-60,000 55,000 Head of Category 60,000-80,000 75,000 Category Manager 45,000-55,000 50,000 Assistant Category Manager 35,000-45,000 40,000 Brand Manager 50,000-65,000 60,000 Assistant Brand Manager 40,000-50,000 45,000 Trade/Channel Marketing Manager 40,000-55,000 50,000 South West England Range Typical Head of Products 50,000-70,000 60,000 Product Manager 35,000-45,000 42,000 Assistant Product Manager 25,000-32,000 28,000 Head of Category 50,000-75,000 65,000 Category Manager 42,000-55,000 44,000 Assistant Category Manager 28,000-35,000 31,000 Brand Manager 35,000-45,000 42,000 Assistant Brand Manager 27,000-35,000 30,000 Trade/Channel Marketing Manager 35,000-45,000 40,000 South East England Range Typical Head of Products 60,000-80,000 68,000 Product Manager 40,000-65,000 50,000 Assistant Product Manager 35,000-45,000 38,000 Head of Category 60,000-80,000 70,000 Category Manager 35,000-65,000 50,000 Assistant Category Manager 30,000-40,000 37,000 Brand Manager 45,000-60,000 50,000 Assistant Brand Manager 32,000-40,000 37,000 Trade/Channel Marketing Manager 45,000-70,000 50,000 Wales Range Typical Head of Products 50,000-70,000 60,000 Product Manager 35,000-45,000 43,000 Assistant Product Manager 25,000-32,000 28,000 Head of Category 50,000-75,000 65,000 Category Manager 40,000-55,000 42,000 Assistant Category Manager 28,000-35,000 30,000 Brand Manager 35,000-45,000 40,000 Assistant Brand Manager 27,000-35,000 30,000 Trade/Channel Marketing Manager 35,000-45,000 40,000 East of England Range Typical Head of Products 70,000-85,000 75,000 Product Manager 45,000-55,000 50,000 Assistant Product Manager 25,000-28,000 27,000 Head of Category 65,000-80,000 70,000 Category Manager 45,000-55,000 47,000 Assistant Category Manager 25,000-30,000 27,000 Brand Manager 40,000-50,000 45,000 Assistant Brand Manager 25,000-28,000 27,000 Trade/Channel Marketing Manager 35,000-50,000 40,000 West Midlands Range Typical Head of Products 60,000-80,000 65,000 Product Manager 30,000-45,000 40,000 Assistant Product Manager 20,000-30,000 25,000 Head of Category 50,000-75,000 65,000 Category Manager 40,000-50,000 45,000 Assistant Category Manager 30,000-35,000 32,500 Brand Manager 38,000-45,000 40,000 Assistant Brand Manager 30,000-35,000 32,500 Trade/Channel Marketing Manager 35,000-45,000 40,000 MARKETING Brand and product marketing 224 Hays UK Salary & Recruiting Trends 2018

227 East Midlands Range Typical Head of Products 48,000-60,000 55,000 Product Manager 30,000-50,000 40,000 Assistant Product Manager 22,000-29,000 25,000 Head of Category 50,000-75,000 60,000 Category Manager 35,000-50,000 42,000 Assistant Category Manager 25,000-35,000 28,000 Brand Manager 32,000-48,000 38,000 Assistant Brand Manager 23,000-30,000 26,000 Trade/Channel Marketing Manager 35,000-55,000 40,000 North West England Range Typical Head of Products 60,000-80,000 65,000 Product Manager 40,000-50,000 45,000 Assistant Product Manager 25,000-35,000 30,000 Head of Category 60,000-80,000 70,000 Category Manager 40,000-50,000 45,000 Assistant Category Manager 25,000-35,000 30,000 Brand Manager 40,000-50,000 45,000 Assistant Brand Manager 25,000-35,000 30,000 Trade/Channel Marketing Manager 45,000-60,000 50,000 Yorkshire and the Humber Range Typical Head of Products 60,000-80,000 70,000 Product Manager 35,000-45,000 40,000 Assistant Product Manager 25,000-30,000 28,000 Head of Category 60,000-75,000 65,000 Category Manager 45,000-55,000 50,000 Assistant Category Manager 25,000-30,000 28,000 Brand Manager 40,000-55,000 45,000 Assistant Brand Manager 25,000-30,000 28,000 Trade/Channel Marketing Manager 40,000-55,000 45,000 Scotland Range Typical Head of Products 50,000-65,000 55,000 Product Manager 35,000-50,000 47,500 Assistant Product Manager 30,000-45,000 35,000 Head of Category 50,000-65,000 60,000 Category Manager 35,000-45,000 40,000 Assistant Category Manager 25,000-35,000 28,000 Brand Manager 40,000-55,000 50,000 Assistant Brand Manager 30,000-40,000 32,000 Trade/Channel Marketing Manager 35,000-45,000 40,000 North East England Range Typical Head of Products 60,000-70,000 65,000 Product Manager 35,000-45,000 40,000 Assistant Product Manager 24,000-28,000 25,000 Head of Category 60,000-75,000 65,000 Category Manager 45,000-55,000 48,000 Assistant Category Manager 24,000-30,000 25,000 Brand Manager 35,000-55,000 37,000 Assistant Brand Manager 24,000-30,000 25,000 Trade/Channel Marketing Manager 40,000-55,000 45,000 Hays UK Salary & Recruiting Trends

228 MARKETING EVENTS London Range Typical Events Manager 40,000-50,000 45,000 Events Executive/Coordinator 25,000-40,000 35,000 East Midlands Range Typical Events Manager 25,000-36,000 30,000 Events Executive/Coordinator 20,000-28,000 25,000 South East England Range Typical Events Manager 30,000-50,000 45,000 Events Executive/Coordinator 25,000-35,000 28,000 Yorkshire and the Humber Range Typical Events Manager 30,000-40,000 35,000 Events Executive/Coordinator 18,000-27,000 25,000 East of England Range Typical Events Manager 25,000-35,000 30,000 Events Executive/Coordinator 18,000-25,000 23,000 North East England Range Typical Events Manager 25,000-35,000 30,000 Events Executive/Coordinator 18,000-25,000 22,000 South West England Range Typical Events Manager 25,000-35,000 30,000 Events Executive/Coordinator 20,000-28,000 25,000 North West England Range Typical Events Manager 35,000-50,000 38,000 Events Executive/Coordinator 25,000-30,000 27,000 Wales Range Typical Events Manager 27,000-35,000 30,000 Events Executive/Coordinator 17,000-26,000 23,000 Scotland Range Typical Events Manager 25,000-35,000 30,000 Events Executive/Coordinator 18,000-25,000 22,000 West Midlands Range Typical Events Manager 30,000-35,000 32,000 Events Executive/Coordinator 20,000-28,000 26,000 MARKETING Events 226 Hays UK Salary & Recruiting Trends 2018

229 Hays UK Salary & Recruiting Trends

230 MARKETING INSIGHT London Range Typical Head of Insight & Analytics/ Head of Research Customer Insight Manager/ Research Manager 70,000-90,000 80,000 50,000-70,000 60,000 Customer Insight Analyst 35,000-50,000 45,000 Database Manager/CRM Manager 50,000-70,000 60,000 Marketing Analyst/CRM Analyst 30,000-55,000 40,000 Wales Range Typical Head of Insight & Analytics/ Head of Research 40,000-60,000 50,000 Customer Insight Manager/ Research Manager 35,000-45,500 40,000 Customer Insight Analyst 30,000-38,000 33,500 Database Manager/CRM Manager 35,000-45,000 42,000 Marketing Analyst/CRM Analyst 22,000-28,000 25,000 South East England Range Typical Head of Insight & Analytics/ Head of Research 60,000-80,000 70,000 Customer Insight Manager/ Research Manager 40,000-65,000 48,000 Customer Insight Analyst 30,000-45,000 38,000 Database Manager/CRM Manager 40,000-50,000 45,000 Marketing Analyst/CRM Analyst 30,000-55,000 35,000 West Midlands Range Typical Head of Insight & Analytics/ Head of Research 60,000-80,000 75,000 Customer Insight Manager/ Research Manager 35,000-45,000 42,000 Customer Insight Analyst 30,000-40,000 35,000 Database Manager/CRM Manager 30,000-40,000 35,000 Marketing Analyst/CRM Analyst 30,000-35,000 33,000 East of England Range Typical Head of Insight & Analytics/ Head of Research 60,000-78,000 65,000 Customer Insight Manager/ Research Manager 40,000-50,000 45,000 Customer Insight Analyst 30,000-42,000 35,000 Database Manager/CRM Manager 35,000-45,000 40,000 Marketing Analyst/CRM Analyst 30,000-40,000 35,000 East Midlands Range Typical Head of Insight & Analytics/ Head of Research 50,000-65,000 55,000 Customer Insight Manager/ Research Manager 35,000-50,000 40,000 Customer Insight Analyst 27,000-35,000 32,000 Database Manager/CRM Manager 30,000-40,000 35,000 Marketing Analyst/CRM Analyst 26,000-33,000 32,000 South West England Range Typical Head of Insight & Analytics/ Head of Research 45,000-65,000 55,000 Customer Insight Manager/ Research Manager 35,000-45,000 40,000 Customer Insight Analyst 30,000-40,000 34,000 Database Manager/CRM Manager 35,000-45,000 43,000 Marketing Analyst/CRM Analyst 22,000-28,000 26,000 Yorkshire and the Humber Range Typical Head of Insight & Analytics/ Head of Research 65,000-80,000 75,000 Customer Insight Manager/ Research Manager 40,000-50,000 45,000 Customer Insight Analyst 30,000-40,000 35,000 Database Manager/CRM Manager 30,000-40,000 35,000 Marketing Analyst/CRM Analyst 28,000-31,000 30,000 MARKETING Insight 228 Hays UK Salary & Recruiting Trends 2018

231 North East England Range Typical Head of Insight & Analytics/ Head of Research Customer Insight Manager/ Research Manager 65,000-80,000 75,000 30,000-45,000 40,000 Customer Insight Analyst 28,000-35,000 30,000 Database Manager/CRM Manager 29,000-35,000 30,000 Marketing Analyst/CRM Analyst 22,000-28,000 25,000 North West England Range Typical Head of Insight & Analytics/ Head of Research 55,000-65,000 60,000 Customer Insight Manager/ Research Manager 40,000-50,000 45,000 Customer Insight Analyst 35,000-45,000 40,000 Database Manager/CRM Manager 35,000-45,000 40,000 Marketing Analyst/CRM Analyst 30,000-40,000 32,000 Scotland Range Typical Head of Insight & Analytics/ Head of Research 55,000-75,000 68,000 Customer Insight Manager/ Research Manager 35,000-50,000 45,000 Customer Insight Analyst 30,000-40,000 35,000 Database Manager/CRM Manager 30,000-40,000 35,000 Marketing Analyst/CRM Analyst 24,000-28,000 26,000 Hays UK Salary & Recruiting Trends

232 MARKETING GENERAL MARKETING London Range Typical Marketing Director 90, , ,000 Head of Department 80, , ,000 Marketing Manager 45,000-70,000 60,000 Marketing Executive 25,000-45,000 35,000 Marketing Assistant 23,000-30,000 28,000 East Midlands Range Typical Marketing Director 60,000-90,000 72,000 Head of Department 50,000-65,000 60,000 Marketing Manager 30,000-50,000 45,000 Marketing Executive 22,000-30,000 27,000 Marketing Assistant 17,000-22,000 20,000 South East England Range Typical Marketing Director 60, ,000 90,000 Head of Department 55,000-70,000 65,000 Marketing Manager 40,000-55,000 45,000 Marketing Executive 28,000-38,000 33,000 Marketing Assistant 18,000-25,000 23,000 Yorkshire and the Humber Range Typical Marketing Director 70, ,000 85,000 Head of Department 60,000-75,000 65,000 Marketing Manager 35,000-50,000 45,000 Marketing Executive 22,000-30,000 25,000 Marketing Assistant 17,000-20,000 18,000 East of England Range Typical Marketing Director 60,000-75,000 70,000 Head of Department 55,000-60,000 57,500 Marketing Manager 35,000-55,000 45,000 Marketing Executive 18,000-28,000 25,000 Marketing Assistant 18,000-20,000 19,000 North East England Range Typical Marketing Director 60,000-80,000 70,000 Head of Department 50,000-70,000 60,000 Marketing Manager 35,000-50,000 45,000 Marketing Executive 22,000-28,000 25,000 Marketing Assistant 16,000-20,000 18,000 South West England Range Typical Marketing Director 60,000-90,000 75,000 Head of Department 50,000-70,000 62,000 Marketing Manager 40,000-50,000 45,000 Marketing Executive 22,000-30,000 27,000 Marketing Assistant 18,000-22,000 20,000 North West England Range Typical Marketing Director 70, ,000 85,000 Head of Department 50,000-80,000 70,000 Marketing Manager 30,000-55,000 45,000 Marketing Executive 25,000-30,000 28,000 Marketing Assistant 18,000-24,000 22,000 Wales Range Typical Marketing Director 70, ,000 75,000 Head of Department 50,000-70,000 60,000 Marketing Manager 40,000-50,000 42,000 Marketing Executive 22,000-28,000 25,000 Marketing Assistant 17,000-21,000 20,000 Scotland Range Typical Marketing Director 60,000-75,000 70,000 Head of Department 49,000-60,000 50,000 Marketing Manager 35,000-50,000 37,500 Marketing Executive 23,000-28,000 26,000 Marketing Assistant 16,000-22,000 20,000 MARKETING General marketing West Midlands Range Typical Marketing Director 75, ,000 85,000 Head of Department 55,000-80,000 65,000 Marketing Manager 30,000-45,000 37,500 Marketing Executive 25,000-32,000 28,000 Marketing Assistant 16,000-23,000 21, Hays UK Salary & Recruiting Trends 2018

233 Hays UK Salary & Recruiting Trends

234 MARKETING ONLINE & DIGITAL London Range Typical Digital Director 90, , ,000 Head of Digital Department 80, , ,000 SEO/PPC Manager 55,000-75,000 60,000 SEO/PPC Executive 30,000-45,000 40,000 Web Analyst 35,000-50,000 45,000 Content Marketing 45,000-60,000 50,000 E-commerce Executive 25,000-45,000 35,000 Wales Range Typical Digital Director 60, ,000 70,000 Head of Digital Department 50,000-70,000 60,000 SEO/PPC Manager 40,000-55,000 44,000 SEO/PPC Executive 24,000-30,000 27,000 Web Analyst 30,000-35,000 32,000 Content Marketing 25,000-32,000 29,000 E-commerce Executive 25,000-32,000 29,000 South East England Range Typical Digital Director 60, ,000 85,000 Head of Digital Department 60, ,000 80,000 SEO/PPC Manager 40,000-60,000 50,000 SEO/PPC Executive 28,000-38,500 35,000 Web Analyst 30,000-40,000 35,000 Content Marketing 30,000-55,000 40,000 E-commerce Executive 28,000-37,000 35,000 West Midlands Range Typical Digital Director 60, ,000 82,000 Head of Digital Department 55,000-80,000 60,000 SEO/PPC Manager 40,000-55,000 45,000 SEO/PPC Executive 25,000-35,000 30,000 Web Analyst 27,000-35,000 32,000 Content Marketing 20,000-32,000 26,000 E-commerce Executive 28,000-35,000 30,000 East of England Range Typical Digital Director 60,000-80,000 72,000 Head of Digital Department 50,000-70,000 62,000 SEO/PPC Manager 35,000-50,000 45,000 SEO/PPC Executive 22,000-30,000 28,000 Web Analyst 30,000-35,000 32,000 Content Marketing 30,000-45,000 35,000 E-commerce Executive 22,000-30,000 28,000 East Midlands Range Typical Digital Director 60,000-80,000 65,000 Head of Digital Department 55,000-80,000 60,000 SEO/PPC Manager 35,000-45,000 40,000 SEO/PPC Executive 26,000-34,000 28,000 Web Analyst 27,000-35,000 32,000 Content Marketing 25,000-32,000 27,000 E-commerce Executive 26,000-30,000 28,000 South West England Range Typical Digital Director 60, ,000 70,000 Head of Digital Department 50,000-70,000 62,000 SEO/PPC Manager 40,000-50,000 44,000 SEO/PPC Executive 24,000-30,000 27,000 Web Analyst 30,000-35,000 32,000 Content Marketing 25,000-32,000 29,000 E-commerce Executive 25,000-32,000 29,000 Yorkshire and the Humber Range Typical Digital Director 70, ,000 85,000 Head of Digital Department 65,000-80,000 70,000 SEO/PPC Manager 40,000-60,000 45,000 SEO/PPC Executive 22,000-30,000 25,000 Web Analyst 30,000-35,000 32,000 Content Marketing 30,000-40,000 35,000 E-commerce Executive 22,000-28,000 25,000 MARKETING Online and digital 232 Hays UK Salary & Recruiting Trends 2018

235 North East England Range Typical Digital Director 70, ,000 80,000 Head of Digital Department 60,000-80,000 65,000 SEO/PPC Manager 35,000-60,000 40,000 SEO/PPC Executive 22,000-30,000 25,000 Web Analyst 29,000-35,000 30,000 Content Marketing 29,000-40,000 30,000 E-commerce Executive 22,000-28,000 25,000 Scotland Range Typical Digital Director 60,000-80,000 72,000 Head of Digital Department 40,000-60,000 50,000 SEO/PPC Manager 35,000-45,000 40,000 SEO/PPC Executive 20,000-28,000 24,000 Web Analyst 25,000-35,000 30,000 Content Marketing 25,000-30,000 28,000 E-commerce Executive 22,000-28,000 25,000 North West England Range Typical Digital Director 70, ,000 85,000 Head of Digital Department 45,000-70,000 55,000 SEO/PPC Manager 35,000-55,000 50,000 SEO/PPC Executive 30,000-35,000 32,000 Web Analyst 35,000-45,000 40,000 Content Marketing 20,000-35,000 30,000 E-commerce Executive 25,000-30,000 28,000 There s really only one question brands and agencies have what can you do? Skills underpin what brands can achieve for their customers and what agencies can achieve for their clients. Neither have enough good people. This is because the complexity in marketing has not stopped increasing and the sector is catching up with this new technology, which requires new skills. It affects more than the advertising and marketing sector too. Businesses, entrepreneurs and those with great ideas that want to turn those ideas into businesses, need new media and related skills in order to take advantage of the new economy. Today, the UK advertising and marketing sector is a market leader. It is dominant in Europe and a magnet for the best creative talent from Europe and beyond. British creative talent is the most-awarded relative to its size by the biggest international annual awards in Cannes. But the status quo is about the change. Brands want their agencies to be different. Agencies are adapting to what brands want but the change is happening slowly. On top of this, Brexit means the industry will come under more pressure than ever before. It s nothing we can t handle. It just means we have to work harder and be better. And we can. Jane Cave Managing Director, Institute of Direct and Digital Marketing Hays UK Salary & Recruiting Trends

236 MARKETING PR & INTERNAL COMMUNICATIONS London Range Typical Head of Comms 70, , ,000 Internal Comms Manager 45,000-75,000 58,000 Internal Comms Officer 25,000-40,000 30,000 External Comms Officer 25,000-40,000 30,000 PR Manager 40,000-65,000 55,000 PR Executive 25,000-45,000 40,000 Wales Range Typical Head of Comms 75, ,000 80,000 Internal Comms Manager 30,000-45,000 38,000 Internal Comms Officer 23,000-28,000 25,000 External Comms Officer 23,000-28,000 25,000 PR Manager 30,000-45,000 40,000 PR Executive 24,000-30,000 26,000 South East England Range Typical Head of Comms 60,000-95,000 80,000 Internal Comms Manager 35,000-60,000 49,000 Internal Comms Officer 22,000-35,000 28,000 External Comms Officer 25,000-32,000 28,000 PR Manager 40,000-60,000 50,000 PR Executive 25,000-35,000 30,000 West Midlands Range Typical Head of Comms 55,000-85,000 80,000 Internal Comms Manager 30,000-40,000 35,000 Internal Comms Officer 26,000-35,000 28,000 External Comms Officer 26,000-35,000 28,000 PR Manager 35,000-45,000 40,000 PR Executive 25,000-32,000 28,000 East of England Range Typical Head of Comms 75,000-85,000 80,000 Internal Comms Manager 40,000-50,000 48,000 Internal Comms Officer 25,000-30,000 28,000 External Comms Officer 25,000-30,000 28,000 PR Manager 40,000-60,000 45,000 PR Executive 22,000-30,000 25,000 East Midlands Range Typical Head of Comms 65, ,000 80,000 Internal Comms Manager 40,000-60,000 45,000 Internal Comms Officer 25,000-35,000 27,000 External Comms Officer 22,000-32,000 27,000 PR Manager 30,000-50,000 38,000 PR Executive 22,000-30,000 26,000 South West England Range Typical Head of Comms 75,000-90,000 80,000 Internal Comms Manager 35,000-40,000 39,000 Internal Comms Officer 22,000-35,000 28,000 External Comms Officer 25,000-30,000 28,000 PR Manager 35,000-45,000 40,000 PR Executive 25,000-30,000 27,000 Yorkshire and the Humber Range Typical Head of Comms 75, ,000 85,000 Internal Comms Manager 35,000-55,000 45,000 Internal Comms Officer 22,000-30,000 25,000 External Comms Officer 22,000-30,000 25,000 PR Manager 40,000-60,000 50,000 PR Executive 25,000-35,000 28,000 MARKETING PR and internal communications 234 Hays UK Salary & Recruiting Trends 2018

237 North East England Range Typical Head of Comms 75,000-90,000 80,000 Internal Comms Manager 35,000-55,000 40,000 Internal Comms Officer 22,000-30,000 25,000 External Comms Officer 22,000-30,000 25,000 PR Manager 40,000-60,000 45,000 PR Executive 24,000-35,000 25,000 Scotland Range Typical Head of Comms 60,000-75,000 70,000 Internal Comms Manager 30,000-45,000 35,000 Internal Comms Officer 25,000-30,000 28,000 External Comms Officer 25,000-30,000 28,000 PR Manager 30,000-45,000 35,000 PR Executive 22,000-28,000 25,000 North West England Range Typical Head of Comms 75, ,000 85,000 Internal Comms Manager 40,000-55,000 45,000 Internal Comms Officer 25,000-35,000 27,000 External Comms Officer 25,000-35,000 27,000 PR Manager 35,000-45,000 40,000 PR Executive 25,000-35,000 28,000 Koray Camgoz Public Relations Manager, Chartered Institute of Public Relations Public relations did not want Brexit. This year s CIPR State of the Profession study revealed fewer than one in ten believe it will have a positive impact on their organisation. No one can say with any certainty what the long-term consequences of Brexit will be but recruitment in public relations remains strong and eight of ten (81%) consultancies report that their budgets have either increased or stayed the same. What is clear is that PR is perfectly poised to deliver the clarity that businesses crave during this period of uncertainty. As organisations prepare to understand and communicate change both internally and externally they will inevitably turn to communications professionals. In many respects, Brexit has crystallised the value of PR. Through building relationships, we deliver truth, trust and reputation. Brexit means those skills are now at a premium. But in order to turn uncertainty into opportunity, PR professionals need to be at the very top of their game. It s little surprise, therefore, to see internal communications continuing its impressive growth. CIPR courses on internal communications and change communication are best-sellers, offering an indication that businesses are elevating the importance of communication with employees. Public affairs is also enjoying a period of strong growth as businesses seek to influence impending changes to legislation. Traditional written communication skills remain a pre requisite for aspiring practitioners, but the industry s shift towards visual communications continues to accelerate. More than a third (35%) of PR professionals now spend most or some of their time on photo and video creation and editing, representing a 7% increase on the previous year. Two-thirds (66%) say digital and social media management accounts for most or some of their time. This data is complimented by the consistently robust performance of the CIPR s Making movies with iphones course. Brexit and a diversifying skillset aren t the only major challenges. Public relations has traditionally been two-thirds female but the CIPR s latest study shows the gender balance is evening out towards a 60-40% female-male split. Despite the levelling out of gender balance, the gender pay gap remains an area of concern. In PR, your gender is the third most influential factor determining your pay (behind seniority and length of experience). What s more, men are more than twice as likely to earn over 100,000 per year. That s unacceptable for a modern profession and as the UK s professional body for PR, the CIPR will continue to champion pay equality. Hays UK Salary & Recruiting Trends

238 MARKETING PUBLIC SECTOR London Range Typical Head of News/Press 45,000-80,000 65,000 Press/Media Manager 35,000-65,000 50,000 Press/Media Officer/Assistant 25,000-40,000 30,000 Public Affairs Manager 35,000-60,000 50,000 Public Affairs Officer 28,000-38,000 32,000 Campaigns Officer 25,000-40,000 30,000 Events Manager 30,000-40,000 35,000 Events Executive/Coordinator 23,000-29,000 27,000 Marketing Director 60,000-90,000 70,000 Marketing Manager 30,000-40,000 35,000 Marketing Executive/Assistant 25,000-32,000 28,000 Digital Marketing Manager 30,000-40,000 35,000 Digital Marketing Executive 27,000-34,000 30,000 Director of Communications 60,000-90,000 70,000 Internal Comms Manger 35,000-45,000 40,000 Internal Comms Officer/Assistant 30,000-40,000 35,000 External Comms Manager 35,000-45,000 40,000 External Comms Officer/Assistant 25,000-32,000 28,000 Engagement/Stakeholder Manager 35,000-50,000 45,000 Engagement/Stakeholder Officer 30,000-45,000 35,000 East of England Range Typical Head of News/Press 45,000-60,000 50,000 Press/Media Manager 35,000-50,000 40,000 Press/Media Officer/Assistant 22,000-30,000 28,000 Public Affairs Manager 35,000-45,000 40,000 Public Affairs Officer 22,000-30,000 25,000 Campaigns Officer 22,000-30,000 25,000 Events Manager 24,000-34,000 30,000 Events Executive/Coordinator 18,000-22,000 21,000 Marketing Director 50,000-80,000 65,000 Marketing Manager 30,000-40,000 37,000 Marketing Executive/Assistant 23,000-30,000 26,000 Digital Marketing Manager 27,000-37,000 34,000 Digital Marketing Executive 22,000-27,000 25,000 Director of Communications 45,000-70,000 61,000 Internal Comms Manger 50,000-80,000 65,000 Internal Comms Officer/Assistant 24,000-32,000 25,000 External Comms Manager 32,000-42,000 35,000 External Comms Officer/Assistant 22,000-32,000 26,000 Engagement/Stakeholder Manager 30,000-40,000 35,000 Engagement/Stakeholder Officer 22,000-38,000 25,000 MARKETING Public sector South East England Range Typical Head of News/Press 48,000-68,000 63,500 Press/Media Manager 30,000-45,000 39,000 Press/Media Officer/Assistant 26,000-35,000 30,000 Public Affairs Manager 33,000-60,000 45,000 Public Affairs Officer 21,000-31,000 28,500 Campaigns Officer 28,000-40,000 30,000 Events Manager 28,000-40,000 33,000 Events Executive/Coordinator 23,000-28,000 24,000 Marketing Director 60,000-90,000 65,000 Marketing Manager 30,000-45,000 40,000 Marketing Executive/Assistant 25,000-33,000 26,000 Digital Marketing Manager 30,000-40,000 35,000 Digital Marketing Executive 25,000-30,000 27,000 Director of Communications 60,000-90,000 65,000 Internal Comms Manger 30,000-45,000 40,000 Internal Comms Officer/Assistant 28,000-35,000 30,000 External Comms Manager 35,000-45,000 38,000 External Comms Officer/Assistant 25,000-35,000 27,000 Engagement/Stakeholder Manager 31,000-41,000 35,000 Engagement/Stakeholder Officer 21,000-30,000 28, Hays UK Salary & Recruiting Trends 2018 South West England Range Typical Head of News/Press 40,000-60,000 50,000 Press/Media Manager 30,000-40,000 33,000 Press/Media Officer/Assistant 23,000-30,000 26,000 Public Affairs Manager 25,000-35,000 33,000 Public Affairs Officer 23,000-30,000 26,000 Campaigns Officer 23,000-30,000 26,000 Events Manager 28,000-32,000 30,000 Events Executive/Coordinator 22,000-28,000 24,000 Marketing Director 75,000-95,000 85,000 Marketing Manager 35,000-45,000 40,000 Marketing Executive/Assistant 24,000-28,000 25,000 Digital Marketing Manager 35,000-45,000 40,000 Digital Marketing Executive 24,000-28,000 25,000 Director of Communications 75,000-95,000 85,000 Internal Comms Manger 35,000-45,000 40,000 Internal Comms Officer/Assistant 20,000-25,000 24,000 External Comms Manager 35,000-45,000 40,000 External Comms Officer/Assistant 20,000-30,000 25,000 Engagement/Stakeholder Manager 30,000-45,000 40,000 Engagement/Stakeholder Officer 25,000-32,000 30,000

239 Wales Range Typical Head of News/Press 45,000-55,000 50,000 Press/Media Manager 30,000-40,000 33,000 Press/Media Officer/Assistant 20,000-30,000 26,000 Public Affairs Manager 30,000-40,000 33,000 Public Affairs Officer 22,000-28,000 26,000 Campaigns Officer 22,000-30,000 26,000 Events Manager 28,000-32,000 30,000 Events Executive/Coordinator 22,000-28,000 24,000 Marketing Director 75,000-95,000 85,000 Marketing Manager 35,000-45,000 40,000 Marketing Executive/Assistant 24,000-28,000 25,000 Digital Marketing Manager 35,000-45,000 40,000 Digital Marketing Executive 24,000-28,000 25,000 Director of Communications 75,000-95,000 85,000 Internal Comms Manger 35,000-45,000 40,000 Internal Comms Officer/Assistant 20,000-25,000 24,000 External Comms Manager 35,000-45,000 40,000 External Comms Officer/Assistant 20,000-25,000 24,000 Engagement/Stakeholder Manager 35,000-45,000 40,000 Engagement/Stakeholder Officer 25,000-35,000 30,000 East Midlands Range Typical Head of News/Press 45,000-60,000 50,000 Press/Media Manager 35,000-50,000 40,000 Press/Media Officer/Assistant 23,000-30,000 28,000 Public Affairs Manager 35,000-45,000 40,000 Public Affairs Officer 23,000-30,000 25,000 Campaigns Officer 23,000-31,000 25,000 Events Manager 28,000-35,000 31,000 Events Executive/Coordinator 22,000-26,000 24,000 Marketing Director 65,000-90,000 72,000 Marketing Manager 35,000-45,000 40,000 Marketing Executive/Assistant 22,000-32,000 27,000 Digital Marketing Manager 32,000-45,000 38,000 Digital Marketing Executive 22,000-32,000 27,000 Director of Communications 65, ,000 80,000 Internal Comms Manger 40,000-60,000 45,000 Internal Comms Officer/Assistant 25,000-35,000 28,000 External Comms Manager 35,000-50,000 40,000 External Comms Officer/Assistant 22,000-32,000 27,000 Engagement/Stakeholder Manager 30,000-40,000 35,000 Engagement/Stakeholder Officer 22,000-38,000 25,000 West Midlands Range Typical Head of News/Press 50,000-60,000 55,000 Press/Media Manager 30,000-40,000 35,000 Press/Media Officer/Assistant 25,000-30,000 27,000 Public Affairs Manager 30,000-38,000 36,000 Public Affairs Officer 22,000-28,000 26,000 Campaigns Officer 20,000-30,000 25,000 Events Manager 28,000-35,000 32,000 Events Executive/Coordinator 22,000-28,000 25,000 Marketing Director 65,000-75,000 70,000 Marketing Manager 35,000-45,000 40,000 Marketing Executive/Assistant 18,000-25,000 23,000 Digital Marketing Manager 45,000-53,000 50,000 Digital Marketing Executive 25,000-30,000 28,000 Director of Communications 65,000-73,000 70,000 Internal Comms Manger 35,000-40,000 37,500 Internal Comms Officer/Assistant 26,000-32,000 30,000 External Comms Manager 35,000-40,000 38,000 External Comms Officer/Assistant 26,000-32,000 28,000 Engagement/Stakeholder Manager 35,000-45,000 42,000 Engagement/Stakeholder Officer 28,000-32,000 30,000 Yorkshire and the Humber Range Typical Head of News/Press 50,000-60,000 55,000 Press/Media Manager 35,000-50,000 45,000 Press/Media Officer/Assistant 22,000-30,000 28,000 Public Affairs Manager 35,000-45,000 40,000 Public Affairs Officer 22,000-30,000 28,000 Campaigns Officer 22,000-30,000 25,000 Events Manager 25,000-30,000 28,000 Events Executive/Coordinator 20,000-25,000 22,000 Marketing Director 50,000-65,000 60,000 Marketing Manager 30,000-40,000 35,000 Marketing Executive/Assistant 21,000-25,000 22,000 Digital Marketing Manager 30,000-35,000 32,000 Digital Marketing Executive 22,000-28,000 25,000 Director of Communications 65,000-73,000 70,000 Internal Comms Manger 34,000-40,000 35,000 Internal Comms Officer/Assistant 25,000-30,000 28,000 External Comms Manager 34,000-40,000 35,000 External Comms Officer/Assistant 25,000-30,000 28,000 Engagement/Stakeholder Manager 30,000-45,000 40,000 Engagement/Stakeholder Officer 22,000-30,000 25,000 Hays UK Salary & Recruiting Trends

240 MARKETING PUBLIC SECTOR North East England Range Typical Head of News/Press 45,000-60,000 50,000 Press/Media Manager 35,000-50,000 40,000 Press/Media Officer/Assistant 22,000-30,000 25,000 Public Affairs Manager 35,000-45,000 40,000 Public Affairs Officer 22,000-30,000 25,000 Campaigns Officer 22,000-30,000 25,000 Events Manager 24,000-30,000 25,000 Events Executive/Coordinator 20,000-25,000 22,000 Marketing Director 50,000-60,000 55,000 Marketing Manager 30,000-40,000 35,000 Marketing Executive/Assistant 21,000-25,000 22,000 Digital Marketing Manager 29,000-35,000 30,000 Digital Marketing Executive 22,000-28,000 25,000 Director of Communications 60,000-70,000 65,000 Internal Comms Manger 30,000-40,000 35,000 Internal Comms Officer/Assistant 23,000-30,000 25,000 External Comms Manager 33,000-40,000 35,000 External Comms Officer/Assistant 24,000-30,000 25,000 Engagement/Stakeholder Manager 30,000-45,000 37,000 Engagement/Stakeholder Officer 22,000-30,000 25,000 Scotland Range Typical Head of News/Press 45,000-60,000 50,000 Press/Media Manager 35,000-45,000 38,000 Press/Media Officer/Assistant 22,000-27,000 25,000 Public Affairs Manager 28,000-45,000 36,000 Public Affairs Officer 24,000-30,000 25,000 Campaigns Officer 22,000-30,000 25,000 Events Manager 28,000-40,000 32,000 Events Executive/Coordinator 21,000-26,000 24,000 Marketing Director 60, ,000 80,000 Marketing Manager 35,000-45,000 40,000 Marketing Executive/Assistant 22,000-28,000 25,000 Digital Marketing Manager 35,000-45,000 40,000 Digital Marketing Executive 22,000-28,000 25,000 Director of Communications 60, ,000 80,000 Internal Comms Manger 40,000-60,000 45,000 Internal Comms Officer/Assistant 25,000-30,000 26,000 External Comms Manager 28,000-38,000 33,000 External Comms Officer/Assistant 25,000-30,000 26,000 Engagement/Stakeholder Manager 30,000-45,000 38,000 Engagement/Stakeholder Officer 25,000-30,000 28,000 North West England Range Typical Head of News/Press 50,000-60,000 55,000 Press/Media Manager 35,000-55,000 45,000 Press/Media Officer/Assistant 25,000-35,000 30,000 Public Affairs Manager 28,000-45,000 36,000 Public Affairs Officer 25,000-30,000 27,000 Campaigns Officer 24,000-30,000 25,000 Events Manager 35,000-50,000 38,000 Events Executive/Coordinator 25,000-30,000 27,000 Marketing Director 70, ,000 85,000 Marketing Manager 30,000-50,000 40,000 Marketing Executive/Assistant 20,000-30,000 25,000 Digital Marketing Manager 30,000-50,000 40,000 Digital Marketing Executive 25,000-32,000 28,000 Director of Communications 60,000-90,000 75,000 Internal Comms Manger 35,000-50,000 40,000 Internal Comms Officer/Assistant 25,000-30,000 28,000 External Comms Manager 35,000-50,000 40,000 MARKETING Public sector External Comms Officer/Assistant 25,000-30,000 28,000 Engagement/Stakeholder Manager 35,000-45,000 40,000 Engagement/Stakeholder Officer 25,000-35,000 30, Hays UK Salary & Recruiting Trends 2018

241 Hays UK Salary & Recruiting Trends

242 OFFICE SUPPORT SPECIALIST SKILLS SOUGHT Employers remain positive about activity levels over the coming year. A marginal average increase in salaries reflects steady growth, but dissatisfied employees are increasingly looking to move for better remuneration and rewards. OFFICE SUPPORT Overview Growth projections remain positive Over the next 12 months, 62% of employers anticipate activity levels will increase, which is roughly on a par with last year (61%) and marginally above the overall UK average (59%). This indicates a mostly optimistic mood. Despite expectations for increased activity, the number of employers who plan to recruit in the coming year has dropped slightly from 72% last year to 68% this year. This is also below the overall UK average of 71%. 54% are looking to hire permanent staff, and 28% expect to hire temporary, contract or interim professionals. In contrast to the general trend in office support, 80% of contact centre and customer services employers are looking to hire this year. There has been notable growth in this area, particularly in North West England and Scotland. This is being driven in part by a renewed investment in contact centres in the UK as organisations continue to evolve in line with changing customer expectations. There is particular demand for experienced managers and team leaders in these regions, which has resulted in notable salary increases for these roles. Niche skills commanding salary rises Nearly a quarter (24%) of customer service and contact centre employers do not feel they have the talent necessary to complete current business objectives, and 57% feel that a shortage of suitable candidates will be a recruitment challenge this year. Skills shortages extend to other office support functions too. 21% of office administration employers feel they are currently lacking the necessary talent, and 72% anticipate finding suitable talent will be a challenge when hiring. This area has seen an increased demand for specialist administrator roles, particularly those with experience in finance and HR, and such skillsets are currently scarce in the recruitment market. As a result, these roles have seen significant salary increases. To help overcome immediate skills shortages, 39% of employers have hired temporary or fixed term contract professionals, and 22% are turning to the recruitment of apprentices, an increase from 17% last year. 18% have increased their training and development budgets this year in contrast to 11% last year. Employers are looking to retain and enhance current talent and make their recruitment criteria more flexible by hiring less experienced professionals with a view to upskilling. 240 Hays UK Salary & Recruiting Trends 2018

243 More professionals expected to change jobs These skills shortages may be alleviated somewhat as more office support professionals expect to move jobs this year. 59% plan to move over the next 12 months, which is higher than the overall UK average of 55%. Customer service and contact centre professionals are most inclined to look for a new job, with 63% anticipating they will move in the next year. 60% of office administration professionals say the same, as well as 54% of PA and secretarial professionals. Employees are dissatisfied with their salary or benefits packages, with 29% of office support professionals stating that this is the main reason for wanting to leave their current role. Salary and career progression opportunities impacting movement 62% of office support professionals are dissatisfied with their salaries, which is slightly above last year (60%) and notably higher than the overall UK average of 57%. In keeping with those professionals most likely to move jobs in the next year, those working in customer services and contact centres report the highest levels of dissatisfaction with their salaries (63%), followed by office administration (62%) and PA and secretarial (58%). The increased movement of office support professionals may also be attributed to concerns over the ability to achieve long-term career goals. 57% feel uncertain or negative about their job prospects this year, and 25% cited that a lack of career progression is the main reason they would move jobs. Many PA, secretarial and office administration employers struggle to define clear progression pathways for their staff, which if addressed could improve retention. There has also been a renewed emphasis on training. 18% of employers have increased their training budgets this year in contrast to only 11% last year. This will be even more critical as employers take on less-experienced professionals and look to upskill them. Candidates attracted by a positive work-life balance Whilst regular promotions may not always be feasible, there are other areas employers can improve to boost both talent retention and attraction. 60% of office support workers rate their work-life balance as very good or good, marginally higher than the overall UK average of 56% and unimproved from last year (60%). Furthermore, aside from salary, 25% of employees consider work-life balance most important when considering a new role. However, only 17% of employers recognise this as important to attracting staff. There is encouraging optimism regarding growth by employers. High demand for customer services and contact centres in particular is set to continue. However, in light of skills shortages and as an increased number of office support professionals look to move, employers should consider enhancing both their attraction and retention policies. Career progression is crucial, as well as facilitating a culture which supports a positive work-life balance. Survey highlights for office support Employers Employees 1.0% average salary increase 59% expect to move jobs within 12 months expect their organisation s activity levels to increase or stay the same 96% over the next 12 months 62% are not satisfied with their salaries 68% plan on recruiting staff over the next 12 months 55% feel there is no scope for progression within their organisation 72% say their top challenge when recruiting is a shortage of suitable applicants 60% rate their work-life balance as positive Hays UK Salary & Recruiting Trends

244 OFFICE SUPPORT ADMINISTRATION London Range Typical Office Manager 30,000-45,000 36,000 Specialist Administrator 25,000-32,000 29,000 Administrator 20,000-30,000 26,000 Receptionist 20,000-28,000 25,000 Data Entry Clerk 18,000-24,000 20,500 Yorkshire and the Humber Range Typical Office Manager 18,000-25,000 24,000 Specialist Administrator 17,000-23,000 20,500 Administrator 17,000-23,000 20,000 Receptionist 14,000-18,000 17,000 Data Entry Clerk 14,000-17,000 16,000 South East England Range Typical Office Manager 25,000-33,000 27,000 Specialist Administrator 17,000-25,000 22,000 Administrator 18,000-24,000 20,000 Receptionist 17,500-22,000 18,000 Data Entry Clerk 16,000-20,000 17,000 North East England Range Typical Office Manager 17,500-24,000 22,000 Specialist Administrator 18,000-23,000 20,000 Administrator 16,000-22,000 18,000 Receptionist 14,000-16,000 15,500 Data Entry Clerk 14,000-16,000 15,000 East of England Range Typical Office Manager 25,000-35,000 28,000 Specialist Administrator 18,000-22,000 20,000 Administrator 17,000-22,000 20,000 Receptionist 15,000-20,000 17,500 Data Entry Clerk 13,000-16,000 15,000 North West England Range Typical Office Manager 20,000-27,000 24,000 Specialist Administrator 17,500-25,000 20,500 Administrator 16,000-20,000 18,000 Receptionist 16,000-19,000 16,500 Data Entry Clerk 15,000-17,000 16,000 South West England Range Typical Office Manager 18,000-25,000 23,500 Specialist Administrator 16,000-24,000 21,000 Administrator 16,000-24,000 18,000 Receptionist 14,000-20,000 16,000 Data Entry Clerk 13,000-17,000 16,000 Northern Ireland Range Typical Office Manager 22,000-26,000 24,000 Specialist Administrator 18,000-24,000 20,000 Administrator 16,000-20,000 18,000 Receptionist 15,000-18,000 16,500 Data Entry Clerk 14,000-17,000 16,000 Wales Range Typical Office Manager 18,000-25,000 23,000 Specialist Administrator 16,000-20,000 18,500 Administrator 16,000-19,000 18,000 Receptionist 14,000-17,000 16,000 Data Entry Clerk 13,000-16,000 14,500 Scotland Range Typical Office Manager 22,000-27,000 24,000 Specialist Administrator 18,000-22,000 20,000 Administrator 15,500-20,000 18,000 Receptionist 15,500-22,000 17,000 Data Entry Clerk 14,000-16,000 14,500 OFFICE SUPPORT Administration Midlands Range Typical Office Manager 20,000-25,000 23,000 Specialist Administrator 18,000-25,000 21,000 Administrator 16,000-20,000 19,000 Receptionist 14,000-18,000 16,000 Data Entry Clerk 13,500-18,000 16, Hays UK Salary & Recruiting Trends 2018

245 Hays UK Salary & Recruiting Trends

246 OFFICE SUPPORT PA & SECRETARIAL London Range Typical EA (C-Suite Level) 40,000-70,000 55,000 PA (Board Level) 40,000-55,000 46,000 PA (Non-board Level) 30,000-40,000 36,500 Secretary 28,000-35,000 33,000 Yorkshire and the Humber Range Typical EA (C-Suite Level) 32,000-40,000 36,000 PA (Board Level) 25,000-38,000 35,000 PA (Non-board Level) 22,000-28,000 25,000 Secretary 16,000-22,000 18,000 South East England Range Typical EA (C-Suite Level) 35,000-45,000 40,000 PA (Board Level) 30,000-45,000 37,000 PA (Non-board Level) 25,000-33,000 28,500 Secretary 22,000-28,000 23,500 North East England Range Typical EA (C-Suite Level) 30,000-38,000 35,000 PA (Board Level) 25,000-32,000 30,000 PA (Non-board Level) 20,000-23,000 22,000 Secretary 15,000-19,000 16,000 East of England Range Typical EA (C-Suite Level) 30,000-40,000 38,000 PA (Board Level) 25,000-40,000 35,000 PA (Non-board Level) 22,000-28,000 25,000 Secretary 20,000-25,000 23,000 North West England Range Typical EA (C-Suite Level) 30,000-40,000 38,000 PA (Board Level) 25,000-38,000 35,000 PA (Non-board Level) 24,000-28,000 26,000 Secretary 17,000-25,000 19,500 South West England Range Typical EA (C-Suite Level) 30,000-40,000 35,000 PA (Board Level) 25,000-40,000 32,000 PA (Non-board Level) 18,000-25,000 23,000 Secretary 16,000-24,000 19,500 Northern Ireland Range Typical EA (C-Suite Level) 29,000-33,000 31,000 PA (Board Level) 25,000-32,000 30,000 PA (Non-board Level) 22,000-26,000 25,000 Secretary 20,000-25,000 21,000 Wales Range Typical EA (C-Suite Level) 30,000-38,000 33,000 PA (Board Level) 25,000-32,000 28,000 PA (Non-board Level) 20,000-24,000 22,000 Secretary 16,000-21,000 18,000 Scotland Range Typical EA (C-Suite Level) 30,000-40,000 37,000 PA (Board Level) 28,000-38,000 35,000 PA (Non-board Level) 23,000-28,000 25,000 Secretary 22,000-25,000 23,000 Midlands Range Typical EA (C-Suite Level) 30,000-40,000 38,000 PA (Board Level) 25,000-38,000 35,000 PA (Non-board Level) 22,000-28,000 25,000 OFFICE SUPPORT PA and secretarial Secretary 18,000-22,000 20, Hays UK Salary & Recruiting Trends 2018

247 Hays UK Salary & Recruiting Trends

248 OFFICE SUPPORT CONTACT CENTRES London Customer service and sales Range Typical Contact Centre/ Customer Service Manager 40,000-60,000 50,000 Sales/Telesales Team Leader 25,000-35,000 30,000 Outbound Sales & Service 20,000-25,000 23,000 Inbound Sales & Service 18,000-24,000 22,000 South West England Customer service and sales Range Typical Contact Centre/ Customer Service Manager 30,000-50,000 35,000 Sales/Telesales Team Leader 18,000-24,000 22,000 Outbound Sales & Service 14,500-20,000 18,000 Inbound Sales & Service 13,500-18,000 16,000 Debt collections Range Typical Collections Representative 20,000-25,000 22,000 Debt collections Range Typical Collections Representative 15,000-19,000 18,000 South East England Customer service and sales Range Typical Contact Centre/ Customer Service Manager 35,000-45,000 36,000 Sales/Telesales Team Leader 20,000-30,000 26,000 Outbound Sales & Service 17,000-25,000 19,000 Inbound Sales & Service 17,000-23,000 18,000 Wales Customer service and sales Range Typical Contact Centre/ Customer Service Manager 28,000-42,000 35,000 Sales/Telesales Team Leader 18,000-25,000 22,000 Outbound Sales & Service 15,500-19,000 18,000 Inbound Sales & Service 15,000-18,000 16,500 Debt collections Range Typical Collections Representative 18,000-22,000 19,000 Debt collections Range Typical Collections Representative 16,000-19,000 17,500 East of England Customer service and sales Range Typical Contact Centre/ Customer Service Manager 25,000-36,000 35,000 Sales/Telesales Team Leader 22,000-30,000 25,000 Outbound Sales & Service 15,000-18,000 17,000 Inbound Sales & Service 15,000-18,000 16,000 Midlands Customer service and sales Range Typical Contact Centre/ Customer Service Manager 30,000-45,000 35,000 Sales/Telesales Team Leader 20,000-26,000 24,000 Outbound Sales & Service 16,000-20,000 18,000 Inbound Sales & Service 15,000-18,500 16,500 Debt collections Range Typical Collections Representative 16,000-18,000 17,000 Debt collections Range Typical Collections Representative 15,000-20,000 17,500 OFFICE SUPPORT Contact centres 246 Hays UK Salary & Recruiting Trends 2018

249 Yorkshire and the Humber Customer service and sales Range Typical Contact Centre/ Customer Service Manager 32,000-45,000 35,000 Sales/Telesales Team Leader 22,000-27,000 24,000 Outbound Sales & Service 16,000-20,000 18,000 Inbound Sales & Service 15,000-20,000 17,000 Northern Ireland Customer service and sales Range Typical Contact Centre/ Customer Service Manager 28,000-40,000 35,000 Sales/Telesales Team Leader 18,000-26,000 22,500 Outbound Sales & Service 17,500-22,000 18,500 Inbound Sales & Service 14,500-19,000 17,000 Debt collections Range Typical Collections Representative 17,000-23,000 18,000 Debt collections Range Typical Collections Representative 16,500-20,000 18,250 North East England Customer service and sales Range Typical Contact Centre/ Customer Service Manager 25,000-35,000 30,000 Sales/Telesales Team Leader 18,000-24,000 22,000 Outbound Sales & Service 14,000-19,000 17,000 Inbound Sales & Service 14,000-17,000 16,000 Scotland Customer service and sales Range Typical Contact Centre/ Customer Service Manager 31,000-45,000 36,000 Sales/Telesales Team Leader 21,000-24,000 23,000 Outbound Sales & Service 16,000-22,000 19,000 Inbound Sales & Service 15,000-20,000 16,500 Debt collections Range Typical Collections Representative 16,000-19,000 17,000 Debt collections Range Typical Collections Representative 16,500-20,000 17,500 North West England Customer service and sales Range Typical Contact Centre/ Customer Service Manager 30,000-45,000 35,000 Sales/Telesales Team Leader 21,000-30,000 25,000 Outbound Sales & Service 16,000-24,000 18,500 Inbound Sales & Service 17,000-22,000 17,500 Debt collections Range Typical Collections Representative 16,000-19,000 17,500 Hays UK Salary & Recruiting Trends

250 PROCUREMENT & SUPPLY CHAIN SEEKING STRATEGIC SUPPORT A drive for managerial talent with strategic experience may be hindered by continued skills shortages, requiring employers to reassess attraction and retention policies. Healthy demand is reflected in a 2.1% average increase in salaries in the past year. PROCUREMENT & SUPPLY CHAIN Overview A positive market outlook The vast majority (95%) of employers expect their organisation s activity levels to increase or stay the same, in line with the overall UK average. Over half (53%) predict growth. In line with these optimistic forecasts, 67% of employers plan to hire in the next year, although this is lower than this year s overall UK average of 71%. Over half (54%) plan to hire permanent staff in the next year, and 30% intend to hire temporary, contract or interim professionals. Persistent skills shortages may hamper recruitment plans Despite plans to grow teams, skills shortages remain a key challenge. A third (33%) of employers do not have the talent needed to achieve current business objectives, the highest percentage of all professions covered in this year s salary guide, and 10% higher than the overall UK average. Over three-fifths (61%) of employers experienced moderate skills shortages in the last year compared to 55% overall in the UK, and a further 16% experienced extreme skills shortages. This is driving nearly three-quarters (73%) of employers to say their top recruitment challenge continues to be a shortage of suitable applicants. Difficulty finding the required skills impacts organisations in a number of ways, including productivity and employee morale, affecting 50% and 45% of employers respectively. Leadership, project management and soft skills in high demand 45% of employers state they most require managerial and leadership skills, followed by projects and change management skills (43%). Both these skillsets are significantly more highly sought after by employers than the overall UK average, at 34% and 26% respectively. The demand for managerial skills is being intensified by a lack of experienced candidates at this level. Salaries are, therefore, increasing for these roles to attract the required professionals. For example, procurement managers, group procurement managers and senior buyers have all seen notable salary increases over the last year. The need for professionals with projects and change management skills is being driven by the large number of transformation projects taking place, as the profession continues to transition from a tactical to a strategic function, improving processes and driving better cost efficiencies. Making this change requires experienced candidates with the capacity to influence wider business strategy. 248 Hays UK Salary & Recruiting Trends 2018

251 Public sector organisations in particular have seen an increase in demand for senior procurement professionals who can demonstrate previous success in undertaking transformation projects and, as a result, salaries in the sector have increased. A shortage of soft skills is further compounding the acute skills gap. The CIPS/Hays Procurement Salary Guide and Insights 2017 report found that communication and negotiation skills are in demand at all levels. Candidates possessing these skills, particularly at junior levels where they are most scarce, will find themselves highly sought after. Salaries are increasing, but employee dissatisfaction lingers 69% of employers increased salaries in the last year, greater than the 64% who expected to increase salaries in this timeframe. Wales and the East and South West of England have seen some of the highest average salary increases across the UK, due to a greater number of organisations investing in and moving their procurement functions to these regions. This has created high competition for a limited number of experienced and skilled professionals. Despite the majority of employers increasing pay, nearly three-fifths (56%) of professionals are dissatisfied with their salary, and a third of professionals are choosing to leave a role due to their salary or benefits package. Lack of career progression influencing employee movement 57% of professionals expect to move job in the next year, of whom nearly a third (31%) anticipate moving role in the next six months. This is similar to the overall UK average where 55% of professionals anticipate moving role in the next year. After remuneration packages, employee movement is being driven by a lack of future opportunities (23%). It is, therefore, concerning to see that over half (53%) of professionals see no scope for career progression in their current organisation. Training and professional development plays a key role in career progression, and indeed support for training or professional certification is a main consideration for 44% of employees when moving job. This can encompass support for third party training, such as that provided by CIPS, on the job training or mentoring. Regular one-to-one review meetings are key to building a dialogue between managers and team members to understand employee aspirations and what career progression looks like. Top talent searching for flexibility The majority (55%) of professionals regard their work-life balance as good or very good, but almost a fifth (18%) give a rating of poor or very poor, which is higher than the overall UK average of 14%. Over a quarter (27%) of employers do not encourage any employees to take up flexible working options, which is surprising given that professionals increasingly enquire about the flexible working options on offer when applying for roles. Organisations not yet offering flexible working should, therefore, consider the feasibility of doing so, to compete effectively for talent. Looking to the year ahead, a combination of salary benchmarking, carefully considered benefits packages and a focus on career development will be key to finding and retaining talent. Survey highlights for procurement and supply chain Employers Employees 2.1% average salary increase 57% expect to move jobs within 12 months expect their organisation s activity levels to increase or stay the same 95% over the next 12 months 56% are not satisfied with their salaries 67% plan on recruiting staff over the next 12 months 53% feel there is no scope for progression within their organisation 73% say their top challenge when recruiting is a shortage of suitable applicants 55% rate their work-life balance as positive Hays UK Salary & Recruiting Trends

252 PROCUREMENT & SUPPLY CHAIN PROCUREMENT London Range Typical Director of Procurement 80, , ,000 Head of Procurement 75, , ,000 Group Procurement Manager 60,000-75,000 70,000 Category Lead/Strategic Sourcing Manager 60,000-78,000 75,000 Procurement Manager 55,000-75,000 65,000 Category Manager 50,000-70,000 60,000 Supplier Relationship Manager 45,000-90,000 60,000 Contracts Manager 45,000-75,000 60,000 Senior Buyer 45,000-60,000 47,500 Buyer 25,000-45,000 40,000 Procurement Analyst 35,000-45,000 40,000 Assistant Buyer 25,000-35,000 30,000 East of England Range Typical Director of Procurement 79, , ,500 Head of Procurement 68, ,000 90,000 Group Procurement Manager 54,500-78,500 73,500 Category Lead/Strategic Sourcing Manager 48,500-87,000 73,500 Procurement Manager 39,000-74,000 56,500 Category Manager 51,000-82,000 56,500 Supplier Relationship Manager 54,000-70,000 60,000 Contracts Manager 37,000-54,500 51,500 Senior Buyer 38,000-48,500 46,000 Buyer 29,500-48,500 40,000 Procurement Analyst 34,500-54,500 40,000 Assistant Buyer 23,000-35,500 27,000 South East England Range Typical Director of Procurement 80, , ,000 Head of Procurement 75, ,000 90,000 Group Procurement Manager 60,000-75,000 68,000 Category Lead/Strategic Sourcing Manager 60,000-75,000 70,000 Procurement Manager 50,000-70,000 59,000 Category Manager 53,000-70,000 61,000 Supplier Relationship Manager 47,000-66,000 57,000 Contracts Manager 43,000-58,000 48,000 Senior Buyer 37,000-47,000 43,500 Buyer 30,000-43,000 37,000 Procurement Analyst 36,000-46,000 39,000 Assistant Buyer 22,000-32,000 28,000 South West England Range Typical Director of Procurement 70, ,000 98,000 Head of Procurement 65,000-78,000 72,000 Group Procurement Manager 57,000-75,000 66,000 Category Lead/Strategic Sourcing Manager 47,000-66,000 57,000 Procurement Manager 39,000-55,000 51,000 Category Manager 42,000-52,000 47,000 Supplier Relationship Manager 47,000,66,000 52,000 Contracts Manager 37,000-51,000 46,000 Senior Buyer 32,000-43,000 40,000 Buyer 28,000-36,000 31,000 Procurement Analyst 28,000-40,000 34,000 Assistant Buyer 20,000-25,000 22,500 PROCUREMENT & SUPPLY CHAIN Procurement 250 Hays UK Salary & Recruiting Trends 2018

253 Wales Range Typical Director of Procurement 75, ,000 93,000 Head of Procurement 60,000-80,000 72,000 Group Procurement Manager 50,000-67,000 63,000 Category Lead/Strategic Sourcing Manager 40,000-50,000 48,000 Procurement Manager 35,000-55,000 47,000 Category Manager 32,000-45,000 37,500 Supplier Relationship Manager 30,000-42,000 37,000 Contracts Manager 28,000-37,000 33,500 Senior Buyer 28,000-40,000 34,000 Buyer 23,000-30,000 26,000 Procurement Analyst 20,000-30,000 24,000 Assistant Buyer 16,000-26,000 21,000 East Midlands Range Typical Director of Procurement 90, , ,000 Head of Procurement 70, ,000 87,000 Group Procurement Manager 55,000-80,000 65,000 Category Lead/Strategic Sourcing Manager 62,000-72,000 67,000 Procurement Manager 45,000-75,000 58,000 Category Manager 45,000-65,000 52,000 Supplier Relationship Manager 45,000-60,000 52,000 Contracts Manager 42,000-52,000 48,000 Senior Buyer 38,000-48,000 42,000 Buyer 28,000-45,000 31,000 Procurement Analyst 30,000-40,000 31,000 Assistant Buyer 19,000-25,000 23,000 West Midlands Range Typical Director of Procurement 85, , ,000 Head of Procurement 70,000-90,000 80,000 Group Procurement Manager 45,000-70,000 63,000 Category Lead/Strategic Sourcing Manager 60,000-75,000 65,000 Procurement Manager 48,000-65,000 55,000 Category Manager 45,000-65,000 51,000 Supplier Relationship Manager 40,000-55,000 45,500 Contracts Manager 35,000-50,000 45,500 Senior Buyer 35,000-45,000 42,000 Buyer 25,000-35,000 30,000 Procurement Analyst 25,000-40,000 30,500 Assistant Buyer 18,000-26,000 23,000 Yorkshire and the Humber Range Typical Director of Procurement 90, ,000 95,000 Head of Procurement 70, ,000 75,000 Group Procurement Manager 50,000-70,000 65,000 Category Lead/Strategic Sourcing Manager 55,000-70,000 58,000 Procurement Manager 35,000-55,000 50,000 Category Manager 45,000-55,000 50,000 Supplier Relationship Manager 50,000-70,000 60,000 Contracts Manager 35,000-45,000 40,000 Senior Buyer 35,000-45,000 39,000 Buyer 25,000-35,000 30,000 Procurement Analyst 28,000-35,000 30,000 Assistant Buyer 18,000-25,000 22,000 Hays UK Salary & Recruiting Trends

254 PROCUREMENT & SUPPLY CHAIN PROCUREMENT North East England Range Typical Director of Procurement 80, ,000 90,000 Head of Procurement 60,000-80,000 69,000 Group Procurement Manager 50,000-62,000 59,000 Category Lead/Strategic Sourcing Manager 42,000-55,000 49,000 Procurement Manager 40,000-55,000 48,000 Category Manager 40,000-50,000 48,000 Supplier Relationship Manager 40,000-50,000 43,000 Contracts Manager 38,000-45,000 42,000 Senior Buyer 30,000-40,000 37,000 Buyer 24,000-32,000 29,000 Procurement Analyst 22,000-32,000 26,500 Assistant Buyer 19,000-22,000 20,500 Northern Ireland Range Typical Director of Procurement 70, ,000 84,000 Head of Procurement 60, ,000 67,000 Group Procurement Manager 55,000-80,000 62,000 Category Lead/Strategic Sourcing Manager 50,000-80,000 58,000 Procurement Manager 40,000-55,000 46,000 Category Manager 35,000-55,000 46,000 Supplier Relationship Manager 40,000-60,000 46,000 Contracts Manager 35,000-50,000 38,000 Senior Buyer 30,000-45,000 38,000 Buyer 22,000-35,000 27,500 Procurement Analyst 20,000-30,000 25,000 Assistant Buyer 20,000-25,000 21,000 North West England Range Typical Director of Procurement 70, ,000 98,000 Head of Procurement 60,000-90,000 72,000 Group Procurement Manager 50,000-70,000 64,000 Category Lead/Strategic Sourcing Manager 45,000-65,000 58,000 Procurement Manager 40,000-55,000 48,000 Category Manager 42,000-60,000 52,000 Supplier Relationship Manager 42,000-58,000 50,000 Contracts Manager 35,000-50,000 43,000 Senior Buyer 35,000-45,000 40,000 Buyer 25,000-35,000 30,000 Procurement Analyst 25,000-32,000 28,000 Assistant Buyer 20,000-28,000 25,000 Scotland Range Typical Director of Procurement 75, , ,000 Head of Procurement 65,000-90,000 80,000 Group Procurement Manager 45,000-65,000 57,000 Category Lead/Strategic Sourcing Manager 45,000-57,000 50,000 Procurement Manager 40,000-55,000 49,000 Category Manager 42,000-55,000 50,000 Supplier Relationship Manager 40,000-55,000 50,000 Contracts Manager 40,000-50,000 49,000 Senior Buyer 32,000-45,000 42,000 Buyer 25,000-35,000 32,000 Procurement Analyst 25,000-37,000 32,000 Assistant Buyer 18,000-25,000 24,000 PROCUREMENT & SUPPLY CHAIN Procurement 252 Hays UK Salary & Recruiting Trends 2018

255 Gerry Walsh Group CEO, CIPS Risk and uncertainty are still at the forefront of business issues, as the global risk trend in supply chains has continued to rise over the last 25 years. The CIPS Risk Index, powered by Dun & Bradstreet showed that both a lack of trust and transparency as a result of ideological and military conflicts were undermining international supply chains in the first quarter of this year. This period of extended tension was beginning to both alienate and offer opportunities for local suppliers in equal measure as companies were looking both inshore and further afield for opportunities. The CIPS Brexit survey conducted recently also highlighted the plans that professionals are making to circumnavigate these difficulties, real and imagined. Although there have always been wars and disagreements in the world, it feels there is something quite unusual in the environment which procurement is now operating in, with protectionist policies, tariff threats and red tape. Our professionals are at the coalface of managing supply chains in these challenging times and must be armed with the appropriate tools and skills in mitigating risk and developing the resilience their businesses rely on. These disruptions are taking many forms from disrupted trading conditions to increased complexity and lengthy supply chains, and the impact of digitalisation and those professional skill sets must follow suit. Automation will also present both a challenge and a gain for the profession, simultaneously eliminating lower level tasks and disrupting professional careers. Where basic tasks are digitised, advanced professionals will need to up their game and understand what technology can do for them. Technology offers data, big data, and with that, the ability to develop sourcing plans, find new suppliers and check on current ones, and react in an instance to commodity and currency volatility. The professional who can collate, manage and use this data is the talent of the future and will continue to be in high demand. Combine these new skills with the financial acumen professionals must inevitably possess, plus the ability to forge and develop relationships, and the procurement professional of the 21st century will be virtually unstoppable. Hays UK Salary & Recruiting Trends

256 PROCUREMENT & SUPPLY CHAIN PUBLIC SECTOR PROCUREMENT London Range Typical Director of Procurement 90, , ,000 Head of Procurement 75, ,000 85,000 Commercial Manager 45,000-70,000 55,000 Procurement Manager 55,000-70,000 60,000 Category Manager 55,000-70,000 60,000 Contracts Manager 50,000-70,000 55,000 Procurement Officer/Category Specialist 40,000-50,000 47,000 Contracts Officer 40,000-50,000 45,000 Buyer 30,000-45,000 37,000 Procurement Analyst 30,000-55,000 40,000 Procurement Assistant 25,000-30,000 28,000 South West England Range Typical Director of Procurement 70,000-90,000 83,000 Head of Procurement 65,000-80,000 72,000 Commercial Manager 50,000-70,000 58,000 Procurement Manager 40,000-50,000 43,000 Category Manager 40,000-50,000 46,000 Contracts Manager 35,000-45,000 41,000 Procurement Officer/Category Specialist 25,000-37,000 35,000 Contracts Officer 30,000-40,000 36,000 Buyer 27,000-37,000 31,000 Procurement Analyst 30,000-40,000 33,000 Procurement Assistant 20,000-25,000 22,500 South East England Range Typical Director of Procurement 82, ,000 98,000 Head of Procurement 60,000-75,000 65,000 Commercial Manager 48,000-56,000 52,000 Procurement Manager 45,000-55,000 48,000 Category Manager 40,000-60,000 46,000 Contracts Manager 45,000-57,000 47,000 Procurement Officer/Category Specialist 32,000-45,000 36,000 Contracts Officer 32,000-45,000 37,000 Buyer 28,000-35,000 33,000 Procurement Analyst 28,000-45,000 37,000 Procurement Assistant 21,000-26,000 24,000 Wales Range Typical Director of Procurement 70, ,000 80,000 Head of Procurement 45,000-80,000 60,000 Commercial Manager 40,000-45,000 42,000 Procurement Manager 35,000-55,000 45,000 Category Manager 35,000-45,000 40,000 Contracts Manager 30,000-45,000 38,000 Procurement Officer/Category Specialist 24,000-32,000 27,000 Contracts Officer 25,000-34,000 28,000 Buyer 19,000-28,000 25,000 Procurement Analyst 20,000-30,000 26,000 Procurement Assistant 16,000-21,000 19,000 PROCUREMENT & SUPPLY CHAIN Public sector procurement East of England Range Typical Director of Procurement 80, ,000 93,000 Head of Procurement 50,000-87,000 72,000 Commercial Manager 41,000-60,000 52,000 Procurement Manager 40,000-57,000 51,000 Category Manager 32,000-56,000 45,000 Contracts Manager 35,000-50,000 48,000 Procurement Officer/Category Specialist 25,000-40,000 34,000 Contracts Officer 22,000-29,000 28,000 Buyer 20,000-35,000 34,000 Procurement Analyst 25,000-35,000 34,000 Procurement Assistant 16,000-25,000 23, Hays UK Salary & Recruiting Trends 2018 West Midlands Range Typical Director of Procurement 75,000-90,000 82,000 Head of Procurement 65,000-75,000 70,000 Commercial Manager 40,000-50,000 46,500 Procurement Manager 48,000-58,000 52,250 Category Manager 38,000-48,000 44,000 Contracts Manager 32,000-47,000 36,000 Procurement Officer/Category Specialist 30,000-40,000 35,000 Contracts Officer 25,000-35,000 29,000 Buyer 25,000-35,000 29,000 Procurement Analyst 25,000-32,000 28,500 Procurement Assistant 18,000-25,000 20,500

257 East Midlands Range Typical Director of Procurement 70, ,000 83,000 Head of Procurement 65,000-90,000 70,000 Commercial Manager 45,000-65,000 52,000 Procurement Manager 45,000-55,000 49,000 Category Manager 40,000-52,000 44,000 Contracts Manager 35,000-45,000 40,000 Procurement Officer/Category Specialist 28,000-40,000 33,000 Contracts Officer 30,000-45,000 38,000 Buyer 24,000-35,000 28,000 Procurement Analyst 25,000-35,000 27,500 Procurement Assistant 18,000-25,000 20,000 North West England Range Typical Director of Procurement 70, ,000 86,000 Head of Procurement 50,000-75,000 62,000 Commercial Manager 40,000-55,000 46,000 Procurement Manager 35,000-48,000 42,000 Category Manager 35,000-50,000 47,000 Contracts Manager 35,000-45,000 42,000 Procurement Officer/Category Specialist 22,000-32,000 28,000 Contracts Officer 22,000-32,000 28,000 Buyer 22,000-32,000 29,000 Procurement Analyst 24,000-30,000 29,000 Procurement Assistant 18,000-25,000 21,000 Yorkshire and the Humber Range Typical Director of Procurement 75,000-90,000 80,000 Head of Procurement 50,000-75,000 60,000 Commercial Manager 35,000-50,000 42,000 Procurement Manager 40,000-60,000 50,000 Category Manager 38,000-55,000 45,000 Contracts Manager 32,000-50,000 40,000 Procurement Officer/Category Specialist 28,000-36,000 32,000 Contracts Officer 25,000-38,000 32,000 Buyer 23,000-35,000 30,000 Procurement Analyst 25,000-35,000 30,000 Procurement Assistant 18,000-25,000 22,000 Northern Ireland Range Typical Director of Procurement 70, ,000 75,000 Head of Procurement 55,000-80,000 62,000 Commercial Manager 35,000-65,000 43,000 Procurement Manager 38,000-50,000 43,000 Category Manager 38,000-50,000 42,500 Contracts Manager 35,000-45,000 38,000 Procurement Officer/Category Specialist 28,000-39,000 33,000 Contracts Officer 22,000-35,000 26,000 Buyer 20,000-35,000 27,000 Procurement Analyst 20,000-32,000 25,000 Procurement Assistant 19,000-25,000 23,000 North East England Range Typical Director of Procurement 75,000-90,000 80,000 Head of Procurement 65,000-75,000 69,000 Commercial Manager 40,000-50,000 45,000 Procurement Manager 35,000-45,000 42,000 Category Manager 40,000-50,000 47,000 Contracts Manager 35,000-45,000 40,000 Procurement Officer/Category Specialist 28,000-37,000 32,000 Contracts Officer 30,000-35,000 32,000 Buyer 24,000-35,000 28,500 Procurement Analyst 23,000-35,000 27,750 Procurement Assistant 20,000-24,000 22,000 Scotland Range Typical Director of Procurement 70,000-95,000 82,000 Head of Procurement 55,000-70,000 67,000 Commercial Manager 35,000-65,000 44,000 Procurement Manager 35,000-50,000 43,000 Category Manager 37,000-47,000 45,000 Contracts Manager 30,000-42,000 37,000 Procurement Officer/Category Specialist 27,000-37,000 35,000 Contracts Officer 27,000-35,000 33,000 Buyer 25,000-37,000 32,000 Procurement Analyst 25,000-35,000 30,000 Procurement Assistant 18,000-24,000 21,000 Hays UK Salary & Recruiting Trends

258 PROCUREMENT & SUPPLY CHAIN MANUFACTURING London Range Typical Production/Operations Director 72, , ,000 General Manager 57,000-86,000 77,000 Operations Manager 43,000-68,000 61,000 Production Manager 40,000-60,000 55,000 Production Shift Manager 30,000-50,000 44,000 East Midlands Range Typical Production/Operations Director 70,000-90,000 80,000 General Manager 55,000-65,000 61,000 Operations Manager 47,000-57,000 50,000 Production Manager 35,000-50,000 41,000 Production Shift Manager 30,000-40,000 32,000 South East England Range Typical Production/Operations Director 70, , ,000 General Manager 56,000-85,000 69,000 Operations Manager 44,000-58,000 55,000 Production Manager 30,000-60,000 45,000 Production Shift Manager 24,000-45,000 36,000 Yorkshire and the Humber Range Typical Production/Operations Director 70, ,000 75,000 General Manager 50,000-70,000 58,000 Operations Manager 40,000-60,000 50,000 Production Manager 30,000-42,000 40,000 Production Shift Manager 35,000-40,000 38,000 East of England Range Typical Production/Operations Director 80, ,000 90,000 General Manager 60,000-85,000 70,000 Operations Manager 45,000-65,000 55,000 Production Manager 45,000-60,000 53,000 Production Shift Manager 35,000-45,000 42,000 North East England Range Typical Production/Operations Director 75,000-90,000 82,000 General Manager 55,000-65,000 57,000 Operations Manager 40,000-50,000 47,000 Production Manager 35,000-45,000 42,000 Production Shift Manager 28,000-35,000 32,000 South West England Range Typical Production/Operations Director 80, ,000 87,000 General Manager 60,000-80,000 67,000 Operations Manager 47,000-60,000 50,000 Production Manager 40,000-50,000 45,500 Production Shift Manager 30,000-40,000 32,000 North West England Range Typical Production/Operations Director 70, ,000 87,000 General Manager 48,000-70,000 60,000 Operations Manager 45,000-55,000 51,000 Production Manager 35,000-55,000 46,000 Production Shift Manager 26,000-42,000 35,000 PROCUREMENT & SUPPLY CHAIN Manufacturing Wales Range Typical Production/Operations Director 60, ,000 70,000 General Manager 40,000-60,000 52,000 Operations Manager 30,000-60,000 42,000 Production Manager 30,000-40,000 35,000 Production Shift Manager 25,000-38,000 35,000 West Midlands Range Typical Production/Operations Director 70, ,000 81,000 General Manager 55,000-75,000 67,000 Operations Manager 50,000-58,000 55,000 Production Manager 40,000-50,000 45,000 Production Shift Manager 27,000-40,000 36, Hays UK Salary & Recruiting Trends 2018 Northern Ireland Range Typical Production/Operations Director 60,000-80,000 65,000 General Manager 50,000-65,000 55,000 Operations Manager 40,000-60,000 48,000 Production Manager 40,000-50,000 45,000 Production Shift Manager 28,000-35,000 30,000 Scotland Range Typical Production/Operations Director 70, ,000 75,000 General Manager 50,000-75,000 55,000 Operations Manager 40,000-55,000 46,000 Production Manager 30,000-45,000 40,000 Production Shift Manager 28,000-40,000 35,500

259 Hays UK Salary & Recruiting Trends

260 PROCUREMENT & SUPPLY CHAIN SUPPLY CHAIN London Range Typical Supply Chain Director 100, , ,000 Head of Supply Chain 80, ,000 95,000 Supply Chain Manager 40,000-80,000 75,000 Production Planning Manager 40,000-60,000 50,000 Demand/Forecast Manager 45,000-57,000 55,000 S&OP Manager 45,000-72,000 70,000 Material Scheduler 27,000-40,000 36,000 Production Planner 27,000-35,000 34,000 Demand Planner 27,000-45,000 40,000 Supply Chain Planner 27,000-40,000 35,000 South West England Range Typical Supply Chain Director 85, ,000 90,000 Head of Supply Chain 70,000-90,000 78,000 Supply Chain Manager 45,000-60,000 56,000 Production Planning Manager 38,000-55,000 46,000 Demand/Forecast Manager 38,000-50,000 42,000 S&OP Manager 40,000-50,000 45,000 Material Scheduler 20,000-30,000 27,000 Production Planner 25,000-35,000 30,000 Demand Planner 25,000-35,000 30,000 Supply Chain Planner 25,000-35,000 30,000 South East England Range Typical Supply Chain Director 65, , ,000 Head of Supply Chain 55, ,000 82,000 Supply Chain Manager 35,000-75,000 55,000 Production Planning Manager 28,000-48,000 38,000 Demand/Forecast Manager 30,000-65,000 47,000 S&OP Manager 45,000-85,000 65,000 Material Scheduler 25,000-38,000 30,000 Production Planner 24,000-38,000 30,000 Demand Planner 25,000-40,000 34,000 Supply Chain Planner 23,000-35,000 28,000 Wales Range Typical Supply Chain Director 60, ,000 75,000 Head of Supply Chain 45,000-70,000 55,000 Supply Chain Manager 40,000-60,000 50,000 Production Planning Manager 30,000-45,000 40,000 Demand/Forecast Manager 30,000-45,000 40,000 S&OP Manager 30,000-45,000 40,000 Material Scheduler 26,000-35,000 30,000 Production Planner 25,000-30,000 27,000 Demand Planner 25,000-30,000 27,000 Supply Chain Planner 20,000-30,000 25,000 PROCUREMENT & SUPPLY CHAIN Supply chain East of England Range Typical Supply Chain Director 70, ,000 95,000 Head of Supply Chain 55,000-90,000 75,000 Supply Chain Manager 45,000-70,000 58,000 Production Planning Manager 40,000-58,000 48,000 Demand/Forecast Manager 45,000-65,000 52,000 S&OP Manager 60,000-85,000 70,000 Material Scheduler 28,000-40,000 34,000 Production Planner 28,000-38,000 33,000 Demand Planner 30,000-45,000 36,000 Supply Chain Planner 25,000-35,000 30, Hays UK Salary & Recruiting Trends 2018 West Midlands Range Typical Supply Chain Director 80, , ,000 Head of Supply Chain 70, ,000 85,000 Supply Chain Manager 50,000-65,000 58,000 Production Planning Manager 40,000-50,000 45,000 Demand/Forecast Manager 35,000-50,000 43,000 S&OP Manager 45,000-55,000 50,000 Material Scheduler 25,000-35,000 32,000 Production Planner 25,000-35,000 30,500 Demand Planner 25,000-35,000 32,000 Supply Chain Planner 20,000-35,000 25,000

261 East Midlands Range Typical Supply Chain Director 80, ,000 92,000 Head of Supply Chain 60,000-80,000 67,000 Supply Chain Manager 40,000-55,000 45,000 Production Planning Manager 40,000-50,000 44,000 Demand/Forecast Manager 35,000-45,000 41,000 S&OP Manager 60,000-75,000 66,000 Material Scheduler 28,000-38,000 31,000 Production Planner 25,000-35,000 30,500 Demand Planner 28,000-38,000 32,000 Supply Chain Planner 25,000-35,000 29,000 North West England Range Typical Supply Chain Director 70, ,000 95,000 Head of Supply Chain 60,000-90,000 75,000 Supply Chain Manager 40,000-70,000 60,000 Production Planning Manager 35,000-50,000 42,000 Demand/Forecast Manager 35,000-55,000 45,000 S&OP Manager 40,000-65,000 47,000 Material Scheduler 22,000-28,000 26,000 Production Planner 23,000-32,000 28,000 Demand Planner 25,000-35,000 29,000 Supply Chain Planner 23,000-32,000 26,000 Yorkshire and the Humber Range Typical Supply Chain Director 70,000-85,000 80,000 Head of Supply Chain 65,000-80,000 70,000 Supply Chain Manager 50,000-60,000 55,000 Production Planning Manager 40,000-50,000 42,000 Demand/Forecast Manager 40,000-50,000 43,000 S&OP Manager 40,000-50,000 42,000 Material Scheduler 22,000-28,000 25,000 Production Planner 20,000-30,000 25,000 Demand Planner 25,000-32,000 28,000 Supply Chain Planner 22,000-30,000 25,000 Northern Ireland Range Typical Supply Chain Director 60,000-80,000 67,000 Head of Supply Chain 55,000-70,000 60,000 Supply Chain Manager 45,000-60,000 52,000 Production Planning Manager 30,000-45,000 35,000 Demand/Forecast Manager 30,000-45,000 39,000 S&OP Manager 38,000-48,000 43,000 Material Scheduler 20,000-30,000 25,500 Production Planner 20,000-30,000 24,500 Demand Planner 25,000-35,000 27,000 Supply Chain Planner 25,000-35,000 28,000 North East England Range Typical Supply Chain Director 85, ,000 92,000 Head of Supply Chain 60,000-80,000 67,000 Supply Chain Manager 40,000-55,000 45,000 Production Planning Manager 38,000-48,000 42,000 Demand/Forecast Manager 38,000-48,000 41,000 S&OP Manager 38,000-48,000 41,000 Material Scheduler 20,000-30,000 25,000 Production Planner 20,000-30,000 25,000 Demand Planner 20,000-30,000 25,000 Supply Chain Planner 20,000-30,000 23,500 Scotland Range Typical Supply Chain Director 80, , ,000 Head of Supply Chain 60, ,000 75,000 Supply Chain Manager 36,000-68,000 51,500 Production Planning Manager 35,000-45,000 42,000 Demand/Forecast Manager 35,000-45,000 41,000 S&OP Manager 35,000-50,000 41,000 Material Scheduler 20,000-28,000 27,000 Production Planner 25,000-32,000 28,000 Demand Planner 22,000-35,000 28,500 Supply Chain Planner 18,000-28,000 25,000 Hays UK Salary & Recruiting Trends

262 PROCUREMENT & SUPPLY CHAIN LOGISTICS London Range Typical Logistics/Distribution/Operations Director 60, , ,000 Logistics/Distribution Manager 45,000-75,000 62,000 General/Depot Manager 40,000-85,000 68,000 Operations Manager 35,000-65,000 58,000 Contract Manager 43,000-62,000 55,000 Warehouse Manager 28,000-60,000 47,000 Warehouse Team/Shift Manager 25,000-45,000 39,500 Inventory/Stock Manager 30,000-55,000 39,000 Inventory Planner 25,000-32,000 31,500 Logistics Coordinator/Planner/Analyst 21,000-35,000 32,000 Solutions Design/ Business Development Manager 52,000-70,000 65,000 Project/Programme Manager 42,000-65,000 53,000 Fleet Manager 40,000-60,000 53,000 Transport Manager 45,000-65,000 50,000 Transport Planner/Supervisor 24,000-35,000 32,000 Import/Export Manager 32,000-50,000 45,000 Import/Export Coordinator 21,000-35,000 28,000 Freight Manager 34,000-55,000 45,000 Freight Forwarder 23,000-38,000 30,500 East of England Range Typical Logistics/Distribution/Operations Director 80, ,000 96,000 Logistics/Distribution Manager 40,000-75,000 54,000 General/Depot Manager 47,000-95,000 65,000 Operations Manager 45,000-65,000 54,000 Contract Manager 45,000-72,000 55,000 Warehouse Manager 30,000-55,000 42,000 Warehouse Team/Shift Manager 28,000-42,000 35,500 Inventory/Stock Manager 28,000-48,000 38,000 Inventory Planner 25,000-38,000 29,500 Logistics Coordinator/Planner/Analyst 22,000-31,000 28,500 Solutions Design/ Business Development Manager 45, ,000 61,000 Project/Programme Manager 40,000-70,000 51,000 Fleet Manager 42,000-65,000 51,000 Transport Manager 37,000-55,000 47,000 Transport Planner/Supervisor 23,000-32,000 26,500 Import/Export Manager 32,000-48,000 42,500 Import/Export Coordinator 19,000-32,000 27,000 Freight Manager 36,000-57,000 45,000 Freight Forwarder 25,000-35,000 29,000 PROCUREMENT & SUPPLY CHAIN Logistics South East England Range Typical Logistics/Distribution/Operations Director 80, ,000 98,000 Logistics/Distribution Manager 45,000-65,000 56,000 General/Depot Manager 55,000-85,000 62,000 Operations Manager 35,000-65,000 53,000 Contract Manager 47,000-75,000 55,000 Warehouse Manager 35,000-56,000 42,000 Warehouse Team/Shift Manager 25,000-43,000 31,000 Inventory/Stock Manager 28,000-50,000 35,000 Inventory Planner 20,000-31,000 28,000 Logistics Coordinator/Planner/Analyst 19,000-33,000 25,000 Solutions Design/ Business Development Manager 260 Hays UK Salary & Recruiting Trends ,000-80,000 58,000 Project/Programme Manager 45,000-80,000 52,000 Fleet Manager 32,000-65,000 48,000 Transport Manager 35,000-60,000 40,000 Transport Planner/Supervisor 20,000-35,000 27,000 Import/Export Manager 38,000-55,000 45,000 Import/Export Coordinator 20,000-32,000 27,000 Freight Manager 40,000-53,000 45,000 Freight Forwarder 20,000-38,000 30,000 South West England Range Typical Logistics/Distribution/Operations Director 80, ,000 93,000 Logistics/Distribution Manager 40,000-60,000 47,000 General/Depot Manager 50,000-70,000 56,000 Operations Manager 45,000-60,000 52,000 Contract Manager 40,000-60,000 46,000 Warehouse Manager 30,000-42,000 36,000 Warehouse Team/Shift Manager 25,000-35,000 31,000 Inventory/Stock Manager 25,000-35,000 30,000 Inventory Planner 22,000-30,000 25,500 Logistics Coordinator/Planner/Analyst 18,000-26,000 23,000 Solutions Design/ Business Development Manager 48,000-73,000 55,000 Project/Programme Manager 40,000-60,000 45,000 Fleet Manager 35,000-45,000 40,000 Transport Manager 35,000-55,000 42,000 Transport Planner/Supervisor 25,000-35,000 26,500 Import/Export Manager 35,000-47,000 41,000 Import/Export Coordinator 20,000-30,000 24,000 Freight Manager 32,000-45,000 39,000 Freight Forwarder 22,000-28,000 24,000

263 Wales Range Typical Logistics/Distribution/Operations Director 70, ,000 80,000 Logistics/Distribution Manager 35,000-50,000 43,000 General/Depot Manager 42,000-60,000 50,000 Operations Manager 35,000-55,000 48,000 Contract Manager 40,000-60,000 47,000 Warehouse Manager 30,000-50,000 36,000 Warehouse Team/Shift Manager 25,000-38,000 33,000 Inventory/Stock Manager 25,000-40,000 31,000 Inventory Planner 20,000-30,000 24,000 Logistics Coordinator/Planner/Analyst 20,000-30,000 25,000 Solutions Design/ Business Development Manager 45,000-80,000 52,000 Project/Programme Manager 38,000-65,000 42,000 Fleet Manager 35,000-50,000 41,000 Transport Manager 28,000-50,000 34,000 Transport Planner/Supervisor 20,000-28,000 22,000 Import/Export Manager 35,000-45,000 39,000 Import/Export Coordinator 20,000-28,000 22,500 Freight Manager 35,000-50,000 41,000 Freight Forwarder 20,000-30,000 23,000 East Midlands Range Typical Logistics/Distribution/Operations Director 80, ,000 92,000 Logistics/Distribution Manager 50,000-65,000 56,000 General/Depot Manager 50,000-60,000 55,000 Operations Manager 40,000-50,000 46,000 Contract Manager 45,000-55,000 53,000 Warehouse Manager 35,000-45,000 41,000 Warehouse Team/Shift Manager 28,000-35,000 34,000 Inventory/Stock Manager 30,000-40,000 35,000 Inventory Planner 23,000-35,000 28,000 Logistics Coordinator/Planner/Analyst 28,000-38,000 31,000 Solutions Design/ Business Development Manager 50,000-60,000 53,000 Project/Programme Manager 45,000-60,000 49,000 Fleet Manager 35,000-45,000 43,000 Transport Manager 35,000-50,000 41,000 Transport Planner/Supervisor 25,000-35,000 28,000 Import/Export Manager 35,000-50,000 42,000 Import/Export Coordinator 20,000-30,000 25,000 Freight Manager 35,000-45,000 41,000 Freight Forwarder 25,000-35,000 28,000 West Midlands Range Typical Logistics/Distribution/Operations Director 85, , ,000 Logistics/Distribution Manager 40,000-60,000 50,000 General/Depot Manager 50,000-85,000 67,000 Operations Manager 40,000-60,000 48,000 Contract Manager 40,000-60,000 55,000 Warehouse Manager 30,000-50,000 41,000 Warehouse Team/Shift Manager 20,000-35,000 27,000 Inventory/Stock Manager 30,000-52,000 37,000 Inventory Planner 22,000-32,000 26,500 Logistics Coordinator/Planner/Analyst 22,000-33,000 26,000 Solutions Design/ Business Development Manager 40,000-90,000 55,000 Project/Programme Manager 45,000-80,000 53,000 Fleet Manager 35,000-55,000 47,000 Transport Manager 35,000-60,000 47,000 Transport Planner/Supervisor 25,000-35,000 29,000 Import/Export Manager 30,000-55,000 43,000 Import/Export Coordinator 25,000-30,000 25,500 Freight Manager 35,000-65,000 46,500 Freight Forwarder 22,000-35,000 27,000 Yorkshire and the Humber Range Typical Logistics/Distribution/Operations Director 63, ,000 92,000 Logistics/Distribution Manager 40,000-75,000 52,000 General/Depot Manager 39,000-68,000 55,000 Operations Manager 31,000-55,000 46,000 Contract Manager 35,000-70,000 50,000 Warehouse Manager 30,000-45,000 40,000 Warehouse Team/Shift Manager 22,000-39,000 32,000 Inventory/Stock Manager 21,000-45,000 34,000 Inventory Planner 20,000-27,000 24,000 Logistics Coordinator/Planner/Analyst 20,000-38,000 28,000 Solutions Design/ Business Development Manager 45,000-90,000 55,000 Project/Programme Manager 35,000-70,000 48,000 Fleet Manager 30,000-53,000 40,000 Transport Manager 29,000-45,000 40,000 Transport Planner/Supervisor 22,000-28,000 25,000 Import/Export Manager 26,000-45,000 40,000 Import/Export Coordinator 20,000-30,000 25,000 Freight Manager 28,000-54,000 41,000 Freight Forwarder 18,000-33,000 24,000 Hays UK Salary & Recruiting Trends

264 PROCUREMENT & SUPPLY CHAIN LOGISTICS North East England Range Typical Logistics/Distribution/Operations Director 80, ,000 92,000 Logistics/Distribution Manager 45,000-60,000 53,000 General/Depot Manager 45,000-60,000 55,000 Operations Manager 40,000-50,000 46,000 Contract Manager 45,000-60,000 50,000 Warehouse Manager 35,000-45,000 40,000 Warehouse Team/Shift Manager 30,000-40,000 32,000 Inventory/Stock Manager 30,000-40,000 34,000 Inventory Planner 20,000-30,000 24,000 Logistics Coordinator/Planner/Analyst 20,000-30,000 24,000 Solutions Design/ Business Development Manager 50,000-62,000 58,000 Project/Programme Manager 45,000-55,000 48,000 Fleet Manager 35,000-45,000 40,000 Transport Manager 35,000-45,000 38,000 Transport Planner/Supervisor 20,000-30,000 23,000 Import/Export Manager 35,000-45,000 40,000 Import/Export Coordinator 20,000-30,000 23,500 Freight Manager 40,000-50,000 43,000 Freight Forwarder 20,000-30,000 24,000 Northern Ireland Range Typical Logistics/Distribution/Operations Director 70, ,000 80,000 Logistics/Distribution Manager 40,000-50,000 43,000 General/Depot Manager 50,000-60,000 55,000 Operations Manager 38,000-45,000 41,000 Contract Manager 38,000-45,000 42,000 Warehouse Manager 30,000-40,000 33,000 Warehouse Team/Shift Manager 25,000-32,000 28,500 Inventory/Stock Manager 30,000-45,000 32,000 Inventory Planner 18,000-28,000 22,000 Logistics Coordinator/Planner/Analyst 18,000-30,000 25,500 Solutions Design/ Business Development Manager 40,000-50,000 46,000 Project/Programme Manager 35,000-50,000 41,000 Fleet Manager 30,000-40,000 35,000 Transport Manager 30,000-40,000 34,000 Transport Planner/Supervisor 25,000-35,000 28,000 Import/Export Manager 30,000-40,000 32,000 Import/Export Coordinator 20,000-30,000 24,500 Freight Manager 38,000-48,000 41,000 Freight Forwarder 20,000-30,000 25,000 PROCUREMENT & SUPPLY CHAIN Logistics North West England Range Typical Logistics/Distribution/Operations Director 65, ,000 96,000 Logistics/Distribution Manager 40,000-75,000 55,000 General/Depot Manager 45,000-75,000 58,000 Operations Manager 35,000-60,000 50,000 Contract Manager 40,000-62,000 51,000 Warehouse Manager 25,000-50,000 40,000 Warehouse Team/Shift Manager 22,000-37,000 32,000 Inventory/Stock Manager 25,000-50,000 33,000 Inventory Planner 18,000-27,000 24,000 Logistics Coordinator/Planner/Analyst 18,000-31,000 26,000 Solutions Design/ Business Development Manager 262 Hays UK Salary & Recruiting Trends ,000-80,000 57,000 Project/Programme Manager 40,000-70,000 52,000 Fleet Manager 32,000-55,000 45,000 Transport Manager 30,000-50,000 43,000 Transport Planner/Supervisor 18,000-30,000 26,000 Import/Export Manager 32,000-50,000 44,000 Import/Export Coordinator 18,000-30,000 25,000 Freight Manager 35,000-50,000 42,000 Freight Forwarder 18,000-32,000 25,000 Scotland Range Typical Logistics/Distribution/Operations Director 65, ,000 92,000 Logistics/Distribution Manager 35,000-60,000 50,000 General/Depot Manager 50,000-80,000 55,000 Operations Manager 35,000-60,000 50,000 Contract Manager 40,000-60,000 47,000 Warehouse Manager 24,000-42,000 41,000 Warehouse Team/Shift Manager 23,000-32,000 28,500 Inventory/Stock Manager 25,000-45,000 36,000 Inventory Planner 22,000-29,000 26,000 Logistics Coordinator/Planner/Analyst 18,000-28,000 25,500 Solutions Design/ Business Development Manager 30,000-60,000 46,000 Project/Programme Manager 40,000-80,000 46,500 Fleet Manager 35,000-51,000 46,000 Transport Manager 25,000-38,000 33,000 Transport Planner/Supervisor 18,000-30,000 26,000 Import/Export Manager 35,000-55,000 44,000 Import/Export Coordinator 20,000-30,000 25,000 Freight Manager 30,000-50,000 44,000 Freight Forwarder 22,000-35,000 27,000

265 Kevin Richardson Chief Executive Officer, The Chartered Institute of Logistics and Transport (CILT) The logistics and transport professions encompass all those involved in the movement of goods and people and their associated supply chains connecting all the people, with all the right places, and all the right products, at precisely the right time. Our sectors propel the economy to success. It is CILT s purpose to promote innovation, better practice and higher standards across the globe. There is, of course, uncertainty about Brexit. Our advice to Government remains that there should be a single, unwavering focus on forging frictionless borders so that British companies can get products and services to market as easily as possible. CILT provides training for businesses wishing to get ahead of competitors before we leave the EU by achieving Authorised Economic Operator (AEO) status this is crucial preparation for Brexit and beyond. There certainly are skills gaps, and I highlight one of the most significant; the LGV driver shortage. However, there are wider skills and talent gaps that must be filled as the profession changes to meet the ever changing and ever demanding market conditions and consumer expectations. Overall, there are some 2.9 million people involved in the logistics and transport professions in the UK alone. Often thought of as the invisible profession, they only get noticed when things go wrong this must change. As consumers, when we buy products online for next day delivery, or when we order our bespoke new cars, taking delivering but a few weeks later the exciting, complex and intricate magic that occurs between the buy and collect points is fully embedded throughout the supply chain. This is a rewarding profession, and the opportunities for a successful long term career are endless. Logistics and transport sectors must become preferred professions of choice if we are to recruit the next generation of problem-solvers and solution-creators needed to keep propelling the UK to national prosperity nothing less. Hays UK Salary & Recruiting Trends

266 RETAIL EMPLOYERS COUNTERING COMPETITION Improved work-life balance, additional training and competitive salaries are being increasingly offered to attract talented professionals. Retailers are also prioritising retention strategies as competition for skilled staff reaches a peak. RETAIL Overview New opportunities, but fierce competition There is a new international focus in response to Brexit, which is driving expansion within international markets, both in new store openings and online presence. This has led to more opportunities in head office roles. It, therefore, isn t surprising that 95% of employers expect their organisation s activity levels to increase or stay the same over the next 12 months and 77% expect to recruit permanent or temporary staff to help with expected activity. Heightened demand means companies are facing a competitive recruitment landscape. In particular, sales account managers and merchandisers are highly sought after and these professionals often have multiple offers extended to them by a number of retailers. Growing activity in London and the South East is causing both large retailers and small boutique retailers to expand. Area managers with several years of multi site experience are highly sought after to support store operations as businesses look to operate more productively and focus on profit taking, while also growing their market share and targeting new key accounts. 264 Hays UK Salary & Recruiting Trends 2018 Renewed focus on training to fill skills gaps Across retail, 78% of employers say their top challenge when recruiting is a shortage of suitable applicants and 59% report moderate to extreme skills shortages. These shortages are being acutely felt following cut backs in the employment of senior level staff over the last few years. The remit of area management has also largely changed in response to the shortage of skills, with many expected to take on extra operational responsibilities in light of redundancies of operational staff. Many retailers are therefore looking for talented store managers to take up area management responsibilities, creating more opportunities for training and progression in this area. To combat the wider skills shortages, large retailers are investing a lot of time in the onboarding process and have a greater focus on the training and development opportunities they offer. Initial training, especially for junior candidates, is being used to combat specific skills gaps and build staff engagement. Over a quarter (27%) of employers are allocating more to their training budget, as well as increasing their use of recruitment agencies (27%).

267 Despite this investment in training, 55% of employees believe there is no scope for career progression at their current organisation and 16% of professionals consider career development and professional development to be the most important factor when considering a new role. However, while training is important, and can indeed help to attract or retain talented professionals, many are willing to leave their roles for the promise of better-paid alternatives. Dissatisfaction with salaries prompts movement 65% of retail employees indicated they are not satisfied with their salary. It is telling that the number of employees who successfully requested a pay rise in the last year was only 9%, which is lower than the overall UK average of 15%. The main cause of employees frustration appears to be that they don t always believe their pay reflects the success of the business or their personal contribution. Of those who are dissatisfied with their salaries, 63% believe it does not reflect their individual performance. However, given the nature of the sector and how competitive it can be to secure staff, counter offers are prevalent. 60% of employers say they sometimes or always extend counter offers to staff who resign. Given the focus placed on salary, it is important for employers to make all endeavours to meet candidates expectations with their first offer so that it is competitive enough to resist the draw of counter offers. They should also clearly communicate the full remuneration and benefits package on offer. Overall, the dissatisfaction with salary and benefits packages is the main reason for seeking a new role, as cited by half of retail professionals. Due in part to this, 37% of professionals anticipate leaving their jobs within the next six months, which is slightly higher than the overall UK average of a third. Flexible working needed to boost work-life balance Work-life balance is the most important factor for over a quarter (28%) of professionals searching for a new role. Many organisations recognise the importance of work life balance, and flexible working in particular, as a means of candidate attraction and retention, reflected by 60% of employers now offering such arrangements. In an environment of skills shortages and economic uncertainty, retail employers must ensure they keep their best talent, many of whom are considering leaving to find better salaries and commission rates. A renewed focus on effective training and onboarding as well as flexible working policies, where feasible, will further help with retention. Survey highlights for retail Employers expect their organisation s activity levels to increase or stay the same 95% over the next 12 months Employees 60% expect to move jobs within 12 months 77% plan on recruiting staff over the next 12 months 65% are not satisfied with their salaries 78% say their top challenge when recruiting is a shortage of suitable applicants 55% feel there is no scope for progression within their organisation 59% reported moderate to extreme skills shortages 51% rate their work-life balance as positive Hays UK Salary & Recruiting Trends

268 RETAIL BUYING & MERCHANDISING Buying London Range Typical Head of Buying 70, ,000 80,000 Senior Buyer 50,000-65,000 55,000 Buyer 35,000-50,000 45,000 Junior Buyer 30,000-36,000 34,000 Assistant Buyer 22,000-30,000 26,000 Buyers Admin Assistant 17,000-20,000 18,000 South West England Range Typical Head of Buying 70, ,000 80,000 Senior Buyer 50,000-65,000 55,000 Buyer 30,000-50,000 40,000 Junior Buyer 30,000-36,000 32,000 Assistant Buyer 20,000-30,000 25,000 Buyers Admin Assistant 16,500-20,000 17,000 South East England Range Typical Head of Buying 70, ,000 80,000 Senior Buyer 50,000-65,000 55,000 Buyer 35,000-50,000 45,000 Junior Buyer 30,000-36,000 34,000 Assistant Buyer 22,000-30,000 26,000 Buyers Admin Assistant 17,000-20,000 18,000 Wales Range Typical Head of Buying 70, ,000 80,000 Senior Buyer 50,000-65,000 55,000 Buyer 30,000-50,000 45,000 Junior Buyer 30,000-36,000 34,000 Assistant Buyer 20,000-30,000 26,000 Buyers Admin Assistant 17,000-20,000 18,000 East of England Range Typical Head of Buying 70, ,000 80,000 Senior Buyer 50,000-65,000 55,000 Buyer 30,000-50,000 45,000 Junior Buyer 30,000-36,000 34,000 Assistant Buyer 20,000-30,000 26,000 Buyers Admin Assistant 17,000-20,000 18,000 West Midlands Range Typical Head of Buying 70, ,000 Senior Buyer 50,000-65,000 55,000 Buyer 40,000-50,000 45,000 Junior Buyer 28,000-35,000 30,000 Assistant Buyer 20,000-23,000 22,000 Buyers Admin Assistant 15,000-16,500 16,000 RETAIL Buying and merchandising 266 Hays UK Salary & Recruiting Trends 2018

269 East Midlands Range Typical Head of Buying 70, ,000 Senior Buyer 50,000-65,000 55,000 Buyer 40,000-50,000 45,000 Junior Buyer 28,000-35,000 30,000 Assistant Buyer 20,000-23,000 22,000 Buyers Admin Assistant 15,000-16,500 16,000 North West England Range Typical Head of Buying 70, ,000 Senior Buyer 50,000-65,000 55,000 Buyer 40,000-50,000 45,000 Junior Buyer 28,000-35,000 30,000 Assistant Buyer 20,000-23,000 22,000 Buyers Admin Assistant 15,000-16,500 16,000 Yorkshire and the Humber Range Typical Head of Buying 70, ,000 Senior Buyer 50,000-65,000 55,000 Buyer 40,000-50,000 45,000 Junior Buyer 28,000-35,000 30,000 Assistant Buyer 20,000-23,000 22,000 Buyers Admin Assistant 15,000-16,500 16,000 Northern Ireland Range Typical Head of Buying 70, ,000 Senior Buyer 50,000-65,000 55,000 Buyer 40,000-50,000 45,000 Junior Buyer 28,000-35,000 30,000 Assistant Buyer 20,000-23,000 22,000 Buyers Admin Assistant 15,000-16,500 16,000 North East England Range Typical Head of Buying 70, ,000 Senior Buyer 50,000-65,000 55,000 Buyer 40,000-50,000 45,000 Junior Buyer 28,000-35,000 30,000 Assistant Buyer 20,000-23,000 22,000 Buyers Admin Assistant 15,000-16,500 16,000 Scotland Range Typical Head of Buying 70, ,000 Senior Buyer 50,000-65,000 55,000 Buyer 40,000-50,000 45,000 Junior Buyer 28,000-35,000 30,000 Assistant Buyer 20,000-23,000 22,000 Buyers Admin Assistant 15,000-16,500 16,000 Hays UK Salary & Recruiting Trends

270 RETAIL BUYING & MERCHANDISING Merchandising London Range Typical Head of Merchandising 70, ,000 80,000 Senior Merchandiser 50,000-65,000 55,000 Merchandiser 35,000-50,000 45,000 Import Merchandiser 30,000-36,000 32,000 Junior Merchandiser 28,000-35,000 33,000 Assistant Merchandiser 22,000-30,000 25,000 Trainee Merchandiser 17,500-21,000 18,000 South West England Range Typical Head of Merchandising 70, ,000 80,000 Senior Merchandiser 50,000-65,000 55,000 Merchandiser 35,000-50,000 40,000 Import Merchandiser 30,000-36,000 32,000 Junior Merchandiser 28,000-35,000 33,000 Assistant Merchandiser 22,000-27,000 25,000 Trainee Merchandiser 17,500-22,000 18,000 South East England Range Typical Head of Merchandising 70, ,000 80,000 Senior Merchandiser 50,000-65,000 55,000 Merchandiser 35,000-50,000 45,000 Import Merchandiser 30,000-36,000 32,000 Junior Merchandiser 28,000-35,000 33,000 Assistant Merchandiser 22,000-27,000 25,000 Trainee Merchandiser 17,500-22,000 18,000 Wales Range Typical Head of Merchandising 70, ,000 80,000 Senior Merchandiser 50,000-65,000 55,000 Merchandiser 35,000-50,000 45,000 Import Merchandiser 30,000-36,000 32,000 Junior Merchandiser 28,000-35,000 33,000 Assistant Merchandiser 22,000-27,000 25,000 Trainee Merchandiser 17,500-22,000 18,000 East of England Range Typical Head of Merchandising 70, ,000 80,000 Senior Merchandiser 50,000-65,000 55,000 Merchandiser 35,000-50,000 45,000 Import Merchandiser 30,000-36,000 32,000 Junior Merchandiser 28,000-35,000 33,000 Assistant Merchandiser 22,000-27,000 25,000 Trainee Merchandiser 17,500-22,000 18,000 West Midlands Range Typical Head of Merchandising 70, ,000 Senior Merchandiser 45,000-60,000 55,000 Merchandiser 32,000-45,000 40,000 Import Merchandiser 24,000-30,000 25,000 Junior Merchandiser 25,000-30,000 28,000 Assistant Merchandiser 22,000-25,000 24,000 Trainee Merchandiser 17,000-20,000 19,000 RETAIL Buying and merchandising 268 Hays UK Salary & Recruiting Trends 2018

271 East Midlands Range Typical Head of Merchandising 70, ,000 Senior Merchandiser 45,000-60,000 55,000 Merchandiser 32,000-45,000 40,000 Import Merchandiser 24,000-30,000 25,000 Junior Merchandiser 25,000-30,000 28,000 Assistant Merchandiser 22,000-25,000 24,000 Trainee Merchandiser 17,000-20,000 19,000 North West England Range Typical Head of Merchandising 70, ,000 Senior Merchandiser 45,000-60,000 55,000 Merchandiser 32,000-45,000 40,000 Import Merchandiser 24,000-30,000 25,000 Junior Merchandiser 25,000-30,000 28,000 Assistant Merchandiser 22,000-25,000 24,000 Trainee Merchandiser 17,000-20,000 19,000 Yorkshire and the Humber Range Typical Head of Merchandising 70, ,000 Senior Merchandiser 45,000-60,000 55,000 Merchandiser 32,000-45,000 40,000 Import Merchandiser 24,000-30,000 25,000 Junior Merchandiser 25,000-30,000 28,000 Assistant Merchandiser 22,000-25,000 24,000 Trainee Merchandiser 17,000-20,000 19,000 Northern Ireland Range Typical Head of Merchandising 70, ,000 Senior Merchandiser 45,000-60,000 55,000 Merchandiser 32,000-45,000 40,000 Import Merchandiser 25,000-30,000 27,000 Junior Merchandiser 25,000-30,000 28,000 Assistant Merchandiser 22,000-25,000 24,000 Trainee Merchandiser 17,000-20,000 19,000 North East England Range Typical Head of Merchandising 70, ,000 Senior Merchandiser 45,000-60,000 55,000 Merchandiser 32,000-45,000 40,000 Import Merchandiser 24,000-30,000 25,000 Junior Merchandiser 25,000-30,000 28,000 Assistant Merchandiser 22,000-25,000 24,000 Trainee Merchandiser 17,000-20,000 19,000 Scotland Range Typical Head of Merchandising 70, ,000 Senior Merchandiser 45,000-60,000 55,000 Merchandiser 32,000-45,000 40,000 Import Merchandiser 25,000-30,000 27,000 Junior Merchandiser 25,000-30,000 28,000 Assistant Merchandiser 22,000-25,000 24,000 Trainee Merchandiser 17,000-20,000 19,000 Hays UK Salary & Recruiting Trends

272 RETAIL DESIGN, TECHNICAL & WHOLESALE Design London Range Typical Head of Design/Design Manager 50, ,000 65,000 Senior Designer 35,000-50,000 45,000 Designer 25,000-35,000 30,000 Junior Designer 20,000-24,000 22,000 Trainee/Assistant Designer 18,000-20,500 20,000 East Midlands Range Typical Head of Design/Design Manager 45, ,000 50,000 Senior Designer 30,000-50,000 35,000 Designer 20,000-30,000 25,000 Junior Designer 16,000-22,000 20,000 Trainee/Assistant Designer 15,000-16,500 16,000 South East England Range Typical Head of Design/Design Manager 50, ,000 65,000 Senior Designer 35,000-50,000 45,000 Designer 25,000-35,000 30,000 Junior Designer 20,000-24,000 22,000 Trainee/Assistant Designer 18,000-20,500 20,000 Yorkshire and the Humber Range Typical Head of Design/Design Manager 45, ,000 50,000 Senior Designer 30,000-50,000 35,000 Designer 20,000-30,000 25,000 Junior Designer 16,000-22,000 20,000 Trainee/Assistant Designer 15,000-16,500 16,000 East of England Range Typical Head of Design/Design Manager 50, ,000 65,000 Senior Designer 35,000-50,000 45,000 Designer 25,000-35,000 30,000 Junior Designer 20,000-24,000 22,000 Trainee/Assistant Designer 18,000-20,500 20,000 North East England Range Typical Head of Design/Design Manager 45, ,000 50,000 Senior Designer 30,000-50,000 35,000 Designer 20,000-30,000 25,000 Junior Designer 16,000-22,000 20,000 Trainee/Assistant Designer 15,000-16,500 16,000 South West England Range Typical Head of Design/Design Manager 50, ,000 65,000 Senior Designer 35,000-50,000 45,000 Designer 25,000-35,000 30,000 Junior Designer 20,000-24,000 22,000 Trainee/Assistant Designer 18,000-20,500 20,000 North West England Range Typical Head of Design/Design Manager 45, ,000 50,000 Senior Designer 30,000-50,000 35,000 Designer 20,000-30,000 25,000 Junior Designer 16,000-22,000 20,000 Trainee/Assistant Designer 15,000-16,500 16,000 RETAIL Design, technical and wholesale Wales Range Typical Head of Design/Design Manager 50, ,000 65,000 Senior Designer 35,000-50,000 45,000 Designer 25,000-35,000 30,000 Junior Designer 20,000-24,000 22,000 Trainee/Assistant Designer 18,000-20,500 20,000 West Midlands Range Typical Head of Design/Design Manager 45, ,000 50,000 Senior Designer 30,000-50,000 35,000 Designer 20,000-30,000 25,000 Junior Designer 16,000-22,000 20,000 Trainee/Assistant Designer 15,000-16,500 16, Hays UK Salary & Recruiting Trends 2018 Northern Ireland Range Typical Head of Design/Design Manager 45, ,000 50,000 Senior Designer 30,000-50,000 35,000 Designer 20,000-30,000 25,000 Junior Designer 16,000-22,000 20,000 Trainee/Assistant Designer 15,000-16,500 16,000 Scotland Range Typical Head of Design/Design Manager 45, ,000 50,000 Senior Designer 30,000-50,000 35,000 Designer 20,000-30,000 25,000 Junior Designer 16,000-22,000 20,000 Trainee/Assistant Designer 15,000-16,500 16,000

273 Garment technology London Range Typical Head of Garment Technology 40,000-80,000 50,000 Senior Garment Technologist 34,500-45,000 35,000 Garment Technologist 25,000-35,000 28,000 Assistant Garment Technologist 20,000-24,500 24,000 Trainee Garment Technologist 18,000-20,500 20,000 East Midlands Range Typical Head of Garment Technology 40, ,000 45,000 Senior Garment Technologist 30,000-45,000 32,000 Garment Technologist 25,000-35,000 26,000 Assistant Garment Technologist 18,000-24,000 22,000 Trainee Garment Technologist 15,000-18,000 16,000 South East England Range Typical Head of Garment Technology 40,000-80,000 50,000 Senior Garment Technologist 34,500-45,000 35,000 Garment Technologist 25,000-35,000 28,000 Assistant Garment Technologist 20,000-24,500 24,000 Trainee Garment Technologist 18,000-20,500 20,000 Yorkshire and the Humber Range Typical Head of Garment Technology 40, ,000 45,000 Senior Garment Technologist 30,000-45,000 32,000 Garment Technologist 25,000-35,000 26,000 Assistant Garment Technologist 18,000-24,000 22,000 Trainee Garment Technologist 15,000-18,000 16,000 East of England Range Typical Head of Garment Technology 40,000-80,000 50,000 Senior Garment Technologist 34,500-45,000 35,000 Garment Technologist 25,000-35,000 28,000 Assistant Garment Technologist 20,000-24,500 24,000 Trainee Garment Technologist 18,000-20,500 20,000 North East England Range Typical Head of Garment Technology 40, ,000 45,000 Senior Garment Technologist 30,000-45,000 32,000 Garment Technologist 25,000-35,000 26,000 Assistant Garment Technologist 18,000-24,000 22,000 Trainee Garment Technologist 15,000-18,000 16,000 South West England Range Typical Head of Garment Technology 40,000-80,000 50,000 Senior Garment Technologist 34,500-45,000 35,000 Garment Technologist 25,000-35,000 28,000 Assistant Garment Technologist 20,000-24,500 24,000 Trainee Garment Technologist 18,000-20,500 20,000 North West England Range Typical Head of Garment Technology 40, ,000 45,000 Senior Garment Technologist 30,000-45,000 32,000 Garment Technologist 25,000-35,000 26,000 Assistant Garment Technologist 18,000-24,000 22,000 Trainee Garment Technologist 15,000-18,000 16,000 Wales Range Typical Head of Garment Technology 40,000-80,000 50,000 Senior Garment Technologist 34,500-45,000 35,000 Garment Technologist 25,000-35,000 28,000 Assistant Garment Technologist 20,000-24,500 24,000 Trainee Garment Technologist 18,000-20,500 20,000 Northern Ireland Range Typical Head of Garment Technology 40, ,000 45,000 Senior Garment Technologist 30,000-45,000 32,000 Garment Technologist 25,000-35,000 26,000 Assistant Garment Technologist 18,000-24,000 22,000 Trainee Garment Technologist 15,000-18,000 16,000 West Midlands Range Typical Head of Garment Technology 40, ,000 45,000 Senior Garment Technologist 30,000-45,000 32,000 Garment Technologist 25,000-35,000 26,000 Assistant Garment Technologist 18,000-24,000 22,000 Trainee Garment Technologist 15,000-18,000 16,000 Scotland Range Typical Head of Garment Technology 40, ,000 45,000 Senior Garment Technologist 30,000-45,000 32,000 Garment Technologist 25,000-35,000 26,000 Assistant Garment Technologist 18,000-24,000 22,000 Trainee Garment Technologist 15,000-18,000 16,000 Hays UK Salary & Recruiting Trends

274 RETAIL DESIGN, TECHNICAL & WHOLESALE Pattern cutters London Range Typical Pattern Room Manager 45,000-60,000 46,000 Senior Pattern Cutter 38,000-45,000 40,000 Sample Machinist 30,000-36,000 32,000 Pattern Cutter 22,000-27,000 25,000 Junior Pattern Cutter 17,500-22,000 18,000 East Midlands Range Typical Pattern Room Manager 40,000-55,000 45,000 Senior Pattern Cutter 30,000-40,000 35,000 Sample Machinist 24,000-30,000 25,000 Pattern Cutter 18,000-24,000 22,000 Junior Pattern Cutter 15,000-16,500 16,000 South East England Range Typical Pattern Room Manager 45,000-60,000 46,000 Senior Pattern Cutter 38,000-45,000 40,000 Sample Machinist 30,000-36,000 32,000 Pattern Cutter 22,000-27,000 25,000 Junior Pattern Cutter 17,500-22,000 18,000 Yorkshire and the Humber Range Typical Pattern Room Manager 40,000-55,000 45,000 Senior Pattern Cutter 30,000-40,000 35,000 Sample Machinist 24,000-30,000 25,000 Pattern Cutter 18,000-24,000 22,000 Junior Pattern Cutter 15,000-16,500 16,000 East of England Range Typical Pattern Room Manager 50, ,000 65,000 Senior Pattern Cutter 35,000-50,000 45,000 Sample Machinist 25,000-35,000 30,000 Pattern Cutter 20,000-24,000 22,000 Junior Pattern Cutter 18,000-20,500 20,000 North East England Range Typical Pattern Room Manager 40,000-55,000 45,000 Senior Pattern Cutter 30,000-40,000 35,000 Sample Machinist 24,000-30,000 25,000 Pattern Cutter 18,000-24,000 22,000 Junior Pattern Cutter 15,000-16,500 16,000 South West England Range Typical Pattern Room Manager 50, ,000 65,000 Senior Pattern Cutter 35,000-50,000 45,000 Sample Machinist 25,000-35,000 30,000 Pattern Cutter 20,000-24,000 22,000 Junior Pattern Cutter 18,000-20,500 20,000 North West England Range Typical Pattern Room Manager 40,000-55,000 45,000 Senior Pattern Cutter 30,000-40,000 35,000 Sample Machinist 24,000-30,000 25,000 Pattern Cutter 18,000-24,000 22,000 Junior Pattern Cutter 15,000-16,500 16,000 RETAIL Design, technical and wholesale Wales Range Typical Pattern Room Manager 50, ,000 65,000 Senior Pattern Cutter 35,000-50,000 45,000 Sample Machinist 25,000-35,000 30,000 Pattern Cutter 20,000-24,000 22,000 Junior Pattern Cutter 18,000-20,500 20,000 West Midlands Range Typical Pattern Room Manager 40,000-55,000 45,000 Senior Pattern Cutter 30,000-40,000 35,000 Sample Machinist 24,000-30,000 25,000 Pattern Cutter 18,000-24,000 22,000 Junior Pattern Cutter 15,000-16,500 16, Hays UK Salary & Recruiting Trends 2018 Northern Ireland Range Typical Pattern Room Manager 40,000-55,000 45,000 Senior Pattern Cutter 30,000-40,000 35,000 Sample Machinist 24,000-30,000 25,000 Pattern Cutter 18,000-24,000 22,000 Junior Pattern Cutter 15,000-16,500 16,000 Scotland Range Typical Pattern Room Manager 40,000-55,000 45,000 Senior Pattern Cutter 30,000-40,000 35,000 Sample Machinist 24,000-30,000 25,000 Pattern Cutter 18,000-24,000 22,000 Junior Pattern Cutter 15,000-16,500 16,000

275 Wholesale London Range Typical Head of Sales 50,000-80,000 67,000 Senior Account Manager 50,000-80,000 65,000 Account Manager 35,000-50,000 45,000 Junior Account Manager 20,000-35,000 30,000 Trainee Account Manager 18,000-20,500 20,000 East Midlands Range Typical Head of Sales 50,000-70,000 57,000 Senior Account Manager 50,000-70,000 55,000 Account Manager 30,000-45,500 45,000 Junior Account Manager 20,000-28,000 25,000 Trainee Account Manager 16,000-18,500 18,000 South East England Range Typical Head of Sales 50,000-80,000 67,000 Senior Account Manager 50,000-80,000 65,000 Account Manager 35,000-50,000 45,000 Junior Account Manager 20,000-35,000 30,000 Trainee Account Manager 18,000-20,500 20,000 Yorkshire and the Humber Range Typical Head of Sales 50,000-70,000 57,000 Senior Account Manager 50,000-70,000 55,000 Account Manager 30,000-45,500 45,000 Junior Account Manager 20,000-28,000 25,000 Trainee Account Manager 16,000-18,500 18,000 East of England Range Typical Head of Sales 50,000-80,000 67,000 Senior Account Manager 50,000-80,000 65,000 Account Manager 35,000-50,000 45,000 Junior Account Manager 20,000-35,000 30,000 Trainee Account Manager 18,000-20,500 20,000 North East England Range Typical Head of Sales 50,000-70,000 57,000 Senior Account Manager 50,000-70,000 55,000 Account Manager 30,000-45,500 45,000 Junior Account Manager 20,000-28,000 25,000 Trainee Account Manager 16,000-18,500 18,000 South West England Range Typical Head of Sales 50,000-80,000 67,000 Senior Account Manager 50,000-80,000 65,000 Account Manager 35,000-50,000 45,000 Junior Account Manager 20,000-35,000 30,000 Trainee Account Manager 18,000-20,500 20,000 North West England Range Typical Head of Sales 50,000-70,000 57,000 Senior Account Manager 50,000-70,000 55,000 Account Manager 30,000-45,500 45,000 Junior Account Manager 20,000-28,000 25,000 Trainee Account Manager 16,000-18,500 18,000 Wales Range Typical Head of Sales 50,000-80,000 67,000 Senior Account Manager 50,000-80,000 65,000 Account Manager 35,000-50,000 45,000 Junior Account Manager 20,000-35,000 30,000 Trainee Account Manager 18,000-20,500 20,000 Northern Ireland Range Typical Head of Sales 50,000-70,000 57,000 Senior Account Manager 50,000-70,000 55,000 Account Manager 30,000-45,500 45,000 Junior Account Manager 20,000-28,000 25,000 Trainee Account Manager 16,000-18,500 18,000 West Midlands Range Typical Head of Sales 50,000-70,000 57,000 Senior Account Manager 50,000-70,000 55,000 Account Manager 30,000-45,000 45,000 Junior Account Manager 20,000-28,000 25,000 Trainee Account Manager 16,000-18,500 18,000 Scotland Range Typical Head of Sales 50,000-70,000 57,000 Senior Account Manager 50,000-70,000 55,000 Account Manager 30,000-45,500 45,000 Junior Account Manager 20,000-28,000 25,000 Trainee Account Manager 16,000-18,500 18,000 Hays UK Salary & Recruiting Trends

276 RETAIL FASHION & NON-FASHION OPERATIONS London Range Typical Area Manager 45,000-60,000 50,000 Store Manager 26,000-40,000 30,000 Assistant Manager 22,000-25,000 23,000 Sales Assistant 16,000-24,000 21,000 Beauty Consultant 16,000-24,000 21,000 East Midlands Range Typical Area Manager 40,000-55,000 45,000 Store Manager 24,000-35,000 28,000 Assistant Manager 20,000-28,000 25,000 Sales Assistant 16,000-22,000 20,000 Beauty Consultant 16,000-22,000 20,000 South East England Range Typical Area Manager 45,000-60,000 50,000 Store Manager 26,000-40,000 30,000 Assistant Manager 22,000-25,000 23,000 Sales Assistant 16,000-24,000 21,000 Beauty Consultant 16,000-24,000 21,000 Yorkshire and the Humber Range Typical Area Manager 40,000-55,000 45,000 Store Manager 24,000-35,000 28,000 Assistant Manager 20,000-28,000 25,000 Sales Assistant 16,000-22,000 20,000 Beauty Consultant 16,000-22,000 20,000 East of England Range Typical Area Manager 45,000-60,000 50,000 Store Manager 26,000-40,000 30,000 Assistant Manager 22,000-25,000 23,000 Sales Assistant 16,000-24,000 21,000 Beauty Consultant 16,000-24,000 21,000 North East England Range Typical Area Manager 40,000-55,000 45,000 Store Manager 24,000-35,000 28,000 Assistant Manager 20,000-28,000 25,000 Sales Assistant 16,000-22,000 20,000 Beauty Consultant 16,000-22,000 20,000 South West England Range Typical Area Manager 35,000-50,500 50,000 Store Manager 21,000-35,000 30,000 Assistant Manager 18,000-25,000 23,000 Sales Assistant 16,000-22,000 21,000 Beauty Consultant 16,000-22,000 21,000 North West England Range Typical Area Manager 40,000-55,000 45,000 Store Manager 24,000-35,000 28,000 Assistant Manager 20,000-28,000 25,000 Sales Assistant 16,000-22,000 20,000 Beauty Consultant 16,000-22,000 20,000 RETAIL Fashion and non-fashion operations Wales Range Typical Area Manager 35,000-50,000 45,000 Store Manager 21,000-35,000 30,000 Assistant Manager 18,000-25,000 23,000 Sales Assistant 16,000-22,000 21,000 Beauty Consultant 16,000-22,000 21,000 West Midlands Range Typical Area Manager 40,000-55,000 45,000 Store Manager 24,000-35,000 28,000 Assistant Manager 20,000-28,000 25,000 Sales Assistant 16,000-22,000 20,000 Beauty Consultant 16,000-22,000 20, Hays UK Salary & Recruiting Trends 2018 Northern Ireland Range Typical Area Manager 35,000-45,000 40,000 Store Manager 24,000-32,000 27,000 Assistant Manager 20,000-28,000 24,000 Sales Assistant 15,000-20,000 19,000 Beauty Consultant 15,000-20,000 19,000 Scotland Range Typical Area Manager 40,000-55,000 45,000 Store Manager 24,000-35,000 28,000 Assistant Manager 20,000-28,000 25,000 Sales Assistant 16,000-22,000 20,000 Beauty Consultant 16,000-22,000 20,000

277 Hays UK Salary & Recruiting Trends