Spotlight on: Salaries, recruitment and retention

Transcription

1 Spotlight on: Salaries, recruitment and retention Pharma, biotech and medical devices A European perspective

2 Expansion, mergers, acquisitions and competition have impacted on salary and benefit expectations, and the perceptions of those working across pharma, biotech and medical devices. Contents Introduction Methodology Salary and market trends Clinical Operations... Research & Development... Quality Assurance... Regulatory Affairs & Pharmacovigilance... Medical Affairs... Health Economics & Outcomes Research... Business Intelligence & Data... Sales & Marketing... Medical Communications... Operations Employee perceptions and their impact on recruitment 25 Job security Recruitment & retention Motivation to move Migration and the impact on recruitment Attracting talent

3 We examine employee perceptions, market confidence, recruitment, retention and global talent mobility. Introduction The pharma, biotech and medical devices industries face a challenging landscape. From global expansion, to mergers and acquisitions and increased outsourcing, organisations have had to respond accordingly but what has the impact been on salaries, benefits and the perceptions of those working across the sector? In this report we look at the affect of factors such as the patent cliff, tightening FDA legislation and the rise of generics and biologic products on the pharma, biotech and medical devices sectors across Europe. Providing detailed salary rates and unique insight we examine the market trends within core disciplines and how these are likely to impact employers throughout Europe as they look to build sustainable workforces for the long-term. We also examine employee motivations to see their impact across the sector, including market confidence, recruitment and retention, the global mobility of talent and the need for employers to adapt and build a strong employer proposition in order to address the war for talent. Methodology This comprehensive report takes into account Real s placement data over the previous 12 months, together with the results from our pan-european online survey, focusing on salary levels, market trends and employee perceptions. The survey was conducted with thousands of pharma, biotech and medical device professionals across the UK, Belgium, France, Germany, Switzerland and the Netherlands. Further industry insight is based on conversations with professionals from across Europe and in-depth interviews with our leading recruitment specialists within each region. Permanent salaries quoted are gross average annual salaries, excluding bonuses and benefits and contractor rates are quoted on an average hourly rate. The salary rates quoted are indicative of the market only and salaries will vary depending on a company s size, location, the sector and an employee s qualifications, experience and responsibilities. 5

4 Clinical Operations We ve continued to see an increase in the level of clinical operations activity being outsourced to CROs throughout Europe. With the CRO outsourcing market expected to be worth over $40.5 billion by 2015 this is a trend we expect to continue for the foreseeable future. As a result we ve seen a reduction in the number of in-house clinical research roles, but an increasing number of project managers/account managers as organisations look to manage the outsourcing process. There has also been steady demand for clinical research professionals within CROs, highlighting that whilst the clinical operations function is seeing significant change, opportunities still remain for skilled professionals. Salaries have therefore remained stable on the whole. With a large number of CROs choosing to locate within the Eurozone, and Germany in particular, rather than investing in Switzerland due to the high cost of the Swiss Franc, Switzerland is not seeing the same level of demand for professionals from CROs as elsewhere. However, with many of the large pharma headquarters continuing to be located in Switzerland we ve seen an increase in in-sourcing whereby 3rd party research organisations are conducting trials on-site, enabling pharma organisations to retain visibility of the process. As a result we are seeing a number of on-site opportunities coming onto the job market and salaries remaining stable. Within France the highest demand for talent continues to come from biotech CROs. Driven by the lack of opportunities in-house, specialists looking to make the transition to CROs have had to accept salaries typically lower than those offered in-house. In contrast clinical operations specialists within the Netherlands are showing greater confidence in the job market with many willing to hold out for the right package and flexible working conditions. We are seeing increasing competition to secure the best talent and whilst salaries are remaining static companies looking to attract new talent are doing so through flexible working hours, options to work from home or fixed term contracts to give greater flexibility. We ve also seen a move towards part-time roles for clinical trials that may not require full-time resources; offering further flexible working options. Experienced Clinical Research Associates (CRAs) are particularly in demand throughout Europe, but with a limited talent pool many organisations are struggling to get the right people on board. Within Germany, where competition for talent is high, the speed of the recruitment process has proved key to getting the right people onboard. Flexible working conditions have also proved highly attractive to job seekers in a market where traditional benefit packages are not as highly valued. An increasing number of organisations within Germany are also willing to take on junior professionals and by doing so have been able to keep salary levels the same, whilst attracting new talent through opportunities for career progression. In contrast, in the UK we ve seen increases in basic salaries, and increased flexibility in benefits packages as organisations look to secure the best talent. An increasing number of companies are also looking internationally to source professionals at senior level. Bucking this trend, demand for CRAs in Belgium has been somewhat lower, with the greatest demand being for senior level professionals particularly Project Directors and Clinical Trial Managers. We ve also seen an increase in demand for Project and Account Managers to manage outsourcing, which has led to increased competition for talent and a rise in salaries as a result. We ve seen the gap in pay between roles within the pharma and medical devices sectors decrease as salary increases within pharma have not been as aggressive, whilst the increasing demand for medical device professionals has put pressure on salaries. CRAs and experienced Clinical Managers are particularly in demand within medical devices as organisations look to develop products further and expand into new territories. We ve also seen some CROs expand their offering to include medical devices services which has created a number of permanent and contract roles resulting in increased competition for talent. As the outsourcing trend continues, we ve seen a reduction in in-house clinical research roles. Clinical Operations Clinical Operations Manager 54, ,000 75,000 90, ,000 82,500 Clinical Project Director 83, , , , , ,000 Clinical Project Manager 53,726 52,489 70,100 74, ,250 80,000 Clinical Research Associate 35,455 38,000 48,882 45,840 95,868 37,500 Clinical Research Director 92, , , , ,000 97,440 Clinical Research/Study Manager 47,179 47,500 65,000 68, ,000 62,500 Clinical Trial Administrator 31,250 35,000 35,000 38,000 72,500 47,500 Clinical Trial Co-ordinator 30,500 47,500 35,000 45,000 80,000 37,500 Clinical Trials Manager 46,050 57,500 65,000 50, ,000 67,500 Feasibility Manager 42,500 55,000 75,000 45, ,000 65,500 Senior Clinical Operations Director 175, , , , , ,000 Senior Clinical Project Manager 63,333 80,000 85,000 92, ,000 87,500 Senior Clinical Research Associate 37,308 42,000 67,500 53,000 98,000 50,833 Clinical Operations Manager Clinical Project Director Clinical Project Manager Clinical Research Associate Clinical Research Director Clinical Research/Study Manager Clinical Trial administrator Clinical Trial Co-ordinator Clinical Trials Manager Feasibility Manager Senior Clinical Operations Director Senior Clinical Project Manager Senior Clinical Research Associate

5 Research & Development Throughout Europe we ve seen a number of pharma and biotech organisations downsizing their R&D functions as they look to improve productivity and cost efficiencies. We ve therefore seen increased outsourcing to R&D service providers both within Europe and increasingly to global hubs such as Singapore, China, the US or within emerging regions where the high costs associated with R&D can be offset. Whilst this has resulted in the restructuring of numerous R&D departments, it has also presented opportunities for Project and Account Managers as companies seek professionals to manage the outsourcing process. We ve also seen organisations streamline their R&D departments which has led to a number of redundancies. With more mid-senior level R&D specialists available in the market and competition for a limited number of roles increasing, salaries have levelled off and we are no longer seeing the salary increases we ve seen in the past. In contrast there has been less impact from organisational restructures in Germany, with many companies reducing permanent headcount through natural churn alone. As a result salaries have remained fairly stable across the region. Whilst R&D has been widely scaled back across mainland Europe the UK has seen pockets of growth. This is particularly telling within generics where companies continue to invest in R&D as they look to capitalise on the opportunities presented by the patent cliff. This has led to an increase in demand for professionals within this area, but with a greater number of specialists available in the market, organisations have been able to secure the best talent without increasing salaries. With forecasts for 2016 predicting that 45% of sales of the world s top 100 pharma products will come from biologic products, demand for R&D specialists within this space is continuing to grow throughout Europe. With an increasing number of biologic products receiving approval from the FDA we ve also seen renewed confidence within Switzerland about the commercial viability of biologics. With risk levels associated with biologics seen to be reducing there has been a surge in R&D activity. Whilst organisations remain conscious of keeping their headcount down, we ve seen a rise in demand for professionals with niche skill sets particularly within clinical science where professionals with early phase experimental experience are highly sought after. Whilst the European pharma market remains largely risk adverse, the medical devices market has continued to invest heavily in R&D in order to bring new, innovative products to market. This investment has led to higher demand for professionals particularly engineers, where there is a shortage of newly qualified engineers entering the market. Unable to match the salaries on offer within other sectors many firms have struggled to attract the right people and as a result are looking overseas to regions such as Eastern Europe and North Africa to source talent without having to inflate salaries. Across Germany, Modellers, Software Developers and Engineers are particularly sought after and in addition to looking abroad many companies are now turning their attention to universities with a view to securing overseas engineering graduates whose salary expectations are more closely aligned with the medical devices market. The medical devices market has continued to invest heavily in R&D resulting in increased demand for specialists. Research & Development Analytical Chemist 32,500 35,000 35,000 50,000 80,000 48,750 Applications Scientist 72,500 60,000 60,000 70,000 70,000 42,500 Chief Medical Officer 155, , , , , ,000 Chief Scientific Officer 70,000 85, , , , ,000 Clinical Scientist 41,029 64,531 55,000 57, ,000 57,500 Director of Therapy 100,000 75, , , ,000 68,000 Drug Discovery Project Leader 37,500 52,000 60,000 68, ,000 55,680 Drug Discovery Scientist 51,071 49,722 45,000 50, ,000 47,500 Engineering Planner 40,000 33,000 45,000 55, ,000 54,500 Epidemiologist 105,000 42,000 75,000 90, ,000 54,560 Formulation Scientist 37,143 40,000 40,000 50, ,000 42,000 Medical Expert 67,500 70,000 65,000 75, ,000 68,000 Principal Scientist 37,500 38,000 60,000 65, ,000 64,600 Project Assistant 30,000 28,000 35,000 35,000 70,000 48,700 Project Manager: R&D 67,500 52,500 65,000 92, ,000 62,640 R&D Director 62, , , , , ,350 R&D Manager 47,500 50,000 82,500 85, ,000 90,480 Scientific Operations Director 105,000 90,000 90, , ,000 97,560 Scientist 35,717 40,833 40,000 57,500 90,000 47,600 Senior Research Physician 72,500 65,000 70,000 78, ,000 76,560 Senior Study Co-ordinator 42,500 55,000 50,000 45,000 95,000 37,500 Study Manager 52,500 48,000 65,000 70, ,000 76,560 Technical Operations Director 105,000 90,000 90, , ,000 94,380 Trial Co-ordinator 32,500 45,000 45,000 38,000 90,000 62,560 Upstream Scientist 52,500 50,000 55,000 55, ,000 49,500 Analytical Chemist Applications Scientist Chief Medical Officer Chief Scientific Officer Clinical Scientist Director of Therapy Drug Discovery Project Leader Drug Discovery Scientist Engineering Planner Epidemiologist Formulation Scientist Medical Expert/Advisor Principal Scientist Project Assistant Project Manager: R&D R&D Director R&D Manager Scientific Operations Director Scientist Senior Research Physician Senior Study Co-ordinator Study Manager Technical Operations Director Trial Co-ordinator Upstream Scientist

6 Quality Assurance Tightening regulations across the pharma and biotech sectors, together with European Union directives, have led to burgeoning demand for specialists within quality assurance. The mandatory approval from a Qualified Person (QP) prior to product release, as stipulated by the regulatory bodies, has ensured this role remains pivotal to the sector. We ve therefore seen the number of QP roles increase throughout Europe as companies look to extend their line of products or release drugs into new territories, and require resources to manage the process. However, with the number of QPs retiring expected to outstrip newly qualified QPs entering the market we anticipate a decreasing talent pool. The mandatory requirement for QPs to be qualified industrial pharmacists within France and Belgium has also limited the talent pool further in these regions. These factors have resulted in a highly competitive job market across Europe with organisations fighting to secure talent particularly on a permanent basis. Contrary to this, in the UK we ve seen a decline in the number of QPs seeking new roles; instead choosing to stay where they are due to concerns about the economy and future job security. As a result QPs who are open to new opportunities have found themselves in high demand and have therefore been able to command higher salaries. Whilst the demand for QPs is largely limited to organisations within pharma and biotech at the moment, we are expecting an increase in demand across medical devices over the next year. This follows the proposed changes to the European medical device directives which will see the same mandatory approvals from QPs introduced to the medical device sector from Concerns over quality standards have also led some pharma organisations across Europe to bring functions such as API Manufacturing back in-house. Whilst previously outsourced to regions such as Asia, the need to increase visibility over quality has led to renewed growth of departments in Europe. For those organisations choosing to continue outsourcing we ve seen an increase in Quality Audit roles as they look to tighten quality control from 3rd party suppliers. We ve seen broad increases in demand throughout the quality assurance function across Europe with QA Managers, QA Officers and QC specialists in particular demand. Validation specialists are also becoming increasingly desirable. Demand for permanent hires remains higher than contract demand, with organisations generally preferring to secure talent for the long-term. But there is an increasing contract market as employers look for talent to fill immediate requirements. In Switzerland and France we ve seen organisations willing to commit to new permanent headcount, whereas we ve seen a more cautious approach in Belgium, with the big pharma organisations preferring to keep headcount levels fixed and use interim staff to provide flexible resources, resulting in increased opportunities for contractors. With strong competition for permanent and contract talent we ve seen salaries inflated throughout Europe, except for the UK, where salaries have remained fairly stable as organisations look overseas for talent, relying on the attractiveness of salaries in the UK to secure specialists. In Belgium companies are tackling the shortage of talent by widening their search to include those with a scientific background who may have transferable skills. This approach is evident within many of the SMEs who have been unable to match the inflated salaries of the larger organisations and have struggled to attract talent as a result. We ve seen broad increases in demand throughout the quality assurance function across Europe. Quality Assurance Compliance Manager 46,218 52,500 80,000 55, ,000 62,640 Engineer 37,000 38,833 42,000 62, ,000 35,000 Head of Compliance 70,000 75,000 79,000 95, ,000 69,600 Head of Quality Assurance 84,000 62,500 92,500 80, ,000 52,500 Head of Quality Control 52,500 60,000 87,000 80, ,000 76,560 Manufacturing Quality Engineer 35,000 45,000 48,000 58, ,500 57,500 Product Quality Engineer 33,750 40,000 50,000 60,000 90,000 52,500 Qualified Person 60, ,000 90, , ,000 67,000 Quality Assurance Engineer 67,500 40,000 48,000 55, ,000 48,720 Quality Assurance Manager 55,735 60,643 65,000 68, ,167 69,167 Quality Assurance Officer 36,500 35,000 52,000 42,500 90,000 47,500 Quality Auditor 32,500 42,500 62,500 90, ,000 48,720 Quality Control Analyst 52,937 40,000 50,000 76, ,000 45,936 Quality Control Manager 45,000 55,000 75,000 80, ,000 62,640 Quality Engineer 40,000 40,000 45,000 58, ,000 48,720 Senior Quality Specialist 42,500 50,000 59,000 80, ,000 62,640 Validation Consultant 42,500 40,000 50,000 60, ,000 45,936 Validation Engineer 37,500 45,000 48,000 55, ,000 48,720 Compliance Manager Engineer Head of Compliance Head of Quality Assurance Head of Quality Control Manufacturing Quality Engineer Product Quality Engineer Qualified Person N/A Quality Assurance Engineer Quality Assurance Manager Quality Assurance Officer Quality Auditor Quality Control Analyst Quality Control Manager Quality Engineer Senior Quality Specialist Validation Consultant Validation Engineer

7 Regulatory Affairs & Pharmacovigilance Demand for regulatory affairs professionals has remained high throughout Europe, driven largely by a pipeline of new pharma and biotech products and the launch of products into additional territories. Most notably the rise in the number of biological products being approved by the FDA has set a new precedent with many organisations now looking to follow suit. With the biologics market expected to grow to an estimated $41 billion by 2014, demand for talent is expected to continue to grow over the coming year as the requirement for regulatory affairs specialists to push through and maintain product approvals has grown. Whilst many of the largest regulatory affairs departments can be found within the big pharma headquarters (predominately based in Switzerland) we are seeing the development of a number of new teams within SMEs throughout Europe. Regulatory Affairs Managers and Regulatory Affairs Liaison are in particular demand and we ve seen employers willing to be flexible on salary and benefits in order to secure the right talent. Tightening drug safety regulations and new legislations across both pharma and biotech have made pharmacovigilance a critical element of all drug development programmes. The need to effectively meet regulatory requirements, manage risk and process safety reports, whilst at the same time keeping development cycles tight has led to an increased need for additional headcount. In Germany we ve seen organisations increase their pharmacovigilance resources by as much as 20% in 2012 and we are continuing to see this growth elsewhere. For example within the Netherlands we ve seen the number of new roles coming on the market increase by as much as 25% over the last quarter. Medical doctors with a background in pharmacovigilance are particularly in demand. High demand and shortage of supply across regulatory affairs generally has led to strong competition to secure the best talent. As a result we ve seen salaries increase slowly, although they remain lower within biotechs. Despite these differences, regulatory affairs roles within biotechs are proving increasingly attractive, particularly within the UK, as companies look to move into this dynamic, growing area. We ve also seen organisations looking to source talent from overseas in order to meet demand. By extending their search area organisations hope to avoid inflating salaries as they compete for talent. However, there are countries that are bucking this trend. For example local talent remains desirable in Switzerland as organisations are often looking for professionals with experience of working with Swiss Medic, the local regulatory board. Across Europe we ve seen high demand for professionals on both a permanent and contract basis. There has been a marked increase in demand for contractors as employers look to fill urgent vacancies where permanent talent has been harder to secure. The project-based nature of the sector has also driven demand as employers turn to contractors to provide flexible resourcing. With the number of interim professionals available largely meeting levels of demand, contract rates have remained stable, with longer contracts offering good rates which are proving extremely attractive. Demand for regulatory affairs professionals has remained high throughout Europe, driven largely by a pipeline of new pharma and biotech products and the launch of products into additional territories. Drug Safety Officer 35,438 47,250 47,500 42,500 90,000 47,500 Head of Regulatory Affairs 114,167 79, , , ,000 97,500 Pharmacovigilance Associate 32,500 45,000 45,000 50,000 90,000 62,640 Pharmacovigilance Director 75,000 95,000 80, , , ,320 Pharmacovigilance Manager 44,500 62,500 65,000 75, ,500 97,000 Pharmacovigilance Officer 33,750 36,000 45,000 42,500 90,000 34,820 Regulatory Affairs Associate 37,711 43,344 50,000 47,500 93,343 62,640 Regulatory Affairs Director 115, , , , , ,500 Regulatory Affairs Manager 54,472 47,413 75,000 66, ,125 82,500 Regulatory Affairs Pharmacist 30,000 47,000 45,000 55,000 90,000 69,600 Regulatory Affairs Writer 35,000 43,750 45,000 50, ,000 35,000 Drug Safety Officer Head of Regulatory Affairs Pharmacovigilance Associate Pharmacovigilance Director Pharmacovigilance Manager Pharmacovigilance Officer Regulatory Affairs Associate Regulatory Affairs Director Regulatory Affairs Manager Regulatory Affairs Pharmacist Regulatory Affairs Writer Regulatory Affairs & Pharmacovigilance 13

8 Medical Affairs We ve seen limited growth within the medical affairs function across Europe with demand for professionals being curbed by the loss of product patents and the reduction of phase 2 and 3 pharma approvals. This has stalled the pipeline of new products and, with a limited number of products reaching phase 4, there has been a reduction in the requirement for medical affairs professionals to develop medical information and education programmes at this stage. With more talent in the job market competing for a limited number of roles, we ve seen salaries stabilise as employers have a wider choice of specialists and few concerns about having to compete to secure new talent. That being said, in France we continue to see year-on-year growth in medical affairs and combined with a shortage of people, specialists are highly sought after. This is, as a result, pushing salaries up. Organisations are therefore looking to North Africa to source cost effective talent as they can t match the salaries offered by the wider Eurozone and Switzerland in particular. As new talent has entered the French market this has helped address the levels of demand and, as a result, we anticipate salaries will begin to stabilise. There has also been a notable increase in the number of Medical Science Liaison (MSL) teams being established within Europe. This growth has stemmed from the need for organisations to release scientific information about new products in order to comply with FDA legislation. Medical Science Liaisons are therefore in high demand, particularly within Germany and France, as organisations seek professionals with strong medical backgrounds and the communication skills to provide highly technical, scientific information. The challenge many organisations now face is attracting professionals with a medical background into the pharma sector where job security is perceived to be lower than within hospitals and medical institutes. As a result companies have had to build compelling employer propositions to attract talent in some cases this has led to increasing salaries. Alternatively organisations are hiring less experienced professionals in order to avoid raising salaries. By hiring junior specialists organisations are able to meet the basic levels of technical information required but may sacrifice more developed skills in other areas. As opportunities for medical affairs specialists without a medical background become more limited we can see a shift in the Netherlands as professionals look to move across into more commercial roles such as Key Account Managers and Business Developers. This functional switch has seen the transition of professionals from medical affairs into the wider marketing function where specialists can expect to benefit from higher basic salaries and better bonuses. Whilst growth within pharma has slowed, we ve seen increased growth within the biotech sector due to a rise in the number of biologic products reaching the latter stages of development. Experienced professionals in this area are in high demand, particularly those with a medical understanding of biotechnology, as organisations look to produce early development stage communications. This demand is pushing salaries up in this area as the larger biotechs look to compete with the pharma organisations for the best talent by matching the salaries on offer. Collaboration Manager 67,500 70,000 70,000 70, ,000 90,000 Head of Medical Affairs 87, , , , , ,000 Head of Medical Liaison 75,000 90,000 80,000 97, ,000 90,000 Medical Affairs Advisor 50,000 77,500 72, , ,000 80,000 Medical Affairs Manager 62,500 90,000 81, , ,250 90,000 Medical Director 85, ,000 94, , , ,000 Medical Information 47,500 55,000 69,000 75, ,000 51,500 Medical Science Liaison 50,357 71,250 46,500 98, ,000 62,640 Collaboration Manager Head of Medical Affairs Head of Medical Liaison Medical Affairs Advisor Medical Affairs Manager Medical Director Medical Information Medical Science Liaison Medical Affairs With more talent in the job market competing for a limited number of roles, we ve seen salaries stabilise 15

9 Health Economics & Outcomes Research Throughout Europe pharma organisations are placing greater emphasis on balancing risk and return and are moving towards providing more extensive healthcare solutions in order to influence pricing and regulations within the wider market. This renewed focus is demanding greater analysis of the long-term effects of drugs, the associated risks and the potential long-term returns for organisations all of which require the analytical skills of health economics and market access professionals. This shift in focus is particularly evident in the Netherlands where the success of new drugs is largely dependent on whether health insurance companies will reimburse the cost of the drug. As a result the health economics and outcome research function (HEOR) has been growing rapidly across Europe, particularly within many of the large pharma organisations. The only exception to this has been within Belgium, where growth has been slower. Despite being a relatively new function we ve already seen high demand in a number of areas. Health Economists, Market Access Managers, Outcome Research specialists and Modellers are particularly in demand. As new teams have been established within many organisations we ve seen a high number of roles come on the market which have attracted talent from a range of backgrounds and disciplines. For example in Belgium we ve seen a number of professionals, such as Medical Advisors, moving from medical affairs to the HEOR function as they look to utilise their transferable skill sets and take advantage of the higher salaries typically found within HEOR. Companies are looking further afield for the right talent, with many willing to consider applicants from a wider range of backgrounds. Business and economics backgrounds are proving particularly attractive to many employers and in France we ve seen professionals with these backgrounds command higher salaries. On the whole though salaries have remained stable across Europe, even though organisations have been willing to pay a premium for specialists with strong leadership experience and good networks. In France we ve also seen an increasing number of companies looking overseas to recruit talent, which has driven up salaries as they look to match the rates offered in other countries. In other regions we ve seen organisations look to recruit at a more junior level with the view of providing further training in order to avoid raising salaries. In Switzerland this approach has led to good career opportunities for many junior specialists, which in turn has helped organisations attract a high standard of talent. Demand remains high for permanent employees as organisations look to safeguard intellectual property and secure long-term talent in order to minimise the costs associated with the recruitment and on-boarding process. That being said, organisations are still willing to recruit on an interim basis to meet short-term or project based requirements. Contract rates remain equivalent to annual permanent salaries and as a result permanent opportunities are proving attractive as they continue to offer a range of additional benefits. With more specialists considering permanent roles organisations are benefitting from an increasing pool of talent without having to rapidly increase salaries. Professionals with business and economics backgrounds are proving particularly attractive, as employers look further afield for the right talent. Director of Health Economics 110, , , , , ,000 Director of Market Access 110, , , , , ,000 Head of Health Economics and 200, , , , , ,000 Market Access Health Economics Account Manager 68,000 80,000 63,000 90, ,000 67,500 HEOR Consultant 42,500 60,000 65,000 75, ,000 76,560 Health Economics Associate 60,000 60,000 70,000 70, ,000 62,000 Health Economics Manager 68,000 75,000 90,000 85, ,420 85,000 Health Economics Modeller 37,500 65,000 60,000 55, ,000 45,000 Market Access Consultant 41,250 60,000 65,000 65, ,000 69,600 Market Access Manager 65,000 75,000 95,000 81, , ,000 Market Information Analyst 47,500 65,000 45,000 47, ,000 44,500 Senior Health Economist 70,000 85,000 67,500 85, ,000 68,000 Director of Health Economics Director of Market Access Head of Health Economics and Market Access Health Economics Account Manager HEOR Consultant Health Economics Associate Health Economics Manager Health Economics Modeller Market Access Consultant Market Access Manager Market Information Analyst Senior Health Economist Health Economics & Outcomes Research 17

10 Business Intelligence & Data We ve continued to see pockets of demand for business intelligence (BI) and data specialists throughout Europe. However, as companies look to balance future risk and return and focus increasingly on health economics and market access, we ve seen a number of changes within the business intelligence space. Most notably we ve seen a shift away from traditional clinical data analysis, with many companies investing in HEOR functions. This has resulted in some restructures across the BI and data function but there are still opportunities for professionals with an understanding of health economics. Statisticians and Biostatisticians are in particular demand throughout Europe. As organisations look to rebuild teams to meet changing requirements we ve seen high demand for experienced interim professionals. Demand for contractors has therefore driven salaries up significantly. In Germany we ve seen contract rates reach almost double permanent rates. Bucking the trend Belgium has seen lower levels of demand for BI and data specialists. This is due largely to the lack of pharma headquarters situated within Belgium, which have traditionally housed many of the larger BI and data functions. Instead we ve seen many of the smaller organisations in Belgium outsourcing this function to European hubs. With specialists competing for a limited number of roles, salaries across Belgium have not seen the increases seen in other regions. Outsourcing remains an option for pharma organisations across Europe and we ve seen many of the clinical data management functions being outsourced to regional hubs within India or parts of the US in order for companies to benefit from greater cost savings. As a result we ve seen a decline in Data Manager roles which has led to a freeze on salaries as professionals compete for a limited number of jobs. Analyst 37,083 38,750 45,000 45, ,000 41,500 Business Analyst 52,500 53,230 52,488 55, ,000 58,500 Business Intelligence 47,500 47,000 49,248 55, ,000 62,640 Clinical Data Manager 40,500 44,000 45,000 48,000 97,500 43,500 Data Manager 57,514 45,000 48,000 50, ,000 42,800 Lead Data Manager 57,500 50,000 65,000 65, ,000 61,580 Market Analyst 47,500 48,000 50,000 55,000 98,000 48,500 Programmer 39,000 44,000 55,000 47, ,000 39,500 Senior Data Manager 41,667 50,000 58,000 55, ,000 56,850 Senior Statistician 62,500 60,000 55,000 72, ,250 57,500 Statistician 56,725 55,250 34,992 59, ,000 50,000 Statistics Manager 62,500 65,000 67,000 65, ,000 63,500 Business Intelligence & Data Permanent employees are still in high demand though throughout Europe as organisations look to build teams for the long-term. With contractor rates proving highly attractive to specialists, organisations looking for permanent employees have had to offer flexible packages and increase salaries in order to compete. With a limited talent pool competition for talent has also led to overly inflated salaries in some instances. Whereas in previous years Germany has sourced talent from the UK, we ve seen a decline in this trend due to the increasing expectations of UK talent. This has forced German organisations to either compete for talent on a local level, matching the high salaries on offer, or look for talent elsewhere within the Eurozone where salaries may be lower. In contrast we ve seen many medical devices companies within Europe keep their BI functions in-house. This is due in part to the lower development costs typically associated with medical devices, which has made the need for outsourcing efficiency and cost reduction less prevalent. With complex clinical trials a relatively new requirement owing to regulatory and quality changes, the data analytical skills required within medical devices have been typically less specialised and so the talent required is more readily available in the market. We ve seen salary levels remain stable as a result. Analyst Business Analyst Business Intelligence Clinical Data Manager Data Manager Lead Data Manager Market Analyst Programmer Senior Data Manager Senior Statistician Statistician Statistics Manager With contractor rates proving highly attractive to specialists, organisations looking for permanent employees have had to offer flexible packages. 19

11 Sales & Marketing Over the past year there has been a shift away from traditional sales forces and sales/field reps as pharma and biotech organisations consider multiple routes to market. We ve therefore seen a number of restructures and redundancies, with companies focusing on developing smaller, specialist sales teams centred around Key Accounts. This has resulted in an increase in sales professionals on the job market actively seeking new roles. With new regulations across Europe stipulating the inclusion of technical/scientific information in all promotional communications, many organisations are now seeking professionals with a balance of technical knowledge and sales skills. As organisations have revised their hiring criteria and increased their list of requirements, the size of the talent pool has effectively been reduced as many candidates fail to meet these criteria. Even so salaries have remained stable as organisations are able to cherry pick talent from the market without increasing salaries. In Switzerland, where legislative requirements are more flexible we ve seen less restructuring and the onus remaining on more traditional sales forces to introduce new products to market. As organisations look to build new in-roads into the market, the marketing function has also become more specialised with a clear focus on brand and product management. Technical and medical knowledge is becoming increasingly important and professionals with a high level of knowledge and previous pharma experience are most desirable and able to command higher salaries. We ve seen high demand for marketing professionals in regions where large pharma headquarters are concentrated including Switzerland and the UK. In contrast, whilst there are fewer headquarters based in the Netherlands the country benefits from a large sales and distribution network which has created numerous opportunities in sales, particularly for Key Account Managers. With relevant marketing professionals readily available throughout Europe, salary levels have remained static. However, we ve seen a more limited pool of talent at the top level, particularly in the UK where a number of firms are headhunting top tier directors with experience in similar pharma organisations. High confidence in the job market has resulted in increased mobility, with many employees choosing to change roles regularly as they seek new challenges. This highlights the need for organisations to review their retention strategies if they want to retain their top talent for the long-term and avoid the associated costs of replacement hires. With many European/global roles based within the Eurozone we ve seen increased mobility of talent within the UK, with professionals seeking more strategic global experience moving internationally to secure it. There has been steady demand for both permanent and contract professionals with the demand for contractors being driven largely by new product launches. As the medical devices sector continues to bring new products to market and expand into new territories, many organisations are now looking for strategic Marketing Managers to develop multi-channel marketing strategies. Strong Brand and Product Managers are also in high demand. With no shortage of marketing talent on the market there have been no changes in the salaries on offer, although companies continue to be flexible with the benefits on offer in order to attract the best talent. Technical and medical knowledge is becoming increasingly important and professionals with a high level of knowledge and previous pharma experience are most desirable and able to command higher salaries. Sales & Marketing Account Manager 40,500 47,500 58,000 77, ,000 69,600 Business Developer 62,571 58,750 65,000 73, ,250 78,000 Commercial Director 95,000 80,000 95, , , ,400 Communications & PR Manager 40,000 65,000 76,000 82, ,000 65,000 Head of Marketing 62,500 73,333 90, , ,000 80,700 Head of Sales 83,333 91, , , ,000 97,400 Head of Sales & Marketing 105, , , , , ,400 Insight Director 115,000 90,000 92,000 90, ,000 93,000 Junior Account Manager 27,500 35,000 40,000 45, ,000 49,000 Marketing Communications Manager 55,000 50,000 50,000 75, ,000 83,520 Marketing Director 110, , , , ,000 90,675 Marketing Executive 37,500 44,167 45,000 90, ,000 55,000 Marketing Manager 63,792 77,500 60,000 72, ,667 83,520 Online Marketing Manager 60,000 45,000 50,000 50, ,000 82,000 Product Marketing Manager 41,786 50,000 60,000 64, ,857 65,000 Sales & Marketing Manager 38,750 92,500 75,000 42, ,750 97,500 Sales Manager 52,292 55,750 75,000 91, ,000 83,520 Sales/Field Representative 37,000 40,000 40,000 65, ,000 48,800 Account Manager Business Developer Commercial Director Communications & PR Manager Head of Marketing Head of Sales Head of Sales & Marketing Insight Director Junior Account Manager Marketing Communications Manager Marketing Director Marketing Executive Marketing Manager Online Marketing Manager Product Marketing Manager Sales & Marketing Manager Sales Manager Sales/Field Representative

12 Medical Communications With many organisations choosing to outsource their medical communications activity to hubs across Europe, such as the UK, opportunities within this function are limited within Switzerland, the Netherlands and Germany. However, that being said we ve continued to see high demand for Medical Writers throughout Europe. Driven by product launches and short-term requirements contractors are in the highest demand and with a limited number of Medical Writers on the market experienced professionals are able to command high salaries. In Belgium confidence in the job market remains high and we ve seen increasing mobility of specialists as they look to secure new contracts at increasingly higher rates. For employers looking to retain talent this presents a concern and we ve seen an increase in permanent rates as organisations look to secure talent for the long-term particularly within the large pharma organisations. Account Director 66,167 72,500 90, , ,000 69,600 Account Executive 26,500 30,000 50,000 70,000 95,000 35,000 Account Manager 32,500 35,000 65,000 85, ,000 48,720 Medical Writer 39,593 43,750 60,000 60, ,000 64,560 Account Director Account Executive Account Manager Medical Writer Operations As organisations throughout Europe look to rationalise their operational activity, improve efficiencies and reduce overheads, we ve seen a number of restructures across the operations function many of which have resulted in parts of the function being outsourced. The global pharma outsourcing market is expected to be worth an estimated $150 billion by 2015 and as the outsourcing trend continues it has driven significant changes in the operations function, including the development of new complex supply chain models. This added complexity has resulted in increasing demand for logistics and supply chain professionals. With continuous demand for operations professionals across Europe and a relatively large talent pool to meet demand, we ve seen salaries remain stable on the whole. However, a shortage of skilled talent in Switzerland has led an increasing number of organisations to source talent from overseas. The availability of foreign labour has therefore curbed the growth of salaries within the region and organisations have avoided the potential price wars associated with competing for local talent. In Belgium operations specialists with strong backgrounds in Lean Management and Six Sigma are in particular demand. Talent is readily available in the market and we ve therefore seen organisations have their choice of professionals whilst salaries have remained static. Assistant Director 65,000 80,000 90,000 95, ,000 90,480 Associate Director of ICT 77,500 70,000 90, , ,000 90,480 General Manager 90, , , , , ,000 Head of Pharmaceuticals 95,000 97, , , , ,000 IT Manager 48,000 75,000 77,760 90, ,000 62,500 Logistics Manager 47,500 50,000 52,000 55, ,750 52,890 Operations Technician 37,500 35,000 35,000 35,000 70,000 31,500 Pharmacy Technician 32,500 30,000 37,500 32,000 72,000 40,000 Production Supervisor 45,000 40,000 40,000 50,000 92,000 39,500 Production Technician 32,000 28,000 40,000 37,500 85,000 38,976 Software Engineer 42,000 50,000 50,000 57, ,000 48,500 Supply Chain Manager 52,500 55,000 60,000 55,000 97,500 64,500 Technical Support Specialist 37,500 35,000 40,000 40, ,000 39,500 Medical Communications Operations Driven by product launches and short-term requirements contractors are in the highest demand. Assistant Director Associate Director of ICT General Manager Head of Pharmaceuticals IT Manager Logistics Manager Material Planner Pharmacy Technician Production Supervisor Production Technician Software Engineer Supply Chain Manager Technical Support Specialist

13 Employee perceptions and their impact on recruitment With competition, mergers, acquisitions, divergence and outsourcing having an impact on the evolution of the pharma, biotech and medical devices industries, we spoke to thousands of employees across Europe to ask how changes in the industry have impacted on their perceptions of the market and their motivations for the future. Here we explore what this could mean for Europe and its ability to remain a driver for change within the industry. 25