2015 Salary Watch for China

Transcription

1 real state Talent IT policy media luxury healthcare 2015 Salary Watch for China

2 Overview One year has passed since the previous BRecruit Salary Watch was released. As a set of information on various types of clients across diversified industries throughout China, the current report aims to provide employers a benchmark of salaries for reference, while helping mid to senior professionals chart their career development. In recent years, China's economic new normal has brought about profound changes in job market. The official data from the National Bureau of Statistics of the People s Republic of China has shown that China s GDP registered RMB trillion in 2014 with an increase of 7.4 percent over the previous year. The Bureau believes that China s national economy will operate stably despite a controlled slowdown in growth rate, showing four trends: "steady growth", "structural optimization", "quality improvement" and "livelihood improvement". In 2015, to ensure stable economic development, China s government will continue to speed up the efforts to promote urbanization, Ren Min Bi (RMB) internationalization, and industrial structure upgrading in order to stimulate exports and domestic demands and improve people's livelihood. These strategic initiatives will enable employers and professionals in various sectors to become more active in the job market. For professionals in talent market, their rising awareness of "career planning" has imperceptibly driven up the quality of the whole talent market. Regarding the aura of internationally and domestically prestigious colleges, the fresh graduates feel least satisfied with their experience of attending famous colleges. Instead, they immerse themselves in internship for improving their competitiveness in job market. For employees, they take soft skills and interpersonal resource improvement as the focus for their career development. Among them, mid to senior professionals place management skill promotion above all the other priorities for career development and take more realistic view towards career change. According to BRecruit 2015 Salary Watch, the average increase in the salary of mid to senior professionals rose within the range of 8% to 15% in 2014, with 10% as the most common situation. For job seekers, they see an average increase of 15% to 25%. Seen from the perspective of career planning as a whole, these mid to senior professionals tend to actively seek professional advice from recruitment agencies on the issue of personal career development. For employers, with the increasing business diversity, they have invariably realized the importance of recruiting mid to senior professionals. Therefore, they are strengthening strategic cooperation with recruitment agencies for capitalizing on high-quality human resources. Pete Chia Managing Director of BRecruit China

3 Contents BRecruit 2015 Salary Watch for China Manufacturing Automobiles and Auto Parts Healthcare IT / Internet Real Estate and Construction Consumer Goods/ Luxury / Retail Media and Advertising Banking and Financial Services About us Contact us

4 Research Method BRecruit 2015 Salary Watch for China was launched in December It involved almost 20,000 high-quality candidates from 1,515 companies in various industries and a thorough analysis of their 2014 salary information and benefits. It aims to provide salary data and offer advice to companies on how to attract and retain the best talent. 80 percent of respondents have over 5 years of working experience. They work in various industries, including Manufacturing, Automotive, Healthcare, Real estate, Consumer goods/luxury/retail, IT, Media & Advertising, Banking & Financial Services. Survey contents include: 1 Salary range and structures 2 Recruitment Trends 3 Hot jobs Disclaimer All the data collected for BRecruit 2015 Salary Watch for China were carefully analyzed to provide a value added service to our clients and candidates. However the report is interpretive and indicative, not conclusive. Therefore, the information should only be used as a guideline. This salary watch should not be reproduced without written permission from BRecruit. Notes The Salary Information is from representative companies in China. The yearly salary ranges are stated in thousands (RMB), which include base salary, commission, bonus, etc. The city ranking is based on the latest Blue Book of Cities in China-Annual Report on urban development of China & CBN Weekly standards (released on 12th Dec. 2013). First- Tier Cities: Beijing, Shanghai, Guangzhou, Shenzhen, Tianjin Second-Tier Cities: Hangzhou*, Nanjing, Wuhan*, Shijiazhuang, Suzhou, Zhengzhou, Jinan, Chengdu*, Chongqing*, Qingdao, Foshan, Dalian, Hefei, Xiamen, Xi an, Shenyang, Changsha*, Fuzhou, Ningbo, Nanning, Taiyuan, Yangzhou, Baotou, Kunming*, Harbin, Wenzhou, Zhuhai, Guiyang*, Huhehaote, Zhongshan, Jiaxing, Changzhou, Nanchang, Weihai, Zhenjiang, Linqin, Huizhou, Changchun, Nantong, Xuzhou, Luoyang, Weifang, Xianyang, Quanzhou * First- Tier Cities of Luxury Industry Thank you We would like to express our gratitude to all companies and candidates who participated in this survey.

5 Manufacturing In recent years, there has been a constant call for China s manufacturing industry to innovate and upgrade their products, due to the factors such as continue rising in the costs of land, human resources and taxation in China, the influence of governments environmental regulatory policies and the variation in traditional marketing channel. Encouraged by the urgent need for transition, many manufacturers have increased their investments in innovation and R&D, with the aim of reducing production costs through high-efficient production. In 2014, R&D professionals and production technicians were so short in demand that a few large-sized foreign-funded enterprises were found eager to provide job opportunities for PhD candidates with experience in research project and university-based R&D resources. Robots have been applied to a wider spectrum of industries (including automobile, medical equipment and 3C), making robotic industry more popular. Robots At the same time, with the ever-expanding business, manufacturers demands have grown for continual improvement of professionals. These talents aim to improve manufacturing system and reduce operation costs through providing tool-related training, consultancy and support services (such as collecting information, analysis & report) for various departments to promote enterprises operation and business development, Therefore, candidates who are skilled in six sigma and lean management, good at English language, and immersed in quality and production activities for more than 5 years are in continuous demand. Automobile Medical equipment 3C etc. According to the latest report published by IFR (International Federation of Robotics) The estimated sales volume of industrial robots in 2014 represented an increase of 37% over the year It is projected that from 2015 to 2017, the average increase rate of the sales of robots made in China will rise as much as 25% The sales volume of industrial robots rise rapidly 37% 25% In 2017, the number of the robots produced in China will reach the top in the world. It is reported that domestic industrial robot market is booming in recent years. In the first half of 2014, 6,400 units of industrial robots were sold, an increase of 66.8% over the total sale in the whole year of A report says that until September 2014, the number of Chinese manufacturers of robots reached 428 and the first three quarters that year saw the establishment of 175 manufacturers. Although many Chinese manufacturers (primarily electronic products manufacturers) have also initiated robotic business, lack of core technologies (typically servo motor and controller) has resulted in these enterprises targeting at medium and low-end markets and relying heavily on core components and parts sourced from foreign suppliers. Therefore, undertaking technological R&D and attracting R&D professionals will be important issues that Chinese manufacturers have to tackle if they want to secure business development in In the coming years, foreign robotic manufacturers will find their way to Chinese market through M&A, as a result of two factors----strong stimulus of Chinese national policy and foreign enterprises full confidence in China s robot market. In this context, operation management, integrated regional management and supply chain management (procurement and logistics) will play an increasingly important role in manufacturers strategic deployment. There will be a growing demand for those professionals who have excellent command of English language, good understanding of local realities, and extensive experience in relevant industries. 01

6 Salary Information Manufacturing Position Education Experience (in years) Yearly package salary range in RMB (Unit: 1,000) - 1 st Tier Cities Min. Max. General Manager Bachelor/Master Regional Sales Manager Diploma/Bachelor Sales Manager Diploma/Bachelor Sales Engineer Diploma/Bachelor Business Development Manager Diploma/Bachelor Marketing Director Bachelor/Master Marketing Manager Bachelor/Master Market Planning Diploma/Bachelor Marketing Generalist Diploma/Bachelor Operation Director Bachelor/Master Operation Manager Bachelor/Master CI Manager/ Operation Excellence Leader Bachelor/Master R&D Manager Bachelor/Master Supplier Quality Manager Bachelor/Master Supplier Quality Engineer Bachelor/Master Supplier Development Manager Bachelor/Master Quality Manager Bachelor/Master Six Sigma/Lean Manufacturing Manager Bachelor/Master Production Manager Diploma/Bachelor Master Production Schedule Diploma/Bachelor Engineering Manager Bachelor/Master Project Manager Bachelor/Master Project Engineer Bachelor/Master Product Engineer Bachelor/Master Process Engineer Diploma/Bachelor Electrical Engineer Diploma/Bachelor Mechanical Engineer Bachelor/Master Equipment Engineer Diploma/Bachelor Commodity Manager Bachelor/Master Commodity Engineer Bachelor/Master Accounting Manager Bachelor/Master HOT JOBS Notes Generally, the salary package is a combination of 70%-90% base salary and 10%-20% annual bonus. Sales Position salary consists 45%-80% base salary and 15%-30%commission. Salaries in second-tier cities are 70%-80% of that in first-tier cities. 02

7 Automobiles and Auto Parts Increased urbanization across China has been stimulating the Chinese consumers demands for automobiles. Although the sale of automobiles fluctuates slightly because of the various influences from local policies on limiting the purchase of automobiles, China still remains one of the largest auto markets around the world. In general, China s governments increasingly support the construction of infrastructure for electric vehicles, accelerating the transitioning of Chinese auto sector to energy-saving and environment-friendly direction. This trend compels automobile manufactures and auto parts enterprises to put more energy and resources in technological R&D and safety supervision. It is particularly true for purely electric vehicles and hybrid electrical vehicles. Therefore, technological R&D professionals (for example, in engine and powertrain) and supervision professionals (in R&D, machinery and product testing) will be key drivers of this technological innovation. Technological innovation Professionals Technological R&D professionals (for example, in engine and powertrain) and supervision professionals (in R&D, machinery and product testing) will be key drivers of this technological innovation. Emerging Internet Applications & Vehicle OEMs Auto Parts Enterprises The Internet era creates more possibilities for automobile industry to develop. Thanks to increasingly mature technologies like Cloud, the correspondingly mature development conditions have been paved for automobiles smart safety. Moreover, as more and more concepts and techniques for smart safety have been made known to the public, OEMs have started to develop their own mobile apps and use mobile Internet platform to popularize their brands, products and new technological concepts. Therefore, professionals devoted to promoting brands and products will play an important part in popularizing the concept of smart safety and technologies. In addition, automobile companies have made gradual entry into E-commerce. They define the function of e-commerce in a quite special way. In addition to developing and implementing the competitive e-commerce model (that includes a variety of activities like planning, providing customer experience and maintaining brand image), these companies hope to recruit professionals to formulate reasonable e-commerce mechanisms to establish and coordinate the marketing activities of distributors in an orderly manner. Employers are battling for the specialized persons who have 5 to 10 years of work experience (in Internet, E-commerce and E-commerce based automobile sale) and more than 3 years of experience in team management and management of several projects. Meanwhile, OEMs speed up product design and project development. Correspondingly, greater attention is given to the experts skillful in car frame design (primarily model design and creative design) and product promotion. Therefore, there is a particularly urgent need for experienced car frame designers for foreign automobile companies (preferably those who have studied abroad and worked for more than 5 years at high-end foreign automobile manufacturers) and product managers (who are well acquainted with automobile consumer, skillful in managing and developing the new automobile launches, good at coming up with pricing strategies for optional configurations, and able to guide importers and distributors to combine their products). Since the outbreak of the international financial crisis 2008, China's market of non-core auto parts (including car seat, decoration, etc.) has grown simultaneously enough to result in an increasingly serious price war, in which many auto parts enterprises have seen their profits plummeting and even gone bankrupt. However, the manufacturers of core parts have accelerated their business expansion due to their cost advantages as Sino-foreign joint ventures. So the demand is still strong for the professionals engaged in operation management, regional marketing and supply chain management (SCM) in particular. For SCM professionals, employers tend to empower them to exercise systematic management so as to keep corporate costs under control. Therefore, auto parts enterprises are longing for the professionals who are well acquainted with TS quality system (an industrial quality system published by ISO in March 2002), skillful in using various toolkits for quality management, immersed in operation management for more than 10 years, and insightful about strategic procurement. 03

8 Salary Information- Automobiles and Auto Parts (Ⅰ) Position Education Experience (in years) Yearly package salary range in RMB (Unit: 1,000) - 1 st Tier Cities General Manager Bachelor/Master CIO Bachelor/Master CEO / COO / VP / GM/ Deputy GM Bachelor/Master Creative Designer Master/Doctor Powertrain Lead Engineer Master/Doctor Manufacturing Engineer Diploma/Bachelor Mechanical Engineer Bachelor/Master Casting/Forging Engineer Diploma/Bachelor Molding Engineer Bachelor/Master Welding Tech Leader Bachelor/Master Stamping Process Leader Bachelor/Master Body Exterior Engineer Bachelor/Master Interior Engineer Bachelor/Master Technical Design Engineer Bachelor/Master Validation Engineer Bachelor/Master Product Engineer Bachelor/Master Project Planning Manager Bachelor/Master Project Cost Manager Bachelor/Master Operation Manager Bachelor/Master Supply Chain Manager Bachelor/Master Min. Max. HOT JOBS 04

9 Salary Information- Automobiles and Auto Parts (Ⅱ) Experience (in years) Yearly package salary range in RMB (Unit: 1,000) - 1 st Tier Cities Position Education Min. Max. Engineering Manager Bachelor/Master Facility Manager Diploma/Bachelor E-Commerce Manager Bachelor/Master Supplier Quality Manager Bachelor/Master Supplier Quality Engineer Bachelor/Master Quality Manager Bachelor/Master Commodity Manager Bachelor/Master Investment Manager Bachelor/Master Finance Manager Bachelor/Master Accounting Manager Bachelor/Master Cost Manager Bachelor/Master Regional Sales Director Bachelor/Master Sales Manager Diploma/Bachelor Key Account Manager Diploma/Bachelor Market Analyst/Researcher Bachelor/Master Business Development Manager Bachelor/Master HR Business Partner Bachelor/Master HR Director Bachelor/Master HR Manager Bachelor/Master Compensation and Benefits Manager Bachelor/Master HOT JOBS Notes A salary package consists of 65%-80% base salary and 20%-40% commission or annual bonus. 10%-35%commission is an additional compensation for most sales positions. Salaries in second-tier cities are 75%-85% of that in first-tier cities. 05

10 Healthcare Along with China's aging population and accelerated urbanization, there has been an ever-growing demand from consumers for health care services. In recent years, Chinese Government has been increasing its investment in healthcare sector (including the investment in public hospitals to improve the carrying capacity of the entire health care system), to bring health care market onto track of fast development. According to the relevant reports, from 2013 to 2020, China s health care market will be expanding, with the medical technology submarket continuing to develop steadily at the annual compound growth rate of around 14%. Facing stringent regulatory environment and increased competition, both foreign and domestic companies have actively implemented efficient marketing strategies, expanding the scope of business. According to the relevant reports, from 2013 to 2020, China s health care market will be expanding, with the medical technology submarket continuing to develop steadily at the annual compound growth rate of around 14%. 14% From 2013 to 2020, China s health care market will be expanding. Foreign-funded Enterprises Local Enterprises The role of medical affairs department in China has been redefined. Foreign-funded enterprises turn to promote new products through academic activities. Specifically, they organize medical academic meetings to make product concept and relevant knowledge more readily available to the public. Therefore, the role of medical talents has been highlighted because they serve as a link between the medical scientists and companies mainly for facilitating communication between these two sides about medical information. In one respect, professional medical affair professionals or clinical experts rely on these medical talents to send the updated information or outcomes of R&D to companies so that such information or outcomes can be deployed, registered and popularized. In another respect, the companies can resort to these talents for close interaction with medical scientists and opinion leaders so that they can acquire the core information of R&D updates. There is no wonder that the medical professionals with the bachelor degrees in clinical or pharmaceutical specialty, masters or above degrees, and more than five years of medical work are hugely competitive in Beijing and Shanghai. Meanwhile, foreign-funded companies have been active in enhancing product innovation and driving up the government s ability to handle management affairs, in order to enhance their adaptation to China s central and local governments regulation. Therefore, the experts in product registration, pricing, bidding and compliance will continue to be popular in For compliance experts, the employers expect them to satisfy two basic requirements: good familiarity with China s relevant laws and local regulatory policies and extensive experience of corporate legal affairs (especially in contract review and internal financial management). In tier 1 cities, a compliance manager with six to ten years of work experience generally has access to annual salary of RMB 300,000 to 600,000. In order to maintain competitive advantage, local companies usually establish joint ventures abroad and adopt M&A to obtain new and high technologies and increase their market shares. As a result, they speed up the process of recruiting the professionals in strategic investment and overseas M&A. At the same time, Chinese local companies are still vying to improve their national marketing networks to cover more tier 2 or 3 cities. When it comes to salesperson recruitment, these companies focus on medical or pharmaceutical consultancy professionals with work experience in foreign-funded enterprises. Currently, there is an ongoing trend that the medical or pharmaceutical talents enjoy more salaries than the average level. Their salary is structured by basic salary for twelve months and an annual bonus equivalent to the total of monthly salaries for three to four months. The salary level of the talents in tier 2 or 3 cities is 85% of that in tier 1 cities. 06

11 Salary Information- Healthcare Position Education Experience (in years) Yearly package salary range in RMB (Unit: 1,000) - 1 st Tier Cities BU Manager Bachelor/Master Professional Affair Manager Master/Doctor Sales Director Bachelor/Master Regional Sales Manager Bachelor/Master Trade Marketing Manager Bachelor/Master OTC Sales Manager Bachelor/Master Sales Engineer Diploma/Bachelor Sales Training Bachelor/Master Marketing Manager Bachelor/Master Brand Manager Bachelor/Master Governmental Relationship Bachelor/Master Bidding Manager Bachelor/Master Registration Manager Bachelor/Master Project Manager Bachelor/Master Production Manager Bachelor/Master Engineering Manager Bachelor/Master Quality& Compliance Manager Bachelor/Master Maintenance Manager Bachelor/Master Min. Max. HOT JOBS Notes The Salary package is a combination of 75%-85% base salaries and 20% annual bonus. Salaries in second-tier cities are 80%-90% of that in first-tier cities. 07

12 IT/Internet Traditional IT sector is growing more and more mature and corporate information system has been perfectly constructed and maintained. Software development professionals (especially functioning in system Architect, Java,.Net, C++, and SAP, etc.) in corporate IT system tend to seek their career in Internet industry. Hence, in 2015, the corporate IT companies will keep a constant employment status quo unless some replacement situation happen. In 2014, many Internet companies were forced to change. Even so, new type of Internet companies has cropped up in the climate in which both E-commerce and mobile terminal technology are developing very fast. Therefore, the talents in operation, product design and R&D will be the key prospective employees of Internet companies. At the same time, Chinese Internet companies are going global, as evidenced by the fact that a few e-commerce platforms and Internet companies have been listed overseas. For these entities, poor adaptation and non-native product are their primary worries when they expand business overseas. It drives these enterprises to engage in more in-depth dialogues with local government agencies and customer groups. E-commerce In the context where online payment platforms show strong momentum of growth, Internet companies are on the track of going international. With the aid of such payment platform, small and micro Chinese companies have grown swiftly to play an important role in powering China s economic growth. For large and medium-sized companies, they are vying to expand their e-marketing channels, with a few of them starting to develop their own e-commerce business. Therefore, there has been a continued demand for professionals in e-commerce based market research, operation planning and data analysis. Moreover, brand vendors who have initiated e-commerce channels have subsequently built their marketing teams and redoubled their attention to attracting and retaining the professionals in business data analysis, and PR activities (including online and offline activity planning and new media operation). Mobile Terminal In recent years, there was a continued increase in the utilization of mobile Internet around the globe, which accounted for 25% of Internet industry as a whole (as of May 2014), an increase of 11% over the previous year. With a huge amount of consumers, mobile Internet continues to penetrate into various industries. A growing number of enterprises have embraced mobile Internet technologies, building or re-developing corporate Apps to accommodate customers consumer habits. Therefore, recruiting the professionals well acquainted with the products and business models of relevant industries and experienced in developing IOS/Android system is a trustworthy road for companies to capture the market. Based on mobile terminals (mainly smart phone), mobile gaming industry is marked by a shorter development cycle and comparatively high profits. In 2014, it developed very fast. It is reported that in the first half of 2014, the number of Chinese users of mobile games (including online and offline mobile games) totaled 330 million, an increase of 89.5% over the previous year. Correspondingly, the market share hit 25.2%, an increase of 17.7% over the same period last year. Currently, China s providers of both online and PC games are speeding up their efforts to develop mobile games and starting to build mobile game-specific project teams. Considering the fact that game providers outsource the businesses of programs and art design, the companies focus on the professionals in game planning and promotion. 08

13 Salary Information- IT/Internet Position Education Experience (in years) Yearly package salary range in RMB (Unit: 1,000) - 1 st Tier Cities Min. Max. CEO / COO / VP / GM Bachelor/Master CTO / CIO Bachelor/Master R&D Director Bachelor/Master IT Manager Bachelor/Master In-house IT Helpdesk Diploma/Bachelor Accounting Manager Bachelor/Master Marketing Manager Bachelor/Master Operation Director Bachelor/Master Product Manager Bachelor/Master IOS/Android Engineer Diploma/Bachelor Website Frontend Engineer Diploma/Bachelor UI/UE Engineer Diploma/Bachelor Sales Director Bachelor/Master Sales Manager Diploma/Bachelor Project Manager Bachelor/Master Architect Bachelor/Master SAP / ERP / PLM / CRM Engineer Bachelor/Master Software Development Engineer Bachelor/Master Software Testing Engineer Diploma/Bachelor HOT JOBS Notes The salary package is consist of 80%-90%base salary, 5%-20%commission and 10% annual bonus. Salaries in second-tier cities are 80% of that in first-tier cities. 09

14 Real Estate and Construction 2014 saw China s real estate companies have said goodbye to a decade-long Golden Age and entered its Silver Age. The relevant data shows that the floorage of commercial and residential buildings sold and to be sold dropped as compared with the same period last year. Towards the end of 2014, the total floorage of the commercial and residential buildings sold hit 1.21 billion square meters, a decrease of 7.6% over the same period in 2013 and a decrease of 0.6% over the months from January to November in The sales volume was RMB 7.63 trillion, a decrease of 6.3% over the same period in 2013 and a decrease of 1.5% over the months from January to November in Apart from the above, real estate industry is facing difficulty with financing, so its players have the weakened capacity of investment (as reflected in project and amount). The slowdown in real estate sector has inflicted a direct impact on the sector s competition pattern and development orientation. In China Many real estate companies have pursued diversification in business operation. Retirement community and tourism real estate have already represented two major trends of real estate sector. Besides, Internet, golf links, film companies, entertainment companies and even financial institutions are starting to transcend traditional sectoral boundaries to try their luck in real estate industry and vice versa. Enterprises highly value the professionals in corporate internal finance, investment and financing (especially financial talents with good expertise of capital operation and access to investment resources and governmental resources) because the latter can help the former efficiently reduce funding cycle and operational risks. In tier 1 cities, the companies usually attract senior professionals in investment (who generally occupy the position as investment supervisor and have ten to fifteen years of work experience) with the annual salary of RMB 0.8 to 1.5 million, and also retain these talents with several welfare portfolios. Employers tend to attract those professionals who have immersed themselves in investment and financing practices and have success stories of investing in real estate. Internet Tourism Many Real estate companies are starting to transcend traditionalm sectoral boundaries. Golf links Retirement community Film companies & entertainment companies Financial institutions Outside China Many Chinese real estate companies have decided to go global, increasing their investment in overseas markets. To this end, they have even established international business departments to accelerate their internationalization. It is known that in 2014, Chinese companies invested totally USD 16.5 billion in overseas real estate projects (including residential buildings, commercial complex, office buildings and hotels), with an increase of 46% over the previous year. The most remarkable one is the investment in commercial real estate projects. The investment was totally RMB 11.2 billion, with an increase of nearly 50% over the previous year. The soaring investment in overseas markets has made China one of five major sources of cross-border capitals. The ever-changing landscape of real estate sector is responsible for the increased demand for the professionals with the ability to comprehensively manage investment projects overseas. For the companies, they favor high-end professionals who are acquainted with local realities of overseas markets, experienced in working overseas and proficient in English language. It is worth mentioning that there is a serious shortage (both in and outside China) of the talents who have rich resources for business development, know how to plan and position projects, have first-hand experience of planning business lines for stores at large real estate projects, and have expertise and experience relevant to business operation. 10

15 Salary Information- Real Estate and Construction Position Education Experience (in years) Yearly package salary range in RMB (Unit: 1,000) - 1 st Tier Cities Min. Max. CEO / COO / VP / Deputy GM Bachelor/Master Regional Director Bachelor/Master City General Manager Bachelor/Master CFO Bachelor/Master Marketing Director Bachelor/Master Planning and Development Director Bachelor/Master Office Leasing Department Director Diploma/Bachelor Operation Director Bachelor/Master Finance Director Bachelor/Master Investment Director Bachelor/Master Capital Director Bachelor/Master HR Director Bachelor/Master Property Director Bachelor/Master Project Manager Bachelor/Master Structural Engineer Bachelor/Master Civil Engineer Bachelor/Master Budget/Construction Cost Diploma/Bachelor Architect Bachelor/Master Electrical Engineer Bachelor/Master Auditing Manager Bachelor/Master General Ledger Supervisor Bachelor/Master General Ledger Accountant Bachelor/Master Market Planning Manager Bachelor/Master HOT JOBS Notes The salary package is the combination of 70%-80% base salary and 10%-25% annual bonus. 5%-10% commission is an additional compensation for some sales positions. Salaries in second-tier cities are 80%-90% of that in first-tier cities. 11

16 Consumer Goods/Luxury/Retail In response to the growing demands of consumers, consumer goods companies need to pay close attention to consumption preference and changes in consumption mode of consumer groups. Brick & Mortar retail Internet-based retail As physical channels face challenges and Internet channels are thriving, the combination of Brick & Mortar retail and Internet-based retail will be popular. Internet-based retail In the age of Internet, owing to the improved convenience of online payment platforms and logistics, online transaction has become one of the most favored modes of consumption. In 2014, the total trading volume of electronic retail industry grew by 60% over the previous year. The volume of trading via mobile terminals rose by about 300%. The mobile terminal-based retail became a major part of the booming Internet-based retail, which resulted in the shortage of e-commerce professionals with the experience of marketing via mobile Internet. This trend will continue. Brick & Mortar retail Physically retail channel will prompt the combination of store s performance and brand promotion. This will add weight to the company s precise positioning of market and improvement of service quality for surviving in fierce competitions. Employers thus concentrate more on the professionals who are good at maintaining customer relationships and promoting brands. The customer relationship management talents with strong linguistic competence and management ability will continue to be among the scarcest talents in Luxury goods and consumer goods have different market expansion strategies and talent recruitment orientation due to their different categories. Luxury goods It is reported that 2014 is the first year in the history when the luxury goods market in China failed to achieve growth. The decrease rate was about 1% and the trading volume registered approximately RMB 115 billion. In 2015, luxury goods sector will focus on re-shaping brands to boost business. Traditional luxury brands From the perspective of geographical distribution, aside from the traditionally defined tier 1 city such as Beijing, Shanghai, Guangzhou and Shenzhen, the cities like Chengdu and Chongqing in Southwestern China are also included in the list for luxury sector for the economic power. Meanwhile, the sector is trying to stimulate the luxury demands in other Western China s provincial capital cities including Guiyang and Kunming. In terms of store expansion, they implement a conservative expansion strategy to open up new stores for traditional luxury brands. They focus on establishing or renovating flagship stores and eliminating non-core ones. Moreover, with the booming outbound tourism, acceleration of newly founded duty-free stores for luxury goods, traditional luxury goods operators focus on recruiting sales &marketing consultants, store managers and regional business managers. For the operators of traditional luxury goods with high brand recognition, the attention has been switched from brand promotion to customer relationship maintenance. While those operators with fewer brand recognition pay attention to exclusive customer experience and the information on fashion trend. In view of these two factors, there will be a strong demand for experienced sales & marketing talents in customer relationships maintaining and sensible talents in fashion trend with the hope of ensuring the growing market share. Affordable luxury brands As consumers are more rational in purchasing goods, while multi-level and diversified luxury brands (such as affordable luxury brands, sports brands, or the brands that accommodate the needs of dinning habits and lifestyles) are popular, this makes its growth rate far exceed that of the aforesaid traditional luxury goods. These emerging and affordable luxury brands step quicker into Chinese market and some operators are trying to operate their business online. They have smooth internal channels for job promotion, while their replacement positions are primarily sales &marketing consultant and store manager. Consumer goods Fast-moving consumer goods (FMCG) In FMCG, industry development channels are matured. The way to promote brand performance has been transitioned from passive reliance on consumer markets and consumer groups to active improvement in market penetration. Staff organization chart in FMCG companies has been stable, which means replacement will normally occur when there is a proper flow of specialized persons. Facing intense competition from Chinese brands, foreign brands as a whole see a continued drop in market share. It is reported that about 60% of foreign brands have seen a declining market share. The same is true for those foreign brands which are geographically advantageous in tier 1 cities, as evidenced by the fact that foreign brands suffered a drop of 0.7% in market share as compared with the same period last year. The situation is worse in tier 2 and 3 cities, the drop rate being 1.7% and 1.4% respectively. In 2015, the rivalry between foreign and Chinese brands will grow more intense: foreign brands will speed up their presence in tier 2 and 3 cities while Chinese brands will expand their business in tier 1 cities. This trend will be more remarkably reflected in staff recruitment. It is predicted that the openings for operation, product/brand, PR and customer relationship will be the hot area of replacement. Durable consumer goods Technological innovation and channel expansion will remain two major strategies for durable consumer goods operators to capture market shares because such goods usually involve a long consumption cycle and slow upgrading. A few foreign brands have targeted the huge consumer group and enormous advantages of processing and production in China. They have opened up new offices in China to boost the sale of their new products. Therefore, durable consumer goods operators will continue to make job openings like purchasing talents, channel managers and trade marketing managers available to prospective employees. It is worth mentioning that the operators prefer those talents who have very strong competitiveness and more than 5 years experience in channel development and management, because these professionals are quite competent in negotiation, communication and market expansion that they can help the operators quickly expand and establish region-wide channels of system integrators or agents. 12

17 Salary Information - Consumer Goods/Luxury/Retail Position Education Experience (in years) Yearly package salary range in RMB (Unit: 1,000) - 1 st Tier Cities Min. Max. CEO / COO / VP / GM/ Deputy GM Bachelor/Master Wholesale Manager Bachelor/Master Retail Manager Bachelor/Master Regional Manager Bachelor/Master Area Manager Bachelor/Master City Manager Bachelor/Master Store Manager Diploma/Bachelor Floor Manager Diploma/Bachelor Retail Operation Manager Bachelor/Master Category Manager Bachelor/Master Product/Brand Manager Bachelor/Master Marketing Manager Bachelor/Master Research Manager Bachelor/Master Marcom / Communication Manager Bachelor/Master Trade Marketing Manager Bachelor/Master Client Relationship Manager Bachelor/Master E-Commerce Manager Diploma/Bachelor Logistic Manager Diploma/Bachelor Buying Manager Diploma/Bachelor Visual Merchandising Manager Diploma/Bachelor Business Development Manager Diploma/Bachelor HR Manager Bachelor/Master C&B Executive Bachelor/Master Training Manager Bachelor/Master HOT JOBS Notes Generally, a salary package is consist of 70%-90% base salary and 10%-15% annual bonus. 10%-25% commission is an additional compensation for some sales &marketing positions. Salaries in second-tier cities are 75%-85% of that in first-tier cities. 13

18 Media and Advertising Against the backdrop of economic transformation, demographic changes, increasing income per capita, and upgrading consumption structure, media and advertising sectors have grown fast. Creative workers (in activity organization, drafting and design) have long received great attention in these two sectors. For these talents, they are required to be capable of not only understanding well the market climate and demands (crowd positioning of traditional and new media and reader style), but also acquiring sharp insights into market, and conduct correct customer analysis and independent business SMS Media Motivated by the digital wave, new media (based on web, phone, and television, etc.) has embraced a period of rapid development whilst traditional media (e.g. traditional newspaper publishing industry) has seen slower growth. Data technology is envisioned as a strong force to pull media sector out of dilemma and drive traditional media to achieve transitioning to digitalization. Many large media groups intend to initiate a business think tank, based on corporate development strategies and goals, to study market dynamics by mining data, and to provide companies with key information for corporate strategy adjustment and business expansion. For the companies, they have set up many positions like chief information officer (CIO), chief information scientist, and even added digital technology department. Advertising With the diversification of media types and marketing methods, the boundary between media and advertising sectors has started to be blurred, spawning advertising giants with cross-media platform and channel resources. The advertising industry is integrating PR and digital technology to boost the diversification of advertising business. In this context, the industry has a focused demand for professionals in integrated marketing who are able to consolidate various resources and continuously innovate the advertising-based marketing model, as well as strong in communication, negotiation and English proficiency. Meanwhile, various social media have become important channel for the companies to promote their brands and maintain customer relationships. The precision advertising based on big data is emerging powerfully and swiftly. As a matter of fact, traditional advertising, as driven by mobile applications, has entered the age of social network. Precise advertising (such as customer type and crowd positioning) is supported by big data on the basis of new media technologies. Auto makers, gaming service providers and e-commerce operators are main customer resources for precision advertising. On the whole, social marketing (online campaigns) planners and data analysts are increasingly favored in advertising industry, and mainstream positions are made readily available to those talents in digital media purchasing and launching, market planning and promotion, data marketing, as well as brand design and operation. In conclusion, the professionals who know social media operations and business development, and who has experience in advertising industry are sought after in the sectors of consumer goods, luxury goods, automobiles and mobiles. 14

19 Salary Information- Media & Advertising Position Education Experience (in years) Yearly package salary range in RMB (Unit: 1,000) - 1 st Tier Cities Managing Director Bachelor/Master Regional Manager Bachelor/Master Business Develop Director Bachelor/Master Business Develop Manager Bachelor/Master Digital Business Director Bachelor/Master Digital Business Planner Bachelor/Master Creative and design Director Bachelor/Master Associate Creative Director Bachelor/Master Account Director Bachelor/Master Account Manager Bachelor/Master Planning Manager Bachelor/Master Project Manager Bachelor/Master Research Manager Bachelor/Master Senior Editor Bachelor/Master Senior Copywriter Bachelor/Master D Art Direction Bachelor/Master Designer Bachelor/Master Min. Max. HOT JOBS Notes The salary package is consist of 90%-95% base salary and 8% annual bonus. 15%-20% commission is an additional compensation for sales &marketing positions. Salaries in second-tier cities are 80%-90% of that in first-tier cities. 15

20 Banking and Financial Services Against the macro-economic background of slow growth rate of GDP, Chinese government has deepened its commitments to financial restructuring and liberalization of capital market, intensifying the competition of financial institutions. In one respect, the government has promoted the transitioning of financing model (that allows companies to directly finance in capital market), urging Chinese banks to optimize the orientation of credit investment to reduce companies financing costs, so that small and micro enterprises can obtain more financial support and fewer burdens from financing through credit. In another respect, banks need to quickly complete their restructuring process, i.e., achieving the transitioning in profit model from excessive reliance on companies loans to diversified operation. Moreover, banks need to expand their business more strategically: racing ahead with the personal retail banking services. Therefore, banks need to recruit staffs with good sense of customer service in attempt to enhance customers satisfaction with their services. Foreign-funded banking institutions have traditionally established their presence in China through opening up offices, providing their head offices or other overseas offices with Chinese local information (including consumer group positioning and business development data). In this process, market research professionals play a crucial role. At the same time, Chinese-funded banks (state-owned and joint stock) implement business development in China s tier 2 and 3 cities. In view of this, investment and financing professionals, especially bank general manager or deputy general manager who are skilled in customer resources become increasingly scarce. The financial industry has embraced great opportunities in the ever-changing capital market to develop and combine flexibly with Internet/IT industry. E-finance is a powerhouse for financial industry s innovation and development E-trading now and alternative trading are developing rapidly and online payment platforms and e-finance products are immensely popular. In 2014, P2P financial platforms became the biggest highlight of financial industry in China. It s reported that, the number of China s P2P companies rose to exceed 1,540 by the end of November 2014, an increase of nearly 100% over the year 2013 when the figure was only 800. In 2015, China will continue the efforts to increase its regulation over e-finance sector, which promises more orderly operation of P2P industry. In this perspective, financial sector will definitely have a sustained and increased demand for professionals in promoting financial products and channel marketing. Emerging Importance of Information Security Since the occurrence of Prism Gate, Chinese government has attached great importance to information security. In September 2014, China Banking Regulatory Commission, National Development and Reform Commission, Ministry of Science, Ministry of Industry and Information Technology jointly issued the circular entitled Guidance Notes on the Application of Safety-controllable Information Technologies to Improve E-banking Safety and informatization of Banking Institutions, requiring all financial institutions within banking industry to upgrade safety-controllable information technologies by the rate of no less than 15% on the annual basis from 2015 onwards until the figure rose to no less than 75% in This decision will no doubt play the positive role in the development of IT business (for example suppliers of financial IC cards, financial software systems and automatic currency-handling equipment) as part of the supply chain to banking institutions. Hence, IT information security experts will receive growing attention from financial companies. Meanwhile, financial players have also interacted with other sectors, a trend that can be easily reflected in recruitment dynamics. In one respect, since Chinese companies in real estate, health care and Internet have stepped up M&A overseas, there is a growing demand for financial professionals (this type of professionals is also mentioned in preceding paragraphs) with investment and governmental resources. In another respect, since the popularity of loans for residential buildings and automobiles in China are growing, there is a rising demand for professionals in designing credit and financial products. Moreover, facing the complexity of policy decisions and regulatory environment, financial institutions highly favor compliance professionals. Since November 2014 when APEC summit was held, Chinese government issued a number of regulatory policies to strengthen efforts to curb corruption. Complex regulatory condition requires banks and financial institutions to engage in thorough dialogues with local regulatory agencies (including in-depth knowledge of local laws and regulations, asset valuation and mortgage system). Thus, the compliance professionals with working experience at legal affairs positions in the same industry will be in short supply. 16

21 Position General Management Education Experience (in years) Banking Front Office Yearly package salary range in RMB (Unit: 1,000) - 1 st Tier Cities Branch General Manager Bachelor/Master Sub-branch General Manager Bachelor/Master Corporate Banking Managing Director Bachelor/Master Relationship Management (short for RM) Director Min. Max. Bachelor/Master RM Senior Vice President Bachelor/Master RM Vice President Bachelor/Master RM Assistant Vice President Bachelor/Master RM Team Leader Bachelor/Master Trade Finance Vice President Bachelor/Master Retail Banking Salary Information- Banking & Financial Services (Ⅰ) E-bank Director Bachelor/Master Regional Manager Bachelor/Master City Manager Bachelor/Master RM Team Leader Bachelor/Master RM Bachelor/Master Fund Investment VP Bachelor/Master Investment Manager Bachelor/Master Fund Manager Bachelor/Master Product Manager Bachelor/Master Fund Trader Bachelor/Master HOT JOBS 17

22 Salary Information- Banking & Financial Services (Ⅱ) Position Education Experience (in years) Yearly package salary range in RMB (Unit: 1,000) - 1 st Tier Cities Min. Max. Insurance Primary Investment Market Director Bachelor/Master Secondary Investment Market Director Bachelor/Master Middle, Back Office & Financial Services Risk Control VP Bachelor/Master Risk Control AVP Bachelor/Master Compliance VP Bachelor/Master Compliance AVP Bachelor/Master Product Manager Bachelor/Master Product Designing Manager Bachelor/Master Operations/Finance Bachelor/Master Head of Anti Money Laundering Bachelor/Master Legal Manager Bachelor/Master Senior Legal Counsel Bachelor/Master HR Director Bachelor/Master HR Manager Bachelor/Master HOT JOBS Notes The salary package of front office positions is consist of 30%-40% base salary and 60%-70% commission. Meanwhile, the one of middle and back office positions is the combination of 70%-80% base salary and 20-30% commission. Salaries in second-tier cities are 80%-95% of that in first-tier cities. 18

23 About us As a wholly-owned company of the world s fourth largest HR service provider Recruit Holdings Co., Ltd,. BRecruit is a leading recruitment service provider in China. With global office network in more than 50 cities (including 28 Asian cities), our consultants in all locations worldwide work as a team and utilize a well-integrated and extensive global connections. BRecruit specializes in recruiting mid to senior level positions (managers and directors), devoting to provide HR customized services which guarantees the recruitment of the most qualified and reliable candidates for clients unique business needs. BRecruit serves a wide range of industries, including manufacturing, information technology, FMCG, real estate, healthcare and professional services. BRecruit was recognized as the most valuable partner for years by many clients. In March 2015, BRecruit was awarded by Human Capital Management magazine as Best HR Service provider in China category- Customer Satisfaction Award; In January 2014, BRecruit was awarded the title of Best HR Service Provider by HR Salon. In February, BRecruit was awarded by HRoot as Best HR Service provider in China category- Most potential Award, in September, BRecruit was listed in 2014 Top 100 Best Human Resources Service Brands in Greater China Best HR Service Provider in Greater China Category: Customer Satisfaction Awarded by HCM Awarded by HCM 19