As a result, hiring managers were open to enticing overseas Vietnamese back home due to their international exposure and expanded portfolio.

Transcription

1 VIETNAM SUMMARY In 2013, the recruitment market started slowly in Vietnam but picked up after the New Year or Tet celebrations, with hiring activity across IT as well as the pharmaceutical and industrial sectors. People were willing to move jobs but in most cases market conditions could not support their salary expectations. Companies continued to prefer hiring local professionals, however the candidate-short market and skills gap between middle and top management meant this need could not always be met. As a result, hiring managers were open to enticing overseas Vietnamese back home due to their international exposure and expanded portfolio. In view of the severe talent shortage, most companies were flexible in their hiring requirements and considered applicants with broadly matching skill sets. Employers will need to focus on developing skills and knowledge internally if they want to build up their teams, particularly as the competition for quality local talent looks set to intensify. Generally, the outlook is fairly positive, with international companies starting to turn to Vietnam as a sourcing alternative to China. Market conditions will continue to be a challenge, but as multinationals convert representative offices into wholly-owned businesses and subsidiaries, future growth looks promising. Robert Walters Global Salary Survey

2 VIETNAM COUNTRY OVERVIEW The majority of hiring that took place in accounting and finance in 2013 was for replacement roles, with new vacancies occasionally created through business expansion. With widespread budgetary constraints, hiring managers looked for employees who could carry out broad roles. Internationally-recognised certifications like ACCA, CIMA or CPA also gained value in Vietnam, and companies continued to prioritise applicants with these qualifications. BANKING & FINANCIAL SERVICES Front office banking was generally quiet throughout With companies focusing heavily on developing their existing teams, fewer new roles were created. Companies prioritised quality service provision and client relationships over market share growth, and so took a cautious approach to recruitment. Looking ahead, banks will continue to search for quality Vietnamese nationals who have been educated overseas, although the competition for their signatures will be fierce. With regard to salaries, having remained stable in 2013, they may rise slightly in HUMAN RESOURCES ACCOUNTING & FINANCE Companies looked for hiring specialists who could fill business-partnering roles and add commercial value, particularly in the consumer goods and pharmaceutical industries. Multinationals were also on the lookout for HR professionals with expertise in learning and development as well as organisational development due to talent shortages. This trend will continue in 2014, and we expect to see greater demand for HR heads and directors with 10 years experience or more. HR professionals with overseas backgrounds will also be popular hiring targets but will be in very short supply as will HR business partnering and talent management specialists. On average, we ll see pay increments of 10% for jobmovers in 2014, with perhaps up to 20% for senior HR experts. INFORMATION TECHNOLOGY It was a mixed year for recruitment within the IT sector. Restructuring, cost-saving and redundancies among multinationals led to reduced hiring activity on the one hand, while outsourcing and new business expansion caused increased demand on the other. Managers and engineers with experience in digital, web, and mobile development were hiring priorities, as were senior managers able to build up hardware and software companies at national and regional level. We expect to see companies looking to recruit cloud computing and mobile application specialists in Outsourced IT service provision will also be a key area. IT leadership and crosscultural communications skills will be in short supply, and 20% pay increments for non-moving staff should remain constant in SALES & MARKETING In the FMCG sector, some company offices were downsized or closed during This meant recruitment needs dropped off and only the best sales and marketing applicants were likely to find work. In the chemical, automation and electrical engineering sectors there was an ongoing call for sales and marketing professionals was also very active for those specialising in technical healthcare. Hiring mangers sought candidates with very specific market knowledge as they were less willing to take a risk with new hires from outside the industry. In 2014, we expect to see new FMCG businesses set up in Vietnam, with positive implications for recruitment. Salaries should rise in line with inflation, or hover around the 10-20% increment range on average. SUPPLY CHAIN & ENGINEERING It was a quiet recruitment year for this sector, with only the top companies looking to expand. And with cost-saving top of the agenda, internal rather than external applicants were the order of the day. Recruitment levels should pick up in 2014, particularly in the garment, electronics/electrical and FMCG industries, with hiring for procurement specialists likely to be busy. Overall we anticipate shortages of high-quality, multitasking employees with strong technical skills. Salary increments will be modest at around 10-15% in 2014, while employees will also be looking for compelling training and development offers.

3 ACCOUNTING & FINANCE Accounting Senior Auditor 18-20k k+ Chief Accountant 12-26k 16-32k Internal Auditor Manager 20-44k 26-52k Financial Accountant k k Management Accountant k k Finance Chief Financial Officer k k Finance Director - MNC 57-88k 57-88k Finance Director - SME 42-58k k Financial Controller - MNC 42-49k 42-49k Financial Controller - SME 31-38k k Finance Manager 35-50k 26-50k Compliance & Risk Manager k k+ Cost Controller k k+ Senior FP&A 31-38k k Risk Manager 26-48k k Finance/Business Analyst k k+ Tax Manager k 26-52k Relationship Manager 12-24k k 465 Robert Walters Global Salary Survey 2014

4 BANKING & FINANCIAL SERVICES Front Office Corporate & Institutional Banking 60-70k 66-77k Head of Trade Finance 40-76k k Head of Overseas Remittance 40-70k 44-79k Channel Manager 33-45k k Sales Director 27-53k 30-58k Relationship Manager (5+ yrs exp) 36-70k k Relationship Manager (1-3 yrs exp) 10-25k k Operations Head of Retail Banking Operations 60-80k 66-88k Branch Manager 20-40k 22-44k Branch Services Manager 14-28k k Risk Head of Credit Risk 53-70k 58-77k Head of Retail Risk 53-70k 58-77k Senior Manager - Retail Risk Operations 40-60k 44-66k Risk Manager 27-47k 30-53k Robert Walters Global Salary Survey

5 HUMAN RESOURCES Human Resources HR Director k k+ HR Manager 28-53k k+ HR Executive 8-12k 9-15k Organisation & Development Manager 22-45k 25-48k HR Operational Manager 22-45k 24-48k HR Business Partner 22-38k 25-48k Compensation & Benefits Manager 20-23k 20-24k Learning & Development Manager 19-26k 19-26k Talent Acquisition Manager 17-20k 20-30k Business Support Office Manager 13-19k 13-19k Personal Assistant 6-13k 6-13k 467 Robert Walters Global Salary Survey 2014

6 INFORMATION TECHNOLOGY Business Transformation IT Head 58-69k 50-65k CTO 30-45k 28-45k Senior Project Manager 26-37k 26-40k IT Manager 23-36k 20-35k Senior Business Analyst 17-26k 20-30k Development Technical Architect -.NET 18-24k 20-25k Senior Android/iOS Developer 18-23k 23-26k C#/ASP.NET Engineer 17-23k 20-26k ERP Technical Consultant 14-22k 16-24k Embedded Software Engineer 13-18k 15-20k SharePoint Developer 13-17k 15-20k ERP Functional Consultant 10-18k 14-19k Java Engineer 10-16k 15-19k Senior QC Engineer 8-14k 9-15k Infrastructure IT Infrastructure Head 30-35k 32-40k Senior System Engineer 23-36k 25-40k IT Security Manager 22-37k 25-42k Senior Database Engineer 11-18k 14-22k Robert Walters Global Salary Survey

7 SALES & MARKETING Management GM/MD k k Sales & Marketing Director k k Sales & Marketing Manager 52-65k 60-75k Sales Sales Director 65-91k k National Account Manager 52-65k 60-75k Regional Account Manager 26-39k 30-45k Key Account Manager 26-39k 30-45k Business Development Manager k 30-37k Area Sales Manager k k District Sales Manager k 15-22k Sales Engineer 8-13k 9-15k Marketing Marketing Director k k Marketing Manager 65-91k k Corporate Affairs Director 78-91k k Corporate Affairs Manager 26-39k 30-45k Business Unit Manager 65-91k k Marketing Research Director 78-91k k Marketing Research Manager 39-52k 45-60k Public Relations Director 65-78k 75-90k Public Relations Manager k 37-45k MarComms Director 52-65k 60-75k MarComms Manager 39-52k 45-60k Direct Marketing Manager 52-78k 60-90k Trade Marketing Manager 39-52k 45-60k Channel Manager k 37-45k Product Manager k k Visual Merchandising Manager k k Brand Manager k k Technical Healthcare Medical Director k 67-90k Medical Affairs Manager k 30-52k Clinical Research Manager k k Clinical Research Specialist k k Regulatory Affairs Manager 26-39k 30-45k Regulatory Affairs Specialist k 18-27k Medical Science Liaison k k Medical Specialist k k NB: Figures are basic salaries exclusive of benefits & bonuses unless otherwise specified. 469 Robert Walters Global Salary Survey 2014

8 SUPPLY CHAIN & ENGINEERING Supply Chain & Procurement Supply Chain Director 60-84k k Supply Chain Manager 30-48k 33-53k Plant Manager 48-60k 53-60k Operations Manager 48-60k 53-66k Continuous Improvement Manager 30-42k 33-46k Logistics Manager 30-36k k Maintenance Manager 30-36k k Planning Manager 24-48k k Customer Service Manager 24-36k k Procurement Manager 24-30k k Warehouse Manager 24-30k k Sourcing Manager 24-30k k Service Manager 24-30k k Production Manager 24-36k k HSE Manager 24-30k k Facility Manager k 24-29k Third Party Logistics Operations/Logistics Manager 30-40k 33-44k Sales Manager 24-30k k Key Account Manager 18-30k 20-33k Engineering Engineering Manager 30-42k 33-46k Project Manager 26-36k k QA/QC Manager 30-36k k R&D Manager 18-30k 20-33k Robert Walters Global Salary Survey