SINGAPORE SALARY GUIDE

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SINGAPORESALARYGUIDE

ABOUT KELLY SERVICESABOUT CAPITAABOUT PERSOL SINGAPOREKelly Services Singapore is a holistic workforceFounded in 2007, Capita is a recruitment expertPERSOL Singapore, previously known assolutions provider, working with Singapore’sand premium staffing provider for internationalIntelligence Asia, is one of the fastest growingleading companies to recruit the finest talentcompanies in Singapore and across Asia.HR service providers in Singapore. PERSOLavailable. Complementing our general staffingEncompassing permanent placements, contractSingapore leverages on its strong database ofcapability, Kelly also offers great expertise inand temporary staffing and payroll servicesJapanese and Japanese-speaking candidates tothe sourcing of specialised professionals acrossacross all industry sectors, Capita’s highlyprovide tailored workforce solutions primarily totechnical disciplines such as Engineering,personalised services ensure that clients findJapanese companies in Singapore.Technology and Science, as well as functionalthe right talent to meet their needs.specialties for Finance, HR, Sales & Marketing,Procurement and Banking.Kelly Services Singapore, Capita and PERSOL Singapore operate under the PERSOLKELLY company, a joint venture between PERSOL Holdings and Kelly Services,forming one of the largest HR Solutions companies in APAC with its headquarters in Singapore.ABOUT SKILLSFUTURE SINGAPORE (SSG)A statutory board under the Ministry of Education (MOE) that drives and coordinates the national SkillsFuture movement. The SkillsFuture movementsupports the lifelong pursuit of skills mastery, to enable individuals to achieve their potential throughout life and to support Singapore’s next phase ofeconomic development.

3CONTENTSSALARIESMethodology: Salary figures included in the 2020 Singapore Salary Guide are derived by combining the expert market knowledge of senior recruitment professionals withinthe Kelly, Capita and PERSOL Singapore network, as well as job placement data recorded on the Kelly, Capita and PERSOL Singapore database before COVID-19 wasdeclared a pandemic by the World Health Organisation.

4EXECUTIVEOVERVIEWWe are in Phase 2 of Singapore’seconomy reopening, post-CircuitBreaker period. Both Singaporeand her workforce are nowgradually recovering from the firstwave of COVID-19.When economic forecasts wereannounced for Singapore lastyear, 2020 was projected to bea challenging but modest growth year. Thesudden turn of events led to the globaleconomic disruption we see today.Our tourism, hospitality and aviation sectorswere among the first to bear the impact ofCOVID-19. The sharp drop in tourist arrivalswas keenly felt, and once the Circuit Breakerstarted, ripple effects extended swiftlyto retail, food, and transport industries,among others.Although shoppers and diners are now out andabout, normalcy has yet to return. Consumer1Ministry of Trade and Industryspending remains cautious as Singapore sinksinto a deeper than expected recession andGDP is expected to contract between -4.0% to-7.0% this year.1Sectors that were anticipated to recover in2020, such as wholesale and retail trade, areexperiencing pullbacks in growth due to weakerglobal demand and supply chain disruptions.Construction, transportation and storage,accommodation and food services, arts,entertainment and recreation, continue to beaffected as well.There is no telling how long Singapore’seconomic recovery might take, but there area few bright spots.On the back of increased demand formedical goods, growth in biomedicalmanufacturing has surged, and will bolster themanufacturing sector in the months ahead. Theresilient finance sector continues to expand,driven by healthy growth in banking andinsurance. The information and communicationsector too has shown resilience. Firms havekept up demand for IT and digital solutions– a trend we can expect to continue as morecompanies plan long-term or permanent shiftsto remote work.There are also heartening developmentsfor jobseekers and employers in terms ofgovernment support.[Cont'd on next page]

5EXECUTIVE OVERVIEWThrough four budgets – Unity, Resilience,Solidarity, and most recently the FortitudeBudget – a sum of S 92.9 billion has beenset aside to fight COVID-19 and mitigate itseconomic impact.2 An estimated 100,000 jobsand training opportunities will be createdbetween now and 2021, across sectorsincluding healthcare, early childhood education,transport, ICT and financial services.3 Wagesupport is available to affected workers, andenhanced support and relief measures arebeing rolled out for businesses.It has been a difficult time for the Singaporeworkforce, so I am sure these supportmeasures have been welcomed by many.Amid the economic slowdown, employeesmay be experiencing loss in income, furloughs,or unemployment. Some may be especiallyhard hit. To all who are facing employmentchallenges at this time, our thoughts and wellwishes are with you, and we encourage youto reach out to us if you are in need of jobsearch assistance.During this period, we hope that our 2020Singapore Salary Guide will be of help toboth jobseekers and employers, in yourcareer development and talent planningneeds respectively. Together with SkillsFuture2Singapore Budget 2020 3Gov.sgSingapore, we havesupplemented thisguide with insights onin-demand skills thatare crucial for thefuture economy.An estimatedThe salary data provided100,000 jobs andin this guide wascompiled based on actualtraining opportunitiestransactions recordedwill be created betweenin the databases ofnow and 2021, across sectorsKelly Services, Capitaincluding healthcare, earlyand PERSOL Singaporechildhood education, transport,earlier this year, beforeICT and financial services.COVID-19 was declareda pandemic by the WorldHealth Organisation.changes in our rapidly evolving manpowerHence, there may exist some differences givenlandscape, and connect you to the best talentsthe currently evolving economic conditions.for your organisation. We will get through thisperiod together.However, to employers and HR leaders, weencourage you to use this guide as a roadmap fornavigating the complexities of today’s job marketand workforce, and refresh your approach totalent attraction, retention, and development.As your strategic recruitment partner, weare here to help you meet your futureworkforce needs. We will walk with you throughFoo See YangManaging Director and Country Head,Singapore

6A MESSAGE FROMSKILLSFUTURE SINGAPORECOVID-19 has brought about adisruption to our economy. It wasrecently announced that Singapore hasentered a technical recession, and the economicimpact of COVID-19 may continue to worsen.Digitalisation and technological advancescontinue to re-shape the way we live and work,especially during the Circuit Breaker period,when many were not able to work in settingswhich they were used to. More than ever,Singaporeans will have to be equipped with therelevant skill sets to tap on the opportunities inthe future economy. Enterprises have started tobring forward their business transformation plansas they redefine their business models to remaincompetitive during this period. To do so, theywill need to upskill and reskill their workforce.During this difficult time, the governmentintroduced the SGUnited Jobs and SkillsPackage which will support close to 100,000jobseekers. Close to 20,000 jobseekers will betrained under the SGUnited Skills Programme(SGUS)1, a key pillar of the package. Theywill acquire relevant industry-skills to enable12them to take on new job opportunities whenthe economy recovers. In addition to theSGUS, recent and new graduates can tap onthe SGUnited Traineeships, and mid-careerjobseekers can tap on the SGUnited MidCareer Traineeships. In addition, the SGUnitedMid-Career Pathways Programme will providetraineeships and training programmes formid-career jobseekers to gain meaningfulindustry-relevant experience as a step towardspermanent jobs.I hope this guide will provide jobseekers withinsights into the jobs and skills in demand, aswell as emerging skills for key sectors. SSG hasmore than 30 Skills Frameworks2 for varioussectors, such as Accountancy, EngineeringServices and Infocomm Technology. Professionalsin these sectors can refer to the SkillsFrameworks to chart their training and careerjourney by referencing to the Career Pathwaysand Skills Maps. Enterprises can also tap on theframeworks to upgrade their workforce with theresources available, such as customisable HRtemplates and instructional videos on how theframeworks can benefit enterprises.For more information on the SGUnited Skills Programme, please visit http://www.skillsfuture.sg/sgunitedskillsFor more information on Skills Framework, please visit lisation and technologicaladvances continue to re-shape theway we live and work, especiallyduring the Circuit Breaker period.Whether you are a jobseeker, an employee ora self-employed individual, I hope that you willcontinue to upskill as you chart your career path.I believe Singaporeans will emerge strongerfrom the current crisis and take on the newopportunities in the post-COVID-19 world.Gog Soon JooChief Skills Officer, SkillsFuture Singapore

7SINGAPORE LABOUR MARKET OUTLOOKBy the first quarter of 2020, the economic fallout from COVID-19 had spilled into the labour market. Initialforecasts for employment were upbeat in 2020, but by then, the labour market had begun to feel theoutbreak’s early effects.As of Q1, Singapore’s unemployment ratehas climbed to its highest in a decade,with total employment reaching itssharpest quarterly decline on record.1While there has not been a huge increase inretrenchments, more employers have madetemporary adjustments to manpower, suchas by placing staff on no-pay leave or cuttingtheir hours. Significantly more employees wereplaced on short work weeks or temporarylayoffs. Workers’ average paid hours hasalso decreased.1, 2Ministry of ManpowerOur movement into Phase 2 of Singapore’sreopening may offer some relief to businesses,particularly those in retail and F&B, but it shouldbe noted that the full impact of COVID-19 hasnot been felt yet.As firms brace for a deeper recession andworsening business conditions, hiring may slowconsiderably. Many firms are relooking theirhiring plans for the year and have put a hold onadditional headcount. Declining revenue andlogistical difficulties are also hindering hiringprocesses and relocation plans.The number of unemployed residents inSingapore could potentially rise to more than100,000 this year, up from 73,000 last year.2This exceeds the record of 91,000 unemployedresidents during the 2003 SARS epidemic. Thosewho are able to retain their jobs may also sufferunder-employment and significant income loss.Singapore’s workers may face immensechallenges this year, but a slew of measuresfrom Singapore’s authorities, in concert with theprivate sector, is expected to alleviate pressures.[Cont'd on next page]

8SINGAPORE LABOUR MARKET OUTLOOKClose to 100,000 job seekers are expected to benefitthrough the SGUnited Jobs and Skills package.A significant push will be given to support threegroups: retrenched and mid-career workers;fresh graduates from the Institute of TechnicalEducation, polytechnics and universities; andself-employed individuals.unprecedented scale. Through the SGUnitedJobs and Skills package, close to 100,000 jobseekers are expected to benefit through newvacancies, traineeships and skills training overthe next 12 months.3Among other funding schemes, thegovernment currently provides wage supportto employers through the Jobs SupportScheme, and training and salary support to helpjobseekers reskill and take on new jobs.Amidst a weaker job market, fresh andrecent graduates can look forward tovarious opportunities available in the formof increased public sector roles and theSGUnited Traineeships Programme, the latterof which aims to provide up to 21,000traineeship opportunities that help enabletrainees to gain industry experience andThe new National Jobs Council aims togrow jobs and training opportunities on an3, 4Workforce Singaporebuild professional networks while receivinga training allowance.4Mid-career individuals can also benefit from thetraineeship programme, along with enhancedhiring incentives and salary support offered totheir employers.These robust support measures signalthe government’s priorities clearly: savingSingaporeans’ jobs, or helping them find newones, ensuring that Singapore’s workforce iswell-equipped through the uncertainties ahead,and new opportunities beyond the pandemic.

9SALARIESBY FUNCTIONSAccountingCustomer ServiceHuman ResourcesOffice SupportProcurement, Supply Chain & LogisticsSales & Marketing

10ACCOUNTINGWhile digitalisation has extendedits reach into most areas of theeconomy, the accounting and taxsector has yet to embrace it wholly, let alonereap its full benefits.Singapore has outdone countries in the regionin areas such as international financial reportingstandards, but lags behind in others. Forexample, although electronic invoicing helpscombat tax evasion, it is not compulsory inSingapore yet.However, we can expect the pace of digitisationto pick up as more companies embrace andadopt disruptive technology. The new “ABC”– artificial intelligence, blockchain, and cloudcomputing – driven by data will have significantimpact on the methods, tools and processesused in accountancy. Accordingly, professionalsmust deepen their understanding of these newareas, and learn how to anticipate and respondto them through a heightened understanding ofdata analytics.The use of automation and other technologyapplications is becoming more common incompanies’ drive for efficiency. With firmsexpected to adopt technologies at a faster pace,accounting and finance professionals must adaptand upskill to stay ahead of the curve. Criticalskill sets that professionals should sharpeninclude data mining, extraction and fasterinterpretation of big data. They can also considerpicking up programming languages for statisticalanalysis or big data analytics to gain an edge.Beyond hard skills, there are other waysaccountants and bookkeepers can stay relevant,and even thrive in the face of new technologies.[Cont'd on next page]

11ACCOUNTINGFor one, accountants will need to employ morestrategic thinking to help businesses innovateand manage new disruptive technology. Just lastyear, a new Professional Conversion Programmewas introduced to support accountingprofessionals in making mid-career transitionto become Management Accountants.1 Anincreasingly sought-after position, FinancialAnalysts are essential in supplying financial anddecision-making information in the formulationof business strategies.1Workforce SingaporeHOT JOBS FOR 2020HOT SKILLS*Accountant/ Assistant AccountantAccountingAccounts AssistantBudgetingAccounts Payable ExecutiveSAPAccounts Payable Officer/ AssistantFinancial ReportingSenior AccountantFinanceFinance AssistantBusiness InnovationFinancial Analyst/ Senior Financial AnalystData AnalyticsSenior Manager/Manager, Financial Planning & AnalysisDisruption Management*Commonly-demanded skills by employers, and emerging skills, as identified by SSGTechnology Adoption and Innovation

12ACCOUNTINGSalary Range (per month)Unit: SGDQUALIFICATIONSEXPERIENCE (YEARS)MINMAXAccountant/ Assistant AccountantDiploma/ Degree1-32,6004,300ACCOUNTINGAccounts Assistant'N'/'O' Levels/ Diploma1-32,1004,000Accounts Payable ExecutiveDiploma/ Degree1-42,5004,200Accounts Payable Officer/ Assistant'N'/'O' Levels/ Diploma1-32,5004,200Accounts Receivable ExecutiveDiploma/ Degree1-42,5004,200Accounts Receivable Officer'N'/'O' Levels/ Diploma1-32,5004,200Senior AccountantDegree3-65,0008,000Senior Accounts Executive/ Accounts ExecutiveDiploma/ Degree1-42,5005,000Senior Accounts Manager/ Accounts ManagerDegree3-54,3007,400Senior Accounts Officer/ Accounts OfficerDiploma/ Degree1-42,5004,200FINANCEChief Financial OfficerDegree/ Master 1520,00026,000Finance AssistantDiploma1-32,2003,400Finance ControllerDegree10-159,00018,000Finance DirectorDegree 1515,00020,000Finance Executive/ Senior Finance ExecutiveDegree2-52,8005,800Finance Manager/ Assistant Finance ManagerDegree5-86,00010,000Financial Analyst/ Senior Financial AnalystDegree3-74,5007,000Regional Finance ManagerDegree5-86,50012,700Senior Manager/ Manager, Financial Planning & AnalysisDegree7-127,50012,000Hot Job Figures are base salary (Not inclusive of Benefits & Bonuses)

13ACCOUNTINGSalary Range (per month)Unit: SGDQUALIFICATIONSEXPERIENCE (YEARS)MINMAXAudit 000INTERNAL AUDITTAXATIONTax AssociateDegree4-84,7006,000Tax ManagerDegree8-127,00010,000Tax DirectorDegree 1515,00019,500Senior Manager/ Manager TreasuryDegree5-88,50014,000TREASURYTreasury Analyst/ Senior Treasury AnalystDegree3-65,0008,000Treasury Executive/ AssistantDiploma/ Degree2-53,6004,800Treasury CoordinatorDiploma/ Degree1-32,4003,000

14CUSTOMER SERVICECustomer service excellence is risingacross eight service sectors inSingapore, increasing significantly forthe third consecutive year in 2019. In particular,the food and beverage (F&B), tourism, and airtransport sectors have made the most gains.Although these findings indicate that industryefforts to elevate service levels have beeneffective, companies cannot rest on theirlaurels; standards continue to evolve in today’sincreasingly competitive and fast-changingbusiness environment.1Singapore Budget 2020This year, to cushion the impact of theCOVID-19 outbreak on services sectorsincluding tourism, F&B and retail, redeploymentprogrammes will aid employers in retaining andre-skilling workers.1More companies are also embarking oninitiatives that improve product offerings inaddition to customer experience, especially inbanking and telecommunications. Customershave an abundance of options to choose fromtoday, which also raises customer expectationsand reduces customer loyalty, making itimperative for companies to start raising servicestandards or risk losing out.Within Southeast Asia, Singapore excels indelivering omni-channel customer service,especially in the retail, travel, and financialservices, but falls behind on a global level.Companies can leverage open, digital platformsto close the gap and more easily managecustomer data across all customer touchpoints.By using technologies such as AI, companies[Cont'd on next page]

15CUSTOMER SERVICEHOT JOBS FOR 2020Customer Care ConsultantCustomer Service Assistant/ OfficerTelesales OfficerHOT SKILLS*can benefit from reduced man hours andresolve customer issues more quickly. Furtherdevelopments in machine intelligence maycreate AI that is more empathic, cognitive andaffective, enabling AI assistants to respond andconnect better with customers.The combination of technology and skilledcustomer service professionals will insteadlead to new and enhanced jobs being created.Companies should strive to offer services thatare human-centric, but empowered by moderntechnology.Customer ServiceSuch technologies may free workers’ timefrom manual and time-consuming tasks, butthey are ultimately no substitute for the humantouch. Even with new technologies becomingincredibly sophisticated, human interactionremains the core of customer service.With the onslaught of disruptive technologies,customer services professionals will gain anedge by honing skill sets such as ChangeManagement, Customer ExperienceManagement, Data Analytics and Internet ofThings Management.Change Management*Commonly-demanded skills by employers, and emerging skills, as identified by SSGCustomer ContactAdministrative SupportData EntryAdministrative FunctionsCustomer Experience ManagementData AnalyticsInternet of Things ManagementService Innovation

16CUSTOMER SERVICESalary Range (per month)Unit: SGDQUALIFICATIONSEXPERIENCE (YEARS)MINMAXCall Centre Team ManagerDegree3-54,1006,800Concierge/ Helpdesk Officer'N'/'O' Levels/ Diploma1-21,8002,900Customer Care ConsultantDiploma1-52,2003,600Customer Care Consultant (Foreign Speaking)Diploma1-52,8004,600Customer Service Assistant/ Officer'N'/'O' Levels/ Diploma1-31,8003,300Senior Customer Service Executive / Customer Service Executive'N'/'O' Levels/ Diploma1-32,5003,900Customer Service ManagerDegree3-54,1006,200Customer Service Officer (Foreign Speaking)Diploma1-32,8003,800Guest Relation Officer'N'/'O' Levels/ Diploma1-21,8003,300Head of Contact CentreDegree 55,5006,800Telesales Executive'N'/'O' Levels/ Diploma1-31,9002,300Telesales Officer'N'/'O' Levels/ Diploma1-31,8002,300Hot Job Figures are base salary (Not inclusive of Benefits & Bonuses)

17HUMAN RESOURCESWhile further retrenchments and wagereductions may be inevitable, HR professionalsmust work closely with employers to managelayoffs with great empathy and compassion.This includes ensuring fair retrenchmentpackages for staff who have been let go,and where possible, supporting retrenchedemployees in their search for new jobs.Human Resources (HR) is increasingly seenas a critical partner to business, playing avital role in driving workforce developmentand transformation for business success.This year, the HR function has taken on afar more visible role in helping businessescope with rapidly evolving organisationaldemands, such as overseeing remoteworking arrangements, managing layoffs, anddeveloping return-to-work plans.Since the start of Circuit Breaker in April,businesses in Singapore have been in themidst of their largest ever work-from-home1Straits Timestrial. Business continuity planning has becomea priority for HR professionals, who have towork in increasingly close collaboration withbusiness, communications and other functionsto minimise risks and disruptions throughout thecurrent epidemic, and the subsequent economicrecovery period ahead.Employers and HR leaders have had to makedifficult decisions, placing employees on shorterwork hours or furloughs, and letting staff go.Government support in the form of wagesubsidies and Employer Reliefs may alleviate thesituation, but more tough calls will have to bemade as the economic situation worsens.COVID-19 has also sparked a seismic shift inour mindsets towards working from home.Previously, most employers viewed remoteworking as a distant possibility, and employees,as a welcome perk enjoyed once a week or so.COVID-19 has accelerated this digital transition;work from home has become the “newnormal”, forcing organisations to acceleratetheir adoption of new technologies andsolutions to enable remote employees.Even after the pandemic, 9 in 10 Singaporeemployees would like to continue workingfrom home in some capacity.1 As remote workbecomes a permanent possibility for manycompanies, Organisational Culture Developmentwill increasingly come into focus. HR mustadapt organisational environments, officecultures and practices to meet these changing[Cont'd on next page]

18HUMAN RESOURCESHOT JOBS FOR 2020HR Business PartnerHR Generalist/ SpecialistRegional HR ManagerTalent Acquisition LeadHOT SKILLS*employee demands, while empoweringemployees to achieve their best work outcomes.It is timely then, that HR technology solutions arealso becoming more accessible and affordable.In Singapore alone, an estimated 200 HR techfirms have received US 1.4 billion in privatefunding.2 These technology solutions can help HRprofessionals level up their capabilities throughproviding real-time analytics, supporting datadriven decisions, and more. Given that technologywill be a key enabler of a remote work future, HRprofessionals must deepen their understanding ofTechnology Integration, Analytics and Insights, tobuild an engaged and productive workforce.2Ministry of ManpowerIn the digital economy, new skills are necessaryto succeed at work. The HR department’ssupport is crucial in the drive to upskill andreskill employees, and in helping employeesachieve better results in skills acquisitionand mastery.Talent AcquisitionBusiness and HR leaders should be equalpartners in the workforce transformation journey.Their joint efforts, be it through redesigningjobs for a digital or remote future, facilitatingcareer transitions or bridging skills gaps, willempower employees to excel in new andexciting growth areas and drive futurebusiness success.Organisational Culture Development*Commonly-demanded skills by employers, and emerging skills, as identified by SSGStakeholder ManagementOnboardingEmployer BrandingInternal MobilityOrganisational Strategy DevelopmentSkills Framework Adoption

19HRSalary Range (per month)Unit: SGDQUALIFICATIONSEXPERIENCE (YEARS)MINMAXDegree5-86,7009,000COMPENSATION & BENEFITSC&B Manager/ Assistant ManagerC&B Senior Executive / ExecutiveDiploma/ Degree1-42,7004,200Recognition Program SpecialistDiploma/ Degree2-52,9004,000HR Assistant/ OfficerDiploma/ Degree1-42,3003,300HR AssociateDiploma/ Degree2-53,1004,300HR Business PartnerDegree3-74,30011,500HR Director/ Assistant DirectorDegree/ Master 108,00015,000HR Generalist/ SpecialistDiploma/ Degree2-52,7005,500HUMAN RESOURCESHR Manager/ Assistant ManagerDiploma/ Degree3-74,1008,500HR Senior Executive/ ExecutiveDiploma/ Degree1-42,5005,200Regional HR DirectorDegree 1010,00018,000Regional HR ManagerDegree5-106,50010,000Senior Employee Relations ConsultantDegree5-108,50011,000Hot Job Figures are base salary (Not inclusive of Benefits & Bonuses)

20HRSalary Range (per month)Unit: SGDQUALIFICATIONSEXPERIENCE (YEARS)MINMAX4-74,8007,800TRAINING & DEVELOPMENTManager/ Assistant Manager, Learning & DevelopmentDegreeLearning & Development Senior Executive/ ExecutiveDiploma/ Degree3-53,7005,500Learning & Development AdministratorDiploma/ Degree1-22,5003,250Training CoordinatorDiploma/ Degree2-32,8003,500Training Manager/ Assistant ManagerDegree3-73,8006,600TALENT ACQUISITION/RECRUITMENTRecruiter/ Senior RecruiterDiploma/ Degree2-103,5008,800Recruitment ExecutiveDiploma/ Degree1-42,8004,000Specialist (Recruitment & Engagement)Diploma/ Degree2-43,5004,800Talent Acquisition LeadDiploma/ Degree3-54,3007,500Manager, Talent 06,000Hot Job Figures are base salary (Not inclusive of Benefits & Bonuses)

21OFFICE SUPPORTOffice support professionals are oftenthe unsung heroes of companiesacross all industries. While sometimesoverlooked, office support staff form thebackbone of any company’s operations; theyare indispensable in keeping the office runningefficiently and smoothly, and support a varietyof business functions.Professionals in administrative positions areroutinely called upon to manage many movingparts and deal with challenging situations atthe same time. Often, they even go above andbeyond the call of duty to perform tasks.Today, they are also expected to operate arange of new technological tools. As thesebecome increasingly integrated in officeenvironments, professionals may be expectedto adopt more technologies and adapt to newways of working.We foresee hybrid office support roles – whereprofessionals may take on additional functionsoutside of an administrative scope – to continueto be a key trend for 2020. With digitisation anddata adoption progressing and scaling quickly,there will be growing demand for office supportprofessionals with data skill sets, such as datamining and modelling, or research data analysis,to support data functions.Given the broad variety of tasks that officesupport professionals are expected to deliveron, those that can contribute to processimprovement and optimisation, as well asproductivity improvement, will be highly valuedassets to any organisation.Furthermore, their support in implementingbusiness continuity plans will be invaluable toensure that operations continue to run smoothlyduring the COVID-19 outbreak.

22OFFICE SUPPORTHOT JOBS FOR 2020Executive Secretary/ PAHOT SKILLS*Secretarial SkillsAdministrative SupportTravel ArrangementsAppointment SettingSchedulingData Mining and ModellingResearch Data AnalysisTechnology Adoption and InnovationTechnology Integration*Commonly-demanded skills by employers, and emerging skills, as identified by SSG

23OFFICE SUPPORTSalary Range (per month)Unit: SGDQUALIFICATIONSEXPERIENCE (YEARS)MINMAXAdmin Executive (Foreign Speaking)Diploma1-32,2004,500Administrative Assistant/ Coordinator'N'/'O' Levels1-51,7004,300Administrative ExecutiveDiploma1-31,9002,500Business CoordinatorDiploma/ Degree1-42,2003,400Data Entry'N'/'O' Levels1-31,5002,200Driver'N'/'O' Levels1-51,8004,000Executive Secretary/ PA'N'/'O' Levels/ Diploma3-71,9006,300Facilities Coordinator/ ExecutiveDiploma/ Degree1-52,8004,500Librarian'N'/'O' Levels1-52,5004,500Mailroom Officer'N'/'O' Levels1-51,4002,500Office Administrator/ Assistant'N'/'O' Levels/ Diploma1-52,2004,400Office ManagerDiploma/ Degree3-84,0008,800ReceptionistN'/'O' Levels1-52,0004,400Secretary'N'/'O' Levels/ Diploma1-52,6005,800Lease Administration Executive'N'/'O' Levels/ Diploma1-32,4003,200Personal Driver'N'/'O' Levels/ Diploma1-32,6004,000Hot Job Figures are base salary (Not inclusive of Benefits & Bonuses)

24PROCUREMENT, SUPPLYCHAIN & LOGISTICSGlobal megatrends and developmentsare changing the face of the supplychain and logistics industries.The spread of COVID-19 has had far-reachingimplications for global supply chains, especiallyfor businesses that are heavily dependenton exports. Businesses can only hope for theglobal outbreak to stabilise soon for a return tonormal activity.1The World BankIn the aftermath of the outbreak, we expectbusinesses to look closely at diversifying theirsupply chains to build resilience against futureshocks of similar scale.logistics hub, the country was ranked the world'sbusiest transhipment port, second busiestport in total cargo tonnage handled, and 12thbusiest airport by cargo traffic in 2018.1Emerging new trade opportunities in the region,the rise of digitalisation and the Fourth Industr

CONTENTS SALARIES Methodology: Salary figures included in the 2020 Singapore Salary Guide are derived by combining the expert market knowledge of senior recruitment professionals within the Kelly, Capita and PERSOL Singapore network, as well as job placement data recorded on the Kelly, Capita and PERSO

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