Hays Salary Guide - Procurement And Supply Australasia

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OUR NEXT CHALLENGERECOGNISING ANDRESPONDING TO SALARY& RECRUITMENT TRENDSThe 2016 Hays Salary Guide.hays.com.au hays.net.nz

IT’S TIME TO ACKNOWLEDGETHE POSITIVESCONTENTSAustralia’s job market isproving its resilience.Organisations are adding bothpermanent and temporaryheadcount and candidates aremoving jobs. Business activityis rising, and more people aresaying the economy willstrengthen rather than weakenover the next six to 12 months.INTRODUCTION3MARKET OVERVIEW & TRENDS4Salary Policy6Recruitment Trends10Economic Outlook20SALARIES & SECTOR OVERVIEWS22Executive23Life Sciences98Accountancy & ce59Policy & Strategy106Office Support64Information Technology108Contact Centres69118Human Resources73 onstruction, ArchitectureC& EngineeringSales77Property126Marketing79Facilities Management129Retail85Manufacturing & urces & Mining138Legal92Oil & Gas145THANK YOUFEEDBACKDISCLAIMERHays would like to express our gratitude to all thoseorganisations that participated in our online survey andprovided such invaluable feedback, which we feel hascontributed to making this the most accurate and up to datesurvey of its kind in Australia and New Zealand. This year’sresults are based on a survey of more than 2,750 employers.A list of all contributors who kindly gave their permission tobe named as participants can be found on our website.We welcome any feedback or comments regarding thisguide whether positive or negative to ensure that itcontinues to be relevant to Australian and New Zealandorganisations across all industries. Please address anysuggestions to your local Hays office or to:Hays, Level 11, Chifley Tower, 2 Chifley Square, Sydney NSW 2000.E: salaryguide@hays.com.auThe Hays Salary Guide is representative of a value addedservice to our clients, prospective clients and candidates.Whilst every care is taken in the collection and compilationof data, the guide is interpretive and indicative, notconclusive. Therefore information should be used as aguideline only and should not be reproduced in total or bysection without written prior permission from Hays.This Guide is reproduced in full in PDF format and can be requested from our website – hays.com.au and hays.net.nzSo why is the voice of thepessimist so loud? There is stillsome prevailing negativity, but isthis enough to warrant employersbecoming so complacent about theimpact of headcount and businessactivity growth?Over recent years the skill shortagerelaxed and employers enjoyed beingback in the driving seat. Salaryincreases were smaller, headcountswere frozen or closely monitored, andif they did gain approval to recruit,employers had far more choice.But as our economy successfullytransitions from the mining to theresidential construction and servicessectors, that is all changing. Today weall need to recognise that with jobvacancies increasing the skill shortagewill intensify anew, particularlyaround highly-skilled professionals.This will lead to salary pressure, butmore notable pressure will come fromexisting employees who are aware ofthe positivity and want to see theirsalaries increase accordingly.In the following pages we sharefindings from our employer andemployee survey as well as typicalsalaries in 25 sectors and industries.It is detailed, relevant insights suchas these that will keep you informedin our ever-changing world of work.Nick DeligiannisManaging Director,Hays Australia & New Zealand2016 Hays Salary Guide 3

HEADCOUNT AND BUSINESSACTIVITY INCREASES AGAINIF YOU DON’T ACTYOUR STAFF WILLGeneral findingsAs part of our Hays Salary Guide thisyear we surveyed 2,752 organisations,representing 2,686,179 employees,for their views on salary policy, hiringintentions and recruitment trends. As agroup these employers have a positiveoutlook, but they remain cost consciousdespite being aware this will impact theiremployer brand at a crucial time when skillshortages will make their presence felt.Salary & staffing trendsBased on our survey almost two-thirds ofemployers (64%) experienced increasedbusiness activity over the past 12 months,with 70% expecting further increasedactivity in the year ahead.Staff levels are up too, with 39%increasing permanent headcount duringthe last 12 months. This outstrips the 21%who decreased it. Meanwhile 40% intendto increase their headcount in the yearahead, far exceeding the 13% who expectto decrease it. The engineering, IT, HRand distribution departments will leadthis job charge.The use of temporary or contract staffwill also increase for 21% of employers,exceeding the 12% who expect their useof such resources to fall.MARKET OVERVIEW & TRENDSDespite this positive activity, costconsciousness remains in vogue, with 16%of employers offering no salary increasesover the last financial year (2015-16).40%70%OF EMPLOYERS WILL INCREASE PERMANENT STAFF LEVELSThose who did receive a salary increasefound that their wallets were not thatmuch heavier. 58% received an increaseof less than 3%, 20% saw their payincrease from 3 to 6%, and a lucky 6%received an increase of 6% or more.Just 18% of employees can expect anincrease between 3 and 6%, while thefinal 4% will see their salary grow by 6%or more.Professional services followed by financialservices and construction, property &engineering employers will be at thefront of the small group offering thebiggest increases.Ironically 32% of employers say salaryand benefits have a major impact on theiremployer brand, up from 25% last year.And 60% say skill shortages will impactthe effective operation of their businessor department.Clearly employees feel it’s time to takematters into their own hands. This year41% say they’ll ask for a pay rise in theirnext review. Another 25% are as yetundecided about popping the salaryquestion. Meanwhile staff turnover hasalready risen 2% year-on-year to 29%.Given positive headcount and businessactivity expectations, why then areemployers keeping salaries steady?One answer could be a desire torecoup revenue following the last fewyears. Another could be a total lack ofawareness that rising headcounts reducethe pool of suitable and available talent.But as soon as a few employers in aparticular sector or industry start to usesalary to compete for top talent oncemore – and they will – those at the backof the pack for salary increases will bethe first to experience even greater levelsof turnover.In terms of industries, professionalservices and construction, property &engineering employers were the mostgenerous. At the other end of the scalejust 15% of manufacturing and resources& mining workers received an increase of3% or more.It seems that employers will not loosenthe purse strings in the year ahead either,with 66% intending to increase salariesby less than 3% in their next review. Afurther 12% expect to offer no increases.SAID BUSINESS ACTIVITY WILL INCREASE IN THE NEXT 12 MONTHS4 2016 Hays Salary Guide2016 Hays Salary Guide 5

SALARY POLICYSALARY INCREASESSALARY POLICYSALARY INCREASES1. Average % increases from last reviews: across all industries2. When you next review, by what percentage do you intend to increase salaries? across all industries16%Nil58%20% 4%Less than 3%From 3% to 6%2%From 6% to 10%12%More than 10%NilFor specific industries (%):528201448286827176924Resources & Mining236 68176947523IT & Telecommunications1564MARKET OVERVIEW & TRENDS: SALARY POLICY70Manufacturing6 2016 Hays Salary Guide1110Other665651717110IT & Telecommunications1970Retail7415Transport & Distribution21211212319Transport & Distribution31151871111914Resources & MiningHospitality, Travel & Entertainment44447Retail11402210Hospitality, Travel & Entertainment41Financial Services31379Public Sector25581210174126541Construction, Property & Engineering593151Professional Services255713Public SectorFinancial Services21More than 10%2118Advertising & Media4352126411112Construction, Property & Engineering17From 6% to 10%1%412Professional Services346From 3% to 6%4Advertising & Media16Less than 3%3%For specific industries (%):41666% 18%1275Manufacturing101197415Other2016 Hays Salary Guide 7

SALARY POLICYCANDIDATE SALARY EXPECTATIONSSALARY POLICYBENEFITSIn a separate survey we also asked our candidates what their expected salary increases were3. Does your company offer flexible salary packaging?70% 30%In your next review, what percentage increase do you expect to receive? across all industries22%46% 22%NilLess than 3%6%From 3% to 6%4%From 6% to 10%YesMore than 10%NoOf those who answered yes, the following benefits were indicated as being commonly offered to (%).For specific industries (%):Allemployees2403030Advertising & Media204624819Professional Services111132037237Construction, Property & Engineering50142311691882541CarPublic Sector276173537520BonusesMore than50%Private healthinsuranceLess than50%2456131711ParkingFewemployees7Salary sacrifice2126 8393550235311912MARKET OVERVIEW & TRENDS: SALARY POLICYIT & Telecommunications4110 613Above mandatorysuperannuationRetail1538382541172Private expenses4566Other50Transport & Distribution3225531513433354Hospitality, Travel & Entertainment278Resources & MiningFinancial Services24405Manufacturing1648285OtherIn the past year have you asked for a pay rise?17%12%71%Yes, successfullyYes, not successfullyNoIn your next review, do you envisage asking for a pay rise?41%25%34%YesNot sureNo8 2016 Hays Salary Guide2016 Hays Salary Guide 9

RECRUITMENT TRENDSSTAFFINGRECRUITMENT TRENDSSTAFFING4. Over the last 12 months, have permanent staff levels in your department. across all departments5. Over the coming year, do you expect permanent staff levels to. across all departments21%40%Decreased39%Remained the same13%IncreasedFor specific departments (%):2146333356234239MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS484237Information TechnologyIncrease1240393827223021Sales266 582251133133451427103552451544213643Project Management456 57Human Resources4842Operational hasing/Procurement4162Accountancy & FinanceProject ManagementHuman Resources2236Operational %Remain the sameFor specific departments (%):Accountancy & Information Technology4441Sales6. If you expect staffing levels to increase, please specify how:78%28%23%21%Full time/permanent staffTemporary/contractorsEmployment ofpart-time staffEmploymentof casual staff(through an employmentconsultancy)(on your payroll)3%Mixture, other(inc. overseas recruitment,acquisitions)2%Job sharingNote: Multiple choices permitted.10 2016 Hays Salary Guide2016 Hays Salary Guide 11

RECRUITMENT TRENDSSTAFFINGRECRUITMENT TRENDSSTAFFING7. How often do you employ temporary/contract staff? across all departments8. In the next 12 months, do you expect your use of temporary/contract staff to. across all Special projects/workloadsFor specific departments (%):3747221645562827164027182523115725Information Technology12 2016 Hays Salary Operational Management5231216960Information Technology5425Project Management20Human Resources396 stributionProject Management4721%Remain the sameAccountancy & Finance33Human ResourcesMARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS36Operational %DecreaseFor specific departments (%):Accountancy & Finance3312%Regular ongoingbasis176023Purchasing/Procurement295 7520Sales2016 Hays Salary Guide 13

RECRUITMENT TRENDSSKILL SHORTAGESRECRUITMENT TRENDSSKILL SHORTAGES9a. Do you think that skill shortages are likely to impact the effective operation of your business/department?10a. For which areas have you recently found it difficult to recruit?Entry to mid management:40%41%NoYes - in a minor way19%Yes - tancy& financeSales & marketing9%8%6%6%Accountancy& financeOperationsSales & marketingTechnical9b. In skill-short areas, would you consider employing or sponsoring a qualified overseas candidate (%)?YesNoSenior management:4060MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS10b. Other areas for which you have recently found it difficult to recruit?14 2016 Hays Salary GuideEntry to midmanagementSeniormanagementEntry to 5%Engineering9%Human Resources3%6%Purchasing3%2%3%Other13%5%2016 Hays Salary Guide 15

RECRUITMENT TRENDSWORK PRACTICESRECRUITMENT TRENDSWORK PRACTICES11. Does your workplace allow for flexible work practices?14. For non-award staff in your organisation, is overtime/extra hours worked.82% 18%YesNo62%38%Unpaid12. If yes, which practices do you currently offer?Paid15. Is it your policy to counter-offer staff when they resign?76%73%Part timeemployment59%Flexibleworking hours40%Flex-place30%Flexibleleave optionsJob sharing62% 36% 2%NoSometimesYesOf those you counter-offered, on average, did they.17%15%Career breaksPhased retirement46%29%21%4%Leave anywayStay longer than12 monthsStay3-12 monthsStay less than3 monthsMARKET OVERVIEW & TRENDS: RECRUITMENT TRENDSNote: Multiple choices permitted.13. Has overtime/extra hours in your organisation over the last 12 months.10%Decreased16. Over the last 12 months has your staff turnover rate:60% 30%Remained the same14%IncreasedDecreased57%Remained the same29%IncreasedIf increased, by how much?5 hours or lessBetween 5-10 hoursMore than 10 hoursPer Week36%31%10%Month End15%24%24%Year End8%11%38%16 2016 Hays Salary Guide2016 Hays Salary Guide 17

RECRUITMENT TRENDSDIVERSITYRECRUITMENT TRENDSEMPLOYER BRANDING17. Does your organisation have a diversity policy for hiring new staff (%)?18. How important do you think the following factors are for an employer brand and how well do you think yourorganisation is perceived on the same criteria (%)?Yes1533NoI don’t know52Level of importanceNo impactMinor impactSome impactSignificant impactMajor impactOrganisational perceptionPoorOkayGoodVery GoodExcellent1 2 12446391638339Career path/training & development2 2 12If yes, do you think the people who hire in your organisation generally adhere to it (%)?4391145273919An individual’s ‘fit’ with the company’s vision, culture and valuesYesNo25I don’t know84173193134134013MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDSPeople’s direct experience of the company7768421441122426358People’s indirect experience of the company122512273322378204A company’s social media and online presence1 2 153 13503242357Salary and benefits1 2 114114535413614Work/life balance18 2016 Hays Salary Guide2016 Hays Salary Guide 19

ECONOMIC OUTLOOKECONOMIC OUTLOOK19. In the past 12 months, has business activity.21. What are the key factors driving your business activity?Significant impact715%21%64%DecreasedRemained the sameIncreasedSome impact5241Interest ratesNo impact1320. In the next 12 months, do you envisage business activity: across all industries7%23%70%DecreasingRemained the sameIncreasing5141Advertising & Media2442Capex investments355923Professional Services30MARKET OVERVIEW & TRENDS: ECONOMIC OUTLOOK142066Construction, Property & Engineering132364181869IT & Telecommunications171667Manufacturing36Projects driven by government672634Public Sector421372Hospitality, Travel & Entertainment13728830Resources & MiningFinancial Services10Consumer/business confidence43186 72Currency/forex rates17For specific industries (%):2235104349Current economic conditions77Retail236116Transport & Distribution12Other226622. Do you see the general outlook for the economy in the forthcoming 6-12* months as. 16%Weakening59%Static25%Strengthening*This data was collected during March 2016.20 2016 Hays Salary Guide2016 Hays Salary Guide 21

HOW TONAVIGATETHIS GUIDEEXECUTIVEUsing our salary tablesHead of HR/HR Director 1000 employeesSALARY INFORMATION: SALARIES & SECTOR OVERVIEWSSydney280200 - 400Typical salarySalary rangeThe complete Hays 2016 Salary Guide is available as an app free to downloadfrom iTunes. Search over 1,000 salaries and find offices in your area.AUSTRALIAIn a federal election year and with somuch change occurring across industrysectors and professions, salary trends inthe senior leadership space differ by stateand sector.The declining mining boom has created acandidate rich executive market inWestern Australia and Queensland. Due tothe high volume of responses for anyexecutive role, we have seen a significantdecline in salaries, with C-suite talentaccepting up to 35 per cent less than theirprevious earnings. Executives are alsokeen to broaden their experience in otherindustries and even relocate to otherstates. The salary scene will changeeventually as other industries strengthen,but it will take time. Sectors in a growthcycle in Western Australia and Queenslandinclude technology, healthcare and agedcare. In Queensland, the constructionsector is booming, pushing into theresidential property market.Boards across Australia“continueto seek femaletalent, particularly thoseable to strengthen risk andgovernance frameworksor offer specific industrynetworks and relationships.”The powerhouse states of NSW andVictoria are attracting more interstateapplicants, as nearly all sectors areexperiencing steady growth. However,employers remain selective when hiring,expecting executives to add value to theorganisation but also bring extracapabilities to the role. Requirements forexecutive roles are very specific with mostemployers reluctant to deviate from theirrecruitment brief. In NSW we have not seenany particular increases in salary but someorganisations are offering higher incentivesto secure a preferred candidate.Organisations are looking for true leadersrather than professionals with onlymanagement experience at the senior level.In Victoria recruitment trends are beingshaped by the focus of businesses in all22 2016 Hays Salary Guidesectors on developing new commercialrevenue streams. We are seeing strongdemand for executives with changemanagement capabilities able to leadtransformation. Strong business andrecruitment levels in Victoria’sconstruction, healthcare, aged care,education and the not-for-profit (NFP)sectors have balanced the decline in thestate’s manufacturing and automotiveindustries. Government hiring is beginningto show signs of growth too with diversityhigh on the list of requirements whenrecruiting for both local and stategovernment executive roles.Salary trends in NSW and Victoria includethe continued use of performance-relatedbonuses, minimising base salary increasesto provide organisations with morecontrol over remuneration. Industryexperience supported by academicqualifications, most notably an MBA, arewell regarded and usually a pre-requisitefor CEO roles. Salaries remain stable withno increase across the cash componentbut higher incentives across the short andlong term for delivery.Canberra has an imbalance of seniorcandidates with government experiencein a relatively small industry and NGOmarket, mainly due to the cuts in recentyears in the executive ranks of the publicservice. Health, NGO and education offerthe greatest number of opportunities butexecutive talent is in good supply.Boards across Australia continue to seekfemale talent, particularly those able tostrengthen risk and governanceframeworks or offer specific industrynetworks and relationships.A note on executive salariesGiven the broad range of executivepositions, each package is dependent ona number of factors. These includecompany size (employee numbers andrevenue), ownership (public, private orgovernment), industry andresponsibilities. To find out more aboutspecific executive salaries please contactyour local Hays Executive recruitingexpert. You can find your nearest officeon the back of this guide.2016 Hays Salary Guide 23SALARY INFORMATION: EXECUTIVESalaries are in ‘000. The bold number represents the typical salary. Thenumber(s) underneath represent the salary range. Refer to the notessection under the salary table to determine if superannuation or otherbenefits are included. All salaries are represented in local currencies.

ACCOUNTANCY & FINANCEACCOUNTANCY & FINANCECommerce & Industry Senior FinanceSENIOR QUALIFIED ACCOUNTANTSFinance Director/CFO/GM Finance(Turnover up to 50m)175140 - 200140NSW - Regional130 - 160175VIC - Melbourne115 - 225150VIC - Regional135 - 165140QLD - Brisbane, Gold Coast & Sunshine Coast125 - 170140QLD - Regional110 - 170150SA - Adelaide140 - 180185WA - Perth150 - 190160ACT - Canberra150 - 180120TAS - Hobart/Launceston110 - 150130NT - Darwin120 - 150150NZ - Auckland130 - 170130NZ - Wellington90 - 180120NZ - Christchurch100 - 130NSW - SydneyAUSTRALIAThe job market is strong for accountancyprofessionals in almost all sectors,industries and locations around Australia.This trend started in 2015 and so far itshows no signs of abating.SALARY INFORMATION: ACCOUNTANCY & FINANCEWithin commerce and industry, competitionfor top accountancy and finance talent isintense yet employers are determined tokeep salaries steady due to larger budgetconstraints. Growing economic confidencein Australia, especially in NSW, Victoria andthe ACT, has seen subtle salary increases infinancial and management accounting rolesas well as for the Financial Controller andFinance Manager. However these remainthe exception rather than the rule, and ingeneral employers prefer to use nonfinancial benefits where possible to securetheir new employees.Saying that, a larger number of qualitycandidates are receiving multiple joboffers. This is leading to counter offers asorganisations attempt to secure andretain staff.The industries with the greatest levels ofcandidate demand remain IT, financialservices and banking. The boomingconstruction and property market,especially in NSW and Victoria, is alsoleading to increased demand foraccountancy talent, while we are seeingsolid hiring activity in small to mediumenterprises (SMEs).The temporary and contract marketremains strong but there is a growingappetite to employ candidates on apermanent basis thanks to strengtheningeconomic and business confidence.Demand for senior“candidateshas continuedto improve, most noticeablyfor Senior Accountantsand Financial Controllers.”Demand for senior candidates hascontinued to improve, most noticeably forSenior Accountants and FinancialControllers. However, the executive markethas seen only selective appointments dueto a lack of movement from incumbents.24 2016 Hays Salary GuideAs ever, Big 4 first movers remain in highdemand, especially from largerorganisations looking to bolster theirinternal finance function. We are also seeingongoing demand for strong commerciallyminded Management Accountants andAnalysts. When evaluating these candidates,employers want to see a proven ability inbusiness partnering. In the SME space,Company Accountants are needed.Within the accountancy support market,employers now prefer to hire on apermanent basis. We have seen strongdemand in most of the core areas oftransactional finance, most notably withinpayroll and credit control. Salaries haveincreased in payroll in all states ascompetition for candidates is high,especially for payroll professionals whohave performed the full end-to-end functionand have experience using well-knownenterprise resource planning (ERP) systems.Meanwhile Credit Controllers who canreduce debtor days are highly soughtafter, as are Bookkeepers able to addvalue to SMEs and experienced AssistantAccountants. Demand fluctuates forAccounts Payable and AccountsReceivable candidates with experience inrelevant industries.Outside of payroll, accountancy supportsalaries are generally closely controlled,but for the right candidate someorganisations are flexible and are usingsalary and extra benefits to secure talent.Professional practice continues to be talentshort. Quality candidates receive multiplejob offers creating high staff turnover,especially within business services and tax.Increased competition to secure talent hasled organisations to explore candidates thatdon’t necessarily have the traditionalbackground. While the profession tends tolean toward hiring on a permanent basis,the use of temporary staff and contractorshas continued to grow especially whenspeed to fill the role is a critical factor.Looking ahead, we expect the permanentAccountancy and Finance market tocontinue to strengthen and salaries tocontinue to rise in those areas identifiedabove. The demand for contractors andtemporaries will remain constant withrates expected to rise in those candidateshort disciplines.NEW ZEALANDThe accountancy & finance market acrossNew Zealand is experiencing increasedhiring activity for accounting supportpositions, while demand for senior financeroles remains fairly static. Larger financeteams are growing and focusing on hiringsupport positions as a first priority, aheadof adding to management headcount.Despite the increase in demand, salariesremain steady, as businesses are notseeing improvements in efficiencies andprofit growth to justify raises.Industry, construction and property are allexperiencing growing job numbers.Extremely strong GDP in Auckland is beinggenerated mainly by large capital projects,the property market and populationincreases but the impact is yet to fully flowthrough to industry more broadly.New Zealand is experiencing recordimmigration with 50 per cent of newentrants locating to Auckland. The nation’sstrong economy and high standard ofliving is proving a real drawcard includingfor a record number of Australians movingthere. We are also seeing a greaterdiversity of skills amongst new migrantsthan in previous decades.Overall, the New Zealand“marketfor accountancy& finance talent hasa strong outlook.”Several large residential and commercialproperty developments and infrastructureprojects are either underway or scheduledto start soon across New Zealand. Thisactivity is expected to generate a range ofnew accountancy & finance jobs.Overall, the New Zealand market foraccountancy & finance talent has a strongoutlook and we expect competition forcandidates to intensify over the comingyear. We are seeing a reluctance toincrease salaries, however we anticipatesome upward movement for seniorqualified positions. To fill a role, employerswill need to consider engaging staff on atemporary or contract basis and keep anopen mind to the increasing diversity ofapplicants as New Zealand’s populationcontinues to grow and change.Financial Controller(Turnover up to 50m)150100 - 170125NSW - Regional115 - 135120VIC - Melbourne95 - 145120VIC - Regional100 - 140120QLD - Brisbane, Gold Coast & Sunshine Coast90 - 135110QLD - Regional90 - 130120SA - Adelaide90 - 140120WA - Perth110 - 130120ACT - Canberra110 - 130110TAS - Hobart/Launceston80 - 115120NT - Darwin110 - 130125NZ - Auckland100 - 150105NZ - Wellington90 - 120105NZ - Christchurch90 - 120NSW - Sydney Additional super Health cover Interest free loans Car/car allowance Cash bonuses Study assistance Parking Share options in companyFinance Director/CFO/GM Finance(Turnover 50m - 500m)Finance Director/CFO/GM Finance*(Turnover 500m)260180 - 300170150- 200225155 - 260175150 - 200190140 - 220180130 - 200175150 - 220230170 - 250175160 - 200150130 - 170150130 - 170170130 - 210155110 - 200155150 - 200300 270 200 180 255230 200175 250180 200170 - 240200 180 260200 220200 180170 170150 200150 - 250190140 - 270190180 - 280Financial Controller(Turnover 50m - 500m)Financial Controller*(Turnover 500m)170145 - 200145130 - 180130105 - 155125110 - 140150120 - 180140110 - 160130100 - 160140135 - 145140120 - 16012590 - 140130110 - 150140110 - 180130110 - 140120100 - 140210180 - 240160140 - 200170150 - 240150130 - 160180150 - 230150110 - 180160140 - 180180160 - 220150140 - 200140105 - 150150140 - 200150120 - 200150120 - 200150120 - 200 Laptops Vehicle expenses Professional memberships School fees All salaries shown are base salary, excluding superannuation New Zealand salaries are represented in New Zealand dollars* For a more detailed discussion on executive level salariescontact Hays Executive2016 Hays Salary Guide 25

ACCOUNTANCY & FINANCEACCOUNTANCY & FINANCECommerce & Industry Senior FinanceSENIOR QUALIFIED ACCOUNTANTSFinance Manager(Turnover up to 50m)125100 - 140105NSW - Regional85 - 120115VIC - Melbourne90 - 13090VIC - Regional80 - 110110QLD - Brisbane, Gold Coast & Sunshine Coast80 - 120100QLD - Regional80 - 120110SA - Adelaide85 - 120120WA - Perth100 - 140115ACT - Canberra100 - 12090TAS - Hobart/Launceston70 - 100100NT - Darwin100 - 130110NZ - Auckland100 - 140100NZ - Wellington80 - 11090NZ - Christchurch80 - 100NSW - SydneyCommercial Manager(Turnover up to 50m)140NSW - Sydney100 - 150130NSW - Regional100 - 140130VIC - Melbourne100 - 135120VIC - Regional100 - 130130QLD - Brisbane, Gold Coast & Sunshine Coast100 - 140120QLD - Regional100 - 140130SA - Adelaide100 - 130130WA - Perth110 - 145130ACT - Canberra120 - 140120TAS - Hobart/Launceston100 - 135120NT - Darwin110 - 130110NZ - Auckland90 - 12095NZ - Wellington80 - 110100NZ - Christchurch90 - 110 Additional super Health cover Interest free loans Car/car allowance26 2016 Hays Salary Guide Cash bonuses Study assistance Parking Share options in companyCommerce & Industry Senior FinanceFinance Manager(Turnover 50m - 500m)Finance Manager(Turnover 500m)SENIOR QUALIFIED ACCOUNTANTS140130 - 170120100 - 140130100 - 150110100 - 125130110 - 150120100 - 13013095 - 150140110 - 160130120 - 14010070 - 110130110 - 150125110 - 15011590 - 13011090 - 120170140 - 200140120 - 180150120 - 160135120 - 140150120 - 18013010

Salary & staffing trends Based on our survey almost two-thirds of employers (64%) experienced increased business activity over the past 12 months, . 2016 Hays Salary Guide 2016 Hays Salary Guide 5 MARKET OVERVIEW & TRENDS 70% SAID BUSINESS ACTIVITY WILL INCREASE IN THE NEXT 12 MONTHS 40%

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