KELLY SERVICES CHINA

2015
SALARY GUIDE

KELLY SERVICES IN CHINA

Kelly Services, Inc. (NASDAQ: KELYA, KELYB) is a leader in providing workforce solutions. Kelly offers a comprehensive array of
outsourcing and consulting services as well as world-class staffing on a temporary, temporary-to-hire, and direct-hire basis. Serving
clients around the globe, Kelly provided employment to approximately 555,000 employees in 2014. Revenue in 2014 was $5.6 billion.
Established in China since 2007, Kelly Services' six offices in Greater China provide outsourcing & consulting, direct hiring and staffing.

Beijing
Unit 2806, Tower C,
Central International Trade Center, No.6A
Jianguomenwai Street,
Chaoyang District,
Beijing 100022 P.R.China
Tel: (86-10) 6588 5258

Guangzhou
Unit 02-03, F23, Wanling International Center,
No. 230 Tianhe Road,
Tianhe District,
Guangzhou 510620 P.R.China
Tel: (86-20) 8364 4280

Shanghai
Unit 1705, K. Wah Center,
No. 1010 Huai Hai Middle Road,
Xuhui District,
Shanghai 200031 P.R.China
Tel: (86-21) 5403 1333

Chengdu
Unit 2643, Building A, Time Plaza,
No.2 Zong Fu Road,
Jinjiang District,
Chengdu 610016 P.R.China
Tel: (86-28) 6606 7120
Suzhou
Unit 807, Xinghai International Building,
28 Wansheng Street,
Suzhou SIP 215021 P.R.China
Tel: (86-512) 6761 0160

CONTENTS
4

Executive Overview

Automotive

15

Aviation

18

Banking & Finance

26

Chemical

30

Consumer

34

Healthcare & Life Science

37

Human Resources

39

Industrial & Manufacturing

44

Information Technology & Telecom

48

Real Estate

All rights reserved. No part of this book may be reproduced or transmitted in any form without the written permission from Kelly Services China.
The information contained in the Salary Guide is intended for educational purposes only. Kelly Services China takes no responsibility for any liabilities
that emerge based on the information contained in this guide.

EXECUTIVE OVERVIEW
It is with much pleasure and pride in our workmanship that we release
the Kelly Services China Salary Guide 2015. The guide is based on
compensation package (excluding bonus, allowance and other
benefits) in actual practice. In addition, we have collected commentary
and projections from the leading companies and experts across the
sector, analyzed the data taking into account job titles, work experience
and qualifications in Chinas key industries for 2015. We believe that
the real market data presented in the Guide is not only an accurate
representation of the current landscape in terms of salary trends, but
also provides an explanation of the underlying causes. The Guide
serves as an effective reference tool for any decision maker when
making a commercial or HR-related decision.
In 2014, China's GDP reached 63.6 trillion yuan, the only country
besides the United States to surpass the 10 trillion-dollar milestone.
The GDP growth rate, though, was in line with most predictions,
reaching 7.4%, the lowest growth rate since 1990, and this has led to
divergent views on expectations for the overall direction of Chinas
economy. Fortunately, one thing that we can rest assured about, the
Chinese government has pulled out all the stops in transforming the
industrial landscape into one that is powered by businesses that rely
on high technologies and are not resource intensive. At the same time,
the government is supporting the growth and development of a strong
and high-quality service industry. The industrial restructuring is creating
a huge demand for talented individuals, a trend that is the cornerstone
for maintaining a relatively stable employment market throughout 2015.
Besides the usual mainstream industries that have always been and
continue to remain labor-intensive-finance, communications,
biomedicine, aerospace, chemicals, automobile manufacturing, tourism
and logistics -, new industries, as well as more traditional ones with a
potential for major development due to the changes in the landscape,
are emerging. These are the key industries to keep an eye on:

Hi-techThe Chinese government has introduced proactive

policies to support emerging industries that the country views as strategic,
among them, the Internet, integrated circuits, high-end equipment
manufacturing and new materials (especially polymers, high performance
composites and special metals). In tandem with the flourishing of new
industries, the job requirements for the newly created positions are
increasingly specific. At the same time, a pressing demand exists for
individuals who can undertake highly specialized technological research
and development.

New Energies a series of factors, among them, increasing

public awareness, changes in the investment climate and a commitment
by the state at the highest level, have persuaded the government to
increase investment in environmental governance. At the top of the
priority chain are projects focused on the development and enhancement
of new energy industries as well as energy industries not dependent on
carbon-based fuels, creating new demands for talent, for example, the
many vacancies in the nuclear power sector for operations and
maintenance as well as for expertise in technology. In addition,
individuals specialized in new energy technology for the automotive
sector, especially traction battery technology and hybrid power systems,
will be increasingly sought after over the next few years.

HealthcareLack of resources and qualified practitioners is

widespread at all levels across the healthcare sector including
construction of healthcare facilities, medical equipment and supplies,
pharmaceutical research and development, clinical research,
professional care and rehabilitation programs. On the heels of the
development of a mature healthcare system, further opening-up of the
medical system to private and foreign management as well as the general
aging of the population, the demand and competition for healthcare
professionals is expected to be particularly intense.

Finance and InvestmentWith the opening and continued

expansion of free trade areas as well as the establishment and
development of the New Development Bank (formerly the BRICS
Development Bank), more job vacancies are on track to open up in
cross-border settlement, cross-border investment as well as financing
and financial services for the offshore supply chain.
Education and TrainingIn order to be gear up for the
ongoing optimization of the industrial structure and the expected
transformation of entire industries, China's talent structure and
educational system is on track to go through a similar transformation.
The educational training to get the workforce ready for the change
will become an integral part of the process. As a result, a growing
number of Sino-foreign joint-venture schools, vocational training
institutes and online education platforms are planning to directly
enter and develop the Chinese market. Quite a few of these are
getting the funding in place for personnel they will need to recruit
and preparing their platforms for the next step.
In addition to the transformation in industries and the demands for
talent that will be created, we need to point out another key trend the shift in employee expectations: the Kelly Global Workforce
Index (KGWI) published in December 2014 shows that an increasing
number of job candidates are willing to give up a high salary in return
for jobs that promise a more desirable career path, flexible work hours,
and a work-life balance. Leading the list of concerns is a better work-life
balance, with 65% of Chinese employees citing it. This concern is driven
by the fact that more than 90% of the businesses in China expect their
workers to put in a full 40-hour week with more than 50% of workers
chalking up more than 4 hours per week in overtime. To top it off, paid
vacation among Chinese workers is not only less than the world average
but also below the average for Asia-Pacific countries. We believe that
providing employees with a rewarding work experience will be one

of the preferred benefits among the many non-cash reward

schemes being offered.
Some things remain constant: outstanding employers will attract and
retain outstanding talent and the competiveness of the remuneration
package is just a small part of the whole. Outstanding candidates will
bring an employer immeasurable value that will far outweigh the salary
that is paid. This guide is one of the many Kelly services that has made
Kelly the workforce solution provider of choice among industry leaders
across all sectors. We look forward to telling you more about the
ssional se
services that is unique to Kelly.
comprehensive suite of profe
prof
professional

Nathan Li,
Chief Financial Officer & Chief Administration Officer
Of
Kelly Services North Asia

Please visit kellyservices.cn or contact us at marketing_info@kellyservices.cn for inquiries or consultancies. 5

AUTOMOTIVE

AUTOMOTIVE

AUTOMOTIVE

AUTOMOTIVE

AUTOMOTIVE

10

AUTOMOTIVE

11

AUTOMOTIVE

12

AUTOMOTIVE

13

AUTOMOTIVE

14

AVIATION

15

AVIATION

16

AVIATION

17

BANKING & FINANCE

18

BANKING

19

BANKING

20

BANKING

21

BANKING

22

BANKING

23

BANKING

24

FINANCE

25

CHEMICAL

26

CHEMICAL

27

CHEMICAL

28

CHEMICAL

29

CONSUMER
The slowdown in the rate of growth of China's economy, the decline in consumption and rise of
e-commerce along with other factors are forcing traditional retailers to rethink and retool how
they do things. Since 2014, traditional retail has slipped into downturn as a result of the
macroeconomic shifts as well as changes in consumer habits. The traffic at brick and mortar
establishments continues its inevitable decline as consumers shift to buying online among other
changes in behavior. New trends are emerging: vast changes in expectations concerning the
quality of life, retailing becoming a wholly digital experience, expansion of the number of
physical stores selling apparel and clothing, constant innovation in e-commerce, brutal
competition across the food and consumer goods sectors, and the vast majority of department
stores expanding into a ll forms of marketing and distribution.
The larger domestic and foreign retail clothing brands are continuing their expansion, resulting
in a job market that remains short of seasoned individuals with experience in retailing,
merchandising and outlet location, especially in lower-tier cities. Retailers dealing in consumer
goods have cut their recruitment costs. Job candidates have become cautious when it comes to
switching jobs, yet, when they do, they generally expect a 30% or more increase in pay.
There is a continued strong demand for personnel who can manage luxury retail outlets.
College-educated candidates with strong management abilities, an experience-rich CV and
good communication skills remain in demand. Department stores and supermarkets are
exploring all channels. Online shopping malls and multiple-product retailers are looking to
further refine business and product management, creating a need for talented individuals
specialized in product development and mobile digital technologies.

CONSUMER

CONSUMER

CONSUMER

33

HEALTHCARE

34

HEALTHCARE & LIFE SCIENCE

35

HEALTHCARE & LIFE SCIENCE

36

HUMAN RESOURCES

37

HUMAN RESOURCES

38

INDUSTRIAL & MANUFACTURING

39

INDUSTRIAL & MANUFACTURING

INDUSTRIAL & MANUFACTURING

OIL & GAS

OIL & GAS

43

INFORMATION TECHNOLOGY & TELECOM

44

IT & TELECOM

45

IT & TELECOM

46

IT & TELECOM

47

REAL ESTATE
While second- and third-tier cities gradually entered into the adjustment period, real estate as a business in economically
developed cities and key development areas remains quite active, including Beijing, Shanghai, Guangzhou, Shenzhen, thanks to
large suburban areas, investment environment improving, a diverse industrial environment and population increasing. Despite this,
no great changes are expected in the pecking order among the industrys leaders with the strongest ones expecting to remain
dominant after repeated reshuffles across the market. In terms of structure, the firms that can be expected to remain in the lead
will be those that integrate vertically, while small and medium-sized firms will diversify as a means of survival. Profit margin will shift
to be in line with the overall average across all industries.
Looking ahead based on the present: Residential Real Estate will enter a relatively stable period of development. The Commercial
Real Estate sector will see several projects cash out, while Industrial Real Estate becomes the emerging field worthy of attention.
As the structure of the sector changes, the demand for talent will change correspondingly. As a result, which type of employees
will end up being redundant? In what areas will demand for talent increase? How should a company controller respond to these
challenges?

Commercial Real Estate: riding a wave of popularity with many emerging growth points worth exploring
Every segment of the sector is desperately short of talented individuals, both in marketing and in management. The shortage is so
severe that even human resources employees are receiving tempting salary offers. Demand is particularly strong for positions in
operations and management, investment promotion and asset management. Furthermore, the developer with the right financial
backing will get involved in property acquisition, management of financial assets and deploying an assets-light strategy, with the
result that the demand for individuals with backgrounds in assets management will intensify.

Industrial Real Estate: The segment most likely to see the highest demand for real estate practitioners
Industrial Real Estate Companies engaged in the sector work very closely with the government and have strong financial backing,
which needs superior investment and operation when comparing with Commercial Real Estate and Residential Real Estate.
Nowadays, the need for talented individuals to fill positions related to the operation and management of logistics parks has
significantly increased. Talent shortages especially abound in further segmented and highly demanding cold chain logistics,
super-clean medicine warehouses.

Residential Real Estate: Continued success in the sector started to depend on ability at innovation as well as a finely-tuned
ability at management. These factors mean that the demand for residential real estate personnel is sure to undergo a sea change.
Fewer marketing positions, more cost control positions.

48

REAL ESTATE

49