The 2016 Hays Asia Salary Guide

ASIA AT A CROSSROADS
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The 2016 Hays Asia Salary Guide
CONTENTS
Introduction
Market Overview & Trends
Salary Policy
Recruitment Trends
Economic Outlook
15
Candidate Trends
16
Salary Information
21
Accountancy & Finance
22
Architecture
32
Banking & Financial Services
34
Construction & Engineering
44
Contact Centres
48
Education
49
Finance Technology
50
Human Resources
59
Information Technology
63
Insurance
71
Legal
76
Life Sciences
79
Manufacturing & Operations
83
Office Professionals
91
Oil & Gas
94
Procurement
99
Property
101
Sales & Marketing
104
Supply Chain
108
WEATHERING CONDITIONS
ADAPTING STRATEGIES
Welcome to our 2016 Hays Asia
Salary Guide. The salary and
hiring insights in this ninth
edition of our annual Guide are
drawn from over 3,000
employers across Asia
representing some six million
employees. As economic
conditions continue to change in
Asia, our Guide provides
valuable information to help
both employers and candidates
plan for the year ahead.
Most employers surveyed are expecting skills

shortages to challenge efficient operations in the
year ahead but overall we still expect employers to
take a cautious approach to salary increases over the
next 12 months. At the same time, our research
shows salary expectations among candidates are
higher than last year. Candidates will need to do
their research carefully when moving roles or
approaching their current employer about a pay rise
to ensure they have realistic expectations.
We hope the salary and recruitment market insights

contained here will help to inform effective
strategies for the year ahead.
We look forward to working with you soon.
Christine Wright Managing Director, Asia
For employers the message is to focus attention on

staff retention strategies as our candidate survey
reveals a high level of candidates are either actively
looking for a new role or open to hearing about a
new opportunity. The Guide provides insight into the
benefits candidates value most highly and notes that
these differ when candidates are asked what keeps
them in a job versus what they look for in a new job.
Thank you
We would like to express our gratitude to all those organisations who participated in the collection of data for this years
Guide. Your contribution has ensured that we can produce an informative publication to help support your business decisions.
Disclaimer: The Hays Salary Guide is representative of a value added service to our clients and candidates. Whilst every care is taken in the collection and
compilation of data, the guide is interpretive and indicative, not conclusive. Therefore information should be used as a guideline only and should not be
reproduced in total or by section without written permission from Hays.
MARKET OVERVIEW & TRENDS
60%
OF EMPLOYERS ENVISAGE
BUSINESS ACTIVITY TO INCREASE
IN THE NEXT 12 MONTHS
CAUTIOUS MARKETS & SKILLS SHORTAGES

A CHALLENGING 2016
We expect a challenging year ahead
for employers with many cautious about
salary increases but also worried about
skill shortages.
Of the employers surveyed, 96 per cent said skills
shortages have the potential to hamper effective
operations and 34 per cent said that they dont have
the talent now to achieve current business objectives.
Areas of shortage include entry and middle management
accountancy and nance staff, middle management
engineering, IT, marketing, operations and HR talent and
entry-mid level sales roles. To manage shortages, 65 per
cent of employers would consider employing or sponsoring
a qualied overseas/expatriate candidate.
The employer survey revealed 43 per cent of employers
plan to increase permanent headcount over the next
12 months, while 46 per cent expect staff levels to remain
unchanged. On the other hand, 60 per cent of employers
used a exible staffing approach in the past 12 months,
(up six per cent on the previous year). The most popular
approach is the use of temporary workers or contractors
through a recruitment agency, and 19 per cent expect to
increase their use of temporary staff in the year ahead.
On the candidate side, our survey research shows many
candidates are restless with 44 per cent actively looking for a
job and 42 per cent open to hearing about a new opportunity.
A quarter of candidates surveyed anticipate moving jobs
within the next six months and 21 per cent within a year.
Reasons for job hunting include better salary and benets
(48 per cent), new challenges (40 per cent), lack of
career progression in their current role (36 per cent) and
management style/company culture (25 per cent).
A sizeable 62 per cent of candidates did not ask for a pay
rise in the last 12 months but our research reveals that 46
per cent are looking for an increase of more than six per
cent in the coming year. This could create tension as despite
skills shortages, only 28 per cent of employers are planning
to award increases of more than six per cent this year.
China leads the salary eld with 60 per cent of employers
expecting to increase salaries by more than six per cent
in the next 12 months. Conversely in Japan 63 percent
of employers expect to increase salaries by only up to
three per cent. In Hong Kong, Singapore and Malaysia the
majority of employers intend to increase salaries between
three and six per cent.
the employers surveyed, 43 per cent expect their local

economy to weaken in the coming 12 months, (25 per cent
higher than last year), and 42 per cent expect no change
in current conditions. Only 15 per cent expect stronger
economic conditions.
Last year 72 per cent of employers expected an increase
in their business activities in the next 12 months but in our
latest survey only 60 per cent are making a similar forecast.
With employers cautious about salary increases, retention
strategies should come into focus over the next year
particularly in light of our research showing a high level of
candidates either actively or passively looking for a new job.
According to our candidate survey the main reasons
employees stay with a current employer are work-life
balance (45 per cent), salary and benets (40 per cent),
career progression (37 per cent) and job security
(33 per cent). On a country level, work-life balance is the
main reason people stay with an employer in Hong Kong,
Singapore and China. In Japan career progression is the
key to retention while in Malaysia its salary.
The fact work-life balance rated so strongly with
candidates provides valuable insight for organisations
reviewing staff retention strategies. Only 17 per cent of the
candidates we surveyed rate their current work-life balance
as very good, while 38 per cent describe it as good and
31 per cent as average.
On the plus side, 60 per cent of candidates believe their
current organisation offers scope for career progression
another major reason employees stay in a job.
To nd the right talent organisations will also need to focus
greater energy on the diversity of their workforce.
Our research reveals only 51 per cent of employers have
formal diversity policies and practices in place. Of these,
just 20 per cent say their policies are adhered to well and
34 per cent fairly well.
Looking at the ve countries included in the Guide,
29 per cent of management roles overall are held by
women which is unchanged since last year, and 16 per
cent of employees are foreign. Comparing countries,
Singapores workforce is the most diverse with 28 per cent
of roles held by foreign employees, followed by Hong Kong
with 18 per cent. Chinas is the least diverse with only eight
per cent of roles held by foreign employees. This is echoed
in the 2015 Hays Global Skills Index where China was
scored as having a highly inexible labour market mostly
due to its tight legal and regulatory environment.
We advise candidates to be realistic in their salary

expectations and consider the business climate. Of
View our ndings on the degree to which employers have

difficulty recruiting skilled labour across the globe in the
Hays Global Skills Index 2015.
hays-index.com
SALARY POLICY
SALARY INCREASES
1. Average % increases from last reviews across all countries:
10%
23%
40% 20% 7%
Nil
Up to 3%
From 3% to 6%
From 6% to 10%
More than 10%
By country:
Nil
China 8
Hong Kong 8
From
3% to 6%
Japan 13
Singapore 12
11
24
50
11
51
21
18
61
12
More
than 10%
13
57
16
Malaysia 6
From
6% to 10%
50
23
Up to 3%
MARKET OVERVIEW & TRENDS: SALARY POLICY
2. Intended average % increases for next reviews across all countries:
7%
26% 39% 20% 8%
Nil
Up to 3%
From 3% to 6%
From 6% to 10%
More than 10%
By country:
Nil
China 4
Hong Kong 7
Malaysia 4
Singapore 7
6 | 2016 Hays Salary Guide - Asia
11
22
18
10
29
46
28
More
than 10%
16
63
11
From
6% to 10%
57
19
Japan 15
From
3% to 6%
44
29
Up to 3%
47
11
SALARY POLICY
BENEFITS
3. Do you give benets in addition to salary and bonus?
84% 16%
Yes
No
If yes, which of the following are provided?*

Across all countries:
78%
42%
33%
33%
27%
Health/medical
benets
Life assurance
Car/car allowance
Pension
Housing
allowance
19%
18%
9%
9%
8%
Other
Club/gym
membership
Hardship allowance
Tax equalisation
Childrens education
7%
Private expenses
*More than one may be applicable.
2016 Hays Salary Guide - Asia | 7
SALARY POLICY
BONUSES
4. Do bonuses form part of your organisations remuneration package?
63% 27%
10%
Yes for all staff
No
Yes, but only for

some staff
5. What percentage of staff will be awarded bonuses this year?
MARKET OVERVIEW & TRENDS: SALARY POLICY & RECRUITMENT TRENDS
$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
11%
15%
12%
11%
51%
Nil
Up to 10%
From 10%
to 20%
From 20%
to 50%
More than 50%
6. Are bonuses related to*:
95%
92%
37%
10%
4%
Company
performance
Individual
performance
Team
performance
Guaranteed
Hours billed
7. What percentage of staff salary will be awarded as a bonus?
$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
33%
44%
13%
10%
Up to 10%
From 11%
to 50%
From 51%
to 99%
100%
RECRUITMENT TRENDS
STAFFING
8. Over the last 12 months, have permanent staff levels in your department...
19%
Decreased
38%
Remained
the same
43%
Increased
9. In the next 12 months, do you expect permanent staff levels in your department to...
11%
Decrease
46%
Remain
the same
43%
Increase
10. In the last 12 months, have you used a exible staffing approach?
60% 40%
Yes
No
If yes, please specify which one is most commonly used*:
67%
40% 24%
16%
5%
Temporary/contractors
Employment of
part time staff
Job sharing
Other
Casual staff
RECRUITMENT TRENDS
STAFFING
11. How often do you employ temporary/contract staff?
12%
28%
30%
30%
Never
Only in exceptional
circumstances
Special projects/
workloads
Regular ongoing basis
12. In the next 12 months, do you expect your use of temporary/contact staff to...
15%
Decrease
66%
Remain
the same
19%
MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS
Increase
13. Does your workplace allow for exible work practices?
57%
43%
Yes
No
If yes, which practices do you currently offer?*
70%
49%
29%
19%
16%
Flexible
working hours
Flex-place
Part-time
employment
Increased maternity/
paternity leave
Career breaks
13%
10%
2%
Flexible
leave options
Job sharing
Phased
retirement
RECRUITMENT TRENDS
STAFFING
14. Over the last 12 months has overtime/extra hours in your organisation:
16%
55%
29%
Decreased
Remained the same
Increased
15. If increased, by how much per week:
41%
38%
21%
5 hours or less
5 to 10 hours
More than 10 hours
16. Are employees paid for these additional hours?
44% 39% 17%

Paid
Unpaid
Other eg. time in lieu
17. Is it your policy to counter-offer staff when they resign?
8%
58%
34%
Yes
Sometimes
No
18. What percentage of staff who resigned in your department have you counter-offered in the last 12 months?
85%
10%
3%
2%
Up to 25%
From 26% to 50%
From 51% to 75%
More than 76%
19. Of those counter offered, how long did they stay?
5%
19%
34%
42%
Stayed less than

3 months
Stayed 3 to 12 months
Stayed longer than

12 months
They didn't stay
RECRUITMENT TRENDS
DIVERSITY & MERITOCRACY
20. Does your organisation have formal diversity policies and practices in place?
51%
19%
30%
Yes
Not sure
No
21. If there is such a policy and practices in place, how well are they adhered to?
20% 34% 7%
39%
Well
Not sure
Fairly well
Not well
22. What percentage of women do you have in management positions?
29%
Across all countries
MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS
By country:
37%
32%
28%
27%
19%
Malaysia
China
Hong Kong
Singapore
Japan
RECRUITMENT TRENDS
DIVERSITY & MERITOCRACY
23. What percentage of foreign employees do you have in your organisation?
16%
Across all countries
By country:
28%
18%
15%
9%
8%
Singapore
Hong Kong
Malaysia
Japan
China
24. Do you believe the primary criteria for promotion in your organisation is based on:
14%
71%
15%
Length of tenure
Performance
Relationship
RECRUITMENT TRENDS
SKILLS SHORTAGES
25. Do you think your organisation has the talent needed to achieve current business objectives?
66% 34%
Yes
No
MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS & ECONOMIC OUTLOOK
26. For which areas have you recently found it difficult to recruit?
Accountancy & Finance
Entry to
Middle
Senior
middle
management management
management
25%
25%
15%
Operations
Entry to
Middle
Senior
middle
management management
management
14%
15%
9%
Banking & Financial Services
4%
6%
3%
Production
6%
6%
3%
Distribution
4%
4%
3%
Property/Facilities Management
2%
2%
1%
Engineering
13%
16%
9%
Procurement
5%
7%
3%
Human Resources
8%
13%
7%
Research & Development
6%
10%
6%
IT
13%
17%
9%
Sales
20%
21%
11%
Legal
3%
6%
3%
Supply Chain
7%
8%
4%
Marketing
8%
15%
9%
27. Do skills shortages have the potential to hamper the effective operation of your business?
50%
46%
4%
Yes without
a doubt
Yes there will be

some impact
No
28. What action have you taken to address immediate skill shortages within your organisation?
49%
41%
10%
Up-skilled
current workforce
Improved attraction
strategy
No action taken
29. In skill-short areas, would you consider employing or sponsoring a qualied overseas candidate?
65% 35%
Yes
No
ECONOMIC OUTLOOK
BUSINESS ACTIVITY
30. In the past 12 months has business activity...
21%
22%
57%
Decreased
Remained the same
Increased
31. In the next 12 months, do you envisage business activity...
12%
28%
60%
Decreasing
Remaining the same
Increasing
32. What level of impact do the following key factors have in driving your level of business?
Level of importance
None
Consumer/business condence 9
34
Capex investments 27
Projects driven by government 28
50
Natural disaster restoration 42
19
47
34
42
31
45
27
Current economic conditions 4 36

Ability to raise nancing 32
Signicant
57
Interest rates 31
Currency/forex rates 19
Some
60
44
24
44
14
33. Do you see the general outlook for the local economy in the next 6-12 months as*:
$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
43%
42%
15%
Weakening
Static
Strengthening
*This data was collected between September and November 2015.
CANDIDATE TRENDS
WHAT DO EMPLOYEES THINK?
34. How long have you been with your current employer? Across all countries:
27%
21%
31%
14%
5%
Up to
12 months
From 1 to 2 years
From 2 to 5 years
From 5 to 10 years
From 10 to 20 years
2%
More than
20 years
MARKET OVERVIEW & TRENDS: CANDIDATE TRENDS
35. Are you actively looking for a new job?
44% 14%
42%
Yes
No, but Im open to new opportunities
No
36. When do you anticipate you will next move employer?
25%
21%
19%
14%
21%
Within 6 months
Between 6 to 12 months
Between 1 to 2 years
Between 2 to 3 years
More than 3 years
37. Why are you looking for a new employer?*
48%
40%
36%
25%
16%
Salary or
benet package
Seeking
new challenges
Lack of
career progression
The management style

& company culture
Lack of training or
development opportunities
14%
14%
11%
7%
Poor work-life
balance
Work location
Concerns about
job security
Other
CANDIDATE TRENDS
Reasons for looking for a new employer by country*:
China
Hong Kong
Salary or benet
package
Lack of
career progression
Lack of training or
Concerns about job
security
41%
65%
12%
Salary or benet
package
Lack of
career progression
Lack of training or
Concerns about job
security
Poor work-life balance
11%
16%
40%
19%
26%
9%
12%
Seeking new
challenges
33%
Seeking new
challenges
40%
Work location
11%
Work location
16%

& company culture
16%

& company culture
23%
Other
2%
Other
Japan
7%
Malaysia
Salary or benet
package
Lack of
career progression
Lack of training or
Concerns about job
security
37%
17%
48%
15%
4%
Salary or benet
package
Lack of
career progression
Lack of training or
Concerns about job
security
53%
12%
30%
17%
11%
Seeking new
challenges
54%
Seeking new
challenges
35%
Work location
15%
Work location
18%

& company culture
29%

& company culture
28%
Other
12%
Other
Salary or benet
package
Lack of
career progression
Lack of training or
Concerns about job
security
43%
7%
Singapore
36%
21%
17%
10%

Seeking new
challenges
36%
Work location
11%

& company culture
Other
29%
6%
CANDIDATE TRENDS
38. If you arent looking to move, what makes you want to stay with your current employer?*
45%
40%
37%
33%
32%
Work-life
balance
Salary or
benet package
Career
progression
Job security
Work location
30%
26%
22%
5%
The management
style & company
culture
New challenges
Training or development
opportunities
Other
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CANDIDATE TRENDS
Reasons for staying with current employer by country*:
China
Hong Kong
Salary or benet
package
37%
Salary or benet
package
41%
Career progression
39%
Career progression
38%
Training or
24%
Training or
21%
Job security
44%
Job security
41%
Work-life balance
49%
Work-life balance
46%
New challenges
19%
New challenges
36%
Work location
37%
Work location
33%

& company culture
38%

& company culture
33%
Other
3%
Other
3%
Japan
Malaysia
Salary or benet
package
42%
Salary or benet
package
42%
Career progression
43%
Career progression
34%
Training or
14%
Training or
24%
Job security
30%
Job security
24%
Work-life balance
36%
Work-life balance
34%
New challenges
29%
New challenges
21%
Work location
24%
Work location
27%

& company culture
21%

& company culture
27%
Other
11%
Other
7%
Singapore
Salary or benet
package
40%
Career progression
31%
Training or
29%
Job security
26%
Work-life balance
60%
New challenges
23%
Work location
37%

& company culture
30%
Other
4%
CANDIDATE TRENDS
39. In the past year, have you asked for a pay rise?
26% 12%
62%
Yes, successfully
No
Yes, not successfully
40. In your next review, what percentage increase do you expect to receive?
10%
20% 24%
22%
24%
Nil
Up to 3%
From 6% to 10%
More than 10%
From 3% to 6%
By country:
Nil
China 5
3 11
Hong Kong 7
21
29
From
3% to 6%
29
45
Malaysia 9
Singapore 12
From
6% to 10%
More
than 10%
52
30
Japan 21
Up to 3%
14
28
22
13
29
12
27
34
14
18
41. Is there scope for career progression within your organisation?
60% 40%
Yes
No
42. How would you rate your work-life balance?
17%
38%
31%
10%
4%
Very good
Good
Average
Poor
Very Poor
HOW TO USE THIS GUIDE

Using our salary tables
Typical salary ranges are represented in local
currencies in 000 excluding Japan which is stated in
millions. Refer to the notes section under the salary
table to determine if other benefits are included.
HR Director/Head of HR (<8 yrs)
China
500 - 1,000
Salary range
The complete Hays 2016 Salary Guide

is available as an app free to download
from iTunes.
SALARY INFORMATION: SALARIES & SECTOR OVERVIEWS
SALARIES & SECTOR

OVERVIEWS
NAVIGATE YOUR
WORLD OF WORK
ACCOUNTANCY & FINANCE
CHINA
In 2015, salary brackets within Chinas
accountancy and finance sectors remained
fairly stable, showing only modest
increases on the prior year.
SALARY INFORMATION: ACCOUNTANCY & FINANCE
Looking ahead, higher salaries will be used

to secure the best candidates in areas of
greatest demand. The strongest
recruitment demand will be for
professionals in compliance, risk
management and financial planning &
analysis. Shared service centre models
have become the preferred structure for
many industries and organisations, and the
financial job functions that support this
model are also in increasing demand.
Hiring managers within the accountancy
and finance sector are also becoming less
flexible in considering candidates
transferring from other industries. This is
being driven by the short-term pressure to
increase employee productivity and the
limited internal capacity to train staff.
Employers expect new hires to deliver
from their first day. This approach does
overlook the longer-term benefits that
diversity can offer a team or organisation.
Senior finance professionals across all
sectors are in short supply, particularly
those that possess strong stakeholder
management skills. As a result, we have
seen salaries for these roles increase
above average levels. As expected,
compliance candidates are amongst those
in highest demand and the salaries being
offered to Big 4 auditors, internal
controllers and legal professionals are on
the rise.
Outside of these high demand areas,
salaries are expected to maintain their
current growth levels over the next 6-12
months, with increases expected to be in
single digit percentages.
HONG KONG
In general, employers in Hong Kong are
expected to take a conservative approach
to salaries in 2016 as controlling costs
remains a major focus for businesses here.
This now holds true in the temporary
market as well. Employers unable to secure
permanent headcount approval are instead
seeking to hire temporary staff but are
struggling, as there is a low supply of

immediately available, qualified candidates.
Candidates in greatest demand in Hong
Kongs financial services sector include
regulatory reporting specialists at all
levels, internal auditors and product
controllers with experience in derivatives.
In the commercial sector, finance
managers and financial planning & analysis
managers are in high demand especially at
middle management level. Employers are
looking specifically for professionals with
strong analytical, interpersonal and
communication skills able to adapt quickly
to fast-changing environments.
In the banking sector, the complexity of
the products is creating strong demand
for internal auditors to work on
technology, treasury and markets audits.
Recruitment demand is spread across
local, regional and international banks.
Recruitment demand will continue for
permanent hiring in the year ahead and is
expected to match the pace in 2015 of
temporary hiring. This is especially true in
banking & financial services areas as
increased regulations are driving banks to
create permanent accounting roles.
Outside of financial services, increased
hiring is strongest in the construction &
property and technology industries.
We also expect to see more candidate
movement and recruitment activity in the
securities, brokerage and investment
management space. In addition, there is
increased demand for experienced
accountancy professionals to work in
companies regionally headquartered in
Hong Kong despite the more general trend
for companies to offshore accounting
support functions to low cost centres.
on strengthening their FP&A functions and

saving money by moving parts of their
accounting processes to offshore shared
service centres.
In the financial services sector the greatest
demand is for accounting & financial
reporting candidates. Due to the
complexity of the products, experienced
auditors with knowledge of financial
products are highly sought.
The Big 4 audit firms are increasing
headcounts especially in non-audit
services such as advisory and IT consulting
and there is a strong need for junior,
bilingual CPA-qualified staff. Candidate
shortages are driving up salaries with the
strongest candidates receiving multiple
offers, competitive salaries and often
sign-on bonuses. FP&A candidates with an
MBA and overseas experience can now
command a salary at least twice as high as
a qualified accounting professional. As a
result, we are seeing a lot of Japanese
candidates return from living abroad to
take advantage of these opportunities.
We have also seen increased demand to
engage candidates on a temporary basis
from the consumer and retail industries
and while demand for permanent
accounting staff remains high, more
employers are opting to access the
temporary recruitment market for FP&A
talent as well.
Japan remains one of the worlds most
challenging locations to source top talent.
Employers will probably need to be more
flexible in their approach to sourcing
talent in 2016 by understanding the
competitive salary market and also
developing their ability to speed up the
hiring process as soon as they identify the
right candidate.
JAPAN
The Japanese recruitment market is
opportunity-rich yet candidate-short with
permanent salaries, rates for temporary
staff and recruitment fees at a premium for
junior, bilingual and qualified candidates.
Candidates in greatest demand in the
commercial sector include financial
planning & analysis (FP&A) professionals
across all industries, but particularly within
consumer and retail, IT and manufacturing.
Chief financial officers continue to focus
In Japans nancial
services sector the
greatest demand is for
accounting & nancial
reporting candidates

Malaysia introduced a goods and services
tax (GST) in April 2015, which proved a
major influence on the accountancy and
finance recruitment market. Not
surprisingly we saw strong demand for tax
proficient candidates with a solid
understanding of GST and how it would
affect businesses. We have seen salaries
rising slowly and believe they will continue
to rise in 2016.
By now, most of the GST changes and
adjustments have taken place in Malaysia.
In the lead up to the GST introduction the
high demand for candidates meant
employers had to consider those with
international experience. Post the GST
introduction, we are finding employers still
strongly favouring candidates with
regional and international experience
because they can offer the business
greater value in what is becoming an
increasingly competitive job market.
We have seen constant demand for
professionals able to focus on operational
finance and expect this to continue into
the year ahead. As businesses continue to
open up, grow and expand in this buoyant
market, the need for finance professionals
to run the day-to-day financial reporting
and budgeting will continue to rise.
Interestingly, the apparent slowing down
of the economy has not affected the
number of job vacancies.
Similar to last year, the shared services
sector continues to grow in Malaysia and
with this growth we are seeing
considerable demand for roles such as
head of shared services, mid-level line
managers and financial analysts at the
lower end. This demand continues to push
salaries up and we see no signs of this
slowing down in the near future.
expect to see the contracting market

continue to grow over the next year as
employers experience the benefits and
flexibility that can be achieved through
hiring contract staff. In addition,
candidates are increasingly recognising
the benefits and flexibility of undertaking
short-term assignments.
Offshoring continues to affect the
employment market in Singapore with
companies looking to move more
transactional-based work out of Singapore
into lower cost centres. This has led to a
surplus of talent at the more junior level
and has pushed down salaries. At the other
end of the spectrum, candidates with
process improvement experience have
become more highly sought as companies
increasingly focus on driving efficiencies
and cost savings.Senior shared services
professionals are also in high demand.
In the banking sector, there remains a
focus on controls, with internal auditors
and product controllers in high demand.
However there continues to be a shift in
offshoring product control teams for some
international banks.
In professional practice, downward pressure
on audit fees and increased exemptions for
smaller companies has made it harder for
employers to increase the competitiveness
of the salaries they can offer. Diversification
into more complex and value-added services
has become common.
Overall, salaries will continue to remain
steady over the year ahead and some
industries will fare better than others.
Candidates with exposure to working in
regulated industries will tend to command
higher salaries, as will those with more
niche skills. Candidates in more traditional
industries should expect to see only
modest salary growth.
SINGAPORE
Hiring trends impacting accountancy and
finance professionals have varied
significantly by sector over the past year.
Manufacturing and engineering have
declined whist other sectors such as
banking, insurance, FMCG and retail
continued to generate recruitment demand.
As with last year, attracting top talent
remains a key challenge for employers. We
Best in Finance & Accounting Recruitment,

Asia CFO Innovation Awards
2012, 2013, 2014 & 2015
In Singapore, we
expect to see the
contracting market
continue to grow
over the next year as
employers experience
the benets and
exibility that can
be achieved through
hiring contract staff
SALARY INFORMATION: ACCOUNTANCY & FINANCE
MALAYSIA

COMMERCE & INDUSTRY | SENIOR FINANCE
FINANCE DIRECTOR/CFO
SME
MID
MNC
China
700 - 1,000
800 - 1,200
1,000 - 2,500
Hong Kong
1,000 - 1,500
1,200 - 2,000
1,400 - 3,000
Japan
10 - 15
12 - 25
15 - 30
Malaysia
240 - 420
300 - 720
480 - 900
Singapore
190 - 260
260 - 320
320 - 620
FINANCIAL CONTROLLER
SME
MID
MNC
China
450 - 700
600 - 800
600 - 1,300
Hong Kong
660 - 840
720 - 1,020
840 - 1,350
Japan
10 - 15
10 - 18
12 - 20
Malaysia
180 - 240
240 - 360
360 - 600
Singapore
155 - 185
170 - 210
190 - 250
SENIOR FINANCE MANAGER
SME
MID
MNC
China
300 - 450
450 - 600
500 - 700
Japan
10 - 12
10 - 15
12 - 18
Malaysia
130 - 180
180 - 216
168 - 240
Singapore
95 - 125
110 - 160
130 - 180
FINANCE MANAGER
SME
MID
MNC
China
200 - 350
250 - 400
350 - 550
Hong Kong
455 - 530
540 - 600
572 - 720
Japan
8 - 12
8 - 14
10 - 15
Malaysia
130 - 180
144 - 180
180 - 240
Singapore
75 - 100
95 - 115
110 - 140
ASSISTANT FINANCE MANAGER
SME
MID
MNC
China
100 - 250
180 - 340
250 - 400
Japan
6 - 10
8 - 10
8 - 12
Malaysia
84 - 102
102 - 120
120 - 138
Singapore
60 - 75
65 - 90
80 - 100
SENIOR MANAGEMENT ACCOUNTANT
SME
MID
MNC
China
80 - 150
110 - 160
110 - 200
Japan
6 - 10
7 - 12
8 - 12
Singapore
80 - 100
96 - 120
115 - 140
NOTES
Salaries are represented in local currencies
Top of range in MNCs implies regional role
SME - Small to medium enterprise
Typical salary range in 000, excluding Japan which is

stated in millions
Job titles in global organisations vary greatly from

European/American/North American companies
MID - Medium to large
Salaries do not include bonuses
MNC - Multinational companies

MANAGEMENT ACCOUNTANT
SME
MID
MNC
China
100 - 150
120 - 200
130 - 250
Hong Kong
264 - 384
336 - 480
360 - 540
Japan
5-8
6-8
7 - 10
Malaysia
84 - 102
102 - 108
108 - 120
Singapore
55 - 75
65 - 95
85 - 108
SENIOR FINANCIAL ACCOUNTANT
SME
MID
MNC
China
130 - 180
150 - 190
160 - 250
Japan
5-8
6-8
6 - 10
Singapore
60 - 96
72 - 90
84 - 100
FINANCIAL ACCOUNTANT
SME
MID
MNC
China
100 - 150
130 - 150
130 - 180
Hong Kong
240 - 340
250 - 360
345 - 455
Japan
5-7
5-8
6-8
Malaysia
84 - 102
102 - 108
108 - 120
Singapore
48 - 72
54 - 84
60 - 96
FP&A DIRECTOR
SME
MID
MNC
China
N/A
N/A
800 - 1,200
Hong Kong
840 - 1,000
960 - 1,200
1,080 - 1,500
Japan
10 - 15
10 - 18
12 - 25
Malaysia
N/A
216 - 264
360 - 420
Singapore
162 - 192
180 - 220
210 - 250
FP&A MANAGER
SME
MID
MNC
China
N/A
N/A
300 - 600
Hong Kong
480 - 650
600 - 800
600 - 950
Japan
8 - 12
10 - 15
10 - 18
Malaysia
130 - 180
120 - 192
132 - 192
Singapore
85 - 115
110 - 135
130 - 160
FINANCIAL ANALYST
SME
MID
MNC
China
120 - 150
150 - 180
180 - 250
Hong Kong
280 - 384
360 - 480
360 - 540
Japan
5-8
6 - 10
7 - 12
Malaysia
72 - 96
72 - 120
120 - 156
Singapore
60 - 85
75 - 95
85 - 110
NOTES

stated in millions



TAX DIRECTOR/HEAD
SME
MID
MNC
China
600 - 750
700 - 900
800 - 1,500
Hong Kong
780 - 960
840 - 1,000
1,080 - 1,600
Japan
N/A
12 - 16
15 - 20
Malaysia
144 - 180
180 - 240
300 - 540
Singapore
120 - 150
150 - 200
200 - 300
TAX MANAGER
SME
MID
MNC
China
250 - 450
300 - 500
450 - 900
Hong Kong
480 - 720
620 - 840
720 - 1,080
Japan
6 - 10
8 - 13
12 - 15
Malaysia
96 - 144
144 - 216
216 - 264
Singapore
85 - 115
110 - 135
155 - 205
TAX ACCOUNTANT
SME
MID
MNC
China
110 - 160
130 - 210
140 - 260
Japan
4-7
5-8
6 - 10
Malaysia
60 - 84
102 - 120
120 - 156
Singapore
48 - 72
54 - 84
72 - 96
HEAD OF INTERNAL AUDIT
SME
MID
MNC
China
N/A
450 - 800
800 - 1,500
Hong Kong
700 - 880
720 - 1,200
1,200 - 1,600
Japan
N/A
10 - 15
12 - 18
Malaysia
156 - 180
216 - 264
300 - 480
Singapore
110 - 150
135 - 185
165 - 250
INTERNAL AUDIT MANAGER
SME
MID
MNC
China
N/A
350 - 450
450 - 700
Hong Kong
480 - 600
540 - 840
650 - 840
Japan
N/A
8 - 12
12 - 15
Malaysia
96 - 120
120 - 180
180 - 240
Singapore
85 - 115
110 - 135
130 - 160
INTERNAL AUDITOR
SME
MID
MNC
China
N/A
200 - 350
200 - 350
Hong Kong
450 - 540
420 - 600
540 - 660
Japan
N/A
6 - 10
7 - 12
Malaysia
72 - 96
96 - 144
144 - 180
Singapore
60 - 85
75 - 95
85 - 108
NOTES

stated in millions


HEAD OF TREASURY/
CORPORATE TREASURER
SME
MID
MNC
China
N/A
N/A
600 - 1,300
Hong Kong
840 - 1,080
960 - 1,200
1,200 - 2,000
Japan
N/A
12 - 16
12 - 18
Singapore
110 - 150
135 - 185
165 - 250
ASSISTANT AUDIT MANAGER
SME
MID
MNC
China
N/A
N/A
300 - 350
Japan
N/A
6-8
7 - 10
Malaysia
60 - 96
84 - 108
102 - 144
Singapore
55 - 75
65 - 90
100 - 120
SENIOR TREASURY MANAGER
SME
MID
MNC
China
N/A
450 - 600
600 - 900
Japan
N/A
12 - 15
15 - 18
Singapore
90 - 120
110 - 150
140 - 170
TREASURY MANAGER
SME
MID
MNC
China
300 - 400
400 - 500
500 - 700
Hong Kong
420 - 480
480 - 650
600 - 940
Japan
N/A
10 - 12
12 - 15
Singapore
75 - 95
85 - 115
110 - 150
TREASURY SPECIALIST
SME
MID
MNC
China
100 - 150
130 - 150
150 - 250
Japan
N/A
6-9
8 - 10
Singapore
54 - 72
64 - 85
74 - 96
TREASURY ACCOUNTANT
SME
MID
MNC
China
100 - 150
130 - 150
150 - 250
Japan
N/A
5-8
7-9
Singapore
60 - 80
70 - 90
95 - 125
HEAD OF COMPLIANCE
SME
MID
MNC
China
N/A
500 - 700
600 - 1,300
Hong Kong
650 - 780
680 - 960
1,100 - 1,680
Malaysia
N/A
250 - 310
300 - 480
Singapore
110 - 150
135 - 182
165 - 250
NOTES

stated in millions



SENIOR COMPLIANCE MANAGER
SME
MID
MNC
China
N/A
400 - 600
600 - 800
Malaysia
N/A
120 - 180
200 - 240
Singapore
80 - 100
100 - 120
110 - 130
COMPLIANCE MANAGER
SME
MID
MNC
China
N/A
350 - 500
500 - 600
Hong Kong
380 - 500
420 - 600
480 - 800
Malaysia
N/A
96 - 120
180 - 216
Singapore
80 - 100
85 - 105
95 - 115
COMPLIANCE SPECIALIST
SME
MID
MNC
Singapore
60 - 80
65 - 85
80 - 110
PROJECT CONTROLLER
SME
MID
MNC
China
190 - 250
250 - 400
350 - 1,300
Japan
4-6
6-8
6 - 10
Singapore
145 - 165
155 - 185
175 - 200
PROJECT FINANCE MANAGER
SME
MID
MNC
China
N/A
220 - 400
350 - 600
Japan
7 - 10
8 - 12
8 - 15
Malaysia
120 - 156
156 - 180
180 - 216
Singapore
90 - 120
110 - 130
120 - 140
SHARED SERVICE CENTRE
Team Lead
Assistant Manager
Manager
Head of Shared
Service Centre
China
250 - 400
400 - 600
600 - 800
800 - 1,300
Malaysia
90 - 120
102 - 168
180 - 300
240 +
Singapore
54 - 75
60 - 90
90 - 125
200 - 300
NOTES

stated in millions


COMMERCE & INDUSTRY | ACCOUNTING SUPPORT
GRADUATES
Assistant Accountant Graduate Accountant
China
65 - 120
55 - 100
Japan
3-5
3-5
Malaysia
54 - 66
42 - 48
Singapore
45 - 65
33 - 45
SUPPORT
Accounts Receivable Accounts Payable
Credit Control
Bookkeepers
China
40 - 65
40 - 65
40 - 55
40 - 70
Hong Kong
176 - 300
176 - 300
220 - 404
240 - 380
Japan
3-5
3-5
5-7
3-5
Malaysia
30 - 54
30 - 54
36 - 60
N/A
Singapore
38 - 60
38 - 60
40 - 60
26 - 40
NOTES:
stated in millions.

BANKING INDUSTRY
FINANCIAL SERVICES
Finance Director/CFO Financial Controller
Senior Finance
Manager
China
1,200 - 2,000
900 - 1,600
600 - 1,000
Hong Kong
1,600 - 3,000
1,200 - 2,000
800 - 1,200
Japan
12 - 30
10 - 25
10 - 18
Malaysia
420 +
240 - 390
144 - 210
Singapore
300 - 500
200 - 350
150 - 275
Finance Manager
Assistant
Finance Manager
Tax Director/
Head of Tax
China
500 - 750
300 - 500
1,200 - 1,600
Hong Kong
650 - 950
420 - 540
1,400 - 2,200
Japan
8 - 15
7 - 12
15 - 25
Malaysia
96 - 168
66 - 96
204 - 300
Singapore
125 - 200
75 - 150
250 - 500
NOTES
Salaries are representative of the total package value

stated in millions
Investment banking salaries are at the higher end of

ranges stated; consumer banking at the lower

BANKING INDUSTRY
FINANCIAL SERVICES
Tax Manager
Tax Accountant
Head Internal Audit
Senior Audit Manager
China
500 - 800
350 - 450
1,000 - 1,600
800 - 1,000
Hong Kong
650 - 1,200
400 - 600
1,700 - 2,500
800 - 1,200
Japan
10 - 18
6 - 12
12 - 25
12 - 18
Malaysia
132 - 200
60 - 120
240 - 480
168 - 240
Singapore
140 - 220
80 - 160
250 - 400
170 - 260
Audit Manager
Assistant
Audit Manager
Dept Head
Product Control
Senior
Product Controller
China
600 - 800
350 - 500
1,200 - 1,600
800 - 1,200
Hong Kong
650 - 950
350 - 500
1,500 - 2,500
900 - 1,500
Japan
10 - 16
8 - 12
18 - 20
12 - 16
Malaysia
120 - 180
72 - 120
252 - 360
156 - 240
Singapore
100 - 170
70 - 110
250 - 400
150 - 250
Product Controller
Senior
Treasury Manager
Treasury Manager
Treasury Accountant
China
650 - 900
800 - 1,000
350 - 650
150 - 350
Hong Kong
500 - 800
1,100 - 1,500
800 - 1,100
420 - 550
Japan
10 - 14
15 - 18
12 - 15
7 - 10
Malaysia
84 - 160
216 - 350
120 - 216
72 - 120
Singapore
75 - 150
200 - 300
150 - 225
75 - 150
Head of
Compliance/Risk
Senior Compliance/
Risk Manager
Compliance/
Risk Manager
China
1,000 - 1,500
650 - 900
350 - 600
Hong Kong
1,200 - 2,000
850 - 1,200
600 - 850
Japan
25 - 30
15 - 20
11 - 16
Malaysia
300 - 480
168 - 300
72 - 168
Singapore
200 +
180 - 200
150 - 180
Compliance/
Risk Specialist
Accounts
Receivable
Accounts Payable
Credit Control
China
150 - 350
60 - 120
60 - 120
200 - 400
Hong Kong
350 - 480
200 - 300
200 - 300
200 - 320
Japan
8 - 12
5-8
5-8
8 - 15
Malaysia
120 - 240
34 - 66
34 - 66
36 - 66
Singapore
130 - 150
50 - 75
50 - 75
50 - 90
NOTES

stated in millions
Investment banking salaries are at the higher end of

ranges stated; consumer banking at the lower

PROFESSIONAL PRACTICE
AUDIT
Consultant
Senior Associate/
Assistant Manager
Hong Kong
240 - 300
320 - 470
Japan
5-8
6 - 10
Malaysia
36 - 48
60 - 84
Singapore
35 - 45
50 - 70
Manager
Senior Manager
Director/Partner
Hong Kong
500 - 720
750 - 1,100
1,200 +
Japan
9 - 12
12 - 15
15 +
Malaysia
84 - 120
120 - 180
240 +
Singapore
75 - 100
100 - 150
180 +
ADVISORY PRACTICES
Consultant
Senior Associate/
Assistant Manager
Hong Kong
240 - 300
320 - 560
Japan
6-8
8 - 12
Malaysia
36 - 48
60 - 84
Singapore
35 - 45
50 - 70
Manager
Senior Manager
Director/Partner
Hong Kong
570 - 920
920 - 1,200
1,200 +
Japan
10 - 15
15 - 18
20 +
Malaysia
84 - 120
120 - 180
240 +
Singapore
75 - 100
100 - 150
180 +
TAX
Tax Consultant
Senior Tax Consultant
Hong Kong
240 - 300
320 - 560
Japan
5-8
7 - 10
Malaysia
36 - 48
60 - 84
Singapore
40 - 75
60 - 90
Tax Manager
Senior Tax Manager
Tax Director
Hong Kong
570 - 920
920 - 1,200
1,200 +
Japan
10 - 14
12 - 16
18 +
Malaysia
84 - 120
120 - 180
240 +
Singapore
120 - 150
100 - 150
180 +
NOTES

stated in millions
ARCHITECTURE
CHINA
Chinas cooling property industry has
forced many architecture and design firms
to shift their focus from the delivery of
existing projects to diversify their portfolio
and design capabilities.
Competition amongst employers for
architects and design or project managers
with strong healthcare or hospital
experience remains high. This is driving
above average wage growth within what is
a very limited talent pool in China.
SALARY INFORMATION: ARCHITECTURE
In contrast, demand for professionals with

specialised residential project experience
has softened, moderating salary growth
for mid-level candidates. Candidates with
more than ten years of experience are still
in demand but employers increasingly
require senior staff to demonstrate strong
business development capabilities, and be
able to secure new project opportunities
from clients. Strong local networks and a
successful track record have become
prerequisites for the majority of mid and
senior-level hiring.
As design firms focus on diversifying their
project capabilities, senior candidates can
command good salary increases if they are
able to significantly expand the overall
service offering of a design firm and
create new revenue streams.
While we do not expect to see bounteous

salary growth in this sector over the next
twelve months, we do not expect salary
levels to shrink either. Candidate demand
and salary levels should both remain healthy
for qualified candidates over the year ahead.
SINGAPORE
Overall we have seen a softening of the
Singaporean recruitment market in the
wake of government moves to avert a
property bubble and the resulting falling
prices in the residential market but there
remain areas of strong candidate demand.
The healthcare sector is booming in
Singapore with a number of large hospital
projects pending, increasing demand for
healthcare architects and medical
planners. Demand for candidates with
experience using building information
modelling (BIM) is on the increase as well.
We are continuing to see solid hiring
demand for interior designers in workplace
solutions with experience in interior design
and corporate fit outs. Project managers
with strong experience in various sectors
such as healthcare and commercial are
expected to remain in strong demand too
over the coming year along with both
local and overseas medical planners.
Hong Kong continues to experience

healthy demand for architects and project
managers. Due to the high standards
required to meet registration requirements
to work as an architect in Hong Kong
there continues to be strong demand for
qualified candidates.
From a candidate perspective, we are seeing

individuals keen to work in firms where they
are given an opportunity to be a part of the
full spectrum of the process, from design to
construction. There is a real desire from
architects to work with architectural
consultancies, contractors and developers
able to give them a holistic view of the built
environment and help them understand the
drivers for both the consultancy and the
client-side of the process.
Although there has been a slowdown of

regional projects being awarded to Hong
Kong architecture firms, the demand for
qualified architects remains strong for a
range of reasons. The Hong Kong
construction market is still very active
domestically creating continuing strong
demand for people to work on projects
in-country. Also, for the projects that are
still underway regionally, many clients and
consultancies prefer to outsource their
work to Hong Kong-based architecture
firms due to the high quality of their work,
driving up candidate demand.
Competition amongst
employers for
architects and design
or project managers
with strong healthcare
or hospital experience
remains high in China
HONG KONG
ARCHITECTURE
ARCHITECTURE
Graduate
Architect
Architect
(2-5 yrs)
Architect
(5-10 yrs)
Associate/
Principal/
Senior Associate Director
China
65 - 104
100 - 360
250 - 600
550 - 750
850 +
Hong Kong
300 - 420
360 - 480
540 - 720
720 - 960
930 - 1,900
Singapore
35 - 42
45 - 68
78 - 116
116 - 147
126 +
Interior
Graduate
Designer
Interior Designer (2-5 yrs)
Interior
Designer
(5-10 yrs)
Senior
Project
Interior Designer Manager
50 - 97
200 - 500
250 - 550
China
100 - 300
300 - 600
Hong Kong
170 - 263
263 - 364
365 - 470
470 - 615
615 - 860
Singapore
37 +
47 - 58
68 - 105
74 - 121
68 - 95
Design Director CAD Drafter
Landscape
Architect
(2-5 yrs)
Landscape
Architect
(5-10 yrs)
Director
Of Landscape
China
500 +
60 - 150
80 - 250
150 - 400
550 +
Hong Kong
1,000 +
160 - 245
280 - 480
480 - 850
850 +
Singapore
131 +
42 - 58
53 - 68 +
74 - 89
137 +
Urban Designer
(2-5 yrs)
Urban Designer
(5-10 yrs)
Principal Urban
Designer
China
120 - 350
330 - 550
550 - 800
Hong Kong
240 - 400
400 - 660
660 - 980
Singapore
63 - 79
79 - 100
84 - 116
NOTES
Typical salary range in 000
BANKING & FINANCIAL SERVICES
CHINA
SALARY INFORMATION: BANKING & FINANCIAL SERVICES
In 2015, Chinas banking and financial

services sector experienced fairly
consistent salary increases. However, in
2016 traditional banking faces numerous
challenges, which we expect to impact
hiring levels and salary growth. Corporate,
retail and private banking are still
experiencing an acute shortage of highly
skilled senior talent while adapting to the
changing macro-economic environment.
The combination of these competing
influences is expected to result in
moderate salary growth.
Chinese regulators continue to provide
strong incentives and policy support for
internet financing and asset management
firms to expand their businesses in both
the traditional market and free trade
zones. As a result we saw strong hiring
activity in 2015 and expect this to continue
and intensify throughout 2016 creating
upward pressure on salaries.
Chinas shared services sector has enjoyed
increasing levels of business from
international banks focused on cost saving
and process efficiency improvements. This
is particularly true for Anti Money
Laundering (AML) and Know Your Client
(KYC) roles after the introduction of a new
wave of penalties for non-compliance.
Candidates in these disciplines are
expected to remain in short supply with
salaries tipped to rise in 2016.
Overall, competition for talent will remain
intense within the Chinese banking sector
over the year. In response, banks will focus
on their internal mobility and training
schemes, and we should see a number of
candidates relocate internationally. For
those areas where this is not possible, we
expect to see higher salary increments
over the coming 12 months.
HONG KONG
Hiring for front office revenue-generating
roles for some businesses will be less
aggressive in 2016 compared with 2015,
and the focus for most institutions will
shift to compliance, onboarding and client
due diligence.
Client Onboarding and Account
Maintenance (COBAM) candidates are
already in strong demand to help banks
keep up with their competitors. Needless

to say, the importance of compliance has a
strong impact on the COBAM market. A
positive correlation has created a massive
demand for candidates in COBAM, due
diligence and research review. The high
demand for these candidates has also
seen staff turnover at the junior to mid
level as salary increases of 18-25 per cent
entice these candidates to move jobs. At
the senior end of the compliance and
onboarding spectrum, employers are
coping with candidate shortages by being
more receptive to considering executives
from different backgrounds.
Demand for relationship managers in
private, commercial and retail banking
continues to be high. Hiring for private
banking is as competitive as ever as smaller
banks position for growth. We expect many
smaller banks to double their headcount as
they chase a larger market share of highnet-worth business in Hong Kong.
In front office primary markets, there has

been high demand for lateral hires and
experienced bankers across mergers &
acquisitions, cross border and syndication/
global capital markets. On the buy side,
most of the hiring within the asset
management sector has been product
focused. As fixed income products are still
quite popular for institutional investors,
many of the major foreign asset
management firms are looking for junior
to mid-level fixed income product
specialists able to support the sales team.
Meanwhile, corporate banks remain
cautious about taking on additional
headcount. New vacancy volume has been
low, although relationship management
continues to be a growing area.
A slowdown in frontline business has

made commercial and corporate banking
relationship management vacancies tough
to fill as the sector is losing candidates to
alternative career options such as client
due diligence or onboarding roles and
even to private banking.
Meanwhile, salary levels for roles on the
front-line remain steady with employers
cautious about inflating salaries.
JAPAN
In 2015 we saw another year where
demand for experienced bilingual
Japanese/English speakers in banking &
financial services was high but candidate
supply low across all sectors, whether it
be securities or asset management.
The compliance market in Tokyo also
remains quite active with hiring focused
on traditional second line of defence roles.
Similarly, we have seen an increase in
recruiting activity within the product
control area with more firms searching for
experienced candidates.
In contrast the market risk space has been
relatively quiet. Most firms filled their
headcounts last year in preparation for
many of the regulatory requirements now
set in place.
Demand for
relationship managers
in private, commercial
and retail banking
continues to be high
in Hong Kong

Malaysia has been preparing for the
growth of the private banking and global
markets segments which is driving demand
for relationship managers, product
developers and compliance professionals.
Talks about the Trans-Pacific Partnership
and ASEAN Banking Integration
Framework are starting to create more
demand for trade and cash professionals
as well as cross-border banking sales and
product development candidates.
Demand within legal, compliance and risk
is also on the rise due to new guidelines
being vetted by the Central Bank. This
includes the implementation of the
Foreign Exchange Administration Act,
Foreign Account Tax Compliance Act,
Payment Acts, Sanctions and many others.
Candidates experienced in these areas will
be in demand as banks look to tighten
their governance functions.
Malaysia is imposing new Basel III capital
adequacy rules that will apply to banks
and financial holding companies effective
1st January 2019 causing these entities to
strengthen their capital framework. Due to
this, hiring for related functions such as
Capital Adequacy Planning, ICAAP
projects and Basel III reporting are
expected to increase in 2016.
Malaysia enjoys a flourishing asset
management industry, with leading fund
managers experiencing rapid asset growth
as locals continue to pour more money
into pension and mutual funds. Shariah
compliant investment has also had a lot of
buy-in from investors. There is a consensus
that the growth of asset management is
only stifled by its heavy reliance on sales
agencies and bank branches as the main
distribution channels. More demand is
expected for business strategists and
investment risk professionals to restructure
and support this growth.
SINGAPORE
Over the next year we expect private
banking to be the strongest area of
recruitment demand in Singapores banking
and financial services sector. In the front
office, relationship management roles will
lead the way with demand increasing
particularly for those candidates with strong

networks. Employers are expected to
respond to candidate shortages by offering
higher salaries.
In general, salary movement within
Singapores banking and financial services
sector was fairly flat in 2015 as the market
underwent a period of consolidation with
many firms holding salary and headcount
levels in place across various areas.
Despite this, we did see salary increases in
certain areas such as compliance, where
there was a need to expand capabilities to
meet regulatory demands. Risk and
compliance will continue to be an area of
recruitment demand in 2016. This is expected
to be a constant long-term trend as the
banking sector faces continual challenges in
the form of government regulations.
In 2015, we also saw higher salaries paid to
hard to find top talent such as corporate
banking relationship managers, a challenge
employers will face again in 2016.
Meanwhile, middle office and back office
salaries should remain fairly stable at least
for the first half of 2016. We have seen a mix
of offshoring as well as onshoring in this
area, which has enabled those candidates
that lost a job due to redundancy to pick up
a new role. As a result, supply and demand
has remained balanced.
Demand within legal,

compliance and risk is
on the rise in Malaysia
due to new guidelines
being vetted by
the Central Bank
SALARY INFORMATION: BANKING & FINANCIAL SERVICES
MALAYSIA

FRONT OFFICE
CORPORATE FINANCE, M&A, ECM/DCM
Analyst
Associate
Vice
President
Director
China
250 - 500
500 - 750
750 - 1,200
1,200 - 2,000 1,800 +
Hong Kong
480 - 720
600 - 960
960 - 1,600
1,600 - 2,000 2,000 +
Japan
7.5 - 8.5
8.5 - 13
14 - 20
20 - 35
35 +
Malaysia
36 - 60
60 - 108
108 - 168
168 - 216
216 - 300
Singapore
70 - 90
90 - 130
130 - 220
220 - 350
350 +
ASSET MANAGEMENT
Sales
Senior Sales
Head of Sales Junior Trader Trader
China
240 - 360
360 - 700
700 - 1,000
400 - 600
600 - 800
Hong Kong
660 - 900
900 - 1,200
1,200 - 1,800
960 - 1,500
1,500 +
Japan
6 - 10
10 - 15
15 - 20
7.5 - 11
11.5 - 16
Malaysia
60 - 84
84 - 121
144 - 276
42 - 72
72 +
Singapore
40 - 60
60 - 100
100 - 130
60 - 80
80 +
Research
Analyst
Snr Research Head of

Analyst
Research
Assistant
Fund
Fund Manager Manager
Chief Fund
Manager
China
240 - 360
360 - 600
600 - 900
400 - 700
600 - 1,000
1,000 +
Hong Kong
300 - 420
480 - 720
780 - 1,200
660 - 1,020
1,020 - 1,400
1,400 - 2,100
Japan
7 - 11
10 - 16
15 - 25
8 - 12
10 - 18
18 - 25
Malaysia
60 - 84
77 - 111
144 - 324
144 - 180
180 - 240
240 - 300
Singapore
60 - 80
80 - 130
130
130 - 150
150 - 175
175 - 250
PRIVATE EQUITY
Analyst
Associate
Vice
President
Director
Managing
Director
China
250 - 360
360 - 600
600 - 1,500
1,500 - 2,500 2,000 +
Hong Kong
600 - 1,020
420 - 600
1,020 - 1,400
1,400 - 2,200 2,200 +
Japan
8 - 13
10 - 15
15 - 25
20 - 30
30 +
Malaysia
91 - 113
113 - 170
144 - 216
204 - 270
270+
Singapore
70 - 100
100 - 150
150 - 180
180 - 250
250 +
HEDGE FUND - INVESTMENT
Analyst
Associate
VP
Assistant
Fund
Fund Manager Manager
China
250 - 360
360 - 600
600 - 800
650 - 900
1,000 +
Hong Kong
500 - 700
700 - 1,000
1,000 - 1,350
1,200 - 1,500
1,500 - 3,000
Japan
8 - 13
13 - 16
16 - 26
10 - 15
20 +
Malaysia
40 - 54
54 - 108
108 - 156
156 - 228
228 - 264
Singapore
80 - 110
110 - 140
140 - 180
180 - 250
250 +
NOTES
Salaries are annual and represented in local currencies

stated in millions
Typical benets on top of salaries stated include

performance based bonuses
Managing
Director

FRONT OFFICE
HEDGE FUND - EXECUTION
Risk Analyst
Quantitative
Risk Manager Analyst
Snr Quantitative
Analyst
Trader
Senior
Trader
China
500 - 800
800 - 1,200
1,000 +
500 - 1,000 + 500 - 800
600 - 1,000 +
Hong Kong
400 - 700
720 +
1,000 +
1,500 +
400 - 800
800 +
Japan
10 - 12
12 - 15
12 - 15
15 - 25
15 - 25
20 - 30 +
Malaysia
40 - 72
72 - 114
114 - 168
168 - 216
216 - 288
288 +
Singapore
80 - 100
100 - 150
150 - 200
130 - 150
150 - 220
220 +
GLOBAL MARKETS
Junior Trader Trader
Senior Trader Desk Head
Quantitative
Analyst
Quantitative
VP
China
250 - 400
800 - 1,500
300 - 500
500 - 800
400 - 800
1,500 +
Hong Kong
300 - 540
600 - 1,200
1,200 - 2,500 2,500 +
600 +
850 +
Japan
8 - 11.5
12 - 20
20 - 30
30 - 40
8 - 12
12 - 20
Malaysia
72 - 91
90 - 150
150 - 276
276 +
120 - 180
180 - 240
Singapore
55 - 70
80 - 180
175 - 250
250 +
130 - 150
150 - 220
Quantitative
Director
Quantitative
MD
Associate
Structuring
VP
Structuring
Director
Structuring
MD
Structuring
China
800 - 1,500
1,500 +
300 - 500
500 - 800
800 - 1500
1,500 +
Hong Kong
1,200 +
N/A
500 - 800
850 - 1,000
1,400 - 1,600 1,800 +
Japan
20 - 30
30 +
10 - 14.5
15 - 22
22 - 30
Malaysia
240 - 384
420 +
84 - 138
138 - 192
192 - 340
340 +
Singapore
220 - 300
300 +
90 - 130
130 - 220
220 - 350
350 +
FINANCIAL MARKETS SALES,

INSTITUTIONAL, CORPORATE,
RESEARCH, HEDGE FUNDS
Associate
Vice
President
Director
Managing
Director
China
300 - 500
500 - 1,200
1,200 - 2,000 2,000 +
Hong Kong
660 - 1,000
1,000 - 1,600 1,600 - 2,000 2,000 +
Japan
10 - 14
15 - 22
22 - 30
30 +
Malaysia
112 - 144
144 - 228
228 - 312
312 +
Singapore
90 - 130
140 - 220
220 - 300
300 +
RESEARCH/STRATEGY
(FICC & EQUITY)
Analyst
Associate
Vice
President
Director
Managing
Director
China
250 - 360
360 - 600
600 - 800
800 - 1,200
1,200 +
Hong Kong
360 - 600
600 - 840
840 - 1,500
1,500 - 2,100
2,100 +
Japan
8 - 10
10 - 15
15 - 22
22 - 35
35 +
Malaysia
48 - 72
72 - 144
144 - 180
180 - 300
300 +
Singapore
70 - 90
100 - 150
150 - 200
200 - 300
300 +
NOTES

stated in millions

30 +

FRONT OFFICE
CORPORATE BANKING
Assistant
Relationship
Manager
Relationship
Manager
Senior
Relationship
Manager
Team Head
Department
Head
China
150 - 200
250 - 360
360 - 800
600 - 900
900 - 1,500
Hong Kong
200 - 300
300 - 600
600 - 900
900 - 1,300
1,300 +
Japan
6-9
10 - 14
15 - 18
18 - 22
22 +
Malaysia
75 - 100
100 - 140
140 - 220
220 - 280
280 +
Singapore
60 - 80
80 - 130
130 - 220
220 - 250
250 +
COMMERCIAL BANKING
Assistant
Relationship
Manager
Relationship
Manager
Senior
Relationship
Manager
Team Head
Department
Head
China
100 - 200
200 - 300
300 - 480
480 - 800
800 - 1,200
Hong Kong
180 - 300
300 - 550
550 - 700
700 - 1,000
1,000 +
Japan
5-7
8 - 12
13 - 15
15 - 20
20 +
Malaysia
48 - 70
70 - 108
108 - 144
144 - 190
190 - 240
Singapore
50 - 70
70 - 120
120 - 150
150 - 200
200 +
SME BANKING
Assistant
Relationship
Manager
Relationship
Manager
Senior
Relationship
Manager
Team Head
Department
Head
China
80 - 150
150 - 240
240 - 360
360 - 600
600 - 1,000
Hong Kong
180 - 250
250 - 500
500 - 600
600 - 900
900 +
Japan
5-7
8 - 11
12 - 15
14 - 18
19 +
Malaysia
48 - 66
66 - 108
108 - 140
140 - 180
180 +
Singapore
50 - 70
70 - 120
120 - 150
150 - 200
200 +
FINANCIAL INSTITUTIONS BANKING
Assistant
Relationship
Manager
Relationship
Manager
Senior
Relationship
Manager
Team Head
Department
Head
China
120 - 240
240 - 480
480 - 720
720 - 1,200
1,200 +
Hong Kong
200 - 300
300 - 600
600 - 900
900 - 1,300
1,300 +
Japan
6-9
10 - 14
15 - 18
18 - 22
22 +
Malaysia
72 - 100
100 - 144
138 - 220
220 - 280
280 +
Singapore
60 - 80
80 - 130
130 - 200
200 - 250
250 +
TRANSACTION BANKING
(CASH MANAGEMENT, TRADE FINANCE,
PROJECT & EXPORT FINANCE)
Assistant
Relationship
Manager
Relationship
Manager
Senior
Relationship
Manager
Team Head
Department
Head
China
120 - 240
240 - 360
360 - 600
600 - 1,200
1,200 +
Hong Kong
200 - 300
300 - 600
600 - 900
900 - 1,300
1,300 +
Japan
6-9
10 - 14
15 - 18
18 - 22
22 +
Malaysia
38 - 60
60 - 120
120 - 180
180 - 216
216 +
Singapore
60 - 80
80 - 130
130 - 200
200 - 250
250 +
NOTES

stated in millions


FRONT OFFICE
Premier Banking
Relationship
Manager
Private Banking
Client Services
Officer
450 - 650
200 - 350
260 - 360
480 - 720
360 - 600
300 - 450
7 - 11
10 - 12
8 - 12
7-9
Malaysia
60 - 90
90 - 144
144 - 172
156 - 240
Singapore
34 - 42
42 - 58
80 - 85
42 - 58
Private Banking
Relationship
Manager
Senior Private Banking

Relationship
Manager
Sales Manager
Sales Director
China
300 - 480
480 - 750
360 - 550
400 - 700
Hong Kong
500 - 1,000
1,200 - 3,000
600 - 1,200
1,200 +
Japan
8 - 12
12 - 15
15 - 18
18 +
Malaysia
78 - 120
120 - 186
186 - 236
236 - 320
Singapore
60 - 150
150 - 250
70 - 100
120 - 180
FINANCIAL PLANNING &

WEALTH MANAGEMENT
Wealth Manager
Senior Wealth
Manager
China
280 - 400
Hong Kong
300 - 480
Japan
MIDDLE OFFICE
CREDIT RISK
Analyst
Associate
AVP
China
120 - 240
240 - 360
360 - 600
600 - 1,200
1,200 +
Hong Kong
N/A
400 - 600
720 - 900
900 - 1,200
1,200 +
Japan
7-9
9 - 11
11 - 15
15 - 20
20 +
Malaysia
72 - 108
108 - 132
132 - 180
180 - 276
276 +
Singapore
60 - 90
90 - 100
100 - 135
135 - 220
220 +
MARKET RISK
Analyst
Associate
AVP
Vice President
Director
China
120 - 240
240 - 360
360 - 600
600 - 960
960 +
Hong Kong
180 - 300
320 - 480
480 - 720
720 - 960
1,080 +
Japan
7-9
9 - 12
13 - 15
15 - 20
20 +
Malaysia
78 - 112
108 - 156
150 - 210
210 - 276
276 +
Singapore
60 - 90
90 - 100
100 - 135
135 - 220
220 +
OPERATIONAL RISK
Analyst
Associate
AVP
Vice President
Director
China
120 - 240
240 - 360
360 - 600
600 - 1,080
1,080 +
Hong Kong
260 - 380
380 - 650
650 - 900
900 - 1,010
1,010 +
Japan
6.5 - 8
8 - 10
11 - 14
15 - 20
20 +
Malaysia
70 - 78
78 - 132
132 - 180
180 - 276
276 +
Singapore
60 - 80
80 - 110
110 - 140
150 - 220
220 +
NOTES

stated in millions

Vice President
Director

MIDDLE OFFICE
COMPLIANCE
Analyst
Associate
AVP
Vice President
Director
China
120 - 240
240 - 360
360 - 600
600 - 1,200
1,200 +
Hong Kong
260 - 380
380 - 650
650 - 900
900 - 1,010
1,010 +
Japan
7-9
9 - 13
13 - 15
15 - 20
20 +
Malaysia
60 - 84
84 - 132
132 - 180
180 - 240
240 +
Singapore
60 - 85
85 - 115
115 - 145
150 - 220
220 +
TRADE SUPPORT
Analyst
Associate
AVP
Vice President
Director
China
120 - 240
240 - 360
360 - 600
600 - 840
840 +
Japan
6-8
8 - 10
10 - 14
15 - 20
20 +
Malaysia
54 - 72
72 - 120
120 - 156
156 - 216
216 +
Singapore
50 - 70
70 - 90
90 - 120
120 - 200
200 +
COLLATERAL MANAGEMENT/
CLIENT VALUATIONS
Analyst
Associate
AVP
Vice President
Director
China
120 - 240
240 - 360
360 - 600
600 - 840
840 +
Japan
6-8
8 - 10
10 - 14
15 - 20
20 +
Malaysia
60 - 72
72 - 120
120 - 156
156 - 216
216 +
Singapore
50 - 70
70 - 90
90 - 130
130 - 200
200 +
CHANGE MANAGEMENT/
PROJECT MANAGEMENT
Head of Project
Business Analyst Project Manager Management
China
120 - 360
360 - 720
720 +
Japan
8 - 12
13 - 18
20 +
Malaysia
72 - 144
144 - 264
264 +
Singapore
60 - 130
130 - 200
220 +
ASSET MANAGEMENT
Product
Manager
Senior Product
Manager
Client Service/
Reporting
Specialist
Client Service/
Reporting
Manager
Head of Client
Service/
Reporting
China
N/A
N/A
N/A
480 - 840
840 +
Hong Kong
600 - 780
780 - 960
480 - 720
720 - 960
960 +
Japan
7 - 11
10 - 18
8 - 10
10 - 12
12 - 15
Malaysia
78 - 138
138 - 240
108 - 156
156 - 216
216 +
Singapore
80 - 130
130 - 200
80 - 130
130 - 180
200 - 220
NOTES

stated in millions


MIDDLE OFFICE
PERFORMANCE MEASUREMENT/
INVESTMENT RISK
Associate/AVP
Vice President
Head
China
240 - 600
600 - 960
960 +
Japan
8 - 12
10 - 16
15 - 22
Malaysia
120 - 180
180 - 300
300 +
Singapore
100 - 150
150 - 200
200 - 250
TRANSACTION BANKING CLIENT SERVICE
Officer
Associate
AVP
Vice President
Director
China
120 - 240
240 - 360
360 - 600
600 - 1,080
1,080 +
Hong Kong
180 - 300
300 - 420
420 - 540
540 - 660
660 +
Japan
6 - 7.5
8 - 10
10 - 13
13 - 18
18 +
Malaysia
48 - 78
80 - 120
120 - 150
150 - 216
216 - 340
Singapore
50 - 60
60 - 90
90 - 130
130 - 200
200 +
TRANSACTION BANKING
IMPLEMENTATION
Officer
Associate
AVP
Vice President
Director
China
120 - 240
240 - 360
360 - 600
600 - 1,080
1,080 +
Hong Kong
228 - 300
300 - 420
420 - 600
600 - 800
800 - 1,050
Japan
6 - 7.5
8 - 10
11 - 13
14 - 18
18 +
Malaysia
48 - 78
78 - 132
130 - 150
150 - 220
220 +
Singapore
50 - 70
80 - 130
130 - 150
150 - 220
220 - 300
INVESTMENT CONSULTANT
Analyst
Associate
Manager
China
240 - 360
360 - 480
500 +
Hong Kong
240 - 360
360 - 480
500 - 1,200
Malaysia
54 - 72
72 - 162
162 +
Singapore
60 - 100
100 - 150
150 +
PRODUCT MANAGEMENT
Analyst
Associate
Senior Associate/
Manager
China
220 - 320
300 - 360
360 - 480
Japan
6-7
8 - 10
10 - 11
Malaysia
60 - 84
84 - 156
144 - 204
Singapore
50 - 70
70 - 100
100 - 180
NOTES

stated in millions


BACK OFFICE
CORPORATE ACTIONS/SETTLEMENTS
Analyst
Associate
AVP
VP
Director
China
120 - 240
240 - 300
300 - 500
500 - 800
800 +
Hong Kong
320 - 400
N/A
N/A
N/A
750 - 1,100
Japan
6-8
8 - 10
10 - 13
13 - 17
15 - 18
Malaysia
42 - 72
72 - 108
108 - 150
150 - 200
200 +
Singapore
40 - 60
60 - 80
80 - 110
110 - 180
180 +
DOCUMENTATION/KNOW YOUR CLIENT/

CLIENT ONBOARDING
Analyst
Associate
AVP
VP
Director
China
120 - 240
240 - 300
300 - 500
500 - 800
800 +
Hong Kong
260 - 380
400 - 650
650 - 900
900 - 1,200
1,200 +
Japan
6 - 7.5
8 - 10
10 - 13
13 - 18
18 +
Malaysia
54 - 78
78 - 102
102 - 150
150 - 180
180 - 264 +
Singapore
50 - 70
70 - 90
90 - 120
120 - 220
220 +
BANKING OPERATIONS
(TREASURY OPS, MM, FX)
Officer
Associate
AVP
VP
Director
China
180 - 240
240 - 300
300 - 500
500 - 800
800 +
Japan
6 - 7.5
8 - 10
10 - 13
13 - 17
18 +
Malaysia
54 - 78
78 - 102
102 - 150
150 - 180
180 - 264 +
Singapore
40 - 60
60 - 80
80 - 120
120 - 200
200 +
TRANSACTION BANKING OPERATIONS
Officer
Associate
AVP
VP
Director
China
120 - 240
240 - 300
300 - 500
500 - 800
800 +
Hong Kong
180 - 300
300 - 420
420 - 540
540 - 660
660 +
Japan
6 - 7.5
8 - 10
10 - 13
13 - 17
18 +
Malaysia
55 - 78
78 - 114
100 - 150
150 - 225
225 +
Singapore
50 - 70
70 - 90
90 - 120
120 - 200
200 +
LOAN ADMINISTRATION/CREDIT OPERATION
Officer
Associate
AVP
VP
Director
China
120 - 240
240 - 300
300 - 500
500 - 800
800 +
Japan
6 - 7.5
8 - 10
10 - 13
13 - 17
18 +
Malaysia
48 - 60
60 - 108
108 - 150
150 - 180
180 - 325
Singapore
40 - 60
60 - 90
90 - 130
130 - 200
200 +
FUND OPERATIONS
Administrator
Senior
Administrator
Manager
Business
Development
Manager
General
Manager
China
240 - 350
350 - 500
500 - 700
700 - 1,000
1,000 +
Hong Kong
250 - 350
380 - 480
480 - 840
800 - 1,100
1,000 - 1,400
Japan
6-8
8 - 10
10 - 12
8 - 12
15 +
Malaysia
52 - 72
72 - 96
96 - 156
110 - 216
216 +
Singapore
40 - 55
55 - 80
80 - 120
120 - 200
200 +
NOTES

stated in millions


RETAIL
BRANCH MANAGEMENT
Branch
Sub Branch Manager Manager
Regional/
District Manager
China
360 - 480
960 - 1,500
480 - 960
Hong Kong
520 - 720
620 - 800
700 - 900
Japan
N/A
10 - 12
13 +
Malaysia
60 - 100
100 - 160
160 - 240
Singapore
N/A
50 - 75
80 - 110
OPERATIONAL BRANCH STAFF
Teller
Supervisor
Operations Manager
China
60 - 120
120 - 240
240 - 360
Hong Kong
100 - 150
200 - 250
250 +
Japan
3-4
5-8
8 - 10
Singapore
20 - 30
42 - 47
60 - 100
RELATIONSHIP MANAGEMENT
Assistant
Relationship
Relationship Manager Manager
Senior Relationship
Manager
Sales Manager
China
120 - 240
180 - 300
240 - 480
360 - 600
Hong Kong
300 - 350
420 - 540
576 - 720
780 - 950
Japan
5-7
8 - 11
11 - 14
14 - 18
Malaysia
75 - 130
130 - 190
190 - 250
250 +
Singapore
60 - 100
100 - 150
150 - 200
180 +
MORTGAGE SPECIALIST
Specialist
Senior Specialist
Team Head
Region Head
China
120 - 240
180 - 300
300 - 600
600 +
Hong Kong
180 - 240
240 - 360
360 - 600
800 +
Japan
4-6
6-8
9 - 11
12 +
Malaysia
78 - 108
108 - 180
180 - 264
264 - 420
Singapore
60 - 80
80 - 100
120 - 150
180 +
INSURANCE AND INVESTMENT SPECIALIST Specialist
Senior Specialist
Team Head
Region Head
China
120 - 240
180 - 300
300 - 600
600 +
Hong Kong
180 - 280
360 - 500
700 - 850
1,000 +
Japan
4-6
6-9
9 - 12
13 +
Malaysia
90 - 120
120 - 190
190 - 280
280 +
Singapore
60 - 80
80 - 100
120 - 150
180 +
NOTES

stated in millions

CONSTRUCTION & ENGINEERING
CHINA
SALARY INFORMATION: CONSTRUCTION & ENGINEERING
Employers in Chinas construction and

engineering industry took a conservative
approach to hiring and salary increases in
2015, largely in response to weakening
investor sentiment in the property sector.
Previous skills shortages in the industry
have eased noticeably and the local talent
pool has largely been able to meet the
hiring demands of employers. As a
consequence, most organisations display a
strong preference to reduce their overall
reliance on expatriate labour, only looking
to international candidates when filling
roles that require niche skill sets.
Confidence remains strong that investment
in infrastructure projects will be a key pillar
supporting Chinas drive for a sustainable
rate of economic growth over the mediumterm. Road, rail and pipeline projects in
Chinas central and western regions should
create strong demand for construction
professionals, although employers will need
to consider the capabilities of the local
talent pool to meet this demand. Where
local talent is not sufficient, employers will
need to consider relocating experienced
candidates from tier 1 cities, creating good
opportunities for construction professionals
that are willing to relocate.
Finally, as China plays an increasingly
important role in developing international
infrastructure, particularly in South East
Asia, opportunities for Chinese nationals
to take on international assignments and
secondments should increase, further
enhancing their skills in the process.
HONG KONG
The engineering and construction industry
enjoyed another exciting year in 2015 with
some massive positive shifts starting to
take place in the recruitment market.
As the mega projects in Macau start to
reach completion the consultancy space is
now increasingly looking toward public
sector spending to lead the way in fees.
The coming year is set to see Hong Kongs
massive third runway airport project
become one of the largest infrastructure
projects in the world. The HK $141.5 billion
project will no doubt create a significant
spike in hiring requirements for all
infrastructure related disciplines.
Companies are already offering highly

attractive salaries to secure the best
candidates for the installation of
commercial, residential and fit out projects.
This lift in demand applies across all
services including mechanical, electrical,
fire services, plumbing and drainage.
Engineers and construction personnel with
healthcare experience are also becoming
heavily in demand in Hong Kong as a
number of facility projects start to come
online for approval. The water
infrastructure market is also back on track
and candidates with water and waste
water treatment facility experience are in
strong demand once again. Sustainability
expertise also remains high on the list of
skills companies want to acquire.
In addition, Revit skills are becoming more
attractive to companies as an increasing
number of clients follow the trend in
Europe, America and Australia and start to
design projects using Building Information
Modelling (BIM).
MALAYSIA
Bearish market sentiment in Malaysia,
especially in the construction and
engineering sector, has taken its toll on
large developers across the country.
Market conditions are being influenced by
several factors including the weakening
value of the Ringgit, the ongoing 1Malaysia
Development Bhd (1MDB) investment fund
saga, the downtrend in oil prices, tight
fiscal budget measures and the
implementation of a goods and services
tax (GST). These factors have all indirectly
affected operation costs on construction
projects as well as public confidence in all
ongoing projects.
The Malaysian government announced a
number of mega projects in its 2015
budget signalling a brighter 2016.
However, the overall economic outlook
remains uncertain resulting in many
companies in the construction sector
adopting a wait and see approach. In
addition, most organisations are looking at
internal restructures to enable them to
redeploy their current levels of staffing for
ongoing projects.
While all this sounds very challenging, we
are seeing recruitment activity. The roles
most often in demand include highly

skilled technical senior project managers
or general managers.
Salaries offered to candidates to take these
roles are usually not more than 20 per cent
higher than their previous salary. Project
managers with architectural backgrounds
are also in demand to be responsible for
the interior fit outs on high-end large-scale
property developments.
SINGAPORE
Singapores private sector building
construction market is attracting lower
than expected foreign and local
investment and is therefore expected to
remain sluggish in the year ahead.
This is creating fewer new developments
within the commercial, residential and
retail property sectors and hence fewer
jobs in these areas. Where we typically
saw a buoyant level of recruitment for
quantity surveyors, construction managers,
site managers and design engineers in
recent years, these employees are unlikely
to see as many opportunities in the
building market during 2016 and salary
increases are expected to be marginal.
Road, rail and pipeline

projects in Chinas
central and western
regions should create
strong demand
for construction
professionals

On the bright side, the public housing
recruitment market remains very
competitive making it a good place for
contractors to hunt for a new opportunity.
As a result, we expect to see candidate
movement from the private sector to the
public housing sector in 2016.
Employers value pre-contracts skills from a
pricing perspective and with many
companies currently going through project
execution, contracts managers with
comprehensive communication skills and a
solid understanding of local and
international forms of contracts are in
demand. In addition, a well rounded
construction manager with experience in
seeing projects through from
implementation to temporary occupation
permit (ToP) are likely to receive strong
interest from multiple employers.
lack of Singapore and LTA-specific

experience but who are now more
experienced while maintaining reasonable
salary expectations.
The increased requirements from the
authorities for key positions will see more
demand for these roles. However, employers
will find hiring the rest of their team easier
given there are only 13 contracts involved
giving them greater access to and selection
of the candidate pool.
The infrastructure market has remained

steady with the Singapore government
continuing to invest and grow the rail
system. Continued work on the Thomson
Line contract (comprising 25 contracts)
throughout the year required a steady
stream of candidates particularly at the
junior levels where there is more staff churn.
During the second half of the year,

companies geared up for the upcoming
tender of the East Coast Line consisting of 13
contracts to be awarded by the start of 2016.
With existing local companies placing
more emphasis on civil and infrastructure
projects, the level of competition in the
struggling building market is higher than
ever. Adding to their woes, the Singapore
government has invited European
contractors to tender believing they can
offer cost benefits due to slowing local
conditions in their own regions. We can
expect margins for these tenders to be
increasingly thin. These conditions will see
increased demand for candidates who
were previously underpaid due to their
The infrastructure
market has remained
steady with the
Singapore government
continuing to
invest and grow
the rail system
SALARY INFORMATION: CONSTRUCTION & ENGINEERING
Candidates with Land Transport Authority

(LTA) project experience are in demand
from companies that dont want to spend
time training up new staff or managing the
teething issues of staff dealing with the LTA
for the first time. Unfortunately due to
strong competition for projects, contractors
tendered and won business based on small
margins so budgets have not always
stretched to hiring experienced staff.

CONSTRUCTION CIVIL
Foreperson
Site Engineer
Project Engineer Design Manager Project Manager
China
N/A
N/A
150 - 220
325 - 550
325 - 700
Hong Kong
N/A
360 - 540
360 - 540
420 - 600
540 - 960
Malaysia
N/A
N/A
N/A
N/A
96 - 130
Singapore
50 - 80
60 - 75
65 - 90
100 - 140
105 - 150
Senior Project
Manager
Construction
Manager
Resident
Technical Officer Planner
Estimator
China
400 - 800
240 - 550
N/A
150 - 360
150 - 480
Hong Kong
720 - 1,200
800 +
N/A
480 - 840
600 - 960
Malaysia
N/A
80 - 120
N/A
N/A
N/A
Singapore
125 - 200
90 - 120
55 - 80
60 - 120
120 - 240
Contracts Administrator/
Quantity Surveyor - Entry-level
Quantity Surveyor - Senior
China
96 - 180
180 - 360
Hong Kong
240 - 360
360 - 600
Singapore
60 - 85
70 - 125
CONSTRUCTION BUILDING
Foreperson
Site Engineer
Project
Engineer
Design
Manager
China
N/A
140 - 260
140 - 260
300 - 600
Hong Kong
N/A
350 - 500
500 - 600
650 - 950
Malaysia
N/A
54 - 78
78 - 90
N/A
Singapore
55 - 75
60 - 70
70 - 90
100 - 125
Senior Project
Project Manager Manager
Construction
Manager
Planner
Estimator
China
500 - 800
600 - 1,000
400 - 600
400 - 550
350 - 600
Hong Kong
590 - 840
720 - 1,000
720 - 1,200
480 - 830
390 - 840
Malaysia
120 - 180
N/A
90 - 150
N/A
N/A
Singapore
103 - 125
120 +
105 - 115
85 - 100
150 +
China
Quantity Surveyor - Entry-level
Quantity Surveyor - Senior
120 - 240
300 - 600
Hong Kong
240 - 360
420 - 840
Singapore
55 - 70
70 - 95
HVAC Engineer
MEP Engineer
Healthcare Planner
China
120 - 300
150 - 360
600 - 1,000
Hong Kong
300 - 420
300 - 420
N/A
Singapore
60 - 85
70 - 90
N/A
NOTES

Project
Manager
Business
Development
Manager
Development
Director
CONSTRUCTION DEVELOPMENT
Development
Manager
China
400 - 600
400 - 780
300 - 600
600 +
Hong Kong
640 - 1,200
650 - 950
540 - 830
1,100 +
Malaysia
96 - 144
N/A
N/A
N/A
Singapore
N/A
115 - 170
120 - 180
N/A
DESIGN CONSULTANCY
- BUILDING SERVICES
CAD Design
Drafter
CAD Manager
Graduate
Design
Design Engineer Engineer
Senior
Design Engineer
China
N/A
220 - 500
N/A
200 - 330
300 +
Hong Kong
216 - 240
350 - 530
180 - 270
288 - 420
420 - 600
Singapore
35 - 50
48 - 60
36 - 42
54 - 72
72 - 96
Principal
Project
Design Engineer Manager
Associate/
Principal/
Resident
Engineer
China
370 - 450
370 - 550
600 - 900
1,000 +
320 - 550
Hong Kong
585 - 780
520 - 975
650 - 1,040
1,000 +
400 - 780
Singapore
100 +
78 - 102
100 - 126
180 +
84 - 120
DESIGN CONSULTANCY
- CIVIL & STRUCTURAL
CAD Design
Drafter
CAD Manager
Graduate
Design
Design Engineer Engineer
Senior
Design Engineer
China
N/A
250 - 350
130 - 200
240 - 400
200 - 300
Hong Kong
216 - 240
350 - 550
180 - 270
288 - 450
450 - 700
Singapore
33 - 48
48 - 60
36 - 42
54 - 72
72 - 96
Principal
Project
Design Engineer Manager
Associate/
Principal/
Resident
Engineer
China
300 - 450
350 - 600
350 - 500
400 - 650
250 - 400
Hong Kong
550 - 800
450 - 975
720 - 1,000
1,000 +
400 - 780
Malaysia
N/A
N/A
N/A
N/A
72 - 108
Singapore
100 +
90 - 108
100 - 126
180 +
84 - 120
NOTES
CONTACT CENTRES
SINGAPORE
Singapore continues to grow as a major
hub for contact centres in the Asia Pacific
region. In 2015 we saw an increased use of
contact centres by ecommerce and travel
industry companies and we predict 2016
will be another year of growth. The types
of companies tipped to increase their use
of contact centres include consumer goods,
travel, insurance and ecommerce. Whilst
some centres are investigating offshoring
to neighbouring countries, call centre
operations serving as a regional operation
are planning to stay put in Singapore.
SALARY INFORMATION: CONTACT CENTRES
Contact centre recruitment trends in

Singapore have always focused on bulk or
volume hiring, to help employers fulfil large
expansion plans and establish new

operations. However, employers here have
also always been very particular about the
candidates they hire even when faced with
a candidate short market. When it comes
to a new recruit, employers focus their
attention on the synergy and best practice
a candidate can bring to a team. A more
rigorous interview process involving
psychometric and personality tests is now
common practice for employers in
Singapore to help them assess a
candidates suitability and potential fit to a
role and a team. With such a competitive
market for talent, employers are constantly
reviewing their working hours, allowances
and basic salary offering to ensure they
can attract and retain top talent.
In other trends, a role that more employers

are looking to fill is Head of Operations or
Operations Manager. However, employers
have a limited candidate pool in Singapore
to choose from and are starting to
consider relevant candidates from
neighbouring countries. In addition to
filling support roles internally such as
trainers, quality assurance and workforce
roles, employers are becoming more
receptive to recruiting externally for other
roles. Service delivery and project
management candidates are particularly
sought after in the market as many
employers are looking to review and
improve contact centre processes.
Team Leader
Training
Team Manager
Manager/
Senior Manager
Singapore
36 - 42
42 - 54
60 - 72
90 - 120
INSURANCE
Telesales
Customer Service
Officer/Senior
Customer Service
Team Leader
Manager
Singapore
22 - 42
30 - 42
42 - 54
66 - 84
HOSPITALITY & TRAVEL
Customer Service
Officer/Senior
Team Manager
Manager
Senior Manager
Singapore
28 - 36
42 - 55
60 - 72
85 - 102
TELEMARKETING
Officer
Team Leader
Assistant Manager
Manager
Singapore
26 - 33
33 - 42
54 - 66
72 - 100
TELECOMMUNICATIONS
Customer Service
Officer
Team Leader
Customer Service
Executive
Manager
Singapore
26 - 32
36 - 48
48 - 60
84 - 102
OTHERS
Customer Service
Officer/Senior
Team Leader
Assistant Manager
Manager/Senior
Manager
Singapore
25 - 35
42 - 50
65 - 70
78 - 120
NOTES

EDUCATION
Chinas education sector continues to

grow at a steady rate and we expect the
level of investment across the industry to
remain consistently strong in 2016.
In 2015, we saw the creation of several
new roles geared toward fostering further
development of the education system here
including strategic partnership roles and
project management. Most employers are
offering staff both competitive salary
packages and training opportunities to
keep them on board.
International K-12 and bilingual school
education continues to lead growth in the
sector and we expect these segments to
remain strong next year. To attract the best
talent, employers look set to increase
already competitive remuneration packages
in 2016 to attract professionals with
international education qualifications to fill
management and directorship roles as well
as roles at the Principal level. Employee

benefits in this sector include family
insurance and childrens schooling provided.
Foreign universities and business schools
continue to start up in China using a
residency-based education model while at
the same time most domestic tertiary
education institutions are growing their
international exchange programs. This
development has created the need for a wide
range of roles from program and academic
management to admissions and marketing.
We are also seeing growing investment in
online education by both education
organisations and internet enterprises
starting online education divisions.
Education enterprises in particular are
focused on further developing the
technology side of their products and
services to meet online education trends.
Recruitment activity has increased
creating demand for candidates with
strong knowledge of how to best combine

the traditional education model with an
off-campus learning model. Candidates in
demand include those with social media,
online sales and marketing, big data and
mobile applications expertise.
In publishing houses specialising in education
and in professional training centres,
employers are seeking candidates with B2B
and B2C expertise in targeting mass
consumer markets. Roles in demand include
sales, marketing, business development and
account management, with packages on
offer covering both base salary and
performance-based commissions or bonuses.
INTERNATIONAL/BILINGUAL/
MONTESSORI SCHOOLS
Subject
Teacher/
Academic
Head Teacher Director
Admissions
& Marketing Academic
Mgr/Director Principal
Administrative/
Operations Head
China
264 - 360
336 - 420
300 - 500
450 - 700
PUBLISHING HOUSES
ELT Teacher
Trainer
Territory Sales Publishing

/Account Mgr Manager
General
Manager
China
280 - 420
200 - 350
400 - 600
600 - 1,000
EDUCATION SERVICE PROVIDERS
Education/
School
Manager
Admissions/
Recruitment
Manager
Director
of Sales &
Marketing
Account/BD
Manager
Account/BD
Director
Marketing
Manager/
Director
China
200 - 350
240 - 400
750 - 1,200
250 - 450
500 - 900
300 - 800
UNIVERSITY/BUSINESS SCHOOLS
Executive
Director/
Dean
Career
Student
Development Marketing
University
Program
Administration
Mgr/Director Mgr/Director Representatives Mgr/Director Mgr/Director
China
600 - 1,200
300 - 600
240 - 650
PROFESSIONAL TRAINING CENTRES
Regional
Director
Centre
Director
Business
Student
Development Marketing
Services
Vice
Manager
Mgr/Director Mgr/Director President
China
600 - 1,000
260 - 450
300 - 700
NOTES
540 - 800
500 - 850
400 - 1,000
300 - 600
200 - 400
200 - 450
750 - 1,000
Salaries are representative of the base salary only
SALARY INFORMATION: EDUCATION
CHINA
FINANCE TECHNOLOGY
CHINA
Recruitment demand in Chinas finance
technology sector has been growing
consistently in recent years and the
pattern looks set to continue in 2016.
Employers span foreign multinationals,
Chinese-owned firms and a growing
number of new comers including smaller
local companies, global fund management
firms and trading ventures. China is a
primary market for offshore centres of
excellence used by big brands and
international investment banks to set up
technology centres.
SALARY INFORMATION: FINANCE TECHNOLOGY
Over the next year demand for

infrastructure technology professionals will
remain stable. We will continue to see a
modest increase in production support
roles as more companies view this function
as a cost effective inclusion in headcount.
However, most areas of candidate
demand will intensify with plenty of
competition between employers to secure
the best candidates.
We have seen rising demand for
candidates with core server side C++ and
Core Java skills. System programmers with
skills in scripting languages such as
Python, Perl and Shell Scripting and,
amongst big brand employers, Scala have
been in continuous demand since last year.
With positive hiring intentions, demand
will remain high for programmers and
developers with Core Java or C++ skills,
strong logical thinking abilities, algorithm
coding skills and the ability to build high
frequency trading systems.
Employers are using higher salaries to
target and poach candidates with
experience working with leading firms. Not
surprisingly, employers continue to
develop staff retention strategies to try
and ward off poachers. Finance
technology employers are facing an even
bigger challenge in the form of
competition for talent from Chinas
internet companies. We are seeing
candidate preferences shift to Chinas fast
growing and dynamic internet industry.
Available candidates are truly scarce. Bigger
brands are trying to overcome this challenge
by creating strong graduate programs that
include training and development.
Due to the shortage of experienced

candidates, finance technology employers
continue to consider candidates from
overseas, some even from non-Chinese
language backgrounds. However, as
recruiting from overseas is more expensive
and takes more time, candidates must
meet very specific criteria including prior
experience working in finance technology.
increasing volumes of business carried out

over the internet resulting in the need for
greater privacy protection. We note a
particular increase in the number of
security consultant roles available.
Candidates must have outstanding security
knowledge and good interpersonal skills as
these roles involve a lot of client-facing
work including presales consultations.
HONG KONG
JAPAN
One of the biggest trends in Hong Kongs

finance technology jobs market is the
growing demand for hybrid candidates
those candidates with a business and
technical background. As a result of cost
cutting, employers are looking for
candidates who can take on a role with
these dual responsibilities.
Finance technology salaries in Japan are

expected to increase in 2016 with the
greatest increases applying predictably to
the roles in highest demand.
Employers are also placing a high value on

candidates with well developed
interpersonal and communication skills
that enable them to work effectively with
internal stakeholders and external clients
to advise them on technical solutions.
There has been strong demand for
candidates in the development space,
especially at the mid to senior level. In
2015, we saw multiple institutions conduct
layoffs and offshore their development
resources. The developers remaining in
Hong Kong are at the senior level and
have strong interpersonal and
communication skills.
Contracting positions have made a strong
comeback with a steady increase in the
number of short-term contracts available.
The most common positions in this space
are within infrastructure however there are
now a wider variety of contract positions
available including senior contract roles.
Hong Kongs changing regulatory
environment is driving demand for
business analysts to assist financial
institutions to understand and comply
with new regulations as well as develop
tighter internal controls of regulatory
reporting and tracking.
We have also seen growing demand for IT
security specialists as cloud computing
continues to build. Those with credentials
such as CISSP, or cloud specific
certifications such as CCSP and CCSK, will
be well regarded. This demand is driven by
Several IT transformation programs that

have been running since last year are now
moving from the planning phase into the
implementation phase. This is likely to see
an increase in demand for hands-on roles
such as developers, quality assurance and
delivery managers in 2016. We are also
seeing increased demand for data
architects and managers who can work
with big data. Effective storage,
manipulation and analysis of large datasources are becoming critical to almost all
businesses within finance, so this will
continue to be a skill-set in hot demand.
A positive trend in the market has been a
return of onshore development and
support roles to Japan. Companies have
tried an offshore model for cost savings,
but came to realise that onshore models
provide better results.
Candidates with relevant experience in
software development life cycle (SDLC) and
the delivery of vendor solutions will remain
in high demand. Companies are seeing
long-term cost savings if they switch from
vendor managed systems and services to
in-house and custom-built client systems.
This approach is creating new projects and
hiring opportunities in the market.
A positive trend in
the market has been
a return of onshore
development and
support roles to Japan
FINANCE TECHNOLOGY
We are also seeing continued demand for

application support candidates,
infrastructure operations, business analysts
and project management roles. These
positions have been active across most
industries such as insurance, investment
banking and technology vendors in finance.
Contract hiring will remain strong
throughout 2016 as ongoing projects from
several major players in the market require
flexible hiring solutions. Hiring will
continue to grow in the service contracting
space too, rather than dispatch contracting
and this will eventually become the
mainstream type of contracting in the
finance technology industry.
MALAYSIA
Areas of the Malaysian finance technology
industry have slowed slightly but the
market remains positive overall with
significant areas of growth.
Government restrictions on hiring foreign
candidates and strict policies set by
Malaysias national bank, Bank Negara,
limiting the amount of international hires a
financial institution can make, continue to
create challenges for employers.
Requirements for industry experience and
domain knowledge is another factor
creating a general shortage of candidates.
The shortages are over-inflating some
salaries and stopping businesses from
achieving tight deadlines. Outsourcing
centres are still being used to overcome
the problem but cannot keep up with
demand. Candidate short areas include
Cobol, AS400, SAP, Life, POLISY and
General insurance systems, wealth
management, derivatives and core
banking platforms.
In 2015, a number of transformation projects

led to an increase in demand for program
managers, project managers, transformation
managers, change managers and business
analysts. As these projects reach completion
we are seeing some entities downsizing in
these areas. However, new digitalisation
projects are already reaching the roadmap
and strategy setting stage creating demand
for technical candidates including project
managers, business analysts, developers,
testers and support staff. These candidates
are expected to have a good command of
English as well as an e-commerce, mobile,
tablet, e-banking or strong website
experience. We are also still seeing demand
for mid to senior candidates skilled in
Microsoft or Open Source development, with
requirements for business intelligence and
data analytics experience significantly rising.
With more data and traffic flow, we have
seen an increase in demand for IT security
specialists with skills in cloud and
virtualisation technologies. These
professionals are expected to implement
and monitor IT security, risk and governance
policies alongside candidates who have
deep knowledge in audit and compliance.
Looking ahead, there is confidence that
2016 will see new digital projects, a
growing economy and more overseas
investment leading to healthy job
opportunities and a buoyant recruitment
market. We are expecting to see further
candidate shortages in niche areas as
candidates move either for higher
remuneration or leadership exposure.
Companies continue to see opportunities

to gain market share in business areas
such as digital banking and insurance and
Asian hedge fund firms in particular
continue to grow their teams.
The need for candidates to possess
industry specific experience and domain
knowledge has led to talent shortages in a
number of areas. Within the global banks,
there are shortages of project managers,
change managers and business analysts
with strong payments and cash
management experience as well as experts
in vendor technology products such as
Avaloq and Murex. Developers in new
technology such as Python also remain
priority hires for many businesses.
In insurance, we have seen strong demand
for project managers and business
analysts with general insurance domain
knowledge to grow technology
departments in the regional headquarters
of various global insurance companies
located in Singapore.
In 2016, we will see continual growth in
areas such as digital, retail and private
banking, regulation and compliance, cyber
security and the continual development of
vendor products as finance firms prefer to
buy an off-the-shelf product than build an
in-house system. IT consulting vendors
continue to win more business as the low
cost outsourcing model evolves in
Singapore, leading to what were
traditionally in-house banking
technologists moving to the vendor side
to work across multiple client projects.
SINGAPORE
Singapores finance technology market had
a challenging 2015 as commodities prices
dropped and the market in China slowed.
Singapore is now seen as a high cost
location for most global financial firms and
as such these firms have moved areas of IT
infrastructure to lower cost locations
namely Malaysia and India. We have also
seen rate cuts for contractors as part of
global cost cutting initiatives by investment
banks. Despite the challenges, there is
some growth in IT as governments impose
new regulations and rules on banks
relating to data storage making work on
cyber security projects more prevalent.
In Malaysia, with
more data and traffic
ow, we have seen an
increase in demand for
IT security specialists
with skills in cloud
and virtualisation
technologies
SALARY INFORMATION: FINANCE TECHNOLOGY
There are likely to be more regulatorydriven projects designed for front, middle
and back-office IT systems within the
banks. We are also expecting to see
greater demand and higher salaries for
candidates with the capabilities to perform
technical business analysis or project
management roles. Other hot regulatory
roles tipped for 2016 include IT risk, IT
audit and IT governance. Demand and
salaries for these roles will continue to rise
over the year.
FINANCE TECHNOLOGY
MANAGEMENT
Infrastructure
Manager
Development
Manager
IT Director
CIO
China
400 - 800
500 - 700
700 - 1,200
1,000 - 2,500
Hong Kong
1,000 - 1,600
1,000 - 1,600
1,000 - 1,800
2,000 - 4,000
Japan
15 - 18
15 - 22
20 - 40
25 - 60
Malaysia
150 - 240
150 - 310
250 - 500
350 - 600
Singapore
150 - 300
150 - 300
200 - 400
350 - 600
SUPPORT FUNCTIONS
Application
Support
Team Leader
FIX Connectivity Market Data

Support
Engineer
Application
Support Manager
China
200 - 400
400 - 600
200 - 400
600 - 800
300 - 400
Hong Kong
520 - 900
600 - 900
520 - 850
420 - 750
700 - 1,200
Japan
8 - 14
14 - 18
8 - 14
8 - 14
15 - 22
Malaysia
80 - 120
96 - 180
120 - 200
160 - 450
120 - 270
Singapore
60 - 120
115 - 260
80 - 160
80 - 200
120 - 260
OTHER
Quantitative
Analyst
IT Security/
IT Risk
IT Audit
BCP Manager
China
400 - 600
300 - 600
300 - 500
400 - 700
Hong Kong
600 - 1,400
600 - 1,000
570 - 900
800 - 1,000
Japan
10 - 25
10 - 18
10 - 20
12 - 20
Malaysia
140 - 200
110 - 460
120 - 300
120 - 200
Singapore
100 - 250
80 - 350
80 - 360
100 - 300
Project
Service
Co-ordinators/PMO Delivery Manager Tester
Test Manager
China
250 - 500
450 - 750
250 - 350
400 - 600
Hong Kong
550 - 820
750 - 1,300
450 - 780
660 - 1,000
Japan
6 - 10
12 - 20
8 - 15
10 - 20
Malaysia
70 - 120
120 - 200
80 - 120
120 - 220
Singapore
70 - 130
100 - 220
70 - 120
150 - 250
NOTES
stated in millions
FINANCE TECHNOLOGY
BUSINESS ANALYSTS
CASH
(ALL ASSET CLASSES)
Non-Officer
(Associate)
AVP
Senior Associate VP
ED
MD
China
150 - 250
300 - 400
400 - 600
1,000 - 1,300
1,300 - 1,600
Hong Kong
330 - 550
600 - 950
920 - 1,400
1,200 - 2,000
2,000 - 2,800
Japan
8 - 12
12 - 15
15 - 20
20 - 35
35 +
Malaysia
60 - 80
100 - 160
150 - 210
N/A
N/A
Singapore
70 - 100
90 - 140
130 - 220
N/A
N/A
DERIVATIVES
(ALL ASSET CLASSES)
Non-Officer
(Associate)
AVP
Senior Associate VP
ED
MD
China
150 - 250
300 - 450
1,000 - 1,300
1,300 - 1,600
450 - 1,000
Hong Kong
350 - 650
750 - 1,200
1,000 - 1,500
1,200 - 1,600
2,000 - 3,200
Japan
8 - 12
12 - 15
15 - 20
20 - 35
35 +
Malaysia
80 - 100
100 - 160
150 - 210
N/A
N/A
Singapore
90 - 120
100 - 140
130 - 200
N/A
N/A
ELECTRONIC TRADING
Non-Officer
(Associate)
AVP
Senior Associate VP
ED
MD
China
200 - 300
300 - 450
500 - 800
1,000 - 1,300
1,300 - 1,600
Hong Kong
520 - 700
700 - 1,000
1,000 - 1,500
1,600 - 2,200
2,200 - 3,200
Japan
8 - 12
12 - 15
15 - 20
20 - 35
35 +
Malaysia
100 - 130
130 - 170
170 - 250
N/A
N/A
Singapore
90 - 120
120 - 150
150 - 240
N/A
N/A
NOTES

stated in millions
FINANCE TECHNOLOGY
PROJECT MANAGEMENT
CASH
(ALL ASSET CLASSES)
Non-Officer
(Associate)
AVP
Senior Associate VP
ED
MD
China
150 - 250
300 - 450
450 - 1,000
1,000 - 1,300
1,300 - 1,600
Hong Kong
520 - 650
700 - 1,000
1,000 - 1,500
1,500 - 2,200
2,200 - 2,800
Japan
8 - 10
10 - 14
14 - 22
22 - 40
40 +
Malaysia
N/A
110 - 150
150 - 220
240 - 300
320 +
Singapore
N/A
90 - 130
140 - 200
240 - 280
300 +
DERIVATIVES
(ALL ASSET CLASSES)
Non-Officer
(Associate)
AVP
Senior Associate VP
ED
MD
China
150 - 250
300 - 450
1,000 - 1,300
1,300 - 1,600
450 - 1,000
Hong Kong
520 - 800
650 - 1,000
1,000 - 1,500
1,500 - 2,200
2,200 - 2,800
Japan
8 - 12
12 - 16
16 - 22
22 - 40
40 +
Malaysia
N/A
100 - 150
160 - 250
240 - 300
320 +
Singapore
N/A
90 - 130
150 - 200
240 - 300
300 +
ELECTRONIC TRADING
Non-Officer
(Associate)
AVP
Senior Associate VP
ED
MD
China
150 - 250
300 - 450
450 - 1,000
1,000 - 1,300
1,300 - 1,600
Hong Kong
520 - 850
750 - 1,000
1,000 - 1,500
1,500 - 2,200
2,200 - 2,800
Japan
8 - 12
12 - 16
16 - 22
22 - 40
40 +
Malaysia
80 - 100
140 - 170
180 - 270
300 - 500
450 +
Singapore
N/A
110 - 150
160 - 250
250 - 400
400 +
NOTES
stated in millions
FINANCE TECHNOLOGY
JAVA
CASH
(ALL ASSET CLASSES)
Non-Officer
(Associate)
AVP
Senior Associate VP
ED
MD
China
200 - 350
300 - 450
500 - 800
1,000 - 1,300
1,300 - 1,600
Hong Kong
420 - 650
700 - 1,000
900 - 1,500
1,500 - 2,000
2,000 +
Japan
6 - 10
10 - 14
15 - 20
20 - 50
40 +
Malaysia
70 - 100
90 - 140
160 - 220
220 - 350
300 +
Singapore
60 - 80
90 - 140
175 - 220
220 - 300
280 +
DERIVATIVES
(ALL ASSET CLASSES)
Non-Officer
(Associate)
AVP
Senior Associate VP
ED
MD
China
150 - 250
300 - 450
450 - 800
1,000 - 1,300
1,300 - 1,600
Hong Kong
450 - 680
700 - 1,000
920 - 1,500
1,500 - 2,000
2,000 +
Japan
6 - 10
10 - 14
15 - 20
20 - 50
40 +
Malaysia
80 - 100
90 - 150
160 - 220
220 - 330
320 +
Singapore
70 - 90
90 - 140
175 - 220
220 - 300
280 +
ELECTRONIC TRADING
Non-Officer
(Associate)
AVP
Senior Associate VP
ED
MD
China
150 - 250
300 - 450
500 - 800
1,000 - 1,300
1,300 - 1,600
Hong Kong
450 - 670
700 - 1,000
950 - 1,500
1,500 - 2,000
2,000 +
Japan
6 - 10
10 - 14
15 - 20
20 - 50
40 +
Malaysia
80 - 100
110 - 150
160 - 240
240 - 320
320 +
Singapore
80 - 100
100 - 140
175 - 220
220 - 300
280 +
NOTES

stated in millions
FINANCE TECHNOLOGY
C++
CASH
(ALL ASSET CLASSES)
Non-Officer
(Associate)
AVP
Senior Associate VP
ED
MD
China
150 - 250
300 - 450
450 - 1,000
1,000 - 1,300
1,300 - 1,600
Hong Kong
420 - 800
600 - 1,000
1,000 - 1,500
1,500 - 1,800
1,800 - 2,000
Japan
8 - 12
12 - 15
15 - 20
20 - 50
40 +
Malaysia
70 - 90
100 - 140
150 - 220
220 - 320
300 +
Singapore
60 - 80
90 - 130
160 - 220
220 - 300
280 +
DERIVATIVES
(ALL ASSET CLASSES)
Non-Officer
(Associate)
AVP
Senior Associate VP
ED
MD
China
150 - 250
300 - 450
450 - 1,000
1,000 - 1,300
1,300 - 1,600
Hong Kong
420 - 800
750 - 1,200
1,000 - 1,500
1,500 - 1,850
1,800 - 2,000
Japan
8 - 12
12 - 15
15 - 20
20 - 50
40 +
Malaysia
80 - 100
100 - 150
160 - 220
220 - 330
320 +
Singapore
70 - 90
90 - 140
150 - 220
220 - 300
280 +
ELECTRONIC TRADING
Non-Officer
(Associate)
AVP
Senior Associate VP
ED
MD
China
150 - 250
300 - 450
450 - 1,000
1,000 - 1,300
1,300 - 1,600
Hong Kong
420 - 800
750 - 1,200
1,000 - 1,500
1,500 - 1,850
1,800 - 2,000
Japan
8 - 12
12 - 15
15 - 20
20 - 35
40 +
Malaysia
90 - 110
110 - 150
160 - 250
240 - 330
320 +
Singapore
80 - 100
100 - 140
175 - 220
220 - 300
280 +
DERIVATIVES
(ALL ASSET CLASSES)
Non-Officer
(Associate)
AVP
Senior Associate VP
ED
MD
China
150 - 250
300 - 450
450 - 1,000
1,000 - 1,300
1,300 - 1,600
Hong Kong
450 - 700
850 - 1,000
1,000 - 1,500
1,500 - 1,800
1,800 - 2,000
Japan
8 - 10
10 - 13
13 - 20
20 - 35
40 +
Malaysia
80 - 110
110 - 150
160 - 230
240 - 330
N/A
Singapore
60 - 90
90 - 150
150 - 220
220 - 300
N/A
EXCEL/VBA/RAD
NOTES
stated in millions
FINANCE TECHNOLOGY
C#
CASH
(ALL ASSET CLASSES)
Non-Officer
(Associate)
AVP
Senior Associate VP
ED
MD
China
150 - 250
300 - 450
450 - 700
1,000 - 1,300
1,300 - 1,600
Hong Kong
450 - 750
850 - 1,200
1,000 - 1,500
1,500 - 1,800
1,800 +
Japan
7 - 10
10 - 14
15 - 25
25 - 35
40 +
Malaysia
70 - 100
90 -150
150 - 230
230 - 320
320 +
Singapore
60 - 90
90 - 135
140 - 220
220 - 300
300 +
DERIVATIVES
(ALL ASSET CLASSES)
Non-Officer
(Associate)
AVP
Senior Associate VP
ED
MD
China
150 - 250
300 - 450
1,000 - 1,300
1,300 - 1,600
450 - 800
Hong Kong
450 - 750
850 - 1,200
1,000 - 1,500
1,500 - 1,800
1,800 - 2,000
Japan
7 - 10
10 - 14
15 - 25
25 - 35
45 +
Malaysia
80 - 100
90 -150
150 - 230
230 - 320
320 +
Singapore
70 - 90
90 - 135
140 - 220
220 - 300
300 +
ELECTRONIC TRADING
Non-Officer
(Associate)
AVP
Senior Associate VP
ED
MD
China
150 - 250
300 - 450
450 - 1,000
1,000 - 1,300
1,300 - 1,600
Hong Kong
450 - 750
850 - 1,200
1,000 - 1,500
1,500 - 1,800
1,800 +
Japan
7 - 10
10 - 14
15 - 25
25 - 35
45 +
Malaysia
90 - 120
110 - 160
170 - 240
240 - 350
350 +
Singapore
80 - 100
100 - 140
150 - 220
220 - 300
300 +
MAINFRAME, AS/400
COBOL
Non-Officer
(Associate)
AVP
Senior Associate VP
Malaysia
70 - 90
100 - 140
150 - 200
ETL INFORMATICA, ORACLE PL/SQL, RDMS,

DATA WAREHOUSE, SAS
BUSINESS INTELLIGENCE
Non-Officer
(Associate)
AVP
Senior Associate VP
Malaysia
70 - 90
100 - 140
NOTES
150 - 200

stated in millions
FINANCE TECHNOLOGY
INSURANCE
APPLICATION DEVELOPMENT
- FRONT OFFICE
C++/Java/
C# Developer
Excel/Visual
Basic Developer
Database
Developer
Japan
8 - 12
8 - 12
6 - 12
Application Architect/
Lead Developer
Development
Manager
Main Frame
Developer
Japan
10 - 15
10 - 20
7 - 12
APPLICATION DEVELOPMENT
- MIDDLE/BACK OFFICE
C++/Java/
C# Developer
Excel/Visual
Basic Developer
Database
Developer
Japan
6 - 12
6 - 12
6 - 12
Application Architect/
Lead Developer
Development
Manager
Main Frame
Developer
Japan
10 - 15
10 - 20
7 - 12
APPLICATION SUPPORT
- FRONT OFFICE
Application Support
Team Leader
Manager
Japan
6-8
8 - 14
8 - 15
APPLICATION SUPPORT
- MIDDLE/BACK OFFICE
Application Support
Team Leader
Manager
Japan
6-8
8 - 12
8 - 15
OTHERS
Business Analyst (Front Office) Business Analyst (Back Office)
Japan
7 - 13
Japan
7 - 13
IT Security/IT Risk
IT Audit
BCP Manager
8 - 13
8 - 15
10 - 18
Project Manager (Front Office) Project Manager (Back Office) Program Manager
Japan
7 - 15
7 - 15
12 - 25
Project Co-ordinators/PMO
Service Delivery Manager
Test Manager
Japan
6 - 12
10 - 20
10 - 25
MANAGEMENT
Infrastructure Manager
Development Manager
- Front Office
Development Manager
- Middle/Back
Japan
10 - 16
15 - 25
15 - 20
IT Director
CIO
Application Support Manager
25 - 70
40 - 100
15 - 25
Japan
NOTES
stated in millions
HUMAN RESOURCES
Demand for HR talent remained high across

most industries and sectors throughout
2015 particularly for business partners,
compensation & benefits (C&B) specialists
and training & development roles. However,
the focus of most organisations in China
has been on replacement hiring rather than
increasing total headcount. In saying that,
some multinational corporations are
creating new HR roles as a result of
corporate restructures.
HR business partners able to communicate
effectively with talent acquisition teams
are in particular demand. The ability to
implement and adhere to HR and business
strategies through influencing and advising
hiring managers during the recruitment
process is a highly prized soft skill.
C&B experts remain in high demand to
provide organisations with cost-effective
but competitive remuneration structures
that attract and retain top talent. Many
employers are seeing the value in
developing and leveraging their global
talent resources in turn creating a spike in
demand for mobility professionals with a
proven track record of creating strong mid
to long-term succession plans.
On the candidate side, HR professionals are
aware that they need to demonstrate both
strong soft-skills and technical knowledge to
secure the best career opportunities. Top
candidates are on the lookout for new
challenging roles that offer access to internal
development programs. Many senior
candidates are considering opportunities
outside of their own industry or specialist
field as a way of diversifying their
experience and hence attractiveness to an
employer. When seeking new opportunities,
senior candidates tend to focus on cultural
fit, aligned values and an opportunity to
develop and showcase performance. Junior
candidates are looking for roles that provide
a solid learning and progression pathway.
Recruitment campaigns, internal referrals
and the use of recruitment agencies remain
the top sourcing methods for HR talent.
HONG KONG
HR hiring trends in Hong Kong are being
shaped by the fortunes of industries and the
success of Hong Kong as a regional hub.
For example, there was solid hiring activity in

Hong Kongs financial and commercial sector
in 2015 driven by positive growth prospects
in the industry. In particular, a large number
of Chinese companies set up new operations
or expanded offices into Hong Kong. This
trend created demand for tri-lingual HR
generalists and business partners to fill roles
with regional responsibilities. Many large
firms are also creating graduate attraction
programs targeted at both local and
mainland candidates.
The financial services sector saw a similar
proportion of temporary and permanent
recruitment within HR in 2015, and this is
likely to continue in 2016.
As the region continues to grow, we are
seeing skill shortages across all HR functions,
but in particular for well-rounded generalists
with regional exposure that speak multiple
languages. In order to keep costs low, we
expect learning & development departments
to play a larger role as companies look for
ways to retain staff and develop high
potential talent into management positions.
We predict hiring rates and salary levels to
remain steady across all sectors in 2016. In
2015, a growing number of organisations
showed greater willingness to be flexible
with compensation in order to secure the
right HR candidates across all levels of
seniority. We predict this trend will
continue next year placing strong,
immediately available candidates in a
good position to advance their careers.
management experience are also in high

demand to work for larger organisations.
In addition, talent management and
organisational development specialists are
in demand to fill newly created strategic
positions. Sophisticated HR programs to
engage, develop and retain employees are
becoming essential in Japan as a response
to the fight for talent caused by attrition.
Bigger HR budgets will enable talent
management and organisational
development professionals to manage
interesting projects.
Replacement of senior HR leaders within
historically conservative industries will also
increase. These organisations want
bilingual HR directors or business partners
with strengths in change management and
previous exposure to a multicultural
workforce. These roles need to act as a
bridge between the local management/
workforce and global counterparts.
All of these factors have boosted overall
candidate confidence in the market and
will hopefully see the number of HR
professionals receptive to a career change
increase. Strong candidates will receive
multiple offers and a salary increase of
10 to 20 per cent is becoming the norm.
Employers will need to streamline the
hiring process and be prepared to
negotiate on salary to secure new talent.
Employers should also be wary of new
joiners who understand the candidatedriven market; they will look again if the
onboarding experience is not as expected.
JAPAN
HR departments in Japan are gaining the
confidence to reassess their needs and
invest in a range of functions beyond just
recruitment. This change is increasing the
scope of roles as well as salary levels
across different areas of HR. C&B
operations and HR shared services are two
new areas of focus.
For this traditionally operational and
domestic space, there is a higher demand
for bilingual HR professionals able to
manage cross-border communications and
overseas vendors. Companies that relied
on a full outsourcing model are now
finding an in-house expert essential to
ensure efficiency and accuracy. Payroll
managers with significant people
C&B experts remain in

high demand in China
to provide organisations
with cost-effective
but competitive
remuneration structures
that attract and
retain top talent
SALARY INFORMATION: HUMAN RESOURCES
CHINA
HUMAN RESOURCES
MALAYSIA
Hiring within HR has been very active and
we expect another year of growth
especially for certain key positions. There
are huge growth opportunities within local
organisations, which in turn are creating
lots of opportunities for HR professionals.
Organisations in Malaysia are moving away
from the transactional HR model and
following the trend of multinationals of
having strategic HR teams that can add
value to the organisation. As a result,
weve seen an increased demand for
candidates to fill Head of HR roles.
There has been a recent trend for shared
services and business process outsourcing
organisations to set up in Malaysia. In order
for employers to attract the right talent to
these new set-up environments, there has
been a spike in salaries for HR candidates
with shared services and BPO experience.
C&B remains a key skill in demand in
Malaysia and many organisations are
reshaping the role to become more of an
advisor role using attractive remuneration
to entice and secure the right candidate.
Other key skills in demand are talent
management and learning & development,
which are essential to any organisations
growth strategy.
We predict a steady demand for HR
business partners and generalists in
Malaysia over the coming year and hiring
rates and salary levels should remain
steady. Organisations are still in search of
HR candidates with a strong commercial
mindset and HR professionals with both
soft and technical skills are high in
demand across all sectors.
increasing demand for in-house recruiters

and talent acquisition specialists, as
employers want to try more innovative ways
to win talent in a candidate short market.
We expect to see increased demand for
mid to senior HR professionals with strong
influential and consultative skills across all
sectors. The competition to attract this
highly skilled talent will drive up salaries,
as employers are willing to pay to get
these candidates on board.
Due to the skills shortage for such roles,
we will continue to see a talent gap and
expect the time it takes to hire senior HR
professionals will increase across all
sectors. Government-led initiatives
encouraging employers to hire
Singaporeans and Singapore permanent
residents are also causing a talent gap at
the mid HR generalist level.
Despite these pressures, salary levels
remain fairly flat at the mid-range, with
more immediately available candidates in
the market driving them down.
As anticipated, temporary and contract
hiring for HR grew significantly in 2015
and will continue to do so throughout
2016. Larger multinationals are looking for
a quicker way to onboard HR talent and
contingent hiring is one way of doing this.
The trend applies to all consumer,
industrial and services sectors, in
particular within financial services. As
more employers are hiring on a temporary
and contract basis, the salaries will
continue to remain competitive for these
employees, many of whom can also
expect completion bonuses.
SALARY INFORMATION: HUMAN RESOURCES
SINGAPORE
HR recruitment in 2015 saw limited growth
as vacancies were mostly replacement
roles or roles moving regionally. Activity
existed at the junior to mid-level with
candidates rotating roles, but also for
hard-to-fill senior positions.
Senior HR business partners were
particularly sought after, along with
specialists in learning & development and
talent management. Salary levels for these
specialist roles will remain high well into
next year. In 2016, we also expect to see
There has been a

recent trend for shared
services and business
process outsourcing
organisations to set
up in Malaysia
HUMAN RESOURCES
Regional HR Director/ Regional HR Director/ HR Director/Head of HR Director/
SVP of HR (15+ yrs) VP of HR (10+ yrs)
HR (8-10+ yrs)
Head of HR (<8 yrs)
China
1,200 - 3,000
1,000 - 1,500
800 - 1,200
500 - 1,000
Hong Kong
1,200 - 2,000
960 - 1,500
840 - 1,200
840 - 1,200
Japan
N/A
N/A
16 - 30
13 - 17
Malaysia
360 - 540
252 - 300
180 - 215
150 - 180
Singapore
250 - 400
220 - 250
180 - 220
150 - 180
Regional HR Manager/ HR Manager/HRBP

HRBP (10+ yrs)
(10+ yrs)
HR Manager/HRBP
(5+ yrs)
Assistant HR
Manager (2+ yrs)
China
700 - 1,000
400 - 800
350 - 500
200 - 350
Hong Kong
660 - 840
660 - 960
420 - 540
300 - 480
Japan
13 - 18
11 - 16
8 - 13
7 - 10
Malaysia
180 - 216
140 - 180
90 - 120
60 - 90
Singapore
150 - 185
120 - 150
80 - 120
60 - 80
Senior HR
Executive
(5+ yrs)
HR Executive
(2+ yrs)
Regional Talent
Acquisition Director
(12+ yrs)
Regional Talent
Acquisition Manager
(10+ yrs)
China
150 - 300
100 - 240
800 - 1,600
500 - 800
Hong Kong
300 - 480
150 - 360
850 - 1,300
540 - 850
Japan
6-9
5-7
N/A
15 - 20
Malaysia
65 - 80
40 - 50
180 - 240
145 - 180
Singapore
50 - 60
40 - 50
180 - 250
150 - 180
TA/Recruitment
Manager (8+ yrs)
TA/Recruitment
Specialist (5+yrs)
TA/Recruitment
Campus Recruiter
Coordinator (3+ yrs) (3+ yrs)
China
200 - 500
150 - 300
100 - 150
100 - 250
Hong Kong
400 - 600
300 - 480
216 - 350
280 - 600
Japan
12 - 17
7 - 11
4-6
6 - 10
Malaysia
110 - 130
70 - 110
50 - 70
50 - 70
Singapore
120 - 150
80 - 120
40 - 80
40 - 60
Regional L&D
Director (10+ yrs)
Regional L&D
Manager (10+ yrs)
L&D Manager
(5+ yrs)
L&D Officer
(3+ yrs)
China
800 - 1,200
500 - 800
200 - 650
100 - 250
Hong Kong
900 - 1,800
720 - 1,000
450 - 750
200 - 330
Japan
15 - 20
12 - 18
9 - 15
7-9
Malaysia
215 - 300
200 - 215
120 - 145
70 - 85
Singapore
180 - 300
140 - 180
80 - 140
60 - 80
NOTES

stated in millions
HUMAN RESOURCES
Regional Director
Compensation &
Benets (12+ yrs)
Regional C&B
Manager (10+ yrs)
Manager
Compensation &
Benets (8+ yrs)
Compensation &
Benets Specialist
(3+ yrs)
China
800 - 1,500
600 - 1,000
300 - 600
150 - 300
Hong Kong
850 - 1.800
540 - 850
400 - 600
300 - 540
Japan
15 - 22
13 - 16
10 - 15
6 - 10
Malaysia
240 - 300
180 - 215
90 - 150
80 - 90
Singapore
180 - 300
150 - 180
120 - 150
80 - 120
HRIS Manager
(8+ yrs)
HRIS Administrator
(3+ yrs)
China
200 - 550
100 - 200
Hong Kong
420 - 600
180 - 312
Japan
8 - 12
5-8
Malaysia
90 - 120
50 - 60
Singapore
80 - 120
60 - 80
Payroll Manager
(8+ yrs)
Payroll Officer
(3+ yrs)
Shared Services
Manager (8+ yrs)
Organisational
Development
Manager (10+ yrs)
China
300 - 600
100 - 180
400 - 700
500 - 1,200
Hong Kong
420 - 576
216 - 336
420 - 720
650 - 900
Japan
9 - 13
5 - 7.5
10 - 15
12 - 18
Malaysia
90 - 120
54 - 80
180 - 216
180 - 300
Singapore
90 - 175
50 - 90
90 - 140
120 - 250
NOTES
stated in millions
INFORMATION TECHNOLOGY
China is now the third largest IT market in

the world (behind the US and Japan).
Business forecasters predict technology
product and services spending by Chinese
enterprises in 2016 will grow by 6.5 per
cent to reach USD $155.8 billion.
Research also indicates that China is
becoming the major producer of
technology innovation and digitalisation.
The Chinese governments Internet +
action plan announced in March 2015 is
promoting internet connectivity and the
development of IT systems amongst
traditional slow technology adopting
companies to enhance their
competitiveness. This initiative is creating
huge opportunities for IT & T providers.
With the continuous growth of the internet
industry in China and the advance of
digital and internet technologies, already
successful companies are carving out their
own virtual space to drive their businesses
forward. These digital environments are
being used in creative, genuine and visually
engaging ways by companies to
communicate with customers, create
connections with industry leaders and
promote their brand values.
For smaller but fast growing companies,
recruitment budgets are tight so digital
channels play a big role in recruiting new
staff for high volume or junior to mid-level
roles. In such cases the whole company
supports HR in using these channels from
the CEO to junior staff.
In more established companies,
professional recruitment is crucial to
securing the right talent in a highly
competitive candidate market.
IT digital managers, e-commerce project
managers, big data engineers, front-end
engineers, mobile developers and data
analytics candidates are all in hot demand.
We are also seeing a preference for
working in local IT enterprises. For
example, CIOs working in multinational
corporations are actively looking for
opportunities with local internet ventures,
especially the three biggest players, Baidu,
Alibaba and Tencent known collectively as
BAT. This trend is changing the entire
Chinese job market to create a candidatedriven model.
The large internet companies certainly offer a

dynamic environment to work in characterised
by mergers, acquisitions and the formation of
cooperative arrangements. We are seeing BAT
players making major investments in various
fields and companies associated with them
are enjoying the ride and carving out larger
territories. At the same time, many start-up
companies are growing fast with the support
of investment capital and interest from sector
giants in their field of specialisation.
By location, Beijing is one of the hottest
cities for internet-based enterprises. For
example, the futuristic Wangjingsoho
commercial complex comprising three
office towers houses more than 300 startup companies.
Chinas digital space will certainly be one
to watch in 2016 with candidates driving
salary and benefits trends.
HONG KONG
Hong Kong saw steady demand for IT
professionals in 2015, especially those with
a strong development background and we
predict this will continue this year.
Overall, salaries increased slightly in 2015
particularly for IT roles in the finance
sector. We expect this trend to continue
and further intensify.
Developers are in high demand from
employers across both finance and
commerce with a large volume of roles
coming onto the market. Senior
developers are in particularly high demand
within the finance space especially those
able to interact effectively with line
managers and stakeholders.
Employers in commerce are on the lookout
for developers at all levels, but especially
junior candidates. Demand is being driven
by projects increasing the functionality of
internal and external systems to bring
them up-to-date.
An increasing number of IT development
projects in finance are being outsourced to
other parts of Asia, particularly China and
India due to their reputations as low cost
development hubs able to deliver quality
services. However, the senior roles
managing these offshore teams are still
located in Hong Kong.
Within commerce we have seen a large

number of development projects and
teams move to Hong Kong.
We have also seen companies specialising
in systems integration outsourcing
projects to Hong Kong. This has created
steady demand for business analysts and
project managers with both good
commercial acumen and strong technical
knowledge. Candidates in both contract
and permanent roles need to be able to
liaise closely with the business, as
migration and technology upgrade
projects tend to have very tight deadlines.
JAPAN
Japans technology recruitment market
saw positive growth in 2015, which we
expect to continue over the year ahead.
Bilingual IT professionals will be
particularly sought in 2016.
In 2015, we saw rising demand for web
application developers and this will also
be the case in 2016 and we expect upward
pressure on salaries.
Companies will continue to upgrade their
online systems to keep up with changes
taking place in their sectors. Technologies
such as Motion UI, Node.js and new
JavaScript features are driving new
second-generation web based systems.
This trend will continue to generate a high
demand for application testers.
To support increased applications workloads
to enhance data flow, businesses are
investing in their IT infrastructure creating
strong demand for server, storage and
security engineers and this will continue in
2016. The much higher demand for talent
has already exceeded expectations with
companies often choosing to migrate or
upgrade their current set-ups requiring the
support of expanded teams. Candidate
shortages have followed driving up salaries.
By location, Beijing
is one of the hottest
cities for internetbased enterprises
SALARY INFORMATION: INFORMATION TECHNOLOGY
CHINA
In 2016 we also expect to see strong
activity in technology leadership roles in
the B2C space.
In the IT provider space, we expect to see
a greater need for strategic consulting
experts to drive an organisations global
inbound and outbound businesses. We
have observed technology consulting
companies moving away from providing a
solely technical and business process
consulting service to instead take a higherlevel strategic consultative approach.
Given the current positive economic
environment in Japan, experienced leaders in
technology strategy are extremely valuable.
MALAYSIA
The Malaysian IT talent market looks set
for another year of growth as demand for
technical skills is ever-increasing.
SALARY INFORMATION: INFORMATION TECHNOLOGY
Salaries rose throughout the last year and

continuing skills shortages mean
candidates are still demanding and
receiving higher salaries. Global business
partners continue to choose Malaysia to
house large IT outsourcing centres giving
these employers the ability to offer
competitive remuneration packages
putting pressure on small local businesses
to afford and retain key members of staff.
Business conditions in a number of sectors
are strong with cloud-based infrastructure,
high security networks and software
development leading the way. Past
government measures have allowed
Malaysia to establish itself as a global
shared services hub. Originally outsourcing
to key verticals such as banking and
financial services, these shared services
operations are expanding to provide
consultancy, managed services and low
cost outsourcing to multiple industries. The
investment is significant with many
overseas entities building new data centres,
development centres and resource teams.
This is creating strong demand for network
engineers, system engineers, security
consultants and server infrastructure
engineers as well as support staff.
We are still seeing demand for mid to
senior candidates skilled in Microsoft or
OpenSource development software with
business intelligence and data analytics
experience. Project management office
specialists, project managers and business

analysts continue to be in demand and we
are seeing hybrid roles created to
overcome the skill shortages and curb
inflated remuneration packages.
Overall, we expect to see some salaries
increase over the next year, especially in
candidate short areas. Top talent in the
current market is likely to receive multiple
job offers too, which means employers
need to move fast when recruiting and be
prepared to offer the most competitive
remuneration packages.
creating a talent squeeze for local

candidates and thus driving up salaries.
At the lower end of the salary market such
as helpdesk support roles, organisations
are reacting to a candidate shortage by
using outsourcing options in low cost
markets, which in turn is keeping
Singapore salaries for these roles stable.
Overall, we expect a buoyant market for IT
talent in 2016 with increased salaries for
roles in highest demand.
SINGAPORE
Continuing strong demand for skilled IT
professionals in Singapore is being driven
by several key factors that will have a
positive impact on salaries.
Firstly, businesses are benefiting from
South East Asias economic growth with
many multinational corporations expanding
their regional headquarters in Singapore as
a result. In addition, Singapore is
experiencing a fast-growing technology
start-up sector, which is driving demand
for developers with experience in Java,
.Net/C#, iOS and Android.
We expect that the majority of candidates
moving jobs in the next 12 months will
achieve average salary increases of 10 to
15 per cent.
Large organisations are also continuing to
invest in IT capabilities to achieve cost
savings and the increased flexibility
offered by a range of new technologies.
These include cloud, virtualisation,
infrastructure consolidation and utility
computing. Roles in demand to assist with
transformation projects include project
managers, architects and technical sales
professionals. We are also seeing c-level
business leaders increasingly reliant on
commercial analysis extracted from big
data. As a result, big data analysts and
data scientists are also in strong demand.
Singapore has a good supply of senior
management IT talent, which has
prevented the need for higher salaries to
secure talent or to access expensive
expatriate options. However, in the junior
to mid-level specialist range such as
mobile developers and network engineers,
restrictions on hiring from overseas are
Singapore is
experiencing a fastgrowing technology
start-up sector, which
is driving demand
for developers with
experience in Java,
.Net/C#, iOS
and Android
DEVELOPMENT
ANALYST PROGRAMMER
MS.Net/J2EE
VB6/ASP/SQL/
Delphi/C++
Oracle Forms/
Reports
China
220 - 300
180 - 220
150 - 250
Hong Kong
260 - 480
260 - 480
300 - 500
Japan
6-9
5-8
8 - 12
Malaysia
60 - 85
60 - 85
60 - 85
Singapore
55 - 66
50 - 66
55 - 66
SENIOR ANALYST PROGRAMMER
MS.Net/J2EE
VB6/ASP/SQL/
Delphi/C++
Oracle Forms/
Reports
China
280 - 350
250 - 350
250 - 350
Hong Kong
460 - 650
350 - 550
460 - 650
Japan
8 - 12
8 - 12
8 - 13
Malaysia
75 - 100
70 - 100
70 - 100
Singapore
60 - 87
58 - 83
55 - 80
DATA SPECIALISTS
Data Architect
Database
Administrator
Data Modeller
Data Warehouse
Consultant
Data Analyst
China
380 - 500
250 - 400
250 - 350
300 - 400
200 - 330
Hong Kong
600 - 900
410 - 650
400 - 700
360 - 800
360 - 600
Japan
9 - 15
8 - 11
9 - 14
9 - 15
8 - 12
Malaysia
120 - 190
100 - 170
130 - 200
100 - 180
85 - 120
Singapore
105 - 165
85 - 150
120 - 185
100 - 175
85 - 145
MANAGEMENT ROLES
Development
Team Leader
Development
Manager
China
380 - 520
400 - 600
Hong Kong
660 - 1,000
1,000 - 2,000
Japan
8 - 13
13 - 16
Malaysia
120 - 192
180 - 240
Singapore
105 - 180
155 - 260
SOFTWARE TESTING
Test Analyst
Senior Test
Analyst
QA Manager
QA Director
China
150 - 250
230 - 320
300 - 480
550 - 750
Hong Kong
420 - 800
600 - 1,000
600 - 850
700 - 1,100
Japan
6-8
8 - 10
9 - 13
10 - 15
Malaysia
75 - 90
90 - 120
150 - 190
240 - 300
Singapore
55 - 78
68 - 87
108 - 160
165 - 225
NOTES

stated in millions
INFRASTRUCTURE
WAN
Cisco
Engineer
Voice/
Comms
Engineer
China
180 - 300
220 - 350
300 - 450
250 - 500
300 - 550
130 - 180
Hong Kong
520 - 800
560 - 1,000
560 - 1,000
710 - 1,200
900 - 1,700
450 - 600
Japan
8 - 12
7 - 11
9 - 13
10 - 15
9 - 14
4-7
Malaysia
70 - 90
90 - 140
120 - 160
150 - 220
200 - 300
72 - 96
Singapore
55 - 78
50 - 90
90 - 150
120 - 180
140 - 220
48 - 60
SYSTEMS ADMINISTRATION
Unix Admin
Sybase/
Oracle/MS
SQL DBA
Storage
Engineer
Voice
Engineer
Network
Engineer
Windows
(Wintel)
Admin
China
250 - 380
200 - 380
200 - 280
200 - 280
180 - 280
150 - 280
Hong Kong
480 - 750
470 - 800
500 - 900
550 - 1,100
480 - 900
400 - 800
Japan
8 - 11
8 - 11
9 - 12
7 - 11
7 - 12
7 - 12
Malaysia
70 - 120
80 - 170
120 - 230
70 - 100
72 - 120
60 - 100
Singapore
65 - 90
70 - 150
75 - 125
45 - 85
55 - 110
55 - 90
TECHNICAL SPECIALIST
Security
Engineer
Security
Consultant
Messaging
Specialist
Unix
Consultant
Pre Sales
Engineer
China
220 - 380
250 - 440
N/A
N/A
250 - 400
Hong Kong
500 - 800
600 - 1,000
620 - 1,000
400 - 800
500 - 920
Japan
7 - 13
8 - 15
8 - 12
8 - 12
9 - 15
Malaysia
90 - 180
120 - 230
120 - 200
90 - 160
100 - 240
Singapore
70 - 125
110 - 155
75 - 120
80 - 140
120 - 190
MANAGEMENT ROLES
Helpdesk
Manager
Network
Manager
IT Manager
China
280 - 480
300 - 500
400 - 800
Network
Design
Hong Kong
420 - 900
520 - 1,000
800 - 1,500
Japan
8.5 - 12
10 - 13
11 - 15
Malaysia
90 - 120
100 - 160
100 - 180
Singapore
85 - 132
90 - 160
120 - 190
NOTES
stated in millions
Technical
Architect
Solutions &
Enterprise
Architect
NOC
Engineer
BUSINESS
ANALYSIS & PROJECT
Technical Business
Administration
Business/
Process Analyst
Systems Analyst
China
250 - 380
300 - 550
200 - 350
Hong Kong
480 - 620
470 - 850
400 - 700
Japan
7 - 10
9 - 13
7 - 12
Malaysia
120 - 160
80 - 120
80 - 100
Singapore
120 - 175
110 - 150
90 - 130
Project Manager
Project/
Program Director
IT Audit
320 - 600
500 - 1,000
300 - 550
China
Hong Kong
720 - 1,100
900 - 1,500
500 - 850
Japan
8 - 12
12 - 16
8 - 13
Malaysia
100 - 180
250 - 420
110 - 190
Singapore
120 - 190
190 - 280
90 - 175
ERP/CRM
PeopleSoft
Technical
PeopleSoft
Functional
Basis
Administration
SAP Analyst
China
220 - 380
250 - 450
100 - 150
150 - 330
Hong Kong
550 - 850
650 - 1,100
430 - 650
500 - 1,000
Japan
11 - 14
9 - 12
9 - 12
11 - 15
Malaysia
90 - 150
100 - 190
90 - 160
100 - 150
Singapore
80 - 130
90 - 170
90 - 150
75 - 130
SAP Functional
Consultant
ABAP Developer
Oracle Developer
ERP Project
Manager
China
250 - 400
180 - 350
220 - 350
450 - 700
Hong Kong
520 - 1,000
500 - 800
600 - 800
1,000 - 1,450
Japan
10 - 14
9 - 12
9 - 12
10 - 15
Malaysia
100 - 180
70 - 110
80 - 120
140 - 250
Singapore
95 - 160
55 - 85
66 - 110
120 - 200
NOTES

stated in millions
BUSINESS
MANAGEMENT ROLES
Data Centre
Manager
Service Delivery
Manager
Client Relationship
Manager
Professional
Services Manager
China
350 - 450
380 - 600
250 - 500
400 - 600
Hong Kong
650 - 1,100
700 - 1,100
700 - 900
1,000 - 1,800
Japan
12 - 15
12 - 16
12 - 16
12 - 18
Malaysia
180 - 360
160 - 300
160 - 260
180 - 300
Singapore
110 - 170
160 - 280
160 - 250
160 - 250
IT Director
Chief Information
Officer
Project Manager
Director Network
Operations
600 - 1,000
1,000 - 2,000
400 - 650
500 - 700
China
Hong Kong
1,000 - 2,000
1,500 - 3,500
720 - 1,200
550 - 850
Japan
12 - 18
15 - 25
8 - 12
10 - 18
Malaysia
300 - 420
420 - 600
180 - 300
250 - 380
Singapore
220 - 350
325 - 525
130 - 220
160 - 250
BUSINESS DEVELOPMENT
Manager
Senior Manager
Sales Director
Account Manager
China
455 - 650
500 - 1,250
850 - 2,000
390 - 845
Hong Kong
750 - 1,100
1,000 - 2,000
1,500 - 1,800
620 - 830
Japan
10 - 15
12 - 18
10 - 20
10 - 20
Malaysia
140 - 220
160 - 290
250 - 500
130 - 220
Singapore
120 - 220
160 - 270
250 - 480
120 - 210
Presales Consultant
Presales Manager
Technical Sales
Manager
Industry Consultant
China
250 - 500
600 - 900
520 - 780
250 - 450
Hong Kong
550 - 900
620 - 900
1,400 - 1,800
N/A
Japan
10 - 18
12 - 18
N/A
N/A
Malaysia
130 - 250
160 - 300
200 - 350
300 - 550
Singapore
130 - 215
170 - 250
170 - 250
320 - 550
NOTES
stated in millions
TELECOM | DEVELOPMENT
BILLING
Development Integration
Support
Architect
Business
Analyst
Manager
Japan
7-9
6-8
5-7
8 - 12
8 - 12
8 - 12
Malaysia
90 - 160
95 - 170
70 - 140
120 - 180
100 - 180
130 - 220
Singapore
80 - 130
90 - 140
66 - 130
110 - 170
95 - 160
100 - 170
CRM
Support
Architect
Business
Analyst
Manager
Japan
7-9
6-8
5-7
8 - 12
8 - 12
8 - 12
Malaysia
90 - 150
90 - 150
60 - 120
130 - 220
110 - 180
130 - 220
Singapore
85 - 140
95 - 160
70 - 130
120 - 200
100 - 160
120 - 210
SDP
Support
Architect
Business
Analyst
Manager
Japan
7-9
6-8
5-7
8 - 12
8 - 12
8 - 12
Malaysia
80 - 150
90 - 150
70 - 120
120 - 220
100 - 160
120 - 210
Singapore
80 - 140
90 - 150
80 - 120
100 - 170
90 - 150
90 - 170
OSS
Support
Architect
Business
Analyst
Manager
Japan
7-9
6-8
5-7
8 - 12
9 - 13
10 - 14
Malaysia
80 - 140
80 - 140
60 - 120
120 - 220
100 - 160
120 - 200
Singapore
80 - 140
75 - 130
70 - 130
110 - 180
90 - 150
110 - 190
BSS
Support
Architect
Business
Analyst
Manager
Japan
7-9
6-8
5-7
8 - 12
9 - 13
10 - 14
Malaysia
80 - 120
80 - 120
60 - 120
120 - 220
100 - 160
120 - 200
Singapore
90 - 130
75 - 130
60 - 120
110 - 180
90 - 150
105 - 170
VAS
Support
Architect
Business
Analyst
Manager
Japan
7-9
6-8
5-7
8 - 12
8 - 12
8 - 12
Malaysia
80 - 130
70 - 120
70 - 130
120 - 220
80 - 145
100 - 190
Singapore
85 - 125
75 - 120
70 - 120
100 - 170
75 - 130
90 - 170
EAI
Support
Architect
Business
Analyst
Manager
Japan
7-9
6-8
5-7
8 - 12
8 - 12
8 - 12
Malaysia
80 - 130
80 - 130
60 - 110
120 - 220
90 - 150
120 - 190
Singapore
95 - 140
85 - 140
72 - 120
120 - 190
110 - 160
110 - 180
NOTES

stated in millions
TELECOM | INFRASTRUCTURE
MPLS NETWORK
Engineer
Integration
Support
Architect
Presales
Manager
Japan
6-9
6-9
6-8
8 - 13
8 - 15
9 - 15
Malaysia
70 - 130
75 - 110
60 - 100
120 - 200
150 - 220
120 - 190
Singapore
70 - 120
70 - 100
60 - 100
120 - 200
140 - 210
110 - 180
FIXED & MOBILE NETWORK
Engineer
Integration
Support
Architect
Presales
Manager
Japan
6-9
6-9
6-8
8 - 13
8 - 15
9 - 15
Malaysia
70 - 120
75 - 110
60 - 110
120 - 200
140 - 210
120 - 180
Singapore
65 - 125
70 - 100
65 - 110
110 - 190
130 - 200
110 - 180
BTS/MICROWAVE
Field Service Senior

Engineer
Engineer
Lead
Manager
Japan
5-8
7-9
8 - 10
9 - 15
Malaysia
70 - 90
100 - 130
120 - 170
120 - 190
Singapore
60 - 80
70 - 110
78 - 140
110 - 170
VAS NETWORK
Engineer
Senior Engineer Manager
Japan
6-9
7 - 10
Malaysia
70 - 120
100 - 130
120 - 160
Singapore
75 - 120
90 - 120
100 - 160
8 - 12
TELECOM | BUSINESS
ANALYSIS & PROJECT
Business
Project
Transformation Manager
Project/Program
Director
Japan
8 - 12
8 - 12
10 - 15
Malaysia
150 - 250
130 - 200
200 - 400
Singapore
140 - 250
130 - 200
190 - 300
MANAGEMENT ROLES
Service
Managed
Chief Solution Director
Delivery Mgr Services Mgr Architect
Services
Japan
8 - 12
8 - 12
12 - 15
12 - 16
Malaysia
150 - 280
170 - 280
200 - 320
300 - 450
Singapore
140 - 275
150 - 250
190 - 310
280 - 420
Senior
Manager
Account
Manager
Presales
Consultant
Presales
Manager
Technical
Industry
Sales Manager Consultant
Japan
15 - 20
7 - 12
7 - 11
8 - 12
8 - 12
8 - 16
Malaysia
150 - 250
140 - 250
130 - 200
130 - 220
170 - 250
300 - 500
Singapore
160 - 250
140 - 220
140 - 210
160 - 240
160 - 250
300 - 550
NOTES
stated in millions
INSURANCE
CHINA
HONG KONG
JAPAN
Chinas insurance sector enjoyed strong

revenues and profits in 2015 with many
firms now looking to hire talented sales
and distribution candidates to help
continue this momentum.
Despite the lively political and economic

events of 2015, Hong Kong remains the
insurance hub of Asia.
Salary trends in the Japanese insurance

industry were fairly stable in 2015 with the
exception of roles in high demand and we
expect this trend to continue in 2016.
We are also seeing considerable cross

industry movement to fill middle office
roles in the insurance sector. In tier 1 cities
such as Beijing and Shanghai candidates
from financial institutions and banks are
considering a switch to insurance due to
the comparatively higher salaries on offer.
Salaries for some roles in the insurance
industry are expected to increase by
between 15 and 20 per cent in the coming
year. Salary increases are most likely for
those working in financial risk management
and regulatory compliance due to high
candidate demand but short supply.
We are also seeing high demand for
experienced underwriters and insurance
brokers with proven track records that are
also able to demonstrate sharp business
acumen. Candidates who are ambitious
and proactive are highly preferred to help
employers drive their business forward.
Meanwhile, salaries for those in life
insurance back office roles are expected to
remain steady in the coming year.
Another trend for the insurance sector in
2016 is the need for greater cyber security
expertise. Chinas regulatory authority
overseeing the insurance industry has
been developing further rules and
regulations related to information
management and security. We expect this
trend to drive hiring decisions that help
firms comply with the regulations and also
extract maximum value from cyber
security systems.
However, despite the strong candidate

demand, salaries increased only modestly
in 2015 as employers used career
development and advancement
opportunities to attract and retain talent.
The establishment of a new Hong Kong
insurance authority in 2015 was described
as the most important regulatory reform in
the local insurance sector in the past 30
years. With changes to international
regulations too, we predict regulatory
compliance will be an expanding area for
insurers in Hong Kong in the coming year.
Already a big spike in demand for
compliance talent has seen employers buy
the notice period of preferred candidates to
get them on board immediately.
Establishing the right distribution and
marketing capability will also be critical to
success in 2016. We are seeing insurers
forge multiple bancassurance partnerships
as well as grow agency and brokerage
arrangements to drive the sales of their
products.The demand for brokerage
managers and insurance specialists will be
aggressive this year as insurance firms
compete for professionals with proven track
records.As a result, we expect an increase
in salaries and sales incentives for business
development and distribution professionals.
Overall, we expect employers to compete
more aggressively to secure top talent in
2016 by using incentives such as sign-on
bonuses, cash allowances and job roles
tailored to a preferred candidate.
A particular hiring focus has been

Operational Risk Management (ORM) and
Enterprise Risk Management (ERM) roles.
Large firms undergoing major
organisational change need to build up
their risk management capabilities and
have used higher salaries to acquire these
skillsets from other sectors.
Actuarial candidates are also in strong
demand but short supply and we expect
upward salary pressure for these roles to
continue in 2016. Adding to the intense
competition for these candidates are firms
wanting to involve actuaries in new areas
of risk management. For example, many
Japanese insurance firms employ fully
qualified actuaries in their corporate
planning divisions to assess and
incorporate a risk management/actuarial
point of view in their business strategies.
Bancassurance sales specialists should
also expect higher salaries. Bancassurance
is an important sales channel with many
insurance companies continuing to second
their sales people to the banks selling
their products. As the trend of selling
more traditional types of insurance rather
than investment products continues, the
value of knowledge and experience in
selling these products increases.
There is also more focus being placed on
face-to-face sales instead of using a direct
marketing sales strategy, especially in life
insurance, due to planned regulatory
changes from April 2016. The regulations
will tighten requirements for insurance
providers to confirm the identities of
policy holders and of insured parties to
guard against insurance fraud. This
development is expected to see salaries
for direct salespeople increase.
The Japanese insurance industry is already
highly regulated so we expect further
regulatory changes could impact hiring
and salaries in 2016 and we will be
monitoring the situation closely.
SALARY INFORMATION: INSURANCE
As we predicted a year ago, insurance

firms are very keen to build local
capability in China and reduce their
dependency on expatriate candidates,
particularly for roles in traditional sales
channels such as bancassurance and
corporate sales. While this is positive for
those looking for a new opportunity, the
trend has kept salaries for most senior
roles at current levels.
We expect Hong Kong to continue to

attract new entrants to its insurance
industry as well as support the expansion
of established firms and this will only
intensify an existing war for talent. In 2016
the ability to attract top-tier talent will be
crucial to any firms ability to increase
market share. Established insurers with
high net-worth businesses are already on
the hunt for product development,
distribution and front-line staff.
INSURANCE
MALAYSIA
SINGAPORE
Mergers and acquisitions have characterised

Malaysias insurance sector over the last two
years and similar activity is expected in
2016 as global insurance companies
continue to enter the market here.
Singapores insurance sector enjoyed

another year of growth and diversification in
2015 and we expect stronger times ahead.
Another big trend expected to continue in

2016 is the use of digital marketing tactics.
Several insurance companies are starting
to tap into the digital space to brand and
sell services through digital and social
media channels, and we predict even the
smaller companies will deploy these
tactics in 2016 and hire the talent to help
them do so.
With the motor insurance tariff in Malaysia
due to be lifted in 2016, general insurers
here will be allowed to vary premiums
based on the risk profile of individual
vehicle owners. This is resulting in a
significant increase in hiring demand for
business development candidates as well
as marketing managers. Both roles play a
big part in generating greater revenue.
The general insurance industry will also be
affected by the volatility of the Ringgit.
The motor insurance industry has already
seen a decrease of almost six per cent in
profit compared to a year ago and this
trend is expected to continue for the first
half of 2016.
Other trends include an increase in
demand for actuarial professionals due
mostly to the Islamic Financial Service Act
requirement for composite Takaful
Operators to legally separate their general
and family businesses by 2018. This has
led to an increase in salaries for actuarial
professionals. We have noted employers
are now more willing to stretch their
budgets to acquire actuarial talent.
SALARY INFORMATION: INSURANCE
There has also been an increase in

demand for product development
managers, which indicates many
companies are focusing on new product
innovation. As such, salaries for product
development managers are also expected
to increase in 2016.
While Hong Kong continues to be the

insurance hub of South East Asia,
Singapore isnt too far behind as a
preferred location to headquarter, expand
or establish regional operations.
Once very much a predominantly life
insurance market, Singapore is now home
to niche re-insurers, Lloyds syndicates and
a range of other types of firms. For the
large general insurance and life
companies, business growth has only
served to sharpen competition with many
firms experiencing major changes in their
structure and distribution lines as well as
staff churn.
All these factors have led to an increase in
salary expectations amongst candidates and
higher salaries being offered by employers.
To improve staff retention, many employers
are also increasing benefit schemes and
awarding annual pay increases.
Intense candidate demand has also been
the case for the more sophisticated and
specialised re-insurers, brokers and Lloyds
syndicates especially in technical areas like
underwriting, actuarial and claims. More
and more niche lines of business have
meant candidates are receiving premium
packages reflective of the small available
talent pool. To fill such niche vacancies
many employers are looking overseas for
talent as well as seconding people from
other branches and headhunting staff
from competitors, all at a high cost.
Theres no doubt 2016 will see these
trends continue.
We also predict the various high and small
profile mergers, acquisitions and changes
in sales and distribution channels in
Singapores insurance industry to impact
salaries and the candidate market in
general in 2016. However, we expect more
intense competition for talent not just in
niche areas but also in the general and life
insurance areas too.
Several insurance
companies in Malaysia
are starting to tap into
the digital space to
brand and sell services
through digital and
social media channels
INSURANCE
ACTUARIAL
Chief Actuary
Department
Head
Senior Manager Manager
Associate
China
900 - 2,000
600 - 1,200
400 - 700
200 - 450
120 - 200
Hong Kong
1,200 - 2,600*
960 - 1,900
600 - 960
400 - 600
180 - 350
Japan
20 - 30
15 - 25
13 - 20
10 - 18
5-8
Malaysia
240 - 420
180 - 300
120 - 180
84 - 120
60 - 84
Singapore
260 - 440
180 - 340
140 - 180
120 - 150
50 - 90
DISTRIBUTION
Chief Distribution Chief Agency

Officer
Officer
Head of
Bancassurance
Head of
Alternate
Distribution
Head of Sales
Development
China
1,500 - 2,800
1,000 - 1,500
900 - 1,500
1,000 - 1,500
800 - 1,400
Hong Kong
1,500 - 2,500*
1,200 - 1,800
1,200 - 2,000
1,100 - 1,600
1,100 - 1,700
Japan
15 - 30
15 - 30
15 - 25
15 - 25
15 - 25
Malaysia
280 - 360
280 - 360
192 - 264
192 - 264
192 - 264
Singapore
270 - 450
270 - 350
200 - 280
220 - 280
220 - 280
AGENCY
Agency Director Senior Manager Manager
China
600 - 1,000
400 - 700
240 - 450
150 - 300
90 - 150
Hong Kong
840 - 1,200
720 - 900
480 - 600
360 - 480
300 - 360
Japan
15 - 20
12 - 18
8 - 12
7 - 10
5-8
Malaysia
168 - 240
96 - 156
60 - 96
39 - 54
33 - 39
Singapore
140 - 190
140 - 180
110 - 140
70 - 100
40 - 60
BANCASSURANCE
Department
Head
Assistant
Manager
Bancassurance
Officer
China
700 - 1,200
500 - 800
300 - 600
200 - 350
150 - 200
Hong Kong
900 - 1,500
720 - 900
480 - 600
360 - 480
300 - 360
Japan
15 - 20
12 - 15
10 - 12
6 - 10
5-7
Malaysia
240 - 336
168 - 240
90 - 170
60 - 84
36 - 54
Singapore
250 - 420
160 - 220
120 - 150
80 - 120
40 - 60
Assistant Manager Agency Officer
ALTERNATE DISTRIBUTION
Channel Director Senior Manager Manager
Assistant Manager
China
800 - 1,500
500 - 750
300 - 500
200 - 350
Hong Kong
840 - 1,000
600 - 720
480 - 600
360 - 480
Japan
15 - 25
12 - 18
10 - 14
6 - 10
Malaysia
168 - 240
168 - 150
72 - 108
42 - 60
Singapore
155 - 250
120 - 150
90 - 120
70 - 80
FINANCE
Chief
Financial
Financial Officer Finance Director Controller
Senior Finance
Manager
Finance
Manager
China
1,000 - 2,200
600 - 1,000
500 - 800
300 - 550
700 - 1,300
Hong Kong
1,000 - 3,000*
1,100 - 1,400
900 - 1,200
600 - 900
400 - 600
Japan
15 - 30
15 - 25
15 - 20
12 - 18
10 - 16
Malaysia
360 - 420 +
300 - 360
180 - 300
120 - 180
84 - 120
Singapore
240 - 500
190 - 250
145 - 240
140 - 180
100 - 150
NOTES
stated in millions
* Salaries for these job titles vary greatly due to the nature
of the role and whether the remit is local or regional
INSURANCE
AUDIT
Chief Auditor
Audit Director
Senior Internal
Audit Manager
Internal Audit
Manager
China
800 - 2,000
650 - 1,000
500 - 800
250 - 450
Hong Kong
1,500 - 2,800*
900 - 1,600*
780 - 960
600 - 780
Japan
15 - 30
15 - 18
12 - 15
10 - 14
Malaysia
300 - 504
228 - 324
130 - 220
72 - 140
Singapore
300 - 400
220 - 320
150 - 250
90 - 160
COMPLIANCE/ORM
Compliance
Chief Risk Officer Director
Senior
Compliance
Manager
Compliance
Manager
Assistant
Manager
China
900 - 2,000
N/A
N/A
N/A
N/A
Hong Kong
1,500 - 2,800*
900 - 1,600*
780 - 960
600 - 840
420 - 500
Japan
15 - 30
15 - 18
10 - 15
8 - 12
6 - 10
Malaysia
324 +
186 - 348
150 - 192
96 - 156
72 - 96
Singapore
300 - 400
200 - 300
150 - 250
80 - 150
60 - 90
UNDERWRITING LIFE
Chief
Underwriter
Director
Assistant
Manager
China
700 - 900
500 - 700
350 - 550
200 - 400
150 - 300
Hong Kong
1,000 - 1,800*
900 - 1,200
700 - 850
550 - 650
300 - 480
Japan
18 - 25
15 - 18
10 - 15
8 - 12
6-8
Malaysia
300 - 440
216 - 300
120 - 180
72 - 120
54 80
Singapore
300 - 420
250 - 300
150 - 200
100 - 140
70 - 90
UNDERWRITING GENERAL
Chief
Underwriter
Head of
Business Line
Assistant
Manager
China
800 - 1,200
700 - 900
500 - 700
250 - 450
150 - 250
Hong Kong
1,000 - 1,600*
900 - 1,100
700 - 850
550 - 650
300 - 480
Japan
18 - 25
15 - 18
10 - 15
8 - 12
6-8
Malaysia
250 - 450
240 - 312
156 - 240
96 - 156
72 - 96
Singapore
300 - 420
250 - 300
150 - 200
100 - 140
70 - 90
CLAIMS LIFE
Head of Claims
Assistant
Manager
China
500 - 700
450 - 600
300 - 450
200 - 300
Hong Kong
800 - 1,200*
650 - 750
450 - 600
350 - 450
Japan
15 - 20
12 - 15
8 - 10
6 - 10
Malaysia
144 - 300
120 - 180
70 - 132
54 - 78
Singapore
200 - 300
130 - 200
125 - 190
60 - 90
NOTES
stated in millions
INSURANCE
CLAIMS GENERAL
Head of Claims
Head of
Business Line
Assistant
Manager
China
600 - 1,000
500 - 600
450 - 550
300 - 450
200 - 250
Hong Kong
750 - 1,200*
700 - 800
650 - 750
500 - 650
300 - 450
Japan
18 - 25
15 - 18
8 - 12
6 - 10
5-8
Malaysia
220 - 320
168 - 220
120 - 180
84 - 120
54 - 84
Singapore
200 - 300
170 - 210
130 - 200
125 - 190
80 - 100
PROJECTS
Program Head
Senior Project/
Assistant
Program Manager Project Manager Manager
Business
Analyst
China
900 - 2,000
700 - 1,200
400 - 600
250 - 350
180 - 350
Hong Kong
950 - 2,500*
700 - 1,000
450 - 650
320 - 520
200 - 420
Japan
15 - 20 +
12 - 20
8 - 15
6 - 10
5 - 10
Malaysia
300 - 420
240 - 300
156 - 240
84 - 156
56 - 132
Singapore
250 +
180 - 250
140 - 180
90 - 130
60 - 80
STRATEGIC
Program Head
Program
Manager
Assistant
Project Manager Manager
China
1,000 - 2,500
700 - 1,000
400 - 700
240 - 350
180 - 400
Hong Kong
1,200 - 2,800*
720 - 1,200
600 - 960
360 - 540
240 - 420
Japan
15 - 20 +
12 - 20
8 - 15
6 - 10
5 - 10
Malaysia
300 - 420
240 - 300
156 - 240
84 - 156
56 - 120
Singapore
230 +
180 - 230
140 - 180
90 - 130
60 - 80
OPERATIONS
COO
Assistant
Manager
China
1,000 - 2,500
700 - 900
300 - 500
180 - 240
Hong Kong
900 - 2,500*
700 - 950
500 - 700
300 - 450
Japan
15 - 30
12 - 18
8 - 12
6 - 10
Malaysia
420 +
180 - 288
120 - 216
72 - 120
Singapore
200 - 250
140 - 200
90 - 140
70 - 90
MARKETING
Head of
Products
Senior Product
Development
Manager
Product
Manager
Assistant
Manager
China
700 - 1,000
300 - 600
200 - 400
150 - 240
Hong Kong
900 - 1,400*
700 - 900
450 - 650
270 - 400
Japan
14 - 20
10 - 15
8 - 12
6 - 10
Malaysia
180 +
120 - 180
96 - 156
72 - 90
Singapore
170 - 300
120 - 150
100 - 150
70 - 80
NOTES
stated in millions
Business
Analyst
LEGAL
CHINA
Chinas legal recruitment market
experienced significant investment in 2015
across both in-house and private practice
resulting in strong salary growth.
SALARY INFORMATION: LEGAL
In-house legal functions are integral to an

organisations ability to effectively manage
risk and we saw sustained and continuous
investment in the in-house function in
2015. To fill internal legal roles employers
want candidates capable of providing
compliance-related training to staff and
investigation support as well as to fulfill
the normal corporate legal functions such
as contract review, mergers & acquisition,
disputes and intellectual property. This is a
clear strategy to increase organisations
knowledge and awareness of the relevant
regulations, and for staff to become
educated about the consequences of
non-compliance. Legal counsel candidates
able to demonstrate a strong commitment
and track record in compliance are highly
sought after, and able to command strong
salary increases.
Both Chinese and foreign-owned law firms
have been investing in junior headcount to
increase the resources available to service
increasing demands from their clientele.
Great investment in junior headcount is likely
to offer law firms cost-effective additional
support, while starting to build a talent
pipeline for senior roles. Top-tier law firms
still have a strong preference for candidates
with a Chinese qualification and at least
three years of professional experience with
good fundamental skills in foreign direct
investment, mergers & acquisitions and/or
contract and corporate law.
HONG KONG
With China determined to work through
the global financial instability to continue
its robust growth patterns of many years,
Hong Kongs legal sector is expected to
remain strong across the board.
Traditional revenue generating areas in
private practice, especially capital markets
(equity and debt, international and local),
general corporate, mergers & acquisitions
and private equity are expected to
continue to be strong areas of hiring in
2016. Competition for candidates is fierce
particularly for those with cross-border
China experience as well as trilingual

(English, Mandarin and Cantonese)
language skills.
There is rising demand for candidates that
can apply global compliance and
regulatory expertise in the local domain,
both with respect to contentious and noncontentious legal work, and we predict that
salary levels for genuinely qualified and
experienced people will grow significantly.
As a consequence of the growing
importance of risk control and compliance
within financial institutions, financial areas
at the fringes of traditional investment
banking such as private banking, hedge
funds and other investment management
and insurance, will continue to grow as
sectors of investment and therefore as
sectors that employ legal professionals.
industries. In particular, the pharmaceutical

and medical devices industry is growing in
Japan due to an aging population creating
jobs for legal professionals.
Looking ahead, there is great demand for
bilingual bengoshis (lawyers) for private
practice or foreign qualified attorneys with
experience gained in leading European
and US firms particularly in the areas of
banking and finance, corporate, M&A and
energy. Commercial companies across
various industries also need legal
candidates with Japanese language
drafting capabilities.
Salaries offered to legal professionals for
in-house and private practice roles are
expected to remain very competitive
across all industries over the next year.
Most areas of non-financial in-house legal

recruitment are expected to remain steady
in 2016 after several years of busy hiring.
JAPAN
Overall, salary levels for in-house and
private practice legal professionals in
Japan remained steady in 2015.
Private practice associates with two to
seven years post-qualified experience in
corporate, mergers & acquisitions and
banking & finance are in high demand.
Energy and project finance are getting
more attention under the Japanese
governments scheme to develop
renewable energy and firms are competing
to secure the best local or overseas legal
candidates for these areas.
In the commercial in-house market,
expanding IT and consulting companies
are starting to invest more in back office
staff. In particular, Japanese IT venture
companies that focus on mobile
applications or other software are hiring
more legal candidates for contract
management positions. A higher number
of international companies are starting
operations in Japan as well increasing the
need for highly skilled legal professionals.
The life sciences and finance industries
continue to hire legal professionals but
mostly on a replacement basis. These
sectors also tend to pay the most
competitive packages compared to other
A higher number
of international
companies are starting
operations in Japan
as well increasing the
need for highly skilled
legal professionals
LEGAL
MALAYSIA
Overall there has been increasing demand
for legal talent in Malaysia but a shortage
of candidates and this situation will remain
a key issue for employers in 2016.
We are seeing high demand for legal and
compliance professionals especially on the
commercial side. We also note high levels of
merger & acquisition activity taking place in
Malaysia creating strong demand for legal
candidates with international experience as
well as specific documentation experience.
Within compliance, many commercial
businesses are seeing the value of having a
governance framework set up within their
business to ensure the legal department has
operational support on a day-to-day basis.
In addition, the financial sector has always
been a buoyant recruitment market for
legal professionals. Candidates who come
from similar industry backgrounds have
been in high demand due to their expertise
and understanding of the regulations of
the financial industry. Multinational
organisations have been proactively
looking for overseas candidates particularly
Malaysian returners.
As for the private practice sector, postqualified lawyers are still in high demand
as many law graduates have chosen to
practice outside of Malaysia due to the
opportunity to work in international law
firms in countries such as Singapore and
Hong Kong. These firms also offer higher
remuneration packages making local law
firms less attractive to candidates.
The key skills that are currently in demand

for in-house positions are regional APAC
experience, transactional and drafting
skills, as well as the ability to communicate
and read in Mandarin Chinese due to both
inbound and outbound investments in
China. Following the implementation of
the Fair Consideration Framework in 2014,
continued preference has been given to
Singapore citizens and permanent
residents, particularly for more junior
positions. We see these requirements
continuing within the in-house hiring
market. We also expect company budgets
to remain quite limited for legal headcount
throughout 2016.
In private practice, the year 2016 will
continue to see strong demand from
international law firms for junior to midlevel lawyers qualified as solicitors in the
United Kingdom, Singapore, the United
States and Australia. We anticipate that
the key areas of demand will be project
finance, international arbitration, M&A and
asset finance. Candidates with language
skills in Bahasa Indonesian, Japanese and
Mandarin will continue to be viewed as a
valuable asset to law firms engaging in
cross-border transactions.
Looking ahead, we expect to see a very

active hiring year in the legal sector and
we urge clients who are serious about
recruiting top talent to act fast.
Singapores legal recruitment market was

hit hard in 2015 by volatile economic
developments impacting oil & gas and
shipping. Global falls in business
confidence have left several corporations
conservative about increasing the
headcount of in-house legal teams.
Despite this, we have seen a stable level of
activity in private practice particularly in
the areas of banking & finance, mergers &
acquisitions, capital markets and
international arbitration.
In Malaysia, we
are seeing high
demand for legal
and compliance
professionals
especially on the
commercial side
SALARY INFORMATION: LEGAL
SINGAPORE
LEGAL
PRIVATE PRACTICE
Paralegal
Newly qualied 1 year PQE
2 years PQE
3 years PQE
China (International Firm)
120 - 360
480 - 980
560 - 1,040
620 - 1,130
750 - 1,290
Hong Kong (International Firm)
240 - 480
720 - 850
800 - 950
810 - 1,100
890 - 1,200
Hong Kong (NY/US Firm)
250 - 600
700 - 1,200
950 - 1,300
1,050 - 1,450
1,200 - 1,650
Japan
4 - 10
9 - 12
10 - 14
12 - 15
14 - 18
Malaysia
24 - 36
36 - 48
48 - 66
54 - 70
60 - 81
Singapore (International Firm)
40 - 60
80 - 120
90 - 130
90 - 150
100 - 170
Singapore (NY/US Firm)
50 - 80
100 - 150
120 - 160
120 - 170
125 - 190
4 years PQE
5 years PQE
6 years PQE
7 years PQE
8 years PQE
800 - 1,410
900 - 1,530
1,000 - 1,620
1,100 - 1,710
1,200 - 1,840
1,000 - 1,300
1,025 - 1,450
1,100 - 1,500
1,200 - 1,600
1,300 - 1,700
1,150 - 1,800
1,600 - 1,950
1,650 - 2,000
1,800 - 2,150
1,900 - 2,300
Japan
15 - 19
16 - 22
18 - 24
20 - 25
20 +
Malaysia
66 - 84
70 - 96
75 - 108
80 - 114
90 - 120
110 - 180
140 - 300
160 - 320
210 - 370
245 - 395
200 - 250
220 - 270
275 - 320
330 - 420
380 - 450
Salaried Partner Salaried Partner Professional

(Junior)
(Senior)
Support Lawyer
1,860 +
3,100 +
600 - 980
1,680 +
2,400 +
780 - 1,200
1,940 +
3,100 +
780 - 1,200
Japan
20 +
25 +
11 +
Malaysia
240 - 360 +
480 +
144 - 180
250 - 450
300 - 490 +
100 - 190
300 - 550
550 +
120 - 200
COMMERCIAL IN-HOUSE
Legal Associate Legal Counsel

0-3 PQE
4-6 PQE
Legal Counsel
(7-10+ PQE)
Senior Counsel
(10+ PQE)
General
Counsel
China
96 - 420
192 - 750
380 - 1,500
650 - 2,000
950 4,000 +
Hong Kong
350 - 750
600 - 850
800 - 1,200
1,300 2,220
1,700 3,000 +
Japan
5-8
7 - 12
9 - 18
12 - 30
18 - 40 +
Malaysia
38 - 54
54 - 78
96 - 120
240 - 420
300 - 660
Singapore
50 - 90
90 - 190
115 - 230
230 - 400
300 - 400 +
FINANCIAL SERVICES IN-HOUSE
Legal Associate Legal Counsel

0-3 PQE
4-6 PQE
Legal Counsel
(7-10+ PQE)
Senior Counsel
(10+ PQE)
General
Counsel
China
200 - 600
500 - 1,000
800 - 1,500
1,000 - 2,000
1,500 - 3,000 +
Hong Kong
550 - 1,300
900 - 1,700
1,000 - 2,000
1,500 - 3,000
2,000 - 4,000 +
Japan
5 - 14
9 - 18
15 - 20
15 - 32
22 - 40 +
Malaysia
42 - 60
54 - 78
90 - 144
216 - 264
420 +
Singapore
70 - 140
75 - 245
160 - 260
240 - 380 +
330 - 400 +
NOTES
stated in millions
Private Practice Associate salaries stated are generally

representative of the total package value
Typical benets on top of in-house salaries shown
include performance based bonuses
LIFE SCIENCES
Healthcare companies in China are still

adding headcount to their commercial
sales and marketing teams to drive
revenue, especially in the 2nd and 3rd tier
cities. As the talent pool within these cities
is limited, candidates benefit from a
greater choice of job opportunities. Like so
many other countries, China has an aging
population and with rising incomes,
healthcare is expected to account for a
higher proportion of total gross domestic
product spending in the coming years.
Chinese pharmaceutical companies are
expanding rapidly both within the
domestic market and by breaking into
overseas consumer markets. Local Chinese
pharmaceutical companies command a far
larger share of Chinas domestic consumer
market compared to foreign owned
multinational corporations and this
dominance is starting to attract candidates
with global MNC experience.
For research & development roles,
employers still face strong competition
when trying to attract skilled candidates
from overseas such as the US and UK to
bolster existing talent in China.
Other job roles that remain in high
demand include regional sales managers
across China, marketing managers and
product managers. Companies are also
focusing on productivity improvements,
which in turn have seen the creation of
roles for training managers, business
effectiveness managers and other
efficiency-based roles.
HONG KONG
Hong Kongs life sciences recruitment
market continues to demonstrate
consistent growth with demand for a range
of key technical skills expected in 2016
creating areas of upward salary pressure.
Hiring activity in 2016 is expected to
continue the trends of previous years and
be influenced by a number of high profile
acquisitions and new product launches.
We also expect to see a number of
organisations focus on increasing market
share, which is likely to impact hiring
conditions in several key areas related to
sales. Strong demand for life science
professionals with experience across
medical science liaison, market access and

clinical research is expected to result in
higher salaries.
Changes in the regulatory landscape will
also create an increase in remuneration
packages for candidates with quality
assurance skills and regulatory knowledge.
The increasing trend for many
pharmaceutical companies to outsource
their clinical research function is likely to
create demand for technical research
candidates with strong clinical knowledge.
Given the competitive nature of the
recruitment market, we expect to see an
increase in the number of active job
seekers receiving multiple offers and this
could well result in higher salaries as
employers compete for the best candidates.
JAPAN
We expect another strong recruitment
year in Japans life sciences sector but
salaries for many roles could remain
steady as employers use annual incentive
bonuses and sign on bonuses to secure
the best bilingual candidates.
The trend of outsourcing to contract
research organisations (CRO) is increasing.
Clinical research associates and regulatory
affairs specialists will continue to be in
high demand due to new product pipeline
needs. Consequently, CROs and consulting
companies are starting to focus on
regulatory affairs/clinical consulting as a
core business.
For pharmaceutical companies without
new products, we see increased demand
for business intelligence, strategic planning
and digital marketing. Non-industry
experience is becoming increasingly
acceptable to secure candidates. Health
economics and medical affairs liaisons are
areas growing in sophistication. As a result,
employers view hiring as an urgent priority
and have shortened the recruitment
process and increased salary offers for
capable, non-experienced professionals.
In the medical device area, a new
Japanese Pharmaceutical Affairs Law
(JPAL) was released to shorten the
product approval process leading to an
increase in regulatory affairs recruiting.
Employers are also competing to hire the
best bilingual candidates for quality
assurance, safety and technical service roles.

Cost reduction, process improvement and
close relationships with key opinion leaders
and high quality customer attention are
primary objectives driving recruitment.
MALAYSIA
Many foreign pharmaceutical companies
chose to import their products to Malaysia
in 2015 and utilise local distributors or
their own sales teams instead of setting
up manufacturing plants here. As a result,
we saw an increase in recruitment demand
for junior medical representatives and
junior sales executives but not much
demand for senior positions. These new
entrants to the pharmaceutical market in
Malaysia are influencing the benchmark for
salaries for junior roles.
On the other hand, with the increasing
support of the Malaysian government, more
foreign companies with existing plants have
been expanding their operations here to
increase sales to the domestic market as
well as their export volumes to other
countries in South East Asia. This trend has
helped to create greater demand for
technical and research positions however we
are still seeing quality candidates opt to
work in other countries as a way of securing
a more lucrative remuneration package and
greater development opportunities.
Malaysias labour costs are lower than some
other Asian countries and this is expected to
result in a number of multinational
corporations either starting new ventures
here or expanding existing operations. This
will create competitive demand for capable
and experienced senior management and
regulatory candidates, which in turn should
see a rise in the typical package offered.
Chinese pharmaceutical
companies are
expanding rapidly both
within the domestic
market and by
breaking into overseas
consumer markets
SALARY INFORMATION: LIFE SCIENCES
CHINA
LIFE SCIENCES
SINGAPORE
In 2015, we saw a massive spike in demand
for regulatory affairs professionals across the
entire life sciences industry. Global
pharmaceutical companies continue to
expand into Asia creating demand for
regulatory professionals to facilitate entry
into the regions booming emerging markets.
Singapore continues to be an ideal
location to establish life sciences
manufacturing operations as well as
commercial hubs. Within the biomanufacturing sector we are seeing more
competition for specialist engineering
talent, particularly candidates with
technology transfer experience in process,
chemistry and engineering.
slow unless the Singapore Economic

Development Board attracts more
research facilities to set up here.
Overall, salaries have continued to rise
within the booming life sciences industry.
We anticipate that the ability of
companies to attract skilled and talented
local scientists and engineers will remain
critical to their business success over the
coming year.
Singapore continues
to be an ideal location
to establish life
sciences manufacturing
operations as well as
commercial hubs
SALARY INFORMATION: LIFE SCIENCES
On the flip side, the volume of research &

development roles has continued to
decline. We anticipate activity will remain
COMMERCIAL
Country
Manager
Sales Director
Medical Rep
Account
Manager
Area Sales
Manager
China
2,000 - 4,000
900 - 1,500
100 - 300
250 - 400
350 - 600
Hong Kong
1,300 - 4,000
1,200 - 2,300
144 - 455
390 - 520
455 - 754
Japan
19 - 30
12 - 20
6 - 12
8 - 12
10 - 18
Malaysia
216 - 324
180 - 240
42 - 55
66 - 96
96 - 108
Singapore
200 - 300
180 - 250
40 - 60
70 - 90
80 - 120
Regional
Sales Manager
Product
Manager
Marketing
Associate
Marketing
Manager
Marketing
Director
China
500 - 800
350 - 550
150 - 300
600 - 800
900 - 1,500
Hong Kong
500 - 850
300 - 850
180 - 300
585 - 975
900 -1,600
Japan
12 - 20
8 - 14
6 - 10
10 - 14
14 - 25
Malaysia
102 - 132
84 - 135
42 - 55
72 - 120
102 - 144
Singapore
100 - 180
75 - 100
45 - 65
75 - 95
110 - 150
Business
Development
Manager
Business
Development
Director
PR/Corp Comm
China
500 - 800
900 - 1,800
300 - 600
Hong Kong
450 - 900
900 - 1,600
300 - 750
Japan
10 - 16
12 - 20
8 - 15
Malaysia
78 - 110
102 - 180
72 - 200
Singapore
80 - 150
145 - 200
75 - 240
SFE Specialist
Medical
Information
MSL
(Commercial)
Clinical
Specialist
China
150 - 220
150 - 350
200 - 400
200 - 400
Hong Kong
N/A
156 - 360
180 - 585
350 - 780
Japan
8 - 12
5 - 12
7 - 12
6 - 9
Malaysia
N/A
N/A
66 - 100
66 - 100
Singapore
70 - 100
90 - 200
70 - 180
70 - 120
NOTES
stated in millions
LIFE SCIENCES
TECHNICAL
Good Clinical
Practice
Manager
Good
Manufacturing
Practice Mgr
Good Laboratory
Practice
Manager
Quality Control
Manager
Pharmacovigilance
Manager
China
N/A
N/A
300 - 400
300 - 400
300 - 500
Hong Kong
N/A
N/A
N/A
360 - 585
390 - 585
Japan
10 - 16
10 - 16
10 - 12
10 - 12
10 - 18
Malaysia
N/A
N/A
N/A
80 - 100
80 - 100
Singapore
125 - 160
80 - 115
65 - 95
80 - 120
80 - 120
Medical Affairs
Officer
Medical Affairs
Manager
Medical Affairs
Director
Drug Safety
Manager
Drug Safety
Senior Specialist
China
250 - 400
400 - 550
800 - 1,200
350 - 450
150 - 250
Hong Kong
260 - 455
494 - 845
780 - 1,200
390 - 494
234 - 390
Japan
8 - 14
12 - 25
15 - 35
10 - 15
8 - 11
Malaysia
N/A
100 - 170
210 - 290
N/A
N/A
Singapore
N/A
160 - 250
220 - 300
210 +
130 - 200
Regulatory
Affairs Staff
Regulatory
Affairs
Manager
Regulatory
Affairs
Director
Scientic
Affairs
Manager
Clinical
Research
Associate
China
140 - 280
300 - 800
600 - 1,300
N/A
70 - 150
Hong Kong
195 - 390
390 - 819
715 - 1,300
420 - 750
260 - 494
Japan
5-9
8 - 14
16 - 22
10 - 14
4-6
Malaysia
60 - 90
85 - 140
150 - 240
75 - 120
42 - 60
Singapore
60 - 90
80 - 140
150 - 240
75 - 120
50 - 70
Senior Clinical
Research
Associate
Clinical
Research
Manager
Project
Manager
Study
Monitor
Clinical
Research
Director
China
150 - 250
250 - 500
250 - 400
150 - 300
700 - 1,000
Hong Kong
455 - 546
494 - 650
650 - 780
195 - 300
910 - 1,200
Japan
6-8
12 - 16
12 - 18
6-8
14 - 24
Malaysia
60 - 84
84 - 110
84 - 110
N/A
N/A
Singapore
70 - 90
90 - 120
90 - 140
50 - 70
150 - 200
Data
Management
Specialist
Data
Manager
SAS
Programmer
BioStatistic
Manager
Scientist
China
60 - 150
150 - 350
80 - 250
400 - 600
200 - 300
Hong Kong
N/A
N/A
N/A
N/A
260 - 494
Japan
6 - 10
10 - 12
6 - 10
7 - 12
6-8
Malaysia
N/A
N/A
N/A
N/A
48 - 60
Singapore
60 - 70
70 - 90
60 - 90
120 - 150
50 - 60
NOTES

stated in millions
LIFE SCIENCES
TECHNICAL
Senior
Scientist
Principal
Investigator
Research &
Development
Director
Physician
Medical Writer
China
350 - 500
600 - 1,300
850 - 3,000
300 - 500
150 - 350
Hong Kong
455 - 550
600 - 1,300
850 - 3,000
276 - 600
325 - 455
Japan
8 - 10
12 - 17
18 - 30
13 - 25
6 - 12
Malaysia
60 - 90
N/A
198 +
N/A
N/A
Singapore
60 - 100
80 - 150
210 +
150 - 250
70 - 90
Application
Specialist
Technical
Support
Specialist
MSL
(Scientic)
HEOR/
Market Access
Staff
HEOR/
Market Access
Manager
China
100 - 200
100 - 300
150 - 350
250 - 400
400 - 700
Hong Kong
144 - 300
180 - 336
390 - 585
N/A
520 - 910
Japan
4-9
4-8
7 - 15
5-8
8 - 14
Malaysia
30 - 60
48 - 80
72 - 150
72 - 96
96 - 180
Singapore
39 - 78
52 - 104
75 - 180
130 - 230
230 - 300
HEOR/
Market Access
Director
CMC
Specialist
Lab Director
Lab Manager
Lab Staff
China
800 - 1,200
100 - 200
500 - 800
300 - 450
100 - 300
Hong Kong
960 - 1,400
N/A
540 - 840
360 - 600
180 - 336
Japan
14 - 23
8 - 12
12 - 16
8 - 13
4-7
Malaysia
180 +
N/A
102 - 145
78 - 102
25 - 48
Singapore
250 +
180 - 250
104 - 156
65 - 105
39 - 65
Biology
Scientist
Medicinal
Chemist
DMPK/
Translational
Pharmacology
Services Scientist Scientist
China
200 - 400
100 - 300
200 - 400
200 - 400
Hong Kong
240 - 500
240 - 456
N/A
240 - 456
Japan
4-8
4-8
7 - 12
7 - 12
Malaysia
60 - 120
62 - 120
N/A
N/A
Singapore
65 - 156
70 - 180
N/A
65 - 156
NOTES
stated in millions
CHINA
Manufacturing in China continues to shift
away from being a low-cost labour
destination to progress up the value chain
into higher-tech and higher-value sectors.
In the electronics product market,
companies are adjusting their strategies to
cope with fierce market competition.
There has been an increase in merger and
acquisitions and production facility
relocations to lower-cost labour regions
hence a decrease in staffing for laborintensive functions.
Conversely, the high-tech solution
providers are increasing their investment
in China, including setting up core
technology R&D centres and improving
levels of automation. This activity is being
driven by the supply chain demands of the
top electronic brands and has resulted in
strong salary growth for candidates in
product design and development,
automation, and operation excellence.
Feedback from both employers and
candidates in the automotive industry is
quite positive. The golden age of
automotive business might be over but a
consistent number of companies are hiring
R&D talent including project management
reflecting strong investment intentions.
In the aviation and aerospace industry,
international firms continue to invest
heavily in China and skilled engineering
candidates remain in short supply. Several
major deals struck towards the end of
2015 were some of the largest orders ever
received by Chinese companies. The
aerospace and defense sector is also
expanding and hiring.
Chemical and materials rebounded in 2015
after a difficult period of restructure, cost
cutting and rapid productivity increases.
Salary growth in the sector has been
modest with the exception of the specialty
chemicals sub-sector (flavour & fragrance,
nutrition and fine chemicals). The job
functions most in demand and attracting
higher than average salaries are equipment
engineers, test engineers, technical sales
engineers and R&D engineers.
General machinery and mechanical has
experienced layoffs, restructures and even
some plant closures or relocations to lower
labour-cost countries. An oversupply of
candidates exists resulting in modest salary

increases. Sales and business development
roles are the exception with employers still
actively recruiting and willing to pay top
rates for proven performers.
Most tier 1 auto manufacturers prefer

candidates to have experience in Japanese
original equipment manufacturing, yet, the
candidate market is rather small and
shortages continue.
Investment in heavy industry is being

driven mainly by government
infrastructure projects, with the property
and real estate markets remaining cautious
about conditions in 2016. Some equipment
manufacturers are looking to diversify
their customer base with international
projects creating demand for candidates
with international experience and
networks. Multinationals are focused on
replacement roles only and salary
increases are below other industry
manufacturing segments.
The electrical or semiconductor industry in

Japan is rapidly and dramatically
downsizing as it struggles to profit in an
environment of strong competition from
companies in China, Taiwan and Korea.
However, international companies have
launched technical centres in Japan with
the intention of expanding and
strengthening their technology with the
help of the knowledge and experience of
Japanese engineers. As a result, many
employers have started to actively hire
more engineers.
Consumer goods are increasingly popular

with middle class shoppers with higher
disposable incomes. Capital investment in
nutrition and consumer healthcare, beauty,
babycare and high quality food and
beverage is increasing faster than other
categories. Companies in these areas are
investing heavily in R&D and quality
functions, offering candidates larger salary
increases. Domestic organisations are also
creating fierce competition at the top-end
of the talent market, offering attractive
remuneration packages to interdisciplinary experienced candidates.
In the chemical industry, many companies

continue to create products for their
automotive clients as the market blooms.
However, their hiring needs depend on the
restructuring of their international
divisions, as they look ahead to build more
of their businesses overseas.
The machinery industry is quite stable in
general, but on the other hand, it is not
dramatically growing and so is not actively
hiring. However, candidates with strong
technical experience and skills such as
mold manufacturing and casting are in
high demand.
JAPAN
Following the years of the weaker yen and
impact from the earthquake, manufacturing
and operations recruitment had a positive
year in 2015. Toyota has delivered its best
performance in the history of its business,
and overall, automotive companies are
becoming increasingly competitive as their
businesses grow. As a result, they are
actively hiring and we expect this to
continue in 2016.
Because of the booming market, companies
from other industries are moving into the
automotive area and will continue to hire
more talent to staff start-ups.
Demand for engineers to work on car
safety systems such as airbags, brakes and
camera radars has skyrocketed. Demand
for electrical and software engineers in car
connectivity such as GPS, audio and meter
cluster has also been increasing.
Demand for engineers

to work on car safety
systems such as
airbags, brakes and
camera radars has
skyrocketed in Japan
SALARY INFORMATION: MANUFACTURING & OPERATIONS
MANUFACTURING & OPERATIONS

MALAYSIA
Malaysias economy is highly exportoriented, with exports equivalent to more
than 80 per cent of GDP.Hence, the
manufacturing and operations recruitment
market remained active throughout 2015
bolstered by currency depreciation.
Significant hiring activity took place in
electronics, pharmaceutical and food
manufacturing. New plants setting up in
Malaysia and line transfer from higher cost
countries are the key drivers for activity.
These conditions are impacting operations
on the peninsular of Malaysia and have
spread across the northern, central and
southern regions.
Other industries such as heavy
manufacturing, chemical, automotive, and
consumer electronics remained slow and
steady in 2015 with the majority of hiring
focused on replacement. Part of the
reason for this was the sharp decline in
commodity prices and candidates
becoming more prudent.
Malaysias steel producers experienced

falling output and revenue as a flood of
cheap imports have squeezed prices and
margins.
On the flip side, Malaysias chemical
industry is projected to experience steady
growth driven by an increasing focus on
environmental sustainability, the rising
demand for energy and alternative energy
sources as well as increased consumer
health awareness.
The automotive industry continues to face
challenges including cost pressures,
competition, market shift and the
introduction of GST. Demand for candidates
will be for engineering-related roles
requiring niche skills such as automation,
mechanical, equipment and testing. Other
skills in demand are research and
development, quality and Lean
Manufacturing/Six Sigma certification skills.
The key challenges facing most employers
in Malaysia are candidate attraction and
candidate willingness to relocate to the
required locations, which are often quite

remote from residential areas.This has
driven employers to be relatively flexible
and creative when developing
remuneration packages, as well as
considering foreign candidates with the
niche skills required.
Overall, manufacturing & operations is
expected to experience steady growth in
the year ahead, supported by a sustained
expansion in domestic demand and a
resilient export sector. Economic
forecasters predict an average annual
increase of 66,800 manufacturing jobs in
Malaysia over the next five years.
Malaysias chemical
industry is projected
to experience
steady growth
SALARY INFORMATION: MANUFACTURING & OPERATIONS
AUTOMOBILE
PRODUCTION
Engineer
Supervisor
Manager
Director
China
90 - 150
150 - 280
250 - 450
500 - 1,000
Japan
4.5 - 6
7-9
8 - 12
12 - 25
Malaysia
40 - 70
70 - 90
120 - 180
300 - 360
ENGINEERING
Engineer
Supervisor
Manager
Director
China
90 - 150
150 - 280
300 - 500
500 - 1,000
Japan
4.5 - 6
7-9
8 - 12
12 - 20
Malaysia
40 - 70
70 - 90
130 - 200
300 - 360
R&D
Engineer
Supervisor
Manager
Director
China
90 - 180
180 - 290
300 - 700
700 - 1,200
Japan
4.5 - 8
7-9
8 - 10
12 - 18
Malaysia
40 - 70
70 - 90
130 - 200
300 - 360
QUALITY
Engineer
Supervisor
Manager
Director
China
90 - 150
150 - 250
250 - 450
450 - 800
Japan
4.5 - 6
7-9
8 - 12
10 - 15
Malaysia
40 - 70
70 - 90
130 - 200
300 - 360
SALES & MARKETING
Engineer
Supervisor
Manager
Director
Vice President
China
90 - 150
150 - 300
300 - 500
600 - 1,200
1,000 - 2,000
Japan
4.5 - 9
N/A
8 - 12
10 - 25
N/A
MANAGEMENT ROLES
GM
China
800 - 1,500
Japan
15 - 25
NOTES
stated in millions

AVIATION
PRODUCTION
Engineer
Supervisor
Manager
Director
China
156 - 195
200 - 250
250 - 600
600 - 1,000
Malaysia
40 - 70
60 - 80
180 - 300
360 - 600
ENGINEERING
Engineer
Manager
Director
China
150 - 300
400 - 600
650 - 1,200
Malaysia
90 - 120
180 - 300
400 - 600
R&D
Engineer
Manager
Director
China
200 - 300
300 - 800
700 - 1,500
QUALITY
Engineer
Supervisor
Manager
Director
China
120 - 250
250 - 350
500 - 700
700 - 900
Malaysia
60 - 90
90 - 120
180 - 240
N/A
SALES & MARKETING
Engineer
Supervisor
Manager
Director
Vice President
China
180 - 250
250 - 350
350 - 800
700 - 1,200
1,500 - 3,000
MANAGEMENT ROLES
GM
CTO
COO
CEO
China
1,200 - 2,500
1,500 - 2,000
2,400 - 4,000
3,000 - 5,000
NOTES

stated in millions

CHEMICALS & MATERIALS
PRODUCTION
Engineer
Supervisor
Manager
Director
China
120 - 200
150 - 300
300 - 800
600 - 1,200
Japan
4.5 - 6
7-9
8 - 12
12 - 15
Malaysia
60 - 90
90 - 120
120 - 180
240 - 360
ENGINEERING
Engineer
Supervisor
Manager
Director
China
120 - 180
150 - 300
300 - 500
500 - 1,500
Japan
4.5 - 6
7-9
8 - 12
12 - 15
Malaysia
60 - 90
90 - 120
120 - 180
240 - 360
R&D
Engineer
Supervisor
Manager
Director
China
150 - 250
250 - 450
400 - 800
800 - 2,500
QUALITY
Engineer
Supervisor
Manager
Director
China
120 - 180
300 - 400
500 - 800
700 - 1,200
Japan
4.5 - 6
7-9
8 - 12
12 - 18
SALES & MARKETING
Engineer
Supervisor
Manager
Director
China
150 - 200
200 - 400
350 - 800
800 - 2,000
Japan
4.5 - 6
7-9
8 - 12
12 - 15
MANAGEMENT ROLES
GM
CTO
COO
CEO
China
800 - 2,000
1,500 - 5,000
2,500 - 4,000
4,000 +
Japan
15 - 25
N/A
N/A
N/A
NOTES
stated in millions

FMCG
PRODUCTION
Engineer
Supervisor
Manager
Director
China
90 - 140
130 - 220
250 - 600
570 - 1,200
Japan
4.5 - 6
7 - 8.5
8 - 12
10 - 15
Malaysia
40 - 70
70 - 90
130 - 195
300 - 360
ENGINEERING
Engineer
Supervisor
Manager
Director
China
100 - 140
130 - 220
250 - 600
250 - 600
Japan
4.5 - 6
7 - 8.5
8 - 12
10 - 15
Malaysia
40 - 80
80 - 100
120 - 180
240 - 360
R&D
Engineer
Supervisor
Manager
Director
China
90 - 130
150 - 220
300 - 600
600 - 1,200
Japan
4.5 - 6
7 - 8.5
8 - 12
10 - 15
Malaysia
40 - 70
70 - 90
120 - 180
180 - 300
QUALITY
Engineer
Supervisor
Manager
Director
China
90 - 150
130 - 210
250 - 600
600 - 1,200
Japan
4.5 - 6
7 - 8.5
8 - 12
10 - 15
Malaysia
40 - 70
70 - 90
120 - 180
180 - 300
MANAGEMENT ROLES
GM
COO
CEO
China
800 - 1,500
N/A
N/A
Japan
15 - 50
30 - 50
40 - 60
NOTES

stated in millions

HEAVY INDUSTRY
PRODUCTION
Engineer
Supervisor
Manager
Director
Vice President
China
100 - 150
150 - 220
250 - 400
500 - 1,000
1,000 +
Japan
4.5 - 6
7-9
8 - 12
12 - 15
N/A
Malaysia
60 - 90
90 - 120
120 - 180
240 - 360
360 - 500
ENGINEERING
Engineer
Supervisor
Manager
Director
Vice President
China
100 - 150
150 - 240
300 - 500
500 - 1,000
N/A
Japan
4.5 - 6
7-9
8 - 12
12 - 15
N/A
Malaysia
60 - 90
90 - 120
120 - 180
240 - 360
400 +
R&D
Engineer
Supervisor
Manager
Director
Vice President
China
120 - 180
150 - 250
300 - 500
500 - 1,000
1 - 1,200
Japan
4.5 - 6
7-9
8 - 12
12 - 15
N/A
QUALITY
Engineer
Supervisor
Manager
Director
China
100 - 150
150 - 200
300 - 500
500 - 800
Japan
4.5 - 6
7-9
8 - 12
12 - 15
Malaysia
60 - 90
90 - 120
120 - 180
240 - 360
SALES & MARKETING
Engineer
Supervisor
Manager
Director
Vice President
China
120 - 300
200 - 300
400 - 600
700 - 1,000
1,000 +
Japan
4.5 - 6
7-9
8 - 12
12 - 15
N/A
MANAGEMENT ROLES
GM
COO
CEO
China
1,000 - 2,000
N/A
1,000 +
Japan
12 - 30
15 - 30
20 - 35
NOTES
stated in millions

ELECTRONICS
PRODUCTION
Engineer
Supervisor
Manager
Director
Vice President
China
80 - 150
130 - 250
200 - 750
700 - 1,200
1000 - 1,500
Japan
4.5 - 6
6 - 8.5
9 - 12
12 - 15
N/A
Malaysia
40 - 70
70 - 120
180 - 240
300 - 450
450 - 700
ENGINEERING
Engineer
Supervisor
Manager
Director
Vice President
China
100 - 160
150 - 300
250 - 800
750 - 1,500
1,000 - 2,000
Japan
4.5 - 6
6 - 8.5
9 - 12
12 - 15
N/A
Malaysia
40 - 70
70 - 120
180 - 240
300 - 450
450 - 700
R&D
Engineer
Supervisor
Manager
Director
Vice President
China
100 - 160
150 - 300
250 - 800
750 - 1,500
1,200 - 2,000
Japan
4.5 - 6
6 - 8.5
9 - 12
12 - 15
N/A
Malaysia
40 - 70
70 - 120
180 - 240
300 - 450
N/A
QUALITY
Engineer
Supervisor
Manager
Director
China
80 - 150
150 - 250
250 - 750
700 - 1,500
Japan
4.5 - 6
6 - 8.5
9 - 12
12 - 15
Malaysia
40 - 70
70 - 120
180 - 240
300 - 360
SALES & MARKETING
Engineer
Supervisor
Manager
Director
Vice President
China
100 - 160
140 - 250
200 - 850
800 - 1,500
1,000 - 2,500
Japan
4.5 - 6
7-9
9 - 12
12 - 15
N/A
MANAGEMENT ROLES
GM
CTO
COO
CEO
China
1,000 - 2,000
1,500 - 3,000
2,500 - 3,500
4,000 +
Japan
12 - 30
N/A
20 - 30
20 - 35
PROJECT MANAGEMENT
Engineer
Supervisor
Manager
Director
China
80 - 180
150 - 200
200 - 600
600 - 1,200
Japan
6-8
7-9
10 - 12
12 - 15
Malaysia
40 - 70
70 - 100
120 - 180
300 - 420
OPERATIONAL EXCELLENCE
Lean Specialist
Lean Manager
Six Sigma
Specialist
Six Sigma Master

(Black belt)
China
200 - 300
300 - 700
200 - 400
400 - 800
Japan
6 - 8.5
8 - 12
6 - 8.5
10 - 15
Malaysia
80 - 180
180 - 300
180 - 240
300 - 420
FACILITIES/EHS
Engineer
Supervisor
Manager
Director
China
80 - 150
140 - 200
200 - 600
600 - 1,000
Japan
6 - 7.5
7-9
9 - 11
11 - 15
Malaysia
40 - 60
60 - 80
180 - 240
N/A
SUPPLY CHAIN
Engineer
Supervisor
Manager
Director
China
100 - 180
150 - 250
200 - 700
600 - 1,200
NOTES

stated in millions

MACHINERY/MECHANICAL
PRODUCTION
Engineer
Supervisor
Manager
Director
China
80 - 150
130 - 250
250 - 500
500 - 1,200
Japan
4.5 - 6
7-9
8 - 12
12 - 15
Malaysia
40 - 70
70 - 120
180 - 240
300 - 450
ENGINEERING
Engineer
Supervisor
Manager
Director
China
100 - 200
200 - 300
300 - 700
700 - 1,200
Japan
4.5 - 6
7-9
8 - 12
12 - 15
Malaysia
40 - 70
70 - 120
180 - 240
300 - 450
R&D
Engineer
Supervisor
Manager
Director
China
100 - 220
200 - 300
300 - 700
700 - 1,500
Japan
4.5 - 6
7-9
8 - 12
12 - 15
QUALITY
Engineer
Supervisor
Manager
Director
China
80 - 150
140 - 230
250 - 700
700 - 1,200
Japan
4.5 - 6
7-9
8 - 12
12 - 15
Malaysia
40 - 70
70 - 120
180 - 240
300 - 450
SALES
Engineer
Supervisor
Manager
(Area Manager) (Regional Manager) Director
Vice President
China
100 - 200
200 - 300
300 - 800
700 - 1,500
1,000 - 2,500
Japan
5-9
N/A
8 - 12
10 - 15
N/A
MARKETING
Specialist
Supervisor
Manager
Director
Vice President
China
100 - 200
150 - 300
300 - 700
800 - 1,500
1,000 - 2,500
Japan
5-9
N/A
8 - 12
10 - 15
N/A
MANAGEMENT ROLES
GM
COO
CEO
China
1,500 - 2,500
2,000 - 3,500
4,000 +
Japan
12 - 30
20 - 30
20 - 40
NOTES
stated in millions
OFFICE PROFESSIONALS
The recruitment market for office

professionals in China remains challenging,
as the corporate divisions and functions
they support continue to adapt to a new
economic environment of slower growth.
Many multinational corporations have
introduced restructuring initiatives as a way
of improving productivity and efficiencies.
Relocation of roles, centralisation of
functions and redundancies were a feature
of 2015. Roles particularly vulnerable to
redundancy have been personal assistants
and executive assistants.
There is slightly more optimism amongst
local domestic-owned enterprises enabling
talented executive assistants to command
pay increases. However, overall, salaries for
office professionals are generally decreasing.
Looking ahead, in highest demand are
office managers able to demonstrate
strong generalist abilities across the
personal assistant functions, human
resources, finance and general
administration. These candidates are seen
as a valuable resource for smaller local
organisations because they can cover
multiple functions.
As companies increasingly require
collaboration with international customers
and colleagues, office professionals with
strong bilingual capabilities (English &
Mandarin) remain in high demand but
currently short supply. Employers are
often willing to pay a premium for a local
candidate with strong verbal and written
English capabilities and we expect this
trend to continue over the next year.
HONG KONG
Hong Kongs status as a regional
commercial centre continues to fuel
demand for back office and supportrelated roles but the desire to control
costs has created downward pressure on
salary levels in some disciplines.
In the year ahead, remuneration levels for
general administration staff will decline
slightly, while salaries for specialised roles
such as legal secretaries or senior
executive assistants will see some
increases due to candidate shortages.
Candidates with personal assistant and
secretarial experience gained within a
multinational or large listed company will

be highly sought after, while demand for
junior hires with academic qualifications
such as business administration and
fluency in English, Cantonese and
Mandarin languages will also be high.
Temporary recruitment for office
professionals has increased in popularity,
particularly within the financial services
sector, and this is set to continue. We are
seeing many organisations using contract
assignments as a chance to assess
individual performance before committing
to offering someone a longer-term
contract or permanent role. Candidates
should be prepared to use temporary roles
to showcase their skills and an opportunity
to impress a potential employer
considering long term hiring needs.
JAPAN
Following successful initiatives to boost
the Japanese economy, we saw more
active recruitment of bilingual office
professionals in 2015.
With the entry and expansion of
international corporations in Japan,
permanent back office support needs
were high especially in the finance,
consulting and professional service
industries. This active job market is
motivating candidates to move jobs.
Due to a lack of office juniors, companies
are hiring entry-level bilingual candidates
with no particular office skills. Salary levels
for junior back office candidates are also
rising. While senior office professionals
remain in low demand. More experienced
candidates who have been out of the job
market for a period of time are
encouraged to consider short term
assignments to update their skills and
remain competitive.
We anticipate the demand for office
professionals to continue in 2016 for both
permanent and temporary hires. In
particular, we are seeing increased need for
in-house interpreters and translators. This
new trend has led to higher salary levels
and revised offers for permanent rather
than contract status in order to attract top
quality candidates. Regardless of the
industry, interpreters and translators are in
demand due to an increase in expatriate
executives and domestic companies

seeking overseas business opportunities.
In the temporary market, many companies
struggle to find candidates. In response,
companies have started hiring sick leave
and maternity leave cover positions on a
direct contract basis. This candidate
shortage is expected to drive up salaries
for temps significantly in 2016.
MALAYSIA
The hiring of office professionals in
Malaysia has been buoyant and we expect
this to continue in 2016.
There has been a spike in demand for
executive assistants with financial and
consulting industry experience. The trend of
organisations setting up their regional hub
or headquarters in Malaysia has also created
demand for executive assistants and office
managers with multinational experience.
As a cost-cutting measure, many
organisations are expecting executive
assistants to hold multiple roles and
responsibilities. Executive assistants are
expected to provide administrative
support to at least three to four people in
a senior management team. There is also
significant demand for bilingual or
trilingual candidates, primarily with
Chinese languages skills, as they are
required to work closely with a companys
offices in China and Hong Kong.
The trend of
organisations setting
up their regional hub
or headquarters in
Malaysia has also
created demand for
executive assistants
and office managers
with multinational
experience
SALARY INFORMATION: OFFICE PROFESSIONALS
CHINA
In addition, legal secretaries are in demand
to work in many large multinational
corporations, especially candidates with
two to three years experience in corporate
law and litigation. We are seeing very
steep salary increases being offered to
attract this specific pool of talent.
Overall, we predict there will be an upward
trend in the demand for office professionals
in Malaysia during the year ahead.
were seeing a significant rise in roles that

support multiple managers simultaneously.
Lastly, we have seen an increase in the use
and acceptance of temporary and contract
office staff. Both candidates and
employers are seeing the value and
benefits of temporary and contract
employment and we expect this to
continue in 2016.
SINGAPORE
The hiring market for office professionals
has been fairly stable over the last year due
to a buoyant local economy. Singapores
low unemployment rate promises another
positive year for office professionals.
Receiving an uplift in remuneration
package continues to be a major pull
factor for candidates, but ultimately
upskilling and career progression are
leading reasons for leaving an employer.
Employers are looking to incentivise top
candidates by offering increased medical,
flexi benefits and dental to set themselves
apart from their competitors.
In 2015, we saw high demand for strong
executive assistants and team secretaries
across all industries whilst there was a
consistent need for experienced legal
secretaries. We continue to see new startups entering Singapore employing office
managers and executive assistants able to
set up an office.
Over the next 12 months we expect a
slowdown in demand for office support
staff from the manufacturing industry and
increased demand in financial services, legal
services, education, trading and technology.
SALARY INFORMATION: OFFICE PROFESSIONALS
Traditional executive support roles assigned

to a single executive remain constant but
We continue to see
new start-ups entering
Singapore employing
office managers
and executive
assistants able to
set up an office
ADMINISTRATION
Administration
Assistant
(6-12 mths)
Administration
Assistant
(12+ mths)
Project Admin
Assistant
(3+ yrs)
Office Manager
Project
Coordinator
China
35 - 54
54 - 90
80 - 160
200 - 500
65 - 120
Hong Kong
140 - 180
180 - 300
180 - 300
300 - 600
200 - 300
Japan
3.5 - 4
3.5 - 5
N/A
5 - 12
4-6
Malaysia
18 - 26
26 - 42
48 - 72
120 - 180
42 - 54
Singapore
25 - 40
40 - 50
50 - 65
65 - 100
40 - 50
ADMIN/SPECIALISTS
Data Entry
Operator
Sales
Coordinator
Records Officer
Medical
Secretary
Translator
China
N/A
75 - 180
N/A
N/A
N/A
Japan
3.5 - 4.5
4-7
N/A
N/A
4.5 - 8
Malaysia
18 - 24
36 - 48
N/A
N/A
54 - 84
Singapore
20 - 30
30 - 45
35 - 45
40 - 50
50 - 60
NOTES

stated in millions

Receptionist
(12+ mths)
Receptionist/
Admin Assistant
(12+ mths)
RECEPTION
Receptionist
(up to 12 mths)
China
35 - 40
40 - 80
80 - 120
Hong Kong
130 - 180
180 - 380
180 - 380
Japan
4-5
4-6
4-6
Malaysia
18 - 30
24 - 42
30 - 48
Singapore
25 - 35
30 - 40
30 - 40
SECRETARIAL
Secretary
(up to 12 mths)
Secretary
(12+ mths)
Team Secretary
(3+ yrs)
Personal
Assistant/
Team Assistant
Executive
Assistant
(for 1 person)
China
40 - 65
70 - 250
80 - 180
130 - 260
260 - 500
Hong Kong
192 - 264
200 - 360
200 - 420
360 - 600
400 - 660
Japan
4-5
4-7
4-7
4-8
4.5 - 10
Malaysia
18 - 26
36 - 48
48 - 54
60 - 84
60 - 96
Singapore
28 - 32
30 - 45
42 - 55
45 - 65
60 - 80
LEGAL SUPPORT
Legal Secretary Legal Secretary Legal Secretary Legal Personal

(up to 2 yrs)
(2-4 yrs)
(4+ yrs)
Assistant
China
50 - 75
80 - 130
130 - 200
N/A
Hong Kong
190 - 288
300 - 420
420 - 500
400 - 720
Japan
4-6
5-6
5.5 - 7
5-7
Malaysia
24 - 36
36 - 54
54 - 72
54 - 66
Singapore
25 - 40
40 - 50
50 - 65
50 - 72
BANKING & FINANCE SUPPORT
Secretary
Senior Secretary Personal Assistant Executive Assistant
China
130 - 200
200 - 360
195 - 260
400 - 650
Hong Kong
192 - 250
360 - 480
240 - 600
360 - 600
Japan
5-7
6-8
7-9
7 - 12
Malaysia
36 - 54
54 - 66
60 - 72
72 -96
Singapore
30 - 40
40 - 70
45 - 60
60 - 90
PROPERTY & CONSTRUCTION

SUPPORT
Project Secretary/ Site Secretary/

Administrator
Administrator
Facilities
Administrator
Contracts
Administrator
(Residential)
Client Liaison
(Residential)
Japan
N/A
N/A
4-6
N/A
N/A
Singapore
35 - 50
40 - 50
30 - 40
40 - 55
40 - 45
NOTES

stated in millions

OIL & GAS
CHINA
The global drop in oil prices has seen
some areas of Chinas oil and gas industry
decline and others strengthen impacting
salary trends in 2016.
Chinas upstream sector has shrunk
dramatically inline with world trends.
Where once Chinese upstream salaries
were among the most inflated in the
world, accepting a pay cut to secure a job
is now commonplace.
Shale gas in Chinas southwest was once
considered the new energy frontier but
the high costs and low returns created by
current conditions have seen a retreat by
oil companies. Redundancies followed for
geologists, reservoir and petroleum
engineers and drilling and completions
engineers. It has been a similar story for
conventional fields, offshore and Original
Equipment Manufacturers (OEM).
SALARY INFORMATION: OIL & GAS
Meanwhile, the Liquid Natural Gas (LNG)

market has been rising boosted by foreign
investment and also government initiatives
encouraging cleaner energy. Employers
are willing to pay higher salaries to attract
strong LNG experience for roles including
business development managers, LNG
process engineers and project managers.
Also, an increasingly urbanised strong and
growing automotive market is creating
huge demand for downstream oil
products. We have seen some of the
worlds leading oil companies hiring
downstream executives into corporate
management roles a signal that
downstream, including lubricant, bitumen,
and other petrochemical products, is the
key business generator of the low-oil-price
age. In turn, the recruitment market looks
strong for technologists in petrochemicals,
business development and sales
professionals with local market knowledge
and marketing and branding professionals
with consumer goods experience.
MALAYSIA
As a net hydrocarbons exporter, Malaysia
faced a difficult 2015. While trying to
develop its reputation as an internationally
recognised oilfield services sector,
Malaysia has had to cope with declining oil
and gas prices denting the confidence of

major sector players and reducing overall
national spending in the industry.
Containing costs will be a strong theme in
2016 although investment in technological
developments to maximise production
levels for the long term continues. For
example, the multi billion-dollar Renery
and Petrochemical Integrated Development
project at the Pengerang Integrated
Petroleum Complex is envisaged to
establish Malaysia as a regional oil storage
and trading centre by 2020.
In the current market we are seeing some
reduction in salaries across the oil and gas
value chain. The length of the recruitment
process for mid level to senior level positions
has also increased, as employers prefer to
wait until a local candidate becomes
available within their budget. Some
employers are also offering contractual
positions rather than permanent.
Downstream roles in highest demand are
project construction managers, project
managers, commercial optimisation leads,
business development managers,
mechanical engineers, electrical and
instrumentation engineers, piping
engineers, quality assurance/quality control
engineers, project engineers, application
engineers and application consultants.
Local talent with hands-on experience in the
integration of refinery and petrochemicals
plants are also in short supply.
Upstream roles in demand include health,
safety and environmental (HSE) managers
and HSE officers, reservoir engineers, key
account managers, business development
managers, lead design engineers or lead
discipline engineers and heads of operations.
Marine-based businesses have
shown interest in recruiting technical
superintendents, base superintendents,
senior HSE officers and mechanical
engineers for their supply bases.
SINGAPORE
Like elsewhere in the world, the oil price
slide has driven down hiring in some parts
of Singapores oil and gas industry while in
other more profitable areas recruitment
levels are holding steady.
Larger operators and oilfield services

companies have made publicised
redundancies to reduce costs in the face
of falling orders and declining profits. We
have also seen a dramatic drop in the
exploration sector as new field
development and exploration projects
have become less commercially viable.
Operators and drilling contractors are
extending the life span of plant and
equipment in the field as a cost reduction
strategy. This has proved a profit
generator for Singapore oilfield services
companies specialising in the maintenance
and refurbishment of offshore or onshore
rigs and production facilities.
Construction companies and OEMs
supplying the shipyards are also managing
to stay relatively stable by working on long
duration new build or conversion projects
for offshore production facilities such as
floating production, storage and offloading
(FPSO), floating storage and offloading
(FSO) and jack-ups. The project duration
has afforded some protection for
companies this year, but the outlook is less
certain as companies find existing projects
reach completion without new projects to
replace them. With the long lead times
associated with the manufacture of much
of the equipment used in this sector, the
anticipated lag time for new projects to
come on line as current ones complete is
of increasing concern.
Many candidates have already experienced
greater competition when looking for a new
role after the completion of a contract or
due to a redundancy. We expect job security
to again be an issue for these candidates in
2016. As a result, savvy candidates are
looking to broaden their skill sets so they
can apply for roles in other sectors where
they might have transferrable skills. Other
candidates are using the time to take a
career break or take courses to further their
professional development until the market
picks up again.
Despite current market conditions, the oil
and gas industry in Asia is a huge market
with the potential for significant growth
and we expect to start to see signs of
recovery should the price of oil increase to
over USD$65 per barrel.
OIL & GAS

OPERATIONS & PRODUCTION
GEOLOGIST
Graduate
Senior
Lead
Manager
China
80 - 150
150 - 300
300 - 400
500 +
Malaysia
60 - 80
180 - 240
240 - 300
400 +
Singapore
39 - 55
100 - 140
160 - 200
250 +
PETROPHYSICIST
Graduate
Senior
Lead
Manager
China
80 - 150
150 - 300
300 - 400
500 +
Malaysia
60 - 80
240 - 300
300 - 380
380 +
Singapore
39 - 45
110 - 160
160 - 200
250 +
RESERVOIR ENGINEER
Graduate
Senior
Lead
Manager
China
80 - 150
150 - 300
300 - 400
500 +
Malaysia
65 - 72
144 - 240
288 +
300 +
Singapore
39 - 45
110 - 160
160 - 200
250 +
PETROLEUM ENGINEER
Graduate
Senior
Lead
Manager
China
80 - 150
150 - 300
300 - 400
500 +
Malaysia
48 - 72
144 - 240
280 +
350 +
Singapore
39 - 45
110 - 160
160 - 200
250 +
WELL DELIVERY
Graduate
Senior
Lead
Manager
China
60 - 100
100 - 200
200 - 300
300 +
Malaysia
48 - 72
120 +
220 - 250
380 +
Singapore
39 - 45
100 - 150
150 - 200
250 +
DRILLING SUPERVISOR
Graduate
Senior
Lead
Manager
China
60 - 150
150 - 250
250 - 450
450 +
Malaysia
48 - 72
120 - 180
180 - 240
320 +
Singapore
N/A
95 - 145
150 - 200
250 +
PRODUCTION MANAGEMENT
Graduate
Senior
Lead
Manager
China
50 - 100
100 - 200
200 - 400
400 +
Malaysia
48 - 72
120 - 180
220 - 250
340 +
Singapore
39 - 45
100 - 130
150 - 180
200 +
LOGISTICS
Graduate
Senior
Lead
Manager
China
50 - 100
100 - 250
250 - 350
350 +
Malaysia
60 - 72
120 - 180
220 +
250 +
Singapore
39 - 55
75 - 100
100 - 140
160 - 180
NOTES
OIL & GAS

OPERATIONS & PRODUCTION
QAQC
Graduate
Senior
Lead
Manager
China
50 - 100
100 - 200
200 - 400
400 +
Malaysia
42 - 60
120 - 160
180 +
250 +
Singapore
39 - 45
65 - 95
100 - 130
120 - 195
MAINTENANCE
Graduate
Senior
Lead
Manager
China
50 - 80
80 - 200
200 - 300
300 +
Malaysia
48 - 60
120 - 180
180 +
240 +
Singapore
39 - 55
75 - 100
100 - 140
150 +
PROJECT DEVELOPMENT
PROJECT MANAGER
Graduate
Senior
Lead
Manager
China
50 - 100
200 - 300
300 - 400
400 +
Malaysia
N/A
180 +
264 +
380 +
Singapore
N/A
120 - 150
150 - 240
250 - 300
PROJECT ENGINEER
Graduate
Senior
Lead
Manager
China
80 - 150
150 - 250
250 - 350
350 +
Malaysia
36 - 60
120 - 144
180 - 240
300 +
Singapore
N/A
95 - 120
120 - 180
250 +
CONTRACTS ENGINEER
Graduate
Senior
Lead
Manager
China
60 - 120
120 - 200
200 - 300
300 +
Malaysia
36 - 60
120 +
180 +
250 +
Singapore
39 - 55
95 - 120
120 - 180
250 +
COMMERCIAL MANAGER
Graduate
Senior
Lead
Manager
China
60 - 120
120 - 200
200 - 400
500 +
Malaysia
N/A
180 - 220
220 - 350
370 +
Singapore
N/A
140 - 180
200 - 240
260 +
NOTES
OIL & GAS

PROJECT DEVELOPMENT
COMMISSIONING ENGINEER
Graduate
Senior
Lead
Manager
China
50 - 100
100 - 200
200 - 300
300 +
Malaysia
60 +
144 +
220 - 250
300 +
Singapore
45 - 75
110 - 160
200 - 250
250 +
Graduate
Senior
Lead
Manager
China
80 - 150
150 - 250
250 - 400
500 +
Malaysia
60 +
180 +
250 +
380 +
Singapore
39 - 55
80 - 130
130 - 180
160 +
PROJECT CONTROLS MANAGER
Graduate
Senior
Lead
Manager
China
60 - 120
100 - 200
200 - 300
350 +
Malaysia
N/A
140 - 180
180 - 300
360 +
Singapore
39 - 55
80 - 130
130 - 180
200 +
ESTIMATOR
Graduate
Senior
Lead
Manager
China
60 - 120
120 - 200
200 - 300
300 +
Malaysia
36 - 60
120 - 140
144 - 156
220 +
Singapore
39 - 55
75 - 100
100 - 140
150 +
PLANNER
Graduate
Senior
Lead
Manager
China
60 - 120
120 - 200
200 - 400
400 +
Malaysia
36 - 60
120 - 140
144 - 180
240 +
Singapore
39 - 55
100 - 150
170 - 190
200 - 250
PROCUREMENT
Graduate
Senior
Lead
Manager
China
80 - 150
150 - 250
250 - 450
450 +
Malaysia
36 - 60
120 - 144
180 - 200
240 +
Singapore
39 - 55
75 - 100
100 - 140
150 +
COST ENGINEER
Graduate
Senior
Lead
Manager
China
50 - 100
100 - 200
200 - 300
300 +
Malaysia
36 - 60
100 - 140
144 - 156
180 +
Singapore
39 - 55
75 - 100
100 - 140
150 +
BID MANAGER
Graduate
Senior
Lead
Manager
Malaysia
N/A
120 - 144
180 - 240
240 +
Singapore
39 - 55
80 - 130
130 - 180
200 +
NOTES
OIL & GAS

OTHER
DISCIPLINE ENGINEERS*
Graduate
Senior
Lead
Manager
China
90 - 150
180 - 240
240 - 300
300 +
Malaysia
48 - 60
144 - 180
300 - 400
400 +
Singapore
39 - 55
80 - 120
120 - 216
220 - 260
SUBSEA
Graduate
Senior
Lead
Manager
Malaysia
60 - 72
144 +
240 +
350 +
Singapore
39 - 55
120 - 150
150 - 180
250 +
PIPELINES
Graduate
Senior
Lead
Manager
Malaysia
60 - 72
144 +
156 - 204
250 +
Singapore
39 - 55
110 - 140
140 - 216
200 +
MARINE/NAVAL
Graduate
Senior
Lead
Manager
China
90 - 150
180 - 240
240 - 300
400 +
Malaysia
60 - 72
144 +
180 - 240
300 +
Singapore
39 - 55
90 - 120
120 - 150
200 +
SAFETY ENGINEER
Graduate
Senior
Lead
Manager
China
60 - 120
120 - 180
200 - 300
350 +
Malaysia
48 - 60
120 - 190
190 - 240
300 +
Singapore
39 - 55
80 - 100
120 - 180
200 +
HSE
Graduate
Senior
Lead
Manager
China
60 - 120
120 - 200
200 - 400
400 +
Malaysia
60 - 72
180 +
260 +
380 +
Singapore
39 - 55
80 - 100
120 - 180
200 +
ROV MANAGEMENT
Graduate
Senior
Lead
Manager
Malaysia
60 - 72
180 +
240 +
400 +
Singapore
50 - 100
100 - 250
250 - 300
300 +
FIELD ENGINEER
Graduate
Senior
Lead
Manager
China
80 - 150
150 - 250
250 - 400
400 +
Malaysia
36 - 60
120 - 140
144 - 180
240 +
Singapore
45 - 55
75 - 100
100 - 140
200 +
FIELD TECHNICIAN
Graduate
Senior
Lead
Manager
Malaysia
34 - 48
108 +
150 +
190 +
Singapore
50 - 100
100- 150
150 - 250
250 +
NOTES
* Includes Civ/Struct/Mech/Elec/I&E
PROCUREMENT
The management of indirect procurement

channels was the key trend of 2015 in
China. Candidates with cost-down and
solid supplier management experience
remain in great demand as organisations
continue to centralise the procurement
function and optimise procurement
processes. We have also seen
organisations relocating their sourcing
centres east or south creating
opportunities for skilled candidates in
those regions.
Large companies are looking for
candidates with specialised category
procurement management skills while
small and medium sized organisations
prefer candidates with experience in
various commodities who can also help
consolidate supplier resources.
Manufacturing highly values skilled direct
procurement professionals. Difficult
market conditions, increasing competition
and rising costs have forced organisations
to maintain a tight focus on supplier
quality to ensure sustained and reliable
support for their production activities.
Therefore, candidates with solid technical
backgrounds and strong supplier
evaluation and management experience
are in demand and able to command very
competitive salaries.
HONG KONG
Hong Kongs procurement market will see
high demand for a number of specific
skills throughout 2016 similar to those
sought in 2015.
In the indirect procurement market,
organisations continue to place value on
candidates with experience of managing
business critical categories such as
technology, property and facilities and
external or consulting services. We predict
that over 2016 many of the citys larger
corporations, including banks and financial
services organisations, will continue to focus
on hiring professionals with the ability to
implement strategic sourcing processes.
In the direct procurement and purchasing
market, many Hong Kong employers are
facing increasing cost pressure for raw
materials and finished goods. With this in
mind, hiring requirements will focus

heavily on procurement professionals with
sophisticated market analysis skills and
the ability to develop better long-term
contractual relationships to enable
improved management of supplier
performance and lower cost of materials.
We have witnessed a trend for category

focused procurement teams and this is
something we expect to continue.This
structure is particularly advantageous for
companies with regional operations,
seeking greater savings by leveraging a
larger geographical remit.
Candidates with experience of global

commodity management will also be
highly sought in 2016. Despite the strong
recruitment activity expected, salaries
across the board are expected to remain
consistent with 2015 due to the cost
pressures facing employers.
Given the continued demand for

procurement professionals we expect
salaries to increase in some areas. This
said we do not believe these increments
will be across the board. Areas such as oil
& gas that previously saw substantial hikes
when oil prices were good will struggle to
see pay increases as candidate supply
outweighs demand for the first time in
recent history.
JAPAN
Indirect procurement was the key trend in
Japans procurement industry in 2015.
While not yet highly mature, we are seeing
continuous growth in this sector that will
continue over the year ahead.
The direct procurement market saw an
overall increase in headcount, especially in
the automotive industry. Candidates in
demand must be able to demonstrate
supplier sourcing skills to help
organisations achieve high quality and low
prices. Bilingual language capabilities are
another must.
Salaries in the indirect procurement area
were considerably high in 2015 with more
growth ahead. We predict that this growth
trend could continue over the next few
years as the importance of the role of
indirect procurement continues to be
understood. Another interesting trend is
the rising demand for procurement talent
in rural areas. Salaries for these roles for
bilingual procurement candidates will
continue to be relatively high.
MALAYSIA
Malaysias procurement sector continues
to develop as organisations look to the
procurement function to improve the
bottom line.
Candidates with experience working in
large multinationals remain in demand,
particularly those with experience in
process improvement, change management
and cost reduction. We predict this trend
will continue into 2016 as many companies
still lag behind international standards.
SINGAPORE
Singapore continues to thrive as a
procurement and sourcing hub for the
Asia Pacific region. As the function
becomes less finance-focused and more
strategic, many companies in the
manufacturing, FMCG, life sciences and
financial services sectors seek top
procurement talent able to really make a
difference to their business.
There is definitely change in the
procurement landscape with the focus
now on either moving to in-country
sourcing models for the region or
developing centres of procurement
excellence. We predict continual high
demand for savvy candidates with specific
indirect category experience, particularly
within software, IT, real estate and
marketing services.
The days of only focusing on cost
reduction are gone and candidates whose
key selling point is financial knowledge are
struggling to find their place. What
companies really need are strong
negotiators that can actively partner with
the business rather than police it.
Overall, we are seeing good salary growth
with candidates typically offered 15 per
cent increases to take a new role.
Singapore has some excellent local talent
and in most sectors employers are able to
access top talent.
SALARY INFORMATION: PROCUREMENT
CHINA
PROCUREMENT
Chief Procurement
Officer/Head of
Procurement
Procurement
Manager
Category Manager
Buyer
China
700 - 1,200
300 - 600
250 - 400
150 - 200
Hong Kong
1,020 - 1,800
420 - 660
600 - 780
300 - 420
Japan
15 - 24
8 - 13
7 - 11
3.5 - 8
Malaysia
300 - 480
130 - 195
104 - 156
52 - 91
Singapore
195 - 290
70 - 110
78 - 110
39 - 65
Sourcing Director
Sourcing Manager
Purchasing Director
Purchasing Manager
China
700 - 1,200
300 - 600
700 - 1,200
300 - 600
Hong Kong
720 - 1,020
420 - 600
720 - 1,020
360 - 540
Japan
11 - 15
8 - 13
10 - 15
7.5 - 11
Malaysia
420 - 660
130 - 260
300 - 480
110 - 170
Singapore
200 - 250
78 - 110
156 - 220
70 - 90
NOTES
stated in millions
PROPERTY
In 2015, the effect of Chinas cooling

property sector has been to moderate real
wage growth within the industry.
Residential property supply is exceeding
demand in many regions, limiting
investment in new projects and providing
employers with some relief from the
traditional skills shortage in this sector. As
competition amongst candidates
increases, employers are tending to offer
more modest salary increases to attract
and retain key talent compared to
previous years.
The commercial, retail and industrial
sectors remain slightly more buoyant but
have also seen salary growth below the
level of previous years. The emphasis for
candidates in tier 1 cities has shifted to
focus on company stability and forward
project pipelines, while tier 2 and tier 3
cities continue to offer good opportunities
for mid-level candidates to accelerate their
careers and salaries.
Employers remain focused on localising
their workforces and reducing their
reliance on expatriate labour, preferring to
source local candidates with bi or multilingual capabilities.
being able to increase the value of

property portfolios and individual assets is
a highly sought after skill.
Real estate salespeople such as tenant
representatives and investment advisory
candidates are in high demand as well to
drive transactions and create revenue for
brokerage firms. These positions will
continue to be in high demand over the
year ahead.
JAPAN
Japan is still regarded as offering a
relatively stable real estate investment
environment and accordingly continues to
attract overseas investment particularly
from Asia Pacific countries including Hong
Kong, Singapore and China.
We are also seeing an increase in demand
for warehouse and logistics properties as
online retailers continue to grow in Japan.
Businesses that specialise in the supply of
such hard assets are expected to grow
further in 2016 creating strong demand for
staff at junior, mid and senior levels.
Hong Kongs property market remains

strong with steady activity forecast for the
year ahead. With continued strong
demand for candidates in many areas,
confidence in Hong Kongs property
recruitment market is high.
Outbound investment is set to increase as

large Japanese property developers, who
have traditionally succeeded with
developments only in Japan, recognise
opportunities in developing markets
especially in the Asia Pacific region. This
particularly applies to the construction of
residential apartments and shopping malls,
where Japanese expertise and high build
standards are well regarded. This trend is
expected to create demand for English
speaking real estate construction, project
management and investment specialists.
A growing trend for many global

companies is to establish an office in Hong
Kong as their regional base. As a result,
we are seeing increasing demand for
facility and corporate real estate
managers. Demand exists for senior
candidates able to oversee the entire
facilities management department. There
is also increasing demand for facility
managers and facility officers, both for
in-house and outsourced roles.
The shift from in-house to outsourced

service providers continues in the banking
sector impacting facility management
roles. Opportunities for junior to mid-level
facilities management staff on the
outsourced side will continue to increase
in line with this trend. Recent mergers
and acquisitions between leading global
real estate and facilities management
providers is further evidence of this
market shift.
There is continued demand too for

commercial real estate professionals in
asset management, property management
and portfolio management positions. As
the market remains strong in Hong Kong,
Much of the recent corporate real estate

activity has been within banking and
insurance, but large pharmaceutical firms
may be next to consider such action. In
many cases, they have property portfolios
HONG KONG
of a sufficient size to make this a

potentially highly cost-effective measure.
The demand for experienced, bilingual
commercial real estate professionals
especially in mid to senior levels is likely to
remain strong over the next 12-18 months.
MALAYSIA
The property market in Malaysia has been
bearish. In recent times we have seen an
oversupply of high-end properties and
condominiums. In response, the Central
Bank of Malaysia has implemented cooling
measures such as raising interest rates and
changing the criteria for obtaining a home
loan to curb the nations high debt to
income ratio.
With a slowdown in the property sector, the
salary range for facilities managers and asset
managers remained unchanged in 2015 and
we anticipate static salary growth ahead.
Further, most organisations are opting to
engage candidates for these roles on a
contractual basis in order to manage the
more challenging market environment.
Looking ahead, we anticipate that the
level of development of new projects will
decrease in Malaysia as prices in the
residential market drop and foreign
investment cools. This will impact the
recruitment market and see candidates
keen to stay put in existing jobs until the
market improves.
We are seeing an
increase in demand
for warehouse and
logistics properties
as online retailers
continue to grow
in Japan
SALARY INFORMATION: PROPERTY
CHINA
PROPERTY
SINGAPORE
The property market in Singapore
experienced continued growth over the last
12 months predominantly in the commercial
sector where consultancies were engaged
by developers to carry out new office fit
out projects geared to new global tenants.
This increased the demand for property
managers and project managers as well as
corporate real estate staff.
The residential and retail markets however
remain sluggish as there hasnt been many
new developments in the local market and
most developers are investing in retail
properties in overseas markets mainly
China, Malaysia and Indonesia.
With security of energy supply and robust
data protection laws features of
Singapores business environment, the
property recruitment market has seen a
rise in demand for critical facilities
managers as many global multinationals,
particularly banks, are relocating their data
centres to Singapore.
SALARY INFORMATION: PROPERTY
Singapore will continue to experience

growth within the commercial real estate
space as well as project management.
There will be more demand for facilities
managers in the year ahead and we
expect the local market to become heavily
outsourced. This could see a decline in the
hiring of client side commercial real
estate candidates.
Singapore will
continue to experience
growth within the
commercial real estate
space as well as
project management
Manager
(2-5 yrs)
Manager
(5-10 yrs)
Senior
Manager
Head of Property GM Property

Management
Management
China
240 - 300
250 - 400
600 +
600 +
700 +
Hong Kong
240 - 360
360 - 480
450 - 900
900 - 1,200
1,250 - 1,850
Singapore
40 - 54
50 - 85
80 - 110
130 +
150 +
Facilities Mgr
- Soft Services
(5-10 yrs)
Facilities Mgr
- Soft Services
(10+ yrs)
Centre Manager Centre Manager Facilities Mgr

- Retail
- Retail
- Soft Services
(5-10 yrs)
(10+ yrs)
(2-5 yrs)
China
300 - 500
350 - 600
150 - 240
250 - 550
420 +
Hong Kong
440 - 670
670 +
240 - 360
360 - 600
600 - 960
Japan
N/A
N/A
5-7
7 - 10
10 - 12
Malaysia
N/A
N/A
54 - 84
78 - 144
N/A
Singapore
60 - 85
100
50 - 60
70 - 110
120 +
NOTES
stated in millions
PROPERTY
Facilities Director Leasing Manager Leasing Manager Senior Leasing
(10+ yrs)
(2-5 yrs)
(5-10 yrs)
Manager
Leasing
Director
China
500 +
150 - 260
260 - 450
400 - 600
700 +
Hong Kong
960 +
250 - 400
400 - 650
650 - 800
800 - 1,300 +
Japan
15 +
5-8
8 - 14
14 - 20
20 +
Singapore
180 +
50 - 65
60 - 90
90 - 120
140 +
Asset Manager
(2-5 yrs)
Asset Manager
(5-10 yrs)
Senior Asset
Manager
Asset Management
Director/Head of
China
250 +
400 - 600
700 +
800 +
Hong Kong
270 - 415
450 - 750
750 - 1,200
1,200 - 2,500 +
Japan
6-9
8 - 12
10 - 14
14 +
Malaysia
N/A
120 - 144
N/A
N/A
Singapore
65 - 80
80 - 120
100 - 140
145 +
Property
Investment
Analyst
Property
Investment
Manager
Property
Investment
Associate
Property
Investment
Director
China
300 - 450
360 - 720
750 +
900 +
Hong Kong
340 - 550
550 - 900
900 - 1,250
1,250 +
Japan
6-8
8 - 12
12 +
18 +
Acquisitions
Acquisitions
Senior
Surveyor/
Surveyor/
Acquisitions
Acquisitions
Manager (2-5 yrs) Manager (5-10 yrs) Surveyor/Manager Director
China
200 - 250
400 - 600
600 - 800
900 +
Hong Kong
320 - 420
420 - 800
800 - 1,000
1,000 +
Japan
8 - 10
10 - 15
15 - 20
20 +
Quantity Surveyor Quantity Surveyor Senior Quantity Quantity Surveyor

- Unqualied
- Qualied
Surveyor
- Qualied
(2-5 yrs)
(5-10 yrs)
- Qualied
Director
China
120 - 200
150 - 480
400 - 600
700 +
Hong Kong
300 - 400
400 - 600
600 - 800
800 +
Japan
4-6
5-8
8 - 10
N/A
Malaysia
42 - 72
N/A
N/A
N/A
Singapore
45 - 65
65 - 105
95 +
135 +
PROPERTY - CLIENT SIDE
Project
Coordinator
Assistant
Senior
Projects
Project Manager Project Manager Project Manager Director
China
180 - 240
180 - 300
325 - 550
600 - 800
780 +
Hong Kong
240 - 360
360 - 480
480 - 720
720 - 1,200
1,200 +
Japan
4-6
5-8
8 - 12
12 - 15
15 - 18
Singapore
45 - 60
70 - 95
80 - 120
110 - 200
180 +
NOTES

stated in millions
SALES & MARKETING
CHINA
HONG KONG
JAPAN
Digital marketing and e-commerce have

been very active areas of recruitment in
China with a short supply of candidates.
This is placing upward pressure on
salaries. The high demand for marketing
candidates with experience in big data,
consumer insights or market research will
continue over the next year. Digital
advertising and social media now account
for a greater portion of marketing spend
for most consumer brands and the use of
big data is increasingly common.
Given its geographical advantage, Hong

Kong remains a preferred location for
investment and for multinational
corporation headquarters. This has driven
strong demand for highly skilled sales and
marketing professionals.
Japans digital marketing capability is

evolving rapidly and quickly catching up
with the more developed markets such as
the UK and the US. This is resulting in
companies restructuring or developing
their marketing teams to take an omnichannel and holistic approach rather than
take the customary channel driven
marketing approach.
SALARY INFORMATION: SALES & MARKETING
The trend continues in the growth of

in-house digital teams in order to create
content for online campaigns and to work
alongside dedicated search engine
optimisation (SEO) and data insights
teams. It has become more critical than
ever for companies to understand the
return on investment of their marketing
spend as well as where, how and when to
engage with customers.
Chinas retail sector has been maturing in
recent years with a strong focus on
customer service and relations. Talent with
strong customer retention management
experience and experience with
unstructured data collection and analysis
is in solid demand. As e-commerce
continues to grow, most global, traditional
luxury and retail groups have, or are
establishing, partnerships with local
dominant e-commence players or building
their own e-commerce platforms.
In the traditional FMCG and consumer
durable sectors, jobseekers should be
prepared for a lengthy hiring process, as
more complicated selection processes are
now common to minimise the risk of a
wrong hire.
On the flip side, emerging Chinese players
are being innovative to attract the best
talent in a candidate short market.
Additional benefits they offer include
stock and equity. In return they want
recruits that will help shape their company
culture and take the initiative in
conquering overseas markets. Tech startups are enticing candidates from other
sectors by also providing fast track
promotions and a front row seat when
they publicly list.
Due to the shortage of talent, companies

are prepared to pay premium salaries for
premium candidates. As companies
continue to develop their digital teams,
candidates with both technical and
strategic experience in search engine
optimisation, customer retention
management, content marketing, online
marketing and e-commerce will remain
highly sought after.
Companies looking to strengthen their
competitive advantage are investing
significantly to upgrade their technology
systems creating strong demand for IT
sales professionals. Professionals with
strong product knowledge and networks
in data centre and ERP are in high
demand, however there is a continuous
shortage of quality candidates. Companies
will not hesitate to offer top talent abovemarket rates.
Within financial services, we have seen
movement of candidates at the senior
level. Chief marketing officers with
knowledge in product strategies,
marketing communications and digital
marketing are highly valuable. As the
China market continues to be a target for
insurance companies, marketing
professionals with experience with the
China market willbe sought after.
In the retail sector, Hong Kong is still the
number one shopping destination with 84
per cent of all luxury fashion retailers
present, however we are seeing a reduction
of hiring in the high-end fashion sector.
Store managers are in short supply forcing
employers to hire less experienced
candidates and invest in their training and
development. We are also seeing
employers promote area managers to
meet business needs.
Mid-sized companies are following the trend

of larger consumer organisations and
building internal digital marketing teams to
support the traditional marketing function.
This is creating large demand for specialised
digital roles such as search engine
marketing/search engine optimisation,
customer retention management,
e-commerce sales, affiliate marketing and
online media managers. Given the shortage
of digital talent, competition is fierce to
acquire the best talent.
Big data has been in the market for quite
a while in Japan and now that IT vendors
have invested in this area as well as in
analytics and business intelligence,
mostof the key players are increasing
headcount to utilise these technologies to
boost revenue.
In China, the trend

continues in the
growth of in-house
digital teams in order
to create content for
online campaigns and
to work alongside
dedicated SEO and
data insights teams
SALES & MARKETING

For candidates, whilst salary is a key driver
in this climate, they are also looking more
closely at the overall employee value
proposition including culture and career
development.
SINGAPORE
We have seen another year of active
recruitment in Singapore for sales and
marketing professionals.
MALAYSIA
With market confidence slowly but surely

increasing in Singapore and the region, we
have seen employers invest in revenue
generating and strategic marketing talent.
Hot industries in 2015 were education,
technology, e-commerce and insurance
whilst we saw significant demand for the
best digital marketers and consultative
sales professionals.
We saw a major shift in Malaysias sales and

marketing recruitment market in 2015 with
increased activity in niche areas such as
technology, manufacturing, media and FMCG.
We expect the beginning of 2016 to

continue in a similar fashion with
employers investing in their salesforce to
capitalise on a positive market outlook.
There is strong and growing interest in

Malaysia as a global hub for potential
growth industries such as gaming, content
services and cloud IT services and as such
weve seen a rise in vacancies in these areas.
Demand will outweigh supply when it

comes to proven sales professionals with a
track record of delivering ambitious targets.
In 2016 we expect to see a further rise in

demand for digital marketing talent at all
levels and across a wide range of roles
including data and digital customer
analytics specialists, business developers,
business managers and administrators.
A sharp increase in demand has also been

seen in newer industries such as big data
analytics, e-commerce and tech start-ups.
This offers massive growth potential for
Malaysia but in reality further growth is
being hampered by the obvious talent
shortage. The candidate shortage is also
placing upward pressure on salaries. In
order for Malaysia to move up the value
chain, significant investments in talent
need to be made.
Sales and marketing roles in life sciences are
expected to increase significantly in 2016 as
they did in 2015. Established multinationals
have identified Malaysia as one of the more
competitive markets in comparison to
neighbouring countries, which has resulted
in a lot of businesses setting up their
commercial hubs in Malaysia.
However, the drawback again is the lack of a
consistent supply of high calibre candidates.
The marketing and communications market

will continue to thrive although marketers
need to showcase their creativity to
maximise diminishing marketing budgets.
Traditional marketing professionals will
need to upskill and develop their digital
capability as digital talent will continue to
be in hot demand as companies build up
their digital resources.
Education, technology, e-commerce and
the insurance industries will continue to
grow in 2016. As Singapore becomes
increasingly attractive to foreign business,
executives and management are the initial
hiring focus, followed by sales and
marketing personnel. Singaporean
professionals returning home from abroad
with international work experience will
continue to be highly sought after.
There is strong and

growing interest in
Malaysia as a global
hub for potential
growth industries
SALARY INFORMATION: SALES & MARKETING
In the mature Japanese automotive market,

we are seeing car sales flat line in terms of
new units sold. More manufacturers and
importers are looking to find a new revenue
stream and for many, after sales is the
solution. In a very domestic market, the
demand for mid-career bilingual candidates
with sales and marketing experience in
automotive field sales or automotive after
sales is booming, particularly among
foreign premium importers.
SALES & MARKETING

MARKETING
Marketing
Director
Marketing
Manager
Marketing
Executive
China
800 - 1,800
500 - 800
100 - 400
Hong Kong
1,000 - 1,600
500 - 900
210 - 360
Japan
10 - 18
7 - 12
5-8
Malaysia
340 - 540
96 - 180
36 - 72
Singapore
160 - 300
90 - 180
39 - 65
China
Direct Marketing Channel

Manager
Manager
Global Brand
Manager
Product/Brand
Manager
CRM Manager
450 - 800
700 - 1,200
300 - 450
300 - 600
450 - 800
Hong Kong
480 - 780
550 - 700
900 - 1,500
480 - 870
400 - 800
Japan
8 - 12
6-9
12 - 18
6 - 10
8 - 12
Malaysia
96 - 180
120 - 190
150 - 220
84 - 150
72 - 110
Singapore
70 - 150
70 - 150
100 - 180
70 - 150
85 - 130
ADVERTISING
Group Account
Director
Account
Director
Account
Manager
Account
Executive
Media Planner
China
650 - 1,000
400 - 800
280 - 500
130 - 250
N/A
Hong Kong
700 - 1,000
450 - 700
360 - 550
180 - 360
300 - 540
Japan
11 - 17
10 - 15
6-9
4-7
4-7
Malaysia
190 - 300
120 - 190
72 - 120
36 - 72
42 - 72
Singapore
120 - 220
100 - 160
60 - 100
40 - 60
60 - 90
Executive
Creative
Director
Creative
Director
Art Director
Copywriter
China
1,000 - 2,200
700 - 1,100
300 - 500
150 - 250
Hong Kong
N/A
540 - 720
480 - 600
240 - 600
Japan
10 - 20
7 - 12
5-9
5-8
Malaysia
230 - 360
170 - 230
170 - 230
48 - 96
Singapore
150 - 180
120 - 150
120 - 150
40 - 70
COMMUNICATIONS
Marketing
Public Relations/
Communications Communications Internal
Corporate
Manager
Manager
Communications Communications
China
220 - 420
300 - 700
N/A
300 - 500
Hong Kong
400 - 600
300 - 540
360 - 540
540 - 720
Japan
7 - 12
8 - 12
6-8
7 - 12
Malaysia
84 - 120
84 - 144
72 - 120
84 - 144
Singapore
70 - 150
80 - 160
80 - 160
80 - 160
NOTES
stated in millions
SALES & MARKETING
DIGITAL MARKETING
Digital/Online
Marketing
eCommerce
Manager
Manager
Digital
Communication/
Content Manager
Web
Producer
China
200 - 600
200 - 500
200 - 600
N/A
Hong Kong
480 - 840
480 - 840
480 - 780
240 - 420
Japan
8 - 12
8 - 15
6 - 10
5-8
Malaysia
96 - 150
120 - 170
72 - 120
N/A
Singapore
80 - 180
80 - 180
60 - 100
60 - 120
MARKET RESEARCH
Market Research/
Consumer
Insights Director
Market Research/
Consumer
Insights Manager
Market Research/
Consumer
Insights Analyst
China
600 - 800
300 - 600
150 - 250
Hong Kong
500 - 1,200
400 - 800
300 - 600
Japan
7 - 12
6 - 10
4-6
Malaysia
N/A
96 - 180
42 - 72
Singapore
160 - 250
100 - 180
60 - 90
RETAIL
Visual
Service
Merchandising Merchandising Delivery
Manager
Manager
Manager
Category
Manager
Customer
Service
Manager
Retail
Manager
China
350 - 700
350 - 550
N/A
600 - 700
200 - 600
250 - 700
Hong Kong
480 - 750
420 - 720
380 - 540
400 - 600
360 - 480
720 - 840
Japan
6-9
5-8
6-9
8 - 10
6-9
6 - 10
Malaysia
84 - 150
N/A
110 - 140
110 - 150
96 - 140
72 - 96
Singapore
70 - 150
70 - 130
N/A
100 - 200
60 - 100
80 - 120
SALES
Country
Manager
Regional
Sales
Director
Sales
Director
Business
Development
Manager
National
Sales
Manager
Sales
Operations
Manager
China
1,000 - 2,000 600 - 800
600 - 1,200
300 - 700
600 - 800
260 - 500
Hong Kong
1,050 - 2,000 1,000 - 1,600 840 - 1,200
480 - 720
800 - 1,000
480 - 720
Japan
15 - 50
15 - 25
15 - 25
8 - 20
12 - 18
6 - 10
Malaysia
300 - 480*
260 - 530*
216 - 480*
72 - 144*
150 - 230*
144 - 180
Singapore
250 - 500*
180 - 400*
150 - 300
80 - 250*
100 - 200
80 - 160
Area Sales
Manager
Sales
Manager
Advertising
Sales
Sales
Executive
Sales
Engineer
Inside Sales
China
150 - 500
100 - 230
150 - 600
N/A
N/A
N/A
Hong Kong
480 - 720
360 - 550
300 - 420
200 - 350
N/A
200 - 350
Japan
8 - 12
8 - 12
5-9
5 - 10
6-9
4-8
Malaysia
96 - 160
84 - 144
72 - 120
36 - 66
84 - 150
42 - 78
Singapore
90 - 180
60 - 180*
40 - 100
40 - 100*
45 - 80
40 - 100
NOTES
* With bonus

stated in millions
SUPPLY CHAIN
CHINA
The supply chain function in China
continues to be a strategic element of
operations for many organisations.
Companies need cost-down and process
optimisation in the face of declining
profits and a competitive market.
Within China gradually declining,
manufacturing activities in its northern
regions has seen many manufacturing
companies move supply chain functions
east or south. Being located close to
suppliers and factories offers greater cost
efficiencies. This is boosting demand for
supply chain candidates in these regions,
particularly if they have process
optimisation experience for cost-down and
localisation projects.
Companies continue to invest in
distribution channels, which in turn is
creating strong demand for candidates
with experience in distribution networks
and transportation management.
SALARY INFORMATION: SUPPLY CHAIN
For start-up companies, supply chain

professionals with solid experience in
building efficient supply chain processes
are highly sought. E-commerce skills will
remain strongly in demand this year too.
In 2016 we expect demand for supply
chain talent to continue to increase along
with salary growth.
HONG KONG
Hong Kong continues to increase its
standing as a regional supply chain hub
for many industries operating within or
sourcing products from the Asia Pacific
region. While trading conditions remain
favorable, an increase in production costs
in a number of countries will result in
many companies wanting to make savings
in their regional operations through
implementing efficient supply chain
strategies and technology.
Employers will focus on hiring supply
chain talent with sophisticated analytical
skills, particularly across disciplines such
as supply and demand planning. At the
senior level, candidates with experience
implementing automation from the latest
generation of supply chain specific
systems will also be highly sought after to
increase the accuracy of forecasting.
Companies will also look to ensure

efficient interaction with customers and so
we expect the demand for candidates with
strong order fulfillment skills to increase.
However, despite the predicted
recruitment activity, salaries will probably
remain consistent with last year.
Conditions within the logistics and
transportation market remain challenging
and demand for candidates with
traditional logistics and transportation
management experience is expected to
decrease slightly in 2016.
JAPAN
Japans supply chain and logistics market
did not experience the growth in 2015 as
predicted, although it is expanding in very
specific areas. Companies in Japan have
been focusing on procurement as more
manufacturing operations move overseas
and the markets in other regions in Asia
continue to be important suppliers for the
domestic market.
As the economy shifts, there has also been
focus on process improvement and cost
reduction within the value chain.
In terms of outsourced services,
particularly in strategic and management
consulting, there is still an unmet and
growing demand for operational strategy
experts as multinational corporations are
outsourcing to solve some of their
operational inefficiencies, reduce lead
time, improve processes and upgrade their
technological platforms.
We are also seeing a higher demand for
candidates with more specific academic
qualifications geared to supply chain,
operations management and systems
engineering. This is replacing the previous
trend of supply chain management
professionals becoming qualified by taking
a very hands-on empirical approach to
building years of experience.
MALAYSIA
Recruitment activity within Malaysias supply
chain industry was steady in the first half of
2015 but slowed during the latter part of the
year. As expected, the focus was on process
improvement and identifying efficiencies
driving up demand for candidates with a

strong commercial mindset and track record
of relevant achievement.
Those with Kaizen, Lean and Six Sigma
methodology exposure remain particularly
sought after and we expect this to
continue throughout 2016.
Another continuing trend is the shortage of
experienced planning candidates. At the
moment there are not enough candidates
from both the demand and supply side to
fill available roles. This is creating an
incredibly competitive landscape where
candidate salaries are increasing above
market rate. Although we do expect to see
some salaries rise within the function, we
predict upward salary pressure will be most
noticeable in areas of high impact such as
process/systems improvement roles, senior
level roles and strategic positions.
SINGAPORE
Singapores supply chain market continues to
evolve and develop more of a solutions-based
logistics approach, due to increased demand
for technical and strategic solutions. There has
been a rise in the need for candidates who
have continuous improvement and systems
implementation experience.
Systems experience and knowledge of
module implementation are also key skills
sought by employers, with many
organisations rolling out new modules in
SAP across many business units.
Although Singapores overall manufacturing
market is on the decline, industries such as
life sciences and technology continue to
move research and development hubs to
Singapore, which require more niche supply
chain solutions due to lower but more
complex volumes of products.
3PL continues to grow as a function in
Singapore, driven by small to medium
enterprises and smaller multinational
organisations seeking a presence in cases
where they cannot operate their own
warehousing or transport solutions. This is a
challenge as outsourced logistics companies
are still viewed less favourably by candidates
than organisations offering supply chain
roles internally. Candidates are mainly
seeking to move out of these companies
into principal supply chain positions.
SUPPLY CHAIN
WAREHOUSING/DISTRIBUTION
Operations
Manager
Distribution
Manager
Transport
Manager
Warehouse
Supervisor
China
420 - 600
400 - 500
360 - 420
180 - 240
Hong Kong
420 - 600
420 - 600
360 - 520
300 - 420
Japan
7 - 10
7-9
7 - 11
4.5 - 6
Malaysia
117 - 195
117 - 195
195 - 325
52 - 82
Singapore
65 - 91
65 - 95
60 - 90
52 - 72
Warehouse
Manager
Stock/
Inventory
Controller
China
240 - 360
144 - 192
Hong Kong
360 - 560
240 - 300
Japan
7-8
4.5 - 7
Malaysia
96 - 195
65 - 91
Singapore
72 - 98
24 - 43
THIRD PARTY LOGISTICS
Operations
Executive
Operations
Manager
Sea/Ocean
Freight
Manager
Air Freight
Manager
Key Account
Manager
China
80 - 180
180 - 350
180 - 300
180 - 300
144 - 280
Hong Kong
325 - 420
520 - 660
520 - 660
520 - 660
360 - 480
Japan
3.5 - 6
6.5 - 8
7 - 10
4-7
7 - 10
Malaysia
36 - 72
84 - 156
104 - 156
104 - 156
130 - 180
Singapore
26 - 45
65 - 91
59 - 85
65 - 85
65 - 130
TRANSPORT
Operations
Manager
Transport
Manager
Transport
Coordinator
Fleet
Manager
Fleet
Controller
China
250 - 400
150 - 280
80 - 130
180 - 300
144 - 216
Hong Kong
420 - 600
360 - 540
240 - 340
360 - 480
420 - 540
Japan
6.5 - 10
6-9
4.5 - 6
5 - 7.5
4.5 - 6
Malaysia
78 - 143
75 - 104
30 - 58
109 - 260
26 - 52
Singapore
65 - 85
65 - 90
39 - 52
52 - 65
52 - 65
Import/
Export Clerk
Trade
Compliance
Manager
China
96 - 144
420 - 600
Hong Kong
180 - 240
480 - 720
Japan
3.5 - 6
8 - 11
Malaysia
26 - 52
195 - 312
Singapore
30 - 49
78 - 169
NOTES

stated in millions
SUPPLY CHAIN
SUPPLY CHAIN
Supply Chain
Supply Chain Analyst Manager
Supply Chain
Planner
Order Fullment
China
130 - 240
240 - 600
130 - 240
110 - 190
Hong Kong
264 - 360
540 - 780
325 - 480
325 - 480
Japan
6 - 8.5
8 - 12
6-8
4.5 - 6.5
Malaysia
52 - 78
117 - 195
58 - 104
52 - 78
Singapore
48 - 66
72 - 120
54 - 84
36 - 60
Demand Planner
Materials Manager
Logistics Manager
Supply Chain
Director
130 - 190
240 - 500
200 - 400
600 - 1,200
China
Hong Kong
325 - 480
325 - 520
480 - 720
780 - 1,200
Japan
6-9
6 - 10
8 - 12
14 - 18
Malaysia
52 - 104
130 - 195
104 - 195
390 - 600
Singapore
48 - 72
54 - 84
72 - 96
144 - 240
NOTES
stated in millions
ABOUT HAYS IN ASIA

Hays is the worlds leading professional and skilled
recruitment company operating across 33 countries.
We continue to strengthen our position in Asia and now
operate in 6 countries from 12 offices. We have doubled
our headcount in the last three years and aim to continue
to grow substantially to help more companies achieve their
goals and support more people to nd the right jobs to
transform their lives.
In 2015, we obtained the world-leading ISO 9001:2008
certication in all our operational countries in Asia including
China, Hong Kong, Singapore, Malaysia and Japan.
Our extensive candidate database allows our consultants
to search millions of candidates globally using Google
search technology to nd the best people in the fastest
timeframe. In addition, our exciting collaboration with
Linkedin provides real-time data on the active candidate
market, behavioural trend analysis for future movers and
an additional talent pool of over 200 million potential
candidates. As at December 2015, we are the 17th most
followed company worldwide on LinkedIn, with more than
1.1 million followers and the number one most followed in
the recruitment industry.
4,000+
People placed in
permanent jobs each year
600+
Temporary workers paid
each week
600+
Staff in Asia
12
Offices across the region
9
Years of experience
Proud award winners
Best Overall Recruitment Firm in Singapore - 2015 Human Resources Magazines HR Vendor of the Year Awards
Best Overall Recruitment Firm in Malaysia - 2015 Human Resources Magazines HR Vendor of the Year Awards
The International Recruitment Company of the Year Hong Kong - 2015 Recruitment International Asia Awards
RPO Provider of the Year Japan - 2015 Recruitment International Asia Awards
Best International Recruitment Firm in Asia - HRM Asia R.E.D Awards 2015
Best Talent Search Service Provider in Greater China HCM Best HR Service Provider Awards 2014-2015
Recruitment Firm of the Year China HR Pioneer Awards 2013 & 2014
Best Accountancy & Finance Recruiter, Asia - CFO Innovation Awards 2012, 2013, 2014 & 2015
China
Beijing
601, Tower 1, China Central Plaza,
81, Jianguo Road, Chaoyang District,
Beijing, 100025
T: +86 10 5765 2688
E: beijing@hays.cn
Japan
Head Office
Izumi Garden Tower 28th Floor
1-6-1 Roppongi, Minato-ku,
Tokyo 106-6028, Japan
T: +81 3 3560 1188
E: info@hays.co.jp
Shanghai
Unit 3001, Wheelock Square
No.1717 West Nanjing Road
Shanghai, China 200040
T: +86 21 2322 9600
E: shanghai@hays.cn
Shinjuku
Sumitomo Fudosan Shinjuku Oak Tower,
14F 6-8-1 Nishishinjuku, Shinjuku-ku,
Tokyo 163-6014, Japan
T: +81 3 4579 9660
E: shinjuku@hays.co.jp
Suzhou
Unit 1506, 24th Building, Times Square
Hua Chi Street, Suzhou Industrial Park
Suzhou,China
T: +86 512 6289 0288
E: suzhou@hays.cn
Yokohama
NOF Yokohama Nishiguchi Building 2F,
1-11-11 Kitasaiwai Nishi-ku,
Yokohama-shi Kanagawa
T: +81 45 326 3130
E: yokohama@hays.co.jp
Guangzhou
Rm1508, Level 15, No.26 Huaxia Road,
Zhujiang New Town,
Tianhe District, 510620
T: +86 20 3811 0333
E: guangzhou@hays.cn
Osaka
Dojima AVANZA 6F
1-6-20, Dojima, Kita-ku,
Osaka, Japan, 530-0003
T: +81 6 6457-7272
E: osaka@hays.co.jp
Hong Kong
6604-06,66/F, ICC, 1 Austin Road West,
West Kowloon
Hong Kong
T: +852 2521 8884
E: hongkong@hays.com.hk
Singapore
80 Raffles Place #27-20
UOB Plaza 2
Singapore 048624
T: +65 6223 4535
E: singapore@hays.com.sg
Our international reach operating in 33 countries

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Kuala Lumpur
Level 23, Menara 3,
Petronas, Kuala Lumpur City Centre, 50088
T: +60 3 2786 8600
E: kualalumpur@hays.com.my
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Persiaran Lagoon, Bandar Sunway,
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ASIA AT A CROSSROADS

CAN TALENT SUPPLY MEET

Market Overview & Trends

Accountancy & Finance

Banking & Financial Services

Construction & Engineering

Manufacturing & Operations

Oil & Gas

Sales & Marketing

Most employers surveyed are expecting skills

We hope the salary and recruitment market insights

For employers the message is to focus attention on

MARKET OVERVIEW & TRENDS

CAUTIOUS MARKETS & SKILLS SHORTAGES

the employers surveyed, 43 per cent expect their local

We advise candidates to be realistic in their salary

View our ndings on the degree to which employers have

More than 10%

MARKET OVERVIEW & TRENDS: SALARY POLICY

2. Intended average % increases for next reviews across all countries:

26% 39% 20% 8%

More than 10%

6 | 2016 Hays Salary Guide - Asia

If yes, which of the following are provided?*

2016 Hays Salary Guide - Asia | 7

Yes for all staff

Yes, but only for

5. What percentage of staff will be awarded bonuses this year?

MARKET OVERVIEW & TRENDS: SALARY POLICY & RECRUITMENT TRENDS

More than 50%

6. Are bonuses related to*:

*More than one may be applicable.

7. What percentage of staff salary will be awarded as a bonus?

8 | 2016 Hays Salary Guide - Asia

If yes, please specify which one is most commonly used*:

*More than one may be applicable.

2016 Hays Salary Guide - Asia | 9

Regular ongoing basis

MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS

13. Does your workplace allow for exible work practices?

If yes, which practices do you currently offer?*

*More than one may be applicable.

10 | 2016 Hays Salary Guide - Asia

Remained the same

15. If increased, by how much per week:

More than 10 hours

16. Are employees paid for these additional hours?

44% 39% 17%

Other eg. time in lieu

17. Is it your policy to counter-offer staff when they resign?

From 26% to 50%

From 51% to 75%

More than 76%

19. Of those counter offered, how long did they stay?

Stayed less than

Stayed longer than

They didn't stay

2016 Hays Salary Guide - Asia | 11

22. What percentage of women do you have in management positions?

MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS

12 | 2016 Hays Salary Guide - Asia

2016 Hays Salary Guide - Asia | 13

MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS & ECONOMIC OUTLOOK

Accountancy & Finance