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OUR NEXT CHALLENGE

RECOGNISING AND
RESPONDING TO SALARY
& RECRUITMENT TRENDS
The 2016 Hays Salary Guide.

hays.com.au | hays.net.nz
CONTENTS ITS TIME TO ACKNOWLEDGE
THE POSITIVES
Australias job market is Over recent years the skill shortage
proving its resilience. relaxed and employers enjoyed being
back in the driving seat. Salary
INTRODUCTION 3 Organisations are adding both
increases were smaller, headcounts
permanent and temporary were frozen or closely monitored, and
MARKET OVERVIEW & TRENDS 4 headcount and candidates are if they did gain approval to recruit,
moving jobs. Business activity employers had far more choice.
Salary Policy 6
is rising, and more people are But as our economy successfully
Recruitment Trends 10 saying the economy will transitions from the mining to the
Economic Outlook 20 strengthen rather than weaken residential construction and services
over the next six to 12 months. sectors, that is all changing. Today we
all need to recognise that with job
SALARIES & SECTOR OVERVIEWS 22 So why is the voice of the vacancies increasing the skill shortage
pessimist so loud? There is still will intensify anew, particularly
Executive 23 Life Sciences 98 some prevailing negativity, but is around highly-skilled professionals.
Accountancy & Finance 24 Healthcare 100 this enough to warrant employers
becoming so complacent about the This will lead to salary pressure, but
Banking 50 Education 105 impact of headcount and business more notable pressure will come from
Insurance 59 Policy & Strategy 106 activity growth? existing employees who are aware of
the positivity and want to see their
Office Support 64 Information Technology 108 salaries increase accordingly.
Contact Centres 69  onstruction, Architecture
C 118 In the following pages we share
& Engineering findings from our employer and
Human Resources 73
Property 126 employee survey as well as typical
Sales 77 salaries in 25 sectors and industries.
Facilities Management 129 It is detailed, relevant insights such
Marketing 79
Manufacturing & Operations 132 as these that will keep you informed
Retail 85 in our ever-changing world of work.
Energy 134
Logistics 87 Nick Deligiannis
Resources & Mining 138 Managing Director,
Procurement 90
Oil & Gas 145 Hays Australia & New Zealand
Legal 92

THANK YOU FEEDBACK DISCLAIMER


Hays would like to express our gratitude to all those We welcome any feedback or comments regarding this The Hays Salary Guide is representative of a value added
organisations that participated in our online survey and guide whether positive or negative to ensure that it service to our clients, prospective clients and candidates.
provided such invaluable feedback, which we feel has continues to be relevant to Australian and New Zealand Whilst every care is taken in the collection and compilation
contributed to making this the most accurate and up to date organisations across all industries. Please address any of data, the guide is interpretive and indicative, not
survey of its kind in Australia and New Zealand. This years suggestions to your local Hays office or to: conclusive. Therefore information should be used as a
results are based on a survey of more than 2,750 employers. Hays, Level 11, Chifley Tower, 2 Chifley Square, Sydney NSW 2000. guideline only and should not be reproduced in total or by
A list of all contributors who kindly gave their permission to E: salaryguide@hays.com.au section without written prior permission from Hays.
be named as participants can be found on our website.

This Guide is reproduced in full in PDF format and can be requested from our website hays.com.au and hays.net.nz
2016 Hays Salary Guide | 3
HEADCOUNT AND BUSINESS
ACTIVITY INCREASES AGAIN
IF YOU DONT ACT
YOUR STAFF WILL
General findings Just 18% of employees can expect an
increase between 3 and 6%, while the
As part of our Hays Salary Guide this
final 4% will see their salary grow by 6%
year we surveyed 2,752 organisations,
or more.
representing 2,686,179 employees,
for their views on salary policy, hiring Professional services followed by financial
intentions and recruitment trends. As a services and construction, property &
group these employers have a positive engineering employers will be at the
outlook, but they remain cost conscious front of the small group offering the
despite being aware this will impact their biggest increases.
employer brand at a crucial time when skill Ironically 32% of employers say salary
shortages will make their presence felt. and benefits have a major impact on their
employer brand, up from 25% last year.
Salary & staffing trends And 60% say skill shortages will impact
Based on our survey almost two-thirds of the effective operation of their business
employers (64%) experienced increased or department.
business activity over the past 12 months, Clearly employees feel its time to take
with 70% expecting further increased matters into their own hands. This year
activity in the year ahead. 41% say theyll ask for a pay rise in their
Staff levels are up too, with 39% next review. Another 25% are as yet
increasing permanent headcount during undecided about popping the salary
the last 12 months. This outstrips the 21% question. Meanwhile staff turnover has
who decreased it. Meanwhile 40% intend already risen 2% year-on-year to 29%.
to increase their headcount in the year Given positive headcount and business
ahead, far exceeding the 13% who expect activity expectations, why then are
to decrease it. The engineering, IT, HR employers keeping salaries steady?
and distribution departments will lead One answer could be a desire to
this job charge. recoup revenue following the last few
The use of temporary or contract staff years. Another could be a total lack of
will also increase for 21% of employers, awareness that rising headcounts reduce
exceeding the 12% who expect their use the pool of suitable and available talent.
of such resources to fall. But as soon as a few employers in a
Despite this positive activity, cost particular sector or industry start to use
consciousness remains in vogue, with 16% salary to compete for top talent once
of employers offering no salary increases more and they will those at the back
over the last financial year (2015-16). of the pack for salary increases will be
the first to experience even greater levels
Those who did receive a salary increase
of turnover.
found that their wallets were not that
much heavier. 58% received an increase

40%
of less than 3%, 20% saw their pay
MARKET OVERVIEW & TRENDS

increase from 3 to 6%, and a lucky 6%


received an increase of 6% or more.
In terms of industries, professional
services and construction, property &
engineering employers were the most
generous. At the other end of the scale
OF EMPLOYERS WILL INCREASE PERMANENT STAFF LEVELS just 15% of manufacturing and resources
& mining workers received an increase of

70%
3% or more.
It seems that employers will not loosen
the purse strings in the year ahead either,
with 66% intending to increase salaries
by less than 3% in their next review. A
further 12% expect to offer no increases.

SAID BUSINESS ACTIVITY WILL INCREASE IN THE NEXT 12 MONTHS


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SALARY POLICY SALARY POLICY
SALARY INCREASES SALARY INCREASES

1. Average % increases from last reviews: across all industries 2. When you next review, by what percentage do you intend to increase salaries? across all industries

16%
Nil
58%
Less than 3%
20% 4%
From 3% to 6% From 6% to 10%
2%
More than 10%
12%
Nil
66% 18%
Less than 3% From 3% to 6%
3%
From 6% to 10%
1%
More than 10%

For specific industries (%): For specific industries (%):

4 4 4 2
16 52 20 8 14 48 28 6 12 64 12 8 11 51 31 5
Advertising & Media Professional Services Advertising & Media Professional Services

3 1
11 41 1
16 46 27 8 12 69 17 13 57 25 7 79 13
Construction, Property & Engineering Public Sector Construction, Property & Engineering Public Sector

43 41 41 11
17 52 24 59 26 10 12 58 25 40 44 14
Financial Services Resources & Mining Financial Services Resources & Mining

3 22 4 12
6 68 23 10 69 17 7 71 18 10 70 17
Hospitality, Travel & Entertainment Retail Hospitality, Travel & Entertainment Retail

4 11 3 1
21 47 23 5 19 64 15 19 56 17 5 10 74 15
IT & Telecommunications Transport & Distribution IT & Telecommunications Transport & Distribution

31 21 21 11
15 70 11 12 66 19 12 75 10 9 74 15
Manufacturing Other Manufacturing Other
MARKET OVERVIEW & TRENDS: SALARY POLICY

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SALARY POLICY SALARY POLICY
CANDIDATE SALARY EXPECTATIONS BENEFITS

In a separate survey we also asked our candidates what their expected salary increases were 3. Does your company offer flexible salary packaging?

In your next review, what percentage increase do you expect to receive? across all industries

70% 30%
22%
Nil
46% 22%
Less than 3% From 3% to 6%
6%
From 6% to 10%
4%
More than 10%
Yes No

Of those who answered yes, the following benefits were indicated as being commonly offered to (%)...
For specific industries (%):
All More than Less than Few
employees 50% 50% employees
2
30 40 30 24 46 20 8 19 25 27 24
Advertising & Media Professional Services 35
41 37
50 8
5 56
1
11 14 61 13
23 7
11 7
23 37 20 13 7 18 69 11 20 17

Construction, Property & Engineering Public Sector Car Bonuses Private health Parking Salary sacrifice
insurance
2
12 35 39 6 8 50 40 8 13
4 25
Financial Services Resources & Mining 43 41 11
4
66 5
72
10 6
24 53 23 54 33 13
Above mandatory Private expenses Other
Hospitality, Travel & Entertainment Retail superannuation

27 38 15 11 9 12 38 50
IT & Telecommunications Transport & Distribution

2 3
MARKET OVERVIEW & TRENDS: SALARY POLICY

15 53 25 5 16 48 28 5
Manufacturing Other

In the past year have you asked for a pay rise?

17% 12% 71%

Yes, successfully Yes, not successfully No

In your next review, do you envisage asking for a pay rise?

41% 25% 34%

Yes Not sure No

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RECRUITMENT TRENDS RECRUITMENT TRENDS
STAFFING STAFFING

4. Over the last 12 months, have permanent staff levels in your department... across all departments 5. Over the coming year, do you expect permanent staff levels to... across all departments

21% 40% 39% 13% 47% 40%


Decreased Remained the same Increased Decrease Remain the same Increase

For specific departments (%): For specific departments (%):

21 46 33 16 36 48 12 62 26 6 58 36
Accountancy & Finance Marketing Accountancy & Finance Marketing

11 33 56 23 39 38 22 33 45 14 42 44
Distribution Operational Management Distribution Operational Management

19 42 39 27 22 51 13 35 52 21 36 43
Engineering Project Management Engineering Project Management

18 42 40 30 43 27 10 45 45 6 57 37
Human Resources Purchasing/Procurement Human Resources Purchasing/Procurement

22 37 41 21 31 48 15 38 47 15 44 41
Information Technology Sales Information Technology Sales
MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS

6. If you expect staffing levels to increase, please specify how:

78% 28% 23% 21% 3%

Full time/ Temporary/ Employment of Employment Mixture, other


permanent staff contractors part-time staff of casual staff (inc. overseas recruitment,
(through an employment (on your payroll) acquisitions)
consultancy)

2%

Job sharing

Note: Multiple choices permitted.

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RECRUITMENT TRENDS RECRUITMENT TRENDS
STAFFING STAFFING

7. How often do you employ temporary/contract staff? across all departments 8. In the next 12 months, do you expect your use of temporary/contract staff to... across all departments

31% 46% 23% 12% 67% 21%


Exceptional Special projects/ Regular ongoing Decrease Remain the same Increase
circumstances/never workloads basis

For specific departments (%): For specific departments (%):

37 47 16 48 36 16 10 75 15 6 84 10
Accountancy & Finance Marketing Accountancy & Finance Marketing

33 22 45 33 40 27 11 67 22 14 63 23
Distribution Operational Management Distribution Operational Management

17 56 27 18 57 25 17 52 31 21 54 25
Engineering Project Management Engineering Project Management

28 47 25 23 54 23 11 69 20 17 60 23
Human Resources Purchasing/Procurement Human Resources Purchasing/Procurement

28 49 23 44 39 17 11 60 29 5 75 20
Information Technology Sales Information Technology Sales
MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS

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RECRUITMENT TRENDS RECRUITMENT TRENDS
SKILL SHORTAGES SKILL SHORTAGES

9a. Do you think that skill shortages are likely to impact the effective operation of your business/department? 10a. For which areas have you recently found it difficult to recruit?

Entry to mid management:

40% 41% 19%


No Yes - in a minor way Yes - significantly
17% 16% 15% 13%
9b. In skill-short areas, would you consider employing or sponsoring a qualified overseas candidate (%)?
Operations Technical Accountancy Sales & marketing
& finance
Yes

No
Senior management:

40
9% 8% 6% 6%
60
Accountancy Operations Sales & marketing Technical
& finance

10b. Other areas for which you have recently found it difficult to recruit?

Entry to mid Senior Entry to mid Senior


management management management management
MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS

Distribution 1% 0% IT 11% 5%
Engineering 9% 6% Purchasing 3% 2%
Human Resources 3% 3% Other 13% 5%

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RECRUITMENT TRENDS RECRUITMENT TRENDS
WORK PRACTICES WORK PRACTICES

11. Does your workplace allow for flexible work practices? 14. For non-award staff in your organisation, is overtime/extra hours worked...

82%
Yes
18%
No
$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
62% 38%
Unpaid Paid
12. If yes, which practices do you currently offer?

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

76%

Part time
73%

Flexible
59%

Flex-place
40%

Flexible
30%

Job sharing
62% 36% 2%
No Sometimes Yes
employment working hours leave options

Of those you counter-offered, on average, did they....

17% 15%
46% 29% 21% 4%
Career breaks Phased retirement

Leave anyway Stay longer than Stay Stay less than


12 months 3-12 months 3 months
Note: Multiple choices permitted.

13. Has overtime/extra hours in your organisation over the last 12 months... 16. Over the last 12 months has your staff turnover rate:
MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS

10%
Decreased
60% 30%
Remained the same Increased 14% 57% 29%
Decreased Remained the same Increased

If increased, by how much?

5 hours or less Between 5-10 hours More than 10 hours

Per Week 36% 31% 10%


Month End 15% 24% 24%
Year End 8% 11% 38%

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RECRUITMENT TRENDS RECRUITMENT TRENDS
DIVERSITY EMPLOYER BRANDING

17. Does your organisation have a diversity policy for hiring new staff (%)? 18. How important do you think the following factors are for an employer brand and how well do you think your
organisation is perceived on the same criteria (%)?

Yes
Level of importance
15 No
No impact Minor impact Some impact Significant impact Major impact
I dont know

Organisational perception
Poor Okay Good Very Good Excellent

52
1 2 12 46 39
33
4 16 38 33 9
Career path/training & development

2 2 12 39 45

If yes, do you think the people who hire in your organisation generally adhere to it (%)?
4 11 27 39 19
An individuals fit with the companys vision, culture and values

Yes

No 8 17 31 31 13
25 I dont know 4 9 34 40 13
Peoples direct experience of the company
MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS

7 21 44 22 6
7 4 11 42 35 8
68 Peoples indirect experience of the company

12 25 33 22 8
12 27 37 20 4
A companys social media and online presence

1 2 15 50 32
3 13 42 35 7
Salary and benefits

1 2 11 45 41
4 11 35 36 14
Work/life balance

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ECONOMIC OUTLOOK ECONOMIC OUTLOOK

19. In the past 12 months, has business activity... 21. What are the key factors driving your business activity?

Significant impact
7
Some impact
15% 21% 64% 52 41
Interest rates
No impact

Decreased Remained the same Increased


13

20. In the next 12 months, do you envisage business activity: across all industries 51 Currency/forex rates
35

17
7% 23% 70% 41
Consumer/business confidence
43
Decreasing Remained the same Increasing

24
For specific industries (%):
42
Capex investments

35
22 6 72 18 23 59
Advertising & Media Professional Services
30 36
Projects driven by government
14 20 66 7 26 67
Construction, Property & Engineering Public Sector 34
MARKET OVERVIEW & TRENDS: ECONOMIC OUTLOOK

8
13 23 64 42 28 30
Financial Services Resources & Mining 49 Current economic conditions
43

10 18 72 13 10 77
Hospitality, Travel & Entertainment Retail

22. Do you see the general outlook for the economy in the forthcoming 6-12* months as...
13 18 69 23 16 61
IT & Telecommunications Transport & Distribution

$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
17 16 67 12 22 66 $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
Manufacturing Other 16% 59% 25%
Weakening Static Strengthening

*This data was collected during March 2016.

20 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 21


HOW TO EXECUTIVE

NAVIGATE
THIS GUIDE
Using our salary tables
Salaries are in 000. The bold number represents the typical salary. The AUSTRALIA sectors on developing new commercial
revenue streams. We are seeing strong
number(s) underneath represent the salary range. Refer to the notes In a federal election year and with so demand for executives with change
much change occurring across industry management capabilities able to lead
section under the salary table to determine if superannuation or other sectors and professions, salary trends in transformation. Strong business and
benefits are included. All salaries are represented in local currencies. the senior leadership space differ by state recruitment levels in Victorias
and sector. construction, healthcare, aged care,
The declining mining boom has created a education and the not-for-profit (NFP)
Head of HR/HR Director >1000 employees candidate rich executive market in sectors have balanced the decline in the
Western Australia and Queensland. Due to states manufacturing and automotive
280 Typical salary
Sydney the high volume of responses for any industries. Government hiring is beginning
200 - 400 Salary range
executive role, we have seen a significant to show signs of growth too with diversity
decline in salaries, with C-suite talent high on the list of requirements when
accepting up to 35 per cent less than their recruiting for both local and state
previous earnings. Executives are also government executive roles.
The complete Hays 2016 Salary Guide is available as an app free to download keen to broaden their experience in other Salary trends in NSW and Victoria include
industries and even relocate to other the continued use of performance-related
from iTunes. Search over 1,000 salaries and find offices in your area. states. The salary scene will change
SALARY INFORMATION: SALARIES & SECTOR OVERVIEWS

bonuses, minimising base salary increases


eventually as other industries strengthen, to provide organisations with more
but it will take time. Sectors in a growth control over remuneration. Industry
cycle in Western Australia and Queensland experience supported by academic
include technology, healthcare and aged qualifications, most notably an MBA, are
care. In Queensland, the construction well regarded and usually a pre-requisite
sector is booming, pushing into the for CEO roles. Salaries remain stable with
residential property market. no increase across the cash component
but higher incentives across the short and

continue
long term for delivery.
Boards across Australia
Canberra has an imbalance of senior
to seek female candidates with government experience
talent, particularly those in a relatively small industry and NGO
able to strengthen risk and market, mainly due to the cuts in recent
years in the executive ranks of the public
governance frameworks service. Health, NGO and education offer
or offer specific industry

SALARY INFORMATION: EXECUTIVE


the greatest number of opportunities but
networks and relationships.
The powerhouse states of NSW and
executive talent is in good supply.
Boards across Australia continue to seek
female talent, particularly those able to
Victoria are attracting more interstate strengthen risk and governance
applicants, as nearly all sectors are frameworks or offer specific industry
experiencing steady growth. However, networks and relationships.
employers remain selective when hiring,
expecting executives to add value to the
organisation but also bring extra
A note on executive salaries
capabilities to the role. Requirements for Given the broad range of executive
executive roles are very specific with most positions, each package is dependent on
employers reluctant to deviate from their a number of factors. These include
recruitment brief. In NSW we have not seen company size (employee numbers and
any particular increases in salary but some revenue), ownership (public, private or
organisations are offering higher incentives government), industry and
to secure a preferred candidate. responsibilities. To find out more about
Organisations are looking for true leaders specific executive salaries please contact
rather than professionals with only your local Hays Executive recruiting
management experience at the senior level. expert. You can find your nearest office
on the back of this guide.
In Victoria recruitment trends are being
shaped by the focus of businesses in all

22 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 23


ACCOUNTANCY & FINANCE ACCOUNTANCY & FINANCE
Commerce & Industry | Senior Finance

Finance Director/CFO/ Finance Director/CFO/ Finance Director/CFO/


GM Finance GM Finance GM Finance*
SENIOR QUALIFIED ACCOUNTANTS (Turnover up to $50m) (Turnover $50m - $500m) (Turnover > $500m)
175 260 300+
NSW - Sydney
140 - 200 180 - 300 270+
140 170 200+
NSW - Regional
130 - 160 150- 200 180+
175 225 255
VIC - Melbourne
115 - 225 155 - 260 230+
150 175 200
VIC - Regional
135 - 165 150 - 200 175+
140 190 250
QLD - Brisbane, Gold Coast & Sunshine Coast
125 - 170 140 - 220 180+
140 180 200
QLD - Regional
110 - 170 130 - 200 170 - 240
150 175 200+
SA - Adelaide
140 - 180 150 - 220 180+
185 230 260
AUSTRALIA As ever, Big 4 first movers remain in high NEW ZEALAND WA - Perth
150 - 190 170 - 250 200+
demand, especially from larger
The job market is strong for accountancy organisations looking to bolster their The accountancy & finance market across 160 175 220
ACT - Canberra
professionals in almost all sectors, internal finance function. We are also seeing New Zealand is experiencing increased 150 - 180 160 - 200 200+
industries and locations around Australia. ongoing demand for strong commercially hiring activity for accounting support 120 150 180
This trend started in 2015 and so far it positions, while demand for senior finance TAS - Hobart/Launceston
minded Management Accountants and 110 - 150 130 - 170 170+
shows no signs of abating. Analysts. When evaluating these candidates, roles remains fairly static. Larger finance
teams are growing and focusing on hiring 130 150 170
Within commerce and industry, competition employers want to see a proven ability in NT - Darwin
support positions as a first priority, ahead 120 - 150 130 - 170 150+
for top accountancy and finance talent is business partnering. In the SME space,
Company Accountants are needed. of adding to management headcount. 150 170 200
intense yet employers are determined to NZ - Auckland
Despite the increase in demand, salaries 130 - 170 130 - 210 150 - 250
keep salaries steady due to larger budget Within the accountancy support market, remain steady, as businesses are not 130 155 190
constraints. Growing economic confidence employers now prefer to hire on a NZ - Wellington
seeing improvements in efficiencies and 90 - 180 110 - 200 140 - 270
in Australia, especially in NSW, Victoria and permanent basis. We have seen strong profit growth to justify raises.
the ACT, has seen subtle salary increases in demand in most of the core areas of 120 155 190
financial and management accounting roles Industry, construction and property are all NZ - Christchurch
transactional finance, most notably within 100 - 130 150 - 200 180 - 280
as well as for the Financial Controller and payroll and credit control. Salaries have experiencing growing job numbers.
Finance Manager. However these remain increased in payroll in all states as Extremely strong GDP in Auckland is being
the exception rather than the rule, and in competition for candidates is high, generated mainly by large capital projects, Financial Controller Financial Controller Financial Controller*
general employers prefer to use non- especially for payroll professionals who the property market and population (Turnover up to $50m) (Turnover $50m - $500m) (Turnover > $500m)
financial benefits where possible to secure have performed the full end-to-end function increases but the impact is yet to fully flow
their new employees. through to industry more broadly. 150 170 210
and have experience using well-known NSW - Sydney
100 - 170 145 - 200 180 - 240
Saying that, a larger number of quality enterprise resource planning (ERP) systems. New Zealand is experiencing record
SALARY INFORMATION: ACCOUNTANCY & FINANCE

125 145 160


candidates are receiving multiple job Meanwhile Credit Controllers who can immigration with 50 per cent of new NSW - Regional
offers. This is leading to counter offers as entrants locating to Auckland.The nations 115 - 135 130 - 180 140 - 200
reduce debtor days are highly sought
organisations attempt to secure and strong economy and high standard of 120 130 170
after, as are Bookkeepers able to add VIC - Melbourne
retain staff. value to SMEs and experienced Assistant living is proving a real drawcard including 95 - 145 105 - 155 150 - 240
Accountants. Demand fluctuates for for a record number of Australians moving 120 125 150
The industries with the greatest levels of VIC - Regional
Accounts Payable and Accounts there. We are also seeing a greater 100 - 140 110 - 140 130 - 160
candidate demand remain IT, financial
Receivable candidates with experience in diversity of skills amongst new migrants
services and banking. The booming 120 150 180
relevant industries. than in previous decades. QLD - Brisbane, Gold Coast & Sunshine Coast
construction and property market, 90 - 135 120 - 180 150 - 230
especially in NSW and Victoria, is also

market
Outside of payroll, accountancy support 110 140 150
leading to increased demand for salaries are generally closely controlled, Overall, the New Zealand QLD - Regional
90 - 130 110 - 160 110 - 180
accountancy talent, while we are seeing but for the right candidate some for accountancy 120 130 160
solid hiring activity in small to medium
enterprises (SMEs).
organisations are flexible and are using & finance talent has SA - Adelaide
90 - 140 100 - 160 140 - 180


salary and extra benefits to secure talent.
The temporary and contract market
a strong outlook. WA - Perth
120 140 180
Professional practice continues to be talent 110 - 130 135 - 145 160 - 220
remains strong but there is a growing short. Quality candidates receive multiple Several large residential and commercial 120 140 150
appetite to employ candidates on a job offers creating high staff turnover, ACT - Canberra
property developments and infrastructure
permanent basis thanks to strengthening especially within business services and tax. 110 - 130 120 - 160 140 - 200
projects are either underway or scheduled
economic and business confidence. Increased competition to secure talent has 110 125 140
to start soon across New Zealand. This TAS - Hobart/Launceston
led organisations to explore candidates that activity is expected to generate a range of 80 - 115 90 - 140 105 - 150

candidates
Demand for senior
has continued
dont necessarily have the traditional
background. While the profession tends to
lean toward hiring on a permanent basis,
new accountancy & finance jobs.
Overall, the New Zealand market for
NT - Darwin
120
110 - 130
125
130
110 - 150
140
150
140 - 200
150
to improve, most noticeably the use of temporary staff and contractors accountancy & finance talent has a strong
outlook and we expect competition for
NZ - Auckland
100 - 150 110 - 180 120 - 200
for Senior Accountants has continued to grow especially when
candidates to intensify over the coming 105 130 150


speed to fill the role is a critical factor.
and Financial Controllers. year. We are seeing a reluctance to NZ - Wellington
90 - 120 110 - 140 120 - 200
Looking ahead, we expect the permanent increase salaries, however we anticipate
Accountancy and Finance market to some upward movement for senior 105 120 150
Demand for senior candidates has NZ - Christchurch
continue to strengthen and salaries to qualified positions. To fill a role, employers 90 - 120 100 - 140 120 - 200
continued to improve, most noticeably for
continue to rise in those areas identified will need to consider engaging staff on a
Senior Accountants and Financial
above. The demand for contractors and temporary or contract basis and keep an
Controllers. However, the executive market
temporaries will remain constant with open mind to the increasing diversity of Additional super Cash bonuses Laptops  All salaries shown are base salary, excluding superannuation
has seen only selective appointments due Health cover Study assistance Vehicle expenses
rates expected to rise in those candidate applicants as New Zealands population New Zealand salaries are represented in New Zealand dollars
to a lack of movement from incumbents. Interest free loans Parking Professional memberships
short disciplines. continues to grow and change. Car/car allowance Share options in company School fees * For a more detailed discussion on executive level salaries
contact Hays Executive

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ACCOUNTANCY & FINANCE ACCOUNTANCY & FINANCE
Commerce & Industry | Senior Finance Commerce & Industry | Senior Finance

Finance Manager Finance Manager Finance Manager Group Accountant Group Accountant Group Accountant
SENIOR QUALIFIED ACCOUNTANTS (Turnover up to $50m) (Turnover $50m - $500m) (Turnover > $500m) SENIOR QUALIFIED ACCOUNTANTS (Turnover up to $50m) (Turnover $50m - $500m) (Turnover > $500m)
125 140 170 100 120 135
NSW - Sydney NSW - Sydney
100 - 140 130 - 170 140 - 200 90 - 120 90 - 140 100 - 150
105 120 140 90 100 110
NSW - Regional NSW - Regional
85 - 120 100 - 140 120 - 180 80 - 100 90 - 110 90 - 120
115 130 150 100 115 130
VIC - Melbourne VIC - Melbourne
90 - 130 100 - 150 120 - 160 90 - 115 100 - 130 115 - 140
90 110 135 90 100 120
VIC - Regional VIC - Regional
80 - 110 100 - 125 120 - 140 80 - 110 90 - 110 110 - 130
110 130 150 90 100 120
QLD - Brisbane, Gold Coast & Sunshine Coast QLD - Brisbane, Gold Coast & Sunshine Coast
80 - 120 110 - 150 120 - 180 80 - 110 90 - 130 100 - 140
100 120 130 90 100 115
QLD - Regional QLD - Regional
80 - 120 100 - 130 100 - 150 70 - 100 75 - 110 90 - 125
110 130 140 90 95 110
SA - Adelaide SA - Adelaide
85 - 120 95 - 150 120 - 150 85 - 110 70 - 120 105 - 135
120 140 145 105 120 130
WA - Perth WA - Perth
100 - 140 110 - 160 120 - 150 90 - 110 100 - 130 125 - 135
115 130 140 100 110 120
ACT - Canberra ACT - Canberra
100 - 120 120 - 140 130 - 160 80 - 110 100 - 120 110 - 130
90 100 130 85 95 110
TAS - Hobart/Launceston TAS - Hobart/Launceston
70 - 100 70 - 110 90 - 130 75 - 110 85 - 115 100 - 135
100 130 140 90 100 120
NT - Darwin NT - Darwin
100 - 130 110 - 150 120 - 160 90 - 110 100 - 120 120-140
110 125 140 90 100 110
NZ - Auckland NZ - Auckland
100 - 140 110 - 150 120 - 160 80 - 100 90 - 110 100 - 120
100 115 130 85 95 110
NZ - Wellington NZ - Wellington
80 - 110 90 - 130 100 - 150 75 - 95 85 - 105 90 - 120
90 110 115 80 100 120
NZ - Christchurch NZ - Christchurch
80 - 100 90 - 120 100 - 130 70 - 90 85 - 110 100 - 140

TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES:
Commercial Manager Commercial Manager Commercial Manager/Director Additional super Study assistance Vehicle expenses  All salaries shown are base salary, excluding superannuation
(Turnover up to $50m) (Turnover $50m - $500m) (Turnover > $500m) Health cover Parking Professional memberships New Zealand salaries are represented in New Zealand dollars
Car/car allowance Share options in company School fees
140 170 210 Cash bonuses Laptops
NSW - Sydney
100 - 150 130 - 190 170 - 250
130 150 160
NSW - Regional
100 - 140 140 - 170 130 - 190
130 150 200
VIC - Melbourne Commerce & Industry | Mining
100 - 135 120 - 190 155 - 250
120 130 175
VIC - Regional
100 - 130 110 - 140 140 - 200
130 170 200 Mine Accountant
QLD - Brisbane, Gold Coast & Sunshine Coast
100 - 140 130 - 180 150 - 230 120
NSW - Regional
120 150 180 100 - 140
QLD - Regional
100 - 140 110 - 160 130 - 230 110
QLD - Regional
130 155 170 90 - 125
SA - Adelaide
100 - 130 120 - 160 165 - 190 95
SA - Adelaide
130 160 235 85 - 110
WA - Perth
110 - 145 140 - 180 180 - 250 135
WA - Perth
130 140 160 115 - 145
ACT - Canberra
120 - 140 130 - 150 140 - 190 85
TAS - Hobart/Launceston
120 130 160 70 - 100
TAS - Hobart/Launceston
100 - 135 115 - 160 140 - 200 110
NT - Darwin
120 130 140 100 - 130
NT - Darwin
110 - 130 110 - 150 120 - 160 90
NZ - Auckland
110 130 160 70 - 90
NZ - Auckland
90 - 120 100 - 160 120 - 220 90
NZ - Wellington
95 110 135 90 - 130
NZ - Wellington
80 - 110 90 - 120 110 - 170 120
NZ - Christchurch
100 130 150 90 - 130
NZ - Christchurch
90 - 110 90 - 140 120 - 170

TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES:
Additional super Cash bonuses Laptops All salaries shown are base salary, excluding superannuation Subsidised accommodation Flights home if Health cover  All salaries shown are base salary, excluding superannuation
Health cover Study assistance Vehicle expenses New Zealand salaries are represented in New Zealand dollars Bonus based on mine overseas residential Relocation assistance New Zealand salaries are represented in New Zealand dollars
Interest free loans Parking Professional memberships production and performance Rental/utilities allowance Site allowance
Car/car allowance Share options in company School fees

26 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 27


ACCOUNTANCY & FINANCE ACCOUNTANCY & FINANCE
Commerce & Industry | Senior Finance Commerce & Industry | Senior Finance

Divisional Accountant Divisional Accountant Divisional Accountant Financial Accountant Financial Accountant Financial Accountant
SENIOR QUALIFIED ACCOUNTANTS (Turnover up to $50m) (T. o. $50m - $500m) (T. o. > $500m) Project Accountant SENIOR QUALIFIED ACCOUNTANTS (Turnover up to $50m) (Turnover $50m - $500m) (Turnover > $500m)
95 110 120 105 90 100 110
NSW - Sydney NSW - Sydney
80 - 100 90 - 120 100 - 140 85 - 135 75 - 100 85 - 105 90 - 120
90 100 110 95 70 80 95
NSW - Regional NSW - Regional
85 - 100 90 - 110 100 - 120 85 - 110 65 - 80 70 - 90 75 - 110
85 100 110 110 75 80 100
VIC - Melbourne VIC - Melbourne
75 - 95 85 - 110 100 - 125 95 - 120 70 - 90 75 - 100 85 - 120
75 80 90 90 75 80 90
VIC - Regional VIC - Regional
70 - 85 75 - 90 85 - 110 80 - 100 70 - 90 75 - 100 80 - 120
85 100 110 110 80 100 110
QLD - Brisbane, Gold Coast & Sunshine Coast QLD - Brisbane, Gold Coast & Sunshine Coast
80 - 95 90 - 110 100 - 125 90 - 120 70 - 90 80 - 100 90 - 120
80 90 100 95 75 85 95
QLD - Regional QLD - Regional
70 - 85 80 - 100 90 - 120 75 - 120 70 - 85 75 - 100 90 - 120
80 90 100 110 75 85 95
SA - Adelaide SA - Adelaide
70 - 90 80 - 110 90 - 115 85 - 115 55 - 80 70 - 100 85 - 120
100 110 120 120 95 100 125
WA - Perth WA - Perth
85 - 110 90 - 130 90 - 140 90 - 135 85 - 100 85 - 120 100 - 140
90 100 115 105 85 90 105
ACT - Canberra ACT - Canberra
85 - 100 90 - 110 110 - 120 90 - 120 75 - 90 85 - 95 95 - 115
75 80 90 90 75 85 95
TAS - Hobart/Launceston TAS - Hobart/Launceston
60 - 77 60 - 90 70 - 120 70 - 90 65 - 85 60 - 100 70 - 120
80 90 100 110 80 90 100
NT - Darwin NT - Darwin
80 - 100 90 - 110 100 - 120 100 - 120 70 - 90 80 - 100 90- 110
85 95 110 100 85 90 100
NZ - Auckland NZ - Auckland
75 - 95 85 - 105 90 - 125 85 - 120 72 - 95 80 - 100 85 - 115
80 90 100 90 80 90 100
NZ - Wellington NZ - Wellington
70 - 90 80 - 100 80 - 120 80 - 110 70 - 90 75 - 95 85 - 110
80 90 100 100 80 90 100
NZ - Christchurch NZ - Christchurch
70 - 90 80 - 100 80 - 120 80 - 120 70 - 90 70 - 100 90 - 120

Corporate Accountant Corporate Accountant Corporate Accountant Management Accountant Management Accountant Management Accountant
(Turnover up to $50m) (T. o. $50m - $500m) (T. o. > $500m) (Turnover up to $50m) (Turnover $50m - $500m) (Turnover > $500m)
105 120 135 90 110 120
NSW - Sydney NSW - Sydney
90 - 120 90 - 130 115 - 150 80 - 100 95 - 120 100 - 140
80 85 95 75 90 110
NSW - Regional NSW - Regional
75 - 85 75 - 95 80 - 110 70 - 80 80 - 100 85 - 120
95 110 120 80 90 110
VIC - Melbourne VIC - Melbourne
85 - 105 90 - 120 105 - 130 75 - 90 80 - 110 95 - 125
80 90 100 75 80 100
VIC - Regional VIC - Regional
75 - 85 80 - 100 90 - 110 70 - 90 75 - 100 80 - 120
90 110 120 85 95 110
QLD - Brisbane, Gold Coast & Sunshine Coast QLD - Brisbane, Gold Coast & Sunshine Coast
80 - 100 100 - 120 110 - 130 75 - 90 90 - 110 100 - 125
80 95 110 80 95 110
QLD - Regional QLD - Regional
70 - 100 80 - 120 75 - 140 70 - 90 80 - 110 85 - 115
80 95 110 80 85 95
SA - Adelaide SA - Adelaide
70 - 90 90 - 110 90 - 130 70 - 90 75 - 100 90 - 125
100 115 130 95 110 120
WA - Perth WA - Perth
85 - 110 100 - 130 100 - 140 85 - 100 90 - 120 100 - 135
95 100 110 90 95 105
ACT - Canberra ACT - Canberra
85 - 100 90 - 110 100 - 120 80 - 100 90 - 100 95 - 115
75 85 95 75 85 95
TAS - Hobart/Launceston TAS - Hobart/Launceston
60 - 80 70 - 90 80 - 100 65 - 85 60 - 100 80 - 120
80 95 100 80 85 95
NT - Darwin NT - Darwin
70 - 90 90 - 110 90 - 120 70 - 90 80 - 100 90 - 120
85 95 110 80 90 100
NZ - Auckland NZ - Auckland
75 - 90 85 - 115 100 - 120 70 - 90 80 - 100 90 - 110
85 100 110 80 90 100
NZ - Wellington NZ - Wellington
75 - 90 80 - 110 95 - 115 70 - 90 75 - 95 90 - 110
85 95 115 80 90 100
NZ - Christchurch NZ - Christchurch
75 - 90 85 - 110 100 - 120 75 - 85 85 - 95 90 - 120

TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES: NOTES:
Additional super Car/car allowance Parking  All salaries shown are base salary, excluding superannuation Additional super Cash bonuses All salaries shown are base salary, excluding superannuation
Vehicle expenses Health cover Cash bonuses New Zealand salaries are represented in New Zealand dollars Health cover Professional memberships New Zealand salaries are represented in New Zealand dollars
Professional memberships Laptops Study assistance Study assistance Laptops

28 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 29


ACCOUNTANCY & FINANCE ACCOUNTANCY & FINANCE
Commerce & Industry | Senior Finance Commerce & Industry | Senior Finance

Financial Analyst Financial Analyst Financial Analyst Financial Systems Manager Financial Systems Manager Financial Systems Manager
SENIOR QUALIFIED ACCOUNTANTS (Turnover up to $50m) (Turnover $50m - $500m) (Turnover > $500m) SENIOR QUALIFIED ACCOUNTANTS (Turnover up to $50m) (Turnover $50m - $500m) (Turnover > $500m)
90 100 120 110 160 170
NSW - Sydney NSW - Sydney
75 - 100 85 - 110 115 - 140 100 - 120 125 - 180 150 - 200
75 85 110 90 120 130
NSW - Regional NSW - Regional
70 - 80 70 - 100 85 - 125 75 - 100 100 - 140 120 - 150
85 100 120 120 140 160
VIC - Melbourne VIC - Melbourne
80 - 95 77 - 110 100 - 140 100 - 140 110 - 160 120 - 200
75 85 100 100 120 150
VIC - Regional VIC - Regional
70 - 90 75 - 100 80 - 120 80 - 120 100 - 130 110 - 180
90 100 125 105 120 125
QLD - Brisbane, Gold Coast & Sunshine Coast QLD - Brisbane, Gold Coast & Sunshine Coast
80 - 100 85 - 110 115 - 135 95 - 120 105 - 130 120 - 150
90 95 100 90 110 120
QLD - Regional QLD - Regional
80 - 100 75 - 110 80 - 120 85 - 100 90 - 120 100 - 130
85 95 105 110 120 140
SA - Adelaide SA - Adelaide
80 - 95 80 - 110 90 - 120 90 - 120 90 - 140 100 - 150
90 110 120 100 120 135
WA - Perth WA - Perth
85 - 100 90 - 120 90 - 135 120 - 140 120 - 150 120 - 140
90 95 115 110 120 140
ACT - Canberra ACT - Canberra
80 - 100 90 - 100 100 - 120 100 - 120 110 - 130 130 - 150
75 85 95 100 120 150
TAS - Hobart/Launceston TAS - Hobart/Launceston
65 - 85 60 - 100 75 - 120 80 - 120 100 - 130 110 - 180
85 95 100 100 110 120
NT - Darwin NT - Darwin
80 - 100 85 - 110 90 - 120 90 - 110 100 - 120 110 - 130
80 90 100 100 120 130
NZ - Auckland NZ - Auckland
75 - 95 80 - 100 90 - 110 90 - 110 100 - 130 110 - 150
75 90 100 85 100 120
NZ - Wellington NZ - Wellington
70 - 88 80 - 100 90 - 110 75 - 95 85 - 115 100 - 140
80 90 100 85 95 120
NZ - Christchurch NZ - Christchurch
70 - 90 80 - 100 90 - 110 80 - 90 90 - 100 100 - 140

Treasury Accountant Treasury Accountant Treasury Accountant


Systems Accountant Systems Accountant Systems Accountant
(Turnover up to $50m) (Turnover $50m - $500m) (Turnover > $500m)
(Turnover up to $50m) (Turnover $50m - $500m) (Turnover > $500m)
95 115 135
85 110 125 NSW - Sydney
NSW - Sydney 80 - 100 90 - 125 100 - 150
70 - 100 90 - 120 90 - 145
75 95 100
70 80 100 NSW - Regional
NSW - Regional 70 - 80 70 - 110 95 - 120
60 - 80 75 - 90 90 - 120
75 90 125
90 100 110 VIC - Melbourne
VIC - Melbourne 60 - 80 80 - 105 110 - 150
75 - 100 85 - 110 100 - 135
70 80 100
80 90 100 VIC - Regional
VIC - Regional 55 - 82 70 - 90 80 - 120
70 - 90 80 - 100 90 - 120
80 95 125
85 100 115 QLD - Brisbane, Gold Coast & Sunshine Coast
QLD - Brisbane, Gold Coast & Sunshine Coast 72 - 90 82 - 100 110 - 140
75 - 95 85 - 110 90 - 130
75 85 95
75 90 100 QLD - Regional
QLD - Regional 70 - 80 75 - 100 100 - 120
70 - 90 80 - 100 85 - 120
75 85 110
85 90 110 SA - Adelaide
SA - Adelaide 65 - 80 70 - 90 100 - 120
75 - 90 80 - 100 90 - 120
90 90 120
90 100 120 WA - Perth
WA - Perth 85 - 95 85 - 100 100 - 140
85 - 95 80 - 120 90 - 140
80 95 115
95 100 115 ACT - Canberra
ACT - Canberra 75 - 90 85 - 100 100 - 125
90 - 100 90 - 110 100 - 130
70 80 100
80 90 110 TAS - Hobart/Launceston
TAS - Hobart/Launceston 55 - 82 60 - 90 65 - 120
70 - 90 80 - 100 100 - 120
75 85 110
85 90 110 NT - Darwin
NT - Darwin 70 - 80 80 - 95 100 - 120
75 - 90 80 - 100 90 - 120
75 85 100
85 90 110 NZ - Auckland
NZ - Auckland 65 - 85 70 - 95 80 - 120
75 - 95 80 - 100 100 - 120
75 95 105
85 90 105 NZ - Wellington
NZ - Wellington 65 - 85 85 - 105 95 - 115
75 - 95 80 - 100 90 - 120
70 85 100
80 90 100 NZ - Christchurch
NZ - Christchurch 60 - 80 75 - 95 80 - 120
75 - 85 80 - 100 90 - 120

Additional super Cash bonuses All salaries shown are base salary, excluding superannuation Additional super Cash bonuses  All salaries shown are base salary, excluding superannuation
Health cover Professional memberships New Zealand salaries are represented in New Zealand dollars Health cover Professional memberships New Zealand salaries are represented in New Zealand dollars
Study assistance Laptops Study assistance Laptops

30 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 31


ACCOUNTANCY & FINANCE ACCOUNTANCY & FINANCE
Commerce & Industry | Senior Finance | Financial Services Commerce & Industry | Financial Services

Treasury Manager Treasury Manager Treasury Manager* Regulatory/Statutory


(Turnover (Turnover (Turnover STATUTORY AND TAX Accounting Manager Tax Accountant Tax Manager
CORPORATE TAX - COMMERCE up to $50m) $50m - $500m) > $500m)
130 90 180
120 160 200 NSW - Sydney
NSW - Sydney 120 - 150 80 - 110 120 - 230
100 - 130 140 - 170 170 - 250 110 75 120
100 120 180 NSW - Regional
NSW - Regional 100 - 120 70 - 80 110 - 130
90 - 110 110 - 130 140 - 200 130 90 130
100 120 150 VIC - Melbourne
VIC - Melbourne 120 - 160 85 - 100 110 - 150
90 - 115 100 - 130 125 - 175 100 75 110
90 110 130 VIC - Regional
VIC - Regional 85 - 110 70 - 85 100 - 130
85 - 100 95 - 120 115 - 150 120 90 135
100 120 160 QLD - Brisbane, Gold Coast & Sunshine Coast
QLD - Brisbane, Gold Coast & Sunshine Coast 100 - 130 80 - 100 95 - 150
90 - 110 100 - 140 140 - 200 120 80 125
100 115 130 QLD - Regional
QLD - Regional 100 - 130 70 - 95 100 - 150
90 - 110 100 - 120 110 - 150 110 80 130
100 110 150 SA - Adelaide
SA - Adelaide 90 - 130 65 - 95 100 - 150
90 - 120 100 - 140 125 - 175 120 90 150
120 160 200 WA - Perth
WA - Perth 90 - 140 85 - 105 120 - 200
100 - 130 140 - 180 170 - 230 110 90 125
120 140 170 ACT - Canberra
ACT - Canberra 95 - 120 80 - 105 110 - 140
100 - 130 120 - 160 150 - 220 95 75 120
90 110 130 TAS - Hobart/Launceston
TAS - Hobart/Launceston 85 - 110 70 - 85 100 - 150
85 - 100 95 - 120 115 - 150 100 85 120
100 110 140 NT - Darwin
NT - Darwin 90 - 110 80 - 90 100 - 130
85 - 110 100 - 130 120 - 150 110 85 110
85 100 120 NZ - Auckland
NZ - Auckland 100 - 120 75 - 95 100 - 130
80 - 90 90 - 110 100 - 140 100 80 110
100 120 150 NZ - Wellington
NZ - Wellington 90 - 120 65 - 100 90 - 120
80 - 120 110 - 130 120 - 180 110 90 110
90 95 110 NZ - Christchurch
NZ - Christchurch 90 - 120 65 - 100 90 - 120
80 - 100 85 - 110 100 - 120

Head of Tax Statutory Accountant Financial Reporting Manager


Senior Fund/ Fund/Investment
Product Control Fund/Investment Investment Accountant 210 100 150
NSW - Sydney
PRODUCT AND FUNDS Product Control Manager Accountant Accountant Acctg. Manager 160 - 260 80 - 115 140 - 220
160 80 120
115 135 85 100 120 NSW - Regional
NSW - Sydney 140 - 170 70 - 90 100 - 140
90 - 130 120 - 160 75 - 90 85 - 110 100 - 140
180 110 120
90 100 70 80 100 VIC - Melbourne
NSW - Regional 160 - 210 95 - 130 95 - 150
85 - 95 90 - 110 60 - 75 70 - 85 80 - 110
150 90 100
95 135 75 90 120 VIC - Regional
VIC - Melbourne 120 - 160 85 - 110 90 - 115
80 - 100 120 - 150 65 - 90 80 - 110 110 - 150
160 90 130
80 90 70 80 100 QLD - Brisbane, Gold Coast & Sunshine Coast
VIC - Regional 140 - 200 85 - 110 110 - 140
60 - 85 85 - 100 60 - 80 75 - 85 85 - 110
160 90 130
90 120 85 95 110 QLD - Regional
QLD - Brisbane, Gold Coast & Sunshine Coast 140 - 200 85 - 95 110 - 140
80 - 100 110 - 130 65 - 90 80 - 110 90 - 130
180 100 110
85 110 70 80 100 SA - Adelaide
QLD - Regional 160 - 220 80 - 100 120 - 150
80 - 95 90 - 120 60 - 85 70 - 100 90 - 120
180 110 130
85 110 60 80 100 WA - Perth
SA - Adelaide 160 - 210 95 - 130 95 - 150
70 - 90 100 - 130 55 - 75 80 - 90 85 - 130
150 95 130
80 95 80 90 110 ACT - Canberra
WA - Perth 120 - 180 80 - 120 110 - 150
65 - 85 90 - 110 70 - 95 90 - 100 95 - 120
150 90 100
80 100 120 TAS - Hobart/Launceston
ACT - Canberra N/A N/A 120 - 160 85 - 110 90 - 115
70 - 90 90 - 110 100 - 130
160 90 130
80 110 70 80 100 NT - Darwin
TAS - Hobart/Launceston 140 - 200 85 - 100 120 - 150
60 - 85 90 - 140 60 - 90 75 - 100 90 - 110
130 100 120
80 90 70 90 110 NZ - Auckland
NT - Darwin 110 - 150 90 - 110 100 - 140
65 - 85 85 - 100 65 - 80 85 - 100 100 - 120
120 95 120
75 85 80 85 105 NZ - Wellington
NZ - Auckland 100 - 140 85 - 110 110 - 140
65 - 85 75 - 95 75 - 85 80 - 90 85 - 115
115 95 100
70 80 75 90 100 NZ - Christchurch
NZ - Wellington 100 - 130 80 - 110 90 - 130
60 - 80 70 - 90 70 - 85 80 - 100 90 - 110
75 85 80 85 100
NZ - Christchurch
65 - 85 75 - 95 70 - 90 80 - 95 90 - 110

Additional super Cash bonuses  All salaries shown are base salary, excluding superannuation Additional super Cash bonuses  All salaries shown are base salary, excluding superannuation
Health cover Professional memberships New Zealand salaries are represented in New Zealand dollars Health cover Professional memberships New Zealand salaries are represented in New Zealand dollars
Study assistance Laptops Study assistance Laptops
* For a more detailed discussion on executive level salaries
contact Hays Executive

32 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 33


ACCOUNTANCY & FINANCE ACCOUNTANCY & FINANCE
Commerce & Industry | Financial Services Commerce & Industry | Accounting Support

Compliance Compliance Operations Operations NON CPA/CA QUALIFIED


COMPLIANCE Analysts Manager Risk Analyst Risk Manager EXPERIENCED ACCOUNTANTS 3-5 yrs exp 5-10 yrs exp Over 10 yrs exp
100 130 95 140 65 75 80
NSW - Sydney NSW - Sydney
90 - 110 110 - 150 90 - 110 120 - 160 55 - 70 65 - 80 70 - 90
70 100 85 120 65 75 80
NSW - Regional NSW - Regional
60 - 80 90 - 125 75 - 90 110 - 135 55 - 70 65 - 80 70 - 90
90 140 95 140 65 75 80
VIC - Melbourne VIC - Melbourne
75 - 100 100 - 170 80 - 140 130 - 160 60 - 70 65 - 80 70 - 90
75 110 85 120 60 75 80
VIC - Regional VIC - Regional
65 - 85 90 - 120 75 - 100 120 - 140 55 - 70 65 - 80 70 - 90
90 130 95 150 60 65 75
QLD - Brisbane, Gold Coast & Sunshine Coast QLD - Brisbane, Gold Coast & Sunshine Coast
75 - 100 100 - 150 85 - 115 120 - 160 53 - 66 55 - 80 60 - 80
70 100 80 110 60 65 75
QLD - Regional QLD - Regional
65 - 80 90 - 120 70 - 95 100 - 120 45 - 65 50 - 75 60 - 85
80 100 80 100 55 70 80
SA - Adelaide SA - Adelaide
65 - 90 90 - 120 70 - 90 95 - 120 50 - 60 65 - 75 70 - 85
90 100 80 130 70 80 90
WA - Perth WA - Perth
85 - 100 90 - 120 85 - 95 100 - 150 65 - 75 70 - 90 85 - 100
85 110 90 120 60 75 80
ACT - Canberra ACT - Canberra
70 - 90 100 - 120 80 - 105 110 - 135 55 - 65 70 - 80 70 - 90
80 110 85 115 60 65 75
TAS - Hobart/Launceston TAS - Hobart/Launceston
70 - 95 90 - 130 75 - 98 110 - 135 55 - 65 60 - 75 70 - 90
70 100 80 100 55 70 80
NT - Darwin NT - Darwin
65 - 80 90 - 120 75 - 95 95 - 120 50 - 60 65 - 75 70 - 85
72 100 85 110 60 65 75
NZ - Auckland NZ - Auckland
65 - 80 80 - 120 75 - 95 85 - 130 55 - 65 60 - 75 70 - 85
72 100 85 110 65 70 80
NZ - Wellington NZ - Christchurch/Wellington
65 - 80 80 - 120 75 - 95 85 - 130 60 - 70 60 - 80 75 - 85
70 100 85 110
NZ - Christchurch NOTES:
60 - 80 80 - 120 70 - 100 90 - 130
 All salaries shown exclude superannuation
New Zealand salaries are represented in New Zealand dollars
Manager/ For internal audit and taxation salary details, please see the professional practice section or ask your consultant for advice
Senior Internal Head of Head of Financial
INTERNAL AUDIT Internal Auditor Internal Auditor Audit Manager Internal Audit Planning/Analysis
90 100 150 220 200 Graduate Assistant Accountant Assistant Accountant Assistant Accountant
NSW - Sydney ASSISTANT ACCOUNTANTS (No experience) (up to 2 yrs) (2-4 yrs) (4+ yrs)
75 - 95 90 - 110 120 - 180 160 - 300 150 - 250
95 105 120 180 150 45 55 60 65
NSW - Regional NSW - Sydney
90 - 105 95 - 115 100 - 150 150 - 270 140 - 200 35 - 50 50 - 60 60 - 70 65 - 75
95 115 140 160 150 40 55 60 65
VIC - Melbourne NSW - Regional
80 - 100 90 - 125 120 - 160 120 - 180 140 - 175 35 - 50 50 - 60 55 - 65 60 - 70
80 100 125 150 140 40 55 58 65
VIC - Regional VIC - Melbourne
70 - 90 90 - 110 110 - 140 125 - 175 125 - 160 38 - 45 50 - 58 55 - 65 60 - 70
85 100 140 180 150 42 55 65 70
QLD - Brisbane, Gold Coast & Sunshine Coast VIC - Regional
70 - 95 90 - 115 120 - 150 150 - 200 130 - 200 38 - 45 50 - 60 60 - 70 65 - 80
75 90 120 150 130 42 55 60 65
QLD - Regional QLD - Brisbane, Gold Coast & Sunshine Coast
70 - 90 75 - 100 100 - 150 130 - 170 110 - 130 35 - 50 60 - 65 55 - 65 65 - 70
80 110 130 150 140 40 50 55 60
SA - Adelaide QLD - Regional
65 - 85 85 - 130 100 - 140 140 - 190 120 - 180 35 - 45 42 - 60 45 - 70 50 - 72
85 100 140 180 150 45 55 60 65
WA - Perth SA - Adelaide
75 - 90 90 - 120 130 - 180 150 - 200 120 - 180 40 - 50 50 - 60 55 - 65 60 - 70
85 95 120 150 150 45 60 70 75
ACT - Canberra WA - Perth
80 - 100 90 - 110 100 - 125 130 - 200 120 - 180 40 - 50 55 - 65 65 - 75 70 - 85
65 85 110 140 130 45 50 60 65
TAS - Hobart/Launceston ACT - Canberra
55 - 75 75 - 100 90 - 130 110 - 160 120 - 150 40 - 50 45 - 55 55 - 65 60 - 70
75 80 100 140 130 45 50 60 60
NT - Darwin TAS - Hobart/Launceston
65 - 80 75 - 90 95 - 110 130 - 170 120 - 160 40 - 50 45 - 60 50 - 65 55 - 70
75 90 120 140 130 45 55 65 70
NZ - Auckland NT - Darwin
65 - 85 80 - 100 100 - 130 125 - 150 100 - 150 40 - 50 50 - 60 60 - 70 65 - 75
80 95 115 135 120 42 45 52 65
NZ - Wellington NZ - Auckland
70 - 90 90 - 100 105 - 125 120 - 150 110 - 130 35 - 45 40 - 50 48 - 60 55 - 75
75 90 105 120 120 42 50 58 70
NZ - Christchurch NZ - Christchurch/Wellington
65 - 85 80 - 100 85 - 120 110 - 140 100 - 140 38 - 45 45 - 55 50 - 65 65 - 75

TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES: NOTES:
Additional super Cash bonuses  All salaries shown are base salary, excluding superannuation  All salaries shown are base salary, excluding superannuation
Health cover Professional memberships New Zealand salaries are represented in New Zealand dollars New Zealand salaries are represented in New Zealand dollars
Study assistance Laptops

34 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 35


ACCOUNTANCY & FINANCE ACCOUNTANCY & FINANCE
Commerce & Industry | Accounting Support Commerce & Industry | Accounting Support

Supervisor/ Supervisor/ Supervisor/ Senior


Manager Manager Manager BOOKKEEPERS To Trial Balance To Balance Sheet Bookkeeper
Senior (<250 (250-500 (>500
65 70 75
PAYROLL Payroll Officer Payroll Officer employees) employees) employees) NSW - Sydney
60 - 70 65 - 75 65 - 80
65 75 80 85 90 55 60 65
NSW - Sydney NSW - Regional
60 - 70 65 - 80 70 - 90 65 - 90 80 - 120 50 - 60 50 - 65 55 - 70
55 60 65 70 75 60 62 65
NSW - Regional VIC - Melbourne
50 - 65 50 - 70 60 - 75 65 - 80 65 - 85 50 - 65 50 - 65 60 - 75
55 65 75 85 90 55 60 65
VIC - Melbourne VIC - Regional
45 - 60 55 - 75 65 - 80 70 - 100 80 - 130 50 - 60 55 - 65 60 - 70
55 65 70 80 80 55 65 70
VIC - Regional QLD - Brisbane, Gold Coast & Sunshine Coast
50 - 60 55 - 75 60 - 90 70 - 90 70 - 100 50 - 60 60 - 70 65 - 75
55 65 75 80 95 50 55 60
QLD - Brisbane, Gold Coast & Sunshine Coast QLD - Regional
50 - 60 60 - 70 70 - 80 75 - 85 85 - 120 40 - 55 45 - 60 55 - 70
50 55 60 65 70 50 55 60
QLD - Regional SA - Adelaide
45 - 55 45 - 60 45 - 65 55 - 75 65 - 100 45 - 55 50 - 60 55 - 65
45 55 60 70 80 65 70 80
SA - Adelaide WA - Perth
42 - 55 50 - 60 55 - 65 65 - 75 75 - 100 60 - 75 65 - 95 75 - 90
60 70 80 85 120 60 65 70
WA - Perth ACT - Canberra
55 - 65 65 - 75 70 - 90 75 - 100 100 - 180 55 - 65 60 - 70 65 - 85
65 75 85 95 110 50 52 60
ACT - Canberra TAS - Hobart/Launceston
60 - 75 75 - 85 75 - 100 85 - 110 110 - 150 45 - 55 50 - 60 55 - 65
50 55 62 60 72 60 65 65
TAS - Hobart/Launceston NT - Darwin
45 - 55 50 - 60 55 - 65 55 - 72 65 - 85 55 - 65 60 - 70 60 - 70
50 55 60 65 75 50 55 65
NT - Darwin NZ - Auckland
45 - 55 50 - 60 55 - 65 60 - 70 70 - 100 45 - 55 46 - 62 55 - 75
50 55 65 72 80 55 60 65
NZ - Auckland NZ - Christchurch/Wellington
45 - 55 50 - 60 55 - 70 60 - 78 70 - 90 50 - 60 55 - 65 60 - 70
55 60 65 70 85
NZ - Christchurch/Wellington
45 - 60 55 - 65 60 - 70 60 - 75 70 - 100

Accounts Supervisor/ Supervisor/ Experienced


CREDIT CONTROL/ Receivable Senior Credit Manager Manager Accounts Payable Accounts Payable Supervisor Manager
ACCOUNTS RECEIVABLE Officer Credit Controller Controller (1-5 staff) (> 5 staff) ACCOUNTS PAYABLE Officer Officer - Senior Accounts Payable Accounts Payable
55 60 65 80 90 55 60 65 80
NSW - Sydney NSW - Sydney
50 - 60 50 - 65 60 - 70 70 - 90 85 - 100 50 - 60 50 - 65 60 - 75 70 - 90
48 55 60 65 75 48 55 60 70
NSW - Regional NSW - Regional
40 - 55 50 - 65 55 - 70 60 - 75 65 - 85 43 - 55 50 - 60 55 - 65 65 - 75
55 55 60 65 85 50 55 65 75
VIC - Melbourne VIC - Melbourne
45 - 60 50 - 65 55 - 65 60 - 80 70 - 110 45 - 60 48 - 62 60 - 75 65 - 100
55 55 60 70 75 50 55 65 75
VIC - Regional VIC - Regional
50 - 60 50 - 60 55 - 65 60 - 80 70 - 90 45 - 55 50 - 60 60 - 70 65 - 85
50 55 65 75 85 50 60 75 90
QLD - Brisbane, Gold Coast & Sunshine Coast QLD - Brisbane, Gold Coast & Sunshine Coast
50 - 55 50 - 60 60 - 70 70 - 80 80 - 110 50 - 55 55 - 65 70 - 75 80 - 110
45 50 55 60 65 45 48 60 80
QLD - Regional QLD - Regional
40 - 50 42 - 55 48 - 56 50 - 65 55 - 75 35 - 48 42 - 55 50 - 65 60 - 100
45 50 55 60 65 45 50 55 65
SA - Adelaide SA - Adelaide
40 - 50 45 - 55 50 - 60 55 - 65 60 - 70 40 - 50 48 - 55 50 - 60 60 - 70
55 60 70 75 90 55 65 75 85
WA - Perth WA - Perth
50 - 60 55 - 65 65 - 75 70 - 85 85 - 110 45 - 60 60 - 70 70 - 85 80 - 90
55 60 65 70 75 50 60 65 70
ACT - Canberra ACT - Canberra
50 - 60 55 - 65 60 - 70 65 - 75 70 - 85 45 - 60 50 - 65 60 - 70 60 - 80
47 50 65 60 65 45 50 60 65
TAS - Hobart/Launceston TAS - Hobart/Launceston
42 - 52 42 - 60 55 - 75 50 - 65 55 - 75 40 - 50 45 - 55 45 - 65 55 - 70
50 50 55 60 65 50 55 60 65
NT - Darwin NT - Darwin
45 - 55 45 - 55 50 - 60 55 - 65 60 - 70 45 - 55 50 - 60 55 - 65 60 - 75
48 52 60 68 75 45 48 52 62
NZ - Auckland NZ - Auckland
42 - 54 48 - 60 55 - 65 55 - 72 65 - 85 40 - 50 40 - 55 48 - 60 55 - 65
45 55 60 65 70 53 55 60 70
NZ - Christchurch/Wellington NZ - Christchurch/Wellington
40 - 50 50 - 60 55 - 65 55 - 70 65 - 75 50 - 55 50 - 60 50 - 65 65 - 75

NOTES: NOTES:
 All salaries shown are base salary, excluding superannuation All salaries shown are base salary, excluding superannuation
New Zealand salaries are represented in New Zealand dollars New Zealand salaries are represented in New Zealand dollars

36 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 37


ACCOUNTANCY & FINANCE ACCOUNTANCY & FINANCE
Commerce & Industry | Accounting Support Professional Practice

Entry Level BUSINESS SERVICES


ACCOUNTS OFFICERS/ASSISTANTS Accounts Officer Accounts Officer UNDERGRADUATES 0-2 yrs exp 2-3 yrs exp 3+ yrs exp
40 50 40 45 48
NSW - Sydney NSW - Sydney
35 - 40 45 - 55 35 - 45 44 - 50 46 - 55
36 45 35 40 46
NSW - Regional NSW - Regional
34.5 - 40 40 - 50 34.5 - 38 36 - 42 42 - 48
40 42 37 43 49
VIC - Melbourne VIC - Melbourne
38 - 45 38 - 47 35 - 40 37 - 45 46 - 50
40 45 42 50 55
VIC - Regional VIC - Regional
36 - 45 40 - 55 35 - 45 45 - 55 50 - 65
42 50 35 40 45
QLD - Brisbane, Gold Coast & Sunshine Coast QLD - Brisbane, Gold Coast & Sunshine Coast
40 - 45 45 - 55 35 - 40 40 - 45 45 - 50
38 45 35 40 45
QLD - Regional QLD - Regional
35 - 45 40 - 50 35 - 40 40 - 45 45 - 50
40 45 35 40 44
SA - Adelaide SA - Adelaide
35 - 42 40 - 50 34.5 - 38 35 - 44 42 - 48
45 55 38 45 52
WA - Perth WA - Perth
40 - 50 45 - 60 35 - 42 40 - 49 50 - 55
45 55 36 40 45
ACT - Canberra ACT - Canberra
40 - 50 50 - 60 35 - 40 40 - 45 45 - 50
40 45 35 38 42
TAS - Hobart/Launceston TAS - Hobart/Launceston
35 - 42 40 - 50 34.5 - 38 34.5 - 40 36 - 44
45 50 40 45 54
NT - Darwin NT - Darwin
45 - 50 45 - 55 35 - 45 40 - 50 50 - 58
40 46 38 40 45
NZ - Auckland NZ - Auckland
36 - 42 42 - 50 32 - 42 36 - 44 38 - 50
42 55 38 43 50
NZ - Christchurch/Wellington NZ - Wellington
40 - 45 50 - 60 35 - 40 40 - 45 45 - 55
37 45 55
NZ - Christchurch
35 - 40 40 - 50 50 - 60

BUSINESS SERVICES GRADUATES No exp 1-2 yrs exp 2-3 yrs exp 3+ yrs exp
35 45 52 62
NSW - Sydney
34.5 - 38 40 - 50 48 - 60 55 - 70
38 42 48 56
NSW - Regional
34.5 - 40 38 - 44 42 - 50 50 - 65
42 52 57 60
VIC - Melbourne
38 - 45 42 - 55 45 - 60 52 - 65
42 50 60 70
VIC - Regional
38 - 45 45 - 55 50 - 65 60 - 75
37 43 50 55
QLD - Brisbane, Gold Coast & Sunshine Coast
34.5 - 40 39 - 50 45 - 55 50 - 65
35 39 50 55
QLD - Regional
34.5 - 42 37 - 43 45 - 55 50 - 65
42 44 48 54
SA - Adelaide
37 - 46 40 - 48 44 - 53 49 - 58
42 50 54 65
WA - Perth
40 - 45 45 - 55 49 - 64 60 - 75
42 47 53 60
ACT - Canberra
36 - 44 44 - 50 45 - 55 50 - 65
38 42 50 55
TAS - Hobart/Launceston
34.5 - 40 36 - 45 46 - 55 50 - 65
40 50 54 63
NT - Darwin
38 - 44 45 - 55 49 - 64 58 - 67
38 45 50 55
NZ - Auckland
35 - 42 38 - 50 45 - 55 50 - 65
43 47 52 60
NZ - Wellington
35 - 45 45 - 50 45 - 55 47 - 65
43 50 55 60
NZ - Christchurch
38 - 45 45 - 55 45 - 60 50 - 70

NOTES: TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES:
All salaries shown are base salary, excluding superannuation Flexible packaging Study support for All salaries shown are base salary, excluding superannuation
New Zealand salaries are represented in New Zealand dollars High level of training professional and academic New Zealand salaries are represented in New Zealand dollars
Performance based bonuses studies
Professional development

38 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 39


ACCOUNTANCY & FINANCE ACCOUNTANCY & FINANCE
Professional Practice Professional Practice

BUSINESS SERVICES (TYPICALLY CA/CPA EXTERNAL AUDIT UNDERGRADUATES 0-2 yrs exp 2-3 yrs exp 3+ yrs exp
COMPLETE) SENIOR, SUPERVISOR,
40 45 48
ASSISTANT MANAGERS 3-4 yrs exp 4-5 yrs exp 5-6 yrs exp 6+ yrs exp NSW - Sydney
35 - 45 44 - 50 46 - 55
70 75 85 90 35 41 46
NSW - Sydney NSW - Regional
60 - 75 65 - 78 75 - 90 85 - 95 34.5 - 37 38 - 43 43 - 48
68 72 82 86 35 42 46
NSW - Regional VIC - Melbourne
62 - 72 66 - 75 76 - 84 81 - 90 34.5 - 40 35 - 44 42 - 50
66 75 83 90 37 45 55
VIC - Melbourne VIC - Regional
55 - 70 68 - 78 70 - 87 84 - 95 34.5 - 40 40 - 50 50 - 60
70 80 85 90 35 38 45
VIC - Regional QLD - Brisbane, Gold Coast & Sunshine Coast
65 - 80 65 - 85 70 - 95 80 - 110 34.5 - 36 34.5 - 41 36 - 48
70 75 80 85 35 38 48
QLD - Brisbane, Gold Coast & Sunshine Coast QLD - Regional
65 - 80 65 - 85 75 - 95 80 - 110 34.5 - 36 34.5 - 41 41 - 55
60 70 75 85 35 40 44
QLD - Regional SA - Adelaide
55 - 65 58 - 72 68 - 87 78 - 102 34.5 - 38 35 - 44 42 - 48
65 70 77 82 37 42 50
SA - Adelaide WA - Perth
60 - 70 65 - 75 73 - 82 76 - 85 35 - 40 40 - 45 45 - 60
65 74 80 90 36 40 46
WA - Perth ACT - Canberra
65 - 75 75 - 85 85 - 95 90+ 35 - 38 39 - 42 42 - 50
68 72 80 90 35 38 42
ACT - Canberra TAS - Hobart/Launceston
60 - 70 65 - 75 75 - 85 80 - 95 34.5 - 38 34.5 - 40 36 - 44
58 63 68 72 38 43 50
TAS - Hobart/Launceston NT - Darwin
50 - 65 60 - 70 60 - 80 65 - 85 35 - 42 40 - 50 45 - 55
65 75 78 88 38 42 48
NT - Darwin NZ - Auckland
60 - 70 70 - 80 73 - 83 77 - 100 35 - 42 38 - 45 42 - 52
68 72 82 88 36 40 50
NZ - Auckland NZ - Wellington
65 - 72 68 - 78 70 - 85 80 - 95 32 - 38 35 - 45 40 - 60
70 75 80 88 37 45 50
NZ - Wellington NZ - Christchurch
65 - 72 70 - 80 75 - 85 80 - 100 35 - 40 40 - 50 45 - 60
65 70 80 80+
NZ - Christchurch
55 - 70 60 - 75 70 - 90 75+

EXTERNAL AUDIT GRADUATES No exp 1-2 yrs exp 2-3 yrs exp 3+ yrs exp
BUSINESS SERVICES MANAGERS, SENIOR Senior Manager
MANAGERS, PRINCIPALS/DIRECTORS Manager for 0-2 yrs for 2-5 yrs Principals/Directors 35 45 51 62
NSW - Sydney
105 125 175 34.5 - 38 40 - 50 48 - 60 55 - 70
NSW - Sydney 40 45 52 58
90 - 120 110 - 140 150+ NSW - Regional
100 115 155 38 - 45 40 - 50 48 - 56 55 - 60
NSW - Regional 41 45 52 58
90 - 110 100 - 135 125+ VIC - Melbourne
110 130 175 34.5 - 45 39 - 48 45 - 55 52 - 60
VIC - Melbourne 35 45 50 55
90 - 120 120 - 150 130+ VIC - Regional
100 110 150 34.5 - 40 40 - 45 45 - 55 50 - 60
VIC - Regional 38 45 50 55
80 - 110 100 - 125 125+ QLD - Brisbane, Gold Coast & Sunshine Coast
95 130 160 36 - 41 38 - 55 43 - 60 48 - 65
QLD - Brisbane, Gold Coast & Sunshine Coast 38 39 42 55
90 - 100 100 - 140 130+ QLD - Regional
90 115 140 35 - 40 35 - 42 37 - 50 42 - 65
QLD - Regional 42 44 48 54
75 - 102 80 - 130 115 - 150+ SA - Adelaide
90 115 150 37 - 46 40 - 48 44 - 53 49 - 58
SA - Adelaide 40 48 54 58
85 - 95 110 - 125 140+ WA - Perth
95 125 150 40 - 44 42 - 52 52 - 60 60 - 65
WA - Perth 42 47 55 60
85 - 100 100 - 140 130+ ACT - Canberra
95 125 160 36 - 44 44 - 50 45 - 60 50 - 65
ACT - Canberra 38 42 50 55
85 - 105 110 - 140 140+ TAS - Hobart/Launceston
80 100 125 34.5 - 40 36 - 45 46 - 55 50 - 65
TAS - Hobart/Launceston 40 48 54 58
70 - 90 85 - 110 110+ NT - Darwin
90 105 118 36 - 44 42 - 52 50 - 60 55 - 65
NT - Darwin 40 44 48 55
85 - 95 90 - 125 110+ NZ - Auckland
90 105 150 35 - 45 38 - 48 45 - 50 50 - 60
NZ - Auckland 44 46 50 55
85 - 95 90 - 125 120 - 180 NZ - Wellington
90 110 170 35 - 45 40 - 48 45 - 53 45 - 65
NZ - Wellington 44 46 55 60
85 - 95 90 - 125 150+ NZ - Christchurch
85 100 150 38 - 45 40 - 50 45 - 60 50 - 70
NZ - Christchurch
80 - 95 80 - 120 110+

TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES: TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES:
Flexible packaging Study support for All salaries shown are base salary, excluding superannuation Flexible packaging Study support for All salaries shown are base salary, excluding superannuation
High level of training professional and academic New Zealand salaries are represented in New Zealand dollars High level of training professional and academic New Zealand salaries are represented in New Zealand dollars
Performance based bonuses studies Performance based bonuses studies
Professional development Professional development

40 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 41


ACCOUNTANCY & FINANCE ACCOUNTANCY & FINANCE
Professional Practice Professional Practice

EXTERNAL AUDIT (TYPICALLY CA/CPA INSOLVENCY GRADUATES No exp 1-2 yrs exp 2-3 yrs exp 3+ yrs exp
COMPLETE) SENIOR, SUPERVISOR,
35 45 52 62
ASSISTANT MANAGERS 3-4 yrs exp 4-5 yrs exp 5-6 yrs exp 6+ yrs exp NSW - Sydney
34.5 - 38 40 - 50 48 - 60 55 - 70
70 76 80 88 39 46 57 62
NSW - Sydney NSW - Regional
65 - 75 70 - 80 75 - 85 85 - 95 37 - 42 42 - 51 49 - 63 58 - 65
68 71 83 90 45 47 55 63
NSW - Regional VIC - Melbourne
62 - 69 70 - 76 75 - 85 86 - 95 38 - 45 43 - 54 49 - 64 56 - 69
65 70 80 88 38 42 45 50
VIC - Melbourne VIC - Regional
56 - 68 60 - 75 66 - 82 74 - 92 35 - 42 38 - 45 42 - 50 45 - 55
60 65 70 75 38 45 50 57
VIC - Regional QLD - Brisbane, Gold Coast & Sunshine Coast
55 - 65 60 - 70 65 - 75 70 - 80 34.5 - 39 40 - 50 47 - 55 52 - 62
65 70 80 85 40 47 53 60
QLD - Brisbane, Gold Coast & Sunshine Coast QLD - Regional
60 - 70 65 - 75 75 - 85 80 - 90 35 - 41 42 - 48 47 - 58 52 - 62
55 63 76 80 42 44 48 54
QLD - Regional SA - Adelaide
48 - 59 43 - 65 68 - 88 71 - 85 37 - 46 40 - 48 44 - 53 49 - 58
65 70 77 82 40 45 60 70
SA - Adelaide WA - Perth
60 - 70 65 - 75 73 - 82 76 - 85 38 - 43 40 - 50 55 - 65 65 - 75
71 77 87 92 42 47 51 60
WA - Perth ACT - Canberra
66 - 76 72 - 82 80 - 92 88 - 98 36 - 44 44 - 50 46 - 52 55 - 65
70 80 90 100 38 42 50 55
ACT - Canberra TAS - Hobart/Launceston
60 - 75 75 - 85 85 - 95 95+ 34.5 - 40 36 - 45 46 - 55 50 - 65
58 63 68 72 42 44 48 54
TAS - Hobart/Launceston NT - Darwin
50 - 65 60 - 70 60 - 80 65 - 85 38 - 44 40 - 50 44 - 53 49 - 58
65 70 77 82 42 48 52 60
NT - Darwin NZ - Auckland
60 - 70 65 - 75 73 - 82 76 - 85 38 - 46 45 - 55 45 - 58 55 - 65
66 72 75 85 44 48 55 65
NZ - Auckland NZ - Wellington
62 - 70 65 - 75 70 - 80 75 - 90 36 - 45 45 - 52 45 - 60 45 - 70
65 75 82 90 38 48 53 60+
NZ - Wellington NZ - Christchurch
60 - 70 65 - 80 76 - 88 82 - 92 35 - 43 40 - 52 50 - 60 65+
70 75 80 85+
NZ - Christchurch
60 - 80 65 - 85 70 - 90 75+
INSOLVENCY (TYPICALLY CA/CPA
EXTERNAL AUDIT MANAGERS, SENIOR Senior Manager COMPLETE) SENIOR, SUPERVISOR,
MANAGERS, PRINCIPALS/DIRECTORS Manager for 0-2 yrs for 2-5 yrs Principals/Directors ASSISTANT MANAGERS 3-4 yrs exp 4-5 yrs exp 5-6 yrs exp 6+ yrs exp
105 125 175 70 75 80 100
NSW - Sydney NSW - Sydney
95 - 110 110 - 135 135+ 63 - 74 68 - 80 75 - 90 90 - 110
103 120 160 65 74 82 92
NSW - Regional NSW - Regional
90 - 110 110 - 125 125+ 60 - 72 68 - 78 74 - 85 82 - 97
100 125 170+ 67 75 85 95
VIC - Melbourne VIC - Melbourne
85 - 115 110 - 150 125+ 62 - 73 67 - 85 75 - 90 85 - 100
80 100 125 60 65 75 80
VIC - Regional VIC - Regional
65 - 85 95 - 110 110+ 55 - 62 58 - 70 70 - 80 75 - 95
100 120 150 65 72 80 90
QLD - Brisbane, Gold Coast & Sunshine Coast QLD - Brisbane, Gold Coast & Sunshine Coast
80 - 110 100 - 130 120 + 57 - 70 65 - 78 73 - 83 80 - 100
90 115 140 65 70 80 85
QLD - Regional QLD - Regional
69 - 100 87 - 130 130 + 57 - 70 65 - 75 75 - 82 80 - 90
90 115 150 65 70 77 82
SA - Adelaide SA - Adelaide
85 - 95 110 - 125 140+ 60 - 70 65 - 75 73 - 82 76 - 85
95 115 165 71 80 90 110
WA - Perth WA - Perth
90 - 100 100 - 125 140+ 67 - 75 75 - 85 85 - 95 95 - 150
95 125 160 70 80 90 100
ACT - Canberra ACT - Canberra
85 - 105 110 - 140 140+ 65 - 75 75 - 85 85 - 95 95+
80 100 125 58 63 68 72
TAS - Hobart/Launceston TAS - Hobart/Launceston
70 - 90 92 - 110 110+ 50 - 65 60 - 70 60 - 80 65 - 85
90 115 150 65 70 77 82
NT - Darwin NT - Darwin
85 - 95 110 - 125 140+ 60 - 70 65 - 75 73 - 82 76 - 85
90 110 150 68 78 85 95
NZ - Auckland NZ - Auckland
85 - 95 95 - 120 120 - 180 65 - 70 70 - 88 80 - 90 90 - 100
90 120 180 80 85 90 110
NZ - Wellington NZ - Wellington
80 - 100 90 - 120 150+ 75 - 85 80 - 90 85 - 100 95 - 120
80 90 140+ 65 70 80 90+
NZ - Christchurch NZ - Christchurch
70 - 90 80 - 100 100+ 60 - 80 65 - 85 75 - 90 80+

TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES:
Flexible packaging Study support for  All salaries shown are base salary, excluding superannuation Flexible packaging Study support for All salaries shown are base salary, excluding superannuation
High level of training professional and academic New Zealand salaries are represented in New Zealand dollars High level of training professional and academic New Zealand salaries are represented in New Zealand dollars
Performance based bonuses studies Performance based bonuses studies
Professional development Professional development

42 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 43


ACCOUNTANCY & FINANCE ACCOUNTANCY & FINANCE
Professional Practice Professional Practice

INSOLVENCY MANAGERS, SENIOR Senior Manager TAX CONSULTING INCL MANAGERS, SENIOR Senior Manager
MANAGERS, PRINCIPALS/DIRECTORS Manager for 0-2 yrs for 2-5 yrs Principals/Directors MANAGERS, PRINCIPALS/DIRECTORS Manager for 0-2 yrs for 2-5 yrs Principals/Directors
110 140 200+ 115 140 180+
NSW - Sydney NSW - Sydney
95 - 120 110 - 145 140+ 90 - 118 120 - 150 150+
100 115 150 110 130 150
NSW - Regional NSW - Regional
83 - 105 105 - 120 120+ 100 - 115 120 - 135 128+
110 130 190 105 140 185
VIC - Melbourne VIC - Melbourne
92 - 113 106 - 139 150+ 87 - 115 120 - 150 160+
80 90 120 80 100 125
VIC - Regional VIC - Regional
70 - 85 85 - 110 110+ 65 - 85 92 - 103 110+
95 120 150 100 123 150
QLD - Brisbane, Gold Coast & Sunshine Coast QLD - Brisbane, Gold Coast & Sunshine Coast
85 - 96 100 - 120 130+ 85 - 105 110 - 130 130+
90 114 150+ 100 114 125
QLD - Regional QLD - Regional
85 - 96 100 - 120 120+ 85 - 105 105 - 125 120+
90 115 150 95 120 150
SA - Adelaide SA - Adelaide
85 - 95 110 - 125 140+ 90 - 103 115 - 125 140+
100 115 145 100 125 155
WA - Perth WA - Perth
92 - 107 105 - 130 135+ 95 - 110 110 - 140 150+
100 125 160 95 125 160
ACT - Canberra ACT - Canberra
95+ 115+ 140+ 85 - 105 110 - 140 140+
80 97 120 80 100 125
TAS - Hobart/Launceston TAS - Hobart/Launceston
70 - 90 89 - 103 110+ 70 - 90 92 - 103 110+
90 115 130 95 120 150
NT - Darwin NT - Darwin
85 - 95 105 - 120 120+ 90 - 100 110 - 125 140+
100 120 160 95 110 150
NZ - Auckland NZ - Auckland
95 - 110 100 - 130 120+ 85 - 100 100 - 130 120 - 180
100 120 160 100 110 180
NZ - Wellington NZ - Wellington
90 - 110 110 - 130 140+ 90 - 110 100 - 130 150+
80 100 130+ 85 100 150
NZ - Christchurch NZ - Christchurch
70 - 95 85 - 110 110+ 80 - 100 90 - 110 110+

TAX CONSULTING (TYPICALLY CA/CPA CORPORATE FINANCE (TYPICALLY CA/


COMPLETE) SENIOR, SUPERVISOR, CPA/SIA/MASTERS FINANCE) SENIOR,
ASSISTANT MANAGERS Up to 4 yrs exp 4-5 yrs exp 5-6 yrs exp 6+ yrs exp SUPERVISOR, ASSIST. MANAGERS Up to 4 yrs exp 4-5 yrs exp 5-6 yrs exp 6+ yrs exp
75 80 90 95 80 85 90 120
NSW - Sydney NSW - Sydney
70 - 80 75 - 85 80 - 95 90 - 100 70 - 85 75 - 90 85 - 95 95 - 130
68 73 80 86 60 65 76 85
NSW - Regional NSW - Regional
62 - 70 69 - 75 76 - 84 84 - 100 51 - 65 60 - 71 74 - 81 76 - 94
70 75 85 89 74 80 85 100
VIC - Melbourne VIC - Melbourne
65 - 75 70 - 80 75 - 90 82 - 105 69 - 78 75 - 85 80 - 94 85 - 110
60 65 70 75 65 70 80 85
VIC - Regional VIC - Regional
55 - 62 62 - 68 68 - 75 72 - 90 60 - 70 65 - 75 72 - 85 80 - 92
70 75 85 90 75 80 85 100
QLD - Brisbane, Gold Coast & Sunshine Coast QLD - Brisbane, Gold Coast & Sunshine Coast
65 - 75 65 - 75 75 - 90 80 - 95 70 - 80 80 - 90 90 - 100 100 - 120
62 68 78 85 65 75 80 90
QLD - Regional QLD - Regional
60 - 67 65 - 75 74 - 83 80 - 90 65 - 75 70 - 80 75 - 85 85 - 95
68 75 80 86 68 75 80 86
SA - Adelaide SA - Adelaide
65 - 72 70 - 80 75 - 85 80 - 91 65 - 72 70 - 80 75 - 85 80 - 91
75 85 100 110 75 85 95 120
WA - Perth WA - Perth
65 - 80 70 - 95 95 - 105 100+ 70 - 80 80 - 90 90 - 100 100 - 150
70 75 90 95+ 68 72 80 85
ACT - Canberra ACT - Canberra
60 - 70 65 - 80 80 - 100 100+ 60 - 70 65 - 75 75 - 85 80 - 95
58 63 68 72 58 63 68 72
TAS - Hobart/Launceston TAS - Hobart/Launceston
50 - 65 60 - 70 60 - 80 65 - 85 50 - 65 60 - 70 60 - 80 65 - 85
68 75 80 86 70 75 80 85
NT - Darwin NT - Darwin
65 - 72 70 - 80 75 - 85 80 - 91 65 - 75 70 - 80 75 - 85 80 - 90
65 72 80 85 68 75 80 90
NZ - Auckland NZ - Auckland
60 - 70 65 - 80 75 - 85 80 - 90 65 - 72 70 - 80 78 - 82 85 - 95
72 75 82 90 70 75 80 90
NZ - Wellington NZ - Wellington
65 - 75 67 - 80 72 - 86 77 - 105 65 - 80 65 - 85 70 - 90 75 - 110
70 75 80 85+ 70 75 80 90
NZ - Christchurch NZ - Christchurch
60 - 75 65 - 85 70 - 85 75 - 100 60 - 80 60 - 85 70 - 90 80+

Flexible packaging S
 tudy support for All salaries shown are base salary, excluding superannuation Flexible packaging Study support for All salaries shown are base salary, excluding superannuation
High level of training professional and academic New Zealand salaries are represented in New Zealand dollars High level of training professional and academic New Zealand salaries are represented in New Zealand dollars
Performance based bonuses studies Performance based bonuses studies
Professional development Professional development

44 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 45


ACCOUNTANCY & FINANCE ACCOUNTANCY & FINANCE
Professional Practice Professional Practice

CORPORATE FINANCE MANAGERS, SENIOR Senior Manager MANAGEMENT CONSULTING MANAGERS, Senior Manager
MANAGERS, PRINCIPALS/DIRECTORS Manager for 0-2 yrs for 2-5 yrs Principals/Directors SENIOR MANAGERS, PRINCIPALS/DIRECTORS Manager for 0-2 yrs for 2-5 yrs Principals/Directors
120 170 220 100 130 170+
NSW - Sydney NSW - Sydney
110 - 130 120 - 180 150+ 90 - 115 110 - 150 150+
105 130 150 85 105 135
NSW - Regional NSW - Regional
90 - 110 110 - 140 130+ 70 - 95 100 - 120 120+
115 160 220 105 130 170
VIC - Melbourne VIC - Melbourne
93 - 129 125 - 170 160+ 87 - 115 110 - 155 150+
95 110 135 85 100 125
VIC - Regional VIC - Regional
85 - 105 100 - 140 125+ 80 - 90 90 - 110 110+
110 140 200 100 125 140
QLD - Brisbane, Gold Coast & Sunshine Coast QLD - Brisbane, Gold Coast & Sunshine Coast
100 - 120 125 - 150 140+ 90 - 102 115 - 135 135+
95 110 130 85 120 125
QLD - Regional QLD - Regional
90 - 110 115 - 125 130+ 90 - 98 115 - 135 125+
95 120 150 90 115 150
SA - Adelaide SA - Adelaide
90 - 103 115 - 125 140+ 85 - 95 110 - 125 140+
113 140 180 109 128 170
WA - Perth WA - Perth
105 - 125 120 - 185 145+ 97 - 114 113 - 142 150+
95 125 160 100 125 160
ACT - Canberra ACT - Canberra
85 - 105 110 - 140 140+ 85 - 105 110 - 140 140+
80 95 120 80 100 125
TAS - Hobart/Launceston TAS - Hobart/Launceston
70 - 90 85 - 100 110+ 70 - 90 88 - 110 110+
95 110 135 90 115 130
NT - Darwin NT - Darwin
85 - 105 100 - 120 125+ 85 - 95 110 - 125 125+
90 110 150 90 110 150
NZ - Auckland NZ - Auckland
85 - 95 100 - 140 120 - 180 80 - 95 90 - 130 120 - 200
95 110 150 88 100 150
NZ - Wellington NZ - Wellington
85 - 105 100 - 140 180+ 78 - 95 90 - 115 120 - 200
90 110 140 85 95 115
NZ - Christchurch NZ - Christchurch
85 - 100 100 - 130 120+ 70 - 90 80 - 110 90+

MANAGEMENT CONSULTING (TYPICALLY RISK CONSULTING/INTERNAL AUDIT


CA/CPA COMPLETE) SENIOR, (TYPICALLY CA/CPA COMPLETE) SENIOR,
SUPERVISOR, ASSISTANT MANAGERS Up to 4 yrs exp 4-5 yrs exp 5-6 yrs exp 6+ yrs exp SUPERVISOR, ASSISTANT MANAGERS Up to 4 yrs exp 4-5 yrs exp 5-6 yrs exp 6+ yrs exp
70 75 85 95 75 80 95 98
NSW - Sydney NSW - Sydney
68 - 75 68 - 80 80 - 90 85 - 110 65 - 80 78 - 86 87 - 95 95 - 110
60 68 74 83 63 70 80 85
NSW - Regional NSW - Regional
53 - 63 55 - 72 69 - 78 76 - 87 57 - 68 66 - 78 76 - 86 78 - 92
64 72 80 90 66 75 80 88
VIC - Melbourne VIC - Melbourne
60 - 69 65 - 78 74 - 84 85 - 95 60 - 70 68 - 77 75 - 86 82 - 95
62 68 75 82 62 70 75 80
VIC - Regional VIC - Regional
58 - 68 65 - 75 72 - 80 78 - 85 58 - 65 65 - 74 74 - 82 76 - 85
65 70 80 90 65 75 80 90
QLD - Brisbane, Gold Coast & Sunshine Coast QLD - Brisbane, Gold Coast & Sunshine Coast
65 - 75 70 - 80 75 - 85 85 - 95 60 - 68 65 - 74 70 - 92 74 - 90
60 68 75 80 64 68 75 80
QLD - Regional QLD - Regional
55 - 65 64 - 72 68 - 76 74 - 90 60 - 68 65 - 74 70 - 80 74 - 85
65 70 77 82 65 70 77 82
SA - Adelaide SA - Adelaide
60 - 70 65 - 75 73 - 82 76 - 85 60 - 70 65 - 75 73 - 82 76 - 85
72 75 83 88 69 75 80 90
WA - Perth WA - Perth
63 - 73 72 - 82 78 - 88 83 - 97 60 - 76 71 - 78 75 - 90 82 - 95
75 85 100 110 68 72 85 95
ACT - Canberra ACT - Canberra
70 - 80 80 - 90 90 - 100 100+ 60 - 70 65 - 75 75 - 90 90+
58 63 68 72 58 63 68 72
TAS - Hobart/Launceston TAS - Hobart/Launceston
50 - 65 60 - 70 60 - 80 65 - 85 50 - 65 60 - 70 60 - 80 65 - 85
70 75 83 88 65 70 75 80
NT - Darwin NT - Darwin
65 - 75 72 - 82 78 - 88 83 - 97 60 - 70 65 - 75 70 - 80 75 - 85
62 68 75 85 65 70 80 90
NZ - Auckland NZ - Auckland
57 - 67 60 - 78 65 - 75 70 - 95 55 - 75 60 - 80 75 - 90 80 - 100
64 72 80 90 70 80 90 95
NZ - Wellington NZ - Wellington
60 - 69 65 - 78 74 - 84 85 - 95 65 - 75 75 - 85 85 - 95 90 - 100
60 70 80 90+ 65 75 90 90
NZ - Christchurch NZ - Christchurch
55 - 65 65 - 75 75 - 85 80+ 50 - 70 65 - 85 80 - 100 85 - 110

NOTES: NOTES:
Flexible packaging S
 tudy support for All salaries shown are base salary, excluding superannuation Flexible packaging Study support for All salaries shown are base salary, excluding superannuation
High level of training professional and academic New Zealand salaries are represented in New Zealand dollars High level of training professional and academic New Zealand salaries are represented in New Zealand dollars
Performance based bonuses studies Performance based bonuses studies
Professional development Professional development

46 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 47


ACCOUNTANCY & FINANCE ACCOUNTANCY & FINANCE
Professional Practice Professional Practice

RISK CONSULTING/INTERNAL AUDIT PRACTICE ADMINISTRATION Accountant Practice Manager Finance Manager
MANAGERS, SENIOR MANAGERS, Senior Manager
85 100 115
PRINCIPALS/DIRECTORS Manager for 0-2 yrs for 2-5 yrs Principals/Directors NSW - Sydney
72 - 87 85 - 110 95 - 125
110 125 170 76 90 100
NSW - Sydney NSW - Regional
92 - 115 110 - 135 140+ 60 - 81 85 - 98 85 - 110
95 120 155 80 90 110
NSW - Regional VIC - Melbourne
85 - 100 95 - 130 120+ 70 - 87 75 - 100 90 - 125
100 125 160+ 70 80 95
VIC - Melbourne VIC - Regional
85 - 110 105 - 140 140+ 65 - 72 75 - 85 88 - 100
85 110 140 70 85 100
VIC - Regional QLD - Brisbane, Gold Coast & Sunshine Coast
70 - 95 95 - 130 130 + 60 - 75 80 - 90 90 - 110
100 125 160 65 83 97
QLD - Brisbane, Gold Coast & Sunshine Coast QLD - Regional
80 - 100 105 - 125 130+ 60 - 70 80 - 90 90 - 110
95 115 125 72 83 95
QLD - Regional SA - Adelaide
80 - 100 105 - 125 125+ 67 - 77 78 - 90 90 - 105
90 115 150 80 83 103
SA - Adelaide WA - Perth
85 - 95 110 - 125 140+ 72 - 88 75 - 90 88 - 125
97 120 145 80 90 110
WA - Perth ACT - Canberra
88 - 102 108 - 142 125+ 75 - 85 80 - 100 95 - 125
100 125 160 70 80 85
ACT - Canberra TAS - Hobart/Launceston
90 - 110 110 - 140 140+ 60 - 75 70 - 90 75 - 95
80 95 125 70 83 95
TAS - Hobart/Launceston NT - Darwin
70 - 90 83 - 105 110+ 65 - 75 80 - 90 90 - 105
80 100 120 70 80 90
NT - Darwin NZ - Auckland
75 - 85 95 - 105 110+ 62 - 85 70 - 100 70 - 100
85 110 150 75 85 90
NZ - Auckland NZ - Wellington
70 - 95 95 - 130 140 - 200 60 - 80 75 - 95 80 - 100
85 110 150 70 80 85
NZ - Wellington NZ - Christchurch
70 - 90 80 - 130 120+ 60 - 80 70 - 90 80 - 100
80 100 150
NZ - Christchurch TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES:
65 - 90 80 - 125 110+
Education costs Performance based bonuses  All salaries shown exclude superannuation
New Zealand salaries are represented in New Zealand dollars

ADMINISTRATION Team Secretary Office/Admin Manager PA to Partner (1 on 1) PA to Partners (2 or 3)


50 70 70 65
NSW - Sydney
45 - 55 60 - 75 65 - 80 65 - 75
45 60 63 60
NSW - Regional
40 - 50 52 - 65 55 - 58 52 - 65
48 60 58 58
VIC - Melbourne
40 - 55 50 - 70 55 - 70 55 - 70
50 60 60 60
VIC - Regional
40 - 55 55 - 65 50 - 65 50 - 65
45 60 58 52
QLD - Brisbane, Gold Coast & Sunshine Coast
42 - 48 55 - 65 50 - 62 48 - 65
49 60 60 52
QLD - Regional
44 - 54 55 - 65 55 - 63 48 - 60
50 61 60 65
SA - Adelaide
40 - 55 55 - 65 50 - 65 60 - 75
60 70 70 75
WA - Perth
55 - 70 65 - 75 65 - 75 70 - 80
45 60 60 65
ACT - Canberra
40 - 50 50 - 65 50 - 70 55 - 75
48 60 55 55
TAS - Hobart/Launceston
40 - 55 50 - 70 45 - 60 45 - 60
50 60 60 65
NT - Darwin
40 - 55 55 - 65 50 - 65 60 - 75
42 62 55 62
NZ - Auckland
40 - 46 56 - 68 50 - 60 55 - 68
40 55 50 53
NZ - Wellington
35 - 44 45 - 60 45 - 55 45 - 60
42 57 60 60
NZ - Christchurch
40 - 46 50 - 65 50 - 65 55 - 65
NOTES:
Flexible packaging S
 tudy support for All salaries shown are base salary, excluding superannuation  All salaries shown are base salary, excluding superannuation
High level of training professional and academic New Zealand salaries are represented in New Zealand dollars New Zealand salaries are represented in New Zealand dollars
Performance based bonuses studies
Professional development

48 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 49


BANKING BANKING

Customer Branch
RETAIL BANKING Teller Service Advisor Supervisor Personal Banker Lender
47 52 65 70 90
NSW - Sydney
42 - 52 45 - 55 60 - 70 60 - 80 80 - 100
43 45 60 55 80
VIC - Melbourne
42 - 45 40 - 50 55 - 65 50 - 60 75 - 90
40 45 60 55 80
QLD - Brisbane, Gold Coast & Sunshine Coast
35 - 45 40 - 50 55 - 65 50 - 60 75 - 90
40 45 58 55 60
SA - Adelaide
40 - 48 42 - 50 50 - 60 50 - 58 55 - 65
40 45 55 55 60
WA - Perth
38 - 44 40 - 48 50 - 60 50 - 60 55 - 65
38 42 50 60 70
ACT - Canberra
35 - 45 36 - 48 45 - 55 50 - 75 60 - 75
40 38 46 55 60
TAS - Hobart/Launceston
40 - 48 35 - 40 42 - 50 50 - 58 55 - 65
45 50 60 55 60
NT - Darwin
40 - 48 45 - 55 50 - 65 50 - 58 55 - 65
AUSTRALIA
The banking and financial services
employment market continues to flourish
with buoyant levels of hiring across
andInasset
the investment banking
management
the sector.
sector we are seeing an Mobile Lending Regional/

Despite the strength of the recruitment


increased focus on middle RETAIL BANKING Manager Branch Manager District Manager

market, overall salary levels remain office candidates with NSW - Sydney
95 100 150
strong client facing abilities.

relatively stable as employers take a 85 - 105 80 - 140 130 - 170
conservative approach to increases. There 80 80 130
VIC - Melbourne
are some exceptions for candidates in In the investment banking and asset 70 - 90 65 - 120 110 - 150
greatest demand, particularly revenue management sector we are seeing an 85 80 130
generating professionals, who receive QLD - Brisbane, Gold Coast & Sunshine Coast
increased focus on middle office candidates 80 - 90 65 - 90 100 - 150
multiple job offers that in turn result in with strong client facing abilities. 80 80 120
higher salaries. Employers are willing to SA - Adelaide
be flexible on salary in order to secure the In financial planning high demand exists 65 - 90 70 - 90 100 - 130
best sales skills for their retail, commercial for both temporary and permanent staff 85 80 120
to work on financial planning remediation WA - Perth
banking and financial planning teams. 80 - 95 75 - 90 100 - 150
projects. This demand will continue 80 80 120
Permanent hiring across the sector throughout the year. ACT - Canberra
continues as does the use of temporary 60 - 90 60 - 120 80 - 150
staff to fill roles in back office operations, Meanwhile, education standards in the 75 80 120
financial planning industry continue to TAS - Hobart/Launceston
processing and on projects. In instances 60 - 90 60 - 90 90 - 150
where an organisation has made use of rise further. Government measures have
forced improvements in educational, 80 80 120
offshoring options for certain back office NT - Darwin
ethical and professional standards across 65 - 85 65 - 120 100 - 130
functions, weve seen an increase in
temporary and project based roles the industry.
onshore as departments try to maintain The Asian banking market is another area
productivity in the run up to relocation. of growth for the Australian banking
sector. We expect this segment to continue Operations Settlements Collections Senior Credit


to thrive over the next year creating even LENDING OPERATIONS Officer Officer Officer Credit Analyst Analyst
Permanent hiring across stronger demand for sales professionals
the sector continues as does with Asian language skills for roles in both NSW - Sydney
53 58 55 65 77
48 - 55 53 - 63 50 - 60 60 - 70 70 - 85
the use of temporary staff lending and wealth management.
48 50 48 60 70
to fill roles in back office Gender diversity continues to be a major VIC - Melbourne
45 - 55 48 - 60 45 - 55 55 - 65 65 - 75
SALARY INFORMATION: BANKING

operations, processing focus for most employers across the


45 50 50 60 70


banking and finance industry too. We are QLD - Brisbane, Gold Coast & Sunshine Coast
and on projects. seeing strong demand for female talent to 40 - 48 45 - 55 45 - 55 55 - 65 55 - 80
fill roles as senior leaders, particularly in 45 50 50 50 65
SA - Adelaide
In retail and commercial banking there wealth, corporate and institutional 40 - 48 45 - 55 45 - 55 45 - 55 55 - 75
have been two particular recruitment banking, insurance and financial markets. 45 52 55 60 70
spikes, namely frontline lending and sales Another developing trend is the practice WA - Perth
44 - 50 50 - 55 50 - 60 55 - 65 60 - 75
roles, and roles in back office processing of the big banks to recruit leadership
talent for their senior roles from outside 45 50 50 60 70
and operations. Risk and compliance skills ACT - Canberra
also remain in high demand to drive anti- the banking industry. 40 - 48 45 - 55 45 - 55 55 - 65 55 - 80
money laundering, fraud mitigation and 35 50 50 50 65
Finally, demand for good Customer TAS - Hobart/Launceston
ongoing regulatory change. Service Consultants across the sector 35 - 36 45 - 55 45 - 55 45 - 55 55 - 75
Mirroring trends in the US and the UK, remains extremely high. To recruit volume, 45 50 50 50 65
NT - Darwin
Australia is seeing growth in the peer-to- we are seeing an increased use of 40 - 48 45 - 55 45 - 55 45 - 55 55 - 75
peer lending industry, which in turn is assessment centres as the preferred
generating ongoing demand for sales and method of selection, with an emphasis on
credit professionals. attitude and aptitude as opposed to only
on a candidates previous experience.
NOTES:
All salaries shown include superannuation

50 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 51


BANKING BANKING

Team Leader/ Senior General Business


LENDING OPERATIONS Supervisor Manager Manager Manager Settlements Senior Credit Development
ASSET/FINANCE Client Services Officer Credit Analyst Analyst Manager
85 95 120 180
NSW - Sydney 60 58 70 85 120
75 - 90 90 - 110 100 - 140 140 - 240 NSW - Sydney
65 75 115 170 55 - 65 52 - 62 70 - 80 75 - 95 110 - 160
VIC - Melbourne 60 45 60 70 95
60 - 70 65 - 85 100 - 130 130 - 230 VIC - Melbourne
65 75 110 150 50 - 65 40 - 50 55 - 65 60 - 75 80 - 110
QLD - Brisbane, Gold Coast & Sunshine Coast 60 50 60 70 110
60 - 70 60 - 90 90 - 120 110 - 200 QLD - Brisbane, Gold Coast & Sunshine Coast
65 80 90 130 45 - 65 45 - 55 55 - 65 60 - 80 90 - 120
SA - Adelaide 60 55 60 70 100
60 - 70 70 - 90 80 - 110 110 - 150 SA - Adelaide
72 80 100 130 55 - 65 48 - 58 55 - 65 60 - 75 90 - 110
WA - Perth 60 50 65 70 120
65 - 75 75 - 90 85 - 120 110 - 150 WA - Perth
65 75 110 150 50 - 65 50 - 55 60 - 70 65 - 75 90 - 140
ACT - Canberra 60 42 50 65 75
60 - 70 60 - 90 90 - 120 110 - 200 ACT - Canberra
55 75 90 150 50 - 65 40 - 50 46 - 55 63 - 67 65 - 100
TAS - Hobart/Launceston 60 42 60 60 95
50 - 60 60 - 90 75 - 100 110 - 200 TAS - Hobart/Launceston
72 80 100 130 55 - 65 40 - 50 55 - 65 55 - 65 90 - 110
NT - Darwin 60 55 60 70 120
60 - 75 70 - 90 80 - 120 110 - 150 NT - Darwin
55 - 65 48 - 58 55 - 65 65 - 75 90 - 140

Assistant Senior Business Assistant Lending/ Senior/District


Relationship Relationship Relationship Executive Development Relationship Relationship Relationship
BUSINESS & COMMERCIAL LENDING Manager Manager Manager Manager State Manager Manager RURAL LENDING Manager Manager Manager
85 110 130 165 210 140 65 100 130
NSW - Sydney NSW - Sydney
75 - 95 95 - 120 120 - 150 150 - 180 180 - 240 120 - 160 60 - 70 85 - 110 120 - 150
75 110 130 165 210 130 60 85 130
VIC - Melbourne VIC - Melbourne
60 - 95 95 - 120 120 - 140 150 - 200 180 - 240 120 - 160 55 - 65 70 - 90 110 - 145
75 110 130 160 220 140 70 100 150
QLD - Brisbane, Gold Coast & Sunshine Coast QLD - Brisbane, Gold Coast & Sunshine Coast
65 - 80 90 - 130 110 - 150 150 - 180 200 - 240 120 - 155 60 - 80 80 - 110 135 - 170
70 110 145 165 185 120 65 90 135
SA - Adelaide SA - Adelaide
65 - 75 95 - 120 125 - 165 150 - 180 175 - 200 100 - 130 60 - 70 75 - 100 120 - 150
70 110 150 165 220 140 70 100 150
WA - Perth WA - Perth
60 - 80 90 - 130 120 - 160 150 - 200 195 - 260 125 - 180 65 - 75 90 - 120 130 - 175
70 90 130 160 180 140 70 100 150
ACT - Canberra ACT - Canberra
60 - 85 60 - 120 90 - 140 100 - 180 140 - 200 100 - 160 60 - 80 80 - 110 135 - 170
65 100 115 150 175 110 65 100 115
TAS - Hobart/Launceston TAS - Hobart/Launceston
60 - 85 85 - 110 110 - 130 130 - 170 150 - 200 90 - 130 60 - 70 85 - 110 110 - 130
70 85 120 135 175 120 65 100 150
NT - Darwin NT - Darwin
60 - 70 70 - 85 100 - 130 120 - 140 130 - 180 100 - 130 60 - 70 90 - 120 130 - 175

Assistant Senior Business Senior


Relationship Relationship Relationship Executive Development SUPERANNUATION ADMIN Administrator Administrator Team Leader Manager Senior Manager
CORPORATE & LENDING Manager Manager Manager Manager State Manager Manager
55 60 80 100 150
110 150 200 260 300 150 NSW - Sydney
NSW - Sydney 50 - 60 55 - 65 70 - 85 90 - 120 130 - 170
90 - 140 130 - 180 180 - 220 240 - 280 260 - 340 130 - 180 45 55 70 100 130
80 120 140 175 220 140 VIC - Melbourne
VIC - Melbourne 40 - 50 50 - 60 65 - 80 80 - 120 110 - 140
70 - 90 110 - 130 130 - 160 150 - 190 190 - 250 120 - 170 50 60 70 100 130
75 110 130 160 220 140 QLD - Brisbane, Gold Coast & Sunshine Coast
QLD - Brisbane, Gold Coast & Sunshine Coast 45 - 55 55 - 65 65 - 80 80 - 120 100 - 160
65 - 80 90 - 130 110 - 150 150 - 180 200 - 240 120 - 155 48 55 70 110 130
70 120 145 165 185 140 SA - Adelaide
SA - Adelaide 40 - 50 44 - 55 60 - 75 80 - 120 110 - 140
65 - 75 95 - 120 125 - 165 150 - 180 175 - 200 120 - 150 50 55 70 100 130
70 110 150 165 220 140 WA - Perth
WA - Perth 45 - 55 50 - 65 60 - 80 90 - 120 110 - 140
60 - 80 90 - 130 120 - 160 150 - 200 195 - 260 125 - 180 50 60 70 90 130
80 100 130 160 180 140 ACT - Canberra
ACT - Canberra 45 - 55 55 - 65 65 - 80 80 - 100 110 - 140
60 - 90 60 - 120 90 - 140 100 - 180 140 - 200 100 - 160 48 45 55 75 130
70 120 145 165 185 140 TAS - Hobart/Launceston
TAS - Hobart/Launceston 40 - 50 40 - 50 50 - 70 65 - 90 110 - 140
65 - 75 95 - 120 125 - 165 150 - 180 175 - 200 120 - 150 48 55 70 110 130
70 120 145 165 185 140 NT - Darwin
NT - Darwin 40 - 50 44 - 55 60 - 75 80 - 120 110 - 140
65 - 75 95 - 120 125 - 165 150 - 180 175 - 200 120 - 150

NOTES: NOTES:
All salaries shown include superannuation All salaries shown include superannuation

52 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 53


BANKING BANKING

SUPERANNUATION CSO CSM Manager Senior Manager Fund Manager Client Services Client Services Client Services
FUNDS MANAGEMENT Officer Supervisor Manager
50 55 75 85 120
NSW - Sydney 55 80 100
45 - 52 50 - 60 65 - 80 75 - 90 110 - 140 NSW - Sydney
49 55 75 75 100 50 - 60 75 - 90 95 - 115
VIC - Melbourne 50 70 80
40 - 52 50 - 55 65 - 80 70 - 85 85 - 110 VIC - Melbourne
45 55 75 80 100 45 - 55 65 - 75 75 - 85
QLD - Brisbane, Gold Coast & Sunshine Coast 52 70 85
40 - 50 50 - 60 65 - 80 65 - 85 80 - 110 QLD - Brisbane, Gold Coast & Sunshine Coast
50 50 65 75 110 45 - 60 65 - 75 70 - 100
SA - Adelaide 55 70 70
45 - 60 45 - 60 60 - 70 65 - 87 80 - 120 SA - Adelaide
45 55 65 80 110 45 - 60 60 - 75 60 - 75
WA - Perth 50 70 95
42 - 50 50 - 60 60 - 70 75 - 90 90 - 130 WA - Perth
45 55 75 80 100 45 - 55 60 - 75 85 - 110
ACT - Canberra 50 60 70
40 - 50 50 - 60 65 - 80 65 - 85 80 - 110 ACT - Canberra
50 50 60 65 90 45 - 55 50 - 75 70 - 85
TAS - Hobart/Launceston 55 55 70
45 - 60 45 - 60 55 - 65 55 - 75 70 - 100 TAS - Hobart/Launceston
50 50 70 80 110 45 - 60 50 - 60 60 - 75
NT - Darwin 55 70 70
45 - 60 45 - 60 65 - 75 75 - 90 100 - 120 NT - Darwin
45 - 60 60 - 75 60 - 75

Business Senior
Senior Development Settlements Settlements Reconciliations Supervisor/
FUNDS MANAGEMENT Administrator Administrator Manager Manager General Manager TREASURY INVESTMENT OPERATIONS Officer Officer Officer Payments Officer Senior Manager
55 65 100 130 170 60 70 60 70 88
NSW - Sydney NSW - Sydney
50 - 60 55 - 70 85 - 120 110 - 160 150 - 180 55 - 70 65 - 80 55 - 70 65 - 75 80 - 95
50 60 90 110 160 55 60 55 60 80
VIC - Melbourne VIC - Melbourne
45 - 50 50 - 65 80 - 100 90 - 120 140 - 170 50 - 60 55 - 70 50 - 65 55 - 65 70 - 90
50 60 90 120 160 50 60 50 60 80
QLD - Brisbane, Gold Coast & Sunshine Coast QLD - Brisbane, Gold Coast & Sunshine Coast
45 - 55 55 - 65 80 - 100 110 - 130 140 - 170 45 - 58 55 - 65 45 - 55 55 - 65 70 - 90
47 50 80 100 130 55 60 55 60 80
SA - Adelaide SA - Adelaide
38 - 48 42 - 52 65 - 85 80 - 120 110 - 150 50 - 60 55 - 65 50 - 65 55 - 65 70 - 90
45 55 85 120 150 55 60 55 60 80
WA - Perth WA - Perth
40- 50 50 - 60 80 - 100 110 - 130 140 - 160 50 - 60 55 - 65 50 - 65 55 - 65 70 - 90
50 60 90 120 160 55 60 55 60 80
ACT - Canberra ACT - Canberra
45 - 55 55 - 65 80 - 100 110 - 130 140 - 170 50 - 60 55 - 65 50 - 65 55 - 65 70 - 90
40 45 65 100 130 55 60 55 60 80
TAS - Hobart/Launceston TAS - Hobart/Launceston
35 - 45 40 - 50 55 - 75 90 - 130 100 - 150 50 - 60 55 - 65 50 - 65 55 - 65 70 - 90
47 50 85 120 150 55 60 55 60 80
NT - Darwin NT - Darwin
38 - 48 42 - 52 80 - 100 110 - 130 140 - 160 50 - 60 55 - 65 50 - 65 55 - 65 70 - 90

Senior Performance Corporate


Settlements Settlements MIDDLE OFFICE Portfolio Analyst & Attribution Research Analyst Trade Support Actions
Officer Officer Supervisor Unit Registry Unit Pricing
110 125 120 100 75
60 65 85 60 70 NSW - Sydney
NSW - Sydney 100 - 120 100 - 140 110 - 150 90 - 110 70 - 80
55 - 65 60 - 70 75 - 90 55 - 65 65 - 75 90 95 90 80 60
55 60 70 50 50 VIC - Melbourne
VIC - Melbourne 80 - 110 90 - 110 80 - 120 70 - 95 50 - 70
45 - 60 55 - 65 60 - 75 45 - 55 45 - 55 90 95 90 80 60
50 60 70 50 50 QLD - Brisbane, Gold Coast & Sunshine Coast
QLD - Brisbane, Gold Coast & Sunshine Coast 80 - 110 90 - 110 80 - 120 70 - 95 55 - 65
45 - 55 55 - 65 65 - 75 45 - 58 45 - 55 90 95 90 80 55
50 55 68 50 55 SA - Adelaide
SA - Adelaide 80 - 110 90 - 110 80 - 120 70 - 95 40 - 55
42 - 55 50 - 60 50 - 75 38 - 55 50 - 60 90 95 90 80 60
55 60 75 47 55 WA - Perth
WA - Perth 80 - 110 90 - 110 80 - 120 70 - 95 55 - 70
50 - 60 55 - 65 70 - 85 45 - 50 49 - 60 90 95 90 80 43
50 60 70 50 50 ACT - Canberra
ACT - Canberra 80 - 110 90 - 110 80 - 120 70 - 95 38 - 45
45 - 55 55 - 65 65 - 75 45 - 58 45 - 55 90 95 90 80 55
50 55 68 50 55 TAS - Hobart/Launceston
TAS - Hobart/Launceston 80 - 110 90 - 110 80 - 120 70 - 95 45 - 60
42 - 55 50 - 60 50 - 75 38 - 55 50 - 60 90 95 90 80 60
50 55 72 50 55 NT - Darwin
NT - Darwin 80 - 110 90 - 110 80 - 120 70 - 95 55 - 70
50 - 60 50 - 60 50 - 75 38 - 55 50 - 60

NOTES: NOTES:
All salaries shown include superannuation All salaries shown include superannuation

54 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 55


BANKING BANKING

Processing Senior Processing CREDIT & MARKET RISK Junior Analyst Senior Analyst Manager Senior Manager Head of
TRADE FINANCE Officer Officer Team Leader Manager
65 95 130 165 220
55 60 80 110 NSW - Sydney
NSW - Sydney 65 - 75 80 - 110 110 - 150 150 - 180 200 - 270
50 - 60 55 - 65 75 - 85 90 - 120 65 95 130 175 225
50 55 65 110 VIC - Melbourne
VIC - Melbourne 65 - 75 80 - 110 120 - 150 160 - 200 200 - 250
40 - 55 45 - 60 60 - 70 80 - 120 55 85 120 150 200
45 50 65 100 QLD - Brisbane, Gold Coast & Sunshine Coast
QLD - Brisbane, Gold Coast & Sunshine Coast 45 - 60 75 - 90 110 - 130 140 - 160 190 - 210
40 - 48 48 - 58 60 - 80 80 - 120 50 65 85 90 130
45 50 65 85 SA - Adelaide
SA - Adelaide 45 - 55 55 - 75 75 - 90 80 - 100 110 - 150
38 - 47 42 - 52 55 - 66 70 - 85 50 65 120 140 200
45 50 65 100 WA - Perth
WA - Perth 45 - 55 55 - 75 110 - 130 140 - 160 190 - 220
40 - 45 45 - 52 60 - 70 80 - 110 50 65 120 90 130
43 48 48 70 ACT - Canberra
ACT - Canberra 45 - 55 55 - 75 110 - 130 80 - 100 110 - 150
38 - 47 42 - 52 45 - 50 65 - 75 50 65 85 90 130
37 40 50 70 TAS - Hobart/Launceston
TAS - Hobart/Launceston 45 - 55 55 - 75 75 - 90 80 - 100 110 - 150
35 - 42 38 - 45 45 - 55 60 - 80 50 65 85 90 130
52 55 65 100 NT - Darwin
NT - Darwin 45 - 55 55 - 75 75 - 90 80 - 100 110 - 150
50 - 55 55 - 65 60 - 70 80 - 110

Senior Associate QUANTITATIVE RISK Junior Analyst Senior Analyst Manager Senior Manager Head of
FINANCIAL PLANNING Client Services Paraplanner Paraplanner Advisor Financial Planner
85 140 160 200 250
65 70 90 80 100 NSW - Sydney
NSW - Sydney 80 - 95 120 - 160 160 - 200 190 - 220 230 - 300
55 - 80 60 - 70 80 - 95 75 - 95 90 - 110 80 100 150 190 230
55 60 80 65 95 VIC - Melbourne
VIC - Melbourne 70 - 90 90 - 100 140 - 180 180 - 200 200 - 250
45 - 60 55 - 70 55 - 90 50 - 75 70 - 110 75 130 150 190 230
54 62 80 65 85 QLD - Brisbane, Gold Coast & Sunshine Coast
QLD - Brisbane, Gold Coast & Sunshine Coast 80 - 90 110 - 140 140 - 180 180 - 200 200 - 240
49 - 60 50 - 75 75 - 90 55 - 75 75 - 105 60 90 120 150 180
55 70 75 75 100 SA - Adelaide
SA - Adelaide 55 - 80 80 - 110 110 - 130 130 - 170 170 - 225
45 - 55 65 - 74 70 - 85 70 - 80 95 - 120 60 90 120 150 180
60 60 75 75 100 WA - Perth
WA - Perth 55 - 80 80 - 110 110 - 130 130 - 170 170 - 225
50 - 70 50 - 65 70 - 90 70 - 85 85 - 120 60 90 120 150 180
55 70 80 80 100 ACT - Canberra
ACT - Canberra 55 - 80 80 - 110 110 - 130 130 - 170 170 - 225
50 - 60 55 - 75 70 - 90 60 - 90 70 - 120 60 90 120 150 180
50 55 65 65 100 TAS - Hobart/Launceston
TAS - Hobart/Launceston 55 - 80 80 - 110 110 - 130 130 - 170 170 - 225
45 - 55 45 - 65 55 - 75 50 - 70 95 - 120 60 90 120 150 180
60 68 75 75 100 NT - Darwin
NT - Darwin 55 - 80 80 - 110 110 - 130 130 - 170 170 - 225
50 - 70 58 - 70 70 - 85 55 - 65 95 - 120

Financial Head of Practice COMPLIANCE Junior Analyst Senior Analyst Manager Senior Manager Head of
Senior Financial Planning Financial Development
65 105 140 190 220
Planner Manager Planning Manager NSW - Sydney
55 - 70 90 - 120 130 - 150 150 - 200 190 - 270
120 165 260 160 75 105 135 160 200
NSW - Sydney VIC - Melbourne
100 - 170 140 - 190 220 - 300 130 - 185 60 - 90 90 - 120 120 - 150 150 - 180 180 - 220
90 150 200 135 55 90 130 180 200
VIC - Melbourne QLD - Brisbane, Gold Coast & Sunshine Coast
80 - 120 130 - 170 180 - 220 110 - 170 55 - 60 80 - 100 120 - 140 170 - 180 190 - 210
90 120 200 140 50 65 100 120 130
QLD - Brisbane, Gold Coast & Sunshine Coast SA - Adelaide
70 - 120 110 - 130 190 - 220 120 - 170 45 - 55 55 - 75 75 - 110 90 - 130 110 - 150
110 135 160 140 50 65 100 120 130
SA - Adelaide WA - Perth
85 - 120 120 - 150 150 - 180 110 - 150 45 - 55 55 - 75 75 - 110 90 - 130 110 - 150
90 130 150 130 50 65 100 120 130
WA - Perth ACT - Canberra
70 - 120 100 - 150 120 - 160 110 - 155 45 - 55 55 - 75 75 - 110 90 - 130 110 - 150
102 140 150 140 50 65 100 120 130
ACT - Canberra TAS - Hobart/Launceston
90 - 140 100 - 160 120 - 160 100 - 150 45 - 55 55 - 75 75 - 110 90 - 130 110 - 150
110 135 160 140 50 65 100 120 130
TAS - Hobart/Launceston NT - Darwin
85 - 120 120 - 150 150 - 180 110 - 150 45 - 55 55 - 75 75 - 110 90 - 130 110 - 150
110 135 160 140
NT - Darwin
85 - 120 120 - 150 150 - 180 110 - 150

NOTES: NOTES:
All salaries shown include superannuation All salaries shown include superannuation

56 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 57


BANKING INSURANCE

AML & REGULATORY RISK Junior Analyst Senior Analyst Manager Senior Manager Head of
65 100 140 200 220
NSW - Sydney
60 - 75 80 - 120 140 - 170 180 - 215 210 - 280
60 90 130 180 200
VIC - Melbourne
55 - 65 80 - 110 110 - 140 170 - 190 180 - 220
55 90 130 180 200
QLD - Brisbane, Gold Coast & Sunshine Coast
45 - 60 80 - 110 110 - 140 170 - 190 180 - 220
50 75 100 120 150
SA - Adelaide
45 - 55 60 - 80 75 - 110 100 - 150 130 - 170
50 75 100 120 150
WA - Perth
45 - 55 60 - 80 75 - 110 100 - 150 130 - 170
50 75 100 120 150
ACT - Canberra
45 - 55 60 - 80 75 - 110 100 - 150 130 - 170
50 75 100 120 150
TAS - Hobart/Launceston
45 - 55 60 - 80 75 - 110 100 - 150 130 - 170
50 75 100 120 150
NT - Darwin
45 - 55 60 - 80 75 - 110 100 - 150 130 - 170
AUSTRALIA demand for Senior/Life Claims Assessors extensive broking skills including those
from a number of corporate employers, needing immigration support.Across
The Australian insurance industry is mainly on the permanent side. Higher sales & service and general insurance we
experiencing a period of significant salaries for life insurance specialists are have seen minor salary increases to keep
Senior Business change. New and international brands are expected as this competition increases. in line with CPI, with firms not showing
Account Transaction Transaction Implementation Development entering the local market while insurers much flexibility outside of fixed salary
are catering to changing consumer In broking we have seen consistent
TRANSACTIONAL BANKING Manager Banking Manager Banking Manager Manager Manager bands due to, they say, parity.
appetites by developing their product demand for candidates who have relevant
90 110 130 110 130 offering and adding new products. experience and good industry

demand
NSW - Sydney
80 - 100 90 - 120 120 - 140 90 - 120 110 - 140
Larger insurance companies are taking a
connections. As ever there is ongoing We are seeing ongoing
demand for Commercial Brokers, Account
VIC - Melbourne
90 110 130 110 130 strategic approach to developing and Executives and Assistant Account for broker
80 - 100 90 - 120 120 - 140 90 - 120 110 - 140 aligning technology to help them meet the Executives, mainly for permanent roles. support candidates
85 100 130 110 130 changing requirements of customers.This
QLD - Brisbane, Gold Coast & Sunshine Coast
80 - 90 90 - 110 120 - 140 95 - 120 110 - 140 has resulted in an increased demand for a
Salaries for these roles have stagnated and Account Brokers
over the last year as SME Brokers struggle
85 90 110 110 120 broad range of technical, and sales and to offer increases due to rising overheads. to replace employees
SA - Adelaide
80 - 90 85 - 95 100 - 120 95 - 115 110 - 125
service skills. This has led to the creation of new moving up, moving on
WA - Perth
85
80 - 90
110
90 - 120
130
120 - 140
110
90 - 120
130
110 - 140
Gender diversity efforts are another trend
across different areas of insurance,
particularly within large insurance
employee benefits including flexible
hours, working from home and increased
commission/bonuses to make up for the
or leaving the sector.

85 90 110 100 110 limited salary increases. Underwriters with commercial experience
ACT - Canberra organisations that remain male dominated.
80 - 90 85 - 95 100 - 120 95 - 105 100 - 120 are being headhunted throughout the
Strong Loss Adjustors and Commercial industry as firms ramp up underwriting


85 90 110 100 110
TAS - Hobart/Launceston
80 - 90 85 - 95 100 - 120 95 - 105 100 - 120 Overall the shortage Underwriters are continually sought after
for permanent positions, however there
teams particularly in the commercial
85 110 130 100 120 of suitable skills has been little movement in salaries.
space and we have seen salaries increase
particularly at the top end. Customer
NT - Darwin
80 - 90 90 - 120 120 - 140 90 - 110 110 - 130 remains, especially in In Victoria demand for temporary, services/sales is also an area of ongoing
underwriting, account contract and fixed-term contract demand across the country as it is seen as
management and sales.
candidates in the workers compensation a talent pool for other roles including in
segment remains strong. Changes to underwriting and claims.Claims is
Assistant Private Senior Private Executive/ workers compensation have resulted in a experiencing solid hiring levels with
PRIVATE BANKING Banker Private Banker Banker Manager Overall the shortage of suitable skills employers seeking predominantly low to
growing number of job opportunities in
remains, especially in underwriting, mid-level experience.
90 110 130 200 the workers compensation field and
NSW - Sydney account management and sales. To
rising salaries. Meanwhile, life insurance firms are looking
70 - 100 90 - 120 120 - 160 180 - 220 address the shortage, larger insurers are

SALARY INFORMATION: INSURANCE


75 110 145 180 now offering traineeships to develop We have seen an increase in demand for for New Business Managers to increase
VIC - Melbourne future talent. Historically the industry has health insurance candidates too, market share. Advisors and experienced
65 - 85 90 - 120 130 - 160 120 - 200
suffered from a lack of investment at the particularly from large employers, to fill Life Underwriters have been in short
75 100 125 140 supply and remain hard to find. Life
QLD - Brisbane, Gold Coast & Sunshine Coast graduate and entry level. We are also temporary or contract roles. Despite the
65 - 80 90 - 110 110 - 140 130 - 150 seeing employers placing greater focus on stronger demand for candidates we have insurance employers compete for Case
70 80 90 120 developing flexible working arrangements only seen a slight adjustment in rates. Manager talent to work on claims with
SA - Adelaide employers in the Accident Compensation
60 - 75 70 - 85 80 - 95 100 - 130 such as working from home options and
70 120 140 150 flexible part-time roles to attract and Corporation (ACC) and third party
WA - Perth NEW ZEALAND administration which has resulted in
60 - 80 90 - 130 110 - 150 120 - 180 retain quality candidates.
The insurance recruitment market salary increases for Life Claims Assessors.
75 100 120 140 The life insurance sector is entering a continues to be influenced by ongoing
ACT - Canberra growth phase with new entrants as well We are also seeing the use of assessment
65 - 80 90 - 110 90 - 130 130 - 150 restructures, the finalisation of mergers
as merged entities competing for market centres for volume recruitment and to
60 110 90 120 and the offshoring of non-revenue
TAS - Hobart/Launceston share. Salary increases are likely over the engage an increasing number of
50 - 65 90 - 120 80 - 95 110 - 140 generating functions. temporary staff to fill semi-skilled roles.
next 12 months as organisations compete
60 85 90 130 to attract the best talent, particularly in Strong demand for Brokers continues
NT - Darwin Looking ahead, large firms should
55 - 65 70 - 100 80 - 95 100 - 160 the life underwriting space. Claims although firms are looking for new blood consider developing faster recruitment
departments in the life insurance segment with a fresh approach in what is a soft processes as we are seeing some
are also increasing in size, creating market.We are also seeing ongoing organisations lose their preferred
particular demand for candidates with demand for broker support candidates candidate to smaller and more nimble
NOTES: allied health backgrounds. and Account Brokers to replace firms who make faster hiring decisions.
All salaries shown include superannuation employees moving up, moving on or
The life insurance market is very buoyant leaving the sector.Employers may need
in Sydney and Melbourne with a growing to consider offshore applicants with

58 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 59


INSURANCE INSURANCE

Inbound/ Business Assistant


Customer Outbound Sales Client Services Development Account Account Senior Divisional
SALES & SERVICE Service Officer Consultant Team Leader Manager Manager GENERAL INSURANCE BROKING Executive Executive Account Broker Account Broker Manager
50 55 70 90 110 50 70 90 120 145
NSW - Sydney NSW - Sydney
45 - 55 45 - 60 65 - 80 80 - 100 90 - 140 45 - 55 60 - 80 80 - 100 100 - 135 110 - 150
45 45 70 80 95 50 70 80 100 140
VIC - Melbourne VIC - Melbourne
40 - 50 40 - 55 60 - 80 70 - 90 80 - 120 45 - 55 60 - 75 70 - 90 85 - 120 130 - 150
45 45 60 90 100 50 70 80 100 120
QLD - Brisbane, Gold Coast & Sunshine Coast QLD - Brisbane, Gold Coast & Sunshine Coast
40 - 50 40 - 50 55 - 70 80 - 100 90 - 120 45 - 55 65 - 80 70 - 90 90 - 120 100 - 140
48 46 65 75 95 50 65 80 100 115
SA - Adelaide SA - Adelaide
45 - 50 45 - 50 60 - 70 60 - 75 70 - 110 45 - 55 55 - 70 60 - 85 80 - 100 100 - 130
41 42 60 65 110 45 70 80 100 125
WA - Perth WA - Perth
38 - 45 40 - 46 49 - 63 55 - 68 100 - 130 40 - 50 60 - 75 70 - 90 90 - 120 100 - 150
45 45 60 90 100 48 60 70 90 110
ACT - Canberra ACT - Canberra
40 - 50 40 - 50 55 - 70 80 - 100 90 - 120 40 - 55 50 - 75 60 - 90 80 - 100 100 - 130
48 46 65 70 90 45 58 70 90 115
TAS - Hobart TAS - Hobart
45 - 50 45 - 50 60 - 70 60 - 75 70 - 110 40 - 50 55 - 70 55 - 80 80 - 100 100 - 130
48 46 65 75 95 53 65 80 100 115
NT - Darwin NT - Darwin
45 - 50 45 - 50 60 - 70 60 - 75 70 - 110 45 - 60 55 - 70 60 - 85 80 - 100 100 - 130
43 46 75 85 100 55 68 80 100 150
NZ - Auckland NZ - Auckland
40 - 50 40 - 55 55 - 90 70 - 100 80 - 130 48 - 65 60 - 80 65 - 100 90 - 130 120 - 180
43 45 72 80 96 52 62 80 95 140
NZ - Christchurch/Wellington NZ - Christchurch/Wellington
40 - 48 40 - 50 55 - 80 70 - 95 83 - 125 45 - 60 50 - 80 65 - 95 80 - 120 100 - 160

Underwriting Domestic Commercial Senior Technical Underwriting Domestic Commercial Senior Technical Claims Team
GENERAL INSURANCE UNDERWRITING Assistant Underwriter Underwriter Underwriter Manager GENERAL INSURANCE CLAIMS Claims Assessor Claims Assessor Claims Assessor Leader Claims Manager
55 70 110 130 170 60 70 90 95 130
NSW - Sydney NSW - Sydney
45 - 60 60 - 80 90 - 120 110 - 140 150 - 200 55 - 65 65 - 80 85 - 110 85 - 110 110 - 160
50 70 90 110 140 55 70 95 95 125
VIC - Melbourne VIC - Melbourne
45 - 55 65 - 80 80 - 110 80 - 120 120 - 160 50 - 65 65 - 80 85 - 110 85 - 110 110 - 135
55 65 75 85 110 50 70 95 95 125
QLD - Brisbane, Gold Coast & Sunshine Coast QLD - Brisbane, Gold Coast & Sunshine Coast
50 - 60 60 - 80 70 - 95 75 - 95 100 - 120 45 - 55 65 - 80 85 - 110 85 - 110 110 - 135
55 60 80 85 110 50 70 95 95 125
SA - Adelaide SA - Adelaide
45 - 58 55 - 65 70 - 110 75 - 110 100 - 120 45 - 55 65 - 80 85 - 110 85 - 110 110 - 135
50 60 90 125 140 50 70 95 95 125
WA - Perth WA - Perth
45 - 55 55 - 65 80 - 100 110 - 140 120 - 160 45 - 55 65 - 80 85 - 110 85 - 110 110 - 135
50 55 75 85 110 50 70 95 95 125
ACT - Canberra ACT - Canberra
43 - 53 50 - 60 70 - 90 75 - 95 100 - 120 45 - 55 65- 80 85 - 110 85 - 110 110 - 135
50 55 80 85 110 46 70 95 95 125
TAS - Hobart TAS - Hobart
43 - 53 50 - 60 70 - 110 75 - 110 100 - 120 40 - 50 65 - 80 85 - 110 85 - 110 110 - 135
55 55 80 85 110 50 70 95 95 125
NT - Darwin NT - Darwin
45 - 58 50 - 60 70 - 110 75 - 110 100 - 120 45 - 55 65 - 80 85 - 110 85 - 110 110 - 135
50 60 85 115 140 55 65 80 85 100
NZ - Auckland NZ - Auckland
45 - 60 45 - 75 65 - 120 75 - 140 90 - 160 45 - 65 50 - 75 70 - 100 70 - 100 85 - 130
48 55 78 110 140 50 58 73 78 100
NZ - Christchurch/Wellington NZ - Christchurch/Wellington
40 - 55 45 - 65 60 - 90 90 - 130 135 - 150 45 - 60 48 - 70 65 - 90 60 - 90 85 - 120

NOTES: NOTES:
Australian salaries include superannuation New Zealand salaries are represented in New Zealand dollars Australian salaries include superannuation New Zealand salaries are represented in New Zealand dollars
New Zealand salaries exclude superannuation or All salaries are representative of the total package value New Zealand salaries exclude superannuation or All salaries are representative of the total package value
additional benefits additional benefits

60 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 61


INSURANCE INSURANCE

Technical/ Group Life Claims Senior Claims Claims Team


Loss Assessor/ Senior Loss Specialist Loss Assessing LIFE INSURANCE Administrator Assessor Assessor Leader Claims Manager
LOSS ADJUSTING/ASSESSING Adjustor Assessor/Adjustor Assessor/Adjustor Manager
55 85 105 125 145
60 75 110 130 NSW - Sydney
NSW - Sydney 45 - 65 80 - 95 95 - 115 115 - 135 120 - 170
55 - 75 70 - 90 90 - 120 120 - 140 50 65 80 85 110
60 75 85 100 VIC - Melbourne
VIC - Melbourne 45 - 60 55 - 80 70 - 90 80 - 90 90 - 130
55 - 75 70 - 90 80 - 100 90 - 120 50 65 75 80 110
55 65 85 100 QLD - Brisbane, Gold Coast & Sunshine Coast
QLD - Brisbane, Gold Coast & Sunshine Coast 45 - 55 55 - 70 65 - 85 70 - 90 90 - 120
50 - 60 60 - 75 80 - 100 90 - 120 50 60 70 75 100
50 60 75 90 SA - Adelaide
SA - Adelaide 45 - 50 50 - 65 65 - 85 70 - 80 80 - 120
42 - 50 48 - 55 55 - 70 75 - 90 42 65 80 75 90
55 70 90 100 WA - Perth
WA - Perth 40 - 45 50 - 70 75 - 85 70 - 80 80 - 100
50 - 65 65 - 85 80 - 100 90 - 110 50 65 75 80 110
55 70 80 90 ACT - Canberra
ACT - Canberra 45 - 55 55 - 70 65 - 85 70 - 90 90 - 120
40 - 60 55 - 75 60 - 85 80 - 100 44 60 70 75 100
45 55 70 90 TAS - Hobart
TAS - Hobart 45 - 50 50 - 65 65 - 85 70 - 80 80 - 120
40 - 50 45 - 65 60 - 80 80 - 100 50 60 70 70 80
50 60 75 90 NT - Darwin
NT - Darwin 45 - 50 50 - 65 60 - 75 60 - 75 60 - 80
42 - 50 48 - 55 55 - 70 75 - 90 52 65 75 80 100
70 90 110 120 NZ - Auckland
NZ - Auckland 45 - 60 50 - 75 60 - 85 60 - 90 80 - 110
60 - 90 75 - 125 80 - 140 80 - 140 50 54 75 70 95
70 85 110 120 NZ - Christchurch/Wellington
NZ - Christchurch/Wellington 40 - 55 45 - 65 60 - 80 60 - 80 80 - 110
55 - 90 75 - 125 80 - 140 90 - 140

Senior Case Underwriting Senior Underwriting Chief


WORKERS COMPENSATION Claims Assessor Case Manager Manager Team Leader Manager Support Underwriter Underwriter Manager Underwriter
65 65 75 85 90 55 70 120 165 180
NSW - Sydney NSW - Sydney
55 - 70 55 - 70 65 - 80 65 - 90 70 - 100 45 - 60 60 - 85 110 - 140 140 - 175 160 - 220
60 60 70 80 85 50 85 100 120 150
VIC - Melbourne VIC - Melbourne
50 - 65 55 - 70 65 - 80 70 - 90 75 - 90 45 - 60 70 - 100 90 - 110 100 - 140 140 - 180
60 55 65 75 85 57 75 100 100 110
QLD - Brisbane, Gold Coast & Sunshine Coast QLD - Brisbane, Gold Coast & Sunshine Coast
55 - 65 50 - 60 60 - 70 70 - 80 80 - 90 50 - 60 70 - 85 90 - 110 90 - 110 100 - 130
50 58 65 65 75 50 70 90 100 110
SA - Adelaide SA - Adelaide
45 - 55 50 - 65 60 - 70 55 - 68 65 - 80 45 - 60 50 - 75 75 - 95 90 - 110 100 - 130
60 60 70 75 90 50 75 95 125 150
WA - Perth WA - Perth
55 - 75 55 - 75 65 - 75 70 - 80 85 - 110 45 - 60 70 - 80 90 - 110 100 - 150 115 - 185
60 75 80 90 105 57 75 100 100 110
ACT - Canberra ACT - Canberra
50 - 65 55 - 85 65 - 85 70 - 95 90 - 110 50 - 60 70 - 85 90 - 110 90 - 110 100 - 130
50 58 65 65 75 50 60 75 85 83
TAS - Hobart TAS - Hobart
45 - 55 50 - 65 60 - 70 55 - 68 65 - 80 45 - 60 50 - 65 65 - 85 70 - 95 75 - 90
65 58 65 80 90 50 80 90 100 110
NT - Darwin NT - Darwin
45 - 55 50 - 65 60 - 70 75 - 85 85 - 110 45 - 60 50 - 75 75 - 95 90 - 110 100 - 130
65 65 75 85 95 50 80 125 140 160
NZ - Auckland NZ - Auckland
50 - 75 50 - 80 70 - 90 60 - 95 75 - 120 45 - 60 60 - 100 90 - 150 100 - 160 140 - 180
60 65 70 75 80 48 80 110 130 150
NZ - Christchurch/Wellington NZ - Christchurch/Wellington
50 - 70 50 - 80 70 - 90 60 - 80 70 - 100 40 - 60 75 - 100 90 - 130 100 - 150 140 - 180

NOTES: NOTES:
Australian salaries include superannuation New Zealand salaries are represented in New Zealand dollars Australian salaries include superannuation New Zealand salaries are represented in New Zealand dollars
New Zealand salaries exclude superannuation or All salaries are representative of the total package value New Zealand salaries exclude superannuation or All salaries are representative of the total package value
additional benefits additional benefits

62 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 63


OFFICE SUPPORT OFFICE SUPPORT

Administration Administration Project Admin


Assistant Assistant Assistant Office Project
ADMINISTRATION (6-12 mths exp) (12+ mths exp) (3+ yrs exp) Manager Coordinator
40 50 60 75 70
NSW - Sydney
38 - 45 45 - 55 50 - 70 65 - 90 55 - 80
36 35 55 60 55
NSW - Regional
35 - 40 35 - 45 45 - 60 55 - 75 48 - 60
42 45 55 65 70
VIC - Melbourne
40 - 45 44 - 50 50 - 65 60 - 75 50 - 80
38 40 44 60 48
VIC - Regional
36 - 40 38 - 45 38 - 48 55 - 65 43 - 53
36 38 55 60 55
QLD - Brisbane, Gold Coast & Sunshine Coast
35 - 37 35 - 45 50 - 60 55 - 65 50 - 60
38 42 55 55 52
QLD - Regional
35 - 40 40 - 50 50 - 60 50 - 65 45 - 60
35 38 52 60 60
SA - Adelaide
35 - 45 35 - 45 50 - 60 55 - 70 50 - 70
35 40 55 65 60
AUSTRALIA Within Federal Government, we are the demand for office professionals drop. WA - Perth
35 - 38 35 - 50 50 - 65 60 - 75 55 - 80
seeing more permanent roles although Not surprisingly there has been little to no
The office support market is generally most new opportunities continue to be on movement in salaries in the past year or so. 40 48 55 60 60
ACT - Canberra
buoyant across Australia, with demand a contract basis, typically three to six In Wellington, the demand for permanent 38 - 42 45 - 50 50 - 60 55 - 65 55 - 65
evident for candidates to fill both months with a view of extending. Hiring is office support staff has remained stable. 38 40 45 50 50
temporary and permanent roles in the TAS - Hobart/Launceston
predominately at the Australian Public We have seen an increase in demand for 35 - 40 38 - 40 38 - 50 50 - 55 45 - 55
public and private sectors. Service 3 to 5 Levels. temporary staff mainly within the public 50 55 62 70 65
Despite the strong demand for talent sector, to actively manage requirements NT - Darwin
At a state and federal level, candidates in 45 - 55 50 - 60 60 - 65 65 - 75 60 - 69
some employers remain conservative and regulations around full time equivalent
demand include EAs, Data Entry 38 42 55 62 60
when it comes to salary and benefits, staffing (FTE) levels. NZ - Auckland
Operators and generalist Administrators 36 - 40 38 - 45 50 - 62 50 - 78 50 - 65
even when hiring for roles where as well as Records, Ministerial, Project, An improving Auckland market
candidates are likely to receive more than 40 45 50 60 65
Grants and Program Officer professionals. experienced an increase in demand for NZ - Wellington
one offer. Looking ahead, employers will temporary administration staff with many 35 - 45 40 - 48 45 - 55 55 - 75 55 - 75
need to be more flexible about salary or We are also seeing more movement in the 40 45 50 60 60
of the assignments focussed on clearing NZ - Christchurch
risk missing out on the best talent. We are EA market, especially at a senior level,
up backlogs from greater compliance 35 - 45 40 - 50 45 - 55 55 - 70 55 - 70
already seeing an increase in the use of which is creating opportunities for less
work and increasing business demands.
counter offers by some employers even senior EAs to step up and advance their Team Assistant/ Team Assistant/ Personal Assistant Executive Assistant
for more entry-level roles. careers. Employer expectations are high Administrator Administrator (Assisting a (Working for
In terms of hiring activity, we are seeing an
increase in both temporary and permanent
when recruiting at this level, with many
preferring degree qualified candidates
with experience with C-suite executives
areIncreasingly, candidates
expected to have
ADMINISTRATION/SUPPORT

NSW - Sydney
48
(12+ mths exp) (3+ yrs exp)
60
number of execs) 1 person)
68 90
recruitment across the legal, accountancy,
construction, property, financial services
gained in a corporate environment. specific industry experience, 45 - 55 50 - 65 60 - 75 75 - 120
and consultancy industries. Candidates Despite the demands placed on accreditations, and or NSW - Regional
40 50 55 65
systems backgrounds.

willing to take on more responsibility are candidates, the salaries on offer are not 38 - 45 45 - 60 50 - 65 55 - 80
particularly sought after to fill roles high enough to entice top quality EAs to 50 55 70 80
leave their current roles. Candidates should VIC - Melbourne
including high-level Executive Assistants We are also seeing increased demand for 45 - 55 50 - 60 60 - 75 75 - 95
(EA), Legal Secretaries and entry-level note that more senior roles such as EA, Executive Assistants and Personal 38 45 50 60
Receptionists. Many employers are initially Personal Assistant and Office Manager VIC - Regional
Assistants, Legal Secretaries as well as 35 - 42 40 - 50 45 - 55 50 - 65
offering a temporary contract with a view now include components of project candidates for professional services roles. 40 50 60 65
SALARY INFORMATION: OFFICE SUPPORT

to permanency, provided the candidate management, finance and HR. Systems, Increasingly, candidates are expected to QLD - Brisbane, Gold Coast & Sunshine Coast
proves to be the right fit and the role is processes and project skills and experience 40 - 45 45 - 55 55 - 65 50 - 70
have specific industry experience,
working for both parties. are also preferred and can often command accreditations, and or systems 40 45 50 58
a higher salary. This trend looks set to QLD - Regional
backgrounds. Despite these demands, 35 - 45 40 - 50 47 - 60 52 - 67
continue over the coming year particularly

strong
candidate salaries across New Zealand 45 50 58 65
We are seeing a in technical areas such as construction. remain fairly flat.
SA - Adelaide
42 - 50 48 - 57 55 - 65 55 - 75
level of project An increasing number of entry-level roles The availability of job opportunities and 50 55 65 70
and transformation work do not require candidates to have relevant good quality candidates is well balanced.
WA - Perth
45 - 55 50 - 65 55 - 80 65 - 80
work experience but candidates should
in both the private and display intelligence, a positive attitude and
As technology improves to make
ACT - Canberra
45 55 65 70
organisations more efficient with less
public sector especially be the right cultural fit for the organisation. administrative support, candidates must be
42 - 47 50 - 60 60 - 70 65 - 75
construction, engineering, Strong office support all rounders and able to demonstrate a greater level of TAS - Hobart/Launceston
40 45 50 55


38 - 40 40 - 50 50 - 55 50 - 65
transport and finance. Receptionists willing to provide support technical competency, and accuracy in
to the wider business are always in more specialised roles. Applicants will 57 60 60 70
NT - Darwin
demand but employers prefer candidates need to demonstrate the ability to perform 55 - 65 60 - 65 55 - 65 60 - 80
We are seeing a strong level of project to tight deadlines, and show flexibility to
with a stable work history. 48 52 58 70
and transformation work in both the accommodate the changing demands of NZ - Auckland
private and public sector especially in 45 - 55 48 - 54 48 - 65 55 - 90
businesses as workloads fluctuate.
construction, engineering, transport and NEW ZEALAND NZ - Wellington
45 48 55 60
finance. Candidates with relevant The demand for office support professionals 40 - 50 45 - 55 50 - 65 50 - 70
experience are able to command the has been very dependent on the varying 45 50 60 65
highest salaries. Skilled Site NZ - Christchurch
strength of the different city and regional 40 - 50 45 - 55 55 - 65 55 - 70
Administrators, particularly those with locations around New Zealand.
construction administration experience,
NOTES:
are in high demand to work on key In Christchurch, the completion of
 All salaries shown exclude superannuation
infrastructure and development projects. residential projects, infrastructure projects
New Zealand salaries are represented in New Zealand dollars
Many of these roles are permanent. and a reduction in claim activity has seen

64 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 65


OFFICE SUPPORT OFFICE SUPPORT

ADMIN/SPECIALISTS Data Entry Operator Sales Coordinator Records Officer Medical Secretary Legal Secretary Legal Secretary Legal Secretary Legal Personal
LEGAL SUPPORT (Up to 2 yrs exp) (2-4 yrs exp) (4+ yrs exp) Assistant
42 55 65 55
NSW - Sydney 60 65 70 75
39 - 45 45 - 65 55 - 70 50 - 65 NSW - Sydney
38 50 45 52 50 - 65 50 - 70 65 - 80 75 - 90
NSW - Regional 45 48 55 55
36 - 40 45 - 55 40 - 50 50 - 55 NSW - Regional
40 50 45 50 40 - 55 42 - 52 50 - 65 50 - 75
VIC - Melbourne 50 55 65 70
39 - 45 45 - 60 35 - 50 45 - 55 VIC - Melbourne
35 42 43 45 45 - 55 50 - 65 50 - 70 55 - 75
VIC - Regional 38 45 50 50
35 - 40 38 - 50 40 - 45 40 - 47 VIC - Regional
35 45 40 45 35 - 42 40 - 50 45 - 55 45 - 55
QLD - Brisbane, Gold Coast & Sunshine Coast 44 50 55 60
35 - 38 45 - 55 38 - 40 40 - 53 QLD - Brisbane, Gold Coast & Sunshine Coast
40 45 45 42 38 - 50 42 - 54 45 - 60 50 - 65
QLD - Regional 40 48 55 50
35 - 45 40 - 50 40 - 50 38 - 46 QLD - Regional
42 52 45 45 35 - 45 45 - 50 50 - 60 45 - 55
SA - Adelaide 48 55 60 60
40 - 45 50 - 55 40 - 50 42 - 50 SA - Adelaide
40 45 55 55 45 - 55 50 - 65 55 - 70 55 - 65
WA - Perth 60 65 70 75
40 - 45 40 - 55 45 - 65 50 - 65 WA - Perth
45 45 55 60 55 - 60 60 - 70 65 - 75 70 - 80
ACT - Canberra 45 57 65 70
40 - 48 45 - 50 50 - 60 55 - 62 ACT - Canberra
38 42 45 40 42 - 46 55 - 60 60 - 67 65 - 75
TAS - Hobart/Launceston 40 45 48 48
35 - 40 38 - 45 40 - 45 40 - 45 TAS - Hobart/Launceston
43 50 53 50 35 - 45 40 - 50 45 - 55 45 - 55
NT - Darwin 55 60 65 65
40 - 45 45 - 55 50 - 55 48 - 55 NT - Darwin
40 50 46 55 50 - 60 55 - 65 60 - 70 60 - 70
NZ - Auckland 50 55 58 62
36 - 45 42 - 58 38 - 48 43 - 60 NZ - Auckland
36 45 48 49 45 - 55 50 - 60 50 - 68 55 - 75
NZ - Wellington 50 55 55 55
35 - 37 38 - 50 42 - 52 45 - 58 NZ - Wellington
35 50 48 50 45 - 55 50 - 60 53 - 63 55 - 65
NZ - Christchurch 45 53 58 55
32 - 40 45 - 55 42 - 52 45 - 60 NZ - Christchurch
40 - 50 50 - 55 55 - 60 50 - 65

Receptionist/Admin Investment Banking


Switchboard Receptionist Receptionist Assistant BANKING & FINANCE SUPPORT Specialist Finance PA Personal Assistant Advisor Support
RECEPTION Operator (Up to 12mths exp) (12+ mths exp) (12+ mths exp)
80 85 60
50 45 50 50 NSW - Sydney
NSW - Sydney 75 - 95 75 - 90 55 - 65
40 - 55 40 - 55 45 - 55 42 - 60 55 55 55
40 38 40 45 NSW - Regional
NSW - Regional 50 - 75 50 - 70 50 - 60
37 - 42 36 - 40 38 - 45 43 - 50 70 80 55
50 45 50 50 VIC - Melbourne
VIC - Melbourne 65 - 80 70 - 90 45 - 60
45 - 55 40 - 48 45 - 55 45 - 55 50 50 48
42 40 45 45 VIC - Regional
VIC - Regional 45 - 55 45 - 55 43 - 53
38 - 45 35 - 42 38 - 50 40 - 55 58 60 52
40 35 40 45 QLD - Brisbane, Gold Coast & Sunshine Coast
QLD - Brisbane, Gold Coast & Sunshine Coast 50 - 70 57 - 62 40 - 55
35 - 45 35 - 40 35 - 45 40 - 50 48 48 45
38 38 40 42 QLD - Regional
QLD - Regional 44 - 53 46 - 53 40 - 50
35 - 40 35 - 42 35 - 45 38 - 48 62 65 50
42 40 42 45 SA - Adelaide
SA - Adelaide 60 - 65 60 - 70 45 - 62
38 - 45 35 - 43 38 - 45 38 - 48 65 60 45
45 35 45 45 WA - Perth
WA - Perth 55 - 75 55 - 70 40 - 50
40 - 55 35 - 40 40 - 50 40 - 55 57 57 50
40 47 50 53 ACT - Canberra
ACT - Canberra 55 - 60 55 - 60 45 - 55
38 - 42 45 - 50 48 - 55 48 - 55 45 45 45
40 38 40 42 TAS - Hobart/Launceston
TAS - Hobart/Launceston 38 - 48 42 - 48 42 - 48
38 - 45 35 - 42 38 - 45 40 - 45 60 60 55
43 43 45 48 NT - Darwin
NT - Darwin 55 - 65 55 - 65 55 - 60
40 - 45 40 - 45 40 - 50 45 - 50 62 66 58
38 40 42 45 NZ - Auckland
NZ - Auckland 56 - 70 58 - 75 50 - 65
35 - 40 35 - 45 36 - 48 38 - 50 55 55 48
35 35 40 42 NZ - Wellington
NZ - Wellington 48 - 60 48 - 60 40 - 52
35 - 40 35 - 40 37 - 45 38 - 47 60 55 50
37 40 42 45 NZ - Christchurch
NZ - Christchurch 50 - 65 50 - 60 40 - 60
35 - 40 35 - 45 40 - 45 40 - 50

NOTES: NOTES:
 All salaries shown exclude superannuation  All salaries shown exclude superannuation
New Zealand salaries are represented in New Zealand dollars New Zealand salaries are represented in New Zealand dollars

66 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 67


OFFICE SUPPORT CONTACT CENTRES

Project Secretary/
PROPERTY & CONSTRUCTION SUPPORT Document Controller Administrator Site Secretary/Administrator
65 65 65
NSW - Sydney
60 - 85 55 - 80 55 - 75
55 60 55
NSW - Regional
45 - 70 50 - 70 50 - 65
60 65 55
VIC - Melbourne
55 - 70 55 - 70 50 - 60
55 52 55
VIC - Regional
50 - 70 45 - 55 50 - 70
70 60 55
QLD - Brisbane, Gold Coast & Sunshine Coast
50 - 80 48 - 65 45 - 60
60 55 55
QLD - Regional
50 - 75 50 - 65 50 - 60
58 58 55
SA - Adelaide
50 - 65 50 - 65 50 - 60
75 65 70
WA - Perth
60 - 100 58 - 70 60 - 100
AUSTRALIA
forThe
decisions a huge advantage when trying
60 60 65 to secure top talent.
increased demand
ACT - Canberra
55 - 65 55 - 65 60 - 70 Australias call centre sector is seeing high
Sales and customer service roles continue
Customer Service
levels of hiring activity including volume
TAS - Hobart/Launceston
45 45 45
recruitment. We have seen exceptional to offer a foot in the door for graduates roles to support business
40 - 55 40 - 55 40 - 55
growth in both commercial and government and entry level staff but employers are as usual operations
70 60 75
NT - Darwin
60 - 80 55 - 65 60 - 85
contact centres and expect this to continue increasingly looking to add more
experienced staff to the team. Employers
has created a shortage
over the financial year. Companies are also
55 55 58 promoting the opportunities of need to balance recruiting candidates of quality candidates
in the local market.

NZ - Auckland passionate about customer service and
45 - 65 45 - 65 48 - 68 secondments, a stronger focus on career
progression, as well as being highly sales with using the contact centre as a
50 48 53 The increased demand for Customer
NZ - Wellington focussed on an inclusive workplace. pipeline for bringing talent into other
45 - 55 45 - 55 45 - 55 areas of the business. Service roles to support business as
48 55 53 Contact centre salaries have remained usual operations has created a shortage
NZ - Christchurch stable but with rising demand for staff we Telesales remains one of the major areas of quality candidates in the local market.
45 - 55 45 - 60 45 - 60
expect increases by early 2017. With of recruitment demand because of high However, salary trends are not mirroring
improved economic conditions, companies turnover rates. Employers have long rising candidate demand with call centre
Contracts Administrator Client Liaison are more focused on growing both inbound struggled to hold onto quality telesales base salaries remaining fairly unchanged.
and outbound sales teams as well as staff not least because a telesales role is
Facilities Administrator (Residential) (Residential) This sluggish salary movement presents a
customer service teams to retain existing often a springboard to other roles within
50 60 55 customers and win new business. an organisation. risk for employers in regards to both
NSW - Sydney available candidates and existing staff at
40 - 55 55 - 75 60 - 75 One of the most interesting trends we are
Another factor behind these increases will the CSR level. With more job
45 55 50 be the number of candidates leaving jobs seeing is work from home options. This
NSW - Regional opportunities in market, CSRs will not
40 - 50 45 - 60 45 - 55 for better remuneration elsewhere. With style of work is revolutionary within the think twice about moving roles to secure
50 55 55 employers already fighting to secure the contact centre space but with the even a slightly higher base salary.
VIC - Melbourne advancements in technology, a virtual call
45 - 55 45 - 65 45 - 65 best talent, this trend is expected to push Candidates will even accept a new offer
45 48 47 up salaries in the coming year. centre workstation can be created then turn it down to take a different role
VIC - Regional anywhere and remote staff managed offering higher pay.
40 - 50 45 - 55 40 - 50 In such a competitive recruitment market, effectively. We expect this trend to

SALARY INFORMATION: CONTACT CENTRES


40 50 52 organisations need to communicate their continue amongst many large companies As a result, companies are feeling let
QLD - Brisbane, Gold Coast & Sunshine Coast employee value proposition effectively to
35 - 45 38 - 55 47 - 56 running out of office space, particularly down and cautious about wasting
43 55 50 both new hires and prospective employees. financial services companies. valuable time on Customer Service level
QLD - Regional Candidates have more choice and so will recruitment. Employers are instead
40 - 48 45 - 60 45 - 55 evaluate a job offer based not only on The demand for strong and proven sales reaching out for recruitment support
45 52 50 salary but also on whether the prospective staff will continue over the year ahead externally to counter the shortfall of
SA - Adelaide
40 - 50 45 - 60 42 - 55 job offers development, career across all industries and in both large quality candidates with good employment
45 60 55 advancement, a competitive bonus contact centre teams and those run by tenure. Companies with limited budgets
WA - Perth structure and flexible hours. small to medium sized companies. The
38 - 50 50 - 70 45 - 65 for external solutions are seeking
advice to employers is to remember that assistance via partial or modular
55 65 47 candidates are in the driving seat and

move
ACT - Canberra recruitment services. Due to the internal
50 - 57 60 - 67 40 - 52 Employers need to often receiving multiple offers, so an systems training element involved in most
TAS - Hobart/Launceston
45 45 47 fast when recruiting ability to act decisively with a competitive roles, the majority of positions are being
40 - 50 40 - 55 40 - 52 offer will be vital over the year ahead.
as candidates are being offered on a permanent rather than


55 70 55 temporary basis. We are also seeing more
NT - Darwin
55 - 60 65 - 75 55 - 60
secured quickly. NEW ZEALAND organisations utilise assessment centres
48 55 55 to recruit multiple roles.
NZ - Auckland Also, employers need to move fast when New Zealand businesses are typically
43 - 60 45 - 60 50 - 60 recruiting as candidates are being secured looking at locally available talent in
45 46 46 quickly. We continue to see larger preference to outsourcing their contact
NZ - Wellington centre function off shore. As a result we
40 - 50 40 - 55 42 - 55 companies using assessment centres for
45 50 48 high volume recruitment. This approach are seeing increased demand for
NZ - Christchurch offers immediate insight into the Customer Service Representative (CSR)
40 - 50 40 - 55 45 - 55
personality of candidates, their ability to operational staff as well as Contact Centre
work as part of a team and whether they Team Leader and Contact Centre Manager
fit the company culture. By also including roles and expect this to continue over the
NOTES:
one-on-one interviews in the assessment months ahead.
 All salaries shown exclude superannuation
centre process, employers are able to
New Zealand salaries are represented in New Zealand dollars
make rapid, and even same day hiring

68 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 69


CONTACT CENTRES CONTACT CENTRES

Director Workforce Business Reporting


Customer Customer Call Coach/QA Project Manager Planner Process Engineer Analyst
Service/ Operations Contact Centre Service
60 110 80 110 65
Contact Centres Manager Manager Manager NSW - Sydney
50 - 65 80 - 160 75 - 90 90 - 150 60 - 85
185 120 120 100 45 70 60 70 50
NSW - Sydney NSW - Regional
130 - 210 100 - 180 80 - 150 80 - 140 40 - 55 50 - 100 40 - 70 45 - 85 40 - 75
165 100 100 80 52 90 70 95 65
NSW - Regional VIC - Melbourne
110 - 190 80 - 160 70 - 130 60 - 120 45 - 60 75 - 120 60 - 90 75 - 120 50 - 75
180 120 130 100 50 70 60 60 60
VIC - Melbourne VIC - Regional
120 - 200 80 - 160 80 - 150 70 - 140 45 - 55 60 - 90 50 - 75 55 - 85 50 - 75
155 115 100 80 48 90 80 75 65
VIC - Regional QLD - Regional
110 - 200 80 - 150 80 - 120 70 - 100 40 - 60 80 - 120 65 - 90 65 - 100 45 - 65
170 110 100 90 50 75 65 70 55
QLD - Regional SA - Adelaide
120 - 220 85 - 150 80 - 130 70 - 120 45 - 60 65 - 100 60 - 90 55 - 80 45 - 70
155 100 100 85 55 85 75 80 65
SA - Adelaide WA - Perth
115 - 180 80 - 130 75 - 130 65 - 110 45 - 60 75 - 110 60 - 85 65 - 90 50 - 70
180 120 120 110 52 90 80 75 68
WA - Perth ACT - Canberra
100 - 200 100 - 150 100 - 140 90 - 120 45 - 70 75 - 110 68 - 95 65 - 80 52 - 75
135 125 115 80 55 70 55 60 50
ACT - Canberra TAS - Hobart/Launceston
110 - 200 80 - 160 80 - 135 50 - 115 45 - 65 60 - 110 50 - 70 55 - 80 45 - 65
150 100 100 80 60 75 65 70 65
TAS - Hobart/Launceston New Zealand
90 - 180 80 - 130 80 - 120 60 - 100 50 - 65 50 - 100 55 - 80 45 - 75 60 - 75
160 115 100 85
New Zealand
120 - 190 80 - 130 80 - 150 70 - 120

Operations Team Collections Collections Collections


Support Manager Team Manager Supervisor Trainer Leader Representative Team Leader Manager
80 85 60 75 75 50 75 110
NSW - Sydney NSW - Sydney
70 - 90 70 - 100 55 - 65 45 - 85 60 - 85 45 - 55 65 - 85 90 - 150
60 50 53 55 45 40 50 90
NSW - Regional NSW - Regional
50 - 70 40 - 70 50 - 60 40 - 65 39 - 65 39 - 50 40 - 70 70 - 130
80 75 65 70 70 50 68 95
VIC - Melbourne VIC - Melbourne
70 - 100 60 - 90 60 - 75 55 - 90 60 - 80 40 - 50 55 - 70 70 - 120
60 70 60 60 62 42 52 70
VIC - Regional VIC - Regional
50 - 70 60 - 80 55 - 65 55 - 65 55 - 70 39 - 50 45 - 60 65 - 75
80 65 60 60 60 45 70 80
QLD - Regional QLD - Regional
70 - 100 50 - 85 50 - 60 48 - 75 50 - 75 40 - 50 60 - 80 70 - 90
75 65 60 60 63 43 63 90
SA - Adelaide SA - Adelaide
60 - 90 55 - 80 50 - 60 50 - 80 50 - 80 40 - 48 50 - 70 65 - 120
90 80 70 60 65 45 60 80
WA - Perth WA - Perth
75 - 100 65 - 90 60 - 80 55 - 75 60 - 80 40 - 55 55 - 70 75 - 100
85 78 75 65 72 48 72 90
ACT - Canberra ACT - Canberra
68 - 100 50 - 90 50 - 90 48 - 72 50 - 80 45 - 55 55 - 80 80 - 115
60 70 55 60 55 40 50 50
TAS - Hobart/Launceston TAS - Hobart/Launceston
50 - 70 60 - 75 50 - 70 50 - 80 50 - 70 40 - 50 50 - 60 50 - 65
75 75 70 70 50 70 85
New Zealand N/A New Zealand
60 - 90 65 - 90 55 - 75 55 - 75 40 - 55 60 - 75 75 - 100

NOTES: NOTES:
 All salaries shown exclude superannuation All salaries are representative of fixed cash & incentive At the more senior level, larger contact centres tend to be  All salaries shown exclude superannuation All salaries are representative of fixed cash & incentive At the more senior level, larger contact centres tend to be
New Zealand salaries are represented in bonus components (if applicable), sales roles are base at the higher end of the ranges shown, whilst agent level New Zealand salaries are represented in bonus components (if applicable), sales roles are base at the higher end of the ranges shown, whilst agent level
New Zealand dollars salary only and differ extensively across industry sectors roles tend to sit at the lower to medium level, whereby New Zealand dollars salary only and differ extensively across industry sectors roles tend to sit at the lower to medium level, whereby
across industries, such as Pharmaceutical/Medical across industries, such as Pharmaceutical/Medical
devices, and FMCG, these positions stretch the top end devices, and FMCG, these positions stretch the top end

70 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 71


CONTACT CENTRES HUMAN RESOURCES

Snr Customer Sales/ Sales/


Service Inbound Inbound Sales Back Office Telesales Telesales
Representative Service & Service Processing Manager Team leader
55 50 50 40 100 75
NSW - Sydney
45 - 60 40- 55 40 - 55 39 - 45 70 - 130 60 - 100
40 40 40 40 80 50
NSW - Regional
39 - 47 39 - 40 39 - 40 39 - 40 50 - 110 40 - 90
55 50 55 42 100 70
VIC - Melbourne
45 - 60 40 - 55 40 - 55 39 - 45 65 - 130 60 - 75
50 45 45 42 80 60
VIC - Regional
45 - 55 40 - 50 40 - 50 39 - 45 60 - 100 55 - 65
48 43 45 43 85 70
QLD - Regional
45 - 50 40 - 45 42 - 47 40 - 45 70 - 120 60 - 80
48 42 42 40 90 70
SA - Adelaide
45 - 55 43 - 49 42 - 50 39 - 42 70 - 120 50 - 80
50 40 42 40 100 70
WA - Perth
43 - 55 39 - 45 40 - 55 39 - 42 80 - 120 60 - 90
50 42 46 42 90 76
ACT - Canberra AUSTRALIA close attention to candidates they wish to rising demand for recruitment
39 - 65 39 - 52 39 - 58 39 - 42 75 - 115 60 - 80
retain, as HR professionals are focusing professionals as organisations build larger
45 40 45 40 75 55 Human resources hiring and salary trends their efforts on joining more stable sectors. teams to capitalise on improving business
TAS - Hobart/Launceston
40 - 50 39 - 48 39 - 50 39 - 45 60 - 120 55 - 65 differ markedly from one region to another. For example, those with solid experience in conditions. Salaries, though, have
50 42 42 40 80 70 The market for HR professionals in NSW, Work Health & Safety (WHS) and remained fairly stable across the country.
New Zealand Victoria and the ACT looks bright with
40 - 55 39 - 48 39 - 45 39 - 40 65 - 120 60 - 80 Occupational Health & Safety (OHS) are in
good opportunities coming online for high demand from construction employers.

Outbound Business
ambitious candidates. In contrast, a number
of redundancies have characterised the
employment markets of Western Australia,
We expect this strong demand for WHS
and OHS skills to continue over the coming
year in line with the still increasing levels of
rising
We are also seeing
demand for
South Australia and Queensland. Hiring and construction project activity. recruitment professionals
Account Telesales Sales & Development Appointment
Manager Telemarketer Outbound Service Consultant Setter
salary levels in these three states will not as organisations
be nearly as strong as in other parts of
build larger teams to
NSW - Sydney
50
45 - 55
50
40 - 50
50
40 - 60
50
40 - 60
60
45 - 75
50
45 - 60
Australia. Candidates moving from one
location to another will need to do their more
In terms of demand
generally, Victoria, capitalise on improving
NSW - Regional
45
40 - 50
42
39 - 45
40
39 - 55
40
39 - 45
45
39 - 60
45
39 - 60
homework and adjust their salary
expectations accordingly.
In NSW, Victoria and the ACT we are
WA, Queensland and SA
continue to increasingly
business conditions.

Although the majority of the HR roles are
50 45 50 50 60 45
VIC - Melbourne
45 - 60 40 - 50 40 - 65 40 - 55 45 - 70 40 - 55
seeing increased demand for specialist need traditional still in the generalist space, there is a rising


and niche roles particularly within
45 40 40 45 50 42 organisational development and change
HR Generalists. demand for organisational development
specialists to work in larger organisations.
VIC - Regional
45 - 55 40 - 50 39 - 45 40 - 50 40 - 65 40 - 45 management. Salaries are following suit Employers are looking to organisational
50 55 47 40 60 45 with increases expected for those with In terms of demand more generally,
development specialists to support the
QLD - Regional in-demand skills. We are also seeing a Victoria, WA, Queensland and SA
45 - 60 50 - 60 43 - 50 39 - 48 55 - 65 40 - 50 empowerment of both leaders and
number of emerging areas of continue to increasingly need traditional
65 50 45 42 52 45 individual employees and to help create
SA - Adelaide specialisation including workplace HR Generalists. While roles at the
55 - 75 40 - 60 40 - 55 40 - 50 40 - 68 40 - 55 workplace cultures that promote
wellness and coaching. manager, adviser and coordinator levels
continuous improvement and the
75 55 50 45 60 45 continue to come to market, salary

SALARY INFORMATION: HUMAN RESOURCES


WA - Perth alignment of shared goals. Many
65 - 85 50 - 65 42 - 60 42 - 50 45 - 70 40 - 50 growth remains stagnant. Also, contract

theInACT
organisations experiencing growth are
56 48 48 45 58 45 NSW, Victoria and opportunities are more prominent than
also hiring HR specialists to develop
ACT - Canberra permanent hires and will remain the case
50 - 65 45 - 55 42 - 52 39 - 52 45 - 65 40 - 50 we are seeing for the foreseeable future.
internal talent pools with a particular focus

TAS - Hobart/Launceston
55 45 45 45 52 45 increased demand for Like many parts of the world, Australias
on diversity and inclusion and to ensure
that these efforts flow through to the
45 - 65 40 - 50 40 - 50 40 - 50 40 - 65 38 - 48 specialist and niche private sector is increasingly adopting the companys recruitment practices. As a
42 40 45 43 55 42
New Zealand
40 - 45 39 - 45 40 - 48 40 - 45 45 - 65 40 - 45
roles particularly within HR business partner model creating result, experienced practitioners with a
organisational development strong demand for business-minded broad range of skills at the HR Advisor


candidates. The ideal HR Business Partner level are in high demand and we have
and change management. has the ability to work closely with senior seen a slight increase on salaries. In the
leaders to develop tailored people contract space, HR candidates with project
NSW and Victoria are seeing ongoing strategies aligned to the organisations experience in change management are
demand for contract and temporary HR business strategy. HR business partnering highly sought to assist organisations
staff to assist with the high volume of is becoming increasingly relevant to adapting to a changing business and
change and project work being organisations wanting to break down silos corporate environment particularly in IT
undertaken in all sectors. Demand for and promote greater collaboration across and process improvement.
permanent generalist candidates such as their workforce.
We predict solid demand for HR
HR Advisors, Business Partners and HR HR professionals able to create and drive professionals over the next 12 months as
Managers remains strong. Private sector workforce strategies around diversity the economy continues to expand and
employers in NSW and Victoria are and flexibility will also continue to be organisations focus on ensuring they have
promoting cross industry opportunities to sought after. the right people to increase productivity
avoid the shortages that come from only and grow their market share. Candidates
hiring candidates who have previously with experience driving staff engagement,
worked in the same industry. NEW ZEALAND minimising staff churn, creating
In the lagging states, the bulk of HR The outlook for human resources talent remuneration and benefits strategies and
NOTES: continues to improve in New Zealand with
redundancies have occurred in the developing talent pipelines will do
 All salaries shown exclude superannuation All salaries are representative of fixed cash & incentive At the more senior level, larger contact centres tend to be more job opportunities coming to market
bonus components (if applicable), sales roles are base at the higher end of the ranges shown, whilst agent level minerals, energy and resources sectors. particularly well.
New Zealand salaries are represented in in a range of areas. We are also seeing
New Zealand dollars salary only and differ extensively across industry sectors roles tend to sit at the lower to medium level, whereby Employers in these industries need to pay
across industries, such as Pharmaceutical/Medical
devices, and FMCG, these positions stretch the top end

72 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 73


HUMAN RESOURCES HUMAN RESOURCES

Head of HR/ Head of HR/ Head of HR/ Learning & Learning & Learning &
HR Director HR Director HR Director HR Manager HR Manager HR Manager Development Development Development Training
>1000 250-1000 <250 >1000 250-1000 <250 Head of L&D Manager Consultant Coordinator Manager Trainer
employees employees employees employees employees employees
220 140 95 65 120 85
280 200 160 180 150 130 NSW - Sydney
NSW - Sydney 150 - 250 120 - 180 85 - 120 55 - 85 90 - 140 70 - 110
200 - 400 150 - 220 140 - 180 150 - 200 120 - 180 110 - 150 220 140 90 70 120 85
250 200 150 150 120 100 VIC - Melbourne
VIC - Melbourne 140 - 250 110 - 175 80 - 120 60 - 80 90 - 145 70 - 110
150 - 350 150 - 250 140 - 200 90 - 200 100 - 150 80 - 120 180 120 80 60 85 85
190 170 150 120 120 100 QLD - Brisbane
QLD - Brisbane 120 - 200 100 - 140 70 - 90 55 - 70 70 - 100 60 - 100
170 - 230 150 - 200 130 - 170 90 - 140 90 - 140 80 - 120 180 120 85 70 100 85
200 180 130 140 120 110 SA - Adelaide
SA - Adelaide 150 - 200 90 - 140 75 - 95 60 - 80 80 - 110 70 - 100
150 - 220 130 - 200 120 - 150 110 - 160 100 - 140 100 - 130 150 130 90 75 120 100
220 180 150 150 130 110 WA - Perth
WA - Perth 130 - 180 110 - 150 70 - 100 65 - 85 110 - 140 80 - 120
180 - 250 150 - 220 140 - 180 140 - 180 120 - 150 90 - 130 150 120 90 75 85 70
190 200 140 150 125 115 ACT - Canberra
ACT - Canberra 100 - 200 90 - 140 80 - 120 65 - 87 70 - 100 55 - 80
150 - 230 160 - 250 120 - 160 100 - 180 100 - 150 85 - 130 150 120 85 70 100 80
190 160 120 130 115 100 NT - Darwin
NT - Darwin 120 - 200 90 - 140 70 - 95 65 - 85 80 - 120 65 - 95
160 - 220 140 - 200 100 - 140 110 - 150 100 - 130 85 - 115 175 125 95 65 120 85
200 180 160 140 130 120 New Zealand
New Zealand 120 - 200 90 - 140 80 - 130 55 - 75 90 - 140 70 - 100
140 - 250 120 - 240 120 - 200 110 - 160 100 - 150 100 - 140

HR Business HR Recruitment
Partner HR Advisor Coordinator HR Admin Manager/
Diversity Diversity Talent Recruitment Recruitment Workforce
120 85 65 55
NSW - Sydney Manager Consultant Acquisition Mgr Consultant Coordinator Planner
100 - 140 70 - 95 55 - 70 50 - 65
120 80 65 55 150 110 125 90 60 110
VIC - Melbourne NSW - Sydney
100 - 130 65 - 95 55 - 70 45 - 65 120 - 180 90 - 130 110 - 160 65 - 110 50 - 70 90 - 130
100 80 60 55 145 110 125 90 70 110
QLD - Brisbane VIC - Melbourne
90 - 130 65 - 90 55 - 65 45 - 60 130 - 200 85 - 130 110 - 160 65 - 110 60 - 75 90 - 125
100 80 60 55 120 100 110 70 60 110
SA - Adelaide QLD - Brisbane
90 - 130 65 - 90 55 - 65 45 - 60 90 - 140 90 - 120 80 - 140 60 - 80 50 - 70 80 - 130
110 90 65 55 120 85 100 80 60 90
WA - Perth SA - Adelaide
100 - 130 80 - 100 55 - 75 45 - 65 90 - 140 75 - 100 80 - 125 65 - 90 50 - 70 70 - 100
100 80 65 55 140 100 120 85 65 100
ACT - Canberra WA - Perth
80 - 120 65 - 90 55 - 75 45 - 65 120 - 160 85 - 125 100 - 140 70 - 100 55 - 75 90 - 120
90 78 60 55 100 80 110 75 60 100
NT - Darwin ACT - Canberra
80 - 110 65 - 90 55 - 65 50 - 60 90 - 110 75 - 95 90 - 140 65 - 90 50 - 70 90 - 110
110 85 60 55 120 85 100 70 60 90
New Zealand NT - Darwin
70 - 130 70 - 100 50 - 75 45 - 60 90 - 140 75 - 100 75 - 115 60 - 75 50 - 70 70 - 100
100 80 115 75 55 80
New Zealand
80 - 120 70 - 100 90 - 140 60 - 100 45 - 65 60 - 100

HR Policy Organisational Organisational


IR Manager ER Manager IR Advisor ER Advisor HR Analyst Writers Change Change Instructional Development Development
Manager Analyst Designer Manager Consultant
160 130 110 90 95 120
NSW - Sydney 180 150 130 140 110
120 - 200 120 - 180 85 - 130 75 - 100 75 - 120 100 - 150 NSW - Sydney
140 130 110 90 85 90 140 - 240 100 - 200 80 - 200 100 - 180 90 - 120
VIC - Melbourne 200 130 140 150 120
120 - 180 120 - 180 85 - 130 75 - 100 75 - 100 85 - 125 VIC - Melbourne
160 130 90 90 85 90 140 - 240 80 - 150 90 - 230 120 - 200 95 - 125
QLD - Brisbane 150 130 110 130 100
120 - 200 120 - 180 80 - 120 75 - 100 75 - 100 80 - 120 QLD - Brisbane
140 120 90 90 80 90 120 - 200 90 - 150 80 - 140 100 - 150 90 - 120
SA - Adelaide 150 100 110 120 85
120 - 180 100 - 160 80 - 120 75 - 100 70 - 95 80 - 100 SA - Adelaide
150 150 100 100 90 90 130 - 160 80 - 120 90 - 130 90 - 140 75 - 95
WA - Perth 150 110 140 150 100
120 - 180 120 - 180 80 - 120 80 - 120 80 - 110 80 - 110 WA - Perth
120 120 100 90 80 90 130 - 200 100 - 120 110 - 160 130 - 180 90 - 120
ACT - Canberra 120 110 100 120 110
100 - 140 100 - 140 90 - 110 75 - 110 75 - 100 80 - 110 ACT - Canberra
130 130 90 90 80 90 90 - 150 80 - 140 90 - 120 90 - 140 90 - 120
NT - Darwin 130 100 110 130 80
100 - 160 100 - 160 90 - 120 75 - 120 70 - 110 80 - 100 NT - Darwin
120 120 120 120 100 100 100 - 160 80 - 120 90 - 130 100 - 150 65 - 90
New Zealand 125 110 120 130 115
90 - 140 90 - 140 90 - 140 90 - 140 90 - 120 80 - 120 New Zealand
100 - 150 90 - 130 100 - 150 100 - 150 90 - 140

NOTES: NOTES:
 All salaries shown exclude superannuation  All salaries shown exclude superannuation
New Zealand salaries are represented in New Zealand dollars New Zealand salaries are represented in New Zealand dollars

74 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 75


HUMAN RESOURCES SALES

Head of Remuneration Remuneration


Remuneration & Benefits & Benefits HRIS HR Project
& Benefits Manager Consultant Consultant Manager
200 150 100 90 130
NSW - Sydney
160 - 300 110 - 170 85 - 130 75 - 120 100 - 150
200 150 100 85 120
VIC - Melbourne
150 - 230 100 - 160 80 - 115 80 - 110 90 - 140
190 130 95 70 130
QLD - Brisbane
150 - 220 90 - 150 80 - 110 60 - 80 100 - 150
190 120 80 70 100
SA - Adelaide
150 - 220 90 - 140 70 - 90 60 - 85 90 - 130
180 130 120 110 130
WA - Perth
150 - 200 100 - 150 90 - 130 85 - 130 100 - 180
180 130 100 85 90
ACT - Canberra
120 - 200 110 - 150 80 - 100 75 - 120 80 - 110
150 120 80 80 110
NT - Darwin
120 - 210 90 - 140 65 - 90 65 - 90 90 - 130
175 110 85 80 120

competitive
New Zealand AUSTRALIA employers increasingly realise their wish
150 - 200 90 - 130 70 - 110 65 - 100 90 - 140
list means they are recruiting from the
In the increasingly
We will see another positive year in the same talent pool as competitors, the more business
sales sector, with opportunities coming to
Health & market across many areas and at all levels.
forward thinking organisations will look at market, securing and
transferable skills and capabilities and
Wellbeing OH&S We expect not to see massive movement culture fit in order to grow their sales
retaining star sales
Head of OH&S Manager/Officer OH&S Manager OH&S Consultant Coordinator in base salaries but we see employers functions more effectively. We are already talent is crucial to

being more innovative when creating
210 110 140 90 65 commission and on-target earnings
seeing this in Western Australia, where growing market share.
NSW - Sydney the decline in mining and resources has
150 - 250 90 - 150 100 - 200 75 - 120 60 - 75 structures. Work-life balance, workplace seen good candidates with nowhere to
220 110 140 90 65 flexibility and career planning are popular go. Employers in WA are looking beyond New Zealand is also attracting increased
VIC - Melbourne benefits with candidates in general and foreign investment especially in the retail
160 - 260 90 - 160 110 - 200 75 - 120 60 - 75 sector experience to consider candidates
especially in the start-up world, as well as with strong transferrable skills. sector and new businesses are prepared
180 110 120 75 55
QLD - Brisbane equity and other wealth-creation methods. to offer higher base salaries and more
120 - 250 80 - 150 80 - 150 60 - 100 50 - 65 By sector, booming construction activity
The way organisations sell their products attractive benefits to secure the best sales
150 95 120 80 60 particularly in Victoria and NSW is fuelling talent. In the increasingly competitive
SA - Adelaide today is driving demand for tech savvy strong demand for sales professionals in
120 - 180 80 - 110 100 - 130 60 - 90 55 - 65 business market, securing and retaining
sales professionals. Businesses of all types the building products and construction
130 110 130 85 60 are harnessing social media, online star sales talent is crucial to growing
WA - Perth services space. Successful candidates are market share. Industry wide restructures
110 - 160 80 - 140 100 - 180 75 - 95 50 - 70 customer advocacy and technology tools able to communicate their technical resulting in smaller teams have also
150 85 120 85 60 such as data analytics and insights to stay knowledge while also presenting well
ACT - Canberra ahead of consumer trends and even increased the importance of retaining
110 - 170 70 - 100 90 - 135 70 - 100 55 - 75 thought out plans. In Queensland
create those trends. Over the coming high performing sales professionals.
150 110 110 70 60 employers in the architectural and building Despite the increase in skilled migrant
NT - Darwin year, we expect top sales people to make product space are looking for candidates
120 - 180 100 - 140 80 - 130 60 - 90 55 - 65 workers into New Zealand, good sales
even more use of technology to tailor with the ability to produce strong tenders
130 95 110 75 50 their approach to prospecting. Customers candidates remain in short supply.
New Zealand for new developments. We are also seeing
95 - 160 80 - 110 70 - 130 55 - 85 42 - 60 are able to access information about Employers are now using additional
additional sales roles created in some
potential suppliers on any device in an Queensland FMCGs especially where assessment tools during recruitment to
instant, making the challenger sale based previously just one person managed sales identify the most suitable candidates.
on solid research and analysis a key in this vast state. Stronger consumer Psychometric testing has become
Injury/RTW Injury/RTW
component of any sales strategy. demand for healthcare and social welfare commonplace even when recruiting more
Manager Consultant RTW Coordinator
Attracting and retaining the best sales services is also creating rising recruitment junior roles. Employers believe
100 70 65 activity around Australia. psychometric testing will help reveal a
NSW - Sydney talent remains the key to success for a
80 - 130 55 - 75 55 - 75 vast number of organisations, hence the candidates thought process, decision-
The ongoing commoditisation of some making abilities and attitude and whether
90 70 60 reason why employers are setting a high
VIC - Melbourne technologies is creating less demand for these are a fit for the company culture.
80 - 125 60 - 85 55 - 70 bar for selection. To be shortlisted, solutions-based sales, but we expect this
candidates should be able to demonstrate Organisations are also using psychometric
95 70 60 to be offset by a continuing move to
QLD - Brisbane a proven track record of building testing and personal profile tests to
75 - 110 60 - 80 50 - 70 offshore, near shore or outsource develop future leaders.

SALARY INFORMATION: SALES


successful client relationships in a technology. We also expect greater
85 70 60
SA - Adelaide business development or account demand for sales people in digital areas The services industry is an area where the
75 - 100 60 - 85 55 - 65 management role. such as marketing automation and mobile supply of sales candidates is not quite
100 70 60 meeting the demand. This is especially
WA - Perth app builders.

demand
80 - 120 55 - 85 50 - 70 evident in specific industries such as
90 80 70
We expect greater utility suppliers, freight forwarding,
ACT - Canberra
85 - 105 70 - 85 65 - 75 for sales people NEW ZEALAND insurance, and property development.
90 70 60 in digital areas such as Base salaries for sales roles are steadily
NT - Darwin increasing. The salary structure for
80 - 110 60 - 85 55 - 65 marketing automation and consumer roles has typically comprised a
New Zealand
90
60 - 110
75
60 - 80
50
42 - 60
mobile apps builders.

Senior sales leaders are expected to have
low base and a higher on target earnings
(OTE) component. However, employers
appear ready to offer a better balance
outstanding planning abilities and people between base salaries and OTEs.
management skills, including being able We expect this trend to continue for
to increase the efficiency of the teams the next few years due to growing
NOTES:
 All salaries shown exclude superannuation
they lead. Many hiring managers also hold migration levels driving up demand for
industry and or product knowledge in goods and services.
New Zealand salaries are represented in New Zealand dollars
high regard. However, we expect that as

76 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 77


SALES MARKETING

Sales Category
Inside Sales Rep Executive/Rep Sales Engineer Channel Manager Manager
60 70 85 100 100
NSW - Sydney
50 - 65 60 - 90 75 - 110 80 - 120 80 - 120
55 60 85 90 95
VIC - Melbourne
45 - 65 50 - 70 75 - 110 80 - 100 75 - 110
55 70 80 70 85
QLD - Brisbane
45 - 60 55 - 80 65 - 95 65 - 85 75 - 95
45 50 85 70 85
SA - Adelaide
40 - 55 55 - 65 75 - 90 55 - 80 70 - 95
50 60 100 85 95
WA - Perth
40 - 60 50 - 80 80 - 120 80 - 110 90 - 130
50 65 80 75 95
ACT - Canberra
45 - 55 55 - 75 65 - 90 60 - 80 80 - 110
55 70 95 90 90
NZ - Auckland
45 - 60 55 - 85 80 - 115 70 - 110 80 - 120
55 65 85 85 85
NZ - Wellington
45 - 60 55 - 70 75 - 100 70 - 100 75 - 100
45 50 80 90
AUSTRALIA Last year we saw organisations building With the popularity of marketing
NZ - Christchurch N/A capability in the digital space, this year automation platforms and constant
40 - 50 45 - 60 60 - 110 70 - 110 The continuing rise of digital is impacting the focus will be on optimising these developments in data analytics
hiring levels and salary movements in the assets and converting website traffic to technologies, Insights Specialists and
Business Senior Key National marketing space. We are seeing salary actual customer activity. Direct Marketing Managers able to
increases for most digital marketing roles develop marketing programs for large
Manager Account Manager Account Manager Account Manager Account Manager Meanwhile, the stronger construction and
and expect ongoing upward salary pressure customer databases are in high demand
140 70 100 100 120 in the year ahead due to growing skills infrastructure services markets are
NSW - Sydney in the corporate sector. Also, todays
110 - 180 60 - 90 80 - 110 80 - 120 100 - 140 shortages. Companies are looking to win generating job opportunities for sales-led
marketers must be able to create quality
140 70 90 100 115 market share by improving their customer marketers in the bid management and
VIC - Melbourne marketing content for social media
experience but need the right talent in business to consumer (B2C) areas as
110 - 165 60 - 80 80 - 100 90 - 110 100 - 130 themselves, as there is no time to use
house to lead this work. As a result, well as roles in community liaison and
110 70 85 90 110 agencies. Most employers want Marketing
QLD - Brisbane employers have high expectations when public relations.
80 - 115 55 - 80 75 - 100 80 - 100 95 - 120 Executives to have creative skills like
recruiting new marketing talent to ensure Government at all levels continues to look copywriting, graphic design and video
110 60 65 70 90 their preferred candidate knows how to to improve services and this is driving
SA - Adelaide editing plus a sharp marketing intellect.
85 - 125 55 - 70 60 - 80 60 - 80 70 - 105 harness the power of digital to achieve a ongoing demand for communications
110 75 90 90 100 deeper interaction with customers.

in traditional
specialists at all levels. In a federal
WA - Perth
100 - 145 65 - 85 80 - 100 80 - 110 90 - 120 Marketing and communications election year, policy shifts will see strong Salaries have increased
100 60 85 80 100 recruitment activity is also heavily demand for internal and external candidate
ACT - Canberra communications staff, both on a
80 - 120 50 - 75 70 - 90 70 - 90 85 - 120 influenced by developments in media and
permanent and contract basis. With
shortage areas like Market

technology. Employers expect quality
NZ - Auckland
110 75 95 95 110
candidates to have solid marketing and salaries in the sector being quite Research and Insights.
90 - 120 65 - 85 75 - 120 80 - 130 85 - 130 industry knowledge but also to be structured, however, this is not going to
110 70 80 90 100 confident using a range of technologies as mean significant increases in salaries. Salaries have increased in traditional
NZ - Wellington candidate shortage areas like Market
90 - 120 65 - 75 70 - 100 75 - 120 80 - 130 well as to possess supplementary skill sets. Government organisations are looking to
90 70 80 85 90 attract people based on project quality Research and Insights, but remain flat
NZ - Christchurch As a result of the continuous and fast and long term career advancement. across the broader marketing spectrum.
75 - 100 60 - 80 65 - 90 70 - 100 80 - 110 developments in data analytics
technologies and software and the In the Not-For-Profit (NFP) space In the consumer sector, pockets of
Business increasing use of online data and reporting Fundraisers, community/stakeholder restructuring have resulted in a few senior
Development Territory State/Regional National Director platforms, candidates with the right engagement roles and communications roles being replaced by junior roles, but
Manager Manager Manager Sales Manager of Sales background and experience are in high professionals are all expected to be in not at a frequency significant enough to
demand, especially in the corporate sector. ongoing demand. There is a national need affect the broader salary market.
85 65 110 150 220 for skilled workers in all these areas as the
NSW - Sydney Most marketing and communications

SALARY INFORMATION: MARKETING


70 - 100 60 - 90 90 - 150 120 - 200 170 - 280 entire portfolio of NFP undergoes change.

quality
recruitment is on a permanent or long-
VIC - Melbourne
85 65 100 140 210 Employers expect Where government funding was term contract basis to cover special
70 - 100 50 - 70 80 - 120 120 - 160 170 - 250 candidates to previously allocated, it is now up to each projects and provide parental leave cover.
85 65 100 140 160 NFP to bring in revenue and operate on a
QLD - Brisbane have solid marketing and revenue-raising model. As a result, we are
In studio environments, more short-term
contracts are being used to recruit
60 - 110 55 - 80 80 - 120 110 - 180 120 - 200
65 70 85 100 120
industry knowledge but seeing NFPs paying inflated salaries in creative staff and digital content
SA - Adelaide also to be confident using order to attract and retain the right talent. professionals to meet the demands of
60 - 70 60 - 80 75 - 110 80 - 130 90 - 140
a range of technologies.
We expect the coming year to be a strong weekly advertising deadlines and
85 75 120 120 160 temporary staff changes.
WA - Perth one for marketing and communications
70 - 100 60 - 100 100 - 130 120 - 150 150 - 200 talent but candidates should work hard to
In order to fit the rapid turnaround times To win salary increases in the year ahead,
90 70 100 120 130 keep abreast of technology trends across
ACT - Canberra of social media, marketers need to we encourage candidates to develop their
80 - 100 65 - 85 90 - 120 90 - 140 110 - 140 the sector if they want to take advantage skills in insights and analytics, digital and
become content creators rather than
90 70 110 130 170 of the opportunities coming to market. direct marketing plus whichever
NZ - Auckland relying on outside agencies to do this
75 - 100 65 - 75 90 - 130 100 - 150 130 - 220 work. Employers are therefore looking for supplementary skills are most appropriate
85 70 105 125 150 candidates who possess the creative skills NEW ZEALAND for their industry.
NZ - Wellington to write, design and even put rich content
75 - 100 65 - 75 80 - 130 90 - 150 130 - 200 Continual developments in media and
80 70 90 110 140 such as video together on their own. technology are shaping the recruitment
NZ - Christchurch Candidates able to bring this range of
70 - 100 60 - 80 80 - 130 90 - 130 100 - 180 market for marketing professionals. The
skills together in a coherent, strategic preferred candidate is confident using a
manner will stay in high demand range of technologies and also possesses
NOTES:
especially as we see more focus placed on a range of supplementary skills.
 All salaries shown exclude superannuation New Zealand salaries are represented in New Zealand dollars
human-centric design, known in the
All salaries shown exclude car and commission
industry as user experience design.

78 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 79


MARKETING MARKETING

Senior Research Exec/ Direct Direct


Marketing Marketing Marketing Marketing Marketing Marketing Marketing Marketing Marketing Advertising Advertising Internal
Assistant Coordinator Executive Manager Manager Director Analyst Manager Executive Executive Manager Communications
60 65 80 130 150 200 90 85 110 75 120 90
NSW - Sydney NSW - Sydney
55 - 65 65 - 70 70 - 80 100 - 150 120 - 180 180 - 230 70 - 100 70 - 100 100 - 130 70 - 90 100 - 130 80 - 110
50 60 70 100 130 180 85 75 100 70 90 100
VIC - Melbourne VIC - Melbourne
45 - 55 55 - 65 65 - 75 90 - 120 120 - 150 150 - 200 75 - 95 70 - 85 90 - 120 65 - 75 80 - 110 75 - 120
45 65 75 95 110 140 80 80 85 70 90 75
QLD - Brisbane QLD - Brisbane
35 - 55 55 - 75 65 - 85 80 - 110 100 - 130 120 - 170 75 - 100 70 - 85 70 - 100 60 - 80 80 - 100 65 - 90
50 60 65 85 100 125 65 65 85 60 80 75
SA - Adelaide SA - Adelaide
45 - 55 50 - 65 55 - 75 75 - 100 90 - 120 100 - 150 55 - 70 55 - 75 75 - 90 55 - 75 75 - 90 60 - 90
50 60 65 95 140 160 80 70 90 75 95 70
WA - Perth WA - Perth
43 - 60 45 - 65 55 - 80 80 - 110 120 - 170 140 - 190 70 - 95 65 - 90 80 - 110 65 - 85 85 - 110 60 - 90
50 60 80 95 120 170 80 90 90 65 90 80
ACT - Canberra ACT - Canberra
45 - 65 50 - 70 70 - 85 110 100 - 140 150 - 200 70 - 90 80 - 110 80 - 100 60 - 70 70 - 90 65 - 100
45 55 70 100 120 170 70 80 95 70 100 80
NZ - Auckland NZ - Auckland
40 - 50 45 - 60 60 - 80 90 - 130 100 - 140 150 - 200 60 - 80 70 - 90 85 - 110 60 - 80 80 - 120 70 - 100
45 50 70 85 110 150 70 80 90 60 90 80
NZ - Wellington NZ - Wellington
40 - 55 40 - 60 60 - 80 70 - 120 85 - 130 130 - 180 60 - 80 70 - 90 80 - 110 50 - 70 80 - 120 60 - 110

Event Event Graphic Brand Campaign Product Marketing Marketing Direct Sponsorship/ Sponsorship/
Coordinator Manager Designer Manager Manager Manager Communications Communications Major Gifts Marketing - Fundraising Fundraising
Executive Manager Manager Fundraising Manager Director
65 90 90 110 100 120
NSW - Sydney 85 110 120 80 100 150
55 - 70 70 - 100 65 - 110 90 - 120 90 - 110 90 - 140 NSW - Sydney
65 100 85 100 100 120 70 - 95 100 - 130 100 - 140 60 - 80 90 - 120 140 - 180
VIC - Melbourne 75 100 110 75 100 145
55 - 70 90 - 120 60 - 90 90 - 120 90 - 120 100 - 140 VIC - Melbourne
55 75 65 90 90 90 70 - 85 90 - 120 80 - 130 65 - 85 80 - 120 130 - 180
QLD - Brisbane 75 100 70 70 85 105
45 - 65 60 - 90 60 - 75 80 - 110 80 - 110 80 - 110 QLD - Brisbane
60 80 55 75 70 85 65 - 90 90 - 110 60 - 85 60 - 85 70 - 100 90 - 120
SA - Adelaide 70 85 80
50 - 70 70 - 90 50 - 70 70 - 90 65 - 80 75 - 100 SA - Adelaide N/A N/A N/A
60 90 65 90 85 85 60 - 80 80 - 120 65 - 85
WA - Perth 75 90 80 75 90 120
55 - 75 80 - 110 55 - 80 80 - 110 80 - 110 80 - 110 WA - Perth
65 90 70 90 95 90 65 - 90 70 - 110 75 - 90 65 - 80 75 - 100 95 - 130
ACT - Canberra 100 100 100 70 85 125
60 - 70 80 - 100 60 - 80 85 - 95 90 - 100 80 - 100 ACT - Canberra
60 80 65 90 80 100 90 - 110 90 - 130 95 - 120 65 - 85 80 - 90 115 - 160
NZ - Auckland 70 95 70 70 80 100
50 - 75 60 - 100 50 - 90 80 - 110 70 - 100 80 - 120 NZ - Auckland
60 80 60 80 80 80 60 - 80 85 - 125 60 - 80 60 - 80 70 - 90 90 - 120
NZ - Wellington 80 90 60 75 100
50 - 70 60 - 100 40 - 80 70 - 110 70 - 90 75 - 110 NZ - Wellington N/A
45 - 120 80 - 120 40 - 75 60 - 90 80 - 120

NOTES: NOTES:
 All salaries shown exclude superannuation  All salaries shown exclude superannuation
New Zealand salaries are represented in New Zealand dollars New Zealand salaries are represented in New Zealand dollars

80 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 81


MARKETING MARKETING

Online Optimization/
Website Marketing UX/UI Digital DIGITAL SEO Specialist SEM Specialist PPC Specialist Conversion Specialist
DIGITAL Manager Manager Designer UX Manager Producer
80 80 80 100
110 120 120 130 90 NSW - Sydney
NSW - Sydney 70 - 90 70 - 90 70 - 90 90 - 150
90 - 120 100 - 140 100 - 150 120 - 160 80 - 120 80 80 80 100
100 100 110 130 100 VIC - Melbourne
VIC - Melbourne 70 - 100 70 - 90 65 - 100 90 - 130
90 - 120 90 - 120 80 - 130 110 - 150 90 - 140 85 80 80 80
90 90 65 70 85 QLD - Brisbane
QLD - Brisbane 70 - 100 70 - 90 70 - 90 70 - 90
80 - 100 80 - 100 60 - 75 60 - 80 70 - 95 75 80 80 75
75 90 65 70 65 SA - Adelaide
SA - Adelaide 65 - 85 70 - 90 65 - 100 65 - 85
60 - 80 75 - 100 55 - 75 60 - 75 60 - 80 85 95 90 90
90 90 65 85 75 WA - Perth
WA - Perth 75 - 95 80 - 105 80 - 95 85 - 100
75 - 105 80 - 110 55 - 75 75 - 110 70 - 85 80 80 80 85
90 85 95 80 80 ACT - Canberra
ACT - Canberra 70 - 100 70 - 90 65 - 100 75 - 110
90 - 100 80 - 100 80 - 110 70 - 100 70 - 90 60 65 60 80
80 110 85 120 90 NZ - Auckland
NZ - Auckland 50 - 70 55 - 75 50 - 70 75 - 90
70 - 90 100 - 120 80 - 110 100 - 140 70 - 110 60 60 70
75 90 85 120 90 NZ - Wellington N/A
NZ - Wellington 50 - 70 50 - 70 65 - 85
65 - 85 80 - 100 80 - 110 100 - 140 70 - 110

Digital
Digital Digital Project eCommerce Online Marketing Digital
Designer Manager Manager Manager Manager Strategy Manager Content Writer Content Editor Web Publisher
120 130 110 140 140 85 60 80
NSW - Sydney N/A NSW - Sydney
100 - 140 110 - 160 90 - 130 100 - 200 110 - 180 60 - 95 50 - 70 70 - 90
90 120 130 100 140 140 70 72 75
VIC - Melbourne VIC - Melbourne
70 - 100 100 - 140 100 - 150 90 - 120 100 - 180 100 - 180 60 - 85 60 - 80 65 - 85
85 90 90 85 100 110 70 70 70
QLD - Brisbane QLD - Brisbane
70 - 95 85 - 105 80 - 100 80 - 90 90 - 120 100 - 120 60 - 80 60 - 80 60 - 80
70 90 90 85 100 110 60 65 65
SA - Adelaide SA - Adelaide
60 - 80 85 - 105 80 - 100 80 - 90 90 - 110 100 - 120 55 - 70 60 - 80 60 - 80
70 90 95 100 120 115 75 60 80
WA - Perth WA - Perth
65 - 80 80 - 110 85 - 110 75 - 120 100 - 140 90 - 140 65 - 85 50 - 85 65 - 90
70 125 130 100 140 120 70 70 70
ACT - Canberra ACT - Canberra
65 - 90 100 - 140 100 - 150 90 - 120 100 - 180 90 - 160 60 - 80 60 - 85 60 - 80
90 90 140 100 110 150 70 65 70
NZ - Auckland NZ - Auckland
80 - 120 80 - 100 125 - 150 80 - 110 100 - 125 140 - 160 65 - 75 60 - 75 65 - 80
65 90 130 95 100 135 65 65 80
NZ - Wellington NZ - Wellington
55 - 80 80 - 100 120 - 140 80 - 110 90 - 120 125 - 150 60 - 75 60 - 75 70 - 90

Social Media Social Media Social Media


Coordinator Executive Manager CRM Manager
55 65 110 100
NSW - Sydney
50 - 60 60 - 75 100 - 150 80 - 130
55 65 110 100
VIC - Melbourne
50 - 60 60 - 75 100 - 150 80 - 130
60 70 85 80
QLD - Brisbane
55 - 65 65 - 75 75 - 95 70 - 90
60 75 85 80
SA - Adelaide
55 - 65 70 - 80 75 - 95 70 - 90
75 85 100 100
WA - Perth
65 - 85 75 - 90 90 - 115 90 - 110
55 65 110 100
ACT - Canberra
45 - 60 60 - 75 100 - 150 80 - 130
50 60 85 100
NZ - Auckland
40 - 55 55 - 70 75 - 100 90 - 110
50 60 80 95
NZ - Wellington
40 - 55 55 - 70 70 - 90 90 - 110

NOTES: NOTES:
 All salaries shown exclude superannuation  All salaries shown exclude superannuation
New Zealand salaries are represented in New Zealand dollars New Zealand salaries are represented in New Zealand dollars

82 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 83


MARKETING RETAIL

PR
PR & COMMUNICATIONS Coordinator PR Executive PR Manager PR Director
65 80 100 150
NSW - Sydney
55 - 75 75 - 90 85 - 120 130 - 160
65 75 100 140
VIC - Melbourne
60 - 70 70 - 80 80 - 120 130 - 160
50 70 90 120
QLD - Brisbane
40 - 60 60 - 80 80 - 100 100 - 130
55 75 90 125
SA - Adelaide
45 - 60 60 - 85 85 - 120 80 - 130
75 75 95 135
WA - Perth
65 - 85 70 - 90 85 - 115 120 - 150
55 85 100 130
ACT - Canberra
50 - 60 80 - 90 90 - 110 120 - 140
60 70 90 120
NZ - Auckland
50 - 70 60 - 80 70 - 110 100 - 160
55 60 80 120
NZ - Wellington
45 - 65 55 - 75 70 - 105 100 - 160
AUSTRALIA The retail market in general has become As mentioned, Sales Consultants with
very candidate short, enabling the best Mandarin language skills are highly
The retail industry in Australia is more candidates to negotiate higher salaries sought after as many high-end retailers
dynamic than ever characterised by an and be highly selective when choosing rely on overseas visitors to boost their
influx of international brands, new retail where to work. We expect these sales. We have seen more retailers
Media Relations Corporate Relations Corporate Relations property developments and greater candidate-favourable conditions to implementing competitive commission
Manager Manager Executive innovation both online and in store. continue in the year ahead. As a result, structures for their Sales Consultants to
100 120 80 The continued entry of international counter offers will increase as retail attract the best candidates. While this is
NSW - Sydney retailers into the Australian market is employers attempt to retain top talent, good news for candidates, we anticipate
90 - 120 100 - 150 70 - 90
creating high competition for top retail especially at the senior level. base salaries will remain stable with no
100 100 75
VIC - Melbourne talent. This has led to an increase in large increases projected for the financial
90 - 120 90 - 120 70 - 85 In fashion, Buyers salaries have remained
salaries for roles experiencing candidate year. Overall, we expect an increasing
90 90 75 stable. Demand for Planners has increased
QLD - Brisbane shortages such as Merchandise Planners emphasis to be placed on commission
as major retailers expand their planning
80 - 110 80 - 110 70 - 85 and sales staff who speak Mandarin. and product allowances to attract and
functions. As a result Merchandise
100 95 75 retain retail talent.
SA - Adelaide One of the biggest trends in the retail Allocators will also be in higher demand in
90 - 110 80 - 110 60 - 80 market is the investment into digital the coming year with the best candidates Finally, the trend of globalisation
100 100 75 technology, not only for the purposes of able to command competitive salaries. continues in Australias retail sector with
WA - Perth many operators looking overseas to
85 - 120 85 - 120 65 - 85 e-commerce, but also to enhance the

ACT - Canberra
115
90 - 130
135
95 - 140
85
80 - 90
in-store experience. This will create a
growing demand for head-office retail
staff with an understanding of digital
general
The retail market in
has become
source staff including for very senior
roles. We are also seeing Australian retail
talent leaving the market here as local
NZ - Auckland
90 120 75 development and marketing, a skillset very candidate short, retailers expand their operations in other
80 - 110 100 - 140 70 - 90
80 120 75
that isnt widely available in the Australian enabling the best countries. The pressure to find the right
candidate is also leading an increasing
market and which companies will need to
NZ - Wellington
70 - 110 100 - 140 70 - 90 compete for. candidates to negotiate number of retailers to consider providing
higher salaries and be flexible visa options and sponsorship even
highly selective when for more junior level positions.
choosing where to work.

Senior Group Planning
Merchandise Assistant Merchandise Merchandise Planning Manager/
MERCHANDISE PLANNING Assistant Planner Planner Planner Manager Director

SALARY INFORMATION: RETAIL


Sydney 50 - 60 60 - 75 75 - 125 100 - 140 125 - 200 150 - 350

Melbourne 50 - 60 60 - 75 75 - 125 100 - 140 125 - 200 150 - 350

Merchandise
Buying Assistant Buying Manager/
BUYING Assistant Buyer Buyer Senior Buyer Manager Buying Director

Sydney 45 - 60 55 - 70 70 - 130 90 - 150 125 - 200 150 - 400

Melbourne 50 - 60 60 - 75 70 - 130 90 - 150 125 - 200 150 - 400

NOTES: NOTES:
 All salaries shown exclude superannuation  All salaries shown exclude superannuation
New Zealand salaries are represented in New Zealand dollars

84 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 85


RETAIL LOGISTICS

Head of Design/
Assistant Senior Creative
DESIGN Designer Designer Designer Director

Sydney 50 - 60 60 - 125 90 - 150 120 - 250

Melbourne 50 - 60 60 - 125 90 - 150 120 - 250

Garment Product
Pattern Technician/ Asst Product Product Development
PRODUCT DEVELOPMENT & TECHNICAL Cutter QA Developer Developer Manager

Sydney 60 - 90 50 - 85 50 - 65 60 - 90 85 - 125

Melbourne 60 - 90 50 - 85 50 - 65 60 - 90 85 - 125

VM Store Visual Area Visual National VM


VISUAL MERCHANDISING Coordinator Merchandiser Merchandiser State VM Manager
AUSTRALIA Across Australia supply chain planning
roles (both demand and supply) are
Salaries are rising after many turbulent plentiful but strong demand planning
Sydney 45 - 55 42 - 55 45 - 80 65 - 100 80 - 200 years of transformation and change in experience and SAP/APO are in very short
Australias logistics sector. The lower supply, which has increased salaries for
Melbourne Australian dollar has created stability and these roles. Organisations that have the
45 - 55 42 - 55 45 - 80 65 - 100 80 - 200
growth in logistics once again, although ability to sponsor from overseas are well
the salary increases really only equate to placed to take advantage of the very
a return to levels seen three years ago. strong planning experience of many
Assistant Assistant Assistant Assistant Assistant
Another major trend is the changing candidates in Europe.
SM/2IC SM/2IC SM/2IC SM/2IC SM/2IC
requirements of employers, who now look Formal qualifications across the logistics
In-store Sales (Turnover (Turnover (Turnover (Turnover (Turnover
for candidates with suitable soft skills and industry have become more prevalent. It
OPERATIONS Professional up $2 m) $2-5 m) $5-10 m) $10-20 m) $20+ m) the right cultural fit. Two years ago this has become a lot harder to work your way
was of minimal importance. The computer up into an operational management role
Sydney 45 - 55 42 - 50 50 - 55 50 - 75 65 - 90 75 - 100 skills of warehouse (store person) or even a supervisory role without some
candidates are also now measured, formal training and education. Those with
Melbourne 45 - 55 42 - 50 50 - 55 50 - 75 65 - 90 75 - 100 especially SAP and Microsoft Office. In supply chain management diplomas and
addition, a Logistics Coordinator (office) similar stand out, but candidates are not
needs to hold a forklift licence to be doing much else to develop their careers.
considered for a role. Making a qualification a hiring criterion
Store Manager Store Manager Store Manager Store Manager Store Manager Cluster / Area
(Turnover (Turnover (Turnover (Turnover (Turnover Manager In geographical trends, in South Australia will dictate which roles candidates apply
up $2 m) $2-5 m) $5-10 m) $10-20 m) $20+ m) 510 Stores we have seen increased recruitment for rather than encourage more to
activity partly due to a global retail giant undertake formal training.
Sydney 45 - 60 50 - 70 70 - 110 80 - 115 90 - 125 60 - 85 entering the market in 2016. Opportunities Finally, while Australia is not short of
exist at the operations level in both talent for small to medium sized
transport and warehousing, while other businesses, larger operations need to
Melbourne 45 - 60 50 - 70 65 - 110 80 - 115 90 - 125 60 - 85 roles are being created in rival companies expand their candidate search nationally
as staff move to the new competitor. The to secure the experience they need.
public health system in the state also National recruitment strategies are being
Area/Regional Area/Regional Big Box - Big Box - Big Box - continues to create opportunities for used to fill management roles overseeing
Manager Manager Multi-site Multi-site Multi-site blue-collar warehouse staff. in excess of 80 staff. Good candidates are
10-20 Stores 20+ Stores State Manager 510 Stores 1120 Stores 20+ Stores In Victoria and New South Wales the still attracted to big brands and large
logistics market continues its focus on teams. Employers planning to hire should
Sydney 70 - 110 90 - 150 80 - 150 75 - 150+ 85 - 180 120 - 200 lean efficiency and cost reductions. As act swiftly as quality candidates are

SALARY INFORMATION: LOGISTICS


more companies outsource their secured quickly.
Melbourne 70 - 110 90 - 150 80 - 150 75 - 150+ 85 - 180 120 - 200 opportunities to third party logistics
providers (3PL providers) salaries are
being squeezed so providers can offer the
most competitive pricing to win business.
Loss National This is presenting 3PL providers with a
Prevention E-Commerce Operations Retail General hiring challenge. They want quality talent
HEAD OFFICE Manager Manager Manager Director Manager but also to keep salaries contained. The
risk posed by suppressing salaries will
Sydney 80 - 120 85 - 200 150 - 300 150 - 400 200 - 500+ only worsen as the demand for logistics
skills increases.
Melbourne 80 - 120 90 - 200 150 - 300 150 - 400 200 - 500+

supply
Across Australia
chain planning
roles are plentiful but
strong demand planning
experience and SAP/APO

NOTES:
 All salaries shown exclude superannuation are in very short supply.

86 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 87


LOGISTICS LOGISTICS

Distribution TRANSPORT MR/HR Driver HC/MC Driver Mechanic


Operations Centre Project Warehouse Warehouse
60 60 75
WAREHOUSE/DISTRIBUTION Manager Manager Manager Manager Supervisor NSW - Sydney
50 - 65 55 - 70 65 - 80
120 125 120 105 75 55 70 75
NSW - Sydney WA - Perth
100 - 150 115 - 140 110 - 140 90 - 120 60 - 80 45 - 65 60 - 90 65 - 90
110 140 125 100 70 60 60 75
WA - Perth VIC - Melbourne
95 - 145 110 - 180 90 - 150 80 - 150 60 - 90 50 - 65 55 - 70 65 - 80
110 130 120 100 75 55 60 72
VIC - Melbourne QLD - Brisbane
100 - 130 120 - 160 110 - 130 85 - 120 60 - 80 50 - 65 55 - 70 65 - 80
105 110 120 90 65 55 70 75
QLD - Brisbane SA - Adelaide
90 - 120 110 - 130 100 - 150 70 - 100 60 - 80 45 - 65 60 - 90 65 - 80
90 85 90 75 60
SA - Adelaide ACT - Canberra
80 - 110 75 - 110 75 - 100 60 - 85 50 - 70 N/A N/A N/A
105 120 100 80 65 53 63 75
ACT - Canberra NT - Darwin
80 - 120 110 - 130 80 - 120 70 - 90 60 - 75 50 - 55 60 - 65 65 - 80
110 95 100 95 65
NT - Darwin
95 - 130 80 - 120 90 - 120 85 - 100 60 - 90

Supply Chain Supply Chain Supply Chain Supply Chain


Contract/ Stock/ SUPPLY CHAIN Demand Planner Analyst Planner Manager Director
Account Warehouse Inventory
110 80 90 150 200
Manager Coordinator Controller Storeperson NSW - Sydney
90 - 115 60 - 90 80 - 100 130 - 180 175 - 225
100 55 65 50 90 85 90 160 230
NSW - Sydney WA - Perth
90 - 120 50 - 60 60 - 70 45 - 55 75 - 120 70 - 120 70 - 110 140 - 220 180 - 280
110 65 80 50 90 75 80 140 180
WA - Perth VIC - Melbourne
90 - 130 55 - 75 55 - 110 45 - 55 80 - 110 65 - 90 65 - 90 120 - 150 160 - 200
110 55 65 50 80 80 75 140 160
VIC - Melbourne QLD - Brisbane
100 - 130 45 - 60 50 - 70 45 - 55 75 - 90 65 - 90 65 - 90 120 - 150 150 - 180
85 55 65 45 65 65 55 115 145
QLD - Brisbane SA - Adelaide
70 - 100 50 - 65 50 - 80 35 - 55 60 - 80 60 - 75 50 - 70 100 - 130 135 - 150
100 50 50 40 75 75 65 130 165
SA - Adelaide ACT - Canberra
80 - 120 50 - 65 45 - 70 35 - 50 70 - 95 60 - 80 60 - 75 120 - 150 150 - 180
85 55 65 45 70 90 75 140 150
ACT - Canberra NT - Darwin
70 - 100 50 - 65 50 - 80 35 - 55 60 - 90 75 - 110 55 - 90 120 - 160 120 - 180
110 60 65 55
NT - Darwin
90 - 130 50 - 70 55 - 75 45 - 75
Logistics Customer/ Logistics/ Import/Export
Manager/ Account Operations/ Operations Documentation
Contract/ INTERNATIONAL TRADE Branch Manager Managers Customs Supervisors Clerks
Operations Transport Account Transport Fleet
130 90 85 75 70
TRANSPORT Manager Manager Manager Analyst Fleet Manager Controller NSW - Sydney
120 - 150 80 - 95 80 - 90 65 - 100 65 - 75
100 150 100 70 90 65 150 85 115 85 60
NSW - Sydney WA - Perth
80 - 120 130 - 180 90 - 110 60 - 80 80 - 90 55 - 75 120 - 180 70 - 100 85 - 150 75 - 105 50 - 75
140 130 120 70 90 75 125 75 85 75 60
WA - Perth VIC - Melbourne
110 - 180 90 - 160 100 - 140 60 - 90 75 - 110 60 - 85 120 - 160 65 - 90 75 - 100 70 - 100 55 - 70
120 130 110 70 80 65 120 70 85 80 50
VIC - Melbourne QLD - Brisbane
100 - 130 110 - 140 100 - 130 65 - 80 70 - 85 55 - 75 110 - 150 55 - 85 70 - 120 70 - 100 40 - 55
120 90 85 70 80 65 120 65 85 80 45
QLD - Brisbane SA - Adelaide
80 - 140 80 - 100 80 - 100 60 - 80 70 - 85 60 - 75 120 - 160 55 - 90 70 - 120 70 - 100 45 - 55
90 90 85 55 70 55 100 60 70 75 40
SA - Adelaide ACT - Canberra
80 - 100 80 - 100 80 - 100 45 - 60 65 - 80 50 - 60 90 - 140 50 - 80 65 - 95 65 - 90 40 - 50
100 80 85 60 80 65 140 95 90 95 70
ACT - Canberra NT - Darwin
80 - 120 70 - 90 80 - 100 50 - 65 70 - 85 60 - 75 110 - 180 65 - 110 80 - 100 80 - 120 55 - 80
110 100 110 70 85 70
NT - Darwin
95 - 130 90 - 120 90 - 130 60 - 85 75 - 95 60 - 85

NOTES: NOTES:
All salaries are representative of the total package value All salaries are representative of the total package value
Salary packages include superannuation Salary packages include superannuation
Supply Chain salaries are related solely to this function within Logistics, not Procurement Supply Chain salaries are related solely to this function within Logistics, not Procurement

88 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 89


PROCUREMENT PROCUREMENT

Senior
Purchasing Purchasing Purchasing Purchasing Contract Contract
PROCUREMENT Officer Officer Analyst Manager Administrator Manager
70 80 80 100 90 120
NSW - Sydney
65 - 75 75 - 90 70 - 90 90 - 120 80 - 100 100 - 140
70 90 75 100 90 125
VIC - Melbourne
60 - 80 80 - 100 70 - 85 90 - 120 80 - 100 80 - 160
65 75 80 110 90 110
QLD - Brisbane
60 - 75 70 - 85 60 - 95 100 - 130 70 - 120 90 - 130
60 70 75 100 75 110
SA - Adelaide
55 - 65 65 - 75 65 - 80 80 - 120 70 - 90 100 - 120
60 75 70 110 75 130
WA - Perth
50 - 70 65 - 95 60 - 80 100 - 130 60 - 90 100 - 150
65 80 75 100 80 120
ACT - Canberra
60 - 80 80 - 120 70 - 110 90 - 120 80 - 100 80 - 170
55 70 65 100 65 100
New Zealand
50 - 65 60 - 80 55 - 75 90 - 120 60 - 70 80 - 120

AUSTRALIA The contracting market in Canberra will


Strategic Chief
remain steady until the government
The outlook for procurement professionals stabilises following the federal election. Procurement Sourcing Procurement Procurement Demand Inventory
is positive with a range of factors driving Permanent vacancy activity will at that Manager Manager Officer Specialist Planner Analyst
recruitment activity in different sectors time increase.
and locations. 140 150 280 90 85 60
NSW - Sydney
Meanwhile, NSW is feeling the impact of 120 - 160 120 - 180 220+ 80 - 110 70 - 110 45 - 75
A number of private sector organisations change following a period of redundancies 125 130 200 90 80 60
around Australia still have little or no and restructuring resulting in the VIC - Melbourne
procurement function. However, creating an 110 - 150 120 - 150 180+ 80 - 110 70 - 90 55 - 70
centralising of the procurement function.
internal function and implementing 120 135 180 90 90 70
Candidates appear to have a good choice of QLD - Brisbane
processes for tighter control over costs isa opportunities across the public and private 100 - 150 110 - 165 160+ 85 - 115 80 - 100 60 - 80
growing trend. Employers ready to create sectors. Contracting is particularly popular 130 120 250 90 80 60
this discipline in-house look for candidates SA - Adelaide
due to a faster turnaround time and more 100 - 130 100 - 180 150+ 90 - 110 80 - 100 55 - 70
with greenfield experience establishing competitive rates. 140 140 180+ 90 100 60
procurement inside an organisation. In terms WA - Perth
of salary, these opportunities are still In NSW demand has increased for Category 100 - 180 120 - 200 180+ 80 - 110 85 - 100 50 - 75
influenced by budget constraints. This is Managers within indirect categories, 110 120 150 90 80 60
particularly for those with niche skills such ACT - Canberra
especially so within the manufacturing 110 - 170 100 - 140 150 - 200 80 - 110 70 - 90 55 - 70
sector, where employers continue to operate as IT due to the larger role investment in 115 130 150 95 80 60
in much leaner environments. However, the technology now plays in the growth New Zealand
100 - 140 110 - 150 130+ 80 - 115 70 - 90 50 - 70
opportunities available offer candidates strategies of many organisations.
great experience and development. Contracting continues to dominate in
Another trend is the number of quality Western Australia. With the continuing Category Materials Supply Chain Supply Chain Supply Chain
entry-level jobs available, such as downturn in the mining and oil and gas Manager Manager Analyst Manager Director
Procurement Officer. Roles at this level industries, salaries in WA have continued 140 85 80 140 210
encourage new talent to commence a to soften. While vacancy activity remains NSW - Sydney
positive for a range of procurement roles 110 - 170 70 - 100 70 - 90 100 - 160 180 - 250
procurement career, which supports the
in Victoria across both the public and 125 85 70 120 200
growth of the industry. To be successful, VIC - Melbourne
candidates need to demonstrate soft skills private sectors. In particular demand are 100 - 150 70 - 100 60 - 80 100 - 140 180 - 250
as well as technical ability. The industry is Contract Administrators, Tender 120 85 70 100 145
Specialists and Procurement Managers. QLD - Brisbane
SALARY INFORMATION: PROCUREMENT

looking to break the mould of traditional 80 - 150 70 - 110 60 - 90 90 - 120 130 - 160
technical procurement by developing a Salaries in Victoria for the procurement 120 85 80 110 200
broader skill set in the next generation. sector have shown an increase across the SA - Adelaide
majority of jobs. 90 - 120 70 - 100 60 - 80 100 - 120 160 - 250
120 80 85 130 180


WA - Perth
Creating an internal South Australias public sector has also 90 - 140 70 - 100 80 - 100 100 - 160 150 - 260
seen positive hiring activity, driven by
function and processes secondments and the need for ACT - Canberra
90
N/A N/A
120
N/A
for tighter control over procurement teams to work on the new 80 - 110 90 - 130
costs is a growing trend.
hospital project in Adelaide. Defence has 100 85 70 115 160
New Zealand
also focused on increasing its capability 90 - 110 70 - 100 60 - 80 100 - 130 140 - 200
within category management and
In terms of geographical trends, salary
strategic sourcing. On the whole salaries
increases have been seen in Canberra as
are remaining static as the market is still
employers attempt to attract procurement
predominantly driven by temporary and
candidates from interstate or other
contract activity; we are also not seeing
organisations. This activity has been driven
premiums on offer to candidates to
by the private sector as it competes locally
undertake contract positions.
with federal hiring and increased senior
appointments that have reached levels of
demand not experienced in three years.
Federal Government activity has remained
strong with noticeable demand for
contractors at the operational level of
NOTES:
$60,000 to $80,000 per annum. However All salaries are representative of the total package value Supply Chain salaries are related solely to this function within
candidates with the specific skills required Procurement, not Logistics
Package includes superannuation
are in short supply.
New Zealand salaries are represented in New Zealand dollars

90 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 91


LEGAL LEGAL

PRIVATE PRACTICE - TOP TIER Paralegal Graduate 0-1 yrs P.A.E 1-2 yrs P.A.E 2-3 yrs P.A.E
65 65 70 80 90
NSW - Sydney
50 - 95 55 - 70 60 - 75 70 - 85 75 - 100
70 60 70 80 85
VIC - Melbourne
50 - 80 55 - 70 60 - 75 65 - 90 80 - 90
60 60 68 75 85
QLD - Brisbane
40 - 79 55 - 69 55 - 75 60 - 85 75 - 92
65 65 73 85 93
WA - Perth
55 - 80 60 - 70 65 - 75 75 - 87 87 - 97
60 60 62 70 80
ACT - Canberra
45 - 65 50 - 65 55 - 65 65 - 75 75 - 90
62 55 65 65 68
SA - Adelaide
58 - 75 55 - 65 60 - 80 60 - 70 62 - 75
45 42 46 55 65
New Zealand
35 - 55 40 - 50 40 - 52 47 - 60 60 - 75

AUSTRALIA states workers compensation act. We are NEW ZEALAND 3-4 yrs P.A.E 4-5 yrs P.A.E 5-6 yrs P.A.E 6+ yrs P.A.E
also seeing mid to large legal firms investing 105 120 140 170
The construction boom in Sydney is driving in business development including the The market for legal talent in New Zealand NSW - Sydney
demand for Commercial Property and continues to be very strong. This is based 85 - 120 100 - 140 120 - 170 130 - 180
possibility of online legal services. Diversity
Construction Lawyers with top-tier on increased demand for legal services 100 115 130 140
is a priority with firms creating more VIC - Melbourne
backgrounds for in-house roles in large opportunities for female partners and better due to high levels of business activity and 85 - 110 95 - 135 110 - 160 120 - 170
infrastructure/development companies. retention strategies for staff on parental an expanding economy. We are seeing a 95 115 130 140
Demand for in-house and private practice shortage of qualified candidates across QLD - Brisbane
leave. Finally, we expect to see some 400 80 - 103 95 - 125 105 - 175 110 - 180
Corporate and Commercial Lawyers with graduates vying for far fewer places during the board but particularly in the areas of
103 125 140 150
solid mergers and acquisition backgrounds, the next intake. corporate and commercial law including WA - Perth
particularly mid to senior Lawyers, is also construction, banking and finance, 90 - 115 100 - 135 120 - 145 130 - 170
buoyant. Company secretary candidates are In Victoria private practice employers mergers and acquisitions and general 90 110 120 135
want candidates with three to six years ACT - Canberra
in short supply, as are candidates for the transactional work. Experienced 80 - 100 90 - 115 110 - 130 115 - 145
increased number of mid to senior private PQE. Areas of increased hiring demand Commercial Property Solicitors are in very 78 110 130 140
practice roles. Salaries havent moved much include property, commercial and high demand for increasing volumes of SA - Adelaide
70 - 85 90 - 120 95 - 140 110 - 155
from last year and we dont foresee this litigation. Salaries remain steady but we work particularly in Auckland.
are seeing more bonuses used to try and 75 90 105 120
happening in the year ahead. New Zealand
retain staff. Meanwhile, hiring levels for litigation 70 - 85 80 - 110 80 - 130 100 - 140
In a number of locations, large organisations candidates remain solid and not as
are looking for legal talent to help develop strong as the demand for commercial
asset acquisition strategy plans in the face
of falling oil prices. The downturn in energy,
oil & gas and other resources has negatively
weInaretheseeing
government sector
increased
law professionals.
Overall, salary levels for legal talent have
Senior Associate Special Counsel Salaried Partner Equity Partner
200 220+ 300+ 750+
impacted hiring and salary trends around hiring activity at both the started to rise in line with the increasing NSW - Sydney


demand for candidates although we still 140 - 250
Australia including in Western Australia state and federal level. havent seen the same level of salary 170 240+ 250+ 500+
where redundancies continue. VIC - Melbourne
growth that weve observed in some 120 - 230
On the upside, WA is seeing key areas of In the government sector we are seeing other sectors.
increased hiring activity at both the state 170 225 250+ 500+
demand including insolvency, property QLD - Brisbane
and federal level particularly in the Despite increasing competition for talent, 120 - 230 200 - 250
law and employment/workplace relations,
contract space. Areas of notable demand many of the top firms remain relatively 180 240 300+ 500+
specifically within the health and safety WA - Perth
include policy and legislation and also rigid in their recruitment practices. This 150 - 200 220 - 250
space to help employers comply with
Freedom of Information with employers includes a traditional preference for hiring
legislative changes. Another trend is an 160 180+ 200+ 350+
more interested in the projects a only candidates that have experience in ACT - Canberra
imbalance between available in-house 120 - 170
candidate has worked on than their firms of a similar size. We have however
roles and qualified candidates due to 170 220 250+ 500+
experience overall. seen a slightly reduced focus on academic
previous redundancies and a desire from SA - Adelaide
qualifications with many firms now 150 - 220 180 - 250
many mid to senior level private practice The Canberra market continues to looking for a variety of skills and 140 150+ 180+ 300+
lawyers for greater work-life balance. At improve due to more public sector hiring New Zealand
experience including commercial acumen. 110 - 175
the junior end, fewer opportunities in and also several large property The extra-curricular experience candidates
SALARY INFORMATION: LEGAL

private practice in WA mean those development and infrastructure projects, have acquired also play a role in selection.
seeking career development need to be though salaries have remained flat. Law
more flexible around salary.

candidate
firms look for Construction and Property
In Queensland, mid-tier firms looking to Lawyers with relevant experience and also The highest area of
expand are driving up hiring demand. On Senior Employment Lawyers with demand remains
for three to six year PQE.

the candidate side, we are seeing Solicitors Comcare expertise. We are also seeing a
with one to two years of experience trying shortage of experienced Commercial
to better their circumstances by changing Lawyers with general procurement,
contracts and probity expertise at the six The highest area of candidate demand
employers regularly. This is a risky strategy, remains for three to six year PQE. This
as employers want any potential new hire to to eight year PQE level and Senior
Criminal and Personal Injury (PI) law can be attributed to a high proportion of
have a stable career history. Salaries are these candidates travelling overseas, and
steady across all areas however where key specialists at the five to eight year PQE
mark. PI Lawyers with plaintiff experience the prevalence of individuals to stay in
skills are required in areas such as property, their current roles.
POTENTIAL BENEFITS THAT MAY BE
construction and M&A companies are are more of interest to small to mid-tier INCLUDED ON TOP OF BASE SALARIES SHOWN NOTES:

having to increase salaries. Canberra firms. Parking Salary shown is total package including superannuation, New Zealand salaries are represented in New Zealand dollars
Health cover benefits and professional memberships New Zealand figures are representative of those offered in
Salaries in South Australia have remained Further education studies New Zealand salaries exclude superannuation larger commercial practices
Gym membership
flat. Many small to medium personal injury Vehicle expenses P.A.E: Post admission experience Equity partner salary is representative of profit drawing plus
firms are diversifying due to the revenue Bonuses The salary packages above have been compiled on the basis base and superannuation
implications of the 2015 changes to the Laptops/mobile phone of information from top tier law firms within the CBD

92 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 93


LEGAL LEGAL

PRIVATE PRACTICE - MID TIER Paralegal Graduate 0-1 yrs P.A.E 1-2 yrs P.A.E 2-3 yrs P.A.E PRIVATE PRACTICE - SMALL PRACTICES Paralegal Graduate 0-1 yrs P.A.E 1-2 yrs P.A.E 2-3 yrs P.A.E
60 55 65 70 85 50 50 55 60 70
NSW - Sydney NSW - Sydney
50 - 75 50 - 65 55 - 75 55 - 85 65 - 90 45 - 75 50 - 55 50 - 60 55 - 70 65 - 90
60 55 60 70 80 50 45 50 55 65
VIC - Melbourne VIC - Melbourne
40 - 75 45 - 65 55 - 70 60 - 80 65 - 95 40 - 65 45 - 50 40 - 60 40 - 60 45 - 85
60 55 60 70 80 50 45 50 55 65
QLD - Brisbane QLD - Brisbane
45 - 75 45 - 60 50 - 75 55 - 80 60 - 90 45 - 60 40 - 55 40 - 60 50 - 70 50 - 75
60 60 65 75 85 55 50 55 70 75
WA - Perth WA - Perth
45 - 75 50 - 65 60 - 70 65 - 75 70 - 85 40 - 65 40 - 55 50 - 60 55 - 70 65 - 85
55 60 65 75 80 50 55 60 70 80
ACT - Canberra ACT - Canberra
35 - 65 55 - 65 55 - 75 70 - 85 75 - 90 35 - 60 50 - 65 55 - 65 65 - 75 75 - 90
55 50 55 60 65 40 45 48 55 60
SA - Adelaide SA - Adelaide
35 - 65 45 - 55 52 - 62 53 - 62 60 - 75 35 - 60 40 - 55 46 - 52 50 - 60 55 - 65
42 40 45 50 68 40 40 42 45 55
New Zealand New Zealand
35 - 55 38 - 47 40 - 52 45 - 60 60 - 75 35 - 60 35 - 45 38 - 45 40 - 55 45 - 58

3-4 yrs P.A.E 4-5 yrs P.A.E 5-6 yrs P.A.E 6+ yrs P.A.E 3-4 yrs P.A.E 4-5 yrs P.A.E 5-6 yrs P.A.E 6+ yrs P.A.E
95 110 120 140 80 100 110 120
NSW - Sydney NSW - Sydney
70 - 100 95 - 130 100 - 140 110 - 150 75 - 100 85 - 105 90 - 120 100 - 140
90 105 115 130 80 80 100 115
VIC - Melbourne VIC - Melbourne
70 - 100 75 - 120 95 - 140 100 - 150 50 - 90 75 - 100 85 - 120 95 - 135
92 100 115 130 80 90 100 115
QLD - Brisbane QLD - Brisbane
70 - 100 80 - 120 90 - 150 100 - 150 55 - 90 65 - 100 80 - 125 90 - 135
93 115 120 140 83 95 105 120
WA - Perth WA - Perth
85 - 100 100 - 130 110 - 135 120 - 150 75 - 90 80 - 110 95 - 130 95 - 140
90 100 125 120 90 90 100 110
ACT - Canberra ACT - Canberra
85 - 100 95 - 115 110 - 130 110 - 140 85 - 95 85 - 100 90 - 110 95 - 120
75 85 95 110 70 75 80 85
SA - Adelaide SA - Adelaide
70 - 85 85 - 95 90 - 105 95 - 120 65 - 80 70 - 85 73 - 95 75 - 100
72 80 85 100 65 70 75 90
New Zealand New Zealand
68 - 76 70 - 90 70 - 95 80 - 115 45 - 70 50 - 75 55 - 80 70 - 110

Senior Associate Special Counsel Salaried Partner Equity Partner Senior Associate Special Counsel Salaried Partner Equity Partner
160 200+ 250+ 300+ 130 170 200+ 250+
NSW - Sydney NSW - Sydney
140 - 180 110 - 160 160 - 190
150 200+ 300+ 300+ 120 175 180+ 250+
VIC - Melbourne VIC - Melbourne
130 - 180 100 - 150 150 - 190
150 200 200+ 300+ 120 170 180+ 250+
QLD - Brisbane QLD - Brisbane
110 - 180 180 - 220 90 - 160 160 - 180
160 185 250+ 300+ 140 170 200+ 250+
WA - Perth WA - Perth
140 - 180 170 - 200 110 - 170 150 - 180
120 150+ 200+ 250+ 120 160 150+ 180+
ACT - Canberra ACT - Canberra
115 - 150 120 - 180 95 - 150 120 - 180
120 160+ 150+ 250+ 100 160 160+ 150+
SA - Adelaide SA - Adelaide
110 - 140 95 - 120
120 140+ 150+ 200+ 95 120+ 120+ 140+
New Zealand New Zealand
100 - 140 85 - 110

POTENTIAL BENEFITS THAT MAY BE POTENTIAL BENEFITS THAT MAY BE


INCLUDED ON TOP OF BASE SALARIES SHOWN NOTES: INCLUDED ON TOP OF BASE SALARIES SHOWN NOTES:
Parking S
 alary shown is total package including superannuation, Equity partner salary is representative of profit drawing Parking Salary shown is total package including superannuation, The salary packages above have been compiled on the basis
Health cover benefits and professional memberships rather than base plus superannuation Health cover benefits and professional memberships of information from small law firms within the CBD
Further education studies N
 ew Zealand salaries exclude superannuation New Zealand salaries are represented in New Zealand dollars Further education studies New Zealand salaries exclude superannuation P.A.E: post admission experience
Gym membership Gym membership
Vehicle expenses T
 he salary packages above have been compiled on the basis Vehicle expenses Equity partner salary is representative of profit drawing
Bonuses of information from mid tier law firms within the CBD Bonuses rather than base plus superannuation
Laptops/mobile phone P.A.E: post admission experience Laptops/mobile phone New Zealand salaries are represented in New Zealand dollars

94 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 95


LEGAL LEGAL

Legal Counsel Legal Counsel Legal Counsel INTERNATIONAL Non qualified 0-1 yrs P.Q.E 1-2 yrs P.Q.E 2-3 yrs P.Q.E 3-4 yrs P.Q.E
IN-HOUSE Paralegal 0-1 yrs P.A.E 1-2 yrs P.A.E 2-3 yrs P.A.E 3-4 yrs P.A.E
Hong Kong HK$ average monthly N/A 52 - 75 66 - 91 74 - 95 80 - 100
NSW - Sydney 50 - 95 55 - 65 60 - 80 70 - 100 90 - 120
London average yearly 52 - 68 56 - 74 60 - 84 66 - 90 72 - 100
VIC - Melbourne 50 - 85 50 - 55 60 - 80 65 - 95 80 - 110

QLD - Brisbane, Gold Coast & Sunshine Coast 50 - 85 50 - 60 60 - 80 65 - 80 80 - 110 4-5 yrs P.Q.E 5-6 yrs P.Q.E 6+ yrs P.Q.E

WA - Perth 50 - 85 60 - 65 65 - 85 85 - 110 90 - 120 Hong Kong HK$ average monthly 86 - 115 93 - 126 126 - 200+

ACT - Canberra 45 - 85 65 - 75 75 - 80 80 - 85 85 - 100 London average yearly 76 - 105 82 - 115 95 - 125

SA - Adelaide 40 - 60 40 - 55 45 - 55 55 - 80 70 - 90

New Zealand 40 - 60 40 - 55 50 - 65 60 - 80 70 - 90

Legal Counsel Legal Counsel Legal Counsel Senior Legal Counsel


4-5 yrs P.A.E 5-6 yrs P.A.E 6+ yrs P.A.E 6+ yrs P.A.E General Counsel

NSW - Sydney 100 - 140 120 - 155 130 - 180 150 - 220 200 - 300+

VIC - Melbourne 90 - 120 110 - 150 110 - 150 130 - 200 180+

QLD - Brisbane, Gold Coast & Sunshine Coast 100 - 125 110 - 150 120 - 170 140 - 200 150 - 200+

WA - Perth 110 - 140 130 - 150 140 - 160 150 - 170 180 - 300+

ACT - Canberra 100 - 110 115 - 130 120 - 140 120 - 160 160 - 200+

SA - Adelaide 80 - 100 95 - 125 100 - 135 110 - 155 150

New Zealand 80 - 100 100 - 130 110 - 140 110 - 155 150+

POTENTIAL BENEFITS THAT MAY BE


INCLUDED ON TOP OF BASE SALARIES SHOWN NOTES:
Car S
 alary shown is total package including superannuation, In-house lawyers in financial services would receive a bonus,
Parking benefits and professional memberships not included in packages indicated
Gym memberships N
 ew Zealand salaries are represented in New Zealand Dollars New Zealand salaries exclude superannuation
Health cover
Vehicle expenses P
 .A.E: Post admission experience
Bonuses
Laptops/mobile phone
School fees
Interest free loans

Assistant Assistant
Company Company Company Company
Secretary Secretary Secretary Secretary
COMPANY SECRETARIAL (unlisted company) (listed company) (unlisted company) (listed company)

NSW - Sydney 80 - 100 90 150 120 - 160 150 - 200+

VIC - Melbourne 85 - 110 90 - 140 120 - 160 150 - 200+

QLD - Brisbane, Gold Coast & Sunshine Coast 80 - 100 90 150 120 - 160 150 - 200+

WA - Perth 90 - 110 100 - 140 130 - 170 160 - 200+

ACT - Canberra 120 - 160 N/A 150 - 200 N/A

SA - Adelaide 75 - 100 85 - 125 110 - 150 140 - 180

New Zealand N/A N/A N/A N/A

NOTES: POTENTIAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN NOTES:
S
 alaries shown are excluding bonus, as they greatly vary Medical cover Bonuses P.Q.E: post qualification experience (this refers to English
New Zealand salaries are represented in New Zealand dollars Pension HK & offshore low tax qualifications which would exclude 2 years pre qualification
Relocation expenses training)
New Zealand salaries exclude superannuation

96 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 97


LIFE SCIENCES LIFE SCIENCES

Regulatory Regulatory Snr RegulatoryRegulatory Regulatory Head of


Affairs Affairs Affairs Project Affairs Regulatory
OPERATIONS Assistant Associate Associate Manager* Manager* Affairs *
64 75 100 130 150 195
Sydney
57 - 68 68 - 85 85 - 120 120 - 140 130 - 170 160 - 225
61 72 95 125 145 180
Melbourne
55 - 64 65 - 80 80 - 110 115 - 135 125 - 165 150 - 210

Senior Drug Medical


Drug Safety Safety Drug Safety Head of Drug Information
Associate Associate Manager* Safety* Medical Writer Associate
80 100 145 170 105 83
Sydney
70 - 87 85 - 115 125 - 165 155 - 185 85 - 125 75 - 90
74 93 135 160 105 78
Melbourne
65 - 82 80 - 106 120 - 150 140 - 180 85 - 125 70 - 86

Senior Medical Medical Senior Medical Medical Medical Medical


Information Services Services Information Science Science Liaison
AUSTRALIA We continue to see high demand for Salaries for commercial roles are set to Associate Associate Associate Manager* Liaison* Manager*
Clinical Research Associates (CRAs) and remain fairly stable. Within regulatory
Business conditions in life sciences are still Senior CRAs in the clinical space and affairs, some ambitious associates are 102 88 105 143 125 152
being influenced by 2015s introduction of Sydney
Medical Science Liaisons (MSLs) and seeking to move into senior roles faster 85 - 117 80 - 97 90 - 120 125 - 160 90 - 150 135 - 170
the Federal Governments Public Benefit Medical Advisors within the medical than employers feel their experience 98 85 100 140 120 145
Scheme Access (PBS) and Sustainability space. We have seen some salary warrants. Pipelines havent been strong in Melbourne
Package. The measures include price 80 - 112 78 - 92 90 - 115 120 - 155 90 - 145 125 - 165
increases for these roles. recent years; this is making it difficult for
reductions for some pharmaceuticals, candidates to attain the CAT1 and new
increase in generic substitutes and price Interestingly, we have seen biotech, devices Senior Health Senior Health
chemical entity (NCE) experience that
disclosure changes. As a result, many and pharma companies recruiting CRAs Medical Medical Medical Medical Economics Economics
companies want before promoting
pharmaceutical companies are trying to directly thereby competing with Contract Manager* Advisor* Advisor* Director* Associate Associate
someone to Senior Associate. Experienced
achieve more with fewer resources. Research Organisations (CROs) for top
senior talent remain in strong demand 140 158 175 235 102 138
performers. We expect this to continue Sydney


and are able to attract higher salaries.
We are expecting over the coming year. The co-sourced 120 - 160 140 - 175 150 - 200 180 - 290 85 - 120 115 - 160
model also remains popular. Across the We predict companies will continue to 130 155 163 235 100 135
some growth in the over- year we have seen an increase in demand encourage their regulatory professionals to Melbourne
110 - 150 140 - 170 145 - 180 180 - 290 85 - 115 115 - 155
the-counter (OTC) and for Health Economics/Market Access be more visible and work cross functionally.
medical devices areas.
We are expecting some growth in the over-
professionals, which in turn has positively
impacted salaries. The challenging PBS
environment has driven companies to
Candidates looking for a new role must be
able to demonstrate collaborate behaviours
and a commercial mindset.
Health
Economics
Health Economics/
Market Access
Hospital
Specialist
Medical
Device
the-counter (OTC) and medical devices compete for the strongest talent available Manager* Director* GP sales rep Sales Rep Sales Rep
areas. Generally, companies continue to be to help them remain competitive. 168 220 80 100 95
buffeted by a loss in revenue from Sydney
135 - 200 175 - 260 70 - 90 90 - 110 85 - 110

environment
blockbuster patent expirations and ongoing
significant merger and acquisitions.
The challenging PBS Melbourne
168 220 80 100 95
Restructures and restrictions on permanent has driven 135 - 200 175 - 260 70 - 90 90 - 110 85 - 110
headcount are still common with increasing companies to compete Regional/ Business Unit Brand/ Senior Brand/ Associate
numbers of candidates being engaged on
fixed term contracts. A few new companies
for the strongest talent State Sales National Sales Manager/ Product Product Brand / Product
have entered the Australian market creating available to help them Manager Manager Sales Director Manager Manager Manager
some senior opportunities in commercial
and medical.
remain competitive.
Sydney
130 160 190 110 135 95
SALARY INFORMATION: LIFE SCIENCES

110 - 140 140 - 190 160 - 220 95 - 130 120 - 150 80 - 100
130 160 190 110 135 95
Lead/ Clinical Clinical Melbourne
110 - 140 140 - 190 160 - 220 95 - 130 120 - 150 80 - 100
Clinical Trial Principal Team Project
OPERATIONS Administrator CRA Senior CRA CRA Manager Manager Marketing/ Quality Senior Quality Quality
60 75 95 105 115 120 Communications Marketing Marketing Assurance Assurance Assurance
Sydney
50 - 70 60 - 80 80 - 105 95 - 110 105 - 125 115 - 130 Specialist Manager Director Associate Associate Manager
60 75 95 105 115 120 80 150 180 65 83 118
Melbourne Sydney
50 - 70 60 - 80 80 - 105 95 - 110 105 - 125 115 - 130 70 - 90 130 - 175 175 - 220 55 - 75 74 - 95 105 - 140
80 150 180 60 80 115
Melbourne
Senior Clinical Clinical Clinical 70 - 90 130 - 175 175 - 220 50 - 72 72 - 92 90 - 135
Project Operations Director/Head Clinical Data
Manager Manager of Clinical Manager Statistician Quality Control Senior Quality Quality Control Quality Validation Validation
Associate Control Associate Manager Director Engineer Manager
140 140 200 100 110
Sydney 58 75 100 165 83 128
120 - 170 120 - 170 180 - 220 80 - 120 80 - 130 Sydney
140 140 200 100 110 50 - 65 65 - 85 90 - 110 150 - 180 70 - 95 115 - 140
Melbourne 53 72 95 165 80 118
120 - 170 120 - 170 180 - 220 80 - 120 80 - 130 Melbourne
45 - 60 62 - 82 85 - 105 150 - 180 70 - 90 105 - 130
NOTES: TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES:
All salaries shown exclude superannuation, car allowance and Additional super Cash bonuses Laptops All salaries shown exclude superannuation, car allowance and
any other benefits Health cover Study assistance Vehicle expenses any other benefits
Interest free loans Parking Professional memberships *These roles may include a car allowance of between
Car/car allowance Share options in company $15,000- $25,000 in the base salaries shown.

98 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 99


HEALTHCARE HEALTHCARE
Nursing Professionals

Clinical Care
Coordinator/
Registered Nurse Unit Care Manager/ DON/Facility Executive
NURSING PROFESSIONALS AGED CARE Enrolled Nurse Nurse Manager DDON Manager DON

NSW - Sydney 45 - 55 60 - 80 70 - 95 75 - 100 95 - 140 140 - 170

ACT - Canberra 45 - 65 60 - 80 70 - 95 75 - 100 95 - 140 140 - 170

NT - Darwin 45 - 60 60 - 70 70 - 80 80 - 100 100 - 120 120 - 150

WA - Perth 50 - 85 60 - 90 70 - 95 75 - 110 90 - 140 130 - 160

VIC - Melbourne 50 - 65 55 - 90 75 - 95 80 - 110 90 - 140 130 - 160

QLD - Regional 55 - 75 60 - 90 75 - 90 93 - 110 100 - 140 130 - 160

TAS - Hobart 49 - 65 55 - 75 65 - 80 85 - 95 90 - 110 120 - 170


AUSTRALIA allowances and free or subsidised
accommodation are typical perks, SA - Adelaide 48 - 60 57 - 80 85 - 95 97 - 108 110 - 130 120 - 165
Recruitment demand in Australias aged employers are not offering better salaries.
care sector continues to be buoyed by the
shortage of experienced Personal Care The National Disability Insurance Scheme
Assistants (PCAs) and Senior Managers. (NDIS) roll out continues to pick up pace
Quality Lifestyle Lifestyle Nurse
Aged care providers are vying for creating new roles but also redundancies
as the provision of services moves ACFI Manager Manager Assistant Manager Educator
business-minded Nurse Managers capable
of maximising the Aged Care Funding increasingly from the public to the private
sector in some states. In South Australia NSW - Sydney 90 - 110 120 - 130 45 - 60 75 - 100 70 - 95
Instrument (ACFI) who also have strong
people management and leadership skills. the opposite is true with the state
Experienced Nurses remain the most government announcing the creation of ACT - Canberra 90 - 110 120 - 130 45 - 60 75 - 100 70 - 95
sought after candidate in aged care, and more than 6,000 jobs. The NDIS involves
consequently some larger providers are a move to the provision of person-centred NT - Darwin 70 - 80 80 - 90 55 - 65 65 - 70 65 - 90
open to hiring Facility Managers from care models and extra fee paying services.
hospitality or soft services. We expect to see increased levels of
recruitment activity over the year ahead, WA - Perth 90 - 110 75 - 125 45 - 60 60 - 80 65 - 97
Clinical Care Coordinators and Clinical particularly from small to medium-sized
Care Managers continue to be in high organisations still restructuring and VIC - Melbourne 95 - 115 95 - 135 40 - 60 75 - 95 80 - 110
demand as employers balance the looking to fill management roles. These
pressures of promoting Registered Nurses employers are typically looking for
(RN) into these roles with the desire of QLD - Regional 70 - 85 75 - 90 50 - 60 80 - 100 80 - 95
candidates with experience driving fee-
employees to move up into Director of paying services in the private or Not-for-
Nursing/Facility Manager roles. Lacklustre Profit (NPF) healthcare sector with proven TAS - Hobart 85 - 105 85 - 100 38 - 55 65 - 80 80 - 110
salary growth for these roles is further strong organisational change
compounding the challenges of finding management skills. SA - Adelaide 95 - 108 96 - 108 38 - 55 65 - 80 96 - 108
the right staff.
Degree-qualified and experienced Case
At the RN level there is a shortage of Managers are in very high demand in the
people looking to move into aged care to areas of Child Protection, Children and
fill a rising number of vacancies. Families and Out of Home Care. Registered Clinical Clinical Manager/Clinical
Graduating nurses prefer to work in an Conversely, newly qualified Social NURSING PROFESSIONALS Enrolled Nurse/ Nurse/ Services Coordinator/
acute care environment both for the Workers and Psychologists are finding it NON-AGED CARE Nurse Midwife Midwife/ACSC Education Facilitator
experience and to access better salaries. increasingly difficult to get a first foot on
SALARY INFORMATION: HEALTHCARE

A lack of salary growth in aged care is a the career ladder. Services in the NFP NSW - Sydney 45 - 55 55 - 70 70 - 85 80 - 95
key factor in attracting candidates. sector are looking for more experienced
staff to help them operate in ACT - Canberra 45 - 65 55 - 70 70 - 85 80 - 95


The allied health
sector continues to see
environments increasingly focused on
outcomes and deliverables due to more
competitive funding renewal NT - Darwin 45 - 60 60 - 70 70 - 80 80 - 90
very high demand for requirements. We are also seeing greater
Physiotherapists in both use of fixed-term contracts rather than WA - Perth 50 - 76 50 - 76 55 - 80 65 - 95


permanent placements.
private and aged care. VIC - Melbourne 47 - 63 54 - 86 73 - 78 78 - 99
The allied health sector continues to see
very high demand for Physiotherapists in QLD - Regional 55 - 65 60 - 80 80 - 90 90 - 100
both private and aged care. We are also
seeing increasing demand for niche TAS - Hobart 50 - 58 50 - 70 70 - 80 80 - 90
skills such as Occupational Therapists
and Podiatrists. SA - Adelaide 48 - 60 57 - 80 66 - 86 96 - 102
Regional Australia still faces a unique set of
challenges in attracting suitable candidates
to remote regions. Fewer opportunities in
other sectors have led to a slight uptick in NOTES:
candidate interest but attracting quality Above salaries exclude superannuation, bonuses, on-call, or penalty rates
candidates to specialist remote roles such
as midwifery remains difficult. While

100 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 101
HEALTHCARE HEALTHCARE
Nursing Professionals Social Care & Psychology

NURSING PROFESSIONALS Advanced Clinical Service Coordinator/ Director of Nursing/ Team Leader/
NON-AGED CARE Clinical Practice Consultant Midwifery Practice Nurse Program
SOCIAL/COMMUNITY SERVICES Support Worker Case Worker Social Worker Coordinator
NSW - Sydney 90 - 110 110 - 150 60 - 85
NSW - Sydney 40 - 50 50 - 60 60 - 85 60 - 85
ACT - Canberra 90 - 110 110 - 150 60 - 85
ACT - Canberra 40 - 50 50 - 60 60 - 85 60 - 85
NT - Darwin 90 - 100 100 - 110 110 - 120
NT - Darwin 40 - 50 55 - 65 60 - 70 65 - 70
WA - Perth 75 - 105 85 - 135 65 - 85
WA - Perth 45 - 50 50 - 55 65 - 75 65 - 85
VIC - Melbourne 88 - 114 90 - 140 85 - 95
VIC - Melbourne 40 - 50 50 - 60 60 - 75 70 - 80
QLD - Regional 100 - 110 115 - 145 55 - 65
QLD - Regional 35 - 50 40 - 55 55 - 65 60 - 75
TAS - Hobart 90 - 100 100 - 110 50 - 70
TAS - Hobart 35 - 47 40 - 50 55 - 60 60 - 70
SA - Adelaide 101 - 108 110 - 160 56 - 73
SA - Adelaide 34.5 - 45 45 - 65 50 - 70 48 - 60

NOTES:
Above salaries exclude superannuation, bonuses, on-call, or penalty rates Program Program
Manager Director

NSW - Sydney 75 - 95 90+

Medical Imaging Specialists ACT - Canberra 75 - 95 90+

NT - Darwin 70 - 85 90+
Radiographer Radiographer Radiographer Radiographer
1-3 yrs 3-5 yrs 5-10 yrs 10+ yrs
WA - Perth 70 - 90 90+
Australia 54 - 65 65 - 78 75 - 110 110 - 135
VIC - Melbourne 80 - 95 100+

Sonographer Sonographer Sonographer Sonographer QLD - Regional 70 - 85 90+


1-3 yrs 3-5 yrs 5-10 yrs 10+ yrs
TAS - Hobart 70 - 80 80 - 90
Australia 60 - 70 70 - 90 90 - 130 120 - 150
SA - Adelaide 55 - 80 80 - 110
Mammographer Mammographer Mammographer Mammographer
1-3 yrs 3-5 yrs 5-10 yrs 10+ yrs

Australia 50 - 62 60 - 75 73 - 90 85 - 120 Senior Clinical


PSYCHOLOGISTS Graduate Counsellor Psychologist Psychologist Psychologist
NOTES:
NSW - Sydney 45 - 55 60 - 80 60 - 85 75 - 90 85 - 110
Above salaries exclude superannuation, bonuses, on-call, or penalty rates

ACT - Canberra 45 - 55 60 - 80 60 - 85 75 - 90 85 - 110

NT - Darwin 40 - 50 45 - 65 70 - 85 80 - 95 90 - 110

WA - Perth 45 - 55 55 - 65 65 - 85 80 - 95 90 - 115

VIC - Melbourne 45 - 55 55 - 65 60 - 80 75 - 90 80 - 100

QLD - Regional 40 - 50 50 - 60 60 - 70 70 - 85 80 - 110

TAS - Hobart 40 - 49 45 - 50 55 - 75 74 - 85 75 - 95

SA - Adelaide 48 - 52 48 - 70 52 - 60 60 - 80 55 - 90

NOTES:
Salaries might vary for regional/remote roles Salary packaging available for most NFP roles
There are bandings for NFP under SCHADS and grades in
Government/Health

102 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 103
HEALTHCARE EDUCATION
Allied Health Professionals

Occupational Senior
Therapist Occupational Occupational Physiotherapist
ALLIED HEALTH PROFESSIONALS (Graduate) Therapist Therapist Team Leader (Graduate)

NSW - Sydney 50 - 57 55 - 75 70 - 85 80 - 95 50 - 57

ACT - Canberra 50 - 57 55 - 75 70 - 85 80 - 95 50 - 57

NT - Darwin 50 - 55 55 - 65 65 - 75 70 - 80 50 - 57

WA - Perth 50 - 55 55 - 65 70 - 80 85 - 95 55 - 60

VIC - Melbourne 50 - 57 55 - 75 70 - 85 80 - 90 50 - 57

QLD - Regional 45 - 50 58 - 65 65 - 75 80 - 95 45 - 50

TAS - Hobart 42 - 50 55 - 65 65 - 70 75 - 85 36 - 45

SA - Adelaide 48 - 55 55 - 65 65 - 75 70 - 80 48 - 55 AUSTRALIA down while still attracting quality Meanwhile, salaries in teaching and
candidates. Salaries represent the largest vocational education remain stable with
Early Childhood Centres are experiencing cost for centres but the shortage of little to no significant changes on the
increasing upward pressure on salaries. qualified candidates is expected to see horizon. The vocational sector
Speech Over the last five years the sector has
Senior Pathologist Speech salaries and non-financial incentives experienced rapid growth in 2015 but this
become more regulated and, as a result, continue to increase. slowed in early 2016 after new registration
Physiotherapist Physiotherapist Team Leader (Graduate) Pathologist professional. It now attracts better and funding regulations were introduced.
qualified, career driven staff with higher Overall, consumer demand for vocational

Childhood
NSW - Sydney 55 - 75 70 - 90 80 - 95 50 - 57 55 - 70 salary expectations to match. Candidate
shortages for roles including Early
Demand for Early and private higher education services

ACT - Canberra 55 - 75 70 - 90 80 - 95 50 - 57 55 - 70 Childhood Teachers and Centre Directors staff across remains high and we expect to see strong
growth over the next 12 months. This will
add to the salary pressure. the board will continue include demand for Trainers and
NT - Darwin 50 - 65 70 - 80 70 - 80 45 - 55 56 - 65 Diploma Educators are in growing demand to grow this year as new Assessors as well as vocational and higher
to fill both casual and permanent roles. The services come online educational leaders from Faculty Head
upwards. But as mentioned, salaries will
demand is the result of regulations
WA - Perth 60 - 70 70 - 85 86 - 96 45 - 50 50 - 65
introduced in early 2016 stipulating that at and more centres open remain stable.

VIC - Melbourne 55 - 75 70 - 85 80 - 95 45 - 55 55 - 70
least 50% of Early Childhood Centre staff
be diploma-qualified and that centres
increase the ratio of teachers to students.
to meet demand.

In the Outside School Hours Care sector,
QLD - Regional 55 - 70 70 - 80 85 - 95 50 - 55 60 - 70 We expect many Certificate III educators to parental expectations rather than
up-skill to diplomas in order to access more regulation are creating new services and
TAS - Hobart 50 - 60 60 - 70 70 - 80 50 - 55 60 - 65 plentiful and better-paid job opportunities. an increase in job opportunities. Centres
Demand for Early Childhood staff across are hiring leadership professionals to drive
the board will continue to grow this year new educational programs and are also
SA - Adelaide 50 - 65 55 - 70 65 - 80 48 - 55 55 - 70 setting new minimum qualification
as new services come online and more
centres open to meet demand. Operators requirements for roles that previously
will remain under pressure to keep costs required no formal qualifications.
Diversional
Senior Speech Therapist Diversional
Pathologist Team Leader (Graduate) Therapist
SCHOOLS Principal Deputy Principal Director of Study Head of Department Teacher
NSW - Sydney 70 - 80 75 - 90 45 - 50 50 - 60
Australia - Government Schools 97 - 160 97 - 117 95 - 105 95 - 105 60 - 96

SALARY INFORMATION: EDUCATION


ACT - Canberra 70 - 80 75 - 90 45 - 50 50 - 60
Australia - Non-Government Schools 140 - 400 120 - 150 130 - 150 105 - 120 70 - 110
NT - Darwin 65 - 75 70 - 80 40 - 45 45 - 55

WA - Perth 60 - 75 75 - 90 40 - 45 45 - 55 Educator/ Head of Faculty/ Director of Manager/


VOCATIONAL EDUCATION AND TRAINING Tutor VET Teacher Head Teacher Studies Principal
VIC - Melbourne 70 - 80 75 - 90 45 - 50 55 - 60 Australia 42 - 65 52 - 92 70 - 125 70 - 140 75 - 180

QLD - Regional 65 - 80 80 - 90 40 - 45 45 - 55
Director Director
TAS - Hobart 65 - 70 75 - 85 42 - 46 48 - 55 EARLY CHILDHOOD Area Manager (Degree Qualified) (Diploma Qualified)

Australia 80 - 130 70 - 95 65 - 85
SA - Adelaide 65 - 75 65 - 80 40 - 48 48 - 55

Early Childhood Diploma Trained Certificate 111


Teacher Childcare Worker Childcare Worker Cook

NOTES: Australia 55 - 85 45 - 60 40 - 45 40 - 52
Above salaries exclude superannuation, bonuses, on-call, or penalty rates
NOTES:
All salaries are base salary excluding superannuation

104 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 105
POLICY & STRATEGY POLICY & STRATEGY

Programme
Programme Officer/
POLICY & STRATEGY Manager* Co-ordinator* Project Officer* Project Manager*
100 65 80 100
NSW - Sydney
80 - 140 55 - 75 60 - 90 80 - 120
90 70 70 100
VIC - Melbourne
80 - 125 55 - 75 65 - 80 85 - 130
100 60 60 100
QLD - Brisbane
80 - 140 60 - 80 60 - 80 80 - 120
110 80 70 90
WA - Perth
80 - 140 70- 90 60 - 85 85 - 120
100 85 75 90
ACT - Canberra
80 - 140 75 - 95 60 - 85 85 - 120
110 70 75 105
SA - Adelaide
100 - 115 60 - 80 65 - 85 100 - 115
100 70 70 100
NZ - Wellington
80 - 120 60 - 80 60 - 80 80 - 120

AUSTRALIA Project Coordinators and Project headcount. Fixed term and permanent
Research Analyst Data Analyst Executive Officer Business Analyst
Management Office (PMO) Coordinators recruitment options are beginning to
Salaries across the policy and strategy are needed on an ongoing basis to open up in large departments that have 75 80 100 120
sector will remain constant over the support reforms, transformation, and already achieved their efficiency targets. NSW - Sydney
coming year with moderate increases 65 - 85 70 - 90 80 - 120 80 - 140
software and system implementations and
expected in key areas of demand. 70 75 90 85
change programs. Also in demand are VIC - Melbourne
Contractor rates in particular will increase Economists and Data Analysts, strategic 60 - 75 60 - 90 80 - 110 70 - 90
when an employer wants to ramp up policy development and implementation 60 80 90 90
headcount as part of a particular project QLD - Brisbane
experts, regulatory change, governance 50 - 70 50 - 90 70-100 70 - 100
or funding initiative. and Executive Officer/Secretariat 75 80 90 85
In terms of demand, highly skilled professionals. Business improvement and WA - Perth
65 - 85 60 - 90 70 - 120 70 - 110
strategic officers are sought for jobs corporate planning professionals are also
80 85 90 90
within both state and federal government. highly sought after. ACT - Canberra
75 - 95 75 - 95 85 - 120 85 - 120
Hourly rates for these roles increased over State government employers are
the last 12 months but differ between 80 80 90 90
increasingly looking for specific skills in SA - Adelaide
government departments. Permanent 70 - 90 70 - 90 80 - 100 80 - 95
specialist areas such as disability, housing,
salaries are expected to increase slightly mental health, economic development, 65 65 90 85
in the year ahead at levels similar to the NZ - Wellington
water, natural resources, governance and 50 - 80 50 - 80 70 - 100 70 - 100
modest increases of the past 12 months. or business case development. We have
seen a shortage of skills and candidates Ministerial Regulatory Regulatory


In demand are
Economists and Data
resulting in an increase in hourly rates as
well as candidates receiving more than
one job offer. NSW - Sydney
Liaison Officer
85
Advisor
100
Manager
125
Economist
100
Senior Economist
120
Analysts, strategic Employers are also trialling candidates on
70 - 95 80 - 120 100 - 150 80 - 110 100 - 150
policy development a temporary basis before deciding if they VIC - Melbourne
75 90 120 95 120
and implementation are suitable for a permanent placement. 65 - 85 80 - 110 110 - 150 90 - 120 100 - 140
experts, regulatory
SALARY INFORMATION: POLICY & STRATEGY

70 80 90 95 110
Temporary hourly rate contractors remain QLD - Brisbane
60 - 80 70 - 90 80 - 100 80 - 120 100 - 130
change, governance the favoured option for many government
70 85 110 95 110
employers, as this style of recruitment
and Executive Officer/ does not impact the tightly monitored
WA - Perth
60 - 80 70 - 100 80 - 140 90 - 120 95 - 140
Secretariat professionals.
Australian Public Service restrictions on
ACT - Canberra
90
80 - 95
100
90 - 110
110
95 - 120
100
95 - 115
120
110 - 140
85 100 110 100 110
SA - Adelaide
Senior Policy Government 80 - 95 90 - 105 100 - 115 90 - 105 100 - 120
Policy Officer/ Officer/ Relations Strategic 80 80 95 100 120
POLICY & STRATEGY Policy Advisor Policy Advisor Policy Manager Manager Manager NZ - Wellington
70 - 90 70 - 90 80 - 110 80 - 120 100 - 140
85 100 125 125 130
NSW - Sydney
70 - 90 90 - 120 100 - 150 100 - 150 120 - 150
75 86 120 125 125
VIC - Melbourne
65 - 80 80 - 95 100 - 140 100 - 140 100 - 140
75 85 110 90 100
QLD - Brisbane
65 - 75 80 - 90 95 - 120 60 - 100 90 - 120
70 90 110 120 125
WA - Perth
60 - 80 75 - 100 90 - 130 100 - 140 100 - 150
70 90 100 100 100
ACT - Canberra
60 - 85 80 - 100 85 - 140 85 - 120 90 - 120
70 90 105 110 110
SA - Adelaide
60 - 80 80 - 100 100 - 115 100 - 115 100 - 115
70 90 120 110 110
NZ - Wellington NOTES:
60 - 80 80 - 110 100 - 140 100 - 120 100 - 120
All salaries are base salary excluding superannuation
NOTES: * These
 roles generally occur in a NFP context and would be supplemented with tax benefits (generally the benevolent sacrificing which is up to $16,050 tax free but most of our
clients are able to offer more tax related incentives travel, meal, health and wellbeing etc)
All salaries are base salary excluding superannuation

106 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 107
INFORMATION TECHNOLOGY
PROJECTS AND BUSINESS all sectors buying in skills to support
them on their Agile journey.
CHANGE
Within the financial services sector we
AUSTRALIA have seen significant activity in the
The Project Services market is buoyant, regulatory reform area. This has led to a
with demand for Business Analysts, demand for business focussed BAs
Project and Program Managers and especially those with specific regulatory
Change Managers. The greatest shift in experience. However, the need for BAs in
the market has been the increased all areas of financial services has seen an
demand for business savvy rather than increase in rates closing the gap between
just technology-focused candidates. Soft the salaries for mid-level Project
skills remain key in the selection process Managers and Business Analysts.
with candidates at all levels required to
In the commercial sector we are seeing
demonstrate strong business awareness
three main drivers for project activity; the
and stakeholder management skills.
ongoing requirement to build internal
We are seeing companies hiring project capability, a focus on cost
candidates with experience in setting up reduction through the better utilisation of
Enterprise Project Management Offices online tools and improved system
(EPMOs) or PMOs. In demand are PMO capability and a focus on better customer
Managers and Leads to help businesses engagement through the analysis of
build their internal project management customer data and improved customer
capability through the implementation of interface systems. As a result, project
EPMO/PMO functions or to develop related candidates who can support
AUSTRALIA Another trend we expect to gain NEW ZEALAND greater rigour in existing PMOs. organisations deliver these projects are in
momentum is the merging of IT
IT recruitment is expected to be buoyant departments with other business Recruitment within IT infrastructure The market continues to be contract demand, but we havent noticed any
over the year ahead with demand being functions. We have already seen this trend continues to rise especially in retail and driven but there has been a subtle shift to salary increases.
generated by consumer engagement within the projects and change space, manufacturing. We are also seeing steady more permanent and fixed term contracts, Recruitment needs in the government
innovation as well as increased regulatory where whole of business projects are demand for candidates with cloud particularly in the NSW market. This has sector continue to be driven by service
burdens. Australia is also seeing many managed in a way that includes the IT experience. Salaries within IT infrastructure resulted in a reduction in contract rates, redesign, the centralisation of services, a
start-ups flourishing and we expect newer component rather than having it sit as a remain fairly stable with declines for some especially those paid by larger focus on cost reduction and efforts to
niche companies to continue to thrive and separate function. This is especially roles and increases in niche areas namely organisations, as they try to make cost outsource non-core government services.
develop larger teams. required where business transformations Network Designers, DevOps experts and savings while increasing their in-house This is seeing rising demand for Change
are underpinned by technological change. Virtualisation Specialists. project management capability. Rates
Companies of all types and sizes are Managers and business facing Project
showing greater willingness to invest in On the list of other technology trends for We have seen a major shift to the more remain high, however, for the earlier Managers with experience in outsourcing
their technology platforms and systems to the year ahead is an ongoing reliance on scalable and flexible platforms from leading mentioned specialists with expertise in and operating model design and
drive internal efficiencies and more digital technology - a predictable software companies such as Oracle, Adobe key domain areas implementation. We see clients are more
effective interaction with their customers. inclusion as we cross over to the Internet and Microsoft. As a result, employers are willing to hire candidates who have

centricity
We predict this approach will become more focused on retaining technical Web specific expertise in the areas listed.
even more commonplace in the year
of Things. Cyber security will also be a
Developers and Mobile Developers who
The focus on customer
major focus driven partly by necessity
ahead as both public and private and partly by government regulation. This understand digital processes and the end and an ongoing NSW continues to be candidate short but
employers are still selective when it
organisations look to use technology is creating strong demand for candidates user experience, as well as possessing investment in digital comes to hiring. Likewise, employers in
more efficiently to help navigate change strong technical knowledge in
and to plan for growth.
with expertise in data protection,
development. Contractors are still being
technology is driving Victoria also have high standards but are


compliance and audit skills. Other skill
SALARY INFORMATION: INFORMATION TECHNOLOGY

SALARY INFORMATION: INFORMATION TECHNOLOGY


This is creating demand for a range of sets in demand include Big Data frequently used to increase project speed a lot of activity. fortunate with an oversupply of good
candidates in the market. Western
management, but specifically the ability and to support internal teams.
candidates, especially IT leaders. Developing Australia enjoys a steady supply of skilled
strategies for the use of technology is very to translate data into detailed actions to Test Driven Development (TDD) and As with the last financial year, the focus candidates due to the decrease in activity
much moving from the back room of improve services and products. Continuous Integration & Deployment are on customer centricity and an ongoing in the mining sector. We are starting to
businesses to centre stage. As a result, the Businesses want solutions faster so they now typical in the development space investment in digital technology is driving see candidates moving from WA to NSW
senior IT professional in highest demand can adapt more quickly to changing including Microsoft development. a lot of activity. The result is continued to take advantage of the growing demand
has a raft of skills beyond expert technical customer trends. To do this they need Candidates with experience working with demand for Business Analysts (BAs) with for project market talent.
knowledge. As outlined in our DNA of a CIO candidates able to operate using the agile these methodologies are extremely rare. A strong data analysis skills. The push to
report, those in IT leadership roles must methodology of delivering continuous number of Microsoft houses require adopt the Agile methodology to achieve
have high-level stakeholder management value. This represents a massive cultural candidates with skills such as TeamCity value iteratively throughout the life of a
skills as well as excellent communication, shift for many organisations. Technical and Jenkins but available talent is project, rather than just at the end,
planning and people management skills. skills remain important but candidates are snapped up quickly. remains strong with organisations across
Top IT talent is also able to separate the increasingly being evaluated on their

weInexpect
fads from must-have technologies and business acumen and ability to persuade
clearly communicate the return on their key stakeholders. the next 12 months
investment of their strategies using the This year, we have added some dedicated
companies to
language of the business. salary advice in some more specialised increase their use of digital
For those in HR in the technology space, areas, such as DevOps, Security and Full tools such as big data and
stack developers. We have seen some
developing people strategies that attract
movement in salaries in the development
analytics to drive a deeper

and retain top talent is a key priority for
the year ahead. Greater diversity and areas as companies look to invest heavily customer engagement.
inclusion is high on the agenda too as is in systems and the rise in digital has seen
creating work-life balance options, demand, and therefore salaries, increasing In the next 12 months we expect
strongly favoured by employees. in the UX/UI and front end areas. The companies to increase their use of digital
prevalence of Big Data and analytics have tools such as big data and analytics to

to gain
also seen salary growth, with Data
Another trend expected Science roles paying more as
drive a deeper customer engagement.
momentum organisations look to attract talent.
Successful candidates must know how to
use big data to identify trends, risks and
is the merging of IT opportunities and specific business
departments with other actions. The use of virtualisation, cloud
business functions.

technologies, open source data tools and
applications that combine data sets to
create value are also on the rise. Those
with skills in these areas are able to
command premium salaries.

108 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 109
INFORMATION TECHNOLOGY INFORMATION TECHNOLOGY

Desktop Support/ Systems Network


SYSTEM SUPPORT & ADMINISTRATION Service Desk/Level 1 Level 2 Administration/Level 3 UNIX Administration NETWORK MANAGEMENT DevOps Engineer Administration Network Engineer Network Security
55 65 85 85 90 85 100 110
NSW - Sydney NSW - Sydney
45 - 55 55 - 70 70 - 90 80 - 100 80 - 110 75 - 90 90 - 120 80 - 120
50 75 100 85 90 75 90 105
NSW - Regional NSW - Regional
40 - 55 65 - 80 80 - 120 80 - 100 75 - 115 60 - 80 80 - 100 80 - 120
50 60 85 95 100 100 110 120
VIC - Melbourne VIC - Melbourne
45 - 55 55 - 70 75 - 100 80 - 120 90 - 120 80 - 110 90 - 120 80 - 130
45 55 65 85 90 70 75 80
VIC - Regional VIC - Regional
40 - 50 50 - 60 55 - 70 75 - 100 75 - 100 65 - 85 65 - 85 70 - 90
50 55 80 85 90 80 95 100
QLD - Brisbane, Gold Coast & Sunshine Coast QLD - Brisbane, Gold Coast & Sunshine Coast
45 - 55 50 - 60 70 - 90 70 - 100 70 - 110 70 - 90 80 - 110 80 - 120
50 55 70 85 85 75 85 110
SA - Adelaide SA - Adelaide
45 - 55 55 - 60 60 - 80 70 - 100 80 - 120 60 - 90 70 - 100 90 - 130
45 60 85 100 80 80 100 110
WA - Perth WA - Perth
40 - 50 50 - 70 70 - 100 75 - 120 75 - 110 60 - 90 80 - 120 75 - 130
50 60 80 100 90 85 100 110
ACT - Canberra ACT - Canberra
45 - 65 55 - 70 70 - 90 90 - 120 85 - 120 70 - 90 100 - 120 100 - 120
50 55 65 75 85 75 85 95
TAS - Hobart TAS - Hobart
45 - 50 50 - 60 60 - 70 65 - 90 75 - 95 65 - 80 70 - 90 80 - 100
45 60 90 70 85 70 80 75
NT - Darwin NT - Darwin
40 - 50 50 - 70 70 - 110 60 - 80 80 - 130 60 - 80 70 - 100 60 - 85
45 55 70 75 80 80 85 90
NZ - Auckland NZ - Auckland
40 - 50 45 - 55 60 - 85 70 - 80 55 - 95 70 - 85 80 - 110 80 - 100
42 45 65 88 85 80 85 90
NZ - Wellington NZ - Wellington
35 - 45 40 - 50 50 - 70 75 - 95 80 - 110 70 - 90 80 - 110 80 - 100
40 50 60 90 80 90 80 85
NZ - Christchurch NZ - Christchurch
35 - 45 45 - 55 55 - 65 80 - 100 70 - 90 80 - 100 70 - 90 80 - 100

Team Leader Service Desk Manager Applications Support Server Engineer Network Designer Network Architect Data/Voice Engineer Security Consultant
75 85 80 125 120 140 105 120
NSW - Sydney NSW - Sydney
60 - 85 70 - 100 60 - 100 100 - 135 100 - 130 120 - 160 90 - 125 100 - 150
85 90 75 100 110 115 90 115
NSW - Regional NSW - Regional
70 - 100 80 - 100 60 - 90 80 - 120 80 - 120 90 - 140 80 - 100 100 - 140
85 90 80 100 130 140 110 120
VIC - Melbourne VIC - Melbourne
75 - 100 80 - 120 65 - 95 80 - 120 110 - 145 120 - 170 90 - 140 100 - 170
75 80 70 75 85 110 90 90
VIC - Regional VIC - Regional
70 - 80 75 - 95 65 - 80 65 - 85 75 - 100 95 - 125 75 - 110 75 - 100
80 85 75 90 105 115 100 110
QLD - Brisbane, Gold Coast & Sunshine Coast QLD - Brisbane, Gold Coast & Sunshine Coast
60 - 85 70 - 100 60 - 90 80 - 100 90 - 120 100 - 130 90 - 140 105 - 150
75 75 65 85 90 120 90 110
SA - Adelaide SA - Adelaide
65 - 90 65 - 90 55 - 80 70 - 100 80 - 110 100 - 140 75 - 120 100 - 150
78 90 75 90 110 120 110 110
WA - Perth WA - Perth
70 - 95 70 - 100 60 - 90 70 - 100 90 - 120 100 - 140 80 - 120 90 - 130
80 90 75 100 120 130 110 120
ACT - Canberra ACT - Canberra
70 - 90 80 - 100 60 - 80 90 - 110 110 - 130 130 - 150 100 - 120 110 - 150
70 80 70 90 100 100 90 110
TAS - Hobart TAS - Hobart
60 - 75 70 - 90 65 - 75 80 - 100 90 - 110 90 - 120 80 - 115 100 - 120
60 60 50 90 80 90 90 120
NT - Darwin NT - Darwin
50 - 80 50 - 80 45 - 65 70 - 100 70 - 90 70 - 100 75 - 100 100 - 150
75 90 70 80 110 110 80 115
NZ - Auckland NZ - Auckland
70 - 85 75 - 110 60 - 80 70 - 90 95 - 125 90 - 120 60 -90 110 - 145
75 82 85 80 110 120 98 110
NZ - Wellington NZ - Wellington
70 - 85 77 - 110 75 - 95 70 - 90 85 - 120 110 - 140 85 - 115 100 - 140
70 85 85 80 100 125 100
NZ - Christchurch NZ - Christchurch N/A
60 - 85 70 - 100 70 - 95 70 - 90 80 - 110 110 - 150 80 - 120

NOTES: NOTES:
 All salaries shown exclude superannuation  All salaries shown exclude superannuation
New Zealand salaries are represented in New Zealand dollars New Zealand salaries are represented in New Zealand dollars

110 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 111
INFORMATION TECHNOLOGY INFORMATION TECHNOLOGY

.Net Senior .Net Team Leader - Full Stack Full Stack C/C++ Snr C/C++ Developer Snr Developer Front-End
SOFTWARE Developer Developer .Net Developer .Net Developer Java SOFTWARE Developer Developer (Other) (Other) Developer
80 100 120 110 110 80 110 80 100 110
NSW - Sydney NSW - Sydney
55 - 80 75 - 100 95 - 125 100 - 125 90 - 120 70 - 80 90 - 120 70 - 90 90 - 120 80 - 120
80 110 120 100 100 85 100 85 120 90
NSW - Regional NSW - Regional
65 - 95 85 - 120 85 - 130 80 - 120 80 - 120 70 - 100 80 - 120 70 - 100 90 - 130 75 - 120
85 100 110 110 110 90 100 80 100 100
VIC - Melbourne VIC - Melbourne
60 - 90 85 - 120 100 - 130 100 - 130 100 - 130 50 - 95 95 - 120 50 - 100 80 - 110 95 - 120
70 80 90 85 85 60 80 60 80 70
VIC - Regional VIC - Regional
60 - 85 70 - 90 80 - 100 75 - 100 75 - 100 50 - 70 70 - 90 50 - 70 70 - 90 60 - 80
75 110 120 90 80 75 90 75 100 85
QLD - Brisbane, Gold Coast & Sunshine Coast QLD - Brisbane, Gold Coast & Sunshine Coast
50 - 80 80 - 120 100 - 140 70 - 100 70 - 100 60 - 90 80 - 100 60 - 90 85 - 110 75 - 100
70 80 95 85 85 70 80 70 80 80
SA - Adelaide SA - Adelaide
50 - 80 70 - 95 80 - 105 75 - 100 75 - 100 50 - 80 70 - 95 50 - 80 70 - 95 60 - 95
80 90 110 95 95 80 100 80 95 85
WA - Perth WA - Perth
60 - 90 80 - 110 90 - 125 85 - 125 85 - 125 60 - 90 90 - 110 60 - 90 90 - 100 75 - 100
90 100 110 95 100 90 100 80 100 90
ACT - Canberra ACT - Canberra
80 - 100 90 - 110 100 - 120 85 - 105 90 - 110 80 - 100 90 - 110 70 - 90 90 - 110 80 - 100
80 90 95 75 80 75 90 75 90 85
TAS - Hobart TAS - Hobart
75 - 85 85 - 95 90 - 110 70 - 80 75 - 90 70 - 80 85 - 95 70 - 80 85 - 95 75 - 90
70 85 105 85 85 70 85 70 85 75
NT - Darwin NT - Darwin
60 - 85 75 - 95 90 - 125 75 - 100 75 - 100 60 - 85 75 - 95 60 - 85 75 - 95 65 - 95
70 90 110 85 85 70 90 75 90 95
NZ - Auckland NZ - Auckland
55 - 80 80 - 100 100 - 120 75 - 95 75 - 95 55 - 80 80 - 100 55 - 80 80 - 100 75 - 110
70 90 110 100 100 60 90 60 85 75
NZ - Wellington NZ - Wellington
60 - 80 80 - 110 100 - 120 95 - 125 95 - 125 50 - 70 75 - 115 50 - 70 70 - 100 70 - 90
70 85 95 80 80 70 80 70 80 80
NZ - Christchurch NZ - Christchurch
60 - 80 70 - 100 85 - 110 75 - 90 75 - 100 60 - 80 70 - 90 60 - 80 70 - 90 70 - 90

Java Senior Java Team Leader - Mobile Apps Web/UX/UI Senior Test Automation Test/QA
Developer Developer Java Developer Designer TESTING & QA Test Analyst Analyst Test Analyst Manager
80 100 120 85 100 80 85 90 128
NSW - Sydney NSW - Sydney
55 - 80 75 - 100 95 - 125 70 - 90 80 - 100 70 - 90 75 - 105 75 - 110 115 - 140
80 100 120 100 100 80 100 95 120
NSW - Regional NSW - Regional
55 - 80 75 - 100 85 - 130 70 - 120 70 - 120 75 - 95 80 - 120 85 - 110 100 - 140
80 100 120 100 100 80 95 100 115
VIC - Melbourne VIC - Melbourne
50 - 90 95 - 120 110 - 140 80 - 120 80 - 120 60 - 90 75 - 100 80 - 120 100 - 140
70 80 90 85 70 80 90 85 105
VIC - Regional VIC - Regional
60 - 80 70 - 90 80 - 100 80 - 90 60 - 80 70 - 90 80 - 100 75 - 95 95 - 120
80 100 120 90 90 75 90 110 140
QLD - Brisbane, Gold Coast & Sunshine Coast QLD - Brisbane, Gold Coast & Sunshine Coast
60 - 90 85 - 120 100 - 130 80 - 100 70 - 100 65 - 100 80 - 100 90 - 120 120 - 160
70 80 95 65 70 70 80 80 100
SA - Adelaide SA - Adelaide
50 - 80 70 - 95 80 - 105 55 - 80 60 - 85 60 - 80 75 - 95 65 - 90 80 - 110
80 85 105 70 90 70 85 95 120
WA - Perth WA - Perth
60 - 90 70 - 95 90 - 125 60 - 80 70 - 100 65 - 90 70 - 110 80 - 110 100 - 130
80 100 110 90 90 80 100 80 110
ACT - Canberra ACT - Canberra
70 - 90 90 - 110 100 - 120 80 - 100 80 - 100 70 - 90 90 - 110 80 - 100 100 - 150
75 90 95 80 80 80 90 75 90
TAS - Hobart TAS - Hobart
70 - 80 85 - 95 90 - 110 70 - 90 70 - 90 70 - 90 80 - 100 70 - 90 80 - 100
70 85 105 70 75 70 85 75 95
NT - Darwin NT - Darwin
60 - 85 75 - 95 90 - 125 60 - 80 65 - 85 60 - 80 70 - 110 60 - 90 80 - 110
70 90 110 95 80 75 85 95 110
NZ - Auckland NZ - Auckland
55 - 80 80 - 100 100 - 120 90 - 100 70 - 85 55 - 80 70 - 100 85 - 110 95 - 120
70 100 110 100 80 75 85 110 110
NZ - Wellington NZ - Wellington
60 - 85 90 - 110 100 - 120 90 - 110 70 - 90 70 - 80 70 - 100 90 - 120 95 - 120
60 75 95 75 80 70 85 110 110
NZ - Christchurch NZ - Christchurch
50 - 70 70 - 90 85 - 110 70 - 90 70 - 90 60 - 85 70 - 100 90 - 115 95 - 120

NOTES: NOTES:
 All salaries shown exclude superannuation  All salaries shown exclude superannuation
New Zealand salaries are represented in New Zealand dollars New Zealand salaries are represented in New Zealand dollars

112 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 113
INFORMATION TECHNOLOGY INFORMATION TECHNOLOGY

DATA Report Writer Data Analyst Data Scientist Database Developer Senior
PROJECT MANAGEMENT Systems Business Business Project Project
75 90 145 85
NSW - Sydney & BUSINESS ANALYSIS Analyst Analyst Analyst BA Manager Co-ordinator Manager
55 - 90 75 - 105 100 - 180 70 - 100
70 80 120 95 85 85 120 135 70 125
NSW - Regional NSW - Sydney
65 - 80 70 - 110 100 - 160 70 - 115 75 - 95 75 - 110 100 - 130 120 - 150 60 - 80 100 - 150
80 90 140 90 90 85 110 130 70 120
VIC - Melbourne NSW - Regional
65 - 90 75 - 130 100 - 180 85 - 105 80 - 100 75 - 100 80 - 130 110 - 140 60 - 80 100 - 140
55 75 60 90 100 125 145 85 125
VIC - Regional VIC - Melbourne
N/A 75 - 110 90 - 120 110 - 140 135 - 150 75 - 90 100 - 150
45 - 65 65 - 88 50 - 70
75 80 105 85 75 75 100 115 75 100
QLD - Brisbane, Gold Coast & Sunshine Coast VIC - Regional
60 - 90 65 - 95 90 - 120 70 - 100 65 - 85 70 - 85 85 - 120 100 - 125 70 - 85 90 - 130
60 65 110 70 85 90 120 125 75 120
SA - Adelaide QLD - Brisbane, Gold Coast & Sunshine Coast
55 - 70 55 - 70 100 - 150 55 - 85 75 - 105 80 - 120 100 - 130 110 - 135 60 - 90 90 - 150
75 90 120 90 80 87 110 130 75 100
WA - Perth SA - Adelaide
55 - 90 75 - 105 100 - 150 80 - 110 65 - 100 70 - 95 90 - 125 100 - 155 60 - 85 85 - 120
80 90 130 100 90 85 110 120 80 120
ACT - Canberra WA - Perth
70 - 90 80 - 100 100 - 150 90 - 110 70 - 105 70 - 100 90 - 130 110 - 150 70 - 90 80 - 150
80 75 75 90 90 120 90 70 120
TAS - Hobart ACT - Canberra
N/A 80 - 100 90 - 110 120 - 140 90 - 110 60 - 80 100 - 150
65 - 85 60 - 80 55 - 80
60 90 85 80 80 80 95 70 90
NT - Darwin TAS - Hobart
N/A 75 - 85 75 - 85 75 - 95 90 - 100 65 - 80 80 - 110
45 - 65 75 - 105 70 - 100
65 80 95 95 90 85 115 125 80 110
NZ - Auckland NT - Darwin
55 - 80 65 - 95 70 - 120 75 - 110 70 - 105 70 - 100 90 - 130 110 - 150 70 - 90 90 - 140
65 75 100 80 85 90 110 120 70 100
NZ - Wellington NZ - Auckland
55 - 80 65 - 85 90 - 120 75 - 90 70 - 95 75 - 100 90 - 130 100 - 140 60 - 80 90 -120
65 75 65 85 85 110 120 70 100
NZ - Christchurch NZ - Wellington
N/A 70 - 95 75 - 100 95 - 120 100 - 140 60 - 80 90 - 120
55 - 80 65 - 85 60 - 80
85 80 100 115 65 100
NZ - Christchurch
70 - 95 75 - 100 90 - 110 100 - 130 55 - 75 90 - 110

BI/DW Senior Project


Development Architect DBA Project Project IT Project Delivery
Manager Director PMO Manager Scheduler Manager
90 120 125
NSW - Sydney 155 195 180 85 150
80 - 120 110 - 140 110 - 140 NSW - Sydney
100 120 130 140 - 170 170 - 220 160 - 200 70 - 100 140 - 160
NSW - Regional 140 160 170 90 140
80 - 120 100 - 140 120 - 160 NSW - Regional
110 120 125 130 - 160 140 - 180 140 - 200 70 - 110 130 - 150
VIC - Melbourne 155 180 160 110 160
80 - 130 110 - 160 110 - 150 VIC - Melbourne
90 100 105 130 - 190 160 - 220 140 - 220 90 - 140 140 - 180
VIC - Regional 140 160 160 75 160
85 - 105 90 - 110 90 - 125 VIC - Regional
105 120 100 120 - 160 140 - 180 140 - 180 70 - 85 140 - 180
QLD - Brisbane, Gold Coast & Sunshine Coast 130 170 170 100 130
90 - 120 110 - 130 80 - 140 QLD - Brisbane, Gold Coast & Sunshine Coast
85 100 100 120 - 160 150 - 200 140 - 200 60 - 150 120 - 160
SA - Adelaide 130 160 145 110 135
70 - 95 90 - 120 85 - 110 SA - Adelaide
90 125 120 120 - 150 130 - 210 120 - 180 90 - 140 120 - 165
WA - Perth 140 175 190 70 120
80 - 120 110 - 140 100 - 130 WA - Perth
100 130 130 110 - 160 150 - 210 180 - 200 60 - 90 80 - 150
ACT - Canberra 140 160 160 110 150
90 - 110 130 - 150 130 - 150 ACT - Canberra
85 100 105 120 - 170 160 - 180 150 - 200 100 - 120 140 - 170
TAS - Hobart 110 130 150 70 120
75 - 95 90 - 110 90 - 125 TAS - Hobart
90 100 100 100 - 120 120 - 150 130 - 180 65 - 75 100 - 130
NT - Darwin 140 160 155 70 125
80 - 120 90 - 110 85 - 110 NT - Darwin
110 115 110 120 - 160 120 - 180 120 - 180 60 - 90 80 - 150
NZ - Auckland 120 140 145 65 125
90 - 120 95 - 130 90 - 120 NZ - Auckland
110 125 110 110 - 140 130 - 165 135 - 170 55 - 75 110 - 140
NZ - Wellington 130 150 130 60 135
85 - 120 110 - 140 85 - 120 NZ - Wellington
95 125 110 110 - 150 130 - 180 118 - 148 52 - 65 120 - 150
NZ - Christchurch 130 150 135 60 135
90 - 100 100 - 140 85 - 120 NZ - Christchurch
110 - 150 120 - 180 125 - 145 52 - 65 120 - 150

NOTES: NOTES:
 All salaries shown exclude superannuation  All salaries shown exclude superannuation
New Zealand salaries are represented in New Zealand dollars New Zealand salaries are represented in New Zealand dollars

114 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 115
INFORMATION TECHNOLOGY INFORMATION TECHNOLOGY

Infrastructure Service MISCELLANEOUS IT Trainer Technical Writer


MANAGEMENT Manager Delivery Manager IT Manager Change Manager
90 80
130 150 165 135 NSW - Sydney
NSW - Sydney 65 - 110 65 - 95
120 - 165 110 - 180 140 - 180 110 - 160 90 85
120 130 130 120 NSW - Regional
NSW - Regional 65 - 110 70 - 100
100 - 140 100 - 150 100 - 160 100 - 150 85 95
130 125 140 125 VIC - Melbourne
VIC - Melbourne 70 - 110 85 - 110
110 - 160 100 - 160 120 - 200 100 - 155 75 85
110 110 90 110 VIC - Regional
VIC - Regional 65 - 85 75 - 95
100 - 130 100 - 130 80- 120 100 - 130 90 85
125 130 135 140 QLD - Brisbane, Gold Coast & Sunshine Coast
QLD - Brisbane, Gold Coast & Sunshine Coast 65 - 120 65 - 100
100 - 160 100 - 160 100 - 170 100 - 180 75 67
130 100 125 120 SA - Adelaide
SA - Adelaide 55 - 110 55 - 90
100 - 160 80 - 130 85 - 165 85 - 160 85 90
130 130 140 125 WA - Perth
WA - Perth 65 - 105 80 - 100
120 - 140 90 - 160 90 - 160 100 - 150 80 80
140 140 150 120 ACT - Canberra
ACT - Canberra 80 - 100 80 - 100
120 - 160 100 - 160 140 - 180 100 - 130 70 75
110 95 110 105 TAS - Hobart
TAS - Hobart 65 - 95 70 - 90
100 - 120 90 - 110 100 - 150 80 - 125 75 85
130 120 125 105 NT - Darwin
NT - Darwin 65 - 95 70 - 100
120 - 140 90 - 140 85 - 165 80 - 120 75 80
120 90 130 105 NZ - Auckland
NZ - Auckland 60 - 90 75 - 95
100 - 125 85 - 120 120 - 150 90 - 115 90 88
127 100 120 98 NZ - Wellington
NZ - Wellington 70 - 110 78 - 91
90 - 150 88 - 130 110 - 140 92 - 110 70 80
115 90 120 115 NZ - Christchurch
NZ - Christchurch 65 - 80 75 - 95
100 - 130 80 - 110 100 - 140 100 - 130

Development Applications
Manager Manager CIO CTO
150 120 265 265
NSW - Sydney
125 - 180 130 - 140 210 - 350 210 - 350
130 130 220 200
NSW - Regional
110 - 150 110 - 150 180 - 240 160 - 240
140 140 260 250
VIC - Melbourne
110 - 180 120 - 180 220 - 350 220 - 350
120 110 200 200
VIC - Regional
100 - 140 90 - 120 180 - 220 180 - 220
140 140 225 225
QLD - Brisbane, Gold Coast & Sunshine Coast
120 - 180 100 - 180 150 - 300 150 - 300
140 145 200 200
SA - Adelaide
100 - 220 100 - 220 140 - 280 140 - 260
120 120 240 240
WA - Perth
100 - 140 100 - 140 220 - 250 220 - 250
130 110 180 180
ACT - Canberra
120 - 140 100 - 120 150 - 190 150 - 190
110 90 170 150
TAS - Hobart
100 - 120 80 - 100 140 - 200 140 - 200
105 120 150 150
NT - Darwin
95 - 130 100 - 140 140 - 200 140 - 200
130 120 170 180
NZ - Auckland
120 - 150 110 - 140 150 - 220 150 - 240
130 110 180 180
NZ - Wellington
85 - 155 80 - 140 145 - 215 145 - 215
110 110 180 180
NZ - Christchurch
85 - 120 80 - 140 140 - 215 120 - 215

NOTES: NOTES:
 All salaries shown exclude superannuation  All salaries shown exclude superannuation
New Zealand salaries are represented in New Zealand dollars New Zealand salaries are represented in New Zealand dollars

116 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 117
CONSTRUCTION, ARCHITECTURE & ENGINEERING ARCHITECTURE

Graduate Project Senior


Architect Architect Architect Architect BIM/CAD
ARCHITECTURE 2-5 yrs exp 5-10 yrs exp 5-10 yrs exp 5-10 yrs exp Drafter Manager

NSW - Sydney 55 - 75 90 - 110 75 - 100 100 - 140 55 - 90 100 - 155

NSW - Regional 55 - 70 75 - 100 65 - 90 90 - 130 50 - 75 90 - 130

VIC - Melbourne 55 - 75 75 - 100 75 - 100 95 - 140 55 - 90 90 - 130

VIC - Regional 55 - 75 75 - 100 75 - 100 95 - 130 55 - 80 90 - 130

QLD - Brisbane, Gold Coast & Sunshine Coast 50 - 75 80-100 80 - 100 100 - 120 55 - 95 95 - 110

QLD - Regional 50 - 60 70 - 90 60 - 80 75 - 100 50 - 70 75 - 100

SA - Adelaide 50 - 55 60 - 80 50 - 75 80 - 120 45 - 75 70 - 120

AUSTRALIA especially in residential and commercial public and private sectors, particularly in WA - Perth 50 - 75 75 - 90 75 - 100 100 - 130 55 -80 90 - 130
construction as well as civil engineering. NSW but also Queensland, Victoria and the
New South Wales building industry is ACT which will certainly provide upward
In Western Australia, the focus for the ACT - Canberra 50 - 60 75 - 100 60 - 80 80 - 110 45 - 75 75 - 100
experiencing massive growth driven by pressure on salaries over the coming year.
residential development and some commercial construction sector is shifting
exceptionally large urban regeneration from apartments to education, aged care TAS - Hobart 50 - 60 70 - 90 60 - 70 70 - 90 40 - 50 50 - 80
NEW ZEALAND
SALARY INFORMATION: CONSTRUCTION, ARCHITECTURE & ENGINEERING

projects. Sourcing and retaining key staff and retail. The downturn in residential
including Site Managers, Project activity has seen strong candidates become NT - Darwin 50 - 70 60 - 80 75 - 100 100+ 45 - 90 70 - 130
We are seeing high demand for Quantity
Managers, Forepersons and Contract available. Meanwhile, the civil market has
Surveyors, Estimators, Project Managers,
Administrators is proving a challenge for shifted from subdivisions to infrastructure
Site Managers and Forepersons and this NZ - Auckland 45 - 60 75 - 100 70 - 90 90 - 120 60 - 90 90 - 120
most employers. We expect skill after the state government announced
looks set to continue over the coming
shortages to continue across all areas plans for a number of major developments.
year. For some of these roles this has
creating upward pressure on salaries, NZ - Christchurch/Wellington 40 - 60 80 - 110 60 - 85 90 - 130 45 - 90 80 - 120
Local developers and international resulted in light salary increases.
including at the senior levels. investors are contributing to the growing Most regions of New Zealand are
Victorias construction market is also confidence in Canberras construction experiencing increased residential activity
market, with an increasing number of high Interior Senior Interior
strong, particularly in Melbourne thanks to and the unprecedented investment in
rise residential and mixed use commercial Designer Designer Planner Senior Planner Urban Landscape
significant overseas investment and the commercial construction and transport
boom in apartment development. projects. The release of land to subdivide 2-7 yrs exp 7+ yrs exp 2-5 yrs exp 5+ yrs exp Designer Architect
projects across Auckland is creating
Therefore high demand for skilled has promoted opportunity for Project significant skills shortages. The Wellington
candidates will continue in the year ahead. Engineers and Civil Site Managers. NSW - Sydney 55 - 85 85 - 120 60 - 80 80 - 120 60 - 100 50 - 120
market is moving forward slowly with a
In Tasmania cranes are visible on high In terms of skills in demand, Design number of large private and government
Architects and Project Architects are commercial construction projects either NSW - Regional 50 - 85 85 - 100 50 - 80 80 - 100 50 - 90 60 - 80
profile private and public development
sites across Hobart, with construction also sought across the country, particularly in underway or announced. In contrast, now
taking place in Southern Tasmania. Activity Sydney, Melbourne and Brisbane where that Christchurch has entered the next VIC - Melbourne 55 - 85 85 - 120 60 - 80 80 - 120 50 - 100 50 - 100
in the north is lower and businesses with those with BIM/Revit skills at all levels are stage of its rebuild, the heat has gone out
state-wide interests are redeploying highly sought. Similarly engineering firms of its residential construction market. VIC - Regional 55 - 85 85 - 120 60 - 80 80 - 120 50 - 100 50 - 100
resources from the north to the south. are on the hunt for Structural and The engineering recruitment market is
Services Engineers and Designers.Overall, also growing strongly due to the
In South Australia a steady flow of large design and delivery for building projects QLD - Brisbane, Gold Coast & Sunshine Coast 55 - 80 75 - 90 60 - 75 75 - 110 60 - 100 70 - 100
commercial and infrastructure projects is increased residential, commercial and
is leading to increased hiring levels, work infrastructure development and we expect
driving up demand for highly skilled volumes and salaries. QLD - Regional 50 - 60 70 - 85 55 - 70 70 - 100 80 - 95 50 - 90
Project Managers and engineering salaries to increase in the year ahead. Net
professionals. Meanwhile, candidates with Multi-unit residential developments, large migration and population growth has put
medium density build experience are in urban regeneration projects and retail or a strain on services, driving investment in SA - Adelaide 45 - 70 65 - 90 55 - 70 75 - 110 80 - 120 55 - 80
solid demand for residential work. age/health care developments have new and upgrade projects. Engineers with
Builders are keen to secure experienced, created demand for Architects and Design New Zealand experience are scarce, which WA - Perth 50 - 70 70 - 100 50 - 70 70 - 120 60 - 120 50 - 120
commercially savvy candidates with Engineers in NSW, Victoria, the ACT and might force employers to increase salaries
strong residential experience. Queensland.Town Planners have been in for local talent.
ACT - Canberra 50 - 70 75 - 95 55 - 80 85 - 110 60 - 100 50 - 85
demand in both the private and public
In the Northern Territory the construction Significant demand remains for Structural
sector leading to upward pressure in
industry is starting to pick up with a Engineers, Civil Engineers, Geotechnical TAS - Hobart 45 - 60 55 - 75 50 - 60 60 - 80 50 - 65 50 - 65
contract rates and permanent salaries for
number of major commercial and Engineers, Mechanical & Electrical
planning staff.
infrastructure projects gathering pace. The Building Services Engineers and Land
While the residential markets of Western Surveyors. The demand for Architects NT - Darwin 45 - 65 65 - 100 50 - 70 70 - 120 60 - 130 50 - 90
residential market continues to grow too,
with a major focus on defence housing. Australia, South Australia, Northern grew last year, driving up salaries after a
This is creating strong demand for Project Queensland and Tasmania are not as active, long period of minimal growth and we NZ - Auckland 50 - 70 70 - 95 45 - 70 70 - 100 60 - 90 60 - 100
Managers, Estimators and Engineers. we are still seeing positive hiring activity expect more hiring ahead. Permanent
thanks to new and ongoing investment in roles are preferred due to the longevity of NZ - Christchurch/Wellington 45 - 65 65 - 95 45 -70 70 - 120 60 - 90 60 - 100
In South East Queensland interstate institutional, retail or aged/health care most projects. Architectural professionals
investors are helping to drive a boom in projects. Salaries however are remaining and Technicians with three to five years of
residential houses and apartments. steady as challenges from the wider experience are in strong demand.
Commercial projects are also taking place economy impact the construction market. Employers are paying a premium for
including major upgrades to a number of candidates with expertise in Revit and
large and small retail buildings. This is In civil engineering the significant demand
ArchiCAD. Registered Architects able to
creating demand for Estimators, Contract for talent will continue for the next three to
run projects and lead teams are also NOTES:
Administrators, Forepersons and Project five years. There is considerable
highly sought.  Australian salaries include superannuation
Managers. In contrast, North Queensland is infrastructure development already taking
New Zealand salaries do not include superannuation
experiencing low levels of hiring activity, place or on the drawing board across the
New Zealand salaries are represented in New Zealand dollars

118 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 119
ENGINEERING ENGINEERING

Graduate/ Intermediate Associate/ Client Side


BUILDING SERVICES CAD Drafter - Entry-level - Senior Design Senior Principal/ Civil Designer Civil/Structural Representative/ Environmental
DESIGN CONSULTANCY Design Drafter CAD Manager Design Engineer Engineer Associate Director CIVIL & STRUCTURAL Drafter Drafter Engineer Resident Engineer Engineer

NSW - Sydney 45 - 70 75 - 100 45 - 60 60 - 110 110 - 150 150 - 210 NSW - Sydney 50 - 90 60 - 100 60 - 140 65 - 130 70 - 140

NSW - Regional 45 - 60 65 - 75 50 - 65 60 - 90 110 - 150 150+ NSW - Regional 45 - 80 40 - 75 50 - 100 50 - 100 65 - 120

VIC - Melbourne 45 - 70 75 - 100 45 - 60 60 - 110 110 - 150 150 - 210 VIC - Melbourne 45 - 90 45 - 85 60 - 120 70 - 120 50 - 120

VIC - Regional 40 - 60 65 - 85 45 - 70 65 - 100 100 - 140 140+ VIC - Regional 45 - 80 45 - 85 60 - 120 70 - 120 45 - 120

QLD - Brisbane, Gold Coast & Sunshine Coast 45 - 65 65 - 95 50 - 70 70 - 120 120 - 150 150+ QLD - Brisbane, Gold Coast & Sunshine Coast 45 - 90 50 - 90 60 - 130 80 - 150 50 - 120

QLD - Regional 45 - 65 65 - 90 40 - 60 60 - 110 95 - 130 130+ QLD - Regional 45 - 65 50 - 85 80 - 130 90 - 120 50 - 120

SA - Adelaide 40 - 65 70 - 90 40 - 60 60 - 85 100 - 140 140+ SA - Adelaide 45 - 65 50 - 80 70 - 90 60 - 100 70 - 90

WA - Perth 55 - 110 90 - 120 60 - 70 70 - 130 130 - 170 150 - 200 WA - Perth 55 - 70 65 - 105 60 - 120 90 - 120 80 - 120

ACT - Canberra 40 - 65 50 - 85 55 - 65 70 - 90 100 - 120 130+ ACT - Canberra 40 - 60 45 - 80 55 - 110 65 - 120 50 - 85

TAS - Hobart 40 - 65 50 - 75 40 - 55 55 - 90 90 - 110 120+ TAS - Hobart 40 - 60 45 - 65 55 - 95 70 - 105 60 - 80

NT - Darwin 45 - 75 65 - 90 45 - 70 70 - 120 120 - 160 140+ NT - Darwin 40 - 65 60 - 90 70 - 140 80 - 140 80 - 120

NZ - Auckland 45 - 70 70 - 100 40 - 70 80 - 100 110 - 130 110 - 200 NZ - Auckland 45 - 80 55 - 80 65 - 120 80 - 130 50 - 120

NZ -Wellington 50 - 80 70 - 100 50 - 60 75 - 100 100 - 130 130+ NZ -Wellington 50 - 80 45 - 80 60 - 140 60 - 120 50 - 120

NZ - Christchurch 50 - 70 70 - 90 50 - 60 65 - 100 110 - 130 130+ NZ - Christchurch 50 - 80 45 - 80 60 - 140 60 - 120 50 - 120

BUILDING SERVICES Foreperson/ Estimator - Project Senior Project Operations Building Structural/Civil Group Manager/
CONTRACTOR Supervisor Snr Estimator Manager Manager Manager Services Manager Project Engineer Land Surveyor Associate Principal

NSW - Sydney 75 - 90 75 - 150 90 - 130 120 - 150 150 - 180 140 - 200 NSW - Sydney 55 - 140 80 - 150 120 - 160 160+

NSW - Regional 60 - 70 65 - 85 90 - 100 110 - 130 120 - 150 120 - 180 NSW - Regional 55 - 120 75 - 130 120 - 140 140+

VIC - Melbourne 65 - 80 75 - 140 90 - 130 100 - 150 120 - 170 120 - 190 VIC - Melbourne 50 - 100 50 - 120 120 - 160 150+

VIC - Regional 60 - 80 75 - 140 90 - 130 100 - 150 120 - 170 120 - 190 VIC - Regional 50 - 100 45 - 120 120 - 160 150+

QLD - Brisbane, Gold Coast & Sunshine Coast 60 - 100 65 - 140 85 - 130 100 - 165 120 - 180 140 - 190 QLD - Brisbane, Gold Coast & Sunshine Coast 65 - 140 60 - 120 120 - 160 150+

QLD - Regional 60 - 90 60 - 140 90 - 120 100 - 145 110 - 150 110 - 150 QLD - Regional 70 - 120 80 - 140 120 - 150 150+

SA - Adelaide 60 - 75 55 - 120 70 - 130 80 - 160 110 - 180 120 - 160 SA - Adelaide 80 - 120 60 - 90 110 - 140 150+

WA - Perth 80 - 100 90 - 120 90 - 140 125 - 160 150 - 200 130 - 180 WA - Perth 90 - 130 80 - 100 120 - 150 150+

ACT - Canberra 60 - 70 60 - 80 75 - 100 90 - 120 100 - 140 100 - 140 ACT - Canberra 55 - 110 50 - 90 90 - 130 120+

TAS - Hobart 50 - 70 60 - 80 70 - 95 90 - 120 120 - 140 90 - 140 TAS - Hobart 70 - 110 60 - 75 100 - 140 120+

NT - Darwin 70 - 100 70 - 130 80 - 140 120 - 160 140 - 200 110 - 180 NT - Darwin 70 - 140 80 - 100 130 - 180 150+

NZ - Auckland 50 - 70 50 - 70 75 - 90 85 - 120 90 - 120 100 - 160 NZ - Auckland 70 - 120 55 - 120 120 - 150 120 - 180

NZ -Wellington 50 - 65 50 - 80 80 - 100 90 - 120 100 - 140 120 - 150 NZ -Wellington 60 - 140 55 - 120 120 - 150 140 - 180

NZ - Christchurch 55 - 75 65 - 85 90 - 110 95 - 130 110 - 130 100 - 150 NZ - Christchurch 60 - 140 55 - 120 120 - 160 140 - 180

NOTES: NOTES:
 Australian salaries include superannuation  Australian salaries include superannuation
New Zealand salaries do not include superannuation New Zealand salaries do not include superannuation
New Zealand salaries are represented in New Zealand dollars New Zealand salaries are represented in New Zealand dollars

120 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 121
ENGINEERING CONSTRUCTION

Signalling CONSTRUCTION CIVIL Leading Hand Foreperson Site Engineer Project Engineer Project Manager
Signalling Signalling Maintenance Permanent Way Permanent Way
RAIL INFRASTRUCTURE Designers Supervisors Technicians Designers Track NSW - Sydney 65 - 75 90 - 150 60 - 90 100 - 140 150 - 200

NSW - Sydney 90 - 140 90 - 150 90 - 115 100 - 160 95 - 130 NSW - Regional 65 - 75 90 - 150 60 - 90 100 - 120 120 - 180

NSW - Regional 70 - 95 70 - 90 50 - 80 75 - 100 75 - 105 VIC - Melbourne 60 - 70 80 - 145 60 - 85 70 - 140 90 - 180

VIC - Melbourne 90 - 140 90 - 150 65 - 95 100 - 160 80 - 110 VIC - Regional 60 - 70 75 - 120 60 - 70 70 - 140 100 - 170

VIC - Regional 85 - 120 80 - 120 65 - 95 90 - 150 80 - 110 QLD - Brisbane, Gold Coast & Sunshine Coast 55 - 65 90 - 130 60 - 90 80 - 150 110 - 210

QLD - Brisbane, Gold Coast & Sunshine Coast 80 - 120 75 - 100 65 - 90 85 - 120 80 - 110 QLD - Regional 55 - 80 80 - 130 55 - 90 90 - 120 130 - 180

QLD - Regional 80 - 120 75 - 100 65 - 90 85 - 120 75 - 110 SA - Adelaide 50 - 70 70 - 110 60 - 70 80 - 130 90 - 140

SA - Adelaide 75 - 90 65 - 95 60 - 80 75 - 110 75 - 100 WA - Perth 75 - 85 85 - 90 90 - 100 95 - 110 140 - 160

WA - Perth 90 - 180 120 - 160 90 - 120 80 - 160 100 - 160 ACT - Canberra 50 - 65 65 - 90 55 - 65 60 - 90 80 - 120

ACT - Canberra 70 - 100 65 - 90 60 - 80 70 - 95 65 - 95 TAS - Hobart 60 - 65 65 - 80 60 - 75 70 - 85 90 - 120

TAS - Hobart 85 - 120 80 - 120 65 - 95 90 - 130 80 - 110 NT - Darwin 70 - 95 75 - 120 70 - 120 90 - 160 110 - 160

NT - Darwin 80 - 120 80 - 130 65 - 90 90 - 130 80 - 120 NZ - Auckland 45 - 60 70 - 85 55 - 80 75 - 100 90 - 130

NZ - Auckland 65 - 95 65 - 95 50 - 80 70 - 110 70 - 100 NZ -Wellington 45 - 60 55 - 75 65 - 80 80 - 95 90 - 135

NZ -Wellington 55 - 80 65 - 95 50 - 70 70 - 110 80 - 110 NZ - Christchurch 60 - 65 65 - 75 70 - 85 75 - 100 90 - 140

NZ - Christchurch 55 - 80 65 - 95 50 - 70 70 - 110 80 - 110

Contracts Contracts
Administrator/ Administrator/
Construction Qty Surveyor - Qty Surveyor -
Estimator Manager Junior Senior Design Manager

NSW - Sydney 90 - 180 200 - 250 70 - 90 90 - 140 120 - 150

NSW - Regional 90 - 140 180 - 220 70 - 90 90 - 130 100 - 130

VIC - Melbourne 80 - 180 130 - 200 60 - 80 80 - 130 85 - 150

VIC - Regional 70 - 100 120 - 150 55 - 70 75 - 100 80 - 120

QLD - Brisbane, Gold Coast & Sunshine Coast 120 - 200 120 - 250 70 - 90 90 - 150 120 - 200

QLD - Regional 65 - 150 150 - 220 55 - 80 85 - 120 100 - 130

SA - Adelaide 100 - 150 120 - 160 55 - 80 80 - 120 80 - 120

WA - Perth 100 - 130 140 - 170 75 - 85 110 - 130 90 - 120

ACT - Canberra 70 - 100 90 - 170 50 - 70 70 - 100 80 - 125

TAS - Hobart 75 - 95 120 - 180 55 - 75 90 - 130 120 - 150

NT - Darwin 80 - 140 125 - 240 65 - 95 90 - 150 100 - 200

NZ - Auckland 50 - 130 100 - 150 50 - 60 90 - 130 100 - 150

NZ -Wellington 70 - 120 110 - 150 55 - 75 90 - 120 90 - 125

NZ - Christchurch 55 - 130 120 - 160 55 - 85 100 - 140 90 - 125


NOTES:
 Australian salaries include superannuation NOTES:
New Zealand salaries do not include superannuation  Australian salaries include superannuation New Zealand salaries are represented in New Zealand dollars
New Zealand salaries are represented in New Zealand dollars New Zealand salaries do not include superannuation

122 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 123
CONSTRUCTION CONSTRUCTION

Project Project Civil Project


CONSTRUCTION BUILDING Leading Hand Foreperson Site Engineer Engineer Manager Estimator LOCAL GOVERNMENT Traffic Engineer Civil Designer Manager Asset Manager Town Planner

NSW - Sydney 75 - 100 120 - 180 80 - 120 130 - 170 140 - 220 110 - 180 NSW - Sydney 60 - 120 60 - 100 100 - 120 75 - 95 50 - 100

NSW - Regional 55 - 70 80 - 120 60 - 85 90 - 120 120 - 200 60 - 110 NSW - Regional 60 - 100 55 - 80 75 - 100 65 - 85 50 - 90

VIC - Melbourne 65 - 80 70 - 150 50 - 80 80 - 140 120 - 220 70 - 150 VIC - Melbourne 50 - 80 50 - 80 75 - 90 50 - 80 50 - 80

VIC - Regional 55 - 70 90 - 120 45 - 70 65 - 130 110 - 160 100 - 200 VIC - Regional 45 - 60 50 - 80 75 - 90 50 - 80 50 - 80

QLD - Brisbane, Gold Coast & Sunshine Coast 50 - 70 90 - 140 70 - 100 80 - 130 140 - 220 90 - 180 QLD - Brisbane, Gold Coast & Sunshine Coast 60 - 100 60 - 90 75 - 120 60 - 95 45 - 95

QLD - Regional 55 - 80 70 - 110 55 - 90 90 - 150 120 - 200 70 - 150 QLD - Regional 60 - 80 60 - 80 60 - 120 60 - 95 55 - 75

SA - Adelaide 50 - 75 70 - 90 45 - 65 60 - 90 110 - 180 70 - 155 SA - Adelaide 55 - 75 50 - 65 70 - 90 70 - 85 45 - 80

WA - Perth 70 - 80 80 - 100 65 - 85 90 - 120 120 - 180 90 - 150 WA - Perth 70 - 90 65 - 85 75 - 110 80 - 100 65 - 80

ACT - Canberra 60 - 80 70 - 110 65 - 75 80 - 130 100 - 150 80 - 130 ACT - Canberra 55 - 95 50 - 80 N/A N/A 45 - 90

TAS - Hobart 60 - 70 70 - 90 60 - 80 90 - 110 120 - 180 80 - 110 TAS - Hobart 60 - 80 60 - 75 70 - 90 80 - 100 60 - 75

NT - Darwin 70 - 95 75 - 120 65 - 95 90 - 120 120 - 200 80 - 140 NT - Darwin 45 - 90 45 - 80 60 - 120 60 - 95 45 - 100

NZ - Auckland 55 - 65 65 - 80 60 - 80 75 - 90 90 - 135 60 - 130 NZ - Auckland 60 - 120 60 - 100 80 - 150 80 - 130 65 - 100

NZ -Wellington 45 - 60 55 - 75 60 - 80 80 - 100 100 - 130 80 - 120 NZ -Wellington 60 - 80 50 - 80 80 - 120 60 - 80 55 - 90

NZ - Christchurch 55 - 65 70 - 75 65 - 85 85 - 100 100 - 130 55 - 130 NZ - Christchurch 60 - 80 50 - 80 80 - 120 60 - 80 55 - 100

Contracts Contracts Building Facilities Facilities Property


Administrator/ Administrator/ Surveyor Coordinator Manager Project Manager Manager
Construction Qty Surveyor - Qty Surveyor - Design
Manager Junior Senior Manager Site Manager NSW - Sydney 65 - 120 45 - 60 55 - 100 80 - 110 50 - 125

NSW - Sydney 200 - 280 60 - 80 120 - 180 130 - 180 160 - 220 NSW - Regional 50 - 60 40 - 50 55 - 85 70 - 100 40 - 115

NSW - Regional 120 - 180 60 - 80 80 - 110 120 - 150 110 - 160 VIC - Melbourne 60 - 90 40 - 60 55 - 100 60 - 110 50 - 100

VIC - Melbourne 160 - 250 45 - 80 80 - 180 120 - 180 110 - 180 VIC - Regional 60 - 90 40 - 60 55 - 100 60 - 110 50 - 100

VIC - Regional 150 - 200 40 - 70 90 - 130 100 - 130 85 - 120 QLD - Brisbane, Gold Coast & Sunshine Coast 55 - 90 45 - 60 65 - 100 65 - 110 50 - 80

QLD - Brisbane, Gold Coast & Sunshine Coast 150 - 250 75 - 120 110 - 160 120 - 200 90 - 165 QLD - Regional 55 - 85 45 - 60 65 - 100 65 - 110 50 - 80

QLD - Regional 130 - 200 55 - 80 90 - 140 100 - 130 100 - 140 SA - Adelaide 50 - 65 40 - 55 60 - 70 55 - 70 65 - 70

SA - Adelaide 130 - 220 40 - 60 70 - 150 90 - 120 80 - 180 WA - Perth 70 - 90 60 - 80 80 - 100 80 - 110 70 - 100

WA - Perth 170 - 250 65 - 85 120 - 150 110 - 150 110 - 150 ACT - Canberra N/A N/A N/A N/A N/A

ACT - Canberra 140 - 180 45 - 70 70 - 120 80 - 120 90 - 150 TAS - Hobart 75 - 95 65 - 80 75 - 100 90 - 110 N/A

TAS - Hobart 140 - 180 60 - 75 90 - 130 100 - 130 85 - 100 NT - Darwin 55 - 85 45 - 65 65 - 100 65 - 110 50 - 80

NT - Darwin 125 - 240 65 - 95 90 - 150 100 - 150 110 - 160 NZ - Auckland 60 - 85 45 - 55 70 - 90 80 - 120 70 - 110

NZ - Auckland 120 - 160 45 - 60 90 - 130 90 - 120 85 - 110 NZ -Wellington 50 - 80 45 - 60 60 - 90 70 - 120 70 - 110

NZ -Wellington 130 - 150 45 - 60 90 - 120 85 - 115 85 - 105 NZ - Christchurch 55 - 85 45 - 60 65 - 90 80 - 120 70 - 115

NZ - Christchurch 130 - 160 55 - 70 100 - 130 90 - 120 85 - 115

NOTES: NOTES:
 Australian salaries include superannuation New Zealand salaries are represented in New Zealand dollars  Australian salaries include superannuation New Zealand salaries are represented in New Zealand dollars
New Zealand salaries do not include superannuation New Zealand salaries do not include superannuation

124 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 125
PROPERTY PROPERTY

Commercial/ Commercial/
Industrial/Retail Industrial/Retail
Property Management Property Management Residential Property Residential Property
PROPERTY 0-3 yrs exp 3+ yrs exp Manager 0-3 yrs Manager 3+ yrs

NSW - Sydney 55 - 75 75 - 120 40 - 60 65 - 90

NSW - Regional 45 - 60 60 - 100 40 - 60 65 - 90

VIC - Melbourne 45 - 65 65 - 110 40 - 65 65 - 120

VIC - Regional 40 - 60 60 - 105 35 - 55 50 - 90

QLD - Brisbane, Gold Coast & Sunshine Coast 50 - 65 60 - 110 40 - 55 50 - 75

QLD - Regional 40 - 60 60 - 90 35 - 55 50 - 70

SA - Adelaide 40 - 70 65 - 90 38 - 55 50 - 70
AUSTRALIA Australia is creating a chronic shortage of General Managers and candidates with
these professionals. Competition for extensive experience and extensive local WA - Perth 55 - 80 75 - 150 45 - 65 65 - 90
With interest rates expected to remain low experienced candidates proficient in knowledge are in growing demand to take
in Australia and business and consumer managing these high-density assets will over from existing senior management. ACT - Canberra 50 - 65 65 - 110 45 - 55 55 - 90
sentiment improving, we expect to see remain intense in the year ahead. Although demand in Auckland is increasing
good levels of recruitment activity in the Population growth and overseas investors it has not increased enough yet to
year ahead but only modest salary growth. TAS - Hobart 50 - 60 65 - 90 45 - 60 50 - 70
are playing a major role in shaping materially affect salaries.
Hiring conditions differ by location and Australias property market. The large
The Wellington property market remains NT - Darwin 65 - 85 70 - 120 50 - 65 60 - 80
sector, ranging from the strong residential number of residential developments being
cautiously optimistic.There are positive
markets in Melbourne and Sydney to record constructed along growth corridors is
signs for CBD development beyond
high commercial vacancy rates in the expected to generate increasing NZ - Auckland 50 - 65 70 - 110 60 - 80 80 - 100
ongoing earthquake restrengthening
resources-affected states. Much has also recruitment activity for Development
work.New commercial developments and
been made of the impact of both federal, Managers, Sales and Leasing professionals NZ - Christchurch/Wellington 45 - 65 70 - 110 45 - 60 50 - 80
high profile projects such as the convention
state & local government policy on the and Property Management candidates
centre and film museum are part of the mix
property sector in the form of possible including more bilingual candidates.
and more land has been made available for
changes to land tax calculations, strata title The strength of the commercial office development on the waterfront.These new
reform and foreign investment but we market varies widely around Australia. For projects have driven up demand for client Asset Manager Asset Manager
believe that this will impact investment and example, vacancy rates have soared in side Project Managers and have only
wealth creation outcomes rather than the 0-3 yrs exp 3+ yrs exp Retail Centre Manager Lease Administrator
resource-led locations in Western increased salaries for a small number of
broader property employment market. Australia, Queensland and the Northern specialist roles.However, the market for NSW - Sydney 80 - 115 90 - 180 80 - 150 50 - 100
Retail, hospitality and tourism are leading Territory, driving up demand for highly Property Managers, Facilities Managers and
the charge on the commercial side. The experienced and connected Sales & Valuers remains static.
Leasing professionals. State government NSW - Regional 75 - 110 80 - 120 75 - 120 50 - 80
Australian dollar remains favourable to
led urban renewal and office consolidation

remains
tourism from overseas and domestic
holidays are also on the rise due to a initiatives have also seen a rise in demand The Christchurch market VIC - Melbourne 70 - 100 100 - 130 85 - 140 50 - 65
general tightening of household budgets. for temporary Property Officers, busy particularly
We note some 14 new hotels are planned Acquisitions Managers and Asset
for Perth alone while retail development in Managers. However, we dont expect this on the client side of VIC - Regional 65 - 95 95 - 125 75 - 115 40 - 55

new and existing centres around Australia


continues as does the arrival of international
brands entering the local market. This will
healthy demand to lead to salary
increases as many of these projects are
heavily linked to austerity measures. Also,
project management.

The Christchurch market remains busy
QLD - Brisbane, Gold Coast & Sunshine Coast 75 - 100 100 - 150 80 - 140 45 - 65

result in more roles for Development candidates are typically engaged on a particularly on the client side of project QLD - Regional 75 - 100 100 - 125 80 - 170 40 - 55
Managers, Centre Managers, Tenancy and short term or consultancy basis. management.With some major projects
Leasing Coordinators. However, despite this nearing completion, we expect to see SA - Adelaide 60 - 90 75 - 120 80 - 150 55 - 70
In the industrial property market, a
SALARY INFORMATION: PROPERTY

strong activity we expect salaries to stay greater demand for Property Managers
challenging outlook for manufacturing and Facilities Managers and eventually
fairly firm over the year ahead. and high vacancy rates in the resources WA - Perth 80 - 100 100 - 150 80 - 140 45 - 60
salary increases. The market for Sales
It is a similar story in the residential sector states of Queensland and WA is expected Consultants is also strong.Candidates
with employers wanting to hold the line on to lead to a subdued recruitment market. with management and leadership ACT - Canberra 75 - 110 80 - 120 75 - 130 50 - 65
salaries despite a growing shortage of Sales & leasing professionals are expected experience are highly sought too and are
experienced Property Managers. Many to remain in demand but salaries will attracting a slight salary premium. We
organisations in the residential sector are remain static or could even fall further. TAS - Hobart 60 - 90 80 - 120 85 - 130 40 - 60
view this as a positive sign of market
opting to train staff and promote from conditions generally.
within to avoid the salary increases involved NEW ZEALAND NT - Darwin 70 - 100 90 - 135 85 - 130 50 - 65
in recruiting more experienced candidates.
We are seeing increased hiring in the public
NZ - Auckland 90 - 110 110 - 150 90 - 150 45 - 60
and private residential sector of Auckland.

andPopulation growth
overseas investors
Building Surveyors, Quantity Surveyors,
Developers and, in time, Sales Consultants
are expected to be in growing demand
NZ - Christchurch/Wellington 90 - 110 100 - 140 80 - 130 40 - 60

are playing a major role over the year ahead. Meanwhile, changes in
in shaping Australias the ownership of some major retail centres
property market.

The outlook for Strata Managers is more
both in the CBD and the suburbs are
expected to generate demand for
experienced Leasing Executives to handle
NOTES:
 Australian salaries include superannuation
the resulting lease transfers.
positive as the creation of thousands of New Zealand salaries do not include superannuation
new apartments in major cities around New Zealand salaries are represented in New Zealand dollars

126 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 127
PROPERTY FACILITIES MANAGEMENT

Commercial/
Valuer CPV Valuer CPV Valuer RPV Valuer RPV Industrial/Retail
PROPERTY 0-3 yrs 3+ yrs 0-3 yrs 3+ yrs Sales & Leasing

NSW - Sydney 55 - 90 75 - 130 50 - 80 75 - 110 65 - 250

NSW - Regional 45 - 90 65 - 110 45 - 70 60 - 100 60 - 90

VIC - Melbourne 50 - 75 70 - 130 45 - 70 60 - 100 65 - 130

VIC - Regional 45 - 70 65 - 100 45 - 60 55 - 90 60 - 125

QLD - Brisbane, Gold Coast & Sunshine Coast 40 - 80 75 - 115 40 - 80 75 - 115 50 - 180

QLD - Regional 40 - 80 75 - 100 40 - 80 75 - 100 50 - 180

SA - Adelaide 50 - 80 70 - 110 50 - 80 70 - 110 70 - 110

WA - Perth 60 - 90 80 - 130 60 - 90 80 - 130 80 - 180 AUSTRALIA done their best to retain business critical northwest Auckland and a leading
staff but the exodus of talent to other shopping centre operator has announced
Many facilities management (FM) states has created mostly unwelcome plans to redevelop a number of retail
ACT - Canberra 50 - 80 80 - 120 50 - 80 80 - 120 70 - 130
departments across both the public and vacancies at many senior levels that are sites. All this activity ensures facilities
private sectors are increasing spend after proving difficult to fill. management will continue to be a skill-set
TAS - Hobart 55 - 75 70 - 100 55 - 75 70 - 100 60 - 95 last years cost cutting. However they are in demand.
looking to outsource to FM service There has been an increase in demand in
NT - Darwin 55 - 80 70 - 120 55 - 80 70 - 120 60 - 110 providers rather than build capacity Darwin and Northern Queensland in the In Wellington, Facilities Managers with
in-house. soft services space for gas, mining and experience working with retail property
defence projects. Demand from defence portfolios are highly sought, as are
NZ - Auckland 45 - 70 70 - 130 45 - 70 70 - 130 50 - 150 In the public sector, and in particular the has created a cushioning effect with Facilities Managers skilled in managing
education sector, we have seen a surge in spending across the board increasing in commercial property and body corporate
NZ - Christchurch/Wellington 45 - 60 70 - 140 45 - 60 60 - 140 60 - 150 funding nationally and a push to that sector, creating unprecedented portfolios. An ever-increasing focus on
massively streamline work by outsourcing candidate demand. compliance and operating efficiency in
to FM service providers. This trend both the public and private sectors is also
requires FM service providers to cross

increased
driving up the need for experienced
over into areas where they traditionally Across all states facilities management professionals.
Assistant may have never had a presence. The funding in the Preferred candidates have strong skills in
appetite of these organisations to tender
Acquisitions Acquisitions Development Development Development
for large, lucrative contracts has meant
education sector is creating communication, stakeholder management
and account management coupled with
0-4 yrs exp 4+ yrs Manager Manager Director
that they are required to provide a full a very high need for Project experience in the latest health and safety
NSW - Sydney 75 - 110 100 - 200 60 - 80 120 - 180 180 - 250
suite of services and tender on soft, hard
and trades contracts known as Total
Facilities Management solutions (TFM). As
Managers for capital works.
legislation. Candidates must also be
systems and process savvy as well as
adept in managing hard services.
Across all states increased funding in the

SALARY INFORMATION: FACILITIES MANAGEMENT


NSW - Regional 60 - 100 90 - 170 60 - 80 110 - 170 170 - 220 a result, these FM service providers
require more flexible and adaptable staff education sector is creating a very high We are seeing a good supply of
able to cover both hard and soft need for Project Managers for capital candidates at the entry and senior levels
VIC - Melbourne 75 - 110 100 - 200 60 - 90 100 - 200 180 - 250
portfolios; this is a dramatic transition works. The preferred candidate has but a shortage at the intermediate level.
from specialist roles. education experience and a background There is also a shortage of candidates
VIC - Regional 70 - 110 100 - 180 55 - 90 120 - 170 170 - 220 in the architectural industry combined with experience spanning both the
This new environment has dramatically with an ability to manage a project from technical skills needed for facilities
QLD - Brisbane, Gold Coast & Sunshine Coast 75 - 110 90 - 170 55 - 80 120 - 180 180 - 250 changed the recruitment landscape for design through to delivery. management and the softer skills.
candidates in FM with the bulk of
employment now offered by FM service In the soft services sector we are seeing

of candidates
QLD - Regional 60 - 110 80 - 150 50 - 70 110 - 160 160 - 210 huge demand for helpdesk talent, as an
providers rather than organisations that
increasing number of FM contracts require
There is a shortage
are the end user of services. The climate
SA - Adelaide 55 - 90 120 - 150 55 - 90 130 - 200 160 - 250 of winning or losing major accounts such support. with
means employers need flexible workforce The FM outlook is for more spending and experience spanning both
WA - Perth 60 - 110 120 - 175 65 - 95 120 - 170 180 - 250 solutions and so prefer using contractors employment in the coming year with the technical skills needed
over permanent staff. many education refurbishments planned for facilities management

along with some new and unusual
ACT - Canberra 65 - 110 90 - 200 55 - 90 110 - 180 180 - 250 In the ACT, NSW and Victoria, we have
seen a change in service providers across projects on the drawing board such as and the softer skills.
large federal government outsourced Australias first high rise schools.
TAS - Hobart 55 - 90 70 - 120 55 - 90 110 - 150 150 - 180 accounts and also several corporate Looking ahead, we predict the very
favourable employment conditions for
outsourced accounts. This is NEW ZEALAND candidates with New Zealand and
NT - Darwin 55 - 90 70 - 120 55 - 90 120 - 160 160 - 200 unprecedented in a normally stable
market and due to the fact such providers The facilities management market remains Auckland experience will continue over
are large employers we have seen buoyant in New Zealand with a number of the next year and beyond.
NZ - Auckland 55 - 90 80 - 120 55 - 90 150 - 180 300 - 400 commercial and retail organisations
significant levels of candidate movement
across all levels of roles from Facilities particularly active in the recruitment
NZ - Christchurch/Wellington 50 - 90 100 - 140 55 - 90 140 - 180 300 - 400 market,though salaries have remained
Administrators to Work Supervisors and
Account Directors. stable across the country.

Western Australian permanent roles have In Auckland, the CBD is poised for further
been scarce for many months due to the development creating a crucial need for
NOTES: downturn in mining and resources. Many the right talent to maintain and maximise
 Australian salaries include superannuation quality candidates have reacted by office space. Further, the Westgate Town
New Zealand salaries do not include superannuation moving interstate to find employment. Centre retail and commercial development
New Zealand salaries are represented in New Zealand dollars Employers in Western Australian have project is currently under construction in

128 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 129
FACILITIES MANAGEMENT FACILITIES MANAGEMENT

Building Facilities Facilities Cleaning Operations Cleaning Area


FACILITIES MANAGEMENT Manager Coordinator Manager Service Manager SOFT SERVICES Manager Manager Catering Manager Facilities Helpdesk

NSW - Sydney 75 - 85 55 - 75 80 - 120 90- 140 NSW - Sydney 85 - 110 70 - 85 80 - 90 55 - 70

NSW - Regional 65 - 80 55 - 70 75 - 115 90 - 110 NSW - Regional 75 - 110 70 - 85 70 - 80 45 - 55

VIC - Melbourne 55 - 80 50 - 70 70 - 120 85 - 130 VIC - Melbourne 85 - 110 70 - 85 80 - 90 55 - 65

VIC - Regional 55 - 70 45 - 65 70 - 120 85 - 120 VIC - Regional 85 - 110 70 - 85 80 - 90 55 - 65

QLD - Brisbane, Gold Coast & Sunshine Coast 60 - 80 45 - 60 70 - 120 70 - 115 QLD - Brisbane, Gold Coast & Sunshine Coast 75 - 105 70 - 85 75 - 90 50 - 60

QLD - Regional 55 - 65 45 - 55 60 - 100 70 - 100 QLD - Regional 80 - 120 65 - 80 75 - 100 55 - 65

SA - Adelaide 65 - 80 50 - 60 70 - 85 80 - 100 SA - Adelaide 80 - 100 65 - 75 75 - 80 50 - 60

WA - Perth 65 - 80 55 - 65 80 - 100 80 - 110 WA - Perth 75 - 90 65 - 75 70 - 90 50 - 60

ACT - Canberra 65 - 85 50 - 65 80 - 120 80 - 130 ACT - Canberra 85 - 110 70 - 85 80 - 90 55 - 65

TAS - Hobart 65 - 75 50 - 70 70 - 95 70 - 85 TAS - Hobart N/A N/A N/A N/A

NT - Darwin 65 - 90 65 - 85 70 - 140 110 - 150 NT - Darwin N/A N/A N/A N/A

NZ - Auckland 55 - 95 50 - 65 65 - 100 70 - 105 NZ - Auckland 70 - 85 65 - 75 65 - 75 40 - 60

NZ - Christchurch/Wellington 50 - 80 40 - 65 60 - 110 70 - 100 NZ - Christchurch/Wellington 65 - 75 55 - 65 55 - 65 40 - 50

Contracts Operations Engineering


Manager Manager Manager Bid Manager General Manager

NSW - Sydney 110 - 150 120 - 160 110 - 140 120 - 160 150 - 250

NSW - Regional 80 - 130 90 - 130 75 - 115 80 - 140 120 - 200

VIC - Melbourne 80 - 130 90 - 130 80 - 120 90 - 165 140 - 250

VIC - Regional 70 - 120 85 - 140 80 - 120 90 - 165 120 - 250

QLD - Brisbane, Gold Coast & Sunshine Coast 80 - 140 85 - 140 70 - 110 90 - 150 110 - 230

QLD - Regional 70 - 125 80 - 125 70 - 100 90 - 155 120 - 200

SA - Adelaide 90 - 120 90 - 130 75 - 100 90 - 130 120 - 200

WA - Perth 120 - 140 110 - 130 100 - 120 110 - 160 160 - 200

ACT - Canberra 110 - 150 90 - 140 90 - 130 90 - 140 120 - 250

TAS - Hobart 80 - 100 85 - 125 70 - 95 80 - 100 110 - 160

NT - Darwin 110 - 150 100 - 160 100 - 165 80 - 150 130 - 250

NZ - Auckland 70 - 115 85 - 120 75 - 120 80 - 130 100 - 200

NZ - Christchurch/Wellington 70 - 115 80 - 120 75 - 110 70 - 130 100 - 180

NOTES: NOTES:
 Australian salaries include superannuation  Australian salaries include superannuation
New Zealand salaries do not include superannuation New Zealand salaries do not include superannuation
New Zealand salaries are represented in New Zealand dollars New Zealand salaries are represented in New Zealand dollars

130 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 131
MANUFACTURING & OPERATIONS MANUFACTURING & OPERATIONS

Operations Maintenance Engineering


MANUFACTURING & OPERATIONS Manager Manager Manager

NSW - Sydney 130 - 170 110 - 140 90 - 130

V IC - Melbourne 100 - 140 110 - 140 110 - 140

QLD - Brisbane 110 - 150 90 - 120 110 - 140

WA - Perth 115 - 170 95 - 150 110 - 150

SA - Adelaide 90 - 140 80 - 100 90 - 130

Food NPD Manager Technical


QUALITY CONTROL & R&D QA Coordinator QA Manager Technologist Food Manager

NSW - Sydney 65 - 90 100 - 140 70 - 90 110 - 140 115 - 145


AUSTRALIA Employers are increasing white-collar Managers as well as Occupational Health &
headcount and investing in the Safety professionals with experience in the VIC - Melbourne 60 - 75 100 - 140 70 - 90 100 - 140 110 - 150
We anticipate a positive year ahead with development of manufacturing teams. food and beverage industries.
many employers achieving greater Production Managers, Operation
stability and even growth through Meanwhile, Queenslands heavy industry QLD - Brisbane 60 - 75 80 - 120 70 - 90 100 - 130 100 - 130
Managers and Engineering Managers are
innovation. Salaries overall however are has picked up and started recruiting again
in growing demand as distinct roles where
yet to increase. after two years of job decline as more WA - Perth 60 - 80 90 - 140 80 - 110 90 - 120 85 - 120
previously these functions were typically
companies opt to manufacture products
Australias manufacturing sector has seen rolled into a single role. While we have
in Australia due to the cost of
its gross domestic product (GDP) fall seen some major manufacturers in NSW SA - Adelaide 60 - 75 80 - 100 60 - 80 80 - 110 120 - 140
importation. Growth is also forecast in
consistently over the last decade but at 6.2 move offshore, others are starting up or
Queensland for the manufacture of
per cent GDP the sector remains a big opening new sites.
vehicles used in mining, with extensive
employer around the nation. Manufacturing Across Australia food manufacturing has hiring planned.
in Australia should be proud of how it has been in the spotlight but sourcing the Mechanical Electronics
diversified, adapted and taken advantage right talent has not been easy. The shift PRODUCT DESIGN & DEVELOPMENT Drafter Design Engineer Project Engineer Engineer R&D Manager
of the lower Australian dollar to support towards needing greater food technology
sales and exports. expertise, has led employers to search for NSW - Sydney 70 - 90 90 - 100 100 - 140 90 - 100 120 - 160
Conditions for manufacturing in NSW are talent in Europe and the United States.
SALARY INFORMATION: MANUFACTURING & OPERATIONS

particularly strong with reported month-on- The automotive sector continues to see VIC - Melbourne 70 - 90 80 - 100 90 - 120 70 - 90 90 - 120
month growth for the first time in ten years. redundancies but candidates are securing
The food, beverage and pharmaceutical new roles with niche manufacturers. Heavy QLD - Brisbane 65 - 90 80 - 110 80 - 120 80 - 110 90 - 120
sectors are showing clear signs of growth, industry is also still finding its way post
while building materials is flourishing off the the mining boom, particularly in Western
back of a powering construction industry WA - Perth 70 - 90 90 - 130 100 - 140 80 - 115 120 - 160
Australia, with the loss of many blue-collar
and significant residential, commercial and jobs creating an oversupply of skilled
infrastructure investment. Fabricators, Welders and Boilermakers. SA - Adelaide 65 - 85 65 - 80 75 - 110 75 - 110 80 - 110
However, Western Australia is seeing a

increasing
Employers are
white-collar
steady supply of jobs across FMCG,
agriculture and food-related businesses.
There is also high demand for Fitters and Maintenance Maintenance Maintenance Electrical Reliability
headcount and investing Electricians with specific experience in MAINTENANCE & ENGINEERING Fitter Head Electrician Planner Engineer Engineer
in the development of manufacturing/factory production lines. In
NSW - Sydney 70 - 90 75 - 95 85 - 105 80 - 100 80 - 100


the white-collar space, we are seeing
manufacturing teams. hiring activity for high level Quality
VIC - Melbourne 70 - 90 75 - 95 75 - 85 75 - 90 90 - 110

QLD - Brisbane 55 - 75 70 - 90 75 - 95 90 - 120 90 - 120

WA - Perth 65 - 80 70 - 90 80 - 95 85 - 110 90 - 130


Production/ Production Production
MANUFACTURING & OPERATIONS Process Worker Machinist Boilermaker Supervisor Manager SA - Adelaide 55 - 65 60 - 80 75 - 85 75 - 110 80 - 110

NSW - Sydney 45 - 55 50 - 70 60 - 75 65 - 85 95 - 135

VIC - Melbourne 45 - 55 55 - 70 60 - 75 60 - 85 90 - 120

QLD - Brisbane 40 - 50 45 - 65 50 - 65 60 - 85 80 - 110

WA - Perth 45 - 55 50 - 70 60 - 100 65 - 85 80 - 130

SA - Adelaide 40 - 50 50 - 60 50 - 60 60 - 80 80 - 95

NOTES: NOTES:
Salaries include superannuation Salaries include superannuation

132 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 133
ENERGY ENERGY
Design Engineering

TRANSMISSION & DISTRIBUTION/ Senior Design Principal Design Engineering


GENERATION Design Engineer*Engineer* Engineer Manager Design Manager

NSW - Sydney 70 - 90 100 - 120 130 - 165 160 - 200 130 - 150

VIC - Melbourne 75 - 100 100 - 130 130 - 150 150 - 170 110 - 160

QLD - Brisbane 80 - 100 100 - 140 140 - 180 150 - 190 110 - 160

WA - Perth 75 - 100 100 - 135 140 - 170 160 - 200 130 - 160

SA - Adelaide 80 - 100 100 - 130 135 - 155 150 - 185 130 - 155

NT - Darwin 85 - 115 115 - 150 120 - 170 145 - 190 130 - 170

NZ - Auckland 75 - 95 95 - 120 110 - 130 135 - 160 135 - 155

Senior Design Project Engineer Senior Project


Design Drafter Drafter (EPCM) Engineer (EPCM)
AUSTRALIA
showing
Lineworkers to remain in solid demand,
particularly in population growth hotspots
Consumers are also NSW - Sydney 50 - 80 70 - 100 80 - 115 130 - 150
Hiring activity and wages are expected to in Queenslands southeast where an ever- greater interest in
remain fairly flat in the energy sector in VIC - Melbourne 50 - 80 70 - 90 90 - 130 140 - 190
the year ahead after a period of political
increasing load is being placed on the sustainable energy sources

existing network. But we dont expect
uncertainty, technological disruption and wage growth to follow.
such as solar energy. QLD - Brisbane 60 - 80 80 - 100 90 - 140 140 - 190
other challenges.
In Western Australia, the Premier has WA - Perth 65 - 85 85 - 100 100 - 125 125 - 160
Despite these setbacks, we expect the stated his intention to sell Western Power While the future recruitment demand for
sector to continue its natural evolution to after the 2017 election. The restructure of power generation operators is not yet
clean renewable energy. Positive signs SA - Adelaide 55 - 75 75 - 95 80 - 115 125 - 150
senior management and further clear we expect there will be an uplift at
include the early 2016 launch of viable redundancies that followed the some point when the work now
battery storage for solar power and the NT - Darwin 65 - 85 80 - 110 115 - 140 125 - 170
announcement will continue this year underway, to develop improved efficiency
exciting development of wave energy off against a backdrop of major electricity strategies and new areas of investment
the coast of Perth. We should also see the away from traditional power sources, NZ - Auckland 55 - 70 70 - 85 80 - 100 90 - 120
retailers reporting declining revenues. To
emergence of more roles of the future in maintain the grid, employers are creating starts to reap rewards.In the meantime,
2016-17 such as Electrical Engineers with temporary opportunities and we expect salaries are not expected to change
strong renewable micro-grid experience. significantly for the foreseeable future Power Systems Protection Transmission Line
to see tradespeople trialled before being
offered permanent roles. Candidates are from 2015 levels. Engineer Engineer Design Engineer Project Manager

emergence
We should see the
of more roles
advised to ensure all their tickets and
certificates are maintained so they are
ready to work at short notice. Demand for
With a number of New Zealands power
plant closures already complete and
others scheduled to close, lines
NSW - Sydney

VIC - Melbourne
80 - 120

80 - 120
75 - 110

75 - 125
110 - 150

100 - 125
120 - 160

100 - 140
of the future in 2016-17 Maintenance Planners will continue but companies are cautious about going
such as Electrical Engineers the downturn in mining will keep wages in
check. For the second year in a row, we
ahead with large capital projects. This has QLD - Brisbane 80 - 110 110 - 150 80 - 150 120 - 160
with strong renewable expect continued consistent demand for
reduced recruitment levels for many roles


although on the maintenance side, we are WA - Perth 90 - 130 100 - 120 95 - 145 120 - 160
micro-grid experience. Switching and Power Station Operators. seeing a reasonable amount of optimism
In Victoria, the reduction of capital and ongoing work. We expect the SA - Adelaide 85 - 115 85 - 125 90 - 130 120 - 150
The traditional coal and gas fired expenditure and the impact of cost recruitment of maintenance staff will
electricity generation sector is facing a overruns will see employers taking a continue particularly at the trades level. NT - Darwin 95 - 140 100 - 130 90 - 140 135 - 180
number of challenges including the conservative approach to hiring and Employers are also still finding it hard to
collapse in oil prices. Many also believe wages. Like elsewhere, Victorian find highly qualified skilled industry trades NZ - Auckland 90 - 120 90 - 120 90 - 120 105 - 130
that peak energy demand has now been employers are expected to make greater people particularly Glove and Barrier Line
reached in parts of Australia which, if true, use of contract staff. On a bright note, we Mechanics, HV Electrical Fitters and
leaves major utilities having to meet the expect stronger salaries for Technical Protection Technicians as well as Wind Farm Geothermal
cost of maintaining and operating Tender/Bid specialists; however, the experienced Lines and Substation Design RENEWABLE Engineer Solar Engineer Engineer Technician
expensive grids with declining revenues. number one driver for all candidates is job
SALARY INFORMATION: ENERGY

Engineers, although this has eased


In NSW, the jobs market is very much security rather than salary so we are not somewhat as more skilled workers have NSW - Sydney 95 - 135 80 - 125 80 - 110 65 - 80
project led, with employers preferring expecting general wage increases in the returned from Australia.
temporary candidates for transmission Victorian energy sector. VIC - Melbourne 95 - 120 95 - 105 80 - 110 65 - 95
and distribution projects. An emergence
of smaller sub-contractors will continue to NEW ZEALAND QLD - Brisbane 95 - 125 75 - 115 90 - 135 65 - 95
capitalise on the gaps being left by
The New Zealand energy market has seen
privatisation, and will generate a need for WA - Perth 100 - 130 100 - 120 100 - 130 80 - 100
major changes in directional thinking over
Estimators since these projects are highly
the last year and this has slowed up
competitive. Roles unique to the energy SA - Adelaide 100 - 130 100 - 120 90 - 120 70 - 90
recruitment, keeping salary levels flat.A
sector will also remain in demand, such as
continued oversupply of electricity,
Lineworkers and HV Electricians with NT - Darwin N/A 105 - 125 95 - 125 75 - 110
combined with a drop in consumer
current tickets and inductions. But
demand for the traditional supply of
candidates with transferrable skills are NZ - Auckland 80 - 110 90 - 120 90 - 115 70 - 90
power, means companies are focused on
looking to leave the industry for more
investing in new business streams; namely
secure work.
sustainable energy. Consumers are also
Candidates in Queensland are also on the showing greater interest in sustainable
NOTES:
wrong end of supply and demand with energy sources such as solar energy.
 All salaries shown exclude superannuation
many re-skilling in order to join other
New Zealand salaries are represented in New Zealand dollars
industries. We expect Glove and Barrier
* Design Engineer - Discipline (Mechanical/Process/Elec/I&C)

134 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 135
ENERGY ENERGY
Operations & Maintenance Project Development

Control Room Control Room Maintenance Maintenance Operations PROJECT DELIVERY Project Manager Project Engineer* Construction Manager Site Superintendent
OPERATIONS & MAINTENANCE Operator Manager Superintendent Planning/Scheduler Manager
NSW - Sydney 140 - 175 80 - 120 140 - 175 110 - 140
NSW - Sydney 75 - 100 85 - 120 85 - 100 80 - 105 140 - 170
VIC - Melbourne 120 - 170 80 - 120 130 - 150 100 - 120
VIC - Melbourne 80 - 95 95 - 120 85 - 100 80 - 105 120 - 160
QLD - Brisbane 120 - 170 90 - 125 140 - 170 95 - 130
QLD - Brisbane 75 - 100 95 - 125 110 - 140 100 - 120 150 - 200
WA - Perth 150 - 180 90 - 130 140 - 170 120 - 160
WA - Perth 80 - 110 100 - 120 120 - 160 90 - 125 160 - 200
SA - Adelaide 120 - 140 85 - 125 130 - 160 110 - 135
SA - Adelaide 80 - 110 95 - 125 95 - 125 95 - 130 120 - 150
NT - Darwin 120 - 160 110 - 140 120 - 160 95 - 140
NT - Darwin 85 - 95 95 - 125 105 - 140 100 - 130 160 - 220
NZ - Auckland 100 - 135 85 - 105 120 - 140 70 - 80
NZ - Auckland 65 - 95 95 - 125 75 - 115 60 - 80 120 - 140

Asset Engineer Mechanical Commissioning Commissioning


(3-7 yrs)* Leading Hand Electrician Fitter E&I Technician Site Engineer Engineer Manager

NSW - Sydney 85 - 110 65 - 80 65 - 75 65 - 75 65 - 85 NSW - Sydney 65 - 95 110 - 135 140 -180

VIC - Melbourne 85 - 130 70 - 90 60 - 80 60 - 80 70 - 95 VIC - Melbourne 80 - 120 120 - 140 150 - 180

QLD - Brisbane 80 - 115 85 - 120 70 - 100 70 - 100 80 - 140 QLD - Brisbane 75 - 110 115 - 160 130 - 170

WA - Perth 80 - 120 95 - 125 90 - 110 90 - 110 110 - 130 WA - Perth 100 - 140 120 - 150 140 - 180

SA - Adelaide 95 - 120 75 - 100 80 - 100 70 - 90 75 - 100 SA - Adelaide 75 - 100 120 - 150 150 - 180

NT - Darwin 90 - 130 90 - 125 85 - 110 85 - 110 90 - 120 NT - Darwin 80 - 120 100 - 150 140 - 170

NZ - Auckland 70 - 90 65 - 80 60 - 85 65 - 75 80 - 100 NZ - Auckland 75 - 90 90 - 150 120 - 200

G&B Switching Protection Generator


Line worker Linesworker Operator Technician Technician PROJECT SERVICES Estimator Senior Estimator Planner/Scheduler Planning Manager

NSW - Sydney 70 - 100 N/A 65 - 85 70 - 85 70 - 85 NSW - Sydney 90 - 130 140 - 180 80 - 120 120 - 160

VIC - Melbourne 80 - 105 85 - 130 80 - 110 95 - 120 80 - 100 VIC - Melbourne 100 - 120 140 - 170 80 - 110 100 - 150

QLD - Brisbane 75 - 100 90 - 130 85 - 120 120 - 160 90 - 140 QLD - Brisbane 85 - 130 135 - 180 70 - 120 120 - 155

WA - Perth 75 - 95 85 - 120 95 - 140 90 - 135 80 - 120 WA - Perth 90 - 130 110 - 135 90 - 120 120 - 150

SA - Adelaide 70 - 100 85 - 110 85 - 120 110 - 150 85 - 130 SA - Adelaide 100 - 120 120 - 140 120 - 140 130 - 160

NT - Darwin 80 - 120 85 - 120 95 - 140 90 - 135 80 - 120 NT - Darwin 85 - 120 115 - 150 100 - 135 95 - 150

NZ - Auckland 60 - 85 80 - 110 70 - 90 90 - 120 70 - 90 NZ - Auckland 65 - 90 90 - 120 65 - 90 90 - 120

Directional Operator/ Contracts Contracts


Driller Cable Jointer Cable Layer Maintainer Administrator Manager OHS Supervisor OHS Manager

NSW - Sydney N/A 75 - 100 65 - 90 75 - 95 NSW - Sydney 80 - 110 110 - 140 90 - 115 140 - 180

VIC - Melbourne 70 - 100 80 - 100 70 - 90 80 - 95 VIC - Melbourne 80 - 100 110 - 140 80 - 110 110 - 140

QLD - Brisbane 110 - 140 85 - 110 85 - 110 120 - 150 QLD - Brisbane 80 - 115 110 - 150 90 - 120 115 - 135

WA - Perth 60 - 90 80 - 120 60 - 85 120 - 150 WA - Perth 80 - 100 120 - 140 90 - 115 115 - 135

SA - Adelaide 80 - 110 85 - 110 85 - 110 120 - 150 SA - Adelaide 80 - 110 110 - 145 90 - 110 100 - 120

NT - Darwin 70 - 95 80 - 120 60 - 85 120 - 150 NT - Darwin 85 - 115 120 - 150 100 - 130 100 - 150

NZ - Auckland 60 - 80 75 - 100 50 - 70 60 - 85 NZ - Auckland 60 - 80 80 - 120 60 - 80 80 - 120

NOTES: NOTES:
 All salaries shown exclude superannuation  All salaries shown exclude superannuation
New Zealand salaries are represented in New Zealand dollars New Zealand salaries are represented in New Zealand dollars
Mechanical/Electrical/Instrumentation & Controls
* Engineer (Mechanical/Electrical) *

136 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 137
RESOURCES & MINING RESOURCES & MINING

Registered Underground/ Technical Senior Mining Mining


METALLIFEROUS MINING ENGINEERING Mine Manager Quarry Manager Services Mgr Engineer Engineer

WA 180 - 250 160 - 180 160 - 180 140 - 160 100 - 145

QLD - Hard Rock 190 - 250 160 - 190 170 - 190 150 - 170 110 - 140

QLD - Coal 220 - 250 170 - 200 180 - 210 140 - 175 110 - 145

NSW 160 - 220 140 - 160 180 - 210 130 - 160 90 - 130

VIC 180 - 220 100 - 150 170 - 200 140 - 160 100 - 130

SA 150 - 180 130 - 160 160 - 180 140 - 170 90 - 120

TAS 150 - 200 110 - 140 130 - 170 120 - 140 90 - 120

NT 180 - 250 150 - 200 160 - 180 130 - 170 110 - 150
AUSTRALIA qualifications and in many cases take
steps to be dual trade qualified or multi-
Global commodity prices remain at skilled in order to future proof their roles.
historically low levels and while Australias This is particularly evident in South
miners really remain resilient, many took Graduate Geotechnical Senior
Australia and New South Wales as they
big steps to create leaner workforces and Mining Engineer Engineer Chief Surveyor Surveyor Mine Surveyor
continue to lose talent to the larger
lower their production costs. A solid start resources states due to a lack of
to 2016 created a cautious optimism WA 80 - 100 120 - 160 165 - 200 140 - 170 110 - 150
opportunity. As a result, South Australia
across the sector with gold miners doing has a severe shortage of some niche skills
particularly well. We are also seeing the such as Rubber Liners and Belt Splicers. QLD - Hard Rock 75 - 100 120 - 160 130 - 160 120 - 160 120 - 150
emergence of new markets such as Underground and Haul Truck Operators
lithium, a vital ingredient in the innovation are also required in the mid-west of NSW. QLD - Coal 75 - 100 120 - 160 130 - 160 120 - 160 120 - 150
of using batteries for electric cars and the
storage of PV solar power, and this is The strong start to 2016 for several key
generating excitement for investors. commodities has seen several capital NSW 60 - 90 130 - 160 150 - 175 120 - 150 120 - 150
improvement projects dusted off. This has
While controversial, uranium is touted as created some project delivery vacancies
a major opportunity for Australian miners VIC 60 - 80 110 - 130 110 - 150 90 - 120 75 - 110
but salaries in this area are still in decline.
and with improved waste management
and disposal and a growing risk appetite In Queensland there are vacancies for SA 55 - 75 120 - 140 120 - 150 110 - 125 90 - 120
from state governments (with the candidates with current medicals and
exception of Queensland) we expect to inductions ready to go on DIDO-friendly
TAS 60 - 85 105 - 130 95 - 120 85 - 115 70 - 90
see jobs growth in this space in 2017. Coal rosters and we expect this to continue.
has been difficult to predict in recent However, the wages on offer are now
years but like iron ore, the majors have all comparable to those of city-based NT 70 - 90 120 - 160 140 - 160 135 - 155 90 - 135
taken significant steps to reduce costs to industries leading many candidates to
remain globally competitive. Any increase walk away from the sector.
SALARY INFORMATION: RESOURCES & MINING

in demand for coal should result in jobs In the Northern Territory, mining activity has
given the current lean workforce. stabilised after several large mines went into Pit Technician/
care and maintenance in recent years. METALLIFEROUS Chief Senior Mine Mine Graduate Geological

demand
In all regions, there is GEOLOGY - MINING Geologist Geologist Geologist Geologist Technician
Some optimism is coming out of Victorias
for experienced gold miners and we expect limited
WA 200 - 250 130 - 170 90 - 135 70 - 90 70 - 95
movement from Tasmania other than
Reliability Engineers to following the trends of the larger states as
drive new technologies for they ride the wave of global price QLD - Hard Rock 170 - 200 140 - 170 90 - 120 60 - 90 65 - 80
further efficiency gains.

Western Australia was named the worlds
volatility for commodities.
QLD - Coal 160 - 200 130 - 170 90 - 130 60 - 90 65 - 80

most attractive region for mining NSW 180 - 220 120 - 160 90 - 120 60 - 80 70 - 90
investment by an international survey
released in March 2016 based on its VIC 150 - 180 120 - 150 100 - 120 65 - 75 50 - 80
decrease in wage costs and greater
government facilitation. The majority of
new job opportunities in the state have SA 120 - 140 100 - 120 90 - 120 45 - 50 55 - 60
come from the Goldfields with several
operations increasing production whilst TAS 120 - 160 95 - 115 80 - 100 55 - 70 55 - 70
ramping up exploration. WA-based
Geologists, Field and Lab Technicians are in NT 160 - 200 120 - 170 90 - 130 80 - 95 80 - 95
demand but employers are not paying a
premium for their skills. Employment is
often offered on a short-term trial basis. In
all regions, there is demand for experienced
Reliability Engineers to drive new NOTES:
technologies for further efficiency gains.  In WA, SA & NT all salaries are based on 8&6 and 2&1 rosters excluding superannuation and additional benefits
For all other states, salaries are based on residential positions excluding superannuation and additional benefits
Blue-collar candidates are being asked to
In Queensland more employers are offering drive-in-drive-out (DIDO) options and residential, which has been taken into consideration in these salaries presented
maintain their own tickets and

138 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 139
RESOURCES & MINING RESOURCES & MINING

Senior Maintenance Maintenance Maintenance Mechanical Eng Electrical Eng


METALLIFEROUS Exploration Exploration Exploration FIXED PLANT MAINTENANCE Superintendent Planner Supervisor Mid level 3-7yrs Mid level 3-7yrs
GEOLOGY - EXPLORATION Manager Geologist Geologist Field Assistant
WA 170 - 210 150 - 180 140 - 170 120 - 150 120 - 150
WA 175 - 220 120 - 160 80 - 120 70 - 95
QLD 140 - 180 100 - 140 100 - 140 95 - 135 100 - 140
QLD - Hard Rock 175 - 210 120 - 160 80 - 110 65 - 80
NSW 160 - 180 100 - 130 130 - 150 90 - 120 90 - 120
QLD - Coal 170 - 200 130 - 170 100 - 120 65 - 85
VIC 120 - 160 100 - 130 90 - 110 80 - 110 78 - 110
NSW 180 - 220 120 - 160 80 - 110 50 - 70
SA 120 - 140 90 - 110 100 - 130 90 - 110 100 - 120
VIC 150 - 180 130 - 160 100 - 125 60 - 80
TAS 105 - 130 85 - 105 80 - 105 75 - 100 75 - 100
SA 130 - 150 120 - 160 90 - 120 50 - 70
NT 130 - 180 100 - 140 100 - 140 115 - 145 115 - 145
TAS 120 - 150 95 - 130 80 - 100 55 - 70

NT 150 - 205 120 - 165 100 - 130 70 - 95

Process Engineer Senior Graduate Mechanical Boiler Maker/ Instrumentation


MINERAL PROCESSING Process Manager - Mid level 3-7yrs Metallurgist Metallurgist Metallurgist Leading Hand Fitter Electrician Welder Technician

WA 180 - 245 110 - 160 130 - 170 100 - 140 75 - 100 WA 140 - 160 120 - 145 120 - 140 120 - 145 140 - 160

QLD 180 - 220 90 - 110 120 - 160 80 - 110 60 - 75 QLD 100 - 115 95 - 115 100 - 120 90 - 115 90 - 120

NSW 170 - 190 80 - 100 100 - 130 80 - 100 60 - 75 NSW 100 - 125 90 - 115 90 - 120 75 - 90 80 - 110

VIC 160 - 190 85 - 110 110 - 135 85 - 100 60 - 75 VIC 90 - 110 80 - 100 80 - 120 80 - 100 80 - 100

SA 140 - 160 95 - 120 110 - 130 80 - 110 60 - 75 SA 95 - 110 75 - 90 90 - 120 75 - 90 85 - 110

TAS 150 - 180 70 - 100 100 - 125 75 - 100 55 - 70 TAS 80 - 95 70 - 85 70 - 85 75 - 85 75 - 85

NT 170 - 220 100 - 130 130 - 160 90 - 120 60 - 80 NT 95 - 115 100 - 120 90 - 120 90 - 120 90 - 120

Mill Metallurgical Laboratory


Superintendent Shift Supervisor Mill Operator Technician Technician

WA 130 - 140 110 - 120 75 - 105 75 - 95 75 - 85

QLD 140 - 160 95 - 120 80 - 100 70 - 85 70 - 85

NSW 130 - 155 85 - 105 65 - 80 60 - 70 60 - 70

VIC 120 - 140 90 - 120 80 - 100 60 - 70 50 - 70

SA 120 - 150 80 - 100 70 - 90 55 - 75 55 - 75

TAS 110 - 140 75 - 90 65 - 80 55 - 70 50 - 70

NT 110 - 165 90 - 140 70 - 100 70 - 85 70 - 85

NOTES: NOTES:
 In WA, SA & NT all salaries are based on 8&6 and 2&1 rosters excluding superannuation and additional benefits  In WA, SA & NT all salaries are based on 8&6 and 2&1 rosters excluding superannuation and additional benefits
For all other states, salaries are based on residential positions excluding superannuation and additional benefits For all other states, salaries are based on residential positions excluding superannuation and additional benefits
In Queensland more employers are offering drive-in-drive-out (DIDO) options and residential, which has been taken into consideration in these salaries presented

140 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 141
RESOURCES & MINING RESOURCES & MINING

Workshop Boiler Maker/ OH&S Manager/


MOBILE PLANT MAINTENANCE Supervisor HD Fitter Auto Electrician Welder Service Person OHS & ENVIRONMENTAL HSE Manager Superintendent OH&S Coordinator OH&S Officer

WA 140 - 165 120 - 145 120 - 145 110 - 140 100 - 120 WA 170 - 220 140 - 170 120 - 145 100 - 120

QLD 130 - 160 125 - 150 120 - 140 100 - 115 95 - 150 QLD 160 - 185 120 - 160 95 - 120 80 - 100

NSW 105 - 145 80 - 110 90 - 115 80 - 120 85 - 100 NSW 180 - 220 140 - 200 90 - 130 80 - 120

VIC 90 - 125 85 - 120 90 - 120 85 - 115 70 - 95 VIC 140 - 180 90 - 120 80 - 100 70 - 95

SA 90 - 130 80 - 130 80 - 130 70 - 120 80 - 100 SA 140 - 170 120 - 160 75 - 120 55 - 90

TAS 80 - 110 80 - 110 75 - 100 65 - 85 70 - 85 TAS 130 - 200 120 - 180 100 - 130 90 - 120

NT 130 - 160 125 - 150 125 - 150 125 - 150 100 - 120 NT 150 - 220 150 - 170 80 - 100 65 - 80

Open Pit Excavator Dump Truck Environmental Environmental Training


Supervisor Operator Operator Driller All-Rounder Superintendent Coordinator Environmental Officer Coordinator

WA 150 - 170 125 - 150 100 - 120 105 - 125 120 - 145 WA 140 - 160 90 - 150 70 - 90 110 - 140

QLD 140 - 160 100 - 120 100 - 120 100 - 125 110 - 130 QLD 125 - 155 90 - 130 75 - 90 80 - 90

NSW 110 - 140 90 - 120 75 - 110 75 - 115 80 - 120 NSW 140 - 170 110 - 140 90 - 120 100 - 120

VIC 105 - 140 90 - 115 70 - 110 75 - 120 80 - 115 VIC 90 - 120 65 - 85 65 - 85 60 - 75

SA 110 - 140 100 - 140 85 - 100 75 - 120 85 - 120 SA 120 - 140 80 - 100 65 - 90 80 - 100

TAS 90 - 110 70 - 90 60 - 85 70 - 95 65 - 85 TAS 100 - 150 100 - 130 65 - 90 65 - 110

NT 100 - 160 100 - 130 100 - 120 110 - 130 110 - 130 NT 90 - 120 80 - 90 75 - 90 90 - 120

Underground Jumbo Bogger


Supervisor Operator Operator Service Crew Engineering Principal/ Project Senior Design Design
INDUSTRIAL DESIGN Manager Lead Engineer Manager Engineer Engineer
WA 140 - 160 140 - 160 115 - 140 90 - 120
WA 200 - 220 130 - 150 200 - 220 110 - 130 100 - 120
QLD 130 - 160 110 - 130 100 - 120 100 - 120
QLD 200 - 220 165 - 200 180 - 220 130 - 170 85 - 120
NSW 130 - 150 110 - 130 110 - 135 90 - 110
NSW 150 - 220 140 - 170 130 - 150 100 - 130 80 - 110
VIC 105 - 145 130 - 150 110 - 130 85 - 105
VIC 180 - 220 150 - 180 150 - 220 100 - 150 70 - 110
SA 100 - 140 100 - 120 80 - 100 90 - 110
SA 140 - 170 120 - 130 120 - 140 110 - 140 90 - 130
TAS 90 - 110 85 - 110 80 - 105 60 - 75
TAS 150 - 190 110 - 140 110 - 140 90 - 110 80 - 100
NT 130 - 160 135 - 170 110 - 140 90 - 120
NT 200 - 250 165 - 210 180 - 250 120 - 170 85 - 120

NOTES: NOTES:
 In WA, SA & NT all salaries are based on 8&6 and 2&1 rosters excluding superannuation and additional benefits  In WA, SA & NT all salaries are based on 8&6 and 2&1 rosters excluding superannuation and additional benefits
For all other states, salaries are based on residential positions excluding superannuation and additional benefits For all other states, salaries are based on residential positions excluding superannuation and additional benefits

142 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 143
RESOURCES & MINING OIL & GAS

Senior Project Project Design


Engineer Engineer Manager/ Senior Design Piping
INDUSTRIAL DESIGN (EPCM) (EPCM) Chief Drafter Drafter Design Drafter Designer

WA 100 - 120 80 - 100 120 - 150 90 - 110 70 - 95 90 - 100

QLD 120 - 170 90 - 120 120 - 150 85 - 120 65 - 100 80 - 110

NSW 130 - 160 80 - 120 100 - 130 80 - 100 70 - 90 80 - 100

VIC 110 - 150 80 - 120 110 - 150 100 - 130 70 - 100 80 - 110

SA 120 - 160 80 - 110 100 - 130 85 - 120 60 - 90 85 - 120

TAS 90 - 120 80 - 110 110 - 160 80 - 140 70 - 100 80 - 140

NT 120 - 170 90 - 140 115 - 170 75 - 130 70 - 100 100 - 120

AUSTRALIA Commercial Managers and Planning


Engineers. We have seen little if any
After a tumultuous year, the oil & gas change in salaries in project delivery and
Project industry is hoping for some relief in the controls except in South Australia and for
months ahead. It is hoped that oil prices some roles in Victoria.
Construction Engineer
will regain some strength as OPEC
Project Manager/ Senior Planning Contracts (Civil/Mech/ organises to restrict supply. There has been a general move away from
INDUSTRIAL CONSTRUCTION Manager Superintendent Estimator Manager Manager Elec) hiring by super majors and engineering,
Time will tell but OPEC has continued to procurement and construction
WA 180 - 200 170 - 220 120 - 170 120 - 170 120 - 170 95 - 120 struggle with the task with some shocking management. The recruitment activity we
results. OPECs failure coupled with are currently seeing is coming from small
greater oil supplies flowing from the to medium operators, particularly niche
QLD 180 - 220 170 - 200 160 - 200 155 - 200 160 - 200 130 - 150 lifting of economic sanctions against oil- companies such as specialist equipment
rich Iran and a resilient US fracking or gas pipelines suppliers.
NSW 140 - 180 140 - 180 125 - 160 120 - 170 130 - 180 100 - 120 industry has seen oil prices dip to lows
not witnessed since the 1980s. Increased levels of LNG production have
VIC 180 - 220 180 - 200 120 - 150 140 - 170 150 - 180 90 - 135 created more roles such as those
Conditions have been devastating to associated with marine systems. The
employment globally with the exploration outlook over the coming 12 months is
SA 140 - 200 130 - 180 130 - 150 120 - 180 140 - 180 110 - 140 sector of the oil & gas industry likely to reflect what we have seen this
particularly hard hit. year with LNG prices down but
TAS 120 - 160 120 - 160 100 - 130 110 - 130 110 - 130 80 - 110 production yet to hit a peak until 2017. We

NT 160 - 240 140 - 200 155 - 200 140 - 200 140 - 200 120 - 170 salaries
Interestingly, oil & gas
in Australia have
expect many employers to be looking for
efficiency savings either directly or
through new technologies creating
proven more resilient greater demand for more strategic roles

Site Engineer
than those globally.

Interestingly, oil & gas salaries in Australia
in niche areas.
And as the market fully transitions from
capital expenditure projects to full house
Contracts Site (Civil/Mech/ have proven more resilient than those production we have seen construction
Estimator Administrator Planner Supervisor Elec) Safety Advisor globally. While salaries have depreciated roles and related design roles continue to
here they have not done so at the levels decline with the exception of niche areas.
WA 100 - 120 80 - 120 80 - 110 110 - 140 95 - 120 80 - 100 seen elsewhere, partly due to employers We expect some of the surplus
opting for redundancies in non-critical construction skills to be absorbed.
QLD 100 - 150 100 - 140 90 - 140 100 - 140 100 - 140 90 - 130 roles instead of reducing salary levels for
Salaries have been tapered at the top end
the roles retained. Saying that, contract

SALARY INFORMATION: OIL & GAS


in the design and engineering sector with
salaries have been renegotiated where
NSW 75 - 125 90 - 120 100 - 130 100 - 130 90 - 120 90 - 140 senior operations roles like Operations
possible to lower rates.
Managers and Operations
Per discipline, we have seen some Superintendents peeling back, particularly
VIC 110 - 130 80 - 120 110 - 140 80 - 110 80 - 120 80 - 110
dramatic decreases in geosciences and on the west coast.
petroleum engineering roles. Senior
SA 90 - 120 80 - 120 100 - 130 100 - 140 75 - 115 90 - 100 Geoscientists have seen up to 50 per cent
reductions in staffing in some states. Job
TAS 80 - 120 80 - 110 80 - 110 80 - 110 80 - 115 80 - 100 numbers for Drilling Managers are also in
decline with dramatic reductions in South
NT 100 - 150 95 - 140 90 - 140 110 - 150 100 - 140 110 - 130 Australia and Western Australia where the
market is more or less dominated by
certain super majors.
Jobs in major East Coast global
headquarters have been somewhat
protected. So have roles in the project
delivery and controls area as the industry
NOTES: looks for savings and will pay a premium
 Salaries are based on residential positions excluding superannuation and additional benefits for candidates with good cost control
Site allowances are paid on base salary and range from 15 to 45 per cent depending on location skills and a proven background in
streamlining processes. Some roles in
demand include Cost Engineers,

144 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 145
OIL & GAS OIL & GAS
Project Development Project Development

Graduate Design Senior Design Principal/Lead Engineering Senior


DESIGN/ENGINEERING Engineer Engineer* Engineer Engineer Manager Senior Planning Contracts Contracts
PROJECT DELIVERY/CONTROLS Planner Planner Manager Admin Admin Cost Engineer
WA 55 - 75 80 - 120 120 - 150 150 - 200 180 - 220
WA 120 - 160 140 - 180 170 - 220 100 - 130 150 - 200 120 - 170
QLD 60 - 90 80 - 140 130 - 180 160 - 200 220 - 260
QLD 90 - 115 120 - 150 170 - 220 70 - 120 110 - 170 90 - 140
NSW 55 - 75 75 - 120 120 - 150 160 - 180 180 - 230
NSW 90 - 110 110 - 140 150 - 190 70 - 110 110 - 150 110 - 150
VIC 60 - 75 70 - 110 90 - 140 140 - 160 160 - 200
VIC 80 - 120 100 - 130 120 - 150 70 - 100 90 - 130 80 - 120
SA 50 - 55 65 - 80 80 - 120 120 - 140 140 -160
SA 95 - 110 110 - 130 130 - 150 80 - 110 100 - 130 110 - 130
NT 65 - 95 90 - 135 140 - 180 160 - 250 200 - 260
NT 120 - 160 140 - 180 170 - 220 80 - 130 120 - 190 120 - 170

Senior Design Design


Drafter Manager Project
Senior Cost Commercial Controls Commissioning Commissioning
WA 90 - 120 120 - 150 Engineer Manager Manager Engineer Manager

QLD 80 - 120 140 - 180 WA 150 - 200 200 - 250 200 - 250 170 - 200 200 - 250

NSW 80 - 110 120 - 180 QLD 120 - 180 170 - 250 160 - 200 110 - 160 160 - 220

VIC 75 - 100 120 - 160 NSW 150 - 190 160 - 230 140 - 200 110 - 150 150 - 190

SA 65 - 75 90 - 100 VIC 100 - 150 150 - 220 140 - 160 85 - 120 140 - 170

NT 90 - 130 150 - 190 SA 120 - 130 130 - 140 140 - 160 90 - 130 150 - 170

NT 155 - 210 200 - 275 200 - 270 120 - 170 150 - 210

Graduate Senior Principal/


SUBSEA DESIGN/ENGINEERING Engineer Engineer Engineer Lead Engineer Manager
Project Senior Project Project Senior Project
WA 60 - 80 80 - 120 120 - 150 150 - 200 200+ Engineer*x Engineer Manager Manager Superintendent**x

QLD 65 - 85 85 - 130 130 - 180 200 - 240 240 - 300 WA 110 - 150 160 - 200 170 - 220 195 - 240 140 - 180

NSW N/A N/A N/A N/A N/A QLD 110 - 160 140 - 190 160 - 210 180 - 225 140 - 180

VIC 60 - 70 80 - 120 120 - 150 140 - 160 180 - 220 NSW 100 - 130 130 - 170 150 - 190 190 - 220 130 - 150

SA N/A N/A N/A N/A N/A VIC 70 - 100 90 - 130 110 - 140 140 - 160 120 - 160

NT 60 - 90 80 - 125 150 - 220 180 - 250 200 - 325 SA 90 - 100 100 - 130 130 - 150 150 - 180 135 - 160

NT 120 - 190 165 - 230 170 - 220 195 - 240 140 - 180

NOTES: NOTES:
 All salaries shown exclude superannuation * Design Engineer - Discipline (Civil/Mechanical/Process/Elec/I&C)  All salaries shown exclude superannuation * Project Engineer - Discipline (Civil/Structural/Mechanical/Process/Elec/I&C)
* These salaries represent Onshore salaries - for Offshore you can typically add 15-20 per cent x These salaries represent onshore salaries - for offshore you can typically add 15-20 per cent ** Superintendent - Discipline (Civil/Structural/Mechanical/Process/Elec/I&C)

146 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 147
OIL & GAS OIL & GAS
Project Development Operations & Maintenance

Onshore Offshore QA/QC Discipline Maintenance Maintenance Production Production Process


PROJECT DELIVERY/CONTROLS HSEQ Advisor/Officer Advisor/Officer HSE Manager Manager OPERATIONS & MAINTENANCE Engineer* Planner Supervisor Superintendent Manager Operator

WA 90 - 120 180 - 260 130 - 160 130 - 160 WA 120 - 180 140 - 180 120 - 160 135 - 180 140 - 200 80 - 100

QLD 90 - 140 N/A 140 - 180 120 - 170 QLD 100 - 150 110 - 160 100 - 150 130 - 190 150 - 200 100 - 120

NSW 80 - 120 N/A 120 - 200 110 - 160 NSW 100 - 150 100 - 140 100 - 140 110 - 150 150 - 190 75 - 115

VIC 90 - 130 N/A 140 - 200 120 - 150 VIC 75 - 125 90 - 120 90 - 130 110 - 150 140 - 180 80 - 110

SA 90 - 140 N/A 130 - 160 120 - 140 SA 85 - 120 95 - 120 120 - 130 130 - 150 150 - 180 80 - 100

NT 90 - 160 150 - 200 170 - 245 135 - 175 NT 135 - 180 120 - 170 120 - 160 120 - 170 150 - 210 100 - 120

Corporate Environmental Environmental Discipline Ops Support Ops


HSE Manager Engineer Advisor DESIGN/ENGINEERING Tech** OIM Engineer Superintendent Ops Manager

WA 180 - 230 120 - 140 130 - 160 WA 85 - 120 190 - 250 100 - 150 140 - 180 200 - 250

QLD 160 - 200 130 - 180 150 - 195 QLD 70 - 110 N/A 100 - 140 130 - 180 200 - 260

NSW 190 - 250 115 - 165 125 - 180 NSW 70 - 90 N/A 80 - 110 120 - 180 190 - 260

VIC 140 - 220 120 - 155 110 - 150 VIC 60 - 100 N/A 90 - 130 120 - 170 150 - 200

SA 160 - 180 125 - 160 90 - 120 SA 70 - 110 170 - 200 90 - 130 140 - 180 180 - 220

NT 220 - 300 140 - 185 155 - 190 NT 85 - 120 N/A 100 - 150 150 - 200 210 - 300

Technician Senior Technician Senior


SUBSEA PROJECT DELIVERY (non degree) (non degree) Installation Engineer Installation Engineer

WA 80 - 120 100 - 140 130 - 175 160 - 220

QLD N/A N/A N/A N/A

NSW N/A N/A N/A N/A

VIC N/A N/A N/A N/A

SA N/A N/A N/A N/A

NT 80 - 120 100 - 160 130 - 175 160 - 220

Installation Manager/ Vessel Mgr/


Client Rep Marine Ops Manager

WA 180 - 220 180 - 220

QLD N/A N/A

NSW N/A N/A

VIC N/A N/A

SA N/A N/A

NT 180 - 260 160 - 220

NOTES: NOTES:
 All salaries shown exclude superannuation  All salaries shown exclude superannuation * Discipline Engineer - Discipline (E&I/Mech/Process/Corrosion/Materials/Reliability)
** Discipline Tech - Discipline (E&I/Mech/Process)

148 | 2016 Hays Salary Guide 2016 Hays Salary Guide | 149
OIL & GAS
Geosciences & Petroleum Engineering

ABOUT US OUR
Graduate Intermediate Senior Lead Exploration Technical
GEOSCIENCES Geoscientist Geoscientist Geoscientist Geoscientist Manager Assistant

SPECIALISMS
WA 60 - 90 80 - 110 140 - 180 180 - 220 230 - 300 50 - 80

QLD 65 - 95 90 - 140 120 - 230 200 - 280 230 - 300 80 - 110

NSW 65 - 95 90 - 130 120 - 185 180 - 250 210 - 290 70 - 95 Our passion lies in helping people
Accountancy & Finance
VIC 65 - 85 70 - 110 90 - 130 140 - 180 220 - 290 75 - 95 develop their professional careers,
Architecture
SA 45 - 60 60 - 80 80 - 100 100 - 120 120 - 150 50 - 70 in whatever sector they work;
Banking
NT 70 - 110 90 - 140 150 - 230 200 - 280 230 - 300 80 - 110
this principle is what makes Hays the
Construction
worlds leading expert in powering the Contact Centres
world of work. Education
Environmental
Geologist Hydrogeologist Geologist Petrophysicist We believe that the right job can transform a persons Energy
WA 120 - 230 120 - 200 120 - 200 150 - 230 life and the right person can transform an organisation. Engineering
We have the depth of expertise and market insight to Executive
QLD 120 - 200 110 - 190 N/A 140 - 220
offer advice to both clients and candidates. Facilities Management
NSW 120 - 190 100 - 170 100 - 150 150 - 230
Fuelled by energy and passion, we look beyond Healthcare
VIC 100 - 140 N/A N/A N/A skills and experience to find the right cultural fit. Human Resources
This allows us to find the right match that enables
SA 80 - 100 90 - 130 70 - 100 120 - 140 Insurance
individuals and organisations to flourish.
NT 120 - 200 120 - 200 120 - 200 140 - 220 Information Technology
Working across a wide variety of specialist areas, we
have experts recruiting for professions from HR, legal Legal
and accountancy & finance to information technology, Life Sciences
Graduate Intermediate Senior Senior Engineering construction and life sciences, meaning we have the Logistics
PETROLEUM/RESERVOIR ENGINEERING Engineer Engineer Engineer Engineer Manager breadth of expertise to find the people you need. Manufacturing & Operations
WA 65 - 85 80 - 120 140 - 180 180 - 230 230 - 300
Our extensive candidate database allows our Marketing
QLD 75 - 100 100 - 160 140 - 200 170 - 240 220 - 300 consultants to search millions of candidates globally Office Support
using Google search technology to find the best
NSW 70 - 90 95 - 135 120 - 150 130 - 190 180 - 220 Oil & Gas
people in the fastest timeframe. In addition we have
VIC 60 - 80 75 - 100 130 - 180 150 - 210 170 - 290 partnered with SEEK Limited to create a leading and Policy & Strategy
SA 50 - 55 70 - 100 120 - 130 150 - 180 180 - 200 innovative position in the use of cloud computing and Procurement
data science in the recruiting industry, bringing value Property
NT 75 - 125 120 - 180 160 - 220 185 - 240 230 - 300
to hirers and jobseekers alike. This new capability is
Resources & Mining
fully integrated at both the database and candidate
management system level, and creates instantaneous Retail
Senior records of relevant SEEK candidates. Sales
Drilling Drilling Drilling LWD/MWD
Our exciting collaboration with LinkedIn provides Trades & Labour
DRILLING Engineer Engineer Manager Engineer Rig Manager

WA 145 - 180 180 - 240 200 - 260 110 - 160 180 - 250
real-time data on the active candidate market,

GET SOCIAL
behavioural trend analysis for future movers and
QLD 145 - 180 170 - 240 240 - 320 120 - 150 160 - 200 an additional talent pool of over 350 million
NSW 110 - 150 150 - 190 200 - 270 N/A 155 - 185 potential candidates.
VIC 120 - 170 150 - 200 210 - 290 N/A 155 - 190
Hays is the most followed
recruitment agency on LinkedIn in
SA 120 - 150 150 - 180 180 - 200 90 - 120 150 - 200 the world. Join our growing network
NT 145 - 180 170 - 240 240 - 320 90 - 140 165 - 195 by following Hays Worldwide.
Get expert advice, insights and the
latest recruitment news by following
NOTES:
us on Twitter:
 All salaries shown exclude superannuation
@HaysAustralia
@HaysNewZealand

150 | 2016 Hays Salary Guide


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Victoria Denmark
Melbourne France
Collins St T: 03 9604 9604
Germany
St Kilda Rd T: 03 9804 5313
Mulgrave T: 03 8562 4250 Hong Kong
Moonee Ponds T: 03 9326 2149 Hungary
Camberwell T: 03 9946 3500 India
Geelong T: 03 5226 8000
Ireland
Queensland
Italy
Brisbane
Brisbane T: 07 3243 3000 Japan
Mt. Gravatt T: 07 3349 6563 Luxembourg
Chermside T: 07 3259 4900
Malaysia
Gold Coast T: 07 5571 0751
Maroochydore T: 07 5412 1100 Mexico
Ipswich T: 07 3817 1900 Netherlands
Mackay T: 07 4960 1100
New Zealand
Townsville T: 07 4771 5100
Mt. Isa T: 07 4960 1121 Poland
Cairns T: 07 4049 2900 Portugal
ACT Russia
Canberra T: 02 6257 6344 Singapore
Western Australia Spain
Perth T: 08 9254 4595
Sweden
South Australia Switzerland
Adelaide T: 08 8231 0820
United Arab Emirates
Tasmania
United Kingdom
Hobart T: 03 6234 9554
Launceston T: 03 6333 9400 United States of America

Northern Territory
Darwin T: 08 8943 6000

New Zealand
Auckland T: 09 377 4774
South Auckland T: 09 525 1333
Wellington T: 04 471 4490
Christchurch T: 03 377 6656

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