Hays 1309100

KEEP TRACK OF THE TRENDS
INSIGHTS FROM THE EXPERTS

The 2017 Hays Salary Guide: Salary & Recruitment Trends
hays.com.au | hays.net.nz
CONTENTS
INTRODUCTION 3
MARKET OVERVIEW & TRENDS 4

Salary Policy 6
Recruitment Trends 10
Economic Outlook 20
SALARIES & SECTOR OVERVIEWS 22

Executive 23 Life Sciences 98
Accountancy & Finance 24 Healthcare 100
Banking 50 Education 105
Insurance 59 Policy & Strategy 106
Office Support 64 Information Technology 108
Contact Centres 69 Construction, Architecture 117
& Engineering
Human Resources 73
Property 126
Sales 77
Facilities Management 129
Marketing & Digital 79
Manufacturing & Operations 132
Retail 85
Energy 134
Logistics 87
Resources & Mining 138
Procurement 90
Oil & Gas 145
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 2,950 employers. Hays, Level 13, 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
CONFIDENCE SWELLS
BUT WILL IT ROCK THE
SALARY BOAT?
The 4th Industrial Revolution beckons
Gone are the days when a Understandably then, employers

professional qualification need staff who are open to constant
learning, change and innovative new
remained relevant throughout
ways of working.
your career. Today, upskilling
is a constant requirement as For their part, jobseekers are
responding by investing in their own
rapid technological advances
skills and looking for a role that
change the competencies offers learning & development and
required to do our jobs. career progression.
While technology has made us all far But despite upskilling and
more productive and proficient becoming more productive thanks to
experts in our respective fields, the technology salary growth for the
fourth industrial revolution beckons. majority of Australia & New Zealands
It is expected to bring with it a huge skilled professionals will remain
leap forward in how robotics and subdued in the year ahead.
artificial intelligence are used within
the workplace across all industries Add the number of employers who
and sectors and, consequently, an indicated that business activity has
even greater need for continuous and will continue to rise, and such
skills development in order to stay small salary increases will test the
relevant in the job market. loyalty of employees.
Meanwhile it seems the time-
honoured supply and demand
principle has also failed to impact
salaries in all bar a few instances.
Yet Australias strengthening
economy, rising business activity,
growing headcounts and skill
shortages cannot be overlooked for
too long. The piercing question
therefore is how high will turnover
reach before typical salary increases
climb above three per cent?
In the following pages, we share
findings from our survey as well as
typical salaries in 25 sectors and
industries. We hope these insights
keep you informed and ready for the
year ahead.
Nick Deligiannis
Managing Director,
Hays Australia & New Zealand
2017 Hays Salary Guide | 3

MARKET OVERVIEW & TRENDS
45%
OF EMPLOYERS WILL INCREASE PERMANENT STAFF LEVELS
75%
SAID BUSINESS ACTIVITY WILL INCREASE IN THE NEXT 12 MONTHS
4 | 2017 Hays Salary Guide
SENTIMENT PERKS UP
WHEN WILL SALARIES SHAPE UP?
General ndings This may in part explain why overtime
increased in 32% of organisations. For
As part of our Hays Salary Guide this
63% of non-award staff, this overtime
year we surveyed more than 2,950
was unpaid. Just 8% of organisations
organisations, representing more than
managed to reduce overtime over the
3 million employees, for their views
past 12 months.
on salary policy, hiring intentions and
recruitment trends. These employers have
Salary and benet trends
a positive outlook and will increase their
headcount, yet they remain cautious on Despite rising headcount and the fear of
the salary front. skill shortages, a cautious approach to
salary increases prevails. Even though
Outlook 11% of employers will not offer salary
increases in their next review, compared
Business activity increased for 70% of
to 16% last year, the increases on offer
employers in the past 12 months, while
will not be signicant.
three-quarters (75%) expect it to increase
in the next 12 months. Furthermore, 36% 65% will increase salaries by less than
foresee a strengthening economy in the 3%, with 19% intending to award between
coming six to 12 months, up from 25% 3 and 6% and just 5% expecting to offer
last year. more than 6%. IT & Telecommunications
tops the list of most generous industries,
The industries expecting the largest
with 20% of employers intending to
increases in business activity year-on-
award salary increases of 6% or more
year include IT & telecommunications
in their next review. Advertising &
(up from 69% last year to 88% this
Media employers have also become
year), nancial services (64% to 79%),
more generous, with 16% (up from 12%)
professional services (59% to 78%) and
expected to increase salaries above 6%.
resources & mining (30% to 59%).
With small salary growth ahead, many
Such positive sentiment from employers
Australian & New Zealand skilled
helps account for expected headcount
professionals are in for a shock. For some
increases for the coming year; 45% of
it will be a good surprise though, with
employers expect to increase permanent
27% not expecting any salary increase
staff levels (far exceeding the 11% who
in their next review far above the 11%
say theyll decrease) while 23% expect
of employers who say they will not offer
to increase their use of temporary and
salary increases. But a signicant portion
contract staff (again, exceeding the 9%
of the 14% who expect to receive an
who anticipate decreasing in this area).
increase above 6% will be disappointed.
Temporary and contract staff are
This disappointment will no doubt be
certainly becoming the new normal in
similar to that experienced by the 15% of
workplaces. In fact, 23% of employers say
people who asked for a pay rise last year
they now employ temporary or contract
but were declined.
staff on a regular ongoing basis, with
another 44% employing them for special However a further 17% asked for a pay
projects or workloads. rise and were successful, which perhaps
explains why 45% say they intend to
Skill shortages ask for a pay rise in their next review. A
further 24% are as yet unsure.
With the forecast for increased vacancy
activity, its not surprising that 65% Meanwhile 32% of employers tell us staff
of employers, compared to 60% last turnover has increased in their organisation.
year, are worried that skill shortages So with salary increases subdued how
will impact the effective operation of can employers attract jobseekers,
their organisation or department in a particularly those with skills in demand?
signicant (23%) or minor (42%) way. One obvious answer is to offer exible
According to employers, technical and work practices, which 86% of employees
operations staff at the mid-management say is important to them when looking
level are the most difficult to recruit, for a new job. Also important are career
followed closely by mid-level accountancy progression opportunities (84%) and
& nance and IT professionals. ongoing learning & development (76%).

SALARY POLICY
SALARY INCREASES LAST REVIEW
1. Average percentage salary increases given in last salary review: across all industries
16%
Nil
58%
Less than 3%
19%
From 3% to 6%
5%
From 6% to 10%
2%
More than 10%
For specic industries (%):
2
21 40 29 5 5 19 52 22 5
Advertising & Media Professional Services
4 11
1
15 44 27 10 13 74 11
Construction, Property & Engineering Public Sector
5 41
15 56 24 55 35 5
Financial Services Resources & Mining
4 7 2
19 59 12 6 17 57 17
Hospitality, Travel & Entertainment Retail
13
15 39 24 11 11 13 74 9
IT & Telecommunications Transport & Distribution
23 31
10 69 16 13 61 22
Manufacturing Other
MARKET OVERVIEW & TRENDS: SALARY POLICY

SALARY POLICY
SALARY INCREASES NEXT REVIEW & BENEFITS
2. When you next review, by what percentage do you intend to increase salaries? across all industries
11%
Nil
65% 19%
Less than 3% From 3% to 6%
4%
From 6% to 10%
1%
More than 10%
1
24 34 26 8 8 10 57 26 6
3 11
12 54 25 6 10 79 10
3 3
8 68 21 35 50 12
1
8 65 21 6 8 64 20 7
21
7 45 28 14 6 16 71 10
11 21
7 76 15 10 68 19
Manufacturing Other
3. Does your company offer exible salary packaging?
71%
Yes
29%
No
Of those who answered yes, the following benets were indicated as being commonly offered to (%)...
All More than Less than Few

employees 50% 50% employees
18
28 30 24
32
38 40
10
52
58 11 57
15 6
20 6 12 8
18 16
Car Bonuses Private health Parking Salary sacrice

insurance
13
25
6
44 41
10
4
66 5
71
9 6
Above mandatory Private expenses Other

superannuation

SALARY POLICY
SALARY INCREASES & FLEXIBILITY
In a separate survey we also asked our candidates what their expected salary increases were
In your next review, what percentage increase do you expect to receive? across all industries
27%
Nil
42% 17%
Less than 3% From 3% to 6%
8%
From 6% to 10%
6%
More than 10%
52 18 12 6 12 25 39 20 8 8
4
21 38 16 15 10 31 57 8
4 10 4
26 41 17 12 27 32 27
32 46 11 11 47 33 5 5 10
5 4
30 23 26 10 11 29 43 19
5 2
11 59 13 5 12 27 45 21
Manufacturing Other
In the past year have you asked for a pay rise (%)? In your next review, do you envisage asking for a pay rise (%)?
MARKET OVERVIEW & TRENDS: SALARY POLICY
Yes, successfully Yes

17
Yes, not successfully 31 Not sure
15 45
No No
68
24
Do you think that choosing to work exibility would have/has had a negative impact on your career?
18%
Yes
61%
No
21%
Unsure

SALARY POLICY
BENEFITS & CAREER PROGRESSION
Do you receive any of the following benets (%)?
Yes, No, and I am No, but I would

I receive this not interested like to receive this
in receiving this
6
24 20
29 29
38 34
39
6 55 59
70 13
33 46
Flexible work Financial support Free or A day off for Over 20 days
practices for study subsidised food your birthday annual leave
24
29 35
37 37 43
44
58 49
70
39 7
19 8
Payment of own Health and Onsite childcare Ongoing learning Career progression
device usage wellness programs & development opportunities
charges at work
When looking for a new job, which of the following benets are important to you (%)?
Flexible work practices 86
Financial support for study 32
Free or subsidised food 8
A day off for your birthday 14
Over 20 days annual leave 45
Payment of own device usage charges at work 25
Health and wellness programs 41
Onsite childcare 7
Ongoing learning & development 76
Career progression opportunities 84
Note: Multiple choices permitted.
Thinking of your career, whats important to you in the year ahead?
60% 60% 54% 53%

Being able to work A pay rise More challenging or Support from my boss
47%
Learning additional
exibly exciting work digital skills

RECRUITMENT TRENDS
STAFFING
4. Over the last 12 months, have permanent staff levels in your department... across all departments
Decreased 20%
Remained
the same 38%
Increased 42%
For specic departments (%):
22 46 32 14 37 49
Accountancy & Finance Marketing
25 75 21 31 48
Distribution Operational Management
19 37 44 17 35 48
Engineering Project Management
15 40 45 32 47 21
Human Resources Purchasing/Procurement
28 34 38 27 36 37
Information Technology Sales
MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS

RECRUITMENT TRENDS
STAFFING
5. Over the coming year, do you expect permanent staff levels to... across all departments
Decrease 11%
Remain
the same 44%
Increase 45%
12 68 20 19 51 30
25 75 8 36 56
49 51 9 42 49
10 43 47 16 37 47
22 37 41 12 41 47
6. If you expect staffing levels to increase, please specify how:
82% 30% 23% 20% 5%
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)
3%
Job sharing

RECRUITMENT TRENDS
STAFFING
7. How often do you employ temporary/contract staff? across all departments
Exceptional
circumstances/never
33%
Special projects/
workloads 44%
Regular
ongoing basis
23%
41 46 13 21 56 23
25 25 50 33 41 26
28 49 23 26 50 24
30 42 28 21 53 26
19 55 26 53 29 18

RECRUITMENT TRENDS
STAFFING
8. In the next 12 months, do you expect your use of temporary/contract staff to... across all departments
Decrease 9%
Remain
the same 68%
Increase 23%
9 79 12 9 61 30
90 10 7 68 25
2
70 28 9 59 32
10 67 23 5 63 32
11 52 37 12 70 18

RECRUITMENT TRENDS
SKILL SHORTAGES
9. Do you think that skill shortages are likely to impact the effective operation of your business/department?
35% 42% 23%

No Yes - in a minor way Yes - signicantly
10. In skill-short areas, would you consider employing or sponsoring a qualied overseas candidate (%)*?
Yes
36 No
64
*NB this survey was completed before the Australian Governments 457 visa changes were announced in April 2017
11. Which skills do you foresee to have the highest impact on the effectiveness of your organisation (%)?
Staff management skills 47

Trade specic skills 44
Business development skills 36
Software skills 26
Digital skills 26
Soft skills 25
Security skills (cyber/data/personal data) 12
Vocational skills 12
Language skills 12

RECRUITMENT TRENDS
SKILL SHORTAGES
12. For which areas have you recently found it difficult to recruit (%)?
Junior/ Medior/Mid Senior

entry level management management
candidates candidates candidates
7 1 7
14 2 11
5 3 4
Accountancy & Finance Distribution Engineering
3 6 4
5 13 7
1 4 2
Human Resources IT Marketing
7 1 5
16 3 12
8 1 4
Operations Purchasing Sales
8 7
16 13
5 7
Technical Other

RECRUITMENT TRENDS
WORK PRACTICES
13. Does your workplace allow for exible work practices?
80% 20%
Yes No
14. If yes, which practices do you currently offer?
76% 75% 64% 40% 31%
Flexible Part time Flex-place Flexible Job sharing

working hours employment leave options
19% 17%
Career breaks Phased retirement
15. Has overtime/extra hours in your organisation over the last 12 months...
8%
Decreased
60% 32%
Remained the same Increased
If increased, by how much?
5 hours or less Between 5-10 hours More than 10 hours
Per Week 38% 31% 11%

Month End 17% 23% 27%
Year End 9% 10% 41%

RECRUITMENT TRENDS
WORK PRACTICES
16. For non-award staff in your organisation, is overtime/extra hours worked...
Unpaid $$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$ 63%

$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
Paid $$$$$$$$$$$$$$$$$$ 37%
$$$$$$$$$$$$$$$$$$$
17. Is it your policy to counter-offer staff when they resign?
60% 38%
No Sometimes
2%
Yes
Of those you counter-offered, on average, did they....
48% 30% 18% 4%
Leave anyway Stay longer than Stay Stay less than

12 months 3-12 months 3 months
18. Over the last 12 months has your staff turnover rate:
Decreased 15%
Remained
the same 53%
Increased 32%

RECRUITMENT TRENDS
DIVERSITY
19. Does your organisation have a diversity policy for hiring new staff (%)?
Yes
13
No
34 53 I dont know
If yes, do you think the people who hire in your organisation generally adhere to it (%)?
Yes
23
No
8 I dont know
69
View the Hays Gender Diversity reports online for the

latest insights on equal pay, exible working options and
career advancement for women.
hays.com.au/gender-diversity hays.net.nz/gender-diversity

RECRUITMENT TRENDS
EMPLOYER BRANDING
20. 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 (%)?
Level of importance
No Minor Some Signicant Major
importance importance importance importance importance
Organisational perception
Poor Okay Good Very Good Excellent
1 3 15 43 38
3 16 38 34 9
Career path/training & development
1 3 14 36 46
3 10 27 38 22
An individuals t with the companys vision, culture and values
11 16 32 26 15
3 7 32 44 14
Peoples direct experience of the company
9 21 43 21 6
4 9 41 37 9
Peoples indirect experience of the company
11 25 35 20 9
12 24 40 19 5
A companys social media and online presence
1 3 16 47 33
3 14 42 35 6
Salary and benets
2 2 11 43 42
4 12 33 36 15
Work/life balance
5 13 34 33 15
5 12 41 31 11
Commitment to diversity & inclusion

ECONOMIC OUTLOOK
21. In the past 12 months, has business activity...
12% 18% 70%
Decreased Remained the same Increased
22. In the next 12 months, do you envisage business activity: across all industries
5% 20% 75%
Decreasing Remained the same Increasing
4 2
20 76 20 78
6 22 72 6 23 71
MARKET OVERVIEW & TRENDS: ECONOMIC OUTLOOK
6 15 79 5 36 59
4
8 20 72 15 81
12 88 9 15 76
6 15 79 5 18 77
Manufacturing Other

ECONOMIC OUTLOOK
23. What are the key factors driving your business activity (%)?
Signicant impact
10
Some impact
51 Interest rates
39 No impact
10
34 Currency/forex rates
56
15
44
Consumer/business condence
41
27
40
Capex investments
33
25
41
Projects driven by government
34
41 53 Current economic conditions
24. Do you see the general outlook for the economy in the forthcoming 6-12* months as...
Weakening $$$$ 9%
$$$$$
Static $$$$$$$$$$$$$$$$$$$$$$$$$$$ 55%
$$$$$$$$$$$$$$$$$$$$$$$$$$$$
Strengthening $$$$$$$$$$$$$$$$$$ 36%
$$$$$$$$$$$$$$$$$$
*This data was collected during March 2017.

HOW TO
NAVIGATE
THIS GUIDE
Using our salary tables
Salaries are in 000, all salaries are exclusive of superannuation (AU) or
KiwiSaver (NZ) which might differ to previous editions. The bold
number represents the typical salary. The number(s) underneath
represent the salary range. Refer to the notes section under the salary
table to determine if other benefits are included. All salaries are
represented in local currencies.
Head of HR/HR Director >1000 employees

280 Typical salary
Sydney
200 - 400 Salary range
How does your salary compare?

SALARY INFORMATION: SALARIES & SECTOR OVERVIEWS
The complete Hays 2017 Salary Guide is available online. Search over 1,000 salaries
and find out how your salary compares in our real-time Salary Check at
hays.com.au/HaysSalaryCheck or hays.net.nz/HaysSalaryCheck

EXECUTIVE
AUSTRALIA seeking to hire engaging leaders. If they

are unable to offer increased salaries, they
Melbourne and Sydney have seen a are providing other kinds of opportunities
steady flow of senior appointments over to add value to candidates careers.
the last year. However while house prices
in these cities and the cost of living have Employers are realising the need to
increased, executive and leadership partner with employees on their journey,
packages have generally remained flat or especially Millennials. Forward-thinking
have experienced only modest growth employers are creating senior
over the past 12 months. Overall packages management roles outside mainstream
now have larger at-risk elements in terms job areas in order to compete with new
of short-term incentives. Going forward, disrupters of the digital age.
this trend will continue as companies, There is also strong demand for CEOs and
both listed and private, seek to incentivise MDs who are transformational leaders and
business as usual roles to reduce costs. can manage digital change, foster culture,
The Victorian and NSW construction add value and hit stretch targets.
sector is extremely buoyant at the The demand for commercial and
moment with a number of large entrepreneurial skills within the public
infrastructure projects in the pipeline. sector continues to grow as employers in
Requirements for executive roles are very human services departments, not-for-
specific, with most employers reluctant to profit organisations and government shift
deviate from their recruitment brief. away from recruiting pure CFOs and
The technology, services, aged care, instead look at broader corporate services
health and infrastructure industries are skills to amalgamate them into COO roles.
also expected to see executive-level The public sector is also transforming
vacancy activity over the coming year. many departments to be more customer-
focused as well as creating roles that
facilitate digital transformation.
demand
There is also strong
for CEOs and MDs
who are transformational
leaders and can manage
digital change, foster SALARY INFORMATION: EXECUTIVE
culture, add value and
hit stretch targets.

In contrast, the continued unwinding of
the mining boom has created a candidate
rich executive market in Western Australia
and Queensland. With supply exceeding
demand, salaries are declining and C-suite
talent will accept up to 35 per cent less
than their previous earnings. Executives
are also keen to broaden their experience
in other industries and even relocate to
other states. In general, organisations are
looking for true leaders rather than
professionals with only management
experience at the senior-level. Many
organisations are trying to lift their game
in their search for female leaders, and as
such executive shortlists often need strong
female representation. Companies are also

ACCOUNTANCY & FINANCE
AUSTRALIA Within professional practice, demand for NEW ZEALAND

experienced candidates remains as high as
The Australian Accountancy & Finance ever across all levels, from those with one to Accounting support teams within larger
recruitment market has remained strong two years experience, through to organisations are experiencing headcount
since the resurgence witnessed back in intermediate-level staff and Managers reductions as a result of technology and
early 2015. Naturally, localised conditions in within business services, tax and audit. shared service centres offering economies
individual states dictate the rate of demand. Talent shortages are more severe than ever of scale. However, rather than this trend
and there is no sign of this abating. In a reducing overall team numbers, many
Permanent appointments have remained
traditionally permanent hiring market, employers are choosing to reinvest by
consistent however temporary and contract
temporary hiring has become more adding Management and Analytical
roles have increased and become the new
commonly embraced both within audit and Heads. This is a reaction to more complex
normal. This has triggered a refreshing
business services, especially in the period business requirements and better quality
openness from organisations, both SME and
leading up to and around financial year-end. data from improved ERP systems.
large multinationals, to employ candidates on
a temporary or contract basis. It is in this area More organisations are establishing robust As a result, good Analysts are in huge
we are seeing the highest rate of demand. succession plans, which is leading to rising demand and have higher salary
demand for Business Services and Audit expectations. Improved reporting and
As many traditional finance roles evolve
Managers. These are traditionally business partner accounting has also
and blur the boundaries between finance
candidate short areas as many at this level increased demand for experienced
and IT, the need for data analysis and
step into a commercial role or start their Analysts and Senior Management
data-led decision making is driving
own practice. As a result of demand and Accountants. Demand for professional
demand for finance professionals with
supply, firms continue to offer competitive contractors to complete project work has
these skills. Companies focused on
salaries to help attract proven candidates, risen too, especially within the
change and transformation projects are
SALARY INFORMATION: ACCOUNTANCY & FINANCE
leading to generous salary increases. manufacturing and construction industries,

another driver behind this demand.
which has pushed up hourly rates.
Within commerce and industry, We continue to witness strong demand in
most accounting support areas, especially We are also seeing more Business Partner
competition for talent remains high.
within payroll and credit control. roles come about as companies require
Business Partners who can consult with
Competition for candidates with specific financial results that are actionable. Finance
leadership teams to improve process,
system or sector experience is high, with professionals are required to drive value
drive profits, innovate and steer the
employers offering increased salaries and through advice and consultation rather than
organisation toward growth opportunities
enticing benefits to secure talent. In fact it merely reporting. This skillset in particular is
are highly sought after.
is not uncommon for highly sought after one that is lacking across NZ and candidates
First movers remain in short supply with candidates to receive double digit in this space can demand a premium.
Finance Managers and Financial percentage salary increases. Professional practice continues to
Controllers witnessing the largest salary
Another trend is the increasing appetite compete with the government and private
increases. With organisations gearing
to widen the remit of all-rounder roles. sector by presenting more attractive
more and more towards automation to
For example, an Assistant Accountant opportunities. Boutique firms have had to
strengthen management reporting,
who is also required to provide further readjust their salary bands to gain quality
Analysts that sit between finance and IT
core team support. candidates, particularly those with client-
offer the ideal skillset.
facing capabilities. This has created fast-
Organisations in industries such as The offshoring of large functions track career opportunities for ambitious
manufacturing, construction, finance continues, except where the cost savings and forward-thinking individuals, driving
technology and other disruptive are not worth the resulting impact on the up salaries for employers to acquire these
technologies are taking advantage of customer experience. This is forcing some top-level candidates.
strong market conditions. With links organisations to repatriate these
functions, which is increasing demand for Focusing on long-term staff
between China and Australia at an all-time
proven accounts payable candidates. development and retention, employers are
high, qualified and proven Mandarin
eager to recruit newly-qualified CAs who
speakers are required by many overseas In summary, the backdrop is one of can rise up through the ranks of the
multinationals with a presence in Australia. increased demand for those candidates organisation. Salaries for entry-level roles
As noted, demand for permanent already in short supply. The nature of for recently qualified or soon to be
candidates continues at a steady pace and project work and the evolution of job qualified CAs across the public and
those with in-demand skills are benefitting functions will be the predominant driver of private sector have been driven up by an
from counter offers, salary increases and demand for both temporary and permanent increase in quality candidates looking to
interesting opportunities. Public sector recruitment over the following year. break away from professional practice
bodies have continued to engage private into larger finance teams in search of
sector candidates welcoming their diverse progression opportunities.
outlook and experience.

Commerce & Industry | Senior Finance
Finance Director/CFO Finance Director/CFO Finance Director/CFO*

SENIOR QUALIFIED ACCOUNTANTS (Turnover up to $50m) (Turnover $50m - $500m) (Turnover > $500m)
180 280 400
NSW - Sydney
160 - 200 200 - 320 320+
140 170 200+
NSW - Regional
130 - 160 150 - 200 180+
175 225 255
VIC - Melbourne
115 - 225 155 - 260 230+
160 185 225
VIC - Regional
140 - 170 160 - 240 200+
150 190 250
QLD - Brisbane, Gold Coast & Sunshine Coast
125 - 170 140 - 220 180+
140 180 200
QLD - Regional
110 - 170 130 - 200 170 - 240
140 180 180+
SA - Adelaide
130 - 160 150 - 200 160+
185 230 260
WA - Perth
150 - 190 170 - 250 200+
160 175 220
ACT - Canberra
150 - 180 160 - 200 200+
120 150 180
TAS - Hobart/Launceston
110 - 150 130 - 170 170+
140 160 180
NT - Darwin
120 - 150 140 - 180 180 - 200+
150 180 200+
NZ - Auckland
130 - 180 150 - 220 180+
130 155 190
NZ - Wellington
90 - 180 110 - 200 140 - 270
130 155 190
NZ - Christchurch
115 - 140 150 - 200 180 - 280
Group Financial Controller/

Financial Controller Financial Controller GM Finance*
(Turnover up to $50m) (Turnover $50m - $500m) (Turnover > $500m)
150 170 260
NSW - Sydney
100 - 170 150 - 200 200 - 300
125 145 160
NSW - Regional
115 - 135 130 - 180 140 - 200
125 140 170
VIC - Melbourne
100 - 145 110 - 160 150 - 240
120 130 160
VIC - Regional
100 - 140 110 - 140 140 - 200
110 140 180
90 - 130 100 - 160 140 - 200
110 140 150
QLD - Regional
90 - 130 110 - 160 110 - 180
120 130 160
SA - Adelaide
90 - 140 100 - 160 140 - 180
120 140 180
WA - Perth
110 - 130 135 - 145 160 - 220
120 140 150
ACT - Canberra
110 - 130 120 - 160 140 - 200
110 125 140
80 - 115 90 - 140 105 - 150
130 140 170
NT - Darwin
100 - 140 130 - 160 150 - 190
130 140 150
NZ - Auckland
100 - 150 120 - 180 130 - 200
105 130 150
NZ - Wellington
90 - 120 110 - 140 120 - 200
110 120 150
NZ - Christchurch
90 - 120 100 - 140 120 - 200
TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES:
Additional super Cash bonuses Laptops All salaries shown are exclusive of superannuation (AU) or
Health cover Study assistance Vehicle expenses KiwiSaver (NZ)
Interest free loans Parking Professional memberships New Zealand salaries are represented in New Zealand dollars
Car/car allowance Share options in company School fees
* For a more detailed discussion on executive level salaries
contact Hays Executive

Finance Manager Finance Manager Finance Manager

125 150 170
NSW - Sydney
100 - 150 130 - 170 140 - 200
105 120 140
NSW - Regional
85 - 120 100 - 140 120 - 180
110 130 145
VIC - Melbourne
90 - 120 110 - 145 130 - 160
100 120 135
VIC - Regional
90 - 120 100 - 140 120 - 160
110 130 150
80 - 120 110 - 150 120 - 180
100 120 130
QLD - Regional
80 - 120 100 - 130 100 - 150
110 130 140
SA - Adelaide
85 - 120 95 - 150 120 - 150
115 135 140
WA - Perth
100 - 125 110 - 150 130 - 150
115 130 140
ACT - Canberra
100 - 120 120 - 140 130 - 160
90 100 130
70 - 100 70 - 110 90 - 130
110 130 140
NT - Darwin
90 - 130 100 - 150 120 - 160
110 125 140
NZ - Auckland
100 - 130 110 - 150 120 - 160
100 115 130
NZ - Wellington
80 - 110 90 - 130 100 - 150
100 110 120
NZ - Christchurch
90 - 110 90 - 120 100 - 130
Senior Commercial
Commercial Manager Commercial Manager Manager/Director
140 200 280
NSW - Sydney
100 - 150 180 - 220 230+
130 150 160
NSW - Regional
100 - 140 140 - 170 130 - 190
130 150 200
VIC - Melbourne
100 - 135 120 - 190 155 - 250
125 150 180
VIC - Regional
110 - 140 120 - 180 150 - 225
130 150 180
100 - 140 130 - 170 150 - 200
120 150 180
QLD - Regional
100 - 140 110 - 160 130 - 230
120 150 160
SA - Adelaide
90 - 130 110 - 150 140 - 180
135 160 235
WA - Perth
120 - 145 140 - 180 180 - 250
130 140 160
ACT - Canberra
120 - 140 130 - 150 140 - 190
120 130 160
100 - 135 115 - 160 140 - 200
120 130 140
NT - Darwin
110 - 130 110 - 150 120 - 160
110 130 160
NZ - Auckland
100 - 130 110 - 160 130 - 220
95 110 135
NZ - Wellington
80 - 110 90 - 120 110 - 170
100 130 150
NZ - Christchurch
90 - 110 90 - 140 120 - 170
Additional super Cash bonuses Laptops All salaries shown are exclusive of superannuation (AU) or
Health cover Study assistance Vehicle expenses KiwiSaver (NZ)
Interest free loans Parking Professional memberships New Zealand salaries are represented in New Zealand dollars
Car/car allowance Share options in company School fees

Group Accountant Group Accountant Group Accountant

100 120 130
NSW - Sydney
90 - 120 90 - 150 100 - 150
90 100 110
NSW - Regional
80 - 100 90 - 110 90 - 120
100 115 130
VIC - Melbourne
90 - 115 100 - 130 115 - 140
90 100 120
VIC - Regional
80 - 110 90 - 110 110 - 130
90 100 120
80 - 110 90 - 120 100 - 140
90 100 115
QLD - Regional
70 - 100 75 - 110 90 - 125
90 95 110
SA - Adelaide
85 - 110 70 - 120 105 - 135
105 120 130
WA - Perth
90 - 110 100 - 130 125 - 135
100 110 120
ACT - Canberra
80 - 110 100 - 120 110 - 130
85 95 110
75 - 110 85 - 115 100 - 135
90 100 120
NT - Darwin
90 - 110 100 - 120 120 - 140
90 100 110
NZ - Auckland
80 - 100 90 - 110 100 - 130
85 95 110
NZ - Wellington
75 - 95 85 - 105 90 - 120
85 100 120
NZ - Christchurch
75 - 95 85 - 110 100 - 140
Additional super Study assistance Vehicle expenses All salaries shown are exclusive of superannuation (AU) or
Health cover Parking Professional memberships KiwiSaver (NZ)
Car/car allowance Share options in company School fees New Zealand salaries are represented in New Zealand dollars
Cash bonuses Laptops
Commerce & Industry | Mining
Mine Accountant
120
NSW - Regional
100 - 140
110
QLD - Regional
90 - 125
90
SA - Adelaide
85 - 130
120
WA - Perth
115 - 145
85
70 - 100
120
NT - Darwin
100 - 150
110
NZ - Auckland
90 - 130
90
NZ - Wellington
90 - 130
120
NZ - Christchurch
90 - 130
Subsidised accommodation Flights home if Health cover All salaries shown are exclusive of superannuation (AU) or
Bonus based on mine overseas residential Relocation assistance KiwiSaver (NZ)
production and performance Rental/utilities allowance Site allowance New Zealand salaries are represented in New Zealand dollars

Divisional Accountant Divisional Accountant Divisional Accountant

SENIOR QUALIFIED ACCOUNTANTS (Turnover up to $50m) (T. o. $50m - $500m) (T. o. > $500m) Project Accountant
95 110 120 105
NSW - Sydney
80 - 100 90 - 120 100 - 140 85 - 135
90 100 110 95
NSW - Regional
85 - 100 90 - 110 100 - 120 85 - 110
85 100 110 100
VIC - Melbourne
75 - 95 85 - 110 100 - 125 85 - 110
80 90 100 100
VIC - Regional
70 - 85 75 - 100 85 - 110 80 - 110
85 100 125 110
80 - 95 90 - 110 100 - 130 90 - 120
80 90 100 95
QLD - Regional
70 - 85 80 - 100 90 - 120 75 - 120
80 90 100 110
SA - Adelaide
70 - 90 80 - 110 90 - 115 85 - 115
100 110 120 120
WA - Perth
85 - 110 90 - 130 90 - 140 90 - 135
90 100 115 105
ACT - Canberra
85 - 100 90 - 110 110 - 120 90 - 120
75 80 90 90
60 - 77 60 - 90 70 - 120 70 - 90
80 90 100 110
NT - Darwin
80 - 100 90 - 110 100 - 120 100 - 120
85 95 110 100
NZ - Auckland
75 - 95 85 - 105 90 - 125 85 - 120
80 90 100 90
NZ - Wellington
70 - 90 80 - 100 80 - 120 80 - 110
80 100 110 110
NZ - Christchurch
70 - 95 90 - 110 100 - 120 90 - 120
Corporate Accountant Corporate Accountant Corporate Accountant

(Turnover up to $50m) (T. o. $50m - $500m) (T. o. > $500m)
105 120 135
NSW - Sydney
90 - 120 90 - 130 115 - 150
80 85 95
NSW - Regional
75 - 85 75 - 95 80 - 110
95 110 120
VIC - Melbourne
85 - 105 90 - 120 105 - 130
80 90 100
VIC - Regional
75 - 85 80 - 100 90 - 110
90 110 120
80 - 100 100 - 120 110 - 130
80 95 110
QLD - Regional
70 - 100 80 - 120 75 - 140
80 90 100
SA - Adelaide
70 - 90 85 - 110 90 - 120
100 115 125
WA - Perth
90 - 110 100 - 130 100 - 140
95 100 110
ACT - Canberra
85 - 100 90 - 110 100 - 120
75 85 95
60 - 80 70 - 90 80 - 100
80 95 100
NT - Darwin
70 - 90 85 - 110 90 - 120
85 95 110
NZ - Auckland
75 - 90 85 - 115 100 - 130
85 100 110
NZ - Wellington
75 - 90 80 - 110 95 - 115
85 95 115
NZ - Christchurch
75 - 90 85 - 110 100 - 120
Additional super Car/car allowance Parking All salaries shown are exclusive of superannuation (AU) or
Vehicle expenses Health cover Cash bonuses KiwiSaver (NZ)
Professional memberships Laptops Study assistance New Zealand salaries are represented in New Zealand dollars

Financial Accountant Financial Accountant Financial Accountant

90 100 110
NSW - Sydney
75 - 100 85 - 105 90 - 120
70 80 95
NSW - Regional
65 - 80 70 - 90 75 - 110
75 85 100
VIC - Melbourne
70 - 90 75 - 100 85 - 120
75 80 90
VIC - Regional
70 - 90 75 - 100 80 - 120
80 90 110
70 - 90 80 - 100 90 - 120
75 85 95
QLD - Regional
70 - 85 75 - 100 90 - 120
75 85 95
SA - Adelaide
55 - 80 70 - 100 85 - 120
95 110 125
WA - Perth
90 - 100 95 - 125 110 - 140
85 90 105
ACT - Canberra
75 - 90 85 - 95 95 - 115
75 85 95
65 - 85 60 - 100 70 - 120
80 90 100
NT - Darwin
70 - 90 80 - 100 90 - 110
85 90 100
NZ - Auckland
72 - 95 80 - 100 85 - 115
80 90 100
NZ - Wellington
70 - 90 75 - 95 85 - 110
80 90 105
NZ - Christchurch
70 - 90 70 - 100 90 - 120
Management Accountant Management Accountant Management Accountant

90 110 120
NSW - Sydney
80 - 100 95 - 120 100 - 140
75 90 110
NSW - Regional
70 - 80 80 - 100 85 - 120
85 95 110
VIC - Melbourne
75 - 90 80 - 110 95 - 125
80 90 100
VIC - Regional
70 - 90 75 - 100 80 - 120
85 100 120
75 - 90 90 - 110 110 - 130
80 95 110
QLD - Regional
70 - 90 80 - 110 85 - 115
80 85 95
SA - Adelaide
70 - 90 75 - 100 90 - 125
95 110 120
WA - Perth
90 - 100 100 - 125 100 - 135
90 95 105
ACT - Canberra
80 - 100 90 - 100 95 - 115
75 85 95
65 - 85 60 - 100 80 - 120
85 90 95
NT - Darwin
75 - 95 80 - 100 90 - 120
85 90 100
NZ - Auckland
70 - 90 80 - 100 90 - 115
80 90 100
NZ - Wellington
70 - 90 75 - 95 90 - 110
80 95 110
NZ - Christchurch
75 - 85 85 - 100 100 - 120
Additional super Cash bonuses All salaries shown are exclusive of superannuation (AU) or
Health cover Professional memberships KiwiSaver (NZ)
Study assistance Laptops New Zealand salaries are represented in New Zealand dollars

Manager/Head of
Financial Analyst Financial Analyst Financial Analyst Financial Planning/
SENIOR QUALIFIED ACCOUNTANTS (T. o. up to $50m) (T. o. $50m - $500m) (T. o. > $500m) Analysis
90 110 120 250
NSW - Sydney
75 - 100 85 - 120 115 - 140 180+
75 85 110 150
NSW - Regional
70 - 80 70 - 100 85 - 125 140 - 200
85 100 120 150
VIC - Melbourne
80 - 95 77 - 110 100 - 140 140 - 175
75 85 100 140
VIC - Regional
70 - 90 75 - 100 80 - 120 125 - 160
90 100 125 160
80 - 100 85 - 110 115 - 135 140 - 180
90 95 100 130
QLD - Regional
80 - 100 75 - 110 80 - 120 110 - 130
85 95 105 150
SA - Adelaide
80 - 95 80 - 110 90 - 120 120 - 190
90 110 130 145
WA - Perth
90 - 100 100 - 120 110 - 150 120 - 180
90 95 115 150
ACT - Canberra
80 - 100 90 - 100 100 - 120 120 - 180
75 85 95 130
65 - 85 60 - 100 75 - 120 120 - 150
85 95 100 130
NT - Darwin
80 - 100 80 - 110 90 - 120 120 - 160
80 90 100 150
NZ - Auckland
75 - 95 80 - 100 90 - 120 110 - 180
75 90 100 120
NZ - Wellington
70 - 88 80 - 100 90 - 110 110 - 130
80 90 100 120
NZ - Christchurch
70 - 90 80 - 100 90 - 110 100 - 140
Systems Accountant Systems Accountant Systems Accountant

(T. o. up to $50m) (T. o. $50m - $500m) (T. o. > $500m)
85 110 125
NSW - Sydney
70 - 100 90 - 120 90 - 145
70 80 100
NSW - Regional
60 - 80 75 - 90 90 - 120
90 100 110
VIC - Melbourne
75 - 100 85 - 110 100 - 135
80 90 100
VIC - Regional
70 - 90 80 - 100 90 - 120
85 100 115
75 - 95 85 - 110 90 - 130
75 90 100
QLD - Regional
70 - 90 80 - 100 85 - 120
85 90 110
SA - Adelaide
75 - 90 80 - 100 90 - 120
90 100 120
WA - Perth
90 - 100 100 - 120 110 - 140
95 100 115
ACT - Canberra
90 - 100 90 - 110 100 - 130
80 90 110
70 - 90 80 - 100 100 - 120
85 90 110
NT - Darwin
75 - 90 80 - 100 90 - 120
85 90 110
NZ - Auckland
75 - 95 80 - 100 100 - 120
85 90 105
NZ - Wellington
75 - 95 80 - 100 90 - 120
80 95 110
NZ - Christchurch
75 - 85 80 - 100 90 - 120

Financial Systems Manager Financial Systems Manager Financial Systems Manager

120 160 170
NSW - Sydney
100 - 140 125 - 180 150 - 200
90 120 130
NSW - Regional
75 - 100 100 - 140 120 - 150
120 140 160
VIC - Melbourne
100 - 140 110 - 160 120 - 200
100 120 150
VIC - Regional
80 - 120 100 - 130 110 - 180
105 120 125
95 - 120 105 - 130 120 - 150
90 110 120
QLD - Regional
85 - 100 90 - 120 100 - 130
100 120 140
SA - Adelaide
80 - 120 90 - 140 100 - 150
110 120 135
WA - Perth
100 - 120 110 - 130 120 - 140
110 120 140
ACT - Canberra
100 - 120 110 - 130 130 - 150
100 120 150
80 - 120 100 - 130 110 - 180
100 110 120
NT - Darwin
90 - 110 100 - 120 110 - 130
100 120 130
NZ - Auckland
90 - 110 100 - 130 110 - 150
85 100 120
NZ - Wellington
75 - 95 85 - 115 100 - 140
90 100 130
NZ - Christchurch
85 - 95 90 - 110 120 - 150
Treasury Accountant Treasury Accountant Treasury Accountant

95 115 135
NSW - Sydney
80 - 100 90 - 125 100 - 150
75 95 100
NSW - Regional
70 - 80 70 - 110 95 - 120
75 90 125
VIC - Melbourne
60 - 80 80 - 105 110 - 150
70 80 100
VIC - Regional
55 - 82 70 - 90 80 - 120
80 95 125
75 - 90 85 - 100 110 - 140
75 85 95
QLD - Regional
70 - 80 75 - 100 100 - 120
80 90 110
SA - Adelaide
65 - 85 75 - 95 100 - 120
90 95 120
WA - Perth
90 - 95 90 - 100 100 - 130
80 95 115
ACT - Canberra
75 - 90 85 - 100 100 - 125
70 80 100
55 - 82 60 - 90 65 - 120
80 90 110
NT - Darwin
70 - 90 80 - 100 100 - 120
75 85 100
NZ - Auckland
65 - 85 70 - 95 80 - 120
75 95 105
NZ - Wellington
65 - 85 85 - 105 95 - 115
70 85 100
NZ - Christchurch
60 - 80 75 - 95 80 - 120

Commerce & Industry | Senior Finance | Financial Services
Treasury Manager Treasury Manager Treasury Manager*

(Turnover (Turnover (Turnover
TREASURY up to $50m) $50m - $500m) > $500m) Head of Treasury*
130 180 250 400
NSW - Sydney
100 - 150 150 - 200 200 - 280 280+
100 120 180 200
NSW - Regional
90 - 110 110 - 130 140 - 200 180 - 250
100 120 150 250
VIC - Melbourne
90 - 115 100 - 130 125 - 175 200 - 275
90 110 130 175
VIC - Regional
85 - 100 95 - 120 115 - 150 150 - 225
100 120 160 180
90 - 110 100 - 140 140 - 200 150 - 200
100 115 130
QLD - Regional N/A
90 - 110 100 - 120 110 - 150
100 120 160 180
SA - Adelaide
95 - 120 100 - 140 125 - 180 150 - 210
120 135 185 200
WA - Perth
100 - 130 120 - 145 170 - 200 185 - 230
120 140 170 200
ACT - Canberra
100 - 130 120 - 160 150 - 220 180 - 250
90 110 130
TAS - Hobart/Launceston N/A
85 - 100 95 - 120 115 - 150
100 110 140 215
NT - Darwin
85 - 110 100 - 130 120 - 150 180 - 250
85 100 120 150
NZ - Auckland
80 - 90 90 - 110 100 - 140 120 - 180
100 120 150 160
NZ - Wellington
80 - 120 110 - 130 120 -180 130 - 190
90 95 110 140
NZ - Christchurch
80 - 100 85 - 110 100 - 120 120 - 160
Senior Fund/ Fund/Investment

Product Control Fund/Investment Investment Accountant
PRODUCT AND FUNDS Product Control Manager Accountant Accountant Acctg. Manager
110 150 85 100 130
NSW - Sydney
90 - 130 120 - 180 75 - 90 85 - 120 100 - 160
90 100 70 80 100
NSW - Regional
85 - 95 90 - 110 60 - 75 70 - 85 80 - 110
95 135 75 90 120
VIC - Melbourne
80 - 100 120 - 150 65 - 90 80 - 110 110 - 150
80 90 70 80 100
VIC - Regional
60 - 85 85 - 100 60 - 80 75 - 85 85 - 110
90 120 85 95 110
80 - 100 110 - 130 65 - 90 80 - 110 90 - 130
85 110 70 80 100
QLD - Regional
80 - 95 90 - 120 60 - 85 70 - 100 90 - 120
85 110 65 80 100
SA - Adelaide
70 - 90 100 - 130 55 - 75 80 - 95 85 - 130
80 95 80 90 110
WA - Perth
65 - 85 90 - 110 70 - 95 90 - 100 95 - 120
80 100 120
ACT - Canberra N/A N/A
70 - 90 90 - 110 100 - 130
80 110 70 80 100
60 - 85 90 - 140 60 - 90 75 - 100 90 - 110
80 90 80 90 110
NT - Darwin
65 - 85 85 - 100 65 - 90 85 - 100 100 - 120
75 85 80 85 105
NZ - Auckland
65 - 85 75 - 95 75 - 85 80 - 90 85 - 115
70 80 75 90 100
NZ - Wellington
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
* For a more detailed discussion on executive level salaries
contact Hays Executive

Commerce & Industry | Financial Services
STATUTORY AND TAX Tax Accountant Tax Manager Head of Tax Reporting Accountant
90 180 210 110
NSW - Sydney
80 - 110 120 - 230 160 - 260 95 - 130
75 120 160 100
NSW - Regional
70 - 80 110 - 130 140 - 170 95 - 130
90 130 180 110
VIC - Melbourne
85 - 100 110 - 150 160 - 210 95 - 130
75 110 150 90
VIC - Regional
70 - 85 100 - 130 120 - 160 80 - 100
90 135 170 90
80 - 100 95 - 150 140 - 200 85 - 100
80 125 160 90
QLD - Regional
70 - 95 100 - 150 140 - 200 85 - 100
80 130 160 90
SA - Adelaide
65 - 95 100 - 150 160 - 220 80 - 100
95 135 180
WA - Perth N/A
90 - 105 120 - 150 160 - 210
90 125 150 90
ACT - Canberra
80 - 105 110 - 140 120 - 180 85 - 100
75 120 150
70 - 85 100 - 150 120 - 160
90 120 160 80
NT - Darwin
75 - 95 100 - 130 140 - 200 75 - 90
85 120 150 90
NZ - Auckland
75 - 95 100 - 130 120 - 180 80 - 100
80 110 120 90
NZ - Wellington
65 - 100 90 - 120 100 - 140 80 - 100
90 110 115 90
NZ - Christchurch
65 - 100 90 - 120 100 - 130 80 - 100
Regulatory Statutory Financial Reporting

Reporting Manager Accounting Manager Accountant Manager
130 130 100 190
NSW - Sydney
120 - 150 120 - 150 80 - 115 150 - 220
125 110 80 120
NSW - Regional
110 - 140 100 - 120 70 - 90 100 - 140
120 130 110 120
VIC - Melbourne
95 - 150 120 - 160 95 - 130 95 - 150
120 100 90 100
VIC - Regional
100 - 140 85 - 110 85 - 110 90 - 115
125 120 90 130
100 - 140 100 - 130 85 - 110 110 - 140
125 120 90 130
QLD - Regional
100 - 140 100 - 130 85 - 95 110 - 140
120 110 100 130
SA - Adelaide
95 - 130 90 - 130 80 - 110 120 - 150
120 110 135
WA - Perth N/A
100 - 140 95 - 130 110 - 150
120 110 95 130
ACT - Canberra
95 - 130 95 - 120 80 - 120 110 - 150
95 90 100
85 - 110 85 - 110 90 - 115
100 120 95 130
NT - Darwin
90 - 120 90 - 130 85 - 110 120 - 150
120 110 100 130
NZ - Auckland
110 - 130 100 - 120 90 - 110 110 - 150
120 100 95 120
NZ - Wellington
110 - 130 90 - 120 85 - 110 110 - 140
120 110 95 100
NZ - Christchurch
110 - 130 90 - 120 80 -110 90 - 130

Commerce & Industry | Financial Services
Compliance/ Compliance / Operations Operations

COMPLIANCE/RISK Risk Analysts Risk Manager Risk Analyst Risk Manager Head of Risk
100 130 95 140 250
NSW - Sydney
90 - 110 110 - 150 90 - 110 120 - 160 200 300
70 100 85 120 220
NSW - Regional
60 - 80 90 - 125 75 - 90 110 - 135 180 250
90 140 95 140 250
VIC - Melbourne
75 - 100 100 - 170 80 - 140 130 - 160 200 - 250
75 110 85 120 220
VIC - Regional
65 - 85 90 - 120 75 - 100 120 - 140 180 - 220
90 130 95 150 210
75 - 100 100 - 150 85 - 115 120 - 160 200 - 250
70 100 80 110
QLD - Regional N/A
65 - 80 90 - 120 70 - 95 100 - 120
85 100 85 100 150
SA - Adelaide
70 - 95 90 - 130 75 - 95 95 - 120 130 - 200
95 120 110 145 165
WA - Perth
90 - 100 100 - 130 100 - 130 130 - 160 150 - 180
85 110 90 120 150
ACT - Canberra
70 - 90 100 - 120 80 - 105 110 - 135 140 - 180
80 110 85 115
70 - 95 90 - 130 75 - 98 110 - 135
90 110 90 110 150
NT - Darwin
80 - 110 90 - 120 75 - 110 95 - 120 120 180
72 100 85 110 150
NZ - Auckland
65 - 80 80 - 120 75 - 95 85 - 130 130 - 180
72 100 85 110 155
NZ - Wellington
65 - 80 80 - 120 75 - 95 85 - 130 130 - 180
70 100 85 110 140
NZ - Christchurch
60 - 80 80 - 120 70 - 100 90 - 130 120 - 160
Senior Internal Head of

INTERNAL AUDIT Internal Auditor Internal Auditor Audit Manager Internal Audit
90 100 150 300
NSW - Sydney
75 - 95 90 - 110 120 - 180 230+
95 105 120 180
NSW - Regional
90 - 105 95 - 115 100 - 150 150 - 270
95 115 140 160
VIC - Melbourne
80 - 100 90 - 125 120 - 160 120 - 180
80 100 125 150
VIC - Regional
70 - 90 90 - 110 110 - 140 125 - 175
85 100 140 180
70 - 95 90 - 115 120 - 150 150 - 200
75 90 120 150
QLD - Regional
70 - 90 75 - 100 100 - 150 130 - 170
75 110 120 150
SA - Adelaide
70 - 85 85 - 130 100 - 140 140 - 190
85 100 140 165
WA - Perth
80 - 100 90 - 120 130 - 150 150 - 180
85 95 120 150
ACT - Canberra
80 - 100 90 - 110 100 - 125 130 - 200
65 85 110 140
55 - 75 75 - 100 90 - 130 110 - 160
75 80 100 140
NT - Darwin
65 - 80 75 - 90 95 - 110 130 - 170
80 90 120 150
NZ - Auckland
65 - 85 80 - 100 100 - 130 130 - 180
80 95 115 135
NZ - Wellington
70 - 90 90 - 100 105 - 125 120 - 150
75 90 105 120
NZ - Christchurch
65 - 85 80 - 100 85 - 120 110 - 140

Commerce & Industry | Accounting Support
NON CPA/CA QUALIFIED

EXPERIENCED ACCOUNTANTS 3-5 yrs exp 5-10 yrs exp Over 10 yrs exp
65 75 80
NSW - Sydney
55 - 70 65 - 80 70 - 90
65 75 80
NSW - Regional
55 - 70 65 - 80 70 - 90
65 75 80
VIC - Melbourne
60 - 70 65 - 80 70 - 90
60 75 80
VIC - Regional
55 - 70 65 - 80 70 - 90
60 65 75
53 - 66 55 - 80 60 - 80
60 65 75
QLD - Regional
45 - 65 50 - 75 60 - 85
65 75 80
SA - Adelaide
60 - 70 65 - 80 70 - 90
70 80 90
WA - Perth
65 - 75 70 - 90 85 - 100
60 75 80
ACT - Canberra
55 - 65 70 - 80 70 - 90
60 65 75
55 - 65 60 - 75 70 - 90
55 70 80
NT - Darwin
50 - 60 65 - 75 70 - 85
60 65 75
NZ - Auckland
55 - 65 60 - 75 70 - 85
70 80 85
NZ - Christchurch/Wellington
60 - 80 70 - 85 80 - 90
NOTES:
All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
New Zealand salaries are represented in New Zealand dollars
For internal audit and taxation salary details, please see the professional practice section or ask your consultant for advice
Graduate Assistant Accountant Assistant Accountant Assistant Accountant

ASSISTANT ACCOUNTANTS (No experience) (up to 2 yrs) (2-4 yrs) (4+ yrs)
45 55 60 65
NSW - Sydney
40 - 50 55 - 60 60 - 70 65 - 75
40 55 60 65
NSW - Regional
40 - 50 50 - 60 55 - 65 60 - 70
40 55 58 65
VIC - Melbourne
38 - 45 50 - 58 55 - 65 60 - 70
42 55 65 70
VIC - Regional
38 - 45 50 - 60 60 - 70 65 - 80
45 55 60 65
40 - 50 55 - 65 60 - 65 60 - 70
40 50 55 60
QLD - Regional
35 - 45 45 - 60 45 - 70 50 - 72
48 55 60 65
SA - Adelaide
45 - 50 50 - 60 55 - 65 60 - 75
45 60 65 75
WA - Perth
40 - 50 55 - 65 60 - 70 70 - 85
45 50 60 65
ACT - Canberra
40 - 50 45 - 55 55 - 65 60 - 70
45 50 60 60
40 - 50 45 - 60 50 - 65 55 - 70
45 55 65 70
NT - Darwin
40 - 50 50 - 60 60 - 70 65 - 75
42 45 58 65
NZ - Auckland
35 - 45 40 - 50 52 - 65 55 - 75
42 55 65 70
38 - 45 50 - 60 55 - 70 65 - 75
NOTES:

Supervisor/ Supervisor/ Supervisor/

Manager Manager Manager
Senior (<250 (250-500 (>500
PAYROLL Payroll Officer Payroll Officer employees) employees) employees)
65 85 90 95 110
NSW - Sydney
65 - 75 75 - 85 85 - 95 90 - 100 100 - 150
60 75 80 90 95
NSW - Regional
60 - 65 65 - 75 80 - 90 90 - 100 95 - 120
55 65 75 85 90
VIC - Melbourne
45 - 60 55 - 75 65 - 80 70 - 100 80 - 130
55 65 70 80 80
VIC - Regional
50 - 60 55 - 75 60 - 90 70 - 90 70 - 100
60 65 75 80 95
55 - 65 65 - 75 70 - 80 75 - 85 85 - 120
50 55 60 65 70
QLD - Regional
45 - 55 45 - 60 45 - 65 55 - 75 65 - 100
55 60 70 75 90
SA - Adelaide
50 - 60 60 - 70 65 - 80 70 - 85 80 - 120
60 70 80 90 120
WA - Perth
55 - 65 65 - 75 70 - 90 80 - 100 100 - 180
65 75 85 95 110
ACT - Canberra
60 - 75 75 - 85 75 - 100 85 - 110 110 - 150
50 55 62 60 72
45 - 55 50 - 60 55 - 65 55 - 72 65 - 85
60 65 70 75 75
NT - Darwin
55 - 65 60 - 70 65 - 75 70 - 80 70 - 80
50 58 65 72 80
NZ - Auckland
45 - 55 50 - 65 55 - 70 60 - 78 70 - 90
55 65 65 75 85
45 - 60 60 - 75 60 - 70 65 - 80 70 - 100
Accounts Supervisor/ Supervisor/

CREDIT CONTROL/ Receivable Senior Credit Manager Manager
ACCOUNTS RECEIVABLE Officer Credit Controller Controller (1-5 staff) (> 5 staff)
55 60 65 80 95
NSW - Sydney
50 - 60 55 - 65 65 - 70 75 - 90 95 - 105
50 55 60 70 80
NSW - Regional
50 - 55 50 - 65 55 - 70 70 - 85 80 - 95
55 55 60 65 85
VIC - Melbourne
45 - 60 50 - 65 55 - 65 60 - 80 70 - 110
55 55 60 70 75
VIC - Regional
50 - 60 50 - 60 55 - 65 60 - 80 70 - 90
55 60 65 75 85
50 - 60 55 - 65 60 - 70 70 - 80 80 - 110
45 50 55 60 65
QLD - Regional
40 - 50 42 - 55 48 - 56 50 - 65 55 - 75
55 60 65 75 85
SA - Adelaide
50 - 60 55 - 65 60 - 75 65 - 85 70 - 100
55 60 65 75 90
WA - Perth
50 - 60 55 - 65 60 - 70 70 - 85 85 - 110
55 60 65 70 75
ACT - Canberra
50 - 60 55 - 65 60 - 70 65 - 75 70 - 85
47 50 65 60 65
42 - 52 42 - 60 55 - 75 50 - 65 55 - 75
55 55 60 65 70
NT - Darwin
50 - 60 50 - 60 55 - 65 60 - 70 65 - 75
48 52 60 68 75
NZ - Auckland
42 - 54 48 - 60 55 - 65 55 - 72 65 - 85
45 55 60 65 70
40 - 50 50 - 60 55 - 65 55 - 70 65 - 75
NOTES:

Senior
BOOKKEEPERS To Trial Balance To Balance Sheet Bookkeeper
75 80 85
NSW - Sydney
70 - 85 80 - 85 85 - 95
65 75 80
NSW - Regional
65 - 70 70 - 75 80 - 85
60 62 65
VIC - Melbourne
50 - 65 50 - 65 60 - 75
55 60 65
VIC - Regional
50 - 60 55 - 65 60 - 70
60 65 70
55 - 65 60 - 70 65 - 75
50 55 60
QLD - Regional
40 - 55 45 - 60 55 - 70
55 60 70
SA - Adelaide
50 - 60 55 - 65 65 - 80
65 70 75
WA - Perth
60 - 75 65 - 95 70 - 90
60 65 70
ACT - Canberra
55 - 65 60 - 70 65 - 85
50 52 60
45 - 55 50 - 60 55 - 65
60 65 65
NT - Darwin
55 - 65 60 - 70 60 - 70
50 58 65
NZ - Auckland
45 - 55 48 - 68 55 - 75
55 60 65
50 - 60 55 - 65 60 - 70
Experienced
Accounts Payable Accounts Payable Supervisor Manager
ACCOUNTS PAYABLE Officer Officer - Senior Accounts Payable Accounts Payable
55 65 70 85
NSW - Sydney
50 - 60 60 - 70 70 - 75 80 - 100
50 55 65 75
NSW - Regional
43 - 55 55 - 60 60 - 65 70 - 80
50 55 65 75
VIC - Melbourne
45 - 60 48 - 62 60 - 75 65 - 100
50 55 65 75
VIC - Regional
45 - 55 50 - 60 60 - 70 65 - 85
50 60 75 90
50 - 55 55 - 65 70 - 75 80 - 110
45 48 60 80
QLD - Regional
37 - 48 42 - 55 50 - 65 60 - 100
52 60 65 75
SA - Adelaide
48 - 58 55 - 65 60 - 70 70 - 90
55 60 75 85
WA - Perth
45 - 60 55 - 70 70 - 85 80 - 90
50 60 65 70
ACT - Canberra
45 - 60 50 - 65 60 - 70 60 - 80
45 50 60 65
40 - 50 45 - 55 45 - 65 55 - 70
55 60 60 65
NT - Darwin
50 - 60 55 - 65 55 - 65 60 - 75
45 48 52 62
NZ - Auckland
40 - 50 40 - 55 48 - 60 55 - 65
52 58 65 80
47 - 55 55 - 60 60 - 70 70 - 100
NOTES:

Entry Level
ACCOUNTS OFFICERS/ASSISTANTS Accounts Officer Accounts Officer
45 55
NSW - Sydney
40 - 50 50 - 60
41 50
NSW - Regional
40 - 45 50 - 55
41 46
VIC - Melbourne
40 - 45 45 - 47
41 45
VIC - Regional
40 - 45 45 - 55
42 50
41 - 45 45 - 55
41 45
QLD - Regional
40 - 45 45 - 50
47 55
SA - Adelaide
45 - 50 50 - 60
45 55
WA - Perth
40 - 50 45 - 60
45 55
ACT - Canberra
40 - 50 50 - 60
41 45
40 - 43 45 - 50
50 55
NT - Darwin
45 - 55 50 - 60
40 46
NZ - Auckland
36 - 42 42 - 50
45 55
40 - 50 50 - 65
NOTES:

Professional Practice
BUSINESS SERVICES
UNDERGRADUATES 0-2 yrs exp 2-3 yrs exp 3+ yrs exp
40 45 48
NSW - Sydney
35 - 45 44 - 50 46 - 55
35 40 46
NSW - Regional
35 - 38 36 - 42 42 - 48
37 43 49
VIC - Melbourne
35 - 40 37 - 45 46 - 50
42 50 55
VIC - Regional
35 - 45 45 - 55 50 - 65
35 40 45
35 - 40 40 - 45 45 - 50
35 40 45
QLD - Regional
35 - 40 40 - 45 45 - 50
36 40 44
SA - Adelaide
35 - 38 36 - 44 42 - 48
40 45 52
WA - Perth
38 - 42 40 - 49 50 - 55
36 40 45
ACT - Canberra
35 - 40 40 - 45 45 - 50
35 38 42
35 - 38 35 - 40 36 - 44
45 60 70
NT - Darwin
40 - 50 50 - 70 60 - 80
38 42 46
NZ - Auckland
32 - 42 38 - 45 40 - 52
38 43 50
NZ - Wellington
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
35 - 38 40 - 50 48 - 60 55 - 70
38 42 48 56
NSW - Regional
35 - 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
35 - 40 39 - 50 45 - 55 50 - 65
35 39 50 55
QLD - Regional
35 - 42 37 - 43 45 - 55 50 - 65
42 44 48 54
SA - Adelaide
37 - 46 40 - 48 44 - 53 49 - 58
42 50 55 65
WA - Perth
40 - 45 45 - 55 45 - 65 60 - 75
42 47 53 60
ACT - Canberra
36 - 44 44 - 50 45 - 55 50 - 65
38 42 50 55
35 - 40 36 - 45 46 - 55 50 - 65
40 60 70 85
NT - Darwin
35 - 50 50 - 65 60 - 80 70 - 100
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
42 - 45 45 - 55 50 - 60 55 - 70
Flexible packaging Study support for All salaries shown are exclusive of superannuation (AU) or
High level of training professional and academic KiwiSaver (NZ)
Performance based bonuses studies New Zealand salaries are represented in New Zealand dollars
Professional development

BUSINESS SERVICES (TYPICALLY CA/CPA

COMPLETE) SENIOR, SUPERVISOR,
ASSISTANT MANAGERS 3-4 yrs exp 4-5 yrs exp 5-6 yrs exp 6+ yrs exp
70 75 85 90
NSW - Sydney
60 - 75 65 - 78 75 - 90 85 - 95
68 72 82 86
NSW - Regional
62 - 72 66 - 75 76 - 84 81 - 90
66 75 83 90
VIC - Melbourne
55 - 70 68 - 78 70 - 87 84 - 95
70 80 85 90
VIC - Regional
65 - 80 65 - 85 70 - 95 80 - 110
70 75 80 85
65 - 80 65 - 85 75 - 95 80 - 110
60 70 75 85
QLD - Regional
55 - 65 58 - 72 68 - 87 78 - 102
68 72 77 82
SA - Adelaide
64 - 72 68 - 72 73 - 82 76 - 85
65 75 80 90
WA - Perth
65 - 75 70 - 80 80 - 90 90+
68 72 80 90
ACT - Canberra
60 - 70 65 - 75 75 - 85 80 - 95
58 63 68 72
50 - 65 60 - 70 60 - 80 65 - 85
75 85 95 100
NT - Darwin
70 - 80 80 - 90 90 - 100 90 - 110
68 72 82 88
NZ - Auckland
65 - 72 68 - 78 70 - 85 80 - 95
70 75 80 88
NZ - Wellington
65 - 72 70 - 80 75 - 85 80 - 100
65 70 83 90+
NZ - Christchurch
60 - 70 65 - 80 75 - 90 85+
BUSINESS SERVICES MANAGERS, SENIOR Senior Manager

MANAGERS, PRINCIPALS/DIRECTORS Manager for 0-2 yrs for 2-5 yrs Principals/Directors
105 125 175
NSW - Sydney
90 - 120 110 - 140 150+
100 115 155
NSW - Regional
90 - 110 100 - 135 125+
110 130 175
VIC - Melbourne
90 - 120 120 - 150 130+
100 110 150
VIC - Regional
80 - 110 100 - 125 125+
95 130 150
90 - 100 100 - 140 130+
90 115 140
QLD - Regional
75 - 102 80 - 130 115+
90 115 160
SA - Adelaide
85 - 95 110 - 125 140+
95 125 150
WA - Perth
85 - 100 100 - 140 130+
95 125 160
ACT - Canberra
85 - 105 110 - 140 140+
80 100 125
70 - 90 85 - 110 110+
100 110 130
NT - Darwin
90 - 110 100 - 120 120+
90 110 150
NZ - Auckland
85 - 95 90 - 125 120+
95 120 170
NZ - Wellington
85 - 105 100 - 135 150+
85 100 150
NZ - Christchurch
80 - 95 90 - 110 125+

EXTERNAL AUDIT UNDERGRADUATES 0-2 yrs exp 2-3 yrs exp 3+ yrs exp
40 45 48
NSW - Sydney
35 - 45 44 - 50 46 - 55
35 41 46
NSW - Regional
35 - 37 38 - 43 43 - 48
35 42 46
VIC - Melbourne
35 - 40 35 - 44 42 - 50
37 45 55
VIC - Regional
35 - 40 40 - 50 50 - 60
35 38 45
35 - 36 35 - 41 36 - 48
35 38 48
QLD - Regional
35 - 36 35 - 41 41 - 55
36 42 46
SA - Adelaide
35 - 40 40 - 45 42 - 50
37 42 50
WA - Perth
35 - 40 40 - 45 45 - 60
36 40 46
ACT - Canberra
35 - 38 39 - 42 42 - 50
35 38 42
30 - 38 34 - 40 36 - 44
40 45 60
NT - Darwin
35 - 45 40 - 50 50 - 70
38 42 48
NZ - Auckland
35 - 42 38 - 45 42 - 52
36 40 50
NZ - Wellington
32 - 38 35 - 45 40 - 60
37 45 55
NZ - Christchurch
35 - 40 40 - 50 50 - 60
EXTERNAL AUDIT GRADUATES No exp 1-2 yrs exp 2-3 yrs exp 3+ yrs exp
35 45 51 62
NSW - Sydney
35 - 38 40 - 50 48 - 60 55 - 70
40 45 52 58
NSW - Regional
38 - 45 40 - 50 48 - 56 55 - 60
41 45 52 58
VIC - Melbourne
35 - 45 39 - 48 45 - 55 52 - 60
35 45 50 55
VIC - Regional
30 - 40 40 - 45 45 - 55 50 - 60
38 45 50 55
36 - 41 38 - 55 43 - 60 48 - 65
38 39 42 55
QLD - Regional
35 - 40 35 - 42 37 - 50 42 - 65
42 44 48 54
SA - Adelaide
37 - 46 40 - 48 44 - 53 49 - 58
40 48 55 60
WA - Perth
38 - 42 42 - 52 52 - 60 60 - 65
42 47 55 60
ACT - Canberra
36 - 44 44 - 50 45 - 60 50 - 65
38 42 50 55
33 - 40 36 - 45 46 - 55 50 - 65
40 50 60 70
NT - Darwin
35 - 45 40 - 55 55 - 70 60 - 75
40 44 48 55
NZ - Auckland
35 - 45 38 - 48 45 - 50 50 - 60
44 46 54 60
NZ - Wellington
35 - 45 40 - 48 50 - 58 45 - 65
42 46 55 60
NZ - Christchurch
38 - 45 40 - 50 45 - 60 50 - 70

EXTERNAL AUDIT (TYPICALLY CA/CPA

70 76 80 88
NSW - Sydney
65 - 75 70 - 80 75 - 85 85 - 95
68 71 83 90
NSW - Regional
62 - 69 70 - 76 75 - 85 86 - 95
65 70 80 88
VIC - Melbourne
56 - 68 60 - 75 66 - 82 74 - 92
60 65 70 75
VIC - Regional
55 - 65 60 - 70 65 - 75 70 - 80
60 70 80 85
60 - 70 65 - 75 75 - 85 80 - 90
55 63 76 80
QLD - Regional
48 - 59 43 - 65 68 - 88 71 - 85
68 72 77 82
SA - Adelaide
64 - 72 68 - 77 73 - 82 76 - 85
73 77 87 92
WA - Perth
70 - 76 72 - 82 80 - 92 88 - 98
70 80 90 100
ACT - Canberra
60 - 75 75 - 85 85 - 95 95+
58 63 68 72
50 - 65 60 - 70 60 - 80 65 - 85
70 75 80 90
NT - Darwin
60 - 80 65 - 85 70 - 90 75 - 100
66 72 75 85
NZ - Auckland
62 - 70 65 - 75 70 - 80 75 - 90
70 75 82 90
NZ - Wellington
60 - 75 65 - 80 76 - 88 82 - 92
65 70 83 90+
NZ - Christchurch
60 - 70 65 - 80 75 - 90 85+
EXTERNAL AUDIT MANAGERS, SENIOR Senior Manager

105 125 175
NSW - Sydney
95 - 110 110 - 135 135+
103 120 160
NSW - Regional
90 - 110 110 - 125 125+
100 125 170+
VIC - Melbourne
85 - 115 110 - 150 125+
80 100 125
VIC - Regional
65 - 85 95 - 110 110+
100 120 150
80 - 110 100 - 130 120+
90 115 140
QLD - Regional
69 - 100 87 - 130 130+
90 115 160
SA - Adelaide
85 - 95 110 - 125 140+
95 115 165
WA - Perth
90 - 100 100 - 125 140+
95 125 160
ACT - Canberra
85 - 105 110 - 140 140+
80 100 125
70 - 90 92 - 110 110+
90 115 150
NT - Darwin
85 - 95 110 - 125 140+
90 110 150
NZ - Auckland
85 - 95 95 - 120 120+
100 120 180
NZ - Wellington
80 - 110 95 - 125 150+
85 100 150
NZ - Christchurch
80 - 95 90 - 110 125+

INSOLVENCY GRADUATES No exp 1-2 yrs exp 2-3 yrs exp 3+ yrs exp
35 45 52 62
NSW - Sydney
35 - 38 40 - 50 48 - 60 55 - 70
39 46 57 62
NSW - Regional
37 - 42 42 - 51 49 - 63 58 - 65
45 47 55 63
VIC - Melbourne
38 - 45 43 - 54 49 - 64 56 - 69
38 42 45 50
VIC - Regional
35 - 42 38 - 45 42 - 50 45 - 55
38 45 50 57
33 - 39 40 - 50 47 - 55 52 - 62
40 47 53 60
QLD - Regional
35 - 41 42 - 48 47 - 58 52 - 62
42 44 48 54
SA - Adelaide
37 - 46 40 - 48 44 - 53 49 - 58
40 45 60 70
WA - Perth
38 - 43 40 - 50 55 - 65 65 - 75
42 47 51 60
ACT - Canberra
36 - 44 44 - 50 46 - 52 55 - 65
38 42 50 55
33 - 40 36 - 45 46 - 55 50 - 65
42 44 48 60
NT - Darwin
38 - 44 40 - 50 44 - 53 55 - 65
42 48 52 60
NZ - Auckland
38 - 46 45 - 55 45 - 58 55 - 65
44 48 55 65
NZ - Wellington
36 - 45 45 - 52 45 - 60 45 - 70
38 48 53 60+
NZ - Christchurch
35 - 43 40 - 52 50 - 60 65+
INSOLVENCY (TYPICALLY CA/CPA

70 75 80 100
NSW - Sydney
63 - 74 68 - 80 75 - 90 90 - 110
65 74 82 92
NSW - Regional
60 - 72 68 - 78 74 - 85 82 - 97
67 75 85 95
VIC - Melbourne
62 - 73 67 - 85 75 - 90 85 - 100
60 65 75 80
VIC - Regional
55 - 62 58 - 70 70 - 80 75 - 95
65 72 80 90
57 - 70 65 - 78 73 - 83 80 - 100
65 70 80 85
QLD - Regional
57 - 70 65 - 75 75 - 82 80 - 90
68 72 77 82
SA - Adelaide
64 - 72 68 - 77 73 - 82 76 - 85
71 80 90 110
WA - Perth
67 - 75 75 - 85 85 - 95 95 - 150
70 80 90 100
ACT - Canberra
65 - 75 75 - 85 85 - 95 95+
58 63 68 72
50 - 65 60 - 70 60 - 80 65 - 85
65 70 80 95
NT - Darwin
60 - 70 65 - 75 75 - 85 85 - 105
68 78 85 95
NZ - Auckland
65 - 70 70 - 88 80 - 90 90 - 100
80 85 90 110
NZ - Wellington
75 - 85 80 - 90 85 - 100 95 - 120
65 70 80 90+
NZ - Christchurch
60 - 80 65 - 85 75 - 90 80+

INSOLVENCY MANAGERS, SENIOR Senior Manager

110 140 200+
NSW - Sydney
95 - 120 110 - 145 140+
100 115 150
NSW - Regional
83 - 105 105 - 120 120+
110 130 190
VIC - Melbourne
92 - 113 106 - 139 150+
80 90 120
VIC - Regional
70 - 85 85 - 110 110+
95 120 150
85 - 96 100 - 120 130+
90 114 150+
QLD - Regional
85 - 96 100 - 120 120+
90 115 160
SA - Adelaide
85 - 95 110 - 125 140+
100 115 145
WA - Perth
95 - 105 105 - 130 135+
100 125 160
ACT - Canberra
95+ 115+ 140+
80 97 120
70 - 90 89 - 103 110+
90 115 130
NT - Darwin
85 - 95 105 - 120 120+
100 120 160
NZ - Auckland
95 - 110 100 - 130 120+
100 120 160
NZ - Wellington
90 - 110 110 - 130 140+
80 100 130+
NZ - Christchurch
70 - 95 85 - 110 110+
TAX CONSULTING (TYPICALLY CA/CPA

ASSISTANT MANAGERS Up to 4 yrs exp 4-5 yrs exp 5-6 yrs exp 6+ yrs exp
75 80 90 95
NSW - Sydney
70 - 80 75 - 85 80 - 95 90 - 100
68 73 80 86
NSW - Regional
62 - 70 69 - 75 76 - 84 84 - 100
70 75 85 89
VIC - Melbourne
65 - 75 70 - 80 75 - 90 82 - 105
60 65 70 75
VIC - Regional
55 - 62 62 - 68 68 - 75 72 - 90
70 75 85 90
65 - 75 65 - 75 75 - 90 80 - 95
62 68 78 85
QLD - Regional
60 - 67 65 - 75 74 - 83 80 - 90
68 75 80 86
SA - Adelaide
65 - 72 70 - 80 75 - 85 80 - 91
75 85 100 110
WA - Perth
65 - 80 70 - 95 95 - 105 100+
70 75 90 95+
ACT - Canberra
60 - 70 65 - 80 80 - 100 100+
58 63 68 72
50 - 65 60 - 70 60 - 80 65 - 85
75 85 90 100
NT - Darwin
70 - 80 75 - 90 85 - 95 85 - 115
65 72 80 85
NZ - Auckland
60 - 70 65 - 80 75 - 85 80 - 90
72 75 82 90
NZ - Wellington
65 - 75 67 - 80 72 - 86 77 - 105
70 75 80 85+
NZ - Christchurch
60 - 75 65 - 85 70 - 85 75 - 100

TAX CONSULTING INCL MANAGERS, SENIOR Senior Manager

115 140 180+
NSW - Sydney
90 - 118 120 - 150 150+
110 130 150
NSW - Regional
100 - 115 120 - 135 128+
105 140 185
VIC - Melbourne
87 - 115 120 - 150 160+
80 100 125
VIC - Regional
65 - 85 92 - 103 110+
100 123 150
85 - 105 110 - 130 130+
100 114 125
QLD - Regional
85 - 105 105 - 125 120+
95 120 160
SA - Adelaide
90 - 103 115 - 125 140+
100 125 155
WA - Perth
95 - 110 110 - 140 150+
95 125 160
ACT - Canberra
85 - 105 110 - 140 140+
80 100 125
70 - 90 92 - 103 110+
95 120 150
NT - Darwin
90 - 100 110 - 125 140+
95 110 150
NZ - Auckland
85 - 100 100 - 130 120+
100 110 180
NZ - Wellington
90 - 110 100 - 130 150+
85 100 150
NZ - Christchurch
80 - 100 90 - 110 110+
CORPORATE FINANCE (TYPICALLY CA/

CPA/SIA/MASTERS FINANCE) SENIOR,
SUPERVISOR, ASSIST. MANAGERS Up to 4 yrs exp 4-5 yrs exp 5-6 yrs exp 6+ yrs exp
80 85 90 120
NSW - Sydney
70 - 85 75 - 90 85 - 95 95 - 130
60 65 76 85
NSW - Regional
51 - 65 60 - 71 74 - 81 76 - 94
74 80 85 100
VIC - Melbourne
69 - 78 75 - 85 80 - 94 85 - 110
65 70 80 85
VIC - Regional
60 - 70 65 - 75 72 - 85 80 - 92
75 80 85 100
70 - 80 80 - 90 90 - 100 100 - 120
65 75 80 90
QLD - Regional
65 - 75 70 - 80 75 - 85 85 - 95
68 75 80 86
SA - Adelaide
65 - 72 70 - 80 75 - 85 80 - 91
75 85 95 120
WA - Perth
70 - 80 80 - 90 90 - 100 100 - 150
68 72 80 85
ACT - Canberra
60 - 70 65 - 75 75 - 85 80 - 95
58 63 68 72
50 - 65 60 - 70 60 - 80 65 - 85
85 90 100 110
NT - Darwin
80 - 90 80 - 100 90 - 110 90 - 120
68 75 80 90
NZ - Auckland
65 - 72 70 - 80 78 - 82 85 - 95
70 75 80 90
NZ - Wellington
65 - 80 65 - 85 70 - 90 75 - 110
70 75 80 90
NZ - Christchurch
60 - 80 60 - 85 70 - 90 80+

CORPORATE FINANCE MANAGERS, SENIOR Senior Manager

120 170 220
NSW - Sydney
110 - 130 120 - 180 150+
105 130 150
NSW - Regional
90 - 110 110 - 140 130+
115 160 220
VIC - Melbourne
93 - 129 125 - 170 160+
95 110 135
VIC - Regional
85 - 105 100 - 140 125+
110 140 200
100 - 120 125 - 150 140+
95 110 130
QLD - Regional
90 - 110 115 - 125 130+
95 120 160
SA - Adelaide
90 - 103 115 - 125 140+
115 140 180
WA - Perth
105 - 125 120 - 185 145+
95 125 160
ACT - Canberra
85 - 105 110 - 140 140+
80 95 120
70 - 90 85 - 100 110+
95 110 135
NT - Darwin
85 - 105 100 - 120 125+
90 110 150
NZ - Auckland
85 - 95 100 - 140 120+
95 110 150
NZ - Wellington
85 - 105 100 - 140 180+
90 110 140
NZ - Christchurch
85 - 100 100 - 130 120+
MANAGEMENT CONSULTING (TYPICALLY

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

MANAGEMENT CONSULTING MANAGERS, Senior Manager

SENIOR MANAGERS, PRINCIPALS/DIRECTORS Manager for 0-2yrs for 2-5 yrs Principals/Directors
100 130 170+
NSW - Sydney
90 - 115 110 - 150 150+
85 105 135
NSW - Regional
70 - 95 100 - 120 120+
105 130 170
VIC - Melbourne
87 - 115 110 - 155 150+
85 100 125
VIC - Regional
80 - 90 90 - 110 110+
110 130 160
100 - 120 120 - 140 150
85 120 125
QLD - Regional
90 - 98 115 - 135 125+
90 115 160
SA - Adelaide
85 - 95 110 - 125 140+
110 130 170
WA - Perth
100 - 120 115 - 140 150+
100 125 160
ACT - Canberra
85 - 105 110 - 140 140+
80 100 125
70 - 90 88 - 110 110+
90 115 130
NT - Darwin
85 - 95 110 - 125 125+
90 110 150
NZ - Auckland
80 - 95 90 - 130 120+
88 100 150
NZ - Wellington
78 - 95 90 - 115 120+
85 95 115
NZ - Christchurch
70 - 90 80 - 110 90+
RISK CONSULTING/INTERNAL AUDIT

(TYPICALLY CA/CPA COMPLETE) SENIOR,
SUPERVISOR, ASSISTANT MANAGERS Up to 4 yrs exp 4-5 yrs exp 5-6 yrs exp 6+ yrs exp
75 80 95 98
NSW - Sydney
65 - 80 78 - 86 87 - 95 95 - 110
63 70 80 85
NSW - Regional
57 - 68 66 - 78 76 - 86 78 - 92
66 75 80 88
VIC - Melbourne
60 - 70 68 - 77 75 - 86 82 - 95
62 70 75 80
VIC - Regional
58 - 65 65 - 74 74 - 82 76 - 85
65 75 80 90
60 - 68 65 - 74 70 - 92 74 - 90
64 68 75 80
QLD - Regional
60 - 68 65 - 74 70 - 80 74 - 85
68 72 77 82
SA - Adelaide
64 - 72 68 - 77 73 - 82 76 - 85
70 75 80 90
WA - Perth
60 - 80 70 - 80 75 - 90 85 - 95
68 72 85 95
ACT - Canberra
60 - 70 65 - 75 75 - 90 90+
58 63 68 72
50 - 65 60 - 70 60 - 80 65 - 85
70 80 90 100
NT - Darwin
60 - 80 65 - 85 80 - 100 85 - 115
68 72 80 90
NZ - Auckland
55 - 78 60 - 85 75 - 90 80 - 100
70 80 90 95
NZ - Wellington
65 - 75 75 - 85 85 - 95 90 - 100
65 75 90 90
NZ - Christchurch
50 - 70 65 - 85 80 - 100 85 - 110

RISK CONSULTING/INTERNAL AUDIT

MANAGERS, SENIOR MANAGERS, Senior Manager
PRINCIPALS/DIRECTORS Manager for 0-2 yrs for 2-5 yrs Principals/Directors
110 125 170
NSW - Sydney
92 - 115 110 - 135 140+
95 120 155
NSW - Regional
85 - 100 95 - 130 120+
100 125 160+
VIC - Melbourne
85 - 110 105 - 140 140+
85 110 140
VIC - Regional
70 - 95 95 - 130 130+
100 125 160
80 - 100 105 - 125 130+
95 115 125
QLD - Regional
80 - 100 105 - 125 125+
90 115 160
SA - Adelaide
85 - 95 110 - 125 140+
100 120 145
WA - Perth
90 - 105 110 - 145 125+
100 125 160
ACT - Canberra
90 - 110 110 - 140 140+
80 95 125
70 - 90 83 - 105 110+
90 110 120
NT - Darwin
80 - 100 95 - 120 110+
90 110 150
NZ - Auckland
75 - 100 95 - 130 140+
85 110 150
NZ - Wellington
70 - 90 80 - 130 120+
80 100 150
NZ - Christchurch
65 - 90 80 - 125 110+

PRACTICE ADMINISTRATION Accountant Practice Manager Finance Manager

85 100 115
NSW - Sydney
72 - 87 85 - 110 95 - 125
76 90 100
NSW - Regional
60 - 81 85 - 98 85 - 110
80 90 110
VIC - Melbourne
70 - 87 75 - 100 90 - 125
70 80 95
VIC - Regional
65 - 72 75 - 85 88 - 100
70 85 100
60 - 75 80 - 90 90 - 110
65 83 97
QLD - Regional
60 - 70 80 - 90 90 - 110
75 83 90
SA - Adelaide
70 - 80 78 - 90 85 - 105
80 85 110
WA - Perth
75 - 90 75 - 90 95 - 125
80 90 110
ACT - Canberra
75 - 85 80 - 100 95 - 125
70 80 85
60 - 75 70 - 90 75 - 95
70 90 95
NT - Darwin
65 - 75 80 - 100 90 - 105
70 80 90
NZ - Auckland
62 - 85 70 - 100 70 - 100
75 85 90
NZ - Wellington
60 - 80 75 - 95 80 - 100
70 100 90
NZ - Christchurch
60 - 80 90 - 110 80 - 100
Education costs Performance based bonuses All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
ADMINISTRATION Team Assistant 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
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 70
SA - Adelaide
40 - 55 55 - 65 50 - 65 65 - 80
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
40 - 55 50 - 70 45 - 60 45 - 60
60 80 60 65
NT - Darwin
40 - 70 70 - 90 50 - 65 60 - 75
44 62 55 62
NZ - Auckland
40 - 48 56 - 68 50 - 60 55 - 68
40 55 50 53
NZ - Wellington
35 - 44 45 - 60 45 - 55 45 - 60
50 60 60 60
NZ - Christchurch
48 - 55 55 - 65 55 - 70 55 - 65
NOTES:

BANKING
AUSTRALIA who have the ability to take on broader

reporting and operational responsibilities.
The demand for talent across Banking &
Financial Services intensified during the Gender diversity continues to be high on
last 12 months with ever-increasing the agenda for most employers, not only
vacancy activity on both the temporary in the major banks but also in financial
and permanent side. planning, investment analytics and fund
management firms.
Salary growth remains stable, with a few
notable exceptions. The biggest increases Assessment centres have become the
have been seen across frontline sales, preferred method of recruitment for
lending and credit as well as for volume customer service and entry-level
Commercial Relationship Managers in operational roles, as hiring managers shift
NSW and Victoria. In wealth management, focus away from previous experience,
Paraplanners enjoyed the greatest preferring to recruit based on attitude
increases, also in NSW and Victoria, due and aptitude.
to severe candidate shortages. The FinTech industry continues to expand
Back office operations continue to employ in Australia and Business Development
a high number of temporary staff, Managers with strong networks will
specifically within lending but also for become increasingly in demand to make
entry-level compliance roles across Know new introductions.
Your Customer and Anti-Money Were seeing a number of early-career
Laundering following overseas fines and Brokers looking for larger organisations
inadequate controls. with job security. Banks are offering
Financial planning remediation projects increasingly high salaries in order to
continue to grow causing a particular attract and retain Lenders who can self-
need for temporary and contract staff. We generate business through their own
expect ongoing demand over the next 12 networks rather than rely on branch or
months for technically strong contact centre leads.
Paraplanners and Advisers. These An increasing focus on APRA and
candidates have been able to secure AUSTRAC regulatory requirements has led
generous daily rates, which has added to to the formation of new risk operations
the shortage of wealth management teams in the Big Four banks. We expect
professionals outside this space. increased temporary and permanent
recruitment in order to meet specific
SALARY INFORMATION: BANKING
continues
The FinTech industry
to expand in
regulatory deadlines. We are also seeing
an increase in temporary roles in
operational risk, ERM and controls as
Australia and Business financial institutions undergo their reviews
Development Managers and revise and upgrade existing
frameworks and procedures.
with strong networks
will become increasingly Quantitative Risk Analysts/Modellers,
particularly in credit risk, are another area
in demand to make of demand due to changing local and
new introductions.
global regulatory requirements.
Banks are also focusing on their
onboarding and training programs in
Remediation projects are also
order to provide a positive experience and
exacerbating the shortage of qualified
improve retention.
Financial Planners with a degree and/or
CFP qualifications as organisations
continue to raise educational standards.
Another growing area will be within
scaled financial advice for single-topic i.e.
investments or superannuation teams.
Fund managers are looking for candidates

BANKING
Customer Branch
RETAIL BANKING Teller Service Officer Supervisor Personal Banker Lender
43 47 65 65 88
NSW - Sydney
41 - 47 41 - 50 60 - 70 55 - 75 80 - 100
42 42 55 50 80
VIC - Melbourne
41 - 44 41 - 46 50 - 60 45 - 55 75 - 85
42 41 55 50 75
41 - 43 41 - 46 50 - 60 45 - 55 70 - 80
42 41 53 50 55
SA - Adelaide
41 - 43 41 - 46 47 - 55 45 - 55 50 - 60
43 47 53 55 75
WA - Perth
41 - 47 41 - 50 47 - 55 50 - 60 70 - 80
41 41 47 55 70
ACT - Canberra
41 - 45 41 - 50 47 - 55 45 - 70 55 - 75
41 41 47 50 55
41 - 44 41 - 43 47 - 60 45 - 55 50 - 60
41 45 55 50 55
NT - Darwin
41 - 44 41 - 50 47 - 60 45 - 55 50 - 60
Mobile Lending Regional/

RETAIL BANKING Manager Branch Manager District Manager
95 100 140
NSW - Sydney
85 - 110 80 - 140 135 - 175
85 80 120
VIC - Melbourne
75 - 95 70 - 110 100 - 135
78 75 120
73 - 82 60 - 82 90 - 135
75 75 110
SA - Adelaide
60 - 82 65 - 82 90 - 120
95 100 130
WA - Perth
80 - 110 80 - 120 120 - 150
80 80 110
ACT - Canberra
70 - 95 55 - 110 75 - 135
68 75 110
55 - 82 55 - 82 80 - 135
75 75 110
NT - Darwin
60 - 78 60 - 110 90 - 120
Operations Settlements Collections Senior Credit

LENDING OPERATIONS Officer Officer Officer Credit Analyst Analyst
52 53 55 70 80
NSW - Sydney
50 - 55 50 - 60 50 - 60 65 - 75 75 - 90
44 55 45 70 75
VIC - Melbourne
41 - 50 50 - 60 45 - 50 60 - 80 65 - 85
41 45 45 55 65
41 - 44 45 - 50 45 - 50 50 - 59 50 - 75
41 45 48 48 60
SA - Adelaide
41 - 44 45 - 50 45 - 50 43 - 50 50 - 70
48 50 50 60 75
WA - Perth
44 - 50 45 - 55 45 - 55 55 - 65 65 - 85
41 45 45 55 65
ACT - Canberra
41 - 44 45 - 50 45 - 50 50 - 60 50 - 75
41 45 45 46 60
41 - 44 45 - 50 45 - 50 43 - 50 50 - 70
41 45 45 46 60
NT - Darwin
41 - 44 45 - 50 45 - 50 43 - 50 50 - 70
NOTES:
All salaries shown are exclusive of superannuation, which differs
to previous editions

BANKING
Team Leader/ Senior General

LENDING OPERATIONS Supervisor Manager Manager Manager
80 100 120 170
NSW - Sydney
75 - 90 90 - 110 100 - 135 140 - 220
68 75 110 155
VIC - Melbourne
65 - 75 70 - 80 90 - 120 120 - 210
60 70 100 135
55 - 65 55 - 80 80 - 110 100 - 185
60 75 82 120
SA - Adelaide
55 - 65 65 - 80 75 - 100 100 - 135
65 85 110 140
WA - Perth
60 - 70 80 - 90 90 - 120 100 - 180
60 70 100 135
ACT - Canberra
55 - 65 55 - 80 80 - 110 100 - 185
50 70 82 135
45 - 55 55 - 80 70 - 90 100 - 185
65 75 90 120
NT - Darwin
55 - 70 65 - 80 75 - 110 100 - 135
Assistant Senior Business

Relationship Relationship Relationship Executive Development
BUSINESS & COMMERCIAL LENDING Manager Manager Manager Manager State Manager Manager
80 120 135 200 220 135
NSW - Sydney
75 - 90 100 - 130 120 - 160 180 - 230 200 - 260 110 - 150
70 100 120 150 190 120
VIC - Melbourne
55 - 85 87 - 120 110 - 130 135 - 185 165 - 220 110 - 145
70 100 120 145 200 130
60 - 75 87 - 120 100 - 135 135 - 165 185 - 220 110 - 140
65 100 130 150 170 110
SA - Adelaide
60 - 70 87 - 120 115 - 150 135 - 165 160 - 185 90 - 120
70 100 120 150 200 130
WA - Perth
65 - 75 87 - 120 110 - 135 135 - 185 180 - 235 115 - 165
70 90 120 145 170 130
ACT - Canberra
55 - 78 75 - 120 90 - 140 90 - 165 140 - 200 100 - 145
60 90 105 135 160 100
55 - 80 80 - 100 100 - 120 120 - 155 135 - 185 80 - 120
65 78 110 125 160 110
NT - Darwin
55 - 65 65 - 80 90 - 120 110 - 130 120 - 165 90 - 120
Assistant Senior Business

Relationship Relationship Relationship Executive Development
CORPORATE & LENDING Manager Manager Manager Manager State Manager Manager
100 135 185 235 275 135
NSW - Sydney
80 - 130 120 - 165 165 - 200 220 - 255 235 - 310 120 - 165
75 110 130 160 200 130
VIC - Melbourne
65 - 80 100 - 120 120 - 145 135 - 175 175 - 230 110 - 155
70 100 120 145 200 130
60 - 75 80 - 120 100 - 135 135 - 165 185 - 220 110 - 142
65 110 130 150 170 130
SA - Adelaide
60 - 70 85 - 110 115 - 150 135 - 165 160 - 185 110 - 135
70 100 135 150 200 130
WA - Perth
75 - 85 80 - 120 110 - 145 135 - 185 180 - 240 115 - 165
70 90 120 145 170 130
ACT - Canberra
55 - 80 75 - 120 90 - 140 90 - 165 140 - 200 100 - 145
65 110 130 150 170 130
60 - 70 85 - 110 115 - 150 135 - 165 160 - 185 110 - 135
65 110 130 150 170 130
NT - Darwin
60 - 70 85 - 110 115 - 150 135 - 165 160 - 185 110 - 135
NOTES:

BANKING
Business
Settlements Senior Credit Development
ASSET/FINANCE Client Services Officer Credit Analyst Analyst Manager
55 60 70 85 125
NSW - Sydney
50 - 60 55 - 65 65 - 75 75 - 90 100 - 145
55 55 65 75 85
VIC - Melbourne
45 - 60 50 - 65 60 - 75 65 - 80 75 - 100
55 45 55 65 100
40 - 60 40 - 50 50 - 60 55 - 75 80 - 110
55 50 55 65 90
SA - Adelaide
50 - 60 45 - 55 50 - 60 55 - 70 80 - 100
55 50 70 85 110
WA - Perth
50 - 60 45 - 55 65 - 75 75 - 90 90 - 130
55 40 55 60 75
ACT - Canberra
45 - 60 35 - 45 40 - 60 60 - 70 60 - 90
55 38 55 55 85
50 - 60 35 - 45 50 - 60 50 - 60 80 - 100
55 50 55 65 110
NT - Darwin
50 - 60 45 - 55 50 - 60 60 - 70 80 - 130
Assistant Lending/ Senior/District

Relationship Relationship Relationship
RURAL LENDING Manager Manager Manager
70 100 120
NSW - Sydney
65 - 75 85 - 110 110 - 137
55 80 120
VIC - Melbourne
50 - 60 65 - 80 100 - 132
65 90 135
55 - 75 75 - 100 123 - 155
60 80 125
SA - Adelaide
55 - 65 70 - 90 110 - 137
65 90 135
WA - Perth
60 - 75 80 - 110 119 - 160
65 90 135
ACT - Canberra
55 - 75 75 - 100 125 - 155
60 90 105
55 - 65 78 - 100 100 - 120
60 90 135
NT - Darwin
55 - 65 82 - 110 120 - 160
Senior
SUPERANNUATION ADMIN Administrator Administrator Team Leader Manager Senior Manager
50 60 70 95 120
NSW - Sydney
50 - 55 55 - 65 70 - 80 85 - 110 100 - 130
50 60 70 95 120
VIC - Melbourne
45 - 55 55 - 65 65 - 80 85 - 110 110 - 130
45 55 65 90 120
40 - 50 50 - 60 60 - 75 75 - 110 90 - 145
45 50 65 100 120
SA - Adelaide
35 - 45 40 - 50 55 - 70 75 - 110 100 - 130
45 50 65 90 120
WA - Perth
40 - 50 45 - 60 55 - 75 80 - 110 100 - 130
45 55 65 80 120
ACT - Canberra
40 - 50 50 - 60 60 - 75 75 - 90 100 - 130
45 40 50 70 120
35 - 45 35 - 45 45 - 65 60 - 80 100 - 130
45 50 65 100 120
NT - Darwin
35 - 45 40 - 50 55 - 70 75 - 110 100 - 130
NOTES:

BANKING
SUPERANNUATION CSO CSM Manager Senior Manager Fund Manager

50 70 90 100 110
NSW - Sydney
45 - 55 60 - 80 80 - 100 90 - 120 100 - 128
50 60 80 85 100
VIC - Melbourne
45 - 60 55 - 70 70 - 90 75 - 95 90 - 120
40 50 70 75 90
35 - 45 45 - 55 60 - 75 60 - 80 75 - 100
45 45 60 70 100
SA - Adelaide
40 - 55 40 - 55 55 - 65 60 - 80 75 - 110
40 50 60 75 100
WA - Perth
40 - 45 45 - 55 55 - 65 70 - 80 80 - 120
40 50 70 75 95
ACT - Canberra
35 - 45 45 - 55 60 - 75 60 - 80 75 - 100
45 45 55 60 80
40 - 55 40 - 55 50 - 60 50 - 70 65 - 90
45 45 65 75 100
NT - Darwin
40 - 55 40 - 55 60 - 70 70 - 80 90 - 110
Business
Senior Development
FUNDS MANAGEMENT Administrator Administrator Manager Manager General Manager
55 60 90 120 155
NSW - Sydney
50 - 60 50 - 67 80 - 110 100 - 145 135 - 165
52 60 90 110 145
VIC - Melbourne
50 - 60 55 - 70 75 - 95 90 - 130 130 - 155
45 55 80 110 145
40 - 50 50 - 60 75 - 90 100 - 120 130 - 155
45 45 75 90 120
SA - Adelaide
35 - 45 40 - 50 60 - 80 75 - 110 100 - 135
40 50 80 110 135
WA - Perth
35 - 45 45 - 55 75 - 90 100 - 120 130 - 145
45 55 80 110 145
ACT - Canberra
40 - 50 50 - 60 75 - 90 100 - 120 130 - 155
37 40 60 90 120
35 - 40 35 - 45 50 - 70 80 - 120 90 - 135
45 45 80 110 135
NT - Darwin
35 - 45 40 - 50 75 - 90 100 - 120 130 - 145
Senior
Settlements Settlements
Officer Officer Supervisor Unit Registry Unit Pricing
60 65 80 52 65
NSW - Sydney
50 - 65 60 - 75 75 - 90 45 - 55 60 - 70
55 65 70 55 55
VIC - Melbourne
50 - 60 60 - 70 65 - 80 50 - 60 50 - 60
45 55 65 45 45
40 - 50 50 - 60 60 - 70 40 - 55 40 - 50
45 50 60 45 50
SA - Adelaide
40 - 50 45 - 55 45 - 70 35 - 50 45 - 55
50 55 60 45 50
WA - Perth
45 - 55 50 - 60 55 - 65 40 - 50 45 - 55
45 55 65 45 45
ACT - Canberra
40 - 50 50 - 60 60 - 70 40 - 55 40 - 50
45 50 62 45 50
40 - 50 45 - 55 45 - 70 35 - 50 45 - 55
45 50 65 45 50
NT - Darwin
45 - 55 45 - 55 45 - 70 35 - 50 45 - 55
NOTES:

BANKING
Client Services Client Services Client Services

FUNDS MANAGEMENT Officer Supervisor Manager
50 75 80
NSW - Sydney
45 - 55 70 - 82 85 - 105
50 65 85
VIC - Melbourne
45 - 55 60 - 70 70 - 95
45 65 80
40 - 55 60 - 70 65 - 90
55 65 65
SA - Adelaide
45 - 55 55 - 70 55 - 70
45 65 75
WA - Perth
40 - 50 60 - 70 70 - 80
45 55 65
ACT - Canberra
40 - 50 45 - 70 65 - 80
50 50 65
40 - 55 45 - 55 55 - 70
50 65 65
NT - Darwin
40 - 55 55 - 70 55 - 70
Senior
Settlements Settlements Reconciliations Supervisor/
TREASURY INVESTMENT OPERATIONS Officer Officer Officer Payments Officer Senior Manager
60 70 55 65 80
NSW - Sydney
50 - 65 60 - 75 50 - 65 60 - 70 75 - 85
55 60 55 55 75
VIC - Melbourne
50 - 60 55 - 65 50 - 60 50 - 65 70 - 90
45 55 45 55 75
40 - 55 50 - 60 40 - 50 50 - 60 65 - 80
50 55 50 55 75
SA - Adelaide
45 - 55 50 - 60 45 - 60 50 - 60 65 - 80
50 55 50 55 75
WA - Perth
45 - 55 50 - 60 45 - 60 50 - 60 65 - 80
50 55 50 55 75
ACT - Canberra
45 - 55 50 - 60 45 - 60 50 - 60 65 - 80
50 55 50 55 75
45 - 55 50 - 60 45 - 60 50 - 60 65 - 80
50 55 50 55 75
NT - Darwin
45 - 55 50 - 60 45 - 60 50 - 60 65 - 80
Performance Corporate
MIDDLE OFFICE Portfolio Analyst & Attribution Research Analyst Trade Support Actions
110 125 92 81 76
NSW - Sydney
100 - 120 100 - 140 85 - 110 75 - 95 70 - 85
82 87 82 75 55
VIC - Melbourne
75 - 100 80 - 100 75 - 110 65 - 85 45 - 65
82 87 82 75 55
75 - 100 80 - 100 75 - 110 65 - 85 50 - 60
82 87 82 75 50
SA - Adelaide
75 - 100 80 - 100 75 - 110 65 - 85 35 - 50
82 87 82 75 55
WA - Perth
75 - 100 80 - 100 75 - 110 65 - 85 50 - 65
82 87 82 75 40
ACT - Canberra
75 - 100 80 - 100 75 - 110 65 - 85 35 - 40
82 87 82 75 50
75 - 100 80 - 100 75 - 110 65 - 85 40 - 55
82 87 82 75 55
NT - Darwin
75 - 100 80 - 100 75 - 110 65 - 85 50 - 65
NOTES:

BANKING
Processing Senior Processing

TRADE FINANCE Officer Officer Team Leader Manager
50 55 75 100
NSW - Sydney
45 - 55 50 - 60 68 - 80 85 - 115
45 50 60 100
VIC - Melbourne
35 - 50 40 - 55 55 - 65 75 - 110
40 45 60 90
35 - 45 45 - 55 55 - 75 75 - 110
40 45 60 80
SA - Adelaide
35 - 45 38 - 47 50 - 60 65 - 80
40 45 60 90
WA - Perth
35 - 40 41 - 47 55 - 65 75 - 100
40 45 45 65
ACT - Canberra
35 - 45 38 - 47 40 - 45 60 - 70
35 37 45 65
30 - 40 35 - 40 40 - 50 55 - 75
47 50 60 90
NT - Darwin
45 - 50 50 - 60 55 - 65 75 - 100
Senior Associate
FINANCIAL PLANNING Client Services Paraplanner Paraplanner Advisor Financial Planner
60 70 85 75 95
NSW - Sydney
50 - 75 55 - 75 75 - 90 65 - 85 85 - 100
55 70 80 65 90
VIC - Melbourne
50 - 65 60 - 75 70 - 90 55 - 80 80 - 100
50 57 75 60 78
45 - 55 45 - 70 70 - 80 50 - 70 70 - 95
55 65 75 70 90
SA - Adelaide
45 - 60 60 - 70 70 - 85 65 - 75 85 - 110
55 60 75 70 80
WA - Perth
50 - 60 55 - 65 70 - 80 65 - 75 75 - 85
55 70 80 75 90
ACT - Canberra
45 - 55 60 - 75 70 - 85 65 - 85 85 - 100
45 50 60 60 90
40 - 50 40 - 60 50 - 70 45 - 65 85 - 110
55 62 68 68 90
NT - Darwin
45 - 65 55 - 65 65 - 80 50 - 70 85 - 110
Financial Head of Practice

Senior Financial Planning Financial Development
Planner Manager Planning Manager
120 155 230 150
NSW - Sydney
100 - 130 130 - 160 200 - 274 120 - 170
110 137 185 123
VIC - Melbourne
90 - 120 120 - 155 165 - 200 100 - 155
80 110 185 128
65 - 110 100 - 120 175 - 200 110 - 155
100 125 145 128
SA - Adelaide
80 - 110 110 - 135 135 - 165 100 - 137
100 120 146 128
WA - Perth
80 - 120 110 - 150 137 - 164 100 - 142
100 130 137 130
ACT - Canberra
90 - 130 110 - 145 110 - 150 90 - 135
100 125 145 130
80 - 110 110 - 135 135 - 165 100 - 135
100 125 145 130
NT - Darwin
80 - 110 110 - 135 135 - 165 100 - 135
NOTES:

BANKING
CREDIT & MARKET RISK Junior Analyst Senior Analyst Manager Senior Manager Head of
60 92 120 152 215
NSW - Sydney
60 - 68 75 - 100 100 - 140 140 - 165 180 - 250
60 85 120 160 205
VIC - Melbourne
60 - 70 75 - 100 110 - 135 145 - 185 185 - 230
50 80 110 135 185
40 - 55 70 - 85 100 - 120 130 - 145 175 - 190
45 60 78 82 120
SA - Adelaide
40 - 50 50 - 70 68 - 82 75 - 90 100 - 135
45 60 110 128 185
WA - Perth
40 - 50 50 - 70 100 - 120 125 - 145 175 - 200
45 60 110 82 120
ACT - Canberra
40 - 50 50 - 70 100 - 120 75 - 90 100 - 135
45 60 78 82 120
40 - 50 50 - 70 68 - 82 75 - 90 100 - 135
45 60 78 82 120
NT - Darwin
40 - 50 50 - 70 68 - 82 75 - 90 100 - 135
QUANTITATIVE RISK Junior Analyst Senior Analyst Manager Senior Manager Head of
80 125 163 200 245
NSW - Sydney
75 - 85 105 - 145 146 - 180 174 - 226 210 - 280
75 100 135 175 210
VIC - Melbourne
65 - 80 90 - 120 130 - 165 165 - 185 185 - 230
75 120 135 175 210
70 - 80 100 - 130 130 - 165 165 - 185 185 - 220
55 82 110 137 165
SA - Adelaide
50 - 75 75 - 100 100 - 120 120 - 155 155 - 205
55 82 110 137 165
WA - Perth
50 - 75 75 - 100 100 - 120 120 - 155 155 - 205
55 82 110 137 165
ACT - Canberra
50 - 75 75 - 100 100 - 120 120 - 155 155 - 205
55 82 110 137 165
50 - 75 75 - 100 100 - 120 120 - 155 155 - 205
55 82 110 137 165
NT - Darwin
50 - 75 75 - 100 100 - 120 120 - 155 155 - 205
COMPLIANCE Junior Analyst Senior Analyst Manager Senior Manager Head of

60 95 125 162 237
NSW - Sydney
50 - 70 80 - 110 110 - 140 140 - 185 175 - 300
70 95 125 145 185
VIC - Melbourne
55 - 80 80 - 110 110 - 135 135 - 165 165 - 200
50 80 120 165 185
50 - 55 75 - 90 110 - 130 155 - 165 175 - 190
45 60 90 110 120
SA - Adelaide
40 - 50 50 - 70 70 - 100 80 - 120 100 - 135
45 60 90 110 120
WA - Perth
40 - 50 50 - 70 70 - 100 80 - 120 100 - 135
45 60 90 110 120
ACT - Canberra
40 - 50 50 - 70 70 - 100 80 - 120 100 - 135
45 60 90 110 120
40 - 50 50 - 70 70 - 100 80 - 120 100 - 135
45 60 90 110 120
NT - Darwin
40 - 50 50 - 70 70 - 100 80 - 120 100 - 135
NOTES:

BANKING
AML & REGULATORY RISK Junior Analyst Senior Analyst Manager Senior Manager Head of
63 85 125 165 232
NSW - Sydney
58 - 68 70 - 100 110 - 140 155 - 180 185 - 280
55 80 120 165 185
VIC - Melbourne
50 - 60 75 - 100 100 - 130 155 - 175 165 - 200
50 80 120 165 185
40 - 55 75 - 100 100 - 130 155 - 175 165 - 200
45 70 90 110 135
SA - Adelaide
40 - 50 55 - 75 70 - 100 90 - 135 120 - 155
45 70 90 110 135
WA - Perth
40 - 50 55 - 75 70 - 100 90 - 135 120 - 155
45 70 90 110 135
ACT - Canberra
40 - 50 55 - 75 70 - 100 90 - 135 120 - 155
45 70 90 110 135
40 - 50 55 - 75 70 - 100 90 - 135 120 - 155
45 70 90 110 135
NT - Darwin
40 - 50 55 - 75 70 - 100 90 - 135 120 - 155
Senior Business
Account Transaction Transaction Implementation Development
TRANSACTIONAL BANKING Manager Banking Manager Banking Manager Manager Manager
82 100 120 105 125
NSW - Sydney
75 - 90 82 - 110 110 - 135 85 - 115 100 - 140
82 100 120 100 120
VIC - Melbourne
75 - 90 82 - 110 110 - 130 80 - 110 100 - 130
78 90 120 100 120
75 - 80 80 - 100 110 - 130 85 - 110 100 - 130
78 82 100 100 110
SA - Adelaide
75 - 80 78 - 87 90 - 110 85 - 105 100 - 115
78 100 120 100 120
WA - Perth
75 - 80 80 - 110 110 - 130 80 - 110 100 - 130
78 82 100 90 100
ACT - Canberra
75 - 80 78 - 87 90 - 110 85 - 95 90 - 110
78 82 100 90 100
75 - 80 78 - 87 90 - 110 85 - 95 90 - 110
78 100 120 90 110
NT - Darwin
75 - 80 80 - 110 110 - 130 80 - 100 100 - 120
Assistant Private Senior Private Executive/

PRIVATE BANKING Banker Private Banker Banker Manager
82 100 130 183
NSW - Sydney
65 - 90 90 - 110 120 - 150 165 - 200
70 100 132 165
VIC - Melbourne
60 - 80 80 - 110 119 - 146 110 - 185
70 90 115 130
60 - 75 80 - 100 100 - 130 120 - 135
65 75 82 110
SA - Adelaide
55 - 70 65 - 80 73 - 87 90 - 120
65 110 130 135
WA - Perth
55 - 75 80 - 120 100 - 137 110 - 165
70 90 110 130
ACT - Canberra
60 - 75 80 - 100 80 - 120 120 - 135
55 100 82 110
45 - 60 80 - 110 73 - 87 100 - 128
55 80 82 120
NT - Darwin
50 - 60 65 - 90 73 - 87 90 - 145
NOTES:

INSURANCE
AUSTRALIA With the life insurance industry under NEW ZEALAND

increasing scrutiny we have seen rising
Salaries within the insurance sector have demand for specialists to work on key Due to the surge in motor costs, rising value
been broadly stable over the last year strategic projects such as claims of building and recent natural disasters, it is
across Australia, with the biggest increases transformation programmes. anticipated that 2017-18 will be a more
observed within workers compensation, buoyant year for the insurance industry.
predominantly in NSW and Victoria. Following the reduction of claims teams
portfolios last year and the entry of new Advances in online technology in
One major trend within the insurance jobs talent from allied health backgrounds, we underwriting, claims and assessing in the
market is digitalisation. Whilst some expect the requirement for experienced domestic and SME commercial markets
insurers have been proactively adopting Life Insurance Assessors to increase over have reduced demand for generalist
digitalisation, the industry as a whole is the next 12 months.Top of the list will be Underwriters and Claims Assessors.
behind other areas within financial those who have worked in allied health or However, with increased technology,
services. This will lead to an increase in have allied health degrees, closely demand has risen for specialist
technical roles as businesses start to plan followed by workers compensation Claims Commercial Brokers, Technical Commercial
for necessary transformations. Assessors with a health background who and Technical Underwriters, Complex
can transition into life insurance. Commercial Loss Adjustors and Technical
Gender diversity is another trend, which
Commercial Claims Consultants. On-going
remains an ongoing concern for a number Senior Life Assessors are still in short demand is also evident for customer
of employers as the industry as a whole is supply with coaching and mentoring service and recoveries personnel.
performing poorly in this area. abilities expected to be in high demand by
employers looking for experienced hires to Salaries have remained fairly static as
Meanwhile, there continues to be significant
take the lead on initiatives and projects. companies are only willing to pay certain
change within the Australian life insurance
base salary levels, although in most of
industry as overseas insurers show a keen Retention of Senior Life Assessors is these areas bonuses and profit-share are
interest in Australias life insurance assets expected to be a priority for linked to KPIs, which is where salary
whilst major banks look to move away from organisations, which may lead to higher packages can be maximised.
manufacturing. Many see the entry of new salary increases than previous years.
global insurers as a positive for the
industry, which could be a catalyst to Group insurance is still increasing with
attract much needed new talent. more customers choosing to utilise their
superannuation to fund their Life and
Total & Permanent Disability insurance.
people
Life insurance claims
are still in demand
This is increasing the need for claims and this is where there has
There continues to
be signicant change
candidates in group claims. been a slight salary increase.

within the Australian life
Home and contents insurers continue to
utilise temporary hires to flex their SALARY INFORMATION: INSURANCE
Life insurance claims people are still in
insurance industry as headcount up and down according to
demand and salaries have increased
catastrophic events. Experienced
overseas insurers show a professionals in this area are expected to
slightly as life insurers compete with the
ACC for quality candidates. Specialist
keen interest in Australias be in demand as are leaders due to
Brokers providing a more consultative, risk
life insurance assets. growth on the assessor front last year.
Finally, there has been a focus from
general insurers to improve their
management and client centric service at
the mid to top-end of the market are
continually in demand too.
Work environments are expected to customer experience from initial sales and
continue changing over the coming year Companies are moving more quickly at
service through to claims and settlement,
since employees and potential new recruits interview stage and making hiring
which is driving demand for Customer
value flexible working hours and work from decisions fast to ensure they get the
Service Representatives.
home options. Insurance businesses need candidates they want. Although not
to be mindful of this as they try and offering huge increases, there is some
approach candidates from outside the negotiation room around packages.While
industry as well as experienced talent in a there tends to be more volume of
candidate short market. candidates available in the market, there
are less quality candidates in general and
thus lengthy vetting processes are
required to identify the true top talent.

INSURANCE
Inbound/ Business
Customer Outbound Sales Client Services Development
SALES & SERVICE Service Officer Consultant Team Leader Manager Manager
50 50 70 85 100
NSW - Sydney
50 - 55 50 - 55 65 - 75 75 - 90 100 - 140
45 50 65 75 90
VIC - Melbourne
41 - 50 45 - 55 55 - 73 65 - 85 75 - 110
41 41 55 82 90
41 - 46 41 - 46 50 - 65 75 - 90 82 - 110
45 42 59 68 87
SA - Adelaide
41 - 46 41 - 46 55 - 65 55 - 70 65 - 100
41 41 55 60 100
WA - Perth
41 - 45 41 - 43 45 - 60 50 - 62 90 - 120
41 41 55 82 90
ACT - Canberra
41 - 46 41 - 46 50 - 65 75 - 90 82 - 110
45 42 60 65 82
TAS - Hobart
41 - 46 41 - 46 55 - 65 55 - 70 65 - 100
45 42 60 68 87
NT - Darwin
41 - 46 41 - 46 55 - 65 55 - 70 65 - 100
44 46 75 85 100
NZ - Auckland
40 - 50 40 - 55 55 - 90 70 - 105 80 - 130
43 45 72 80 96
40 - 48 40 - 50 55 - 80 70 - 95 83 - 125
Underwriting Domestic Commercial Senior Technical Underwriting

GENERAL INSURANCE UNDERWRITING Assistant Underwriter Underwriter Underwriter Manager
50 65 100 120 155
NSW - Sydney
45 - 55 55 - 73 82 - 110 100 - 130 135 - 185
46 64 82 100 135
VIC - Melbourne
45 - 50 60 - 73 75 - 100 75 - 110 120 - 155
50 60 70 80 100
45 - 55 55 - 75 65 - 87 70 - 90 90 - 110
50 55 75 80 100
SA - Adelaide
45 - 55 50 - 60 65 - 100 70 - 100 90 - 110
45 55 80 115 130
WA - Perth
45 - 50 50 - 60 75 - 90 100 - 130 110 - 145
45 50 70 80 100
ACT - Canberra
45 - 50 45 - 55 65 - 80 70 - 90 90 - 110
45 50 75 80 100
TAS - Hobart
45 - 50 45 - 55 65 - 100 70 - 100 90 - 110
50 50 75 80 100
NT - Darwin
45 - 55 45 - 55 65 - 100 70 - 100 90 - 110
50 60 85 120 140
NZ - Auckland
45 - 60 45 - 75 65 - 120 75 - 150 90 - 170
48 55 80 110 140
40 - 55 45 - 65 60 - 95 90 - 130 135 - 150
NOTES:
All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ),
which differs to previous editions
All salaries are representative of the total package value

INSURANCE
Assistant
Account Account Senior Divisional
GENERAL INSURANCE BROKING Executive Executive Account Broker Account Broker Manager
46 65 82 110 132
NSW - Sydney
40 - 50 55 - 75 75 - 90 90 - 125 100 - 137
46 65 73 90 130
VIC - Melbourne
45 - 50 55 - 70 65 - 82 80 - 110 120 - 135
46 65 73 90 110
40 - 50 60 - 75 65 - 82 80 - 110 90 - 130
46 60 73 90 105
SA - Adelaide
40 - 50 50 - 65 55 - 78 75 - 90 90 - 120
41 65 73 90 115
WA - Perth
37 - 46 55 - 70 65 - 82 80 - 110 90 - 135
44 55 65 80 100
ACT - Canberra
37 - 50 45 - 70 55 - 80 75 - 90 90 - 120
41 55 65 80 105
TAS - Hobart
37 - 46 50 - 65 50 - 75 75 - 90 90 - 120
48 60 73 90 105
NT - Darwin
40 - 55 50 - 65 55 - 78 75 - 90 90 - 120
55 68 80 100 150
NZ - Auckland
48 - 65 60 - 80 65 - 100 90 - 130 120 - 180
52 62 80 95 140
45 - 60 50 - 80 65 - 95 80 - 120 100 - 160
Domestic Commercial Senior Technical Claims Team

GENERAL INSURANCE CLAIMS Claims Assessor Claims Assessor Claims Assessor Leader Claims Manager
55 65 75 85 120
NSW - Sydney
50 - 60 60 - 75 75 - 95 85 - 100 100 - 146
50 64 87 87 115
VIC - Melbourne
45 - 60 60 - 75 78 - 100 78 - 100 100 - 125
46 64 87 87 115
41 - 50 60 - 75 78 - 100 78 - 100 100 - 125
46 64 87 87 115
SA - Adelaide
41 - 50 60 - 75 78 - 100 78 - 100 100 - 125
46 64 87 87 115
WA - Perth
41 - 50 60 - 75 78 - 100 78 - 100 100 - 125
46 64 87 87 115
ACT - Canberra
41 - 50 60 - 75 78 - 100 78 - 100 100 - 125
42 64 87 87 115
TAS - Hobart
37 - 46 60 - 75 78 - 100 78 - 100 100 - 125
46 64 87 87 115
NT - Darwin
41 - 50 60 - 75 78 - 100 78 - 100 100 - 125
55 65 80 85 100
NZ - Auckland
45 - 65 50 - 80 70 - 100 70 - 100 85 - 140
50 60 75 78 100
45 - 60 48 - 70 65 - 90 60 - 90 85 - 130
NOTES:

INSURANCE
Technical/
Loss Assessor/ Senior Loss Specialist Loss Assessing
LOSS ADJUSTING/ASSESSING Adjustor Assessor/Adjustor Assessor/Adjustor Manager
55 70 100 120
NSW - Sydney
50 - 70 65 - 82 82 - 110 110 - 130
55 70 80 90
VIC - Melbourne
50 - 70 65 - 82 75 - 90 82 - 110
50 60 80 90
45 - 55 55 - 70 75 - 90 82 - 110
46 55 68 82
SA - Adelaide
38 - 46 44 - 50 50 - 70 68 - 82
50 65 82 90
WA - Perth
45 - 60 60 - 80 75 - 90 82 - 100
50 65 75 82
ACT - Canberra
37 - 55 50 - 70 55 - 80 75 - 90
41 50 65 82
TAS - Hobart
37 - 46 40 - 60 55 - 75 75 - 90
46 50 68 80
NT - Darwin
38 - 46 45 - 55 50 - 70 68 - 82
70 90 110 120
NZ - Auckland
60 - 90 75 - 125 80 - 140 80 - 140
70 85 110 120
55 - 90 75 - 125 80 - 140 90 - 140
Senior Case
WORKERS COMPENSATION Claims Assessor Case Manager Manager Team Leader Manager
65 70 80 90 140
NSW - Sydney
60 - 80 60 - 80 75 - 95 75 - 95 120 - 150
55 65 75 90 100
VIC - Melbourne
50 - 60 60 - 70 70 - 80 75 - 95 90 - 120
55 50 60 68 78
50 - 60 46 - 55 55 - 65 65 - 75 73 - 82
46 55 60 60 68
SA - Adelaide
41 - 50 45 - 60 55 - 65 50 - 62 60 - 75
55 55 65 68 82
WA - Perth
50 - 70 50 - 68 60 - 70 64 - 73 78 - 100
55 70 75 83 95
ACT - Canberra
45 - 60 50 - 78 60 - 80 64 - 87 82 - 100
46 55 60 60 70
TAS - Hobart
41 - 50 45 - 60 55 - 65 50 - 62 60 - 75
46 55 60 75 82
NT - Darwin
41 - 50 45 - 60 55 - 65 68 - 78 78 - 100
65 70 80 90 100
NZ - Auckland
50 - 75 50 - 85 70 - 95 60 - 100 75 - 125
60 70 80 80 85
50 - 70 50 - 85 70 - 95 60 - 85 70 - 105
NOTES:

INSURANCE
Group Life Life Claims Senior Claims Claims Team

LIFE INSURANCE Administrator Assessor Assessor Leader Claims Manager
55 80 110 130 150
NSW - Sydney
52 - 58 75 - 85 95 - 115 110 - 140 130 - 170
46 75 90 95 110
VIC - Melbourne
40 - 50 70 - 80 80 - 100 90 - 120 100 - 120
46 60 68 75 100
41 - 50 50 - 65 60 - 78 65 - 82 82 - 110
46 55 65 68 90
SA - Adelaide
41 - 46 45 - 60 60 - 78 65 - 75 75 - 110
38 60 73 68 82
WA - Perth
37 - 41 45 - 65 68 - 78 65 - 75 75 - 90
46 60 68 75 100
ACT - Canberra
41 - 50 50 - 65 59 - 78 65 - 82 82 - 110
40 55 65 68 90
TAS - Hobart
41 - 46 45 - 60 60 - 78 65 - 75 75 - 110
46 55 65 65 73
NT - Darwin
41 - 46 45 - 60 55 - 68 55 - 70 55 - 75
52 68 80 85 105
NZ - Auckland
45 - 60 50 - 78 60 - 90 60 - 95 80 - 115
50 58 80 75 100
40 - 55 45 - 68 60 - 90 60 - 85 80 -115
Underwriting Senior Underwriting Chief

Support Underwriter Underwriter Manager Underwriter
60 78 110 160 170
NSW - Sydney
55 - 65 70 - 100 100 - 120 130 - 180 160 - 210
46 78 110 130 170
VIC - Melbourne
40 - 55 70 - 100 100 - 120 115 - 160 160 - 210
52 70 90 90 100
46 - 55 65 - 80 82 - 100 82 - 100 90 - 120
46 65 82 90 100
SA - Adelaide
41 - 55 45 - 70 70 - 87 82 - 100 90 - 120
46 70 87 115 135
WA - Perth
41 - 55 65 - 75 82 - 100 91 - 137 105 - 170
52 70 90 90 100
ACT - Canberra
46 - 55 65 - 80 82 - 100 82 - 100 90 - 120
46 55 70 76 80
TAS - Hobart
41 - 55 45 - 60 60 - 80 65 - 85 68 - 82
46 70 82 90 100
NT - Darwin
41 - 55 45 - 75 70 - 85 82 - 100 90 - 120
50 80 125 140 160
NZ - Auckland
45 - 60 60 - 100 90 - 150 100 - 160 140 - 180
48 80 110 130 150
40 - 60 75 - 100 90 - 130 100 - 150 140 - 180
NOTES:

OFFICE SUPPORT
AUSTRALIA team are also more common. These roles

Australias office support job market
remains extremely buoyant and demand
can be less appealing to candidates
though, who prefer a one-to-one support
an We continue to see
increase in temporary
for top quality candidates is high.
position at C-suite level. roles to provide support
Permanent and contract positions have Given technological advances, many while employers are
increased in the private sector while there executives are more self-sufficient and looking for the right
is consistently high demand for temporary dont require as much support as in the
permanent candidates.
staff in the public sector.
In the private sector employers are
past. Executive Assistant positions
therefore are becoming less traditional
and more project-based, assisting with

increasingly seeking candidates from ad-hoc events, functions or other business Office Managers who can take on a range
similar industry backgrounds. For related projects. of duties are in demand. These include
example, banks seek candidates from stock-take, office administration, assisting
financial backgrounds and law firms want Employers will continue to seek cross- a manager or executive and overseeing
candidates with legal experience. These skilled candidates such as Receptionists junior staff. Employers also look for
candidates tend to be paid the highest, who can perform PA duties or PAs who all-rounders who can assist in more than
especially if coming from a competitor. can assist with marketing duties. This one department.
seems to be the case particularly for
SMEs and smaller not-for-profits. But In another trend, organisations are looking
Demand is high
but supply short for
sometimes these skill sets arent
complementary, making suitable
for value for money from mid-level
Administrators; they offer a salary or hourly
rate at the lower end of the salary range
specialised candidates, candidates rare.
but expect a lot of skill and capability in
including Legal Secretaries, At the entry-level we are still placing return. Some businesses have gone without
many Team Assistants, Administrators and
Property Administrators, Receptionists, although traditional front-
administration support recently, so need a
value-based solution to justify headcount
Document Controllers and of-house roles are becoming more scarce. or temporary staffing spend.
Executive Assistants.
Most reception roles include wider
administrative duties as Receptionists are
now expected to assist with accounts,
The demand for Team or Group
Secretaries who can effectively support a
SALARY INFORMATION: OFFICE SUPPORT
However, as the market remains relatively process invoices or pick up office team has increased, especially those who
candidate short, employers need to management duties. can relieve other staff to focus on their
become more flexible and broaden their core responsibilities and not get bogged
criteria beyond specific industry experience. down in admin.
Demand is high but supply short for
specialised candidates, including Legal
continue
Employers will
to seek cross-
Candidates with industry or sector
specific skillsets can command higher
Secretaries, Property Administrators, skilled candidates such salaries and we expect the pay gap
Document Controllers and between specialised Administrators and
Executive Assistants.
as Receptionists who all-rounders to increase over the next
can perform PA duties.
We have also seen an increase in
temporary-to-permanent positions as more
twelve months, particularly for those with
a background in the construction and
property sectors.
employers prefer to trial a candidate before
offering them a permanent role. This works Despite skills shortages in the office
NEW ZEALAND support space, employers are still very
well for all parties, as it allows the candidate
to get a real feel for the organisation and We continue to see an increase in cautious with their recruitment practices,
ensure a good cultural fit, while the temporary roles to provide support while carrying out several rounds of interviews
employer can assess the candidate prior to employers are looking for the right and conducting skills testing before
a permanent offer. In such arrangements, permanent candidates. making a hiring decision.
we caution employers to clearly This trend is particularly notable in
communicate timeframes to avoid small to medium sized businesses where
frustrating and losing preferred candidates. lean staffing levels mean gaps in
Compared to last year, the demand for headcount, even for a short period of
Executive Assistants at all levels has time, are debilitating.
increased, especially for top-level Senior
Executive Assistants. Roles supporting
multiple partners or an entire executive

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 55 65 75 70
NSW - Sydney
38 - 45 45 - 60 55 - 75 65 - 90 55 - 80
37 40 55 60 55
NSW - Regional
37 - 40 39 - 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
37 - 40 39 - 45 40 - 48 55 - 65 43 - 53
40 50 60 65 60
40 - 43 45 - 55 55 - 65 60 - 75 55 - 65
38 42 55 55 52
QLD - Regional
37 - 40 40 - 50 50 - 60 50 - 65 45 - 60
40 42 55 62 60
SA - Adelaide
38 - 42 40 - 46 50 - 60 55 - 70 50 - 70
37 40 55 65 60
WA - Perth
37 - 38 39 - 50 50 - 65 60 - 75 55 - 80
42 55 65 70 65
ACT - Canberra
40 - 45 50 - 65 60 - 75 65 - 80 55 - 75
38 40 45 50 50
37 - 40 39 - 40 40 - 50 50 - 55 45 - 55
50 55 62 70 65
NT - Darwin
45 - 55 50 - 60 60 - 65 65 - 85 60 - 75
40 42 55 62 60
NZ - Auckland
38 - 42 38 - 45 50 - 62 50 - 78 50 - 65
40 45 50 60 65
NZ - Wellington
36 - 42 40 - 48 45 - 55 55 - 75 55 - 75
40 45 50 60 60
NZ - Christchurch
36 - 42 40 - 50 45 - 55 55 - 70 55 - 70
Team Assistant/ Team Assistant/ Personal Assistant Executive Assistant
Administrator Administrator (Assisting a (Working for
ADMINISTRATION/SUPPORT (12+ mths exp) (3+ yrs exp) number of execs) 1 person)
52 60 68 90
NSW - Sydney
45 - 60 50 - 70 60 - 75 75 - 120
40 50 55 65
NSW - Regional
38 - 45 45 - 60 50 - 65 55 - 80
50 55 70 80
VIC - Melbourne
45 - 55 50 - 60 60 - 75 75 - 95
38 45 50 60
VIC - Regional
35 - 42 40 - 50 45 - 55 50 - 65
55 60 70 80
50 - 60 55 - 65 65 - 75 70 - 85
40 45 50 58
QLD - Regional
35 - 45 40 - 50 47 - 60 52 - 67
47 53 62 68
SA - Adelaide
45 - 50 48 - 57 60 - 65 60 - 75
50 55 65 70
WA - Perth
45 - 55 50 - 65 55 - 80 65 - 80
52 62 72 78
ACT - Canberra
45 - 60 55 - 70 65 - 80 65 - 90
40 45 50 55
38 - 40 40 - 50 50 - 55 50 - 65
57 60 65 70
NT - Darwin
55 - 65 60 - 65 60 - 75 65 - 80
48 52 60 70
NZ - Auckland
45 - 55 48 - 54 50 - 70 55 - 90
45 48 55 65
NZ - Wellington
40 - 50 45 - 55 50 - 65 60 - 70
45 50 60 65
NZ - Christchurch
40 - 50 45 - 55 55 - 65 60 - 70
NOTES:

OFFICE SUPPORT
ADMINISTRATION/SPECIALISTS Data Entry Operator Sales Coordinator Records Officer Medical Secretary
42 55 65 55
NSW - Sydney
39 - 45 45 - 65 55 - 70 50 - 65
38 50 45 52
NSW - Regional
37 - 40 45 - 55 40 - 50 50 - 55
40 50 45 50
VIC - Melbourne
39 - 45 45 - 60 35 - 50 45 - 55
37 42 43 45
VIC - Regional
37 - 40 38 - 50 40 - 45 42 - 47
48 50 45 50
40 - 50 45 - 55 40 - 50 45 - 55
40 45 45 43
QLD - Regional
37 - 45 40 - 50 40 - 50 42 - 46
42 52 45 45
SA - Adelaide
40 - 45 50 - 55 40 - 50 42 - 50
40 45 55 55
WA - Perth
40 - 45 40 - 55 45 - 65 50 - 65
45 50 50 55
ACT - Canberra
40 - 50 45 - 55 40 - 55 50 - 60
38 42 45 42
37 - 40 38 - 45 40 - 45 42 - 45
43 50 53 50
NT - Darwin
45 - 50 45 - 55 50 - 55 48 - 55
40 50 48 55
NZ - Auckland
36 - 45 42 - 58 42 - 52 43 - 60
37 45 48 49
NZ - Wellington
35 - 40 38 - 50 42 - 52 45 - 58
37 50 48 50
NZ - Christchurch
35 - 40 45 - 55 42 - 52 45 - 60
Receptionist/Admin
Switchboard Receptionist Receptionist Assistant
RECEPTION Operator (Up to 12mths exp) (12+ mths exp) (12+ mths exp)
50 45 50 55
NSW - Sydney
40 - 55 40 - 55 45 - 60 42 - 65
40 38 40 45
NSW - Regional
37 - 42 37 - 40 39 - 45 43 - 50
50 45 50 50
VIC - Melbourne
45 - 55 40 - 48 45 - 55 45 - 55
42 40 45 45
VIC - Regional
38 - 45 37 - 42 39 - 50 40 - 55
48 43 50 55
45 - 53 38 - 45 45 - 53 50 - 60
38 38 40 42
QLD - Regional
37 - 40 37 - 42 39 - 45 38 - 48
42 40 42 45
SA - Adelaide
38 - 45 37 - 43 39 - 45 38 - 48
45 37 45 45
WA - Perth
40 - 55 37 - 40 40 - 50 40 - 55
42 45 48 52
ACT - Canberra
40 - 45 40 - 50 40 - 55 45 - 60
40 38 40 42
38 - 45 37 - 42 39 - 45 40 - 45
43 43 45 48
NT - Darwin
40 - 45 40 - 45 40 - 50 45 - 50
38 40 44 46
NZ - Auckland
35 - 40 35 - 45 38 - 48 40 - 52
35 40 42 42
NZ - Wellington
35 - 40 35 - 42 37 - 45 38 - 47
37 40 42 45
NZ - Christchurch
35 - 40 35 - 42 37 - 45 40 - 50
NOTES:

OFFICE SUPPORT
Legal Secretary Legal Secretary Legal Secretary Legal Personal

LEGAL SUPPORT (Up to 2 yrs exp) (2-4 yrs exp) (4+ yrs exp) Assistant
60 65 70 75
NSW - Sydney
50 - 65 50 - 70 65 - 80 75 - 90
45 48 55 55
NSW - Regional
40 - 55 42 - 52 50 - 65 50 - 75
50 55 65 70
VIC - Melbourne
45 - 55 50 - 65 50 - 70 55 - 75
40 45 50 50
VIC - Regional
39 - 42 40 - 50 45 - 55 45 - 55
55 55 60 65
50 - 58 50 - 60 55 - 65 60 - 70
40 48 55 50
QLD - Regional
39 - 45 45 - 50 50 - 60 45 - 55
48 55 60 60
SA - Adelaide
45 - 55 50 - 65 55 - 70 55 - 65
60 65 70 75
WA - Perth
55 - 60 60 - 70 65 - 75 70 - 80
50 60 65 70
ACT - Canberra
45 - 55 55 - 65 60 - 75 65 - 75
40 45 48 48
39 - 45 40 - 50 45 - 55 45 - 55
55 60 65 65
NT - Darwin
50 - 60 55 - 65 60 - 70 60 - 70
50 55 58 62
NZ - Auckland
45 - 55 50 - 60 50 - 68 55 - 75
50 55 55 60
NZ - Wellington
45 - 55 50 - 60 53 - 63 55 - 65
50 55 58 60
NZ - Christchurch
45 - 55 50 - 60 55 - 60 55 - 65
Investment Banking
BANKING & FINANCE SUPPORT Specialist Finance PA Personal Assistant Advisor Support
80 85 60
NSW - Sydney
75 - 95 75 - 90 55 - 65
55 55 55
NSW - Regional
50 - 75 50 - 70 50 - 60
70 80 55
VIC - Melbourne
65 - 80 70 - 90 45 - 60
50 50 48
VIC - Regional
45 - 55 45 - 55 43 - 53
58 60 52
50 - 70 57 - 62 40 - 55
48 48 45
QLD - Regional
44 - 53 46 - 53 40 - 50
62 65 50
SA - Adelaide
60 - 65 60 - 70 45 - 62
65 60 45
WA - Perth
55 - 75 55 - 70 40 - 50
60 57 50
ACT - Canberra
55 - 65 55 - 65 50 - 60
45 45 45
38 - 48 42 - 48 42 - 48
60 60 55
NT - Darwin
55 - 65 55 - 65 55 - 60
62 66 58
NZ - Auckland
56 - 70 58 - 75 50 - 65
55 55 48
NZ - Wellington
48 - 60 48 - 60 40 - 52
60 55 50
NZ - Christchurch
50 - 65 50 - 60 40 - 60
NOTES:

OFFICE SUPPORT
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
50 - 80 55 - 65 50 - 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
75 75 65
ACT - Canberra
65 - 85 65 - 85 60 - 70
45 45 45
40 - 55 40 - 55 40 - 55
70 60 75
NT - Darwin
60 - 80 55 - 65 60 - 85
55 58 58
NZ - Auckland
45 - 65 50 - 68 48 - 68
50 48 53
NZ - Wellington
45 - 55 45 - 55 45 - 55
50 55 53
NZ - Christchurch
45 - 55 45 - 60 45 - 60
Contracts Administrator Client Liaison

Facilities Administrator (Residential) (Residential)
50 60 65
NSW - Sydney
40 - 55 55 - 75 60 - 75
45 55 50
NSW - Regional
40 - 50 45 - 60 45 - 55
50 55 55
VIC - Melbourne
45 - 55 45 - 65 45 - 65
45 48 47
VIC - Regional
40 - 50 45 - 55 40 - 50
40 50 52
35 - 45 38 - 55 47 - 56
43 55 50
QLD - Regional
40 - 48 45 - 60 45 - 55
46 52 50
SA - Adelaide
43 - 50 45 - 60 42 - 55
45 60 55
WA - Perth
38 - 50 50 - 70 45 - 65
70 80 55
ACT - Canberra
65 - 75 75 - 85 50 - 60
45 45 47
40 - 50 40 - 55 40 - 52
55 75 55
NT - Darwin
55 - 60 70 - 80 55 - 60
48 55 55
NZ - Auckland
43 - 60 45 - 60 50 - 60
45 46 50
NZ - Wellington
40 - 50 40 - 55 45 - 55
45 50 50
NZ - Christchurch
40 - 50 40 - 55 45 - 55
NOTES:

CONTACT CENTRES
AUSTRALIA NEW ZEALAND

Recruitment for contact centres has
continued to grow and strengthen over
in the
We have seen growth
public sector with Increased activity across the insurance
and banking sectors, recentralisation and
the past year and we expect this to
both state and federal high staff turnover is driving the demand
continue throughout 2017-18. government departments for call centre staff. Organisations are
Outbound sales and telesales candidates seeking experienced struggling to find large numbers of
candidates with the skills and talent
continue to be in high demand as candidates with large required to fill assessment centres and
organisations seek to maximise all call centre experience.
opportunities of growing their revenue
streams through both existing and new
they are constantly on the lookout for
candidates with reliability, tenure, and the
ability to pass strict vetting processes.
customers. Employers are requesting
industry experience, giving eligible In highest demand are jobseekers who are Due to the number of staff within a call
candidates leverage to achieve higher base highly-motivated, demonstrate the ability centre, career development can be
salaries and lucrative commission structures. to achieve KPIs and targets along with the limited, which has meant that highly-
Employers are offering the top-end of their resilience to work in a challenging skilled individuals tend to leave for roles
budget in order to secure suitable talent, but customer-centric environment. Whilst in other industries and sectors that offer
good candidates receive multiple job offers. many jobseekers see contact centre roles greater career development.
as a stepping stone, employers want staff
In general, salaries and customer service who enjoy working in a contact centre Telesales, telemarketing, outbound and
vacancy activity have remained stable, and are able to provide a high-level of inbound sales, appointment setting and
however we have seen an increase in customer service. Previous experience is cross-selling customer service skills are all
customer service management roles always highly regarded, while an highly sought after. As a result, salaries
requiring a focus on project management eagerness to learn and outstanding are on the rise with an increase in base
and process improvement. communication skills will give jobseekers pay and reviews of performance-related
the opportunity to break into the industry. pay underway.
In order to gain a competitive advantage
in attracting talent, some organisations The use of temporary staff has been
are offering flexible work arrangements. increasing, in particular to cover seasonal
negotiation
Individuals with
SALARY INFORMATION: CONTACT CENTRES

Work from home opportunities are on requirements. Employers are looking for
offer by large employers in the candidates who can hit the ground running skills,resilience
technology, banking and insurance without extensive training and they will and the ability to manage a
industries and have enabled them to keep pay a premium for these candidates.
salaries moderate whilst attracting quality high volume of call activity
We have seen growth in the public sector are in great demand.
talent from a new pool of candidates
enticed by the flexibility. with both state and federal government
departments seeking experienced

In other flexible workplace trends, the candidates with large call centre
banking industry is trialling a 20 to 30 experience. Skills in demand include Commercial skills are greatly sought after
hour working week, rostered to suit dispute resolution as well as strong within contact centres and individuals
business needs, while the government systems and data entry skills. Employers with negotiation skills,resilience and the
sector is offering more part-time are open to candidates with a commercial ability to manage a high volume of call
employment opportunities. background, in particular those from activity are in great demand. Team
financial services. Leaders and Contact Centre Managers
More and more organisations are with the ability to build this capability
preferring candidates with customer Live chat and real time communication whilst creating a supportive and energetic
service experience from a retail or have become increasingly common, culture continue to be at a premium.
hospitality background, in order to acquire creating a need for jobseekers with
high-quality skills while keeping salaries experience managing web chat and social Contact centres can no longer rely solely
moderate. However jobseekers are media responses and strong written on running assessment centres to attract
challenging these employers by increasing communication skills. good talent. The recruitment process
their salary expectations for entry-level needs to be ongoing so they can more
roles. Employers are willing to increase quickly offer and employ high quality
their offer to candidates who demonstrate applicants. Those contact centres located
the core qualities and potential to succeed near larger residential areas have an edge
and grow with the organisation. as candidates are attracted to roles closer
to where they live.
Jobseekers are seeking career progression
and basing decisions on factors such as
hours and working conditions.

CONTACT CENTRES
Director
Customer Customer
Service/ Operations Contact Centre Service
Contact Centres Manager Manager Manager
185 120 120 100
NSW - Sydney
130 - 210 100 - 180 80 - 150 80 - 140
165 100 100 80
NSW - Regional
110 - 190 80 - 160 70 - 130 60 - 120
180 120 130 100
VIC - Melbourne
120 - 200 80 - 160 80 - 150 70 - 140
155 115 100 80
VIC - Regional
110 - 200 80 - 150 80 - 120 70 - 100
170 110 100 90
QLD - Regional
120 - 220 85 - 150 80 - 130 70 - 120
155 100 100 85
SA - Adelaide
115 - 180 80 - 130 75 - 130 65 - 110
180 120 100 90
WA - Perth
100 - 200 100 - 150 80 - 130 70 - 120
135 125 115 80
ACT - Canberra
110 - 200 80 - 160 80 - 135 75 - 120
150 100 100 80
90 - 180 80 - 130 80 - 120 60 - 100
160 115 100 90
New Zealand
120 - 190 80 - 130 80 - 150 70 - 120
Operations Team
Support Manager Team Manager Supervisor Trainer Leader
80 85 60 75 75
NSW - Sydney
70 - 90 70 - 100 55 - 70 45 - 85 60 - 85
60 50 53 55 45
NSW - Regional
50 - 70 40 - 70 50 - 60 40 - 65 39 - 65
80 75 65 70 70
VIC - Melbourne
70 - 100 60 - 90 60 - 75 55 - 90 60 - 80
60 70 60 60 62
VIC - Regional
50 - 70 60 - 80 55 - 65 55 - 65 55 - 70
80 65 60 60 60
QLD - Regional
70 - 100 50 - 85 50 - 60 48 - 75 50 - 75
80 75 60 60 70
SA - Adelaide
60 - 90 55 - 80 50 - 60 50 - 80 50 - 80
80 80 70 60 65
WA - Perth
70 - 100 65 - 90 60 - 80 55 - 75 60 - 80
90 80 62 70 67
ACT - Canberra
70 - 100 60 - 90 50 - 75 50 - 80 55 - 80
60 70 55 60 55
50 - 70 60 - 75 50 - 70 50 - 80 50 - 70
75 75 55 70 70
New Zealand
60 - 90 65 - 90 40 - 60 55 - 75 55 - 75
NOTES:
All salaries shown are exclusive of superannuation (AU) All salaries are representative of xed cash & incentive At the more senior level, larger contact centres tend to be
or KiwiSaver (NZ) 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 salary only and differ extensively across industry sectors roles tend to sit at the lower to medium level, whereby
New Zealand dollars across industries, such as Pharmaceutical/Medical
devices, and FMCG, these positions stretch the top end

CONTACT CENTRES
Workforce Business Reporting

Call Coach/QA Project Manager Planner Process Engineer Analyst
60 110 80 110 65
NSW - Sydney
50 - 70 80 - 160 75 - 90 90 - 150 60 - 85
45 70 60 70 50
NSW - Regional
43 - 55 50 - 100 40 - 70 45 - 85 40 - 75
52 90 70 95 65
VIC - Melbourne
45 - 60 75 - 120 60 - 90 75 - 120 50 - 75
50 70 60 60 60
VIC - Regional
45 - 55 60 - 90 50 - 75 55 - 85 50 - 75
48 90 80 75 65
QLD - Regional
43 - 60 80 - 120 65 - 90 65 - 100 45 - 65
50 75 65 70 55
SA - Adelaide
45 - 60 65 - 100 60 - 90 55 - 80 45 - 70
55 85 75 80 65
WA - Perth
45 - 60 75 - 110 60 - 85 65 - 90 50 - 70
60 90 80 75 68
ACT - Canberra
50 - 70 75 - 110 68 - 95 65 - 80 52 - 75
55 70 55 60 50
45 - 65 60 - 110 50 - 70 55 - 80 45 - 65
60 75 65 70 65
New Zealand
50 - 65 50 - 100 55 - 80 45 - 75 60 - 75
Collections Collections Collections

Representative Team Leader Manager
50 75 110
NSW - Sydney
45 - 55 65 - 85 90 - 150
40 50 90
NSW - Regional
39 - 50 45 - 70 70 - 130
50 68 95
VIC - Melbourne
40 - 50 55 - 70 70 - 120
42 52 70
VIC - Regional
39 - 50 45 - 60 65 - 75
45 70 80
QLD - Regional
40 - 50 60 - 80 70 - 90
43 63 90
SA - Adelaide
40 - 48 50 - 70 65 - 120
45 70 80
WA - Perth
40 - 55 60 - 80 75 - 100
48 72 90
ACT - Canberra
45 - 55 55 - 80 80 - 115
40 50 50
40 - 50 50 - 60 50 - 65
50 70 95
New Zealand
40 - 55 60 - 75 75 - 115
NOTES:

CONTACT CENTRES
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
50 - 60 40 - 55 40 - 55 39 - 45 70 - 130 60 - 100
42 40 40 40 80 50
NSW - Regional
41 - 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 45 47 40 90 70
SA - Adelaide
45 - 55 43 - 49 42 - 50 39 - 42 70 - 120 50 - 80
50 43 45 40 100 70
WA - Perth
43 - 55 40 - 45 40 - 50 39 - 42 80 - 120 60 - 90
62 57 50 47 90 76
ACT - Canberra
55 - 70 50 - 65 45 - 55 40 - 55 75 - 115 60 - 80
45 40 45 40 75 55
40 - 50 39 - 48 39 - 50 39 - 45 60 - 120 55 - 65
50 45 45 42 85 70
New Zealand
40 - 55 39 - 50 39 - 52 39 - 45 75 - 130 60 - 80
Outbound Business
Account Telesales Sales & Development Appointment
Manager Telemarketer Outbound Service Consultant Setter
60 50 50 55 60 50
NSW - Sydney
50 - 65 50 - 60 50 - 60 50 - 60 50 - 75 45 - 60
45 42 40 40 45 45
NSW - Regional
40 - 50 41 - 45 39 - 55 39 - 45 39 - 60 39 - 60
50 45 50 50 60 45
VIC - Melbourne
45 - 60 41 - 50 40 - 65 40 - 55 45 - 70 40 - 55
45 42 40 45 50 42
VIC - Regional
45 - 55 41 - 50 39 - 45 40 - 50 40 - 65 40 - 45
50 55 47 40 60 45
QLD - Regional
45 - 60 50 - 60 43 - 50 39 - 48 55 - 65 40 - 50
65 50 47 50 52 45
SA - Adelaide
55 - 75 40 - 60 40 - 55 45 - 53 40 - 68 40 - 55
50 45 50 45 60 45
WA - Perth
45 - 60 40 - 50 42 - 60 42 - 50 45 - 70 40 - 50
65 55 50 45 58 50
ACT - Canberra
55 - 75 50 - 60 45 - 55 40 - 50 45 - 65 45 - 55
55 45 45 45 52 45
45 - 65 41 - 50 40 - 50 40 - 50 40 - 65 38 - 48
45 45 48 45 58 45
New Zealand
40 - 50 39 - 48 40 - 52 40 - 49 45 - 68 40 - 50
NOTES:

HUMAN RESOURCES
AUSTRALIA industrial relations as well as Recent changes to health and safety

compensation and benefits are also legislation has also increased the demand
HR departments across the country continue offering competitive salary packages. As across many industries for specialists with
to undergo a period of change in terms of many organisations across Victoria and experience and a working knowledge of
candidate demand and salary trends. NSW continue to grow their internal the new legislation.
Across the country, regional economic teams, the demand for strong recruiters is
factors dictate demand and salary trends, also an ongoing factor.
while sweeping changes to the public sector
continue to create strong demand for
specialist talent and generalist hiring activity.
Organisational change is high up on the
agenda for large and complex
organisations, which is creating strong
HRAlthough generalist
professionals are in
As federal and state government demand for senior candidates with solid demand we have also
departments continue to restructure, experience in this area. Following steady witnessed increased
merge and redefine parts of their growth across all sectors, Tasmania is also recruitment activity for
workforce, the public sector requires experiencing increased demand for
candidates in workforce planning and for organisational change and development those with employment
relations expertise.
generalist HR roles. Due to rigorous
recruitment and selection processes
within government, hiring managers are
specialists who can plan, develop and
organise workforces to embrace the
positivity and growth projected for the

increasingly engaging temporary workers next 12 to 24 months. Although generalist HR professionals are
to fulfil immediate requirements. Large As the focus nationally turns to developing in demand we have also witnessed
scale redundancies have fortunately been and maintaining key talent, salary increased recruitment activity for those
offset in many regions by a shift of roles expectations will remain at the forefront of with employment relations expertise to
into the contracting space. HR dialogue. Organisations experiencing review contracts and performance
New infrastructure projects in most states growth will continue to seek specialist talent management processes.
have also been key in driving an increased in organisational development to support a The Business Partner model is becoming
need for staff across HR and recruitment, healthy workplace culture and empower more ingrained into organisations with a
SALARY INFORMATION: HUMAN RESOURCES

particularly in the contracting and leaders in their businesses. Experienced high demand for commercially savvy HR
temporary space. Redundancies across the candidates with broad skill sets at the HR professionals to work with senior
manufacturing and mining sectors have Advisor level will continue to attract higher managers and align HR practices with
resulted in an increased number of talented salaries as companies endeavour to business strategy. There has also been
HR professionals entering the market. In capitalise on positive market conditions. continued demand for talented HR
Western Australia, where the majority of Over the next 12 months, we predict the Coordinators and Administrators to
organisations are completing restructures trend towards a flexible temporary support busy HR teams.
and consolidating their workforces, salaries workforce to increase. As the economy
are ultimately expected to stabilise and the Salaries have remained static, although
continues to strengthen, businesses will this is starting to change as certain
trend towards fixed-term contracting continue to show confidence in increasing
remains strong. skillsets are in shorter supply, particularly
headcount to cope with business experienced Coordinators and Advisors.
demands. In the short-term at least, this As HR professionals become more aware
will require the immediacy and flexibility
projects
New infrastructure
in most states
of contract specialists.
of the opportunities on offer, employers
are having to recalibrate remuneration
packages to accommodate those seeking
have also been key in NEW ZEALAND higher salaries in a competitive market.
driving an increased need Greater confidence in the economy,
for staff across HR and reducing unemployment rates and
increasing business activity have
recruitment, particularly increased both recruitment activity and
in the contracting and candidate movement across many sectors
temporary space. and industries in New Zealand.
This activity has driven up demand for HR
professionals with generalist skills who
In the Eastern states, senior candidate
can provide expertise across a wide
shortages have been an ongoing theme,
spectrum of areas including employment,
resulting in increasing salaries at the HR
retention and attraction.
Advisor and Senior HR Advisor level.
Specialist positions in employee and

HUMAN RESOURCES
Head of HR/ Head of HR/ Head of HR/

HR Director HR Director HR Director HR Manager HR Manager HR Manager
>1000 250 - 1000 <250 >1000 250 - 1000 <250
employees employees employees employees employees employees
280 200 160 180 140 120
NSW - Sydney
200 - 400 150 - 220 140 - 180 150 - 200 120 - 180 110 - 150
250 200 150 150 120 100
VIC - Melbourne
150 - 300 150 - 250 140 - 200 90 - 200 100 - 150 80 - 120
190 170 150 120 120 100
QLD - Brisbane
170 - 230 150 - 200 130 - 170 90 - 140 90 - 140 80 - 120
200 180 130 140 120 110
SA - Adelaide
150 - 220 130 - 200 120 - 150 110 - 160 100 - 140 100 - 130
220 180 150 150 130 110
WA - Perth
180 - 250 150 - 220 140 - 180 140 - 180 120 - 150 90 - 130
200 190 140 150 125 115
ACT - Canberra
160 - 250 150 - 230 120 - 160 100 - 180 100 - 150 85 - 130
190 160 120 130 115 100
NT - Darwin
160 - 220 140 - 200 100 - 140 110 - 150 100 - 130 85 - 115
180 140 130 115 110 110
TAS - Hobart
150 - 250 100 - 160 90 - 140 80 - 130 80 - 130 80 - 130
200 180 160 140 130 120
New Zealand
140 - 250 120 - 240 120 - 200 110 - 160 100 - 150 100 - 140
HR Business HR
Partner HR Advisor Coordinator HR Admin
120 85 65 55
NSW - Sydney
100 - 150 70 - 95 60 - 70 50 - 65
120 85 65 60
VIC - Melbourne
90 - 150 70 - 95 55 - 70 55 - 65
100 80 60 55
QLD - Brisbane
90 - 130 65 - 90 55 - 65 45 - 60
100 80 60 55
SA - Adelaide
90 - 130 65 - 90 55 - 65 45 - 60
110 85 65 55
WA - Perth
100 - 130 80 - 100 55 - 75 45 - 65
100 80 65 55
ACT - Canberra
80 - 120 65 - 90 55 - 75 45 - 65
100 80 65 55
NT - Darwin
90 - 120 70 - 100 60 - 80 50 - 70
100 80 60 55
TAS - Hobart
90 - 130 65 - 90 55 - 65 45 - 60
110 85 60 50
New Zealand
80 - 130 70 - 100 50 - 70 45 - 55
HR Policy
IR Manager ER Manager IR Advisor ER Advisor HR Analyst Writers
160 130 110 90 95 120
NSW - Sydney
120 - 200 120 - 180 85 - 130 75 - 100 75 - 120 100 - 150
140 130 110 90 85 90
VIC - Melbourne
120 - 180 120 - 180 85 - 130 75 - 100 75 - 100 85 - 125
160 130 90 90 85 90
QLD - Brisbane
120 - 200 120 - 180 80 - 120 75 - 100 75 - 100 80 - 120
140 120 90 90 80 80
SA - Adelaide
120 - 180 100 - 160 80 - 120 75 - 120 70 - 100 70 - 100
150 150 100 100 90 90
WA - Perth
120 - 180 120 - 180 80 - 120 80 - 120 80 - 110 80 - 110
120 120 100 90 80 90
ACT - Canberra
100 - 140 100 - 140 90 - 110 75 - 110 75 - 100 80 - 110
130 130 100 90 90 90
NT - Darwin
100 - 160 100 - 160 90 - 120 75 - 120 70 - 110 80 - 100
130 110 85 85 80 90
TAS - Hobart
100 - 160 100 - 160 70 - 120 70 - 120 70 - 95 80 - 100
120 120 105 105 100 100
New Zealand
90 - 140 90 - 140 90 - 120 90 - 120 90 - 120 80 - 120
NOTES:

HUMAN RESOURCES
Learning & Learning & Learning &

Development Development Development Training
Head of L&D Manager Consultant Coordinator Manager Trainer
220 150 95 70 120 85
NSW - Sydney
150 - 250 120 - 180 85 - 120 55 - 80 90 - 140 70 - 110
180 140 90 70 120 85
VIC - Melbourne
120 - 250 110 - 175 80 - 120 60 - 80 90 - 145 70 - 110
180 120 80 65 85 85
QLD - Brisbane
120 - 200 100 - 140 70 - 90 55 - 70 70 - 100 60 - 100
180 120 85 70 100 85
SA - Adelaide
150 - 200 90 - 140 75 - 95 60 - 80 80 - 110 70 - 100
150 130 90 70 120 100
WA - Perth
130 - 180 110 - 150 70 - 100 65 - 85 110 - 140 80 - 120
150 120 90 70 90 80
ACT - Canberra
100 - 200 90 - 140 80 - 120 65 - 87 70 - 100 60 - 100
150 120 90 70 100 85
NT - Darwin
120 - 200 90 - 140 80 - 100 65 - 90 80 - 120 70 - 100
150 120 85 70 100 85
TAS - Hobart
130 - 200 90 - 140 75 - 95 60 - 80 80 - 110 70 - 100
175 125 95 65 120 85
New Zealand
120 - 200 90 - 140 80 - 120 55 -75 90 - 140 70 - 100
Recruitment
Diversity Diversity Mgr/Talent Recruitment Recruitment Workforce
Manager Consultant Acquisition Mgr Consultant Coordinator Planner
150 110 130 95 65 110
NSW - Sydney
120 - 180 90 - 130 110 - 160 70 - 110 60 - 70 90 - 130
145 110 125 95 70 110
VIC - Melbourne
130 - 200 85 - 130 110 - 160 80 - 120 60 - 75 90 - 125
120 100 110 70 60 110
QLD - Brisbane
90 - 140 90 - 120 80 - 140 60 - 80 50 - 70 80 - 130
120 85 100 80 60 90
SA - Adelaide
90 - 140 75 - 100 80 - 125 65 - 90 50 - 70 70 - 100
140 100 120 85 65 100
WA - Perth
120 - 160 85 - 125 100 - 140 70 - 100 55 - 75 90 - 120
100 80 110 75 60 100
ACT - Canberra
90 - 110 75 - 95 90 - 140 65 - 90 50 - 70 90 - 110
120 85 100 80 65 90
NT - Darwin
90 - 140 75 - 100 80 - 120 70 - 90 60 - 80 70 - 110
100 80 115 75 55 80
TAS - Hobart
80 - 120 70 - 100 90 - 140 60 - 100 45 - 65 60 - 100
100 80 115 75 55 80
New Zealand
80 - 120 70 - 100 90 - 140 60 - 100 45 - 65 60 - 100
Organisational Organisational
Change Change Instructional Development Development
Manager Analyst Designer Manager Consultant
200 150 130 150 110
NSW - Sydney
140 - 240 100 - 200 80 - 200 100 - 180 90 - 120
200 130 140 150 120
VIC - Melbourne
140 - 240 80 - 150 90 - 230 120 - 200 95 - 125
150 130 110 130 100
QLD - Brisbane
120 - 200 90 - 150 80 - 140 100 - 150 90 - 120
150 100 110 120 85
SA - Adelaide
130 - 160 80 - 120 90 - 130 90 - 140 75 - 95
150 110 140 150 100
WA - Perth
130 - 200 100 - 120 110 - 160 130 - 180 90 - 120
120 110 100 120 110
ACT - Canberra
90 - 150 80 - 140 90 - 120 90 - 140 90 - 120
130 100 110 130 90
NT - Darwin
100 - 160 80 - 120 90 - 130 100 - 150 70 - 110
125 110 110 130 115
TAS - Hobart
100 - 150 90 - 130 90 - 150 100 - 150 90 - 140
125 110 120 130 115
New Zealand
100 - 150 90 - 130 100 - 150 100 - 150 90 - 140
NOTES:

HUMAN RESOURCES
Head of Remuneration Remuneration

Remuneration & Benets & Benets HRIS HR Project
& Benets Manager Consultant Consultant Manager
200 150 100 90 130
NSW - Sydney
160 - 300 110 - 160 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
150 120 80 80 100
TAS - Hobart
120 - 210 90 - 140 65 - 90 65 - 90 80 - 120
175 110 85 80 120
New Zealand
150 - 200 90 - 130 70 - 110 65 - 100 90 - 140
Health & Wellbeing WHS

Head of WHS Manager/Officer WHS Manager WHS Consultant Coordinator
170 120 140 100 80
NSW - Sydney
150 - 250 100 - 130 100 - 150 80 - 110 65 - 85
220 110 140 90 75
VIC - Melbourne
160 - 260 90 - 160 120 - 200 75 - 120 65 - 85
180 110 120 75 55
QLD - Brisbane
120 - 250 80 - 150 80 - 150 60 - 100 50 - 65
150 110 130 80 60
SA - Adelaide
120 - 180 90 - 120 100 - 150 60 - 100 55 - 65
130 110 130 85 60
WA - Perth
110 - 160 80 - 140 100 - 180 75 - 95 50 - 70
150 85 120 85 60
ACT - Canberra
110 - 170 70 - 100 90 - 135 70 - 100 55 - 75
150 120 110 90 75
NT - Darwin
120 - 180 100 - 140 90 - 130 80 - 100 65 - 85
150 110 110 70 60
TAS - Hobart
120 - 180 100 - 140 80 - 130 60 - 90 55 - 65
130 95 110 75 50
New Zealand
95 - 160 80 - 110 70 - 130 55 - 85 42 - 60
Injury/RTW Injury/RTW
Manager Consultant RTW Coordinator
130 80 70
NSW - Sydney
100 - 140 75 - 90 65 - 75
90 70 60
VIC - Melbourne
80 - 125 60 - 85 55 - 70
95 70 60
QLD - Brisbane
75 - 110 60 - 80 50 - 70
90 70 60
SA - Adelaide
75 - 110 60 - 85 55 - 65
100 70 60
WA - Perth
80 - 120 55 - 85 50 - 70
90 80 70
ACT - Canberra
85 - 105 70 - 85 65 - 75
110 90 70
NT - Darwin
100 - 140 80 - 120 60 - 80
85 70 60
TAS - Hobart
75 - 100 60 - 85 55 - 65
90 75 50
New Zealand
60 - 110 60 - 80 42 - 60
NOTES:

SALES
AUSTRALIA realise that it limits your talent pool. By Sales Managers and Team Leaders with a
casting the net a bit wider and investing strong track record in coaching and
For most enterprises, the ability to attract in training or education you can quickly developing teams have an increased value
capable and successful revenue generating get new employees with transferable skills in the market, while in the retail sales space
staff remains very much the key to their up to speed. After all, transferable skills we are experiencing a substantial increase
success. For all the talk of technology are as valuable as industry experience. in recruitment activity at the middle-
driving efficiency, and customer management level, such as Area Managers,
interactivity, it is frontline salespeople who Sales salaries across the board remain
Store Managers and Category Managers.
are the lifeblood of any organisation. broadly stable. However, in certain
industries and in certain locations we have Whilst strong talent in sales is in short
Of course, technology has made knocking seen increases. Notably, in construction supply and companies are competing for
on doors and cold-calling less of a game and property development in the top candidates, we are not seeing any
of chance by allowing salespeople to be southern states, driven by government major impact on salaries as yet. In a final
far more targeted in their approach. Using and private sector activity. Technology trend, those companies that streamline
social selling techniques, for example, is a solutions sales has also seen broadly their recruitment process and recruit
way that technology has had a major increasing salaries. Overall OTE increases within tight timeframes are securing the
effect on the way that business have also occurred in healthcare and life best talent.
development professionals go about their sciences. As ever, earning potential in any
daily duties. industry comes from success in hitting
Strong salespeople have always required targets and generating a healthy pipeline
credibility and knowledge, but the way of revenue.
that purchasing happens now means that
customers are very often well aware of NEW ZEALAND
your product or service. This requires a
slightly different approach to problem- Improved market conditions have increased
solving and the challenger sales process the demand for sales professionals who can
means that understanding your customer generate new revenue to capitalise on this
is now more key than ever, which is where upturned environment.
harnessing technology can assist. With increased vacancy activity, natural
attrition has risen. Weve also seen more
new roles created as sales headcounts grow.
lookEmployers continue to
for candidates who Demand has been strong in the building,
engineering and light industrial sectors.
have a deep understanding Candidates with a strong technical
of the industry or function background and a track record in winning
of their business. new business or managing key accounts
are in high demand.
SALARY INFORMATION: SALES
The way organisations go about hiring

sales staff has undergone a major shift
over the past year or so. Rather than
relying on gut instinct, employers are
using testing tools, strong behavioural
technical
Candidates with a strong
background
interviewing techniques and a well- and a track record in
managed recruitment process to make winning new business or
their decisions. This has lengthened the
recruitment process, which in some cases
managing key accounts
are in high demand.
means that good potential candidates have
been lost. Thats why a recruitment process
must have at its core a results-driven focus,

not just a rigorous process for the sake of FMCG has also seen a surge in demand
it. Also, communicating that process for experienced Territory Managers, Key
clearly to applicants is important. Account Managers and National Account
Managers. In a fiercely competitive market
Employers continue to look for candidates with extensive pressure on price,
who have a deep understanding of the businesses are wanting to strengthen
industry or function of their business. This their territory coverage and relationships
is not a new trend, but it is important to with existing customers.

SALES
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 70 90 90 95
VIC - Melbourne
45 - 65 60 - 80 80 - 120 80 - 100 75 - 110
55 70 85 85 90
QLD - Brisbane
45 - 60 55 - 80 65 - 110 65 - 110 75 - 105
45 60 85 70 85
SA - Adelaide
40 - 55 60 - 75 75 - 90 55 - 80 70 - 95
50 60 100 85 95
WA - Perth
40 - 60 50 - 80 80 - 120 80 - 110 90 - 130
50 70 80 80 95
ACT - Canberra
45 - 55 55 - 80 65 - 90 70 - 90 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
NZ - Christchurch N/A
40 - 50 45 - 60 60 - 110 70 - 110
Business Senior Key National

Manager Account Manager Account Manager Account Manager Account Manager
140 70 100 100 120
NSW - Sydney
110 - 180 60 - 90 80 - 110 80 - 120 100 - 140
140 70 90 100 120
VIC - Melbourne
110 - 165 60 - 80 80 - 100 90 - 120 100 - 150
110 70 85 100 115
QLD - Brisbane
80 - 115 55 - 90 75 - 100 80 - 120 95 - 130
110 60 65 70 90
SA - Adelaide
85 - 125 55 - 70 60 - 80 60 - 80 70 - 105
110 75 90 90 100
WA - Perth
100 - 145 65 - 85 80 - 100 80 - 110 90 - 120
100 70 85 80 110
ACT - Canberra
80 - 120 50 - 75 70 - 90 70 - 100 95 - 120
115 75 95 100 115
NZ - Auckland
95 - 130 65 - 85 75 - 120 85 - 130 90 - 135
110 70 80 90 100
NZ - Wellington
90 - 120 65 - 75 70 - 100 75 - 120 80 - 130
90 70 80 85 90
NZ - Christchurch
75 - 100 60 - 80 65 - 90 70 - 100 80 - 110
Business
Development Territory State/Regional National Director
Manager Manager Manager Sales Manager of Sales
85 65 110 150 220
NSW - Sydney
70 - 100 60 - 90 90 - 150 120 - 200 170 - 280
90 65 100 140 210
VIC - Melbourne
80 - 120 50 - 70 80 - 130 120 - 160 170 - 250
85 65 100 140 170
QLD - Brisbane
60 - 110 55 - 85 80 - 130 110 - 180 120 - 220
65 70 85 100 120
SA - Adelaide
60 - 70 60 - 80 75 - 110 80 - 130 90 - 140
90 80 120 120 185
WA - Perth
70 - 110 75 - 100 100 - 130 120 - 150 170 - 200
100 90 100 120 130
ACT - Canberra
80 - 120 70 - 90 90 - 120 90 - 140 110 - 150
90 70 115 130 170
NZ - Auckland
75 - 100 65 - 75 100 - 140 100 - 160 130 - 220
85 70 105 125 150
NZ - Wellington
75 - 100 65 - 75 80 - 130 90 - 150 130 - 200
80 70 90 110 140
NZ - Christchurch
70 - 100 60 - 80 80 - 130 90 - 130 100 - 180
NOTES:
All salaries shown are exclusive of superannuation (AU) or All salaries shown exclude car and commission
KiwiSaver (NZ) New Zealand salaries are represented in New Zealand dollars

MARKETING & DIGITAL
AUSTRALIA temporary staff, and we expect this will NEW ZEALAND

increase over the coming twelve months.
Recruitment activity in marketing and Candidates will see a lot more temporary The marketing and digital recruitment
digital has been buoyant over the past 12 and contract opportunities as market is being driven by new technologies
months across all functions including PR, organisations look to bring in the skills and the need to show a measurable return
events, marketing communications and they require from a flexible workforce. on marketing investment.
digital as well as across all sectors, The rising use of temporary and contract Several large corporates have
particularly not-for-profit. workers has certainly become the new implemented digital transformation
Digital capabilities continue to be in high normal in the marketing and projects which has created opportunities
demand, and we have seen employers, communications sphere. for digital marketers with project
employees, contractors, temporary staff management skills and change focused
and freelancers alike extremely active. internal communications professionals.
Employers want skilled digital talent, but
the challenge has been to understand
what the organisation actually requires to
a particularly
Marketing will remain
buoyant
define what digital capability is needed.
For candidates, the challenge is to build
space, and employers
will need to move quickly
haveSeveral large corporates
implemented digital
skills and prove relevancy. Like any field transformation projects
to secure top talent.
with a burgeoning skills shortage, a gap
analysis actually pinpointing what is
required and understanding what skills
which has created
opportunities for digital
exist, will be key to making progress. Across the board we have not seen marketers with project
considerable wage pressure, with the
management skills.
exception of some niche digital areas.
Expertise within e-commerce will be in
Digital capabilities high demand as challengers to Australian
SALARY INFORMATION: MARKETING & DIGITAL

continue to be in high household brand names enter the market. The construction and property sectors have
Data analysis skills, as well as optimisation recorded strong growth and added new
demand, and we have seen experts, will be needed and producers or roles in bid management, retail marketing
employers, employees, product owners who understand channels management and project marketing.
contractors, temporary and can work with delivery teams will be
Digital Marketing Specialists who bring
key in the year to come.
staff and freelancers design, copywriting and web publishing
Marketing will remain a particularly skills have good long-term prospects as
alike extremely active.
buoyant space, and employers will need
to move quickly to secure top talent.
Marketing professionals will need to
more marketing activity moves online.
With larger digital transformation
Over the past year we have seen a projects, Digital Project Managers and
deliver outcomes amid ongoing
number of hybrid roles created, marketing savvy Business Analysts can
accessibility pressures, customer-
combining traditional marketing or command high hourly rates.
centricity requirements and the changing
communications roles with digital skills technology landscape, which will ensure In market research, Insights Analysts with
and we expect this to continue as digital that marketing is at the forefront of many SAS, SQL and data visualisation skills are in
becomes more integrated into marketing organisations over the year ahead. increasing demand, while traditional
functions. The challenge is that hybrid researchers are facing difficult prospects. In
candidates are scarce and we are seeing all fields of marketing we recommend
less generalist roles in the marketing ongoing professional developmentwith new
world than ever before. Those employers technologies to ensure skills remain current.
who have a strong employee value
proposition and can clearly convey the Most marketing recruitment processes
outcomes expected in a role, will see the include a two or three step interview
most successful hires. process followed by references and possibly
testing. Candidates can distinguish
A key trend in the private sector has been themselves by presenting a portfolio of
the substantial shift towards the use of work to showcase their skillset.
temporary or contract hires which is a
definite sign of a buoyant market. The The entry-level end of the market is fast-
public sector across all levels of moving and competitive, whilst
government and regulatory authorities recruitment at the senior end is slower
has traditionally made more use of and more rigorous.

MARKETING & DIGITAL
Marketing Marketing Marketing Marketing Snr Marketing Marketing

MARKETING Assistant Coordinator Executive Manager Manager Director
60 65 80 130 150 200
NSW - Sydney
55 - 65 65 - 70 70 - 80 100 - 150 120 - 180 180 - 230
55 60 75 100 130 180
VIC - Melbourne
45 - 65 55 - 70 65 - 80 90 - 120 120 - 170 150 - 230
45 65 75 95 110 140
QLD - Brisbane
37 - 55 55 - 75 65 - 85 80 - 110 100 - 130 120 - 170
50 60 65 85 100 130
SA - Adelaide
50 - 55 55 - 70 55 - 80 85 - 100 90 - 120 120 - 160
55 60 75 100 110 130
NT - Darwin
45 - 60 55 - 65 65 - 80 75 - 120 90 - 130 110 - 160
50 60 65 95 140 160
WA - Perth
45 - 60 45 - 65 55 - 80 80 - 110 120 - 170 140 - 190
50 60 80 95 120 170
ACT - Canberra
45 - 65 50 - 70 70 - 85 80 - 110 100 - 140 150 - 200
45 55 70 100 120 170
NZ - Auckland
40 - 50 45 - 60 60 - 80 90 - 130 100 - 140 150 - 200
45 50 70 85 110 150
NZ - Wellington
40 - 55 40 - 60 60 - 80 70 - 120 85 - 130 130 - 180
Event Event Graphic Brand Campaign Product

Coordinator Manager Designer Manager Manager Manager
65 90 90 110 100 120
NSW - Sydney
55 - 70 75 - 110 65 - 110 90 - 120 90 - 110 90 - 140
65 90 80 100 110 110
VIC - Melbourne
55 - 70 80 - 110 60 - 90 90 - 120 90 - 140 90 - 130
55 75 65 90 90 90
QLD - Brisbane
45 - 65 60 -90 60 - 75 80 - 110 80 - 110 80 - 110
60 80 55 75 70 85
SA - Adelaide
55 - 75 75 - 100 55 - 70 75 - 90 60 - 90 75 - 100
60 80 70 70 75 85
NT - Darwin
50 - 70 65 - 100 60 - 90 60 - 90 65 - 85 70 - 95
60 85 70 90 90 90
WA - Perth
55 - 75 75 - 95 55 - 80 80 - 110 80 - 110 80 - 110
65 90 70 90 95 90
ACT - Canberra
60 - 70 80 - 100 60 - 80 85 - 95 90 - 100 80 - 100
60 80 65 90 80 100
NZ - Auckland
50 - 75 60 - 100 50 - 90 80 - 110 70 - 100 80 - 120
60 80 60 80 80 80
NZ - Wellington
50 - 70 60 - 100 40 - 80 70 - 110 70 - 90 75 - 110
Bid
Coordinator Bid Writer Bid Manager
75 110 145
NSW - Sydney
60 - 85 95 - 130 130 - 200
75 110 145
VIC - Melbourne
60 - 85 95 - 130 130 - 200
55 55 75
QLD - Brisbane
45 - 60 50 - 60 70 - 80
75 85 95
SA - Adelaide
70 - 85 85 - 100 90 - 130
70 80 90
NT - Darwin
60 - 80 70 - 90 80 - 110
65 65 85
WA - Perth
55 - 75 55 - 75 75 - 95
ACT - Canberra N/A N/A N/A
60 80 90
NZ - Auckland
50 - 70 70 - 90 80 - 100
60 80 90
NZ - Wellington
50 - 70 70 - 90 80 - 100
NOTES:

MARKETING & DIGITAL
Research Executive/ Direct Marketing Direct Marketing

MARKETING Marketing Analyst Executive Manager Advertising Executive
90 85 110 75
NSW - Sydney
70 - 130 70 - 100 100 - 130 70 - 90
100 75 100 70
VIC - Melbourne
75 - 125 70 - 85 90 - 120 55 - 75
80 80 85 70
QLD - Brisbane
75 - 100 70 - 85 70 - 100 60 - 80
65 65 85 60
SA - Adelaide
55 - 70 55 - 75 80 - 100 55 - 75
80 85 90 70
NT - Darwin
70 - 90 75 - 95 80 - 100 65 - 85
80 75 90 75
WA - Perth
70 - 95 65 - 90 80 - 110 65 - 85
80 90 90 65
ACT - Canberra
70 - 90 80 - 110 80 - 100 60 - 70
70 80 95 70
NZ - Auckland
60 - 80 70 - 90 85 - 110 60 - 80
70 80 90 60
NZ - Wellington
60 - 80 70 - 90 80 - 110 50 - 70
Internal Communications Communications

Advertising Manager Communications Advisor Advisor Manager
120 90 85 110
NSW - Sydney
100 - 130 80 - 110 70 - 95 100 - 130
90 110 75 100
VIC - Melbourne
80 - 120 75 - 140 70 - 85 90 - 120
90 75 75 100
QLD - Brisbane
80 - 100 65 - 90 65 - 90 90 - 110
80 75 70 85
SA - Adelaide
75 - 90 60 - 95 70 - 95 95 - 120
80 80 80 95
NT - Darwin
70 - 90 70 - 100 70 - 100 80 - 120
95 75 75 90
WA - Perth
85 - 110 60 - 90 65 - 90 70 - 110
90 80 100 100
ACT - Canberra
70 - 90 65 - 100 90 - 110 90 - 130
100 80 70 100
NZ - Auckland
80 - 120 70 - 100 60 - 90 90 - 130
90 80 80 90
NZ - Wellington
80 - 120 60 - 110 45 - 120 80 - 120
Direct Marketing Sponsorship/ Sponsorship/

Major Gifts Manager Fundraising Fundraising Manager Fundraising Director
120 80 110 150
NSW - Sydney
100 - 140 60 - 80 90 - 130 140 - 180
100 75 90 140
VIC - Melbourne
80 - 130 65 - 85 80 - 120 120 - 165
70 70 85 105
QLD - Brisbane
60 - 85 60 - 85 70 - 100 90 - 120
80
SA - Adelaide N/A N/A N/A
80 - 95
80 75 80 100
NT - Darwin
70 - 90 65 - 90 70 - 90 90 - 110
80 75 90 120
WA - Perth
75 - 90 65 - 80 75 - 100 95 - 130
100 70 85 125
ACT - Canberra
95 - 120 65 - 85 80 - 90 115 - 160
70 70 80 100
NZ - Auckland
60 - 80 60 - 80 70 - 90 90 - 120
60 75 100
NZ - Wellington N/A
40 - 75 60 - 90 80 - 120
NOTES:

MARKETING & DIGITAL
eCommerce Online Marketing

DIGITAL Manager UX Manager UX/UI Designer Manager Online Manager
130 130 120 120 110
NSW - Sydney
110 - 160 120 - 160 100 - 150 100 - 140 90 - 130
130 150 90 100 100
VIC - Melbourne
100 - 150 120 - 180 70 - 110 90 - 120 90 - 120
90 70 65 90 85
QLD - Brisbane
80 - 100 60 - 80 60 - 75 80 - 100 80 - 90
90 70 65 90 85
SA - Adelaide
80 - 100 60 - 75 55 - 75 75 - 100 80 - 90
90 80 70 90 95
NT - Darwin
80 - 100 75 - 95 60 - 90 80 - 110 80 - 120
95 90 65 90 100
WA - Perth
85 - 110 75 - 110 55 - 75 80 - 110 75 - 120
130 100 95 85 100
ACT - Canberra
100 - 150 80 - 120 80 - 110 80 - 100 90 - 120
140 120 85 110 100
NZ - Auckland
125 - 150 100 - 140 80 - 110 100 - 120 80 - 110
130 120 85 90 95
NZ - Wellington
120 - 140 100 - 140 80 - 110 80 - 100 80 - 110
Digital Marketing Digital Project Digital

Manager Manager Digital Producer Digital Designer Coordinator
130 120 90 90 65
NSW - Sydney
100 - 200 100 - 140 80 - 120 80 - 100 50 - 70
140 120 95 90 70
VIC - Melbourne
100 - 180 100 - 140 80 - 130 70 - 100 60 - 80
100 90 85 85 80
QLD - Brisbane
90 - 120 85 - 105 70 - 95 70 - 95 70 - 90
100 90 65 70
SA - Adelaide N/A
90 - 110 85 - 105 60 - 80 60 - 80
100 100 80 70 80
NT - Darwin
80 - 120 90 - 120 70 - 95 60 - 90 70 - 100
120 90 75 70 70
WA - Perth
100 - 140 80 - 110 70 - 85 65 - 80 60 - 80
140 125 80 70 65
ACT - Canberra
100 - 180 100 - 140 70 - 90 65 - 90 55 - 70
110 110 90 90 45
NZ - Auckland
100 - 125 80 - 120 70 - 110 80 - 120 40 - 55
100 90 90 65 45
NZ - Wellington
90 - 120 80 - 100 70 - 110 55 - 80 40 - 55
Website Multimedia Web Content Web Content

Manager Developer Developer Editor User Researcher
110 80 80
NSW - Sydney N/A N/A
90 - 120 70 - 90 70 - 90
100 70 70
VIC - Melbourne N/A N/A
90 - 120 65 - 85 65 - 85
90 70 70 70 70
QLD - Brisbane
80 - 100 60 - 80 60 - 80 60 - 80 60 - 80
75 75 75 75
SA - Adelaide N/A
60 - 80 75 - 85 75 - 90 75 - 90
80 80 75 80 80
NT - Darwin
70 - 100 70 - 95 65 - 90 70 - 95 70 - 90
90 75 75 75 75
WA - Perth
75 - 105 65 - 85 65 - 85 65 - 85 65 - 85
90 75 70 75 100
ACT - Canberra
80 - 100 60 - 90 60 - 80 60 - 80 80 - 120
80 70 70 60
NZ - Auckland N/A
70 - 90 60 - 80 60 - 80 55 - 75
75 70 70 60
NZ - Wellington N/A
65 - 85 60 - 80 60 - 80 55 - 75
NOTES:

MARKETING & DIGITAL
Optimization/
DIGITAL SEO Specialist SEM Specialist Conversion Specialist Content Writer
80 80 100 85
NSW - Sydney
70 - 90 70 - 90 90 - 150 60 - 95
80 80 100 70
VIC - Melbourne
70 - 100 70 - 100 90 - 130 60 - 85
85 80 80 70
QLD - Brisbane
70 - 100 70 - 90 70 - 90 60 - 80
75 80 75 60
SA - Adelaide
65 - 85 70 - 90 65 - 85 55 - 70
80 80 90 75
NT - Darwin
70 - 100 70 - 90 80 - 100 65 - 90
85 95 90 75
WA - Perth
75 - 95 80 -105 85 - 100 65 - 85
90 90 85 70
ACT - Canberra
80 - 110 80 - 100 75 - 110 60 - 80
80 80 80 70
NZ - Auckland
70 - 90 70 - 90 75 - 90 65 - 75
60 60 70 65
NZ - Wellington
50 - 70 50 - 70 65 - 85 60 - 75
Digital Channel Digital Strategy

Digital Analyst Digital Product Owner Manager Manager
110 130 130 140
NSW - Sydney
100 - 130 110 - 150 110 - 150 110 - 180
110 130 150 140
VIC - Melbourne
90 - 130 120 - 150 120 - 180 100 - 180
85 85 100 110
QLD - Brisbane
70 - 100 70 - 95 90 - 120 100 - 120
110
SA - Adelaide N/A N/A N/A
100 - 120
75 80 90 110
NT - Darwin
65 - 90 70 - 90 80 - 100 100 - 120
75 80 100 115
WA - Perth
65 - 85 70 - 90 90 - 110 90 - 140
95 100 90 120
ACT - Canberra
80 - 110 90 - 120 80 - 100 90 - 160
80 130 80 150
NZ - Auckland
65 - 90 110 - 150 70 - 90 140 - 160
80 130 80 135
NZ - Wellington
65 - 90 110 - 150 70 - 90 125 - 150
Social Media Social Media Social Media

Coordinator Executive Manager CRM Manager
55 70 110 100
NSW - Sydney
50 - 65 65 - 80 90 - 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 - 70 70 - 80 75 - 95 70 - 90
65 70 90 85
NT - Darwin
55 - 75 60 - 80 70 - 100 70 - 95
75 85 100 100
WA - Perth
65 - 85 75 - 90 90 - 115 90 - 110
60 70 110 100
ACT - Canberra
50 - 70 60 - 80 90 - 140 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:

MARKETING & DIGITAL
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 75 110 140
VIC - Melbourne
60 - 70 70 - 80 80 - 130 130 - 160
50 70 90 120
QLD - Brisbane
40 - 60 60 - 80 80 - 100 100 - 130
55 75 90 125
SA - Adelaide
50 - 60 60 - 85 85 - 120 80 - 130
70 80 90 100
NT - Darwin
60 - 80 70 - 90 80 - 100 90 - 120
75 80 100 135
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
Media Relations Corporate Relations Corporate Relations

Manager Executive Manager
100 80 120
NSW - Sydney
90 - 120 70 - 90 100 - 150
100 75 100
VIC - Melbourne
90 - 120 70 - 85 90 - 120
90 75 90
QLD - Brisbane
80 - 110 70 - 85 80 - 110
100 75 95
SA - Adelaide
90 - 110 60 - 80 80 - 110
90 80 90
NT - Darwin
75 - 110 70 - 90 80 - 100
100 75 100
WA - Perth
85 - 120 65 - 85 85 - 120
100 90 135
ACT - Canberra
90 - 110 85 - 110 95 - 140
90 75 120
NZ - Auckland
80 - 110 70 - 90 100 - 140
80 75 120
NZ - Wellington
70 - 110 70 - 90 100 - 140
NOTES:

RETAIL
AUSTRALIA This coming financial year will see retailers vacancies to enhance aftercare and
rethinking their strategies to stay ahead of relationship development to maintain
Continued growth in retail ensures international competitors entering the repeat business.
candidates are consistently in high Australian market. They will need to work
demand across all levels. The ongoing Given staff turnover, Store Managers are in
on retention of their top talent ensuring
entry of international brands into the high demand. We have seen more retailers
they arent lost to innovative, digitally
Australian market is creating high implementing competitive commission
advanced competitors.
competition for top retail talent, from structures for their staff to attract the best
stores through to head offices. In terms of salaries, the influx of brands candidates. Overall, we expect an
entering Australia and the resulting increasing emphasis to be placed on
As digital technology continues to candidate shortages have enabled the commission and product allowances to
develop, retailers are focused on best jobseekers to negotiate higher attract and retain retail talent.
e-commerce and creating an omni- salaries and be selective when choosing
channel experience across online Finally, the trend of globalisation
where to work. As a result, counter offers
platforms and in-store. With this comes a continues in Australias retail sector with
will increase as retail employers attempt
growing demand for head office retail many operators looking overseas to
to retain top talent.
staff with an understanding of digital source staff for senior roles. We are also
development and marketing, a skillset Whilst salaries for Buyers have remained seeing Australian retail talent leaving the
that employers are competing for. stable, there has been high demand for domestic market as local retailers expand
Planners as major retailers expand their their operations in other countries. The
planning functions. As a result pressure to find the right candidate is also
Merchandise Allocators will also be in leading an increasing number of retailers
international
The ongoing entry of
brands into
demand over the coming year with the
best candidates able to command
to consider providing flexible visa options
and sponsorship, even for more entry-
the Australian market is competitive salaries. level positions.
creating high competition In fashion, more store-based roles and a
for top retail talent. focus on customer experience and service
has led to the introduction of Customer
Service and Client Relationship Manager
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:
All salaries shown are exclusive of superannuation

RETAIL
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
Sydney 45 - 55 42 - 55 45 - 80 65 - 100 80 - 200
Melbourne 45 - 55 42 - 55 45 - 80 65 - 100 80 - 200
Assistant Assistant Assistant Assistant Assistant

SM/2IC SM/2IC SM/2IC SM/2IC SM/2IC
In-store Sales (Turnover (Turnover (Turnover (Turnover (Turnover
OPERATIONS Professional up $2 m) $2-5 m) $5 - 10 m) $10-20 m) $20+ m)
Sydney 45 - 55 42 - 50 50 - 55 50 - 75 65 - 90 75 - 100
Melbourne 45 - 55 42 - 50 50 - 55 50 - 75 65 - 90 75 - 100
Store Manager Store Manager Store Manager Store Manager Store Manager Cluster / Area
(Turnover (Turnover (Turnover (Turnover (Turnover Manager
up $2 m) $2-5 m) $5 - 10 m) $10-20 m) $20+ m) 510 Stores
Sydney 45 - 60 50 - 70 70 - 110 80 - 115 90 - 125 60 - 85
Melbourne 45 - 60 50 - 70 70 - 110 80 - 115 90 - 125 60 - 85
Area/Regional Area/Regional Big Box - Big Box - Big Box -

Manager Manager Multi-site Multi-site Multi-site
10-20 Stores 20+ Stores State Manager 510 Stores 1120 Stores 20+ Stores
Sydney 70 - 110 90 - 150 80 - 150 75 - 150+ 85 - 180 120 - 200
Melbourne 70 - 110 90 - 150 80 - 150 75 - 150+ 85 - 180 120 - 200
Loss National
Prevention E-Commerce Operations Retail General
HEAD OFFICE Manager Manager Manager Director Manager
Sydney 80 - 120 85 - 200 150 - 300 150 - 400 200 - 500+
Melbourne 80 - 120 90 - 200 150 - 300 150 - 400 200 - 500+
NOTES:

LOGISTICS
AUSTRALIA will continue throughout the year.

Companies are streamlining processes
2016-17 proved to be a mixed year for the and as such want their staff to possess a
logistics industry, with varying levels of broad skillset. For example, Transport
activity across regions and states evident Supervisors will often need to have
of the micro economies at play around relevant truck licences to be able to
the country. provide relief. We believe this will become
While costs remain tightly managed, more prevalent this financial year as
recruitment activity has increased across companies continue to look for ways to
all job levels. improve efficiencies.
3PL providers continue to grow and Across Australia, positive productivity is
the trend towards outsourcing logistics linked to efficiency improvements, be that
functions means salaries are being in warehousing, transport or supply chain.
squeezed to accommodate aggressive Companies are targeting candidates who
pricing strategies geared to win new have a strong knowledge of systems and
business on lower margins. This is also processes, combined with a proven track
creating a significant gap in the record in reducing costs and achieving
market between large providers and demanding KPIs.
smaller transport companies. As such, From a supply chain perspective,
many organisations have centralised companies continue to seek jobseekers
their processes in a regional office to who have strong systems knowledge,
remain competitive. especially SAP/APO. However these skills
are scarce and subsequently salaries for
these roles have increased, especially in
productivity
Across Australia, positive
is linked to
NSW and Victoria. Demand Planners from
the FMCG industry with SAP/APO
experience are extremely valued and able
efficiency improvements, to command generous salaries.
be that in warehousing, To overcome the SAP/APO skill shortage
transport or supply chain.
we support and encourage organisations
to consider national and international
recruitment campaigns, which has proving
Taking a closer look around the states and to be fruitful. We have seen some strong
territories, over the last 12 months South planning candidates based in Europe and SALARY INFORMATION: LOGISTICS
Australia saw the emergence and growth the US return or relocate to Australia.
of a large retailer, which generated
Regardless of location or role, our advice
opportunities at the senior-level with
for 2017-18 is to be proactive and quick
competitive remuneration packages
when recruiting as good candidates are
invigorating the market. This created
not on the market long. Projects will pick
opportunities and knock-on movement
up momentum and candidates with
across all levels within the industry. The
strong continuous improvement
forecast for the 2017-18 financial year is
backgrounds will be in high demand.
that warehouse staffing demands will
increase as will salaries, particularly for
those with supervisory experience. We also
predict South Australias SMEs to create
new headcount at management level as
they grow.
In the Northern Territory, due to seasonal
peaks and troughs, the reliance on a fluid
temporary and casual workforce continues.
Warehousing staff are in most demand.
In Victoria and the Eastern seaboard,
transport continues to see skill shortages
and demand for Fleet Controllers, which

LOGISTICS
Distribution
Operations Centre Project Warehouse Warehouse
WAREHOUSE/DISTRIBUTION Manager Manager Manager Manager Supervisor
110 115 110 95 70
NSW - Sydney
90 - 140 105 - 130 100 - 130 80 - 110 55 - 75
100 125 115 90 65
WA - Perth
85 - 135 100 - 165 80 - 135 75 - 140 55 - 85
100 120 110 90 70
VIC - Melbourne
90 - 120 110 - 145 100 - 120 80 - 110 55 - 75
95 100 110 80 60
QLD - Brisbane
80 - 110 100 - 120 90 - 135 65 - 90 55 - 75
80 75 80 70 55
SA - Adelaide
75 - 100 70 - 100 70 - 90 55 - 80 45 - 65
95 110 90 75 60
ACT - Canberra
75 - 110 100 - 120 75 - 110 65 - 85 55 - 70
100 85 90 85 65
NT - Darwin
85 - 120 75 - 110 80 - 110 80 - 90 55 - 80
Contract/ Stock/
Account Warehouse Inventory
Manager Coordinator Controller Storeperson
90 50 60 45
NSW - Sydney
80 - 110 45 - 55 55 - 65 40 - 50
100 60 75 45
WA - Perth
80 - 120 50 - 70 50 - 100 40 - 50
100 50 60 45
VIC - Melbourne
90 - 120 40 - 55 45 - 65 40 - 50
80 50 60 40
QLD - Brisbane
65 - 90 45 - 60 45 - 75 35 - 50
90 45 45 37
SA - Adelaide
75 - 110 45 - 60 40 - 65 35 - 45
80 50 60 40
ACT - Canberra
65 - 90 45 - 60 45 - 75 35 - 50
100 55 60 50
NT - Darwin
80 - 120 45 - 64 50 - 70 40 - 70
Contract/
Operations Transport Account Transport Fleet
TRANSPORT Manager Manager Manager Analyst Fleet Manager Controller
90 135 90 65 80 60
NSW - Sydney
75 - 110 120 - 165 80 - 100 55 - 75 75 - 85 50 - 70
130 120 110 65 85 70
WA - Perth
100 - 165 80 - 145 90 - 130 55 - 85 70 - 100 55 - 80
110 120 100 65 75 60
VIC - Melbourne
90 - 120 100 - 130 90 - 120 60 - 75 65 - 80 50 - 70
110 80 80 64 75 60
QLD - Brisbane
75 - 130 75 - 90 75 - 90 55 - 75 65 - 80 55 - 70
80 80 80 50 65 50
SA - Adelaide
75 - 90 75 - 90 75 - 90 40 - 55 60 - 75 45 - 55
90 75 80 55 75 60
ACT - Canberra
75 - 110 65 - 85 75 - 90 45 - 60 65 - 80 55 - 70
100 90 100 65 80 65
NT - Darwin
85 - 120 80 - 110 80 - 120 55 - 80 70 - 90 55 - 80
NOTES:
All salaries shown are exclusive of superannuation, which differs to previous editions
Supply Chain salaries are related solely to this function within Logistics, not Procurement

LOGISTICS
TRANSPORT MR/HR Driver HC/MC Driver Mechanic

55 55 70
NSW - Sydney
45 - 60 50 - 65 60 - 75
50 65 70
WA - Perth
40 - 60 55 - 85 60 - 85
55 55 68
VIC - Melbourne
45 - 60 50 - 65 60 - 75
50 55 65
QLD - Brisbane
45 - 60 50 - 65 60 - 75
50 65 68
SA - Adelaide
40 - 60 55 - 80 60 - 75
ACT - Canberra N/A N/A N/A
48 58 70
NT - Darwin
45 - 50 55 - 60 60 - 75
Supply Chain Supply Chain Supply Chain Supply Chain

SUPPLY CHAIN Demand Planner Analyst Planner Manager Director
100 75 85 135 185
NSW - Sydney
80 - 105 55 - 82 75 - 90 120 - 165 160 - 205
85 80 80 145 210
WA - Perth
70 - 110 65 - 110 65 - 100 130 - 200 165 - 255
85 70 75 130 165
VIC - Melbourne
75 - 100 60 - 85 60 - 85 110 - 140 145 - 185
75 75 70 130 145
QLD - Brisbane
70 - 85 60 - 85 60 - 85 110 - 140 135 - 165
60 60 50 105 132
SA - Adelaide
55 - 75 55 - 70 45 - 65 90 - 120 125 - 140
70 70 60 120 150
ACT - Canberra
65 - 80 55 - 75 55 - 70 110 - 140 135 - 165
65 80 70 130 140
NT - Darwin
55 - 85 70 - 100 50 - 85 110 - 145 110 - 165
Logistics Customer/ Logistics/ Import/Export

Manager/ Account Operations/ Operations Documentation
INTERNATIONAL TRADE Branch Manager Managers Customs Supervisors Clerks
120 85 80 70 65
NSW - Sydney
110 - 140 75 - 90 75 - 85 60 - 90 60 - 70
135 80 105 80 55
WA - Perth
110 - 165 65 - 90 80 - 135 70 - 95 45 - 70
115 70 80 70 55
VIC - Melbourne
110 - 145 60 - 85 70 - 90 65 - 90 50 - 65
110 65 80 75 45
QLD - Brisbane
100 - 140 50 - 80 65 - 110 65 - 90 35 - 50
110 60 80 75 40
SA - Adelaide
110 - 145 50 - 85 65 - 110 65 - 90 40 - 50
90 55 65 70 37
ACT - Canberra
80 - 130 45 - 75 60 - 90 60 - 80 37 - 45
128 85 82 85 65
NT - Darwin
100 - 165 60 - 100 75 - 90 75 - 110 50 - 75
NOTES:
All salaries shown are exclusive of superannuation, which differs to previous editions
Supply Chain salaries are related solely to this function within Logistics, not Procurement

PROCUREMENT
AUSTRALIA corporate procurement areas. Most contract With increasing optimism within the
management is still managed by corporate mining sectors, we are confident that
Last year saw a very active procurement procurement areas that dont necessarily investment and the procurement function
recruitment market across Australia in have specialist Contract Managers. will return in-house in the year ahead.
both the private and public sectors. The
2017-18 financial year ahead is expected In a final trend, procurement has become
more prominent for SMEs in South
to be equally prosperous thanks to the
focus and importance that is being placed
on procurement processes and functions.
within
Category Managers
indirect categories
Australia, resulting in more permanent
positions in the private sector. SMEs are
Across all sectors, professionals capable of
are still in demand, generating recruitment activity through
particularly those with hiring across the board from Purchasing
running the end-to-end procurement Officers to Manager levels.
process are in demand. Technical expertise niche skill sets such as in IT,
and relevant business qualifications are still property and construction.
key selection criteria but the point of
difference for candidates is the softer skills
It is still common for organisations in the

such as relationship building, communication
and stakeholder management. private sector to have little or no
procurement function and therefore
Temporary and contract procurement candidates who have experience in
opportunities continue to increase. This is change management are highly sought
very much the case in the public sector due after, especially in procurement
to a large number of projects taking place management roles overseeing Category
across NSW, Victoria and the ACT. These Managers. These vacancies still face
are predominately long-term contracts, in budget constraints, particularly within the
line with the project lifecycle, which is manufacturing sector, as they operate in
forecast to increase further in 2017-18. much leaner environments, with cost
In Western Australia, the public sector is savings a key focus.
also showing positive signs, led by Category Managers within indirect
recommended changes following the review categories are still in demand, particularly
of its procurement and contract processes. those with niche skill sets such as in IT,
property and construction. These
SALARY INFORMATION: PROCUREMENT
The federal government is dominating the

recruitment market in ACT, which has led booming areas require spend reduction
to the expansion of procurement teams due to the volume of large projects.
within external consulting firms as the Salaries have increased within large
government outsources services to meet corporate organisations within the
key project deliverables. We have seen professional services, property, defence
increased interest from employers and technology sectors.
considering candidates available on Encouragingly, we are still seeing
secondment who can easily transfer on a consistent demand for entry-level talent
temporary or even permanent basis. such as Procurement Officers and
Within federal government, ASL caps are Administrators, which is a strong
still under review. There has been a strong indication that the industry is growing.
requirement for APS5 and APS6 staff During the downturn in the resources
across all departments as hiring managers sector in Queensland and Western
and directors need hands-on professionals Australia, we saw many companies
rather than executive or managerial staff. downsize their procurement teams or
The federal government hasnt increased offshore their transactional procurement
salaries markedly as salary bands limit function. With commodity prices on the
their ability to match commercial salaries. rise, especially iron ore, demand is evident
Developing more complex contract for skilled procurement and contracts
management teams and negotiation candidates. Organisations remain cautious
processes are expected to be the next and therefore have a higher bar in terms
strategic priorities for the federal of their selection criteria; degree qualified
government, with an emphasis on building candidates with strong analytical and
separate, yet collaborative, contract strategic skills top the list.
management teams that will sit alongside

PROCUREMENT
Senior Strategic Chief

Procurement Procurement Procurement Sourcing Procurement
Officer Officer Manager Manager Officer
65 75 130 135 255
NSW - Sydney
60 - 70 65 - 85 110 - 150 110 - 165 200+
65 80 115 120 185
VIC - Melbourne
55 - 75 70 - 95 100 - 140 110 - 140 165+
60 65 110 125 165
QLD - Brisbane
55 - 70 60 - 80 90 - 140 100 - 150 145+
55 65 120 110 230
SA - Adelaide
50 - 60 60 - 70 90 - 120 90 - 165 135+
55 70 130 125 165+
WA - Perth
45 - 65 60 - 90 90 - 165 110 - 185 165+
70 90 120 110 150
ACT - Canberra
65 - 80 80 - 110 100 - 150 90 - 120 130 - 170
58 70 115 130 150
New Zealand
52 - 65 60 - 80 100 - 140 110 - 150 130+
Purchasing Materials Purchasing Category Contract Contract

Analyst Manager Manager Manager Administrator Manager
75 80 90 130 80 110
NSW - Sydney
65 - 85 65 - 90 80 - 110 100 - 155 75 - 90 90 - 130
70 80 90 115 80 115
VIC - Melbourne
70 - 100 65 - 90 80 - 110 90 - 140 75 - 90 75 - 145
75 80 100 110 80 100
QLD - Brisbane
55 - 90 65 - 100 90 - 120 75 - 140 65 - 110 80 - 120
70 80 90 110 70 100
SA - Adelaide
60 - 75 65 - 90 75 - 110 80 - 110 65 - 85 90 - 110
65 75 100 110 70 120
WA - Perth
55 - 75 65 - 90 90 - 120 80 - 130 55 - 85 90 - 140
70 90 100 80 120
ACT - Canberra N/A
70 - 80 80 - 110 100 - 120 80 - 90 110 - 140
68 85 100 100 65 100
New Zealand
58 - 78 70 - 100 90 - 120 90 - 110 60 - 70 80 - 120
NOTES:
All salaries shown are exclusive of superannuation (AU) Supply Chain salaries are related solely to this function within
or KiwiSaver (NZ), which differs to previous editions Procurement, not Logistics

LEGAL
AUSTRALIA construction, particularly those with NEW ZEALAND

projects experience. Demand exists for
Australias legal job market remains Lawyers across private practice and The area of corporate commercial law is
positive overall with supply and demand in-house at the 4-8 year PQE-level, and showing no signs of quietening down with
varying between the states. for in-house IT lawyers with expertise all major law firms, mid-tier and even smaller
across new technologies including cloud suburban firms gaining plenty of work. The
In Western Australia, the year ahead will
services and data. Company secretarial very evident effect of such a buoyant market
be steady in private practice while a
duties are increasingly part of an in-house within this space is that the demand for
number of mergers settle into their new
Lawyers role and organisations are using good quality Lawyers has increased.
structure. Demand remains for Senior
Associates across banking & finance, six to 12 month contracts to fill gaps or This is common across most high-activity
commercial and insolvency. Remuneration for specific projects. industries such as property and
in WA has remained stable with the In Sydney, salaries havent really moved too construction, however within corporate
majority of firms electing to provide much in recent years and we dont anticipate commercial, the candidate shortage is
minor increases. Acknowledging the trend much movement in the year ahead. exacerbated by the demand for
for work-life balance, firms continue to commercial and corporate advisory skills
look for ways to offer flexible working Victorias private practice market will from the in-house market. Increasing
environments to attract top talent for remain buoyant, with steady but cautious numbers of Corporate Commercial
strategic positions. growth. Last years strong demand for mid- Lawyers from private practice are thus
level Lawyers at the 3-8 year PQE-level has being considered. Salaries have inflated
Entry-level jobs remain rare and eased slightly, with more established somewhat in such candidate short areas,
candidates are encouraged to continue practitioners with a solid client base now but we have not seen drastic increases.
professional development and networking preferred. The demand for infrastructure,
at industry functions to improve their projects and construction Lawyers will The shortage of candidates has led to
chance of securing a role. continue due to substantial infrastructure some flexibility from firms in terms of
spending. Government remains busy with their selection criteria. Some top-tier firms
The situation is similar for graduates in
ongoing demand for expertise in are considering more candidates from
South Australia with more qualifying than
legislation, policy and commercial law. mid-tier and suburban firms who have
positions vacant. As a result South
Employers prefer to recruit contract over exceptional experience. Some firms are
Australian government roles, particularly
permanent staff. With an increased showing more flexibility towards grades,
with the Department of Public
demand for highly specialist skills within although there are a high number of top-
Prosecutions, are highly competitive. The
private practice, firms are showing more tier firms who remain very stringent. It
areas of law involving workers
flexibility in salaries offered in order to should be noted that the level of flexibility
compensation and injury management
secure the top talent. is determined by specific areas of law.
have slowed as harmonisation of the Act
has created challenges around what can be Queenslands top-tier, mid-tier, national In terms of the level of post admission
prosecuted. We have seen an increasing and boutique practices require Family, experience in demand, three to eight
demand for Paralegals and competitive Wills and Estates, Commercial Litigators years is where the biggest shortage of
salaries being offered in this space. and Property Lawyers, with particular candidates lies. This appears to be for a
SALARY INFORMATION: LEGAL
demand for portable practices. The variety of reasons. Many NZ Lawyers tend
In Canberra there is high demand for
demand for entry to senior-level to gain overseas experience at this point
Property Lawyers and Commercial
Conveyancers is particularly high with in their career, while many intermediate
Lawyers with 2-5 years PQE. Given the
salaries rising accordingly. Looking ahead, Lawyers make the move in-house after
shortage of these professionals, some
top-tier firms are starting to hire again having gained a significant amount of
employers will consider Lawyers with 1-2
after a quiet 2016. Mid-tier and national private practice experience.
years PQE. Those with the right level of
experience expect salaries to match. law firms in Brisbane remain competitive, Another factor results from the financial
successfully winning business away from crisis of 2008, when the economic
Demand is constant within government top-tier firms. downturn meant less work and thus fewer
for Administrative Lawyers who have
Finally, small boutique and specialist firms newly admitted Lawyers specialising in
significant experience in legislative
in the Gold Coast, Cairns and Townsville the corporate and commercial space. We
development and statutory interpretation.
are growing. In-houselegal counsel are now seeing the result of this in todays
Legal Policy Officers are also required.
positions are limited and generally highly skill shortage.
Demand remains steady for Commercial
Lawyers in government. For roles in specialised, while salaries have dropped
government at the APS6 and EL1 levels, during the past year due to the impact of
candidates expect to be paid at the the mining and oil & gas industries.
higher end of the scale.
Sydney sees continued demand for back-
end and front-end Lawyers in

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
59 59 64 73 82
NSW - Sydney
50 - 85 55 - 68 60 - 75 68 - 85 75 - 96
64 55 64 73 78
VIC - Melbourne
45 - 70 50 - 65 55 - 70 60 - 80 75 - 85
55 55 62 68 78
QLD - Brisbane
45 - 75 55 - 69 55 - 75 60 - 85 75 - 92
59 59 67 78 85
WA - Perth
50 - 73 55 - 64 59 - 68 68 - 79 79 - 89
55 55 60 68 80
ACT - Canberra
41 - 59 46 - 59 50 - 65 59 - 75 70 - 90
55 50 50 60 65
SA - Adelaide
45 - 60 48 - 57 48 - 57 55 - 64 57 - 68
49 50 53 57 68
NZ - Auckland
35 - 55 45 - 65 48 - 58 52 - 63 60 - 78
49 50 53 57 68
NZ - Wellington
35 - 55 45 - 65 48 - 58 52 - 63 60 - 78
45 45 50 55 65
NZ - Christchurch
55 - 80 43 - 48 45 - 55 50 - 60 60 - 75
3-4 yrs P.A.E 4-5 yrs P.A.E 5-6 yrs P.A.E 6+ yrs P.A.E
96 110 128 155
NSW - Sydney
82 - 114 91 - 128 114 - 146 128 - 164
91 105 119 128
VIC - Melbourne
80 - 100 90 - 125 100 - 145 110 - 155
87 105 119 128
QLD - Brisbane
80 - 103 87 - 130 96 - 145 110 - 164
94 114 128 137
WA - Perth
82 - 105 91 - 123 110 - 132 119 - 155
95 100 110 123
ACT - Canberra
80 - 100 90 - 115 100 - 130 105 - 150
75 90 100 110
SA - Adelaide
70 - 85 85 - 100 90 - 120 100 - 130
78 98 110 122
NZ - Auckland
72 - 88 82 - 112 90 - 135 105 - 140
78 98 110 125
NZ - Wellington
72 - 88 82 - 112 90 - 135 105 - 140
75 90 105 120
NZ - Christchurch
70 - 85 80 - 110 80 - 130 100 - 140
Senior Associate Special Counsel Salaried Partner Equity Partner

183 200+ 280+ 685+
NSW - Sydney
146 - 228
155 210+ 228+ 457+
VIC - Melbourne
110 - 210
155 205 250 500+
QLD - Brisbane
125 - 230 183 - 230
164 219 274+ 457+
WA - Perth
137 - 183 201 - 228
146 164+ 190+ 320+
ACT - Canberra
110 - 185
120 185 230+ 380+
SA - Adelaide
110 - 135 164 - 228
145 170+ 190+ 320+
NZ - Auckland
125 - 170
145 170+ 190+ 320+
NZ - Wellington
125 - 170
140 150+ 180+ 300+
NZ - Christchurch
110 - 175
POTENTIAL BENEFITS THAT MAY BE

INCLUDED ON TOP OF BASE SALARIES SHOWN NOTES:
Parking All salaries shown are exclusive of superannuation (AU) New Zealand salaries are represented in New Zealand dollars
Health cover or KiwiSaver (NZ), which differs to previous editions New Zealand gures are representative of those offered in
Further education studies * Salaries shown are including benets and professional larger commercial practices
Gym membership memberships
Vehicle expenses Equity partner salary is representative of prot drawing plus
Bonuses P.A.E: Post admission experience base and superannuation
Laptops/mobile phone The salary packages above have been compiled on the basis
of information from top tier law rms within the CBD

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
55 50 59 64 78
NSW - Sydney
46 - 73 50 - 64 55 - 68 59 - 78 64 - 87
55 50 55 64 73
VIC - Melbourne
40 - 70 45 - 65 50 - 70 55 - 75 60 - 85
55 50 55 64 73
QLD - Brisbane
50 - 75 45 - 55 46 - 68 55 - 75 60 - 85
55 55 59 68 78
WA - Perth
41 - 68 46 - 59 55 - 64 59 - 68 64 - 78
50 55 59 68 80
ACT - Canberra
32 - 59 50 - 62 50 - 70 64 - 78 70 - 90
50 50 50 55 60
SA - Adelaide
45 - 55 45 - 55 45 - 55 48 - 57 55 - 65
44 48 53 57 68
NZ - Auckland
36 - 55 40 - 53 45 - 59 51 - 65 60 - 75
44 48 53 57 68
NZ - Wellington
36 - 55 40 - 53 45 - 59 51 - 65 60 - 75
42 45 50 55 65
NZ - Christchurch
55 - 80 43 - 48 45 - 55 50 - 60 60 - 70
87 100 110 128
NSW - Sydney
73 - 96 87 - 119 100 - 132 110 - 146
82 96 105 119
VIC - Melbourne
65 - 90 75 - 110 85 - 130 90 - 135
84 91 105 119
QLD - Brisbane
64 - 91 73 - 110 82 - 125 110 - 140
85 105 110 128
WA - Perth
78 - 91 91 - 119 100 - 123 110 - 137
95 91 114 110
ACT - Canberra
80 - 100 87 - 105 100 - 119 100 - 128
70 80 90 100
SA - Adelaide
65 - 80 75 - 90 85 - 95 90 - 110
72 80 89 105
NZ - Auckland
68 - 76 70 - 90 75 - 100 80 - 115
72 80 89 105
NZ - Wellington
68 - 76 70 - 90 75 - 100 80 - 115
70 80 85 100
NZ - Christchurch
65 - 75 70 - 90 70 - 95 80 - 115

146 183+ 230+ 275+
NSW - Sydney
137 - 174
137 185+ 220+ 270+
VIC - Melbourne
115 - 165
137 183 220+ 280+
QLD - Brisbane
125 - 165 150 - 201
146 169 228+ 274+
WA - Perth
128 - 164 155 - 183
110 137 183+ 228+
ACT - Canberra
105 - 137 110 - 164
110 150+ 200+ 250+
SA - Adelaide
100 - 130
120 140+ 150+ 200+
NZ - Auckland
100 - 140
120 140+ 150+ 200+
NZ - Wellington
100 - 140
120 140+ 150+ 200+
NZ - Christchurch
100 - 140

Health cover or KiwiSaver (NZ), which differs to previous editions Equity partner salary is representative of prot drawing plus
Further education studies * Salaries shown are including benets and professional base and superannuation
Vehicle expenses
Bonuses P.A.E: Post admission experience

LEGAL
PRIVATE PRACTICE - SMALL PRACTICES Paralegal Graduate 0-1 yrs P.A.E 1-2 yrs P.A.E 2-3 yrs P.A.E
46 46 50 55 64
NSW - Sydney
41 - 68 46 - 55 46 - 60 50 - 73 59 - 82
46 41 46 50 59
VIC - Melbourne
37 - 59 41 - 46 45 - 60 45 - 60 50 - 80
46 41 46 50 59
QLD - Brisbane
45 - 60 41-50 45 - 55 48 - 64 50 - 70
50 46 50 64 68
WA - Perth
37 - 59 37 - 50 46 - 55 50 - 64 59 - 78
46 50 55 64 73
ACT - Canberra
32 - 55 46 - 59 50 - 59 59 - 68 68 - 82
50 45 45 50 60
SA - Adelaide
42 - 55 42 - 55 42 - 55 46 - 55 55 - 65
40 40 42 45 55
NZ - Auckland
35 - 60 35 - 45 38 - 45 40 - 55 45 - 58
40 40 42 45 55
NZ - Wellington
35 - 60 35 - 45 38 - 45 40 - 55 45 - 58
40 45 50 55 65
NZ - Christchurch
55 - 80 43 - 48 45 - 55 50 - 60 60 - 75
73 83 91 100
NSW - Sydney
68 - 91 77 - 100 87 - 110 83 - 128
73 67 83 96
VIC - Melbourne
55 - 90 70 - 100 80 - 110 90 - 130
73 75 83 96
QLD - Brisbane
50 - 82 54 - 83 67 - 104 75 - 112
76 79 88 100
WA - Perth
68 - 82 67 - 91 79 - 109 79 - 117
82 85 95 98
ACT - Canberra
78 - 87 80 - 110 90 - 115 100 - 130
70 75 80 90
SA - Adelaide
60 - 75 65 - 80 75 - 85 80 - 95
65 70 75 90
NZ - Auckland
45 - 70 50 - 75 55 - 80 70 - 110
65 70 75 90
NZ - Wellington
45 - 70 50 - 75 55 - 80 70 - 110
75 70 75 90
NZ - Christchurch
70 - 85 50 - 75 55 - 80 70 - 110

109 142 185+ 230+
NSW - Sydney
110 - 155 146 - 174
100 146 165+ 228+
VIC - Melbourne
85 - 125 125 - 160
100 142 180+ 228+
QLD - Brisbane
75 - 133 133 - 150
117 142 183+ 228+
WA - Perth
91 - 142 125 - 150
100 133 137+ 164+
ACT - Canberra
100 - 130 100 - 150
95 145+ 160+ 180+
SA - Adelaide
80 - 100
95 120+ 120+ 140+
NZ - Auckland
85 - 110
95 120+ 120+ 140+
NZ - Wellington
85 - 110
95 120+ 120+ 140+
NZ - Christchurch
85 - 110

Health cover or KiwiSaver (NZ), which differs to previous editions Equity partner salary is representative of prot drawing plus
Further education studies * Salaries shown are including benets and professional base and superannuation
Vehicle expenses

LEGAL
Legal Counsel Legal Counsel Legal Counsel

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
NSW - Sydney 46 - 87 50 - 59 55 - 73 64 - 91 82 - 110
VIC - Melbourne 45 - 75 45 - 50 55 - 75 60 - 85 75 - 100
QLD - Brisbane, Gold Coast & Sunshine Coast 46 - 78 46 - 55 55 - 73 60 - 80 73 - 100
WA - Perth 46 - 78 55 - 59 59 - 78 78 - 100 82 - 110
ACT - Canberra 41 - 78 59 - 68 68 - 73 73 - 78 78 - 91
SA - Adelaide 45 - 65 45 - 50 55 - 65 60 - 80 70 - 90
NZ - Auckland 40 - 60 49 - 65 56 - 70 66 - 84 76 - 95
NZ - Wellington 40 - 60 49 - 65 56 - 70 66 - 84 80 - 95
NZ - Christchurch 40 - 60 40 - 55 50 - 65 60 - 80 70 - 90
Legal Counsel Legal Counsel Legal Counsel Senior Legal

4-5 yrs P.A.E 5-6 yrs P.A.E 6+ yrs P.A.E Counsel General Counsel
NSW - Sydney 91 - 128 110 - 142 119 - 164 137 - 201 183 - 274+
VIC - Melbourne 85 - 110 100 - 135 100 - 135 120 - 185 165+
QLD - Brisbane, Gold Coast & Sunshine Coast 80 - 100 85 - 110 90 - 110 100 - 160 160+
WA - Perth 100 - 128 119 - 137 128 - 146 137 - 155 164 - 274+
ACT - Canberra 91 - 100 105 - 119 110 - 140 120 - 160 140+
SA - Adelaide 80 - 110 85 - 110 90 - 125 100 - 140 125+
NZ - Auckland 86 - 110 100 - 140 120 - 150 130 - 165 160+
NZ - Wellington 86 - 110 100 - 140 120 - 150 130 - 165 160+
NZ - Christchurch 80 - 100 100 - 130 110 - 140 110 - 155 150+

Car All salaries shown are exclusive of superannuation (AU) New Zealand salaries are represented in New Zealand dollars
Parking or KiwiSaver (NZ), which differs to previous editions In-house lawyers in nancial services would receive a bonus,
Gym memberships * Salaries shown are including benets and professional not included in packages indicated
Health cover memberships
Vehicle expenses
Laptops/mobile phone
School fees
Interest free loans

LEGAL
Assistant Assistant
Company Secretary Company Secretary Company Secretary Company Secretary
COMPANY SECRETARIAL (unlisted company) (listed company) (unlisted company) (listed company)
NSW - Sydney 73 - 91 82 - 137 110 - 146 137 - 183+
VIC - Melbourne 75 - 100 80 - 130 110 - 145 135 - 185+
QLD - Brisbane, Gold Coast & Sunshine Coast 73 - 91 82 - 137 110 - 146 137 - 183+
WA - Perth 82 - 100 91 - 128 119 - 155 146 - 183+
ACT - Canberra 110 - 146 N/A 137 - 183 N/A
SA - Adelaide 80 - 110 90 - 125 120 - 160 130 - 180
New Zealand N/A N/A N/A N/A
NOTES:
Salaries shown are excluding bonus, as they greatly vary
INTERNATIONAL Non qualied 0-1 yrs P.Q.E 1-2 yrs P.Q.E 2-3 yrs P.Q.E
Hong Kong HK$ average monthly N/A 52 - 75 66 - 91 74 - 95
London average yearly 52 - 68 56 - 74 60 - 84 66 - 90
3-4 yrs P.Q.E 4-5 yrs P.Q.E 5-6 yrs P.Q.E 6+ yrs P.Q.E
Hong Kong HK$ average monthly 80 - 100 86 - 115 93 - 126 126 - 200+
London average yearly 72 - 100 76 - 105 82 - 115 95 - 125
POTENTIAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN NOTES:
Medical cover Bonuses P.Q.E: post qualication experience (this refers to English
Pension HK & offshore low tax qualications which would exclude 2 years pre qualication
Relocation expenses training)

LIFE SCIENCES
AUSTRALIA In other trends, forward-thinking

Weve seen tension build globally over
pricing and are hopeful of a bounce back
Were seeing an
increase in the need for
companies are offering internal
secondments to provide development
following government price squeezing
customer-centric marketing, opportunities to retain high-performing
staff. On the other end of the scale, were
measures of the last few years. which is creating more seeing a lack of entry-level opportunities,
Despite this, growth predictions for the digital marketing and which will be felt further down the line.
customer insights roles.
industry remain fairly conservative, with
sales for the top 15 pharma companies up
by around four per cent. A further four
Overall, well continue to see the impact of
global mergers on the local market as well
as an increase in companies moving
companies are seeing their revenues fall Similarly within sales, the most sought premises as they downsize offices, in part
while others report flat figures. after candidates include those well-versed due to the increase in staff working flexibly.
While we saw staff cuts last year, with big with digital tools that focus on customer
pharma companies feeling the most pain, personalisation and collaboration.
we believe the worst is over and new job In other areas natural attrition, maternity
growth will be evident, particularly in the leave, sabbaticals, resignations and
SME market. retirements will create opportunities.
In areas like medical, clinical and Companies will continue to engage
marketing, new jobs are being created. people on contracts to combat challenges
Well see companies bolster their medical with permanent headcount sign-off.
science liaison teams, resulting in the Regulatory affairs remains consistent with
creation of more Medical Science Liaison NCE/CAT1/class iii experience coveted.
Manager roles. But with pipelines challenged over the
As Clinical Research Organisations are last few years, its been harder for
managing more studies in Australia, the professionals to gain this experience.
demand for Clinical Research Associates will Increased healthcare compliance
continue to grow along with the trend for programs, and the need for these skills to
companies to outsource trials. Were seeing protect organisations, is another trend
an increase in the need for customer-centric due to hefty fines in recent years.
marketing, which is creating more digital
SALARY INFORMATION: LIFE SCIENCES
marketing and customer insights roles.
Clinical Clinical
Clinical Trial Lead/ Team Project
OPERATIONS Administrator CRA Senior CRA Principal CRA Manager Manager
68 75 95 110 115 120
Sydney
60 - 75 65 - 80 80 - 105 95 - 115 105 - 125 115 - 130
68 75 95 110 115 120
Melbourne
60 - 75 65 - 80 80 - 105 95 - 115 105 - 125 115 - 130
Senior Clinical Clinical Clinical

Project Operations Director/Head Clinical Data
Manager Manager of Clinical Manager Statistician Medical Writer
140 130 200 100 110 105
Sydney
120 - 170 120 - 170 180 - 220 80 - 120 80 - 130 85 - 125
140 130 200 100 110 105
Melbourne
120 - 170 120 - 170 180 - 220 80 - 120 80 - 130 85 - 125
NOTES:
All salaries shown are exclusive of superannuation, car
allowance and any other benets

LIFE SCIENCES
Regulatory Regulatory Snr RegulatoryRegulatory Regulatory Head of

Affairs Affairs Affairs Project Affairs Regulatory
OPERATIONS Assistant Associate Associate Manager* Manager* Affairs *
64 78 100 130 150 195
Sydney
58 - 68 70 - 85 85 - 120 125 - 140 130 - 170 165 - 230
61 75 95 125 145 180
Melbourne
55 - 64 65 - 80 80 - 110 115 - 135 130 - 170 160 - 220
Senior Drug Medical Senior Medical

Drug Safety Safety Drug Safety Head of Drug Information Information
Associate Associate Manager* Safety* Associate Associate
80 100 145 190 83 102
Sydney
70 - 87 85 - 115 125 - 165 155 - 220 75 - 90 85 - 115
76 95 135 160 78 98
Melbourne
68 - 82 80 - 110 120 - 150 140 - 180 70 - 86 80 - 112
Medical Senior Medical Medical Medical Medical

Services Services Information Science Science Liaison Medical
Associate Associate Manager* Liaison/SMSL* Manager* Manager*
88 105 143 130 165 140
Sydney
80 - 97 90 - 120 125 - 160 90 - 160 145 - 200 120 -160
85 100 140 130 145 130
Melbourne
78 - 92 90 - 115 120 - 155 90 - 155 125 - 180 110 - 150
Senior Health
Senior Health Economics Health
Medical Medical Medical Economics Associate/ Economics
Advisor* Advisor* Director* Associate Specialist* Manager*
160 180 275 110 140 155
Sydney
140 - 185 160 - 210 240 - 350 90 - 120 120 - 160 130 - 180
155 170 235 100 125 150
Melbourne
140 - 175 155 - 190 230 - 310 85 - 115 120 - 150 130 - 180
Health Economics/ Hospital Medical Business Regional/

Market Access Specialist Device Development State Sales
Director* GP sales rep Sales Rep Sales Rep Manager Manager
260 85 110 95 120 130
Sydney
220 - 300 75 - 100 95 - 125 85 - 110 100 - 130 110 - 140
220 85 110 95 120 130
Melbourne
200 - 275 75 - 100 95 - 125 85 - 110 100 - 130 110 - 140
Associate Brand/ Senior Brand/ Marketing/

National Sales Brand/Product Product Product Communications
Manager Sales Director Manager Manager Manager Specialist
160 190 95 115 135 80
Sydney
140 - 190 180 - 220 80 - 105 95 - 130 120 - 150 70 - 90
160 190 95 115 135 80
Melbourne
140 - 190 180 - 220 80 - 105 95 - 130 120 - 150 70 - 90
Quality Senior Quality Quality

Marketing Business Unit Marketing Assurance Assurance Assurance
Manager Manager Director Associate Associate Manager
160 170 190 65 83 118
Sydney
140 - 190 150 - 200 175 - 230 60 - 75 74 - 95 105 - 140
160 170 190 60 80 115
Melbourne
140 - 190 150 - 200 175 - 230 60 - 75 74 - 95 90 - 135
Quality Control Senior Quality Quality Control Quality Validation Validation

Associate Control Associate Manager Director Engineer Manager
58 75 100 165 83 128
Sydney
50 - 65 65 - 85 90 - 115 150 - 180 70 - 95 115 - 140
53 72 95 165 80 118
Melbourne
50 - 65 62 - 82 85 - 105 150 - 180 70 - 90 105 - 130
Additional super Cash bonuses Laptops All salaries shown are exclusive of superannuation, car
Health cover Study assistance Vehicle expenses allowance and any other benets
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

HEALTHCARE
AUSTRALIA
Recruitment demand in Australias social
care industry continues to be buoyed by
stillRegional Australia
faces a unique set of
the shortage of degree-qualified and
challenges in attracting
experienced Case Managers, Support suitable candidates
to remote areas.
Workers and Psychologists.
However, newly-qualified Social Workers
and Psychologists are finding it

increasingly difficult to get a first foot on Regional Australia still faces a unique set
the career ladder. Services in the not-for- of challenges in attracting suitable
profit sector are looking for more candidates to remote areas. In particular,
experienced staff with commercial flair to attracting quality candidates to specialist
help them operate in environments roles such as midwifery in remote
increasingly focused on outcomes and locations remains difficult. While
deliverables due to more competitive allowances and free or subsidised
funding renewal requirements. accommodation are typical perks,
employers are not increasing salaries.
Disability, child protection, children and
families, courts and corrections as well as The National Disability Insurance Scheme
asylum seeker/refugee organisations are (NDIS) roll out continues to pick up pace
constantly on the lookout for qualified creating new roles but also redundancies
and experienced workers both on a as the provision of services moves
temporary and permanent basis. increasingly from the public to the private
sector in some states. In South Australia
Demand in the aged care sector continues the opposite is true with the state
to be sustained by the shortage of government announcing the creation of
experienced Personal Care Assistants and more than 6,000 jobs. The NDIS involves a
Senior Managers. Aged care providers are move to the provision of person-centred
vying for business-minded Nurse care models and extra fee-paying services.
Managers capable of maximising the
Aged Care Funding Instrument and who We expect to see increased levels of
also have strong people management and recruitment activity over the year ahead,
particularly from small to medium-sized
SALARY INFORMATION: HEALTHCARE
leadership skills.
organisations that are restructuring and
Experienced Nurses are the most sought looking to fill management roles. These
after in aged care, and consequently employers are typically looking for
some larger providers are hiring Facilities candidates with experience driving fee-
Managers from hospitality or soft services paying services in private or not-for-profit
to fill the gaps. Clinical Care Coordinators healthcare with proven organisational
and Managers continue to be in high change management skills.
demand as employers balance the
pressures of promoting Registered Nurses
(RN) into these roles with the desire of
employees to move up into Director of
Nursing/Facilities Manager roles.
Lacklustre salary growth for these roles is
further compounding the shortage of
suitable candidates.
At the RN level there is a shortage of
people looking to move into aged care to
fill the rising number of vacancies.
Graduating nurses prefer to work in an
acute care environment both for the
experience and better salaries on offer.

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 - 80 65 - 85 85 - 100 90 - 120 120 - 170
SA - Adelaide 48 - 60 57 - 80 85 - 95 97 - 108 110 - 130 120 - 165
Quality Lifestyle Lifestyle Nurse

ACFI Manager Manager Assistant Manager Educator
NSW - Sydney 90 - 110 120 - 130 45 - 60 75 - 100 70 - 95
ACT - Canberra 90 - 110 120 - 130 45 - 60 75 - 100 70 - 95
NT - Darwin 70 - 80 80 - 90 55 - 65 65 - 70 65 - 90
WA - Perth 90 - 110 75 - 125 45 - 60 60 - 80 65 - 97
VIC - Melbourne 95 - 115 95 - 135 40 - 60 75 - 95 80 - 110
QLD - Regional 70 - 85 75 - 90 50 - 60 80 - 100 80 - 95
TAS - Hobart 85 - 105 85 - 100 38 - 55 65 - 80 80 - 110
SA - Adelaide 95 - 108 96 - 108 38 - 55 65 - 80 96 - 108
Registered Clinical Clinical Manager/Clinical

NURSING PROFESSIONALS Enrolled Nurse/ Nurse/ Services Coordinator/
NON-AGED CARE Nurse Midwife Midwife/ACSC Education Facilitator
NSW - Sydney 45 - 55 55 - 70 70 - 85 80 - 95
ACT - Canberra 45 - 65 55 - 70 70 - 85 80 - 95
NT - Darwin 45 - 60 60 - 70 70 - 80 80 - 90
WA - Perth 50 - 76 50 - 76 55 - 80 65 - 95
VIC - Melbourne 47 - 63 54 - 86 73 - 78 78 - 99
QLD - Regional 55 - 65 60 - 80 80 - 90 90 - 100
TAS - Hobart 50 - 58 50 - 70 70 - 80 80 - 95
SA - Adelaide 48 - 60 57 - 80 66 - 86 96 - 102
NOTES:
Above salaries exclude superannuation, bonuses, on-call, or penalty rates

HEALTHCARE
Nursing Professionals
NURSING PROFESSIONALS Advanced Clinical Service Coordinator/ Director of Nursing/

NON-AGED CARE Clinical Practice Consultant Midwifery Practice Nurse
NSW - Sydney 90 - 110 110 - 150 60 - 85
ACT - Canberra 90 - 110 110 - 150 60 - 85
NT - Darwin 90 - 100 100 - 110 110 - 120
WA - Perth 75 - 105 85 - 135 65 - 85
VIC - Melbourne 88 - 114 90 - 140 85 - 95
QLD - Regional 100 - 110 115 - 145 55 - 65
TAS - Hobart 90 - 100 100 - 130 55 - 75
SA - Adelaide 101 - 108 110 - 160 56 - 73
NOTES:
Medical Imaging Specialists
Radiographer Radiographer Radiographer Radiographer

1-3 yrs 3-5 yrs 5 - 10 yrs 10+ yrs
Australia 54 - 65 65 - 78 75 - 110 110 - 135
Sonographer Sonographer Sonographer Sonographer

1-3 yrs 3-5 yrs 5 - 10 yrs 10+ yrs
Australia 60 - 70 70 - 90 90 - 130 120 - 150
Mammographer Mammographer Mammographer Mammographer

1-3 yrs 3-5 yrs 5 - 10 yrs 10+ yrs
Australia 50 - 62 60 - 75 73 - 90 85 - 120
NOTES:

HEALTHCARE
Social Care & Psychology
Team Leader/
Program
SOCIAL/COMMUNITY SERVICES Support Worker Case Worker Social Worker Coordinator
NSW - Sydney 40 - 50 50 - 60 60 - 85 60 - 85
ACT - Canberra 40 - 50 50 - 60 60 - 85 60 - 85
NT - Darwin 40 - 50 55 - 65 60 - 70 65 - 70
WA - Perth 45 - 50 50 - 55 65 - 75 65 - 85
VIC - Melbourne 40 - 50 50 - 60 60 - 75 70 - 80
QLD - Regional 38 - 50 40 - 55 55 - 65 60 - 75
TAS - Hobart 38 - 50 45 - 55 55 - 65 60 - 75
SA - Adelaide 38 - 45 45 - 65 50 - 70 48 - 60
Program Program
Manager Director
NSW - Sydney 75 - 95 90+
ACT - Canberra 75 - 95 90+
NT - Darwin 70 - 85 90+
WA - Perth 70 - 90 90+
VIC - Melbourne 80 - 95 100+
QLD - Regional 70 - 85 90+
TAS - Hobart 70 - 85 80 - 90
SA - Adelaide 55 - 80 80 - 110
Senior Clinical
PSYCHOLOGISTS Graduate Counsellor Psychologist Psychologist Psychologist
NSW - Sydney 45 - 55 60 - 80 60 - 85 75 - 90 85 - 110
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 50 - 60 60 - 75 74 - 85 80 - 95
SA - Adelaide 48 - 52 48 - 70 52 - 60 60 - 80 55 - 90
NOTES:
Above salaries exclude superannuation, bonuses, on-call, or There are bandings for NFP under SCHADS and grades in
penalty rates Government/Health
Salaries might vary for regional/remote roles Salary packaging available for most NFP roles

HEALTHCARE
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 45 - 50 55 - 65 65 - 75 75 - 85 45 - 52
SA - Adelaide 48 - 55 55 - 65 65 - 75 70 - 80 48 - 55
Speech
Senior Pathologist Speech
Physiotherapist Physiotherapist Team Leader (Graduate) Pathologist
NSW - Sydney 55 - 75 70 - 90 80 - 95 50 - 57 55 - 70
ACT - Canberra 55 - 75 70 - 90 80 - 95 50 - 57 55 - 70
NT - Darwin 50 - 65 70 - 80 70 - 80 45 - 55 56 - 65
WA - Perth 60 - 70 70 - 85 86 - 96 45 - 50 50 - 65
VIC - Melbourne 55 - 75 70 - 85 80 - 95 45 - 55 55 - 70
QLD - Regional 55 - 70 70 - 80 85 - 95 50 - 55 60 - 70
TAS - Hobart 50 - 68 65 - 80 70 - 85 50 - 55 60 - 65
SA - Adelaide 50 - 65 55 - 70 65 - 80 48 - 55 55 - 70
Diversional
Senior Speech Therapist Diversional
Pathologist Team Leader (Graduate) Therapist
NSW - Sydney 70 - 80 75 - 90 45 - 50 50 - 60
ACT - Canberra 70 - 80 75 - 90 45 - 50 50 - 60
NT - Darwin 65 - 75 70 - 80 40 - 45 45 - 55
WA - Perth 60 - 75 75 - 90 40 - 45 45 - 55
VIC - Melbourne 70 - 80 75 - 90 45 - 50 55 - 60
QLD - Regional 65 - 80 80 - 90 40 - 45 45 - 55
TAS - Hobart 65 - 70 75 - 85 42 - 46 48 - 55
SA - Adelaide 65 - 75 65 - 80 40 - 48 48 - 55
NOTES:

EDUCATION
AUSTRALIA salary growth long-term, the shortage of hours (OOSH) care continues to increase.
qualified professionals will continue to Given the lower expectations on
Population growth in major cities such as dictate upward salary pressure for the qualifications and ratios for this sector,
Melbourne and Sydney has seen the next few years. more roles are becoming available but at
number of childcare services rise. This a lower salary range. There are no
increase and competition from new immediate plans for an increase in
providers for staff has placed upward
pressure on salaries and provided
candidates with leverage to negotiate
economic
With recently improved
conditions,
regulations, with most providers opting to
employ casuals and university students to
more parents are returning cover ratios.
higher rates of pay.
It has now become increasingly rare for to work and the need Meanwhile, salaries in teaching and
vocational education remain stable with
employers to offer salaries based on the for outside of school little to no significant changes on the
modern award, as jobseekers have more hours (OOSH) care horizon. The vocational sector has
opportunities to choose from. However,
continues to increase. experienced much publicised challenges,
salaries and benefits are still not
comparable to the school system, with resulting in closures and a shrinking of
private providers. This has restricted
most 0-12 age trained Teachers focused While early childhood employers are growth in the sector, keeping job supply
on obtaining positions within the primary willing to pay above award salaries to down and salary growth limited. The
school sector due to its higher earning attract staff, they prefer to use non- school sector remains competitive and
potential and additional annual leave. financial benefits to retain them. This salaries have been incrementally growing
The cost of childcare places is projected includes career development opportunities, in line with economic growth.
to increase over the next four years, better staff management practices, more
according to a document published by non-child facing time for planning and
the Department of Education. This more desirable working environments.
projected increase could see a rise in With recently improved economic
family members forsaking work to look conditions, more parents are returning to
after their children. While this could stunt work and the need for outside of school
SCHOOLS Principal Deputy Principal Director of Study Head of Department Teacher
Australia - Government Schools 112 - 185 112 - 132 95 - 105 95 - 105 65 - 98

SALARY INFORMATION: EDUCATION
Australia - Non-Government Schools 140 - 400 126 - 160 130 - 150 110 - 126 70 - 110
Educator/ Head of Faculty/ Director of Manager/

VOCATIONAL EDUCATION AND TRAINING Tutor VET Teacher Head Teacher Studies Principal
Australia 42 - 65 52 - 92 70 - 125 70 - 140 75 - 180
Director Director
EARLY CHILDHOOD Area Manager (Degree Qualied) (Diploma Qualified)
Australia 80 - 130 75 - 95 70 - 85
Early Childhood Diploma Trained Certicate 111

Teacher Childcare Worker Childcare Worker Cook
Australia 60 - 85 45 - 60 40 - 50 40 - 52
NOTES:

POLICY & STRATEGY
AUSTRALIA State government employers are looking The public sector continues to
for skills in specialist areas such as demonstrate a preference for temporary
Salaries across policy and strategy will disability, housing, mental health, or contract staff rather than non-ongoing
remain steady over the coming year with economic development, water, natural placements. However the private and not-
moderate increases expected in key areas resources, governance, child protection for-profit sectors continue to recruit on a
of demand. Contractor rates in particular and business case development. A permanent basis.
will increase where employers ramp up shortage of candidates has caused an
headcount for a particular project or The not-for-profit sector picked up
increase in hourly rates as well as multiple
funding initiative. significantly in the second half of the
job offers for top candidates.
2016-17 financial year, with both
In terms of demand, highly skilled permanent and temporary positions
Strategic Officers are sought within both becoming available again due to
state and federal government. Hourly
rates for these roles increased over the
last 12 months depending on the
activity
With high levels of
across state, federal
outsourcing by government departments.
In the commercial space, consultancies and
government department. Permanent and local government advisory firms have also profited greatly
salaries are expected to increase slightly from outsourced government work. We
in the year ahead at levels similar to the as well as not-for-prot have seen an increase in the recruitment of
modest increases of the past year. organisations, Subject ex-government Officers and Consultants in
Matter Experts are both large and mid-tier consultancies with
Project Coordinators and Project practices geared to providing policy,
increasingly in demand.
Management Office Coordinators are
needed on an ongoing basis to support
reforms, transformation, software and
project, governance and business analysis
services to the government.
system implementations and change With high levels of activity across state,
programs. Also in demand are Economists federal and local government as well as
and Data Analysts, strategic policy not-for-profit organisations, Subject
development and implementation experts, Matter Experts are increasingly in
regulatory change, governance and
SALARY INFORMATION: POLICY & STRATEGY
demand. Those versed in strategic policy,

Executive Officer/Secretariat project implementation and grant
professionals. Business improvement and programs who are able to transfer their
corporate planning professionals are also knowledge across multiple projects are
highly sought after. top priority.
Senior Policy Government

Policy Officer/ Officer/ Relations Strategic
Policy Advisor Policy Advisor Policy Manager Manager Manager
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
85 95 110 110 110
QLD - Brisbane
65 - 90 85 - 115 95 - 120 95 - 120 95 - 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
75 95 110 125 125
SA - Adelaide
60 - 90 85 - 115 105 - 125 100 - 140 100 - 150
70 90 120 110 110
NZ - Wellington
60 - 80 80 - 110 100 - 140 100 - 120 100 - 120
NOTES:

POLICY & STRATEGY
Programme
Programme Officer/
Manager* Co-ordinator* Project Officer* Project Manager*
100 70 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 65 80 100
QLD - Brisbane
80 - 140 55 - 75 60 - 90 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 80 75 115
SA - Adelaide
80 - 115 60 - 90 65 - 85 100 - 125
100 70 70 100
NZ - Wellington
80 - 120 60 - 80 60 - 80 80 - 120
Research Analyst Data Analyst Executive Officer Business Analyst

75 80 100 120
NSW - Sydney
65 - 85 70 - 90 80 - 120 80 - 140
70 75 90 85
VIC - Melbourne
60 - 75 60 - 90 80 - 110 70 - 90
60 80 90 90
QLD - Brisbane
50 - 70 50 - 90 70 - 100 70 - 100
75 80 90 85
WA - Perth
65 - 85 60 - 90 70 - 120 70 - 110
80 85 90 90
ACT - Canberra
75 - 95 75 - 95 85 - 120 85 - 120
80 80 90 95
SA - Adelaide
70 - 90 70 - 90 80 - 100 80 - 110
65 65 90 85
NZ - Wellington
50 - 80 50 - 80 70 - 100 70 - 100
Ministerial Regulatory Regulatory

Liaison Officer Advisor Manager Economist Senior Economist
85 100 125 100 120
NSW - Sydney
70 - 95 80 - 120 100 - 150 80 - 110 100 - 150
75 90 120 95 120
VIC - Melbourne
65 - 85 80 - 110 110 - 150 90 - 120 100 - 140
85 90 110 100 120
QLD - Brisbane
70 - 95 80 - 100 100 - 120 80 - 110 100 - 150
70 85 110 95 110
WA - Perth
60 - 80 70 - 100 80 - 140 90 - 120 95 - 140
90 100 110 100 120
ACT - Canberra
80 - 95 90 - 110 95 - 120 95 - 115 110 - 140
90 105 125 100 115
SA - Adelaide
80 - 100 90 - 115 100 - 150 90 - 115 100 - 130
80 80 95 100 120
NZ - Wellington
70 - 90 70 - 90 80 - 110 80 - 120 100 - 140
NOTES:
* These roles generally occur in a NFP context and would be supplemented with tax benets (generally the benevolent sacricing 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)

INFORMATION TECHNOLOGY
AUSTRALIA contract based opportunities. To reflect NEW ZEALAND

this growth, this year weve published our
Putting customers at the forefront, agility first IT Contracting Rates & Recruitment The technology market in NZ continues to
in approach and underpinning business Guide to help employers navigate this be driven by digital transformation, cloud
decisions have been the key trends unique market. based services, cyber security and big
affecting technology and its use in the data. There are a number of major
past year. The term digital has been used Technology skills, which have always been transformation projects underway in the
extensively and whilst this might mean hard to find, are critical in our digital area of mobile applications, with
technology, its the practical usage of it economy and employers are organisations looking for better use of
which has been the driving force. acknowledging this by doing what they can and access to data, business intelligence
to ensure relevant skills are retained in the and data warehousing.
Digitalisation has had a knock-on effect long run. More often, we are seeing cultural
across all areas, as organisations look to fit as a key attribute sought after by In addition, projects involving the
harness technology not just to run or employers with a long-term vision. simplification and modification of existing
organise their business, but to dictate Employers are also working hard to set systems and applications are key for
where and how to engage with customers. themselves apart as an employer of choice. organisations, which is driving recruitment
Some larger organisations are segmenting activity. There is also a focus on more
their attraction strategies and presenting localised cloud technologies to avoid
over-reliance on one particular service.
a major
This year, we have seen
increase in the
themselves differently to different
employee groups, even setting up
dedicated innovation labs in locations away
Senior IT professionals with sound
commercial experience in contemporary
recruitment of mobile and
SALARY INFORMATION: INFORMATION TECHNOLOGY
from their main premises to entice talent. technologies such as Front-end JavaScript
web technology skills, Hiring intentions across IT will remain high frameworks and libraries like React and
which has increased overall and organisations will continue to look for Angular2, as well as infrastructure specialists
across DevOps,cloud and security, have the
salaries for Software those on the cutting edge. Candidates
capacity to demand higher rates and salaries.
who can demonstrate agility and
Developers and Engineers.
flexibility are prized assets. The way in
which organisations are able to integrate
Within the Microsoft space, last year saw
a drive for senior candidates however at
new technologies, and sort the fads from present organisations are seeking
The ongoing convergence of IT into other the must-haves will mean that those with intermediates who they can develop
areas of business such as marketing and strong business acumen will be in the according to their specific solution,
finance, has driven the demand for best position. service or industry.
commercially-minded technology
professionals. As companies look to shift Our advice to technology professionals is
the way they interact with clients and
customers, theyre needing to address
internal challenges and professionals who
to stay relevant and upskill to set yourself
apart, but at the end of the day practical
application and experience is what will
noticeable
There has been a
focus on
can handle change management are key. get you the job. recruiting candidates with
Technology delivery specialists with During 2017-18 we will continue to see the right soft skills rather
than purely the technical.
technical skills as well as an agile
approach, who are quick to shift and react
efficiently, are in particularly high demand.
demand for technology professionals and
an ongoing battle for talent. Candidates
are also becoming more selective in
Of late there has been a noticeable focus

This year, we have seen a major increase choosing their next role, looking to work
on recruiting candidates with the right soft
in the recruitment of mobile and web on interesting and exciting projects and
skills rather than purely the technical, as
technology skills, which has increased programmes of work that can advance
companies are more open to teaching
overall salaries for Software Developers their career.
technical skills. Tech employers require
and Engineers. candidates who can understand wider
Hiring practices have been mainly business objectives and have the business
affected by the shift towards IT acumen to communicate with stakeholders.
contracting with organisations looking to Overall, employers are growing
bring on expertise in a non-permanent permanent headcount preferring
capacity to deliver projects and add candidates who are looking for long-term
technical skills in areas where a team is careers rather than contractors who are
falling short. Due to a very active starting to demand higher rates.
contracting market, more people these
days are willing to consider project and

Systems
End User End User Administration/ UNIX
IT OPERATIONS & SUPPORT Support/Level 1 Support/Level 2 Level 3 Administration
55 65 85 85
NSW - Sydney
45 - 55 55 - 70 70 - 90 80 - 100
45 75 100 85
NSW - Regional
40 - 52 65 - 80 80 - 120 80 - 100
52 60 85 95
VIC - Melbourne
48 - 58 55 - 70 75 - 100 80 - 120
45 55 65 85
VIC - Regional
40 - 50 50 - 60 55 - 70 75 - 100
50 55 80 85
45 - 55 50 - 60 70 - 90 70 - 100
50 60 75 85
SA - Adelaide
45 - 55 55 - 65 65 - 85 70 - 100
45 60 80 100
WA - Perth
40 - 50 50 - 70 70 - 90 80 - 120
50 60 85 100
ACT - Canberra
45 - 55 55 - 70 70 - 90 90 - 120
47 60 70 80
TAS - Hobart
45 - 55 55 - 65 65 - 75 70 - 95
45 60 90 70
NT - Darwin
40 - 50 50 - 70 70 - 110 60 - 80
45 55 70 75
NZ - Auckland
40 - 50 50 - 60 60 - 85 70 - 90
45 50 65 88
NZ - Wellington
40 - 50 45 - 55 50 - 70 75 - 95
40 50 60 90
NZ - Christchurch
35 - 45 45 - 55 55 - 65 80 - 100
Service Desk Applications

Team Leader Manager Support Server Engineer Cloud Engineer
80 90 80 125
NSW - Sydney N/A
65 - 85 80 - 100 65 - 100 100 - 125
85 90 75 100 100
NSW - Regional
70 - 100 80 - 100 60 - 90 80 - 120 85 - 120
90 90 80 100
VIC - Melbourne N/A
80 - 105 80 - 120 65 - 95 80 - 120
75 80 70 75
VIC - Regional N/A
70 - 80 75 - 95 65 - 80 65 - 85
80 85 75 90
QLD - Brisbane, Gold Coast & Sunshine Coast N/A
60 - 85 70 - 100 60 - 90 80 - 100
75 75 65 85 95
SA - Adelaide
65 - 90 65 - 90 55 - 80 70 - 100 80 - 120
70 80 75 90 105
WA - Perth
60 - 90 70 - 90 60 - 90 70 - 100 90 - 120
90 90 80 110 120
ACT - Canberra
80 - 100 80 - 100 70 - 90 100 - 120 110 - 130
70 85 70 90
TAS - Hobart N/A
60 - 75 75 - 95 65 - 75 80 - 100
60 60 50 90 100
NT - Darwin
50 - 80 50 - 80 45 - 65 70 - 100 80 - 120
85 85 70 80 80
NZ - Auckland
70 - 95 75 - 110 60 - 80 70 - 90 75 - 110
70 82 85 80 80
NZ - Wellington
60 - 75 77 - 110 75 - 95 70 - 90 75 - 110
70 85 85 80 80
NZ - Christchurch
60 - 75 70 - 100 70 - 95 70 - 90 75 - 110
NOTES:

Network Network Network Network

IT OPERATIONS & SUPPORT DevOps Engineer Administration Engineer Designer Architect
90 90 100 120 140
NSW - Sydney
80 - 110 80 - 95 90 - 120 100 - 130 120 - 160
90 75 90 110 115
NSW - Regional
75 - 115 60 - 80 80 - 100 80 - 120 90 - 140
110 90 110 130 140
VIC - Melbourne
100 - 130 80 - 100 90 - 120 110 - 145 120 - 170
90 75 85 95 110
VIC - Regional
75 - 100 65 - 85 65 - 95 75 - 110 95 - 125
90 80 95 105 115
70 - 110 70 - 90 80 - 110 90 - 120 100 - 130
85 75 90 95 120
SA - Adelaide
80 - 120 70 - 80 80 - 100 85 - 110 100 - 140
85 80 95 105 120
WA - Perth
70 - 100 70 - 90 80 - 110 90 - 120 100 - 140
100 90 110 120 140
ACT - Canberra
90 - 110 80 - 100 100 - 120 110 - 130 130 - 150
85 75 85 100 110
TAS - Hobart
75 - 95 65 - 80 70 - 90 90 - 110 95 - 125
85 70 80 80 90
NT - Darwin
80 - 130 60 - 80 70 - 100 70 - 90 70 - 100
83 80 85 110 120
NZ - Auckland
70 - 110 70 - 85 80 - 110 90 - 125 90 - 130
85 80 85 110 120
NZ - Wellington
80 - 110 70 - 90 80 - 110 85 - 120 110 - 140
80 90 80 100 125
NZ - Christchurch
70 - 90 80 - 100 70 - 90 80 - 110 110 - 150
Data/Voice Storage Security Security

Engineer Engineer Consultant Architect Security Analyst
105 110 120 160 110
NSW - Sydney
90 - 125 95 - 120 100 - 150 130 - 190 80 - 130
90 95 115 150 100
NSW - Regional
80 - 100 80 - 120 100 - 140 130 - 170 90 - 120
100 95 120 160 100
VIC - Melbourne
80 - 130 80 - 120 100 - 170 130 - 180 75 - 120
90 95 90 120 85
VIC - Regional
75 - 110 80 - 120 75 - 100 110 - 140 80 - 100
100 100 110 110 90
90 - 140 90 - 110 105 - 150 100 - 120 80 - 100
90 90 110 120 85
SA - Adelaide
75 - 120 80 - 110 100 - 150 110 - 140 80 - 100
110 90 110 130 95
WA - Perth
80 - 120 80 - 100 90 - 130 110 - 150 80 - 110
110 110 130 170 90
ACT - Canberra
100 - 120 100 - 120 110 - 150 150 - 180 70 - 110
90 110 110 130 140
TAS - Hobart
80 - 110 100 - 120 100 - 140 110 - 150 120 - 160
90 100 120 110 90
NT - Darwin
75 - 100 90 - 110 100 - 150 100 - 120 80 - 100
83 75 130 150 105
NZ - Auckland
60 -105 70 - 110 120 - 160 110 - 180 90 - 120
98 75 110 140 100
NZ - Wellington
85 - 115 70 - 110 100 - 140 100 - 170 80 - 110
100 75 110 140 100
NZ - Christchurch
80 - 120 70 - 110 100 - 140 100 - 170 80 - 110
NOTES:

.Net Senior .Net Team Leader - Full Stack Full Stack

DIGITAL & SOFTWARE DEVELOPMENT Developer Developer .Net Developer .Net Developer Java
85 95 130 110 110
NSW - Sydney
63 - 100 80 - 110 110 - 140 100 - 125 90 - 120
80 95 120 110 110
NSW - Regional
65 - 95 80 - 110 100 - 130 100 - 130 100 - 130
80 100 120 110 110
VIC - Melbourne
60 - 90 95 - 120 110 - 140 100 - 130 100 - 130
70 80 90 85 85
VIC - Regional
60 - 85 70 - 90 80 - 100 75 - 100 75 - 100
75 110 120 90 80
50 - 80 80 - 120 100 - 140 70 - 100 70 - 100
70 85 95 85 85
SA - Adelaide
50 - 80 75 - 100 80 - 105 75 - 100 75 - 100
80 90 110 95 95
WA - Perth
60 - 90 80 - 110 90 - 125 85 - 125 85 - 125
90 110 120 110 110
ACT - Canberra
80 - 100 100 - 120 110 - 130 100 - 120 100 - 120
80 90 95 75 80
TAS - Hobart
75 - 85 85 - 95 90 - 110 70 - 80 75 - 90
70 85 105 85 85
NT - Darwin
60 - 85 75 - 95 90 - 125 75 - 100 75 - 100
70 110 125 100 110
NZ - Auckland
65 - 85 90 - 120 120 - 140 95 - 125 95 - 125
70 100 125 100 100
NZ - Wellington
60 - 95 95 - 120 120 - 140 95 - 125 95 - 125
70 85 95 80 80
NZ - Christchurch
60 - 80 70 - 100 85 - 110 75 - 90 75 - 100
Java Senior Java Team Leader - Mobile Apps Web/UX/UI

Developer Developer Java Developer Designer
90 110 130 100 100
NSW - Sydney
75 - 95 100 - 120 115 - 140 70 - 120 80 - 100
80 100 120 100 100
NSW - Regional
55 - 80 75 - 100 85 - 130 70 - 120 70 - 120
80 100 120 100 100
VIC - Melbourne
50 - 90 95 - 120 110 - 140 80 - 120 80 - 120
70 80 100 85 70
VIC - Regional
60 - 80 70 - 90 80 - 110 80 - 90 60 - 80
80 100 120 90 90
60 - 90 85 - 120 100 - 130 80 - 100 70 - 100
70 85 95 70 70
SA - Adelaide
50 - 80 70 - 100 80 - 105 55 - 80 60 - 85
80 85 105 75 90
WA - Perth
60 - 90 70 - 95 90 - 125 70 - 95 70 - 100
80 110 120 100 100
ACT - Canberra
70 - 90 100 - 120 110 - 130 90 - 110 90 - 110
75 90 95 80 80
TAS - Hobart
70 - 80 85 - 95 90 - 110 70 - 90 70 - 90
70 85 105 70 75
NT - Darwin
60 - 85 75 - 95 90 - 125 60 - 80 65 - 85
75 110 125 95 90
NZ - Auckland
70 - 90 80 - 120 120 - 140 80 - 120 75 - 120
70 100 110 100 80
NZ - Wellington
60 - 85 90 - 110 100 - 120 90 - 110 70 - 90
60 75 95 75 80
NZ - Christchurch
50 - 70 70 - 90 85 - 110 70 - 90 70 - 90
NOTES:

C/C++ Snr C/C++ Developer Snr Developer Front-End

DIGITAL & SOFTWARE DEVELOPMENT Developer Developer (Other) (Other) Developer
80 110 80 100 110
NSW - Sydney
70 - 80 90 - 120 70 - 90 90 - 120 80 - 120
85 100 85 120 90
NSW - Regional
70 - 100 80 - 120 70 - 100 90 - 130 75 - 120
90 110 80 110 100
VIC - Melbourne
65 - 95 95 - 120 50 - 100 90 - 120 95 - 120
75 80 60 80 70
VIC - Regional
60 - 90 70 - 90 50 - 70 70 - 90 60 - 80
75 90 75 100 85
60 - 90 80 - 100 60 - 90 85 - 110 75 - 100
70 85 70 85 70
SA - Adelaide
50 - 80 70 - 95 50 - 80 70 - 95 60 - 95
80 105 80 100 85
WA - Perth
60 - 90 90 - 120 60 - 90 90 - 110 80 - 110
100 110 80 100 100
ACT - Canberra
90 - 110 100 - 120 70 - 90 90 - 110 90 - 110
75 90 75 90 85
TAS - Hobart
70 - 80 85 - 95 70 - 80 85 - 95 75 - 90
70 85 70 85 75
NT - Darwin
60 - 85 75 - 95 60 - 85 75 - 95 65 - 95
75 90 85 110 95
NZ - Auckland
65 - 85 80 - 110 70 - 90 90 - 125 75 - 120
70 100 75 110 95
NZ - Wellington
65 - 80 80 - 110 70 - 90 90 - 125 75 - 120
70 80 70 80 80
NZ - Christchurch
60 - 80 70 - 90 60 - 80 70 - 90 70 - 90
Senior Test Automation Test/QA

Test Analyst Analyst Test Analyst Manager
80 90 90 128
NSW - Sydney
70 - 90 75 - 105 75 - 110 115 - 140
90 90 95 120
NSW - Regional
85 - 100 80 - 100 85 - 110 100 - 140
80 95 100 115
VIC - Melbourne
60 - 90 75 - 100 80 - 120 100 - 140
80 90 85 105
VIC - Regional
70 - 90 80 - 100 75 - 95 95 - 120
75 90 110 140
65 - 100 80 - 100 90 - 120 120 - 160
70 80 80 100
SA - Adelaide
60 - 80 75 - 95 65 - 95 85 - 110
70 85 90 115
WA - Perth
65 - 90 75 - 100 80 - 100 95 - 130
90 100 100 120
ACT - Canberra
80 - 100 90 - 110 90 - 110 110 - 140
80 90 75 90
TAS - Hobart
70 - 90 80 - 100 70 - 90 80 - 100
70 85 75 95
NT - Darwin
60 - 80 70 - 110 60 - 90 80 - 110
75 85 110 120
NZ - Auckland
55 - 80 70 - 100 90 - 120 110 - 130
75 85 110 110
NZ - Wellington
70 - 80 70 - 100 90 - 120 95 - 120
70 85 110 110
NZ - Christchurch
60 - 85 70 - 100 90 - 115 95 - 120
NOTES:

Report Writer Data Analyst Data Scientist Data Modeller

75 90 145 120
NSW - Sydney
55 - 90 75 - 105 100 - 180 100 - 140
70 80 130 120
NSW - Regional
65 - 80 70 - 110 100 - 160 100 - 160
80 90 140 125
VIC - Melbourne
65 - 90 75 - 130 100 - 180 100 - 150
70 75 110 115
VIC - Regional
60 - 80 65 - 88 100 - 150 100 - 140
75 80 105 110
60 - 90 65 - 95 90 - 120 100 - 120
60 65 110
SA - Adelaide N/A
55 - 70 55 - 70 100 - 150
75 90 135 120
WA - Perth
55 - 90 75 - 105 100 - 150 110 - 130
80 90 140 120
ACT - Canberra
70 - 90 80 - 100 100 - 150 110 - 130
80 75 115 115
TAS - Hobart
65 - 85 60 - 80 100 - 130 100 - 130
60 90 110 100
NT - Darwin
45 - 65 75 - 105 100 - 150 90 - 110
65 80 100 100
NZ - Auckland
55 - 80 65 - 95 90 - 120 85 - 130
65 75 100 100
NZ - Wellington
55 - 80 65 - 85 90 - 120 85 - 130
65 75 100
NZ - Christchurch N/A
55 - 80 65 - 85 85 - 130
Database Developer BI/DW Development Architect DBA

90 110 130 125
NSW - Sydney
70 - 100 80 - 130 110 - 160 110 - 140
90 110 120 120
NSW - Regional
70 - 110 100 - 140 100 - 140 120 - 150
90 115 130 125
VIC - Melbourne
85 - 105 90 - 130 110 - 180 110 - 150
60 90 100 105
VIC - Regional
50 - 70 85 - 105 90 - 110 90 - 125
85 105 120 100
70 - 100 90 - 120 110 - 130 80 - 140
70 85 100 100
SA - Adelaide
55 - 85 70 - 100 90 - 130 85 - 110
90 90 125 120
WA - Perth
80 - 110 80 - 120 110 - 140 100 - 130
120 110 130 120
ACT - Canberra
110 - 140 100 - 150 130 - 150 110 - 140
75 85 100 105
TAS - Hobart
55 - 80 75 - 95 90 - 110 90 - 125
85 90 100 100
NT - Darwin
70 - 100 80 - 120 90 - 110 85 - 110
95 110 120 85
NZ - Auckland
75 - 110 90 - 130 110 - 150 80 - 110
80 110 125 110
NZ - Wellington
75 - 90 85 - 120 110 - 140 85 - 120
65 95 125 110
NZ - Christchurch
60 - 80 90 - 100 100 - 140 85 - 120
NOTES:

Senior
Systems Business Business Project Project
PROJECTS & BUSINESS CHANGE Analyst Analyst Analyst BA Manager Co-ordinator Manager
85 100 120 150 73 130
NSW - Sydney
75 - 95 75 - 110 90 - 140 140 - 160 65 - 85 100 - 140
90 100 110 130 70 130
NSW - Regional
80 - 100 80 - 100 100 - 130 110 - 140 60 - 80 100 - 140
90 100 125 150 85 130
VIC - Melbourne
75 - 110 90 - 120 110 - 140 140 - 160 75 - 90 100 - 150
75 75 100 115 75 100
VIC - Regional
65 - 85 70 - 85 85 - 120 100 - 125 70 - 85 90 - 130
85 90 120 125 75 120
75 - 105 80 - 120 100 - 130 110 - 135 60 - 90 90 - 150
85 85 115 130 75 100
SA - Adelaide
65 - 100 70 - 95 95 - 125 100 - 155 65 - 85 90 - 125
90 85 100 115 80 120
WA - Perth
70 - 105 70 - 100 90 - 110 100 - 130 70 - 90 100 - 140
100 100 115 120 75 120
ACT - Canberra
80 - 100 90 - 110 105 - 130 110 - 140 65 - 90 100 - 130
80 85 98 108 70 105
TAS - Hobart
75 - 85 80 - 95 85 - 115 95 - 120 65 - 80 87 - 115
90 85 115 125 80 110
NT - Darwin
70 - 105 70 - 100 90 - 130 110 - 150 70 - 90 90 - 140
95 90 110 130 75 100
NZ - Auckland
70 - 110 75 - 100 90 - 130 120 - 150 60 - 90 90 - 120
85 85 110 120 70 100
NZ - Wellington
70 - 95 75 - 100 95 - 120 100 - 140 60 - 80 90 - 120
85 80 100 115 65 100
NZ - Christchurch
70 - 95 75 - 100 90 - 110 100 - 130 55 - 75 90 - 110
Senior Project
Project Project IT Project Delivery
Manager Director PMO Manager Scheduler Manager
160 195 180 100 150
NSW - Sydney
140 - 180 170 - 220 160 - 200 80 - 110 140 - 160
140 160 180 90 140
NSW - Regional
130 - 160 140 - 180 140 - 200 70 - 110 130 - 150
155 180 160 110 160
VIC - Melbourne
130 - 190 160 - 220 140 - 220 90 - 140 140 - 180
140 160 160 90 160
VIC - Regional
120 - 160 140 - 180 140 - 180 70 - 100 140 - 180
130 170 170 100 130
120 - 160 150 - 200 140 - 200 60 - 150 120 - 160
130 160 145 110 140
SA - Adelaide
120 - 150 130 - 200 120 - 180 90 - 140 125 - 165
140 175 190 70 120
WA - Perth
110 - 160 150 - 210 180 - 200 60 - 90 80 - 150
150 180 170 110 150
ACT - Canberra
120 - 170 160 - 200 150 - 200 100 - 120 140 - 170
120 130 150 70 120
TAS - Hobart
110 - 130 120 - 150 130 - 180 65 - 75 100 - 130
140 160 155 70 125
NT - Darwin
120 - 160 120 - 180 120 - 180 60 - 90 80 - 150
135 150 150 65 130
NZ - Auckland
120 - 150 135 - 175 135 - 175 55 - 75 110 - 150
130 150 130 60 135
NZ - Wellington
110 - 150 130 - 180 118 - 148 52 - 65 120 - 150
130 150 135 60 135
NZ - Christchurch
110 - 150 120 - 180 125 - 145 52 - 65 120 - 150
NOTES:

Senior Change Manager

PROJECTS & BUSINESS CHANGE Change Lead Change Manager Change Analyst
170 140 110
NSW - Sydney
150 - 190 120 - 160 100 - 120
160 130 100
NSW - Regional
140 - 190 110 - 160 90 - 120
170 140 100
VIC - Melbourne
150 - 190 110 - 160 90 - 120
130 120 100
VIC - Regional
120 - 160 100 - 140 90 - 120
N/A 140 N/A
120 - 180 100 - 180 60 - 100
130 120 85
SA - Adelaide
120 - 160 85 - 160 70 - 95
130 125 110
WA - Perth
120 - 150 100 - 150 90 - 120
140 120 100
ACT - Canberra
120 - 160 100 - 130 90 - 110
135 110 90
TAS - Hobart
120 - 150 90 - 130 80 - 100
130 105 70
NT - Darwin
120 - 150 80 - 120 60 - 80
150 115 110
NZ - Auckland
130 - 200 95 - 130 100 -120
140 105 100
NZ - Wellington
120 - 150 92 - 110 90 - 110
140 115 100
NZ - Christchurch
120 - 150 100 - 130 90 - 110
MISCELLANEOUS IT Trainer Technical Writer

90 100
NSW - Sydney
65 - 110 90 - 115
90 100
NSW - Regional
70 - 110 90 - 115
90 100
VIC - Melbourne
70 - 110 90 - 115
75 85
VIC - Regional
65 - 85 75 - 95
90 85
65 - 120 65 - 100
75 67
SA - Adelaide
55 - 110 55 - 90
85 90
WA - Perth
65 - 105 80 - 100
90 90
ACT - Canberra
80 - 100 80 - 100
80 75
TAS - Hobart
70 - 90 70 - 90
75 85
NT - Darwin
65 - 95 70 - 100
75 80
NZ - Auckland
60 - 90 75 - 95
90 88
NZ - Wellington
70 - 110 78 - 91
70 80
NZ - Christchurch
65 - 80 75 - 95
NOTES:

Infrastructure Service Development Applications

MANAGEMENT Manager Delivery Manager IT Manager Manager Manager
150 150 165 150 130
NSW - Sydney
130 - 180 110 - 180 140 - 180 125 - 180 120 - 140
120 130 130 130 130
NSW - Regional
100 - 140 100 - 150 100 - 160 110 - 150 110 - 150
135 130 155 140 140
VIC - Melbourne
115 - 160 110 - 160 120 - 200 110 - 180 120 - 180
110 110 110 120 110
VIC - Regional
100 - 130 100 - 130 80 - 140 100 - 140 90 - 120
125 130 135 140 140
100 - 160 100 - 160 100 - 170 120 - 180 100 - 180
130 100 130 140 145
SA - Adelaide
100 - 160 80 - 130 85 - 165 100 - 220 100 - 220
130 130 125 130 120
WA - Perth
120 - 140 90 - 160 90 - 140 110 - 150 100 - 140
140 140 150 130 110
ACT - Canberra
120 - 160 100 - 160 140 - 180 120 - 140 100 - 120
110 95 120 110 100
TAS - Hobart
100 - 120 90 - 110 110 - 150 100 - 120 90 - 110
130 120 125 105 120
NT - Darwin
120 - 140 90 - 140 85 - 165 95 - 130 100 - 140
120 90 130 130 120
NZ - Auckland
100 - 125 85 - 120 120 - 150 120 - 150 110 - 140
127 100 120 130 110
NZ - Wellington
90 - 150 88 - 130 110 - 140 85 - 155 80 - 140
115 90 120 110 110
NZ - Christchurch
100 - 130 80 - 110 100 - 140 85 - 120 80 - 140
Enterprise Chief
Architect Head of Digital Security Officer CIO CTO
200 220 250 265 265
NSW - Sydney
150 - 250 180 - 250 200 - 300 210 - 350 210 - 350
140 160 200 220 200
NSW - Regional
130 - 160 130 - 200 180 - 220 180 - 240 160 - 240
210 230 240 260 250
VIC - Melbourne
190 - 250 180 - 300 200 - 300 220 - 350 220 - 350
150 150 180 200 200
VIC - Regional
130 - 180 130 - 180 150 - 210 180 - 220 180 - 220
110 200 200 225 225
100 - 120 165 - 250 165 - 250 150 - 300 150 - 300
140 150 180 200 200
SA - Adelaide
120 - 180 130 - 180 150 - 210 140 - 280 140 - 260
150 150 200 240 240
WA - Perth
130 - 160 130 - 180 180 - 220 220 - 250 220 - 250
200 150 180 230 220
ACT - Canberra
180 - 240 120 - 180 160 - 220 180 - 260 200 - 280
140 140 120 180 150
TAS - Hobart
120 - 160 120 - 160 110 - 140 160 - 250 140 - 200
120 150 130 150 150
NT - Darwin
100 - 130 130 - 180 110 - 150 140 - 200 140 - 200
150 135 175 170 180
NZ - Auckland
130 - 200 110 - 180 150 - 220 150 - 220 150 - 240
150 135 175 180 180
NZ - Wellington
130 - 200 110 - 180 150 - 220 145 - 215 145 - 215
150 135 175 180 180
NZ - Christchurch
130 - 200 110 - 180 150 - 220 140 - 215 120 - 215
NOTES:

CONSTRUCTION, ARCHITECTURE & ENGINEERING
AUSTRALIA work, which is increasing candidate experience are in demand as are

movement and salaries. A strong civil Estimators and Contract Administrators.
Australias construction and engineering market continues with a number of Significant infrastructure spend and major
industry will continue to be one of the subdivisions, land releases and road projects including road upgrades will boost
strongest economic drivers in 2017-2018 duplications. A strong residential market the civil market over the next few years.
and as such we are likely to see continued is being driven by townhouses and small
SALARY INFORMATION: CONSTRUCTION, ARCHITECTURE & ENGINEERING

upward pressure on salaries across most In the Northern Territory, significant
unit developments. In short supply are
professions and regions, with the likely investment in defence housing,
Project Managers and Site Managers on
exception of WA. infrastructure and commercial development
medium to high-rise residential projects,
totalling $2 billion is driving the market.
The demand for residential dwellings as well as Contract Administrators, Civil
Job seekers with defence clearance,
remains high and consequently the supply Forepersons and Project Engineers.
especially client-side Project Managers, are
and demand ratio has tipped in favour of Victoria remains busy with general in demand. In addition, a major $1 billion
Project Managers, Construction Managers, commercial, residential apartments, aged land releasewill drive new residential,
Contract Administrators, Structural and care and education facilities. High-rise commercial and education projects.
Civil Engineers and Architects. development in Melbournes CBD is
Tasmania is experiencing its busiest
strong, with apartment construction in the
construction period of the last decade
suburbs adding to the boom.
andAustralias construction
engineering industry
Consequently there is a shortage of
Contract Administrators, Estimators and
with a number of major projects underway
including a $2 billion refurbishment of
Hobart hospital, the renovation of
will continue to be one of Project Managers.
Parliament Square and Myer Stage 1 and 2.
the strongest economic Residential housing continues at a steady Civil investment in roads infrastructure,
pace with subdivisions widespread, major supermarket construction projects
drivers in 2017-2018.
especially in Melbournes Northwest and
Southeast. Significant civil works include
and nursing homes in the North as well as
the rollout of the NBN are all creating
rail upgrades and the Melbourne Metro further employment opportunities.
The last three years have been fruitful for project. Demand for Roads, Highways and
Architects and Building Engineers with Rail Engineers is putting upward pressure
huge demand for BIM/REVIT skills. on salaries, causing local movement and
Increasing importance is being placed on attracting interstate candidates.
hiring for aptitude and cultural fit in
Moving on to Queensland, high-rise
addition to technical skills. We explore
residential development in Brisbane is
this further in our recent report The Role
ongoing, boosted by overseas investment.
of an Architect today and tomorrow.
Activity on the Gold Coast is driven by
Theres also been consistent opportunities residential construction and the 2018
for mid-level Interior Designers with Commonwealth Games. On the Sunshine
REVIT and varied sector experience. Coast, a robust commercial and residential
Taking a closer look at demand across the construction market is projected for the
states and territories, NSWs market remains next few years. Northern Queenslands
strong. Sydney in particular is buoyant with civil construction market has improved
commercial, residential, office and retail due to investment in mining infrastructure,
projects all underway in addition to hospital roads and bulk earthworks.
and private school refurbishments. In Western Australia, civil construction is
The civil market is expected to strengthen buoyant especially in Perth due to highway
with significant state government extensions and the airport link driving
investment in roads and rail. Project demand for Civil Supervisors, Project
Engineers, Project Managers, Forepersons Managers and Estimators. Commercial is
and Estimators are in demand for major also increasingly busy, with a number of
rail projects including the Sydney Metro, $100 million Tier 1 projects in the CBD
Sydney Light Rail and the Parramatta leading to demand for Project Managers,
Light Rail. Forepersons and Estimators, Plumbing and
Mechanical Project Managers.
Turning to the ACT, one of the major
drivers in the construction market is the In Adelaide, medium density apartment-
$700 million light rail project and building has significantly increased as has
associated commercial and residential commercial activity. Site and Project
Managers with $20 million plus project

CONSTRUCTION, ARCHITECTURE & ENGINEERING
NEW ZEALAND In particular, demand for Quantity talent; the forward workload for
Surveyors, Estimators, Project Managers and engineering companies is certainly
Experienced Technicians and Registered Site Managers has outstripped supply with promising and theres little sign of it
Architects across the commercial market many organisations recruiting offshore. slowing down.
are in continuous demand as Christchurch Candidates with large-scale project
moves into the next phase of its CBD experience and experience in seismic
commercial rebuild, Wellington recovers strengthening are at a premium too.
from recent earthquakes and Auckland
drives ahead with new commercial and There has been limited salary movement
residential projects. over recent years due to main contractors
and subcontractors reducing margins to
Technicians and experienced graduates win projects. To attract and retain the best
with Revit or ArchiCAD experience are talent these employers need to find a way
highly sought after. Firms are looking for to offer improved remuneration packages.
candidates who can adapt well to both
systems if possible and are willing to offer
competitive salaries.
Ongoing demand also exists for
Registered Architects and Architectural
Structural
The demand for
Engineers, Civil
Designers who are a Licensed Building Engineers, Mechanical
Practitioner (LBP) and can therefore sign & Electrical Building
off on projects and put forward
submissions to councils. Services Engineers and
Land Surveyors is high.
Practices are experiencing higher
employee churn due to the number of

opportunities now available to candidates,
compared to the limited job market of The engineering market continues to
previous years. Employers need to move surge forward with the majority of
quickly, create roles for experienced buildings now assessed. Detailed design
SALARY INFORMATION: CONSTRUCTION, ARCHITECTURE & ENGINEERING
candidates and ensure they offer and strengthening solutions have been
development opportunities as well as prepared and presented to building
competitive salaries. owners and repair work is underway. At
the same time the surge in commercial,
residential and infrastructure projects in
all regions has created significant
candidate shortages for qualified
country
Employers across the
nd attracting
Engineers with experience in each of
these areas.
and retaining talented The demand for Structural Engineers, Civil
building professionals Engineers, Mechanical & Electrical Building
a challenge due to the Services Engineers and Land Surveyors is
high. The technical level of expertise
volume of ongoing work.
sought is typically at the mature graduate
level through to senior technical delivery
candidates, with the main areas of
experience needed across building design
Employers across the country find and infrastructure project work. Drafters
attracting and retaining talented building with a few years of Civil 12d, Civil 3D or
professionals a challenge due to the Revit experience are also in high demand.
volume of ongoing work. This is being
driven by increased construction projects Engineering salaries are increasing due to
in Auckland, anchor projects gaining ongoing skill shortages. Structural
momentum in Christchurch, earthquake Engineers have seen the biggest rises and
repairs in Wellington, infrastructure contracting is now becoming a viable
recovery work in Kaikoura and North career option rather than an occasional
Canterbury and overall greater investment opportunity. We are finding that
as a result of a growing population. employers will create positions for quality

ARCHITECTURE
Graduate Project Senior

Architect Architect Architect Architect BIM/CAD
2-5 yrs exp 5 - 10 yrs exp 5 - 10 yrs exp 5 - 10 yrs exp Drafter Manager
NSW - Sydney 50 - 80 80 - 110 75 - 100 100 - 150 55 - 80 100 - 140
NSW - Regional 50 - 65 70 - 90 60 - 80 80 - 120 45 - 70 80 - 120
VIC - Melbourne 50 - 80 75 - 100 70 - 95 100 - 150 50 - 85 90 - 130
VIC - Regional 50 - 70 70 - 90 70 - 90 85 - 120 50 - 75 80 - 120
QLD - Brisbane, Gold Coast & Sunshine Coast 48 - 70 70 - 95 70 - 95 90 - 120 45 - 90 85 - 110
QLD - Regional 48 - 55 65 - 80 55 - 75 70 - 90 45 - 65 70 - 90
SA - Adelaide 48 - 60 60 - 85 55 - 75 75 - 110 40 - 70 70 - 110
WA - Perth 48 - 65 70 - 85 70 - 90 90 - 120 50 - 80 80 - 120
ACT - Canberra 48 - 65 80 - 100 65 - 90 90 - 130 50 - 80 90 - 120
TAS - Hobart 48 - 55 65 - 80 55 - 65 65 - 80 35 - 45 45 - 75
NT - Darwin 48 - 65 55 - 75 70 - 90 90+ 40 - 80 65 - 120
NZ - Auckland 45 - 60 85 - 110 80 - 100 110 - 140 60 - 90 95 - 130
NZ - Christchurch/Wellington 45 - 60 80 - 110 65 - 85 90 - 130 45 - 90 80 - 120
Interior Senior Interior

Designer Designer Planner Senior Planner Urban Landscape
2-7 yrs exp 7+ yrs exp 2-5 yrs exp 5+ yrs exp Designer Architect
NSW - Sydney 50 - 85 85 - 130 55 - 90 90 - 135 55 - 130 55 - 115
NSW - Regional 45 - 80 80 - 90 45 - 75 75 - 90 55 - 90 55 - 75
VIC - Melbourne 50 - 80 85 - 130 55 - 90 90 - 135 55 - 130 55 - 115
VIC - Regional 50 - 80 80 - 110 55 - 75 75 - 110 45 - 90 45 - 90
QLD - Regional 45 - 55 65 - 80 50 - 65 65 - 90 75 - 85 45 - 80
SA - Adelaide 40 - 65 60 - 90 50 - 70 70 - 100 75 - 110 50 - 75
WA - Perth 45 - 75 75 - 90 45 - 65 75 - 110 55 - 110 55 - 90
ACT - Canberra 55 - 80 80 - 100 55 - 75 80 - 120 65 - 90 60 - 100
TAS - Hobart 40 - 55 50 - 70 45 - 55 55 - 75 45 - 60 45 - 60
NT - Darwin 40 - 60 60 - 90 45 - 65 65 - 110 55 - 120 45 - 80
NZ - Auckland 50 - 70 70 - 95 45 - 70 70 - 100 70 - 110 70 - 110
NZ - Christchurch/Wellington 45 - 65 65 - 95 45 - 70 70 - 120 60 - 90 60 - 100
NOTES:

ENGINEERING
Graduate/ Intermediate Associate/

BUILDING SERVICES CAD Drafter - Entry-level - Senior Design Senior Principal/
DESIGN CONSULTANCY Design Drafter CAD Manager Design Engineer Engineer Associate Director
NSW - Sydney 50 - 90 70 - 90 40 - 55 55 - 100 100 - 137 137 - 192
NSW - Regional 50 - 70 60 - 75 45 - 60 55 - 80 100 - 137 137+
VIC - Melbourne 50 - 90 70 - 90 40 - 55 55 - 100 100 - 137 137 - 192
VIC - Regional 38 - 55 60 - 80 40 - 65 60 - 90 90 - 130 130+
QLD - Regional 45 - 55 65 - 90 45 - 60 70 - 110 110 - 135 130+
SA - Adelaide 40 - 80 65 - 80 37 - 55 55 - 85 90 - 130 130+
WA - Perth 50 - 80 80 - 110 50 - 70 70 - 110 100 - 130 130+
ACT - Canberra 40 - 60 55 - 75 50 - 59 65 - 85 110 - 130 120+
TAS - Hobart 37 - 60 45 - 70 37 - 50 50 - 80 80 - 100 110+
NT - Darwin 40 - 70 60 - 80 40 - 65 65 - 110 110 - 145 130+
NZ - Auckland 55 - 70 80 - 100 55 - 70 80 - 100 110 - 140 150 - 200
NZ -Wellington 50 - 80 70 - 100 50 - 60 75 - 120 100 - 130 130 - 150
NZ - Christchurch 50 - 70 70 - 90 50 - 60 75 - 120 110 - 130 130 - 150
BUILDING SERVICES Foreperson/ Estimator - Project Senior Project Operations Building

CONTRACTOR Supervisor Snr Estimator Manager Manager Manager Services Manager
NSW - Sydney 70 - 80 70 - 135 80 - 120 110 - 137 135 - 165 130 - 185
NSW - Regional 55 - 70 65 - 80 80 - 90 100 - 120 105 - 120 110 - 165
VIC - Melbourne 60 - 75 70 - 130 80 - 120 90 - 137 110 - 155 110 - 175
VIC - Regional 55 - 75 70 - 130 80 - 120 90 - 137 110 - 155 110 - 175
QLD - Regional 70 - 90 70 - 120 90 - 119 100 - 135 140 - 160 130 - 165
SA - Adelaide 55 - 70 50 - 110 65 - 120 75 - 145 100 - 165 110 - 145
WA - Perth 65 - 90 85 - 120 90 - 130 120 - 150 140 - 180 150 - 180
ACT - Canberra 55 - 65 55 - 75 70 - 90 80 - 110 90 - 130 90 - 130
TAS - Hobart 60 - 75 65 - 90 70 - 100 90 - 120 110 - 150 100 - 130
NT - Darwin 65 - 90 65 - 120 75 - 130 110 - 145 130 - 185 100 - 165
NZ - Auckland 50 - 70 50 - 70 80 - 110 85 - 120 90 - 120 100 - 160
NZ -Wellington 50 - 65 50 - 80 80 - 100 90 - 120 100 - 140 120 - 150
NZ - Christchurch 55 - 75 65 - 85 90 - 110 95 - 130 110 - 130 100 - 150
NOTES:

ENGINEERING
Client Side
Civil Designer Civil/Structural Representative/ Environmental
CIVIL & STRUCTURAL Drafter Drafter Engineer Resident Engineer Engineer
NSW - Sydney 50 - 90 65 - 120 55 - 130 60 - 130 65 - 130
NSW - Regional 50 - 75 50 - 75 60 - 95 50 - 85 60 - 110
VIC - Melbourne 50 - 90 65 - 120 55 - 130 60 - 130 45 - 120
VIC - Regional 40 - 75 45 - 90 55 - 130 65 - 110 41 - 120
QLD - Regional 45 - 70 70 - 95 70 - 125 85 - 120 60 - 90
SA - Adelaide 40 - 60 45 - 75 65 - 80 55 - 90 70 - 110
WA - Perth 50 - 80 65 - 90 55 - 110 80 - 110 80 - 110
ACT - Canberra 40 - 60 45 - 75 55 - 110 59 - 110 55 - 90
TAS - Hobart 50 - 55 45 - 65 60 - 80 75 - 110 60 - 80
NT - Darwin 37 - 60 55 - 80 65 - 130 75 - 130 75 - 110
NZ - Auckland 50 - 80 60 - 80 65 - 120 80 - 130 55 - 120
NZ -Wellington 50 - 80 45 - 80 60 - 140 60 - 120 50 - 120
NZ - Christchurch 50 - 80 45 - 80 60 - 140 60 - 120 50 - 120
Structural/Civil Group Manager/

Project Engineer Land Surveyor Associate Principal
NSW - Sydney 50 - 130 75 - 137 110 - 145 150+
NSW - Regional 60 - 110 70 - 120 110 - 130 130+
VIC - Melbourne 50 - 120 50 - 120 110 - 145 150+
VIC - Regional 50 - 110 50 - 120 110 - 145 130+
QLD - Brisbane, Gold Coast & Sunshine Coast 70 - 130 60 - 120 110 - 145 150+
QLD - Regional 70 - 125 70 - 115 120 - 150 150+
SA - Adelaide 75 - 110 55 - 80 100 - 130 137+
WA - Perth 85 - 120 75 - 100 110 - 140 140+
ACT - Canberra 50 - 100 45 - 80 80 - 120 140+
TAS - Hobart 65 - 90 60 - 85 90 - 110 120 - 160
NT - Darwin 65 - 130 75 - 90 120 - 165 137+
NZ - Auckland 70 - 120 55 - 120 120 - 150 140 - 180
NZ -Wellington 60 - 140 55 - 120 120 - 160 140 - 200
NZ - Christchurch 60 - 140 55 - 120 120 - 160 140 - 200
NOTES:

ENGINEERING
Signalling
Signalling Signalling Maintenance Permanent Way Permanent Way
RAIL INFRASTRUCTURE Designers Supervisors Technicians Designers Track
NSW - Sydney 80 - 130 80 - 135 82 - 105 95 - 145 85 - 120
NSW - Regional 65 - 95 65 - 85 45 - 75 70 - 95 70 - 95
VIC - Melbourne 85 - 140 85 - 140 75 - 105 100 - 150 85 - 130
VIC - Regional 75 - 100 75 - 100 60 - 85 75 - 110 70 - 110
QLD - Regional 75 - 110 70 - 95 60 - 85 78 - 110 70 - 100
SA - Adelaide 70 - 85 60 - 90 55 - 75 70 - 100 70 - 95
WA - Perth 80 - 120 90 - 130 85 - 110 75 - 140 90 - 145
ACT - Canberra 65 - 95 60 - 85 55 - 75 65 - 90 60 - 90
TAS - Hobart 75 - 110 75 - 110 65 - 75 75 - 100 75 - 100
NT - Darwin 73 - 110 75 - 120 60 - 85 80 - 120 75 - 110
NZ - Auckland 65 - 95 65 - 95 50 - 80 70 - 110 70 - 100
NZ -Wellington 55 - 80 65 - 95 50 - 70 70 - 110 80 - 110
NZ - Christchurch 55 - 80 65 - 95 50 - 70 70 - 110 80 - 110
NOTES:
Find out all about the architecture industry across Australia

& New Zealand in our research paper The Role of an Architect
Download your copy now.
hays.com.au/architect hays.net.nz/architect

CONSTRUCTION
CONSTRUCTION CIVIL Leading Hand Foreperson Site Engineer Project Engineer Project Manager
NSW - Sydney 60 - 70 80 - 135 55 - 80 90 - 130 135 - 185
NSW - Regional 60 - 70 80 - 135 55 - 80 120 - 130 140 - 190
VIC - Melbourne 55 - 65 75 - 130 55 - 80 65 - 130 80 - 165
VIC - Regional 55 - 65 70 - 110 55 - 65 70 - 130 90 - 155
QLD - Regional 50 - 75 75 - 120 75 - 85 85 - 120 140 - 170
SA - Adelaide 45 - 65 80 - 115 65 - 80 75 - 120 80 - 130
WA - Perth 80 - 85 90 - 95 90 - 100 90 - 110 110 - 150
ACT - Canberra 50 - 65 70 - 100 55 - 75 75 - 115 100 - 150
TAS - Hobart 55 - 60 60 - 75 55 - 70 65 - 80 80 - 110
NT - Darwin 65 - 85 70 - 110 60 - 120 80 - 140 120 - 150
NZ - Auckland 45 - 60 70 - 85 55 - 80 75 - 100 100 - 160
NZ -Wellington 45 - 60 55 - 80 65 - 80 80 - 100 100 - 130
NZ - Christchurch 60 - 70 65 - 80 70 - 85 75 - 100 90 - 140
Contracts Contracts
Administrator/ Administrator/
Construction Qty Surveyor - Qty Surveyor -
Estimator Manager Junior Senior Design Manager
NSW - Sydney 80 - 165 185 - 225 65 - 80 80 - 130 110 - 135
NSW - Regional 80 - 130 165 - 200 70 - 100 100 - 130 90 - 120
VIC - Melbourne 75 - 165 120 - 185 55 - 75 70 - 130 80 - 135
VIC - Regional 65 - 90 110 - 135 50 - 65 70 - 130 75 - 110
QLD - Regional 90 - 150 145 - 200 65 - 85 85 - 130 110 - 180
SA - Adelaide 90 - 135 110 - 160 50 - 75 75 - 110 75 - 110
WA - Perth 80 - 120 100 - 130 60 - 70 70 - 100 80 - 110
ACT - Canberra 60 - 90 110 - 200 50 - 70 70 - 115 80 - 120
TAS - Hobart 70 - 90 110 - 165 50 - 70 80 - 120 110 - 135
NT - Darwin 80 - 180 114 - 220 60 - 90 80 - 135 90 - 160
NZ - Auckland 70 - 150 140 - 160 50 - 80 110 - 150 100 - 150
NZ -Wellington 70 - 120 120 - 150 55 - 75 90 - 120 90 - 125
NZ - Christchurch 55 - 130 120 - 160 55 - 85 100 - 140 90 - 125
NOTES:

CONSTRUCTION
Project Project
CONSTRUCTION BUILDING Leading Hand Foreperson Site Engineer Engineer Manager Estimator
NSW - Sydney 70 - 95 115 - 145 75 - 85 120 - 155 150 - 220 100 - 180
NSW - Regional 50 - 65 75 - 110 55 - 78 80 - 110 140 - 200 80 - 150
VIC - Melbourne 60 - 75 65 - 135 45 - 75 75 - 130 110 - 200 65 - 135
VIC - Regional 50 - 65 80 - 110 40 - 65 60 - 120 100 - 145 90 - 185
QLD - Regional 65 - 80 80 - 115 65 - 90 85 - 120 130 - 190 80 - 190
SA - Adelaide 45 - 70 65 - 80 40 - 60 65 - 110 100 - 165 85 - 125
WA - Perth 60 - 75 90 - 95 90 - 100 90 - 110 110 - 150 80 - 120
ACT - Canberra 55 - 80 80 - 130 60 - 75 75 - 110 120 - 200 70 - 130
TAS - Hobart 55 - 65 65 - 80 55 - 75 80 - 100 110 - 165 75 - 100
NT - Darwin 65 - 85 70 - 110 60 - 85 80 - 110 110 - 185 75 - 130
NZ - Auckland 55 - 65 65 - 80 60 - 80 75 - 90 100 - 170 70 - 180
NZ -Wellington 45 - 60 55 - 75 60 - 80 80 - 100 100 - 130 80 - 120
NZ - Christchurch 55 - 65 70 - 85 65 - 85 85 - 100 80 - 100 55 - 130
Contracts Contracts
Administrator/ Administrator/
Construction Qty Surveyor - Qty Surveyor - Design
Manager Junior Senior Manager Site Manager
NSW - Sydney 185 - 255 65 - 80 120 - 180 130 - 180 145 - 200
NSW - Regional 110 - 165 70 - 90 75 - 100 110 - 135 100 - 145
VIC - Melbourne 145 - 230 40 - 75 75 - 165 110 - 165 100 - 165
VIC - Regional 135 - 185 35 - 65 80 - 120 90 - 120 80 - 110
QLD - Regional 140 - 220 55 - 85 85 - 140 120 - 170 95 - 140
SA - Adelaide 120 - 200 35 - 55 65 - 135 80 - 110 75 - 125
WA - Perth 120 - 200 90 - 100 100 - 120 90 - 120 90 - 120
ACT - Canberra 140 - 250 50 - 75 75 - 130 75 - 130 90 - 150
TAS - Hobart 130 - 165 55 - 70 80 - 120 90 - 120 80 - 90
NT - Darwin 115 - 220 60 - 85 80 - 135 90 - 135 100 - 145
NZ - Auckland 130 - 170 45 - 70 90 - 150 90 - 120 85 - 120
NZ -Wellington 130 - 150 50 - 70 90 - 120 90 - 120 85 - 110
NZ - Christchurch 130 - 160 55 - 70 100 - 130 90 - 120 85 - 115
NOTES:

CONSTRUCTION
Civil Project
LOCAL GOVERNMENT Traffic Engineer Civil Designer Manager Asset Manager Town Planner
NSW - Sydney 55 - 110 55 - 90 90 - 110 70 - 85 45 - 90
NSW - Regional 55 - 90 50 - 75 70 - 90 60 - 80 45 - 80
VIC - Melbourne 45 - 75 45 - 75 70 - 80 45 - 75 45 - 75
VIC - Regional 40 - 55 45 - 75 70 - 80 45 - 75 45 - 75
QLD - Regional 55 - 85 70 - 85 80 - 150 55 - 85 50 - 85
SA - Adelaide 50 - 70 45 - 60 65 - 80 65 - 80 40 - 75
WA - Perth 80 - 100 65 - 85 80 - 100 80 - 100 65 - 80
ACT - Canberra 70 - 90 55 - 80 N/A N/A 40 - 80
TAS - Hobart 50 - 75 50 - 80 N/A N/A 50 - 75
NT - Darwin 40 - 80 40 - 75 55 - 110 55 - 85 40 - 90
NZ - Auckland 60 - 120 60 - 100 80 - 150 80 - 130 65 - 100
NZ -Wellington 60 - 80 50 - 80 80 - 120 60 - 80 55 - 90
NZ - Christchurch 60 - 80 50 - 80 80 - 120 60 - 80 55 - 100
Building Facilities Facilities Property

Surveyor Coordinator Manager Project Manager Manager
NSW - Sydney 60 - 110 40 - 55 50 - 90 75 - 100 45 - 115
NSW - Regional 45 - 55 35 - 45 50 - 80 65 - 90 35 - 105
VIC - Melbourne 55 - 80 35 - 55 50 - 90 55 - 100 45 - 90
VIC - Regional 55 - 80 35 - 55 50 - 90 55 - 100 45 - 90
QLD - Regional 65 - 100 45 - 70 70 - 95 90 - 115 45 - 80
SA - Adelaide 60 - 85 45 - 65 70 - 95 65 - 95 55 - 95
WA - Perth 80 - 110 60 - 80 80 - 100 75 - 110 70 - 100
ACT - Canberra N/A N/A N/A N/A N/A
TAS - Hobart 70 - 85 60 - 75 70 - 90 80 - 100 N/A
NT - Darwin 50 - 80 40 - 60 60 - 90 60 - 100 45 - 75
NZ - Auckland 60 - 85 45 - 55 70 - 90 80 - 130 70 - 110
NZ -Wellington 50 - 80 45 - 60 60 - 90 70 - 120 70 - 110
NZ - Christchurch 55 - 85 45 - 60 65 - 90 80 - 120 70 - 115
NOTES:

PROPERTY
AUSTRALIA to shape the metropolitan landscape with NEW ZEALAND

high-rise apartments and mixed use
Across the country, business and commercial property attracting investors We are seeing many new building design
consumer sentiment has increased due to and first home buyers. This is creating projects come online from property
stable interest rates. We expect to see high demand for Residential Property developers in Wellington, Auckland and
stronger levels of recruitment as a result, Managers, Commercial Property Managers, Christchurch. These projects range from
with salaries remaining stable. All states Strata Managers, Client-side Project commercial office space, industrial
have major infrastructure projects in the Managers and Development Managers. buildings and retail parks through to
pipeline however varying local economic council projects and asset management
conditions will yield differing appetite for Commercial construction in Tasmania is at upgrades as well as high-end residential
investment and growth opportunities. an all-time high, which will lead to an developments, high-rise apartments and
increase in demand for Commercial subdivision developments.
NSW has seen strong activity from both Property Managers, Asset Management
overseas and domestic developers, professionals and Property Conveyancers. Developers and property consultancies
particularly in high density residential and Despite this salaries are predicted to are battling to secure the best talent.
hotels and concentrated in the CBD, North remain stable. Competition for skilled property
Shore and South Sydney. This has resulted professionals is compounded by the
in continued salary pressure to attract top In Queensland, the commercial property strong demand from the construction
talent in both acquisition and delivery market remains competitive for high- sector where skills are transferable, such
roles. CBD rents are at an all-time high quality tenants therefore well networked as those of Development Managers and
driving with many businesses to look at and experienced Commercial Leasing client-side Project Managers.
city fringe stock, which has impacted Consultants are sought. In residential,
both agents and owners ability to attract demand for Property Managers remains
top candidates.
Victoria is also being driven by strong
extremely high, exacerbated by the
increase in large apartment sites filling property
Competition for skilled
professionals
their body corporate and on-site manager is compounded by the
overseas investment, particularly in the roles with these professionals.
CBD. This is increasing demand for strong demand from the
candidates with project experience in Development in Queensland is shifting
construction sector.
luxury apartments and hotel
developments, which will cause upwards
away from apartment buildings as
medium and low density residential
pressure on salaries. housing becomes a key investment Client-side Project Managerswith large
market in growth corridors. This will result construction project delivery experience and
Also in Victoria, well continue to see in some developers downsizing whilst strong local knowledge are always of interest
increased demand for sales staff due to others are recruiting to take advantage of to companies as are Development Managers.
the ongoing popularity of apartments and changing conditions. Returning New Zealanders from overseas are
SALARY INFORMATION: PROPERTY
the Southeastern corridor booming with of particular interest to employers thanks to

new homes and off-the-plan sales. South Australia is continuing its upward
their combination of local knowledge and
Continued government investment in trend spurred by the flow of foreign
international experience.
infrastructure will afford government investment into Adelaide and the surge in
agencies and project management medium to high density residential Experience and reputation is the greatest
consultancies a healthy pipeline of work, development. While salaries will remain form of currency for all candidates in the
increasing the demand for candidates. relatively stable, we will see an increase in property sector as employers will often make
demand for roles across the residential decisions based on those factors. However,
and commercial sectors as the built there is now recognition that due to
environment becomes denser. significant growth in the industry, new talent
infrastructure
All states have major
projects in the Western Australia, on the other hand, has
struggled with oversupply and decreasing
needs to recruited, nurtured and developed
to meet present and future needs.
pipeline however varying population growth. Tenancy vacancies in It is little surprise that this demand is
local economic conditions the commercial and residential sectors have being reflected in increasing salaries and
will yield differing appetite increased. This oversupply of office space attractive benefits from those companies
has resulted in increased demand for that can afford it, but it is also at the
for investment and effective negotiators in the commercial expense of those organisations that do
growth opportunities.

ACTs residential property market remains
leasing space. The never-ending
requirement for quality Residential Property
Managers remains, with salaries unchanged.
not have the financial resources available
to compete with the main players.
buoyant with record house sales in

Canberras inner North and established
suburbs. Developers in Canberra continue

PROPERTY
Commercial/ Commercial/
Industrial/Retail Industrial/Retail
Property Management Property Management Residential Property Residential Property
0 - 3 yrs exp 3+ yrs exp Manager 0 - 3 yrs Manager 3+ yrs
NSW - Sydney 50 - 70 65 - 120 45 - 65 65 - 80
NSW - Regional 45 - 60 60 - 110 45 - 65 65 - 80
VIC - Melbourne 40 - 60 60 - 100 45 - 55 55 - 80
VIC - Regional 35 - 55 55 - 95 35 - 50 45 - 85
QLD - Brisbane, Gold Coast & Sunshine Coast 45 - 60 55 - 100 35 - 50 45 - 70
QLD - Regional 35 - 55 55 - 85 35 - 50 45 - 65
SA - Adelaide 35 - 65 60 - 85 35 - 50 50 - 65
WA - Perth 50 - 75 80 - 110 40 - 60 60 - 85
ACT - Canberra 50 - 65 65 - 110 45 - 60 60 - 90
TAS - Hobart 45 - 55 60 - 85 40 - 55 45 - 65
NT - Darwin 65 - 75 75 - 110 45 - 60 55 - 80
NZ - Auckland 55 - 70 80 - 100 60 - 80 80 - 100
NZ - Christchurch/Wellington 45 - 65 70 - 110 45 - 60 50 - 80
Asset Manager Asset Manager

0 - 3 yrs exp 3+ yrs exp Retail Centre Manager Lease Administrator
NSW - Sydney 65 - 100 85 - 165 80 - 110 50 - 80
NSW - Regional 65 - 100 75 - 110 70 - 100 45 - 80
VIC - Melbourne 65 - 90 90 - 120 75 - 130 45 - 60
VIC - Regional 60 - 85 85 - 115 65 - 105 35 - 50
QLD - Regional 70 - 90 90 - 120 75 - 155 35 - 50
SA - Adelaide 55 - 85 68 - 110 75 - 140 50 - 65
WA - Perth 75 - 90 90 - 135 75 - 130 40 - 55
ACT - Canberra 70 - 100 90 - 130 90 - 140 50 - 65
TAS - Hobart 55 - 85 75 - 110 80 - 120 35 - 55
NT - Darwin 65 - 90 80 - 125 80 - 120 45 - 60
NZ - Auckland 90 - 110 110 - 150 90 - 150 45 - 60
NOTES:

PROPERTY
Commercial/
Valuer CPV/RPV Valuer CPV/RPV Industrial/Retail Client side
0 - 3 yrs 3+ yrs Sales & Leasing Project Manager
NSW - Sydney 45 - 85 65 - 100 60 - 150 120 - 200
NSW - Regional 40 - 80 55 - 100 55 - 120 120 - 200
VIC - Melbourne 55 - 65 65 - 110 60 - 120 60 - 180
VIC - Regional 45 - 65 65 - 100 55 - 115 60 - 180
QLD - Regional 37 - 75 65 - 90 45 - 165 80 - 150
SA - Adelaide 45 - 75 65 - 100 65 - 100 90 - 130
WA - Perth 55 - 82 75 - 120 75 - 165 60 - 180
ACT - Canberra 50 - 75 75 - 110 70 - 140 80 - 130
TAS - Hobart 50 - 68 65 - 90 55 - 90 80 - 150
NT - Darwin 50 - 75 65 - 110 55 - 100 90 - 160
NZ - Auckland 50 - 80 80 - 130 130 - 200 120 - 180
Assistant
Acquisitions Acquisitions Development Development Development
0 - 4 yrs exp 4+ yrs Manager Manager Director
NSW - Sydney 70 - 100 100 - 300 55 - 110 120 - 250 200 - 400
NSW - Regional 55 - 95 100 - 300 55 - 110 120 - 250 200 - 400
VIC - Melbourne 75 - 95 95 - 150 55 - 85 100 - 200 200 - 300
VIC - Regional 65 - 100 90 - 165 50 - 85 110 - 155 155 - 200
QLD - Regional 55 - 100 75 - 140 45 - 65 100 - 150 150 - 200
SA - Adelaide 40 - 85 110 - 140 50 - 90 130 - 200 145 - 230
WA - Perth 55 - 100 110 - 160 60 - 90 110 - 155 165 - 230
ACT - Canberra 60 - 100 90 - 180 60 - 90 100 - 180 180 - 240
TAS - Hobart 50 - 85 65 - 110 50 - 85 100 - 140 135 - 165
NT - Darwin 50 - 85 65 - 110 50 - 85 110 - 145 145 - 185
NZ - Auckland 60 - 80 80 - 120 70 - 120 180 - 250 300 - 400
NZ - Christchurch/Wellington 50 - 90 100 - 140 55 - 90 140 - 180 300 - 400
NOTES:

FACILITIES MANAGEMENT
AUSTRALIA In Queensland, recruitment in Brisbane NEW ZEALAND

remains relatively flat as asset owners
Australias facilities management job make redundancies in-house to cut costs Increased development and construction
market is active, with demand evident and drive efficiencies. As is the case in activity has fuelled the demand for
across the country. Starting firstly in New Western Australia, FIFO roles are now facilities management professionals, and
South Wales, the ongoing construction rarely available and candidates are instead weve seen some salary increases across
boom fuelled demand for mobilisation looking for work in the states bigger cities. the industry.
and commissioning professionals.
Despite this, demand remains for Facilities However salaries in soft services remained
Employers look for skilled Facilities
Managers with service provider or flat. As buildings are completed and
Coordinators with experience and will
consulting experience and those with the occupied, the demand has increased for
invest in their development. Relocation
niche skills of Technical Facilities individuals with the skills required to run
Managers and Project Managers are also
Managers with experience in commercial and maintain them. Many corporates have
in demand since many organisations are
high-rise buildings. Consultancies are recognised the need to proactively recruit
moving premises.
competing with each other for these in preparation for the increased volume of
Recruitment in the public sector is also in-demand professionals, but many are buildings about to be handed over,
strong with council mergers and state insistent on exact skills matches. For requiring extensive management.
government departments undergoing example, a retail centre might insist on
restructures to find cost savings. As such retail backgrounds. This excludes
the trend is to centralise facilities
management into the corporate function.
Demand for Senior Facilities Managers with
jobseekers with transferable skills and
narrows the potential candidate pool. management
With the facilities
sector
technical skills is strong, and salaries for In Victoria, while salaries remain flat we still yet to peak there is
these professionals are rising as a result. are seeing more prestigious contracts for already a strain on the
SALARY INFORMATION: FACILITIES MANAGEMENT

stadiums, music and entertainment
In Western Australia, candidates are venues coming online, which require a availability of good local
looking for metropolitan roles due to the professional candidates.
reduction in FIFO and regional vacancies.
The resulting abundance of candidates in
higher calibre of candidate. Employers are
willing to look beyond standard cleaning
experience to candidates with services

Perth has placed downward pressure on industry experience. Additional demand
salaries. Additional pressure on margins With the facilities management sector still
exists for Client Services Managers, Area yet to peak there is already a strain on the
and therefore salaries has also come from Managers and Quality and Site Managers.
increased competition from non- availability of good local professional
traditional market entrants, such as In South Australia, white collar facilities candidates. High on an employers agenda
construction and engineering companies. management salaries have remained at are those applicants with local experience,
the same levels as the previous 12 months. which reduces opportunities for those
Second-in-charge roles and much needed new to New Zealand.
support roles have however seen salary
management
Australias facilities
job market
increases. Meanwhile, changes in defence
contracts have led to the movement of
Currently the highest demand is for multi-
skilled Facilities Managers with a good
knowledge of building management
is active, with demand support candidates as whole departments systems and the engineering of a building
evident across the country. relocate to the state.
Due to changes in the mining industry
and the way services companies staff
across commercial, hotel and apartments.
There are many passive local candidates at
all levels interested in better career
More universities, healthcare and mining their ongoing needs, the area of soft opportunities and who feel that their
industry companies are outsourcing their services has seen a boost. The New Royal salaries are not competitive in the current
facilities management function. Temporary Adelaide Hospital is also expected to market. These candidates offer a lot of the
and contract roles have consequently generate new roles and recruitment skills businesses are looking for and are top
increased, with permanent recruitment activity over the next 12 months. of mind for hiring managers. It is anticipated
restricted to vital positions only. that throughout the year, a lot more
In the Northern Territory, salaries have
With a positive turn expected in the decreased due to the state of the mining vacancies will be released and demand will
mining sector over the next 12 months, industry. While a number of Utility Workers outstrip supply, making overseas talent
more permanent positions should become want to relocate in order to gain secure more attractive to employers.
available. Skill shortages in technical areas full-time employment, we are still seeing
such as Chief Engineers and Shift demand for experienced mining Chefs,
Engineers remain in healthcare, which is a although salary packages remain the same.
growing market in the state.

Building Facilities Facilities

Manager Coordinator Manager Service Manager
NSW - Sydney 65 - 80 50 - 65 70 - 100 80 - 150
NSW - Regional 60 - 70 50 - 65 70 - 100 80 - 130
VIC - Melbourne 50 - 75 45 - 65 65 - 110 80 - 120
VIC - Regional 50 - 65 40 - 60 65 - 110 80 - 110
QLD - Regional 50 - 60 40 - 50 55 - 90 65 - 90
SA - Adelaide 60 - 75 45 - 55 65 - 80 75 - 90
WA - Perth 70 - 80 50 - 60 70 - 85 80 - 110
ACT - Canberra 65 - 80 50 - 65 80 - 110 80 - 130
TAS - Hobart 60 - 70 45 - 65 65 - 85 65 - 80
NT - Darwin 60 - 80 60 - 80 65 - 130 100 - 140
NZ - Auckland 60 - 100 55 - 70 70 - 110 70 - 110
Contracts Operations Engineering

Manager Manager Manager Bid Manager General Manager
NSW - Sydney 100 - 150 110 - 150 100 - 150 110 - 150 150 - 250
NSW - Regional 80 - 120 80 - 120 100 - 120 100 - 130 150 - 250
VIC - Melbourne 75 - 120 80 - 120 75 - 110 80 - 150 130 - 230
VIC - Regional 65 - 110 80 - 130 75 - 110 80 - 150 110 - 230
QLD - Regional 65 - 115 75 - 115 65 - 90 80 - 140 110 - 185
SA - Adelaide 80 - 110 80 - 120 70 - 90 80 - 120 110 - 185
WA - Perth 110 - 140 130 - 150 100 - 120 110 - 150 150 - 180
ACT - Canberra 120 - 165 100 - 150 120 - 150 100 - 150 150 - 250
TAS - Hobart 75 - 90 80 - 115 65 - 90 75 - 90 100 - 145
NT - Darwin 100 - 140 90 - 145 90 - 150 75 - 140 120 - 230
NZ - Auckland 80 - 120 90 - 120 85 - 120 80 - 130 120 - 220
NZ - Christchurch/Wellington 70 - 115 80 - 120 75 - 120 80 - 130 100 - 180
NOTES:

Cleaning Operations Cleaning Area

SOFT SERVICES Manager Manager Catering Manager Facilities Helpdesk
NSW - Sydney 80 - 100 65 - 80 75 - 85 50 - 65
NSW - Regional 70 - 100 65 - 80 65 - 75 40 - 50
VIC - Melbourne 80 - 100 65 - 80 75 - 85 50 - 60
VIC - Regional 80 - 100 65 - 80 75 - 85 50 - 60
QLD - Regional 75 - 110 60 - 75 70 - 90 50 - 60
SA - Adelaide 75 - 90 60 - 70 70 - 75 45 - 55
WA - Perth 70 - 90 70 - 100 70 - 90 50 - 60
ACT - Canberra 80 - 100 65 - 80 65 - 75 40 - 55
TAS - Hobart N/A N/A N/A N/A
NT - Darwin N/A N/A N/A N/A
NZ - Auckland 70 - 85 65 - 75 65 - 75 40 - 60
NOTES:

MANUFACTURING & OPERATIONS
AUSTRALIA technology and strong regulation and as it can create further challenges to
governance creating demand for skills in employee engagement, productivity and
The value of the Australian dollar has quality and compliance. This has seen retention levels.
stimulated manufacturing growth and salaries increase and Production &
more companies are bringing The shift towards leaner efficiency is
Operational Managers within the food
manufacturing back in-house as opposed forecast to continue for organisations
industry are in acute demand.
to importing,which is a great sign for aiming to remain competitive. It is
made in Australia products. important to highlight that this doesnt
spell doom and gloom for jobs necessarily;
Growth and positivity, however, are not
words weve heard much of over the last positive
Food has been another
story in the
it can be a very effective method of
supporting growth and increasing
year. Instead the rhetoric has focused on industry, with increased employment opportunities long-term.
the negative rather than a balanced
summary of the many positive examples investment in technology The drive towards leaner methodologies
of companies that have adjusted, and strong regulation and diversification has also seen salaries
transformed, improved and grown. increase for change management
and governance creating professionals in maintenance and at mid-
Undoubtedly the demise of the demand for skills in management levels, who can effectively
automotive sector continues, with many
quality and compliance. manage business transformation.

SALARY INFORMATION: MANUFACTURING & OPERATIONS
of the major players due to shut down if

they have not already. Whilst this has Blue collar recruitment has been steady
caused a knock-on effect on related Businesses have reacted sensibly, with a constant battle to find skilled
industries and job losses, there are many adopting a broader search strategy Fitters, Sheet Metal Workers, Boilermakers
positive stories of talent successfully nationally and internationally, and we and Welders. Weve also seen an
transferring into other industries and have seen the successful movement of increasing requirement for highly
facets of manufacturing. An example of a talent between states, a trend set to experienced Maintenance Electricians,
positive initiative that supported this continue throughout 2017-18. Due to skills who are comfortable with fault-finding
transition was the Victorian state shortages, organisations have also been production lines both mechanically and
governments back to work scheme, promoting referral rewards and bonuses electrically. The talent gap in the market is
where $15 million was allocated to to retain staff. due to the lack of candidates that have
retrenched automotive workers. completed apprenticeships in the last five
An emphasis on leaner efficiency and cost to 10 years.
South Australias automotive closures management is key for many
sparked many SMEs to embrace manufacturing and operations The industry will be defined by
diversification resulting in new headcount organisations. Rather than replace transformation, restructures and
creation across skilled blue collar and senior resigning staff, organisations instead redundancies in 2017-18, making it more
management roles in the latter half of 2016. consolidate or distribute responsibilities competitive for candidates. With greater
within the supply chain. This can be a value sought, candidates who adopt an
Food has been another positive story in agile approach and transform with the
the industry, with increased investment in risky strategy if not carefully considered
industry will see the most success.
Production/ Production Production

MANUFACTURING & OPERATIONS Process Worker Machinist Boilermaker Supervisor Manager
NSW - Sydney 40 - 50 45 - 65 55 - 70 60 - 80 85 - 125
VIC - Melbourne 40 - 50 50 - 65 55 - 70 55 - 80 80 - 110
QLD - Brisbane 40 - 45 45 - 50 50 - 60 55 - 80 75 - 110
WA - Perth 40 - 50 45 - 65 55 - 90 60 - 80 75 - 120
SA - Adelaide 37 - 45 45 - 55 45 - 55 55 - 75 75 - 90
NOTES:

MANUFACTURING & OPERATIONS
Operations Maintenance Engineering

MANUFACTURING & OPERATIONS Manager Manager Manager
NSW - Sydney 120 - 155 100 - 130 80 - 120
V IC - Melbourne 100 - 150 100 - 130 100 - 130
QLD - Brisbane 100 - 140 110 - 130 110 - 140
WA - Perth 105 - 155 85 - 140 100 - 140
SA - Adelaide 80 - 130 70 - 90 80 - 120
Food NPD Manager Technical

QUALITY CONTROL & R&D QA Coordinator QA Manager Technologist Food Manager
NSW - Sydney 60 - 85 90 - 130 65 - 85 100 - 130 105 - 130
VIC - Melbourne 55 - 70 90 - 130 80 - 100 90 - 130 100 - 140
QLD - Brisbane 55 - 75 75 - 100 65 - 75 90 - 120 90 - 120
WA - Perth 55 - 75 80 - 130 75 - 100 80 - 110 80 - 110
SA - Adelaide 55 - 70 70 - 90 55 - 75 75 - 100 110 - 130
Mechanical Electronics
PRODUCT DESIGN & DEVELOPMENT Drafter Design Engineer Project Engineer Engineer R&D Manager
NSW - Sydney 65 - 85 80 - 90 90 - 130 80 - 90 110 - 145
VIC - Melbourne 65 - 85 75 - 100 80 - 110 65 - 85 80 - 110
QLD - Brisbane 50 - 80 80 - 90 90 - 110 90 - 110 90 - 120
WA - Perth 65 - 85 80 - 120 90 - 130 75 - 105 110 - 145
SA - Adelaide 60 - 80 60 - 75 70 - 100 70 - 100 75 - 100
Maintenance Maintenance Maintenance Electrical Reliability

MAINTENANCE & ENGINEERING Fitter Electrician Planner Engineer Engineer
NSW - Sydney 65 - 85 70 - 90 80 - 95 75 - 90 75 - 90
VIC - Melbourne 65 - 85 70 - 90 70 - 80 75 - 95 80 - 100
QLD - Brisbane 60 - 80 70 - 90 70 - 90 100 - 120 100 - 120
WA - Perth 60 - 75 65 - 85 75 - 85 80 - 100 80 - 120
SA - Adelaide 50 - 60 55 - 75 70 - 80 70 - 100 75 - 100
NOTES:

ENERGY
AUSTRALIA for more public-private partnerships, NEW ZEALAND

which will emerge from newly announced
The NSW energy market finds itself in a tender processes. The energy sector in New Zealand
holding pattern while government policy appears to be in a good position with
on asset sales is finalised. The local In addition, the state government has enough power being generated for
industry is waiting desperately for capital committed to continuing its support for domestic needs. Infrastructure has had
investment and is suffering as a result, renewable energy and a low carbon little additional investment so there is still
which has stagnated salaries. economy, which will positively influence a need to upgrade and maintain networks.
essential services and improve
However, there are some pockets of salary infrastructure and policy creation.
pressure in the renewables space and in
particular solar where the industry is
competing for candidates with
infrastructure experience, particularly Civil
In Queensland, over $50m in funding from
the federal governments Australian
Renewable Energy Agency was put
Zealand
The energy sector in New
appears to be in a
Project Managers and Forepersons. towards building six solar farms and were good position with enough
The recent announcement of the final
expecting jobs to be created off the back power being generated
of this in North Queensland. Further North for domestic needs.
phase of the Snowy Hydro will create new
roles and salary increases.
Queensland job creation will result
following last years merger of Energex

and Ergon (Energy Queensland). While
In Auckland and regions experiencing
the market will pick up, there will be no
population growth, the need to build and
There are some pockets
of salary pressure in the
real increase to salaries.
With the state governments commitment
deliver connections to new residential
projects is putting pressure on existing
renewables space and to achieving their 50 per cent renewable suppliers. However, the demand and supply
target by 2030, the talent in most of talent is evenly balanced with the energy
in particular solar where demand will be those with renewable sector managing its labour needs by
the industry is competing energy and environmentally sustainable attracting candidates locally or filling gaps
for candidates with design experience. with returning New Zealanders or migrants
who have newly relocated to NZ.
infrastructure experience.
In Victoria, the energy market experienced
an interesting change in the last 12 months
with the traditional transmission and
Replacing anageing and experienced
workforce is a priority. Finding the
In Western Australia, uncertainty around distribution sector remaining fairly stable equivalent skills to match is the main
the sale and restructure of Western Power in terms of salary levels. Distribution challenge for most organisations whilst
impacted the transmission and Lineworkers have taken a slight hit in specialist Electrical Engineers with primary
distribution sector with many Linespeople salaries due to the continued fall in or secondary substation experience are
retraining in other industries or relocating demand for these individuals. always on the in-demand list.
SALARY INFORMATION: ENERGY
to Eastern states. This impacted salaries. However, growth within the renewables Salaries for employees have remained fairly
The merger of Carnegie Energy, Energy sector will lead to continued salary static with limited opportunity for increases
Made Clean and Lendlease has had a increases as the skills shortage intensifies above the standard rate of inflation.
positive effect on the renewables sector in and the development and construction However, those who possess transferable
the state. Their 10 MW solar project is of projects within Victoria continues to skills are experiencing salary increases if
planned to commence operation within gain momentum. willing to move into the industry.
the next 12 months and will create new
jobs during the construction phase.
Salaries will remain high in this field due
to a shortage of skilled candidates.
In South Australia, the Australian Energy
Market Operator and federal governments
critique of the states blackout has led to
a financial commitment of over $550
million by the state government. Tender
processes for proposed battery storage
facilities and feasibility studies for a state-
owned gas plant as a solution to improve
energy security are underway. Ageing
infrastructure has created an opportunity

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 - 150 130 - 160 110 - 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)
NSW - Sydney 50 - 80 70 - 100 80 - 115 130 - 150
VIC - Melbourne 50 - 80 70 - 90 90 - 130 130 - 175
QLD - Brisbane 60 - 80 80 - 100 90 - 140 140 - 190
WA - Perth 65 - 85 85 - 100 100 - 125 125 - 160
SA - Adelaide 55 - 75 75 - 95 80 - 115 125 - 150
NT - Darwin 65 - 85 80 - 110 115 - 140 125 - 170
NZ - Auckland 55 - 70 70 - 85 80 - 100 90 - 120
Power Systems Protection Transmission Line

Engineer Engineer Design Engineer Project Manager
NSW - Sydney 80 - 120 75 - 110 110 - 150 120 - 160
VIC - Melbourne 80 - 120 75 - 125 100 - 125 100 - 140
QLD - Brisbane 80 - 110 110 - 150 80 - 150 120 - 160
WA - Perth 90 - 130 100 -120 95 - 145 120 - 160
SA - Adelaide 85 - 115 85 - 125 90 - 130 120 - 150
NT - Darwin 95 - 140 100 - 130 90 - 140 135 - 180
NZ - Auckland 90 - 120 90 - 120 90 - 120 105 - 130
Wind Farm Geothermal

RENEWABLE Engineer Solar Engineer Engineer Technician
NSW - Sydney 95 - 135 80 - 125 80 - 110 65 - 80
VIC - Melbourne 95 - 130 95 - 120 80 - 110 65 - 95
QLD - Brisbane 95 - 125 75 - 115 90 - 135 65 - 95
WA - Perth 100 - 130 100 - 120 100 - 130 80-100
SA - Adelaide 100 - 130 100 - 120 90 - 120 70 - 90
NT - Darwin N/A 105 - 125 95 - 125 75 - 110
NZ - Auckland 80 - 110 90 - 120 90 - 115 70 - 90
NOTES:
* Design Engineer - Discipline (Mechanical/Process/Elec/I&C)

ENERGY
Operations & Maintenance
Control Room Control Room Maintenance Maintenance Operations

OPERATIONS & MAINTENANCE Operator Manager Superintendent Planning/Scheduler Manager
NSW - Sydney 75 - 100 85 - 120 85 - 100 80 - 105 140 - 170
VIC - Melbourne 80 - 95 95 - 120 85 - 100 80 - 105 120 - 160
QLD - Brisbane 75 - 100 95 - 125 110 - 140 100 - 120 150 - 200
WA - Perth 80 - 110 100 - 120 120 - 160 90 - 125 160 - 200
SA - Adelaide 80 - 110 95 - 125 95 - 125 95 - 130 120 - 150
NT - Darwin 85 - 95 95 - 125 105 - 140 100 - 130 160 - 220
NZ - Auckland 65 - 95 95 - 125 75 - 115 60 - 80 120 - 140
Asset Engineer Mechanical

(3-7 yrs)* Leading Hand Electrician Fitter E&I Technician
NSW - Sydney 85 - 110 65 - 80 65 - 75 65 - 75 65 - 85
VIC - Melbourne 85 - 130 70 - 90 60 - 80 60 - 80 70 - 95
QLD - Brisbane 80 - 115 85 - 120 70 - 100 70 - 100 80 - 140
WA - Perth 80 - 120 95 - 125 90 - 110 90 - 110 110 - 130
SA - Adelaide 95 - 120 75 - 100 80 - 100 70 - 90 75 - 100
NT - Darwin 90 - 130 90 - 125 85 - 110 85 - 110 90 - 120
NZ - Auckland 70 - 90 65 - 80 70 - 90 70 - 90 90 - 110
G&B Switching Protection Generator

Line worker Linesworker Operator Technician Technician
NSW - Sydney 70 - 100 N/A 65 - 85 70 - 85 70 - 85
VIC - Melbourne 60 - 75 85 - 130 80 - 110 95 - 120 80 - 100
QLD - Brisbane 75 - 100 90 - 130 85 - 120 120 - 160 90 - 140
WA - Perth 75 - 95 85 - 120 95 - 140 90 - 135 80 - 120
SA - Adelaide 70 - 100 85 - 110 85 - 120 110 - 150 85 - 130
NT - Darwin 80 - 120 85 - 120 95 - 140 90 - 135 80 - 120
NZ - Auckland 60 - 85 80 - 100 70 - 90 90 - 120 70 - 90
Directional Operator/
Driller Cable Jointer Cable Layer Maintainer
NSW - Sydney N/A 75 - 100 65 - 90 75 - 95
VIC - Melbourne 70 - 100 80 - 100 70 - 90 80 - 95
QLD - Brisbane 110 - 140 85 - 110 85 - 110 120 - 150
WA - Perth 60 - 90 80 - 120 60 - 85 120 - 150
SA - Adelaide 80 - 110 85 - 110 85 - 110 120 - 150
NT - Darwin 70 - 95 80 - 120 60 - 85 120 - 150
NZ - Auckland 60 - 80 75 - 100 50 - 70 60 - 85
NOTES:
* Engineer (Mechanical/Electrical)

ENERGY
Project Development
PROJECT DELIVERY Project Manager Project Engineer* Construction Manager Site Superintendent
NSW - Sydney 140 - 175 80 - 120 140 - 175 110 - 140
VIC - Melbourne 110 - 150 80 - 120 130 - 150 100 - 120
QLD - Brisbane 120 - 170 90 - 125 140 - 170 95 - 130
WA - Perth 150 - 180 90 - 130 140 - 170 120 - 160
SA - Adelaide 120 - 140 85 - 125 130 - 160 110 - 135
NT - Darwin 120 - 160 110 - 140 120 - 160 95 - 140
NZ - Auckland 100 - 135 85 - 105 120 - 140 70 - 80
Commissioning Commissioning
Site Engineer Engineer Manager
NSW - Sydney 65 - 95 110 - 135 140 -180
VIC - Melbourne 80 - 120 120 - 140 150 - 180
QLD - Brisbane 75 - 110 115 - 160 130 - 170
WA - Perth 100 - 140 120 - 150 140 - 180
SA - Adelaide 75 - 100 120 - 150 150 - 180
NT - Darwin 80 - 120 100 - 150 140 - 170
NZ - Auckland 75 - 90 90 - 150 120 - 200
PROJECT SERVICES Estimator Senior Estimator Planner/Scheduler Planning Manager
NSW - Sydney 90 - 130 140 - 180 80 - 120 120 - 160
VIC - Melbourne 100 - 120 140 - 170 80 - 110 100 - 150
QLD - Brisbane 85 - 130 135 - 180 70 - 120 120 - 155
WA - Perth 90 - 130 110 - 135 90 - 120 120 - 150
SA - Adelaide 100 - 120 120 - 140 120 - 140 130 - 160
NT - Darwin 85 - 120 115 - 150 100 - 135 95 - 150
NZ - Auckland 65 - 90 90 - 120 65 - 90 90 - 120
Contracts Contracts
Administrator Manager OHS Supervisor OHS Manager
NSW - Sydney 80 - 110 110 - 140 90 - 115 140 - 180
VIC - Melbourne 80 - 100 110 - 140 80 - 110 110 - 140
QLD - Brisbane 80 - 115 110 - 150 90 - 120 115 - 135
WA - Perth 80 - 100 120 - 140 90 - 115 115 - 135
SA - Adelaide 80 - 110 110 - 145 90 - 110 100 - 120
NT - Darwin 85 - 115 120 - 150 100 - 130 100 - 150
NZ - Auckland 60 - 80 80 - 120 60 - 80 80 - 120
NOTES:
* Mechanical/Electrical/Instrumentation & Controls

RESOURCES & MINING
AUSTRALIA positive conditions for Drill and Blast

Specialists and Metallurgists, essentially
What a difference a year has made in cross-discipline candidates with
Australias volatile resources and mining underground experience.
industry. In the second half of 2016 we
saw most commodities pick up with coal Like Western Australia, Queensland is
and iron ore leading the charge. Promises expecting continued demand for Fitters and
of major infrastructure boosts by an increase in demand for Study Managers.
incoming governments both here and Mechanical, electrical and heavy diesel
abroad saw demand for our commodities Fitters are also in demand in the Northern
improve. This combined with the lower Territory and this extends to supervisory
Australian dollar resulted in renewed and engineering roles. Rubber liners and
optimism in the Australian mining market. belt splicers continue to be in high demand
The investment boom of recent years has in South Australia. In NSW and Victoria we
begun to pay dividends as record are observing marked demand for
production and export numbers were Boilermakers as many transitioned back into
further enhanced by improved sale prices. the manufacturing industry.
Job vacancies are on the rise and wage An interesting method of addressing the
erosion appears to have abated as skill above-mentioned skill shortages is
shortages begin to emerge. emerging as some employers consider
candidates with no mining experience.
infrastructure
Promises of major
boosts by
This is expected to become more
prevalent in Queensland, South Australia
and Western Australia. Workers who are
incoming governments new to the sector bring different ideas
SALARY INFORMATION: RESOURCES & MINING
both here and abroad from other industries and should dilute
what remains of the elevated earning
saw demand for our expectations of those that only ever knew
commodities improve.
the boom times. Some Queensland
employers will also reconsider the use of
FIFO candidates to increase their options.
Mass redundancies and the uncertainty of
years prior drove much of the blue collar In another trend, improved technology
workforce into alternative industries around automation and a continual push
closer to home, where many were towards greater mine efficiency and
satisfied to trade reduced wages for maximising production will increase
improved lifestyle. This is particularly engineering roles and eventually reduce
evident in locations such as North repetitive high-risk tasks.
Queensland where many workers were
Overall, we predict salaries will remain flat
expected to work on DIDO rosters, and it
in the year ahead as inexperienced
may be challenging to entice them back.
candidates enter the industry with lower
Another significant recent change has salary expectations and offset the
been the announcement of high-profile emergence of skill shortages in some
diversity targets. Most major miners are areas. However, we do expect an increase
focused on diversifying their workforce to in temporary and contract roles and rates
include a greater proportion of female as employers supplement mining industry
and Indigenous employees, which will entrants with flexible and experienced
improve their social license and widen contractors. As the available candidate
their candidate pool. We expect to see pool drains, we would then expect to see
further emphasis on diversity throughout more of these workers converted into
the 2017-18 financial year. permanent headcount.
Looking at roles in demand by region, Finally, if global uncertainty subsides and
Western Australia continues to see an commodity prices stabilise, expect to see
increase in demand for Geologists with a spike in permanent hires in the second
gold the major driver as exploration half of 2017, with wage inflation to follow.
budgets are increased. In turn, there are

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 - 250 175 - 195 170 - 200 160 - 175 115 - 145
QLD - Coal 220 - 250 170 - 200 180 - 210 160 - 175 120 - 150
NSW 160 - 220 140 - 160 180 - 210 130 - 160 90 - 130
VIC 180 - 200 100 - 150 170 - 200 130 - 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
Graduate Geotechnical Senior

Mining Engineer Engineer Chief Surveyor Surveyor Mine Surveyor
WA 80 - 100 120 - 160 165 - 200 140 - 170 110 - 150
QLD - Hard Rock 70 - 100 120 - 160 155 - 165 135 - 155 110 - 135
QLD - Coal 70 - 100 120 - 160 155 - 165 135 - 155 110 - 135
NSW 60 - 90 130 - 160 150 - 175 120 - 150 120 - 150
VIC 60 - 80 110 - 130 110 - 150 90 - 120 75 - 110
SA 55 - 75 120 - 140 120 - 150 110 - 125 90 - 120
TAS 60 - 85 105 - 130 95 - 120 85 - 115 70 - 90
NT 70 - 90 120 - 160 140 - 160 135 - 155 90 - 135
Pit Technician/
METALLIFEROUS Chief Senior Mine Mine Graduate Geological
GEOLOGY - MINING Geologist Geologist Geologist Geologist Technician
WA 200 - 250 130 - 170 90 - 135 70 - 90 70 - 95
QLD - Hard Rock 170 - 210 140 - 170 95 - 140 60 - 95 70 - 95
QLD - Coal 165 - 200 130 - 165 90 - 130 60 - 90 70 - 95
NSW 180 - 220 120 - 160 90 - 120 60 - 80 70 - 90
VIC 150 - 180 120 - 150 90 - 120 55 - 75 50 - 80
SA 120 - 140 100 - 120 90 - 120 45 - 50 55 - 60
TAS 120 - 160 95 - 115 80 - 100 55 - 70 55 - 70
NT 160 - 200 120 - 170 90 - 130 80 - 95 80 - 95
NOTES:
In WA, SA & NT all salaries are based on 8&6 and 2&1 rosters excluding superannuation and additional benets
For all other states, salaries are based on residential positions excluding superannuation and additional benets
In Queensland more employers are offering drive-in-drive-out (DIDO) options and residential, which has been taken into consideration in these salaries presented

RESOURCES & MINING
Senior
METALLIFEROUS Exploration Exploration Exploration
GEOLOGY - EXPLORATION Manager Geologist Geologist Field Assistant
WA 175 - 220 120 - 160 80 - 120 70 - 95
QLD - Hard Rock 160 - 200 120 - 160 80 - 120 65 - 90
QLD - Coal 170 - 200 130 - 170 100 - 120 65 - 90
NSW 180 - 220 120 - 160 80 - 110 50 - 70
VIC 150 - 180 130 - 160 100 - 125 60 - 80
SA 130 - 150 120 - 160 90 - 120 50 - 70
TAS 120 - 150 95 - 130 80 - 100 55 - 70
NT 150 - 205 120 - 165 100 - 130 70 - 95
Process Engineer Senior Graduate

MINERAL PROCESSING Process Manager - Mid level 3-7yrs Metallurgist Metallurgist Metallurgist
WA 180 - 245 110 - 160 130 - 170 110 - 130 75 - 100
QLD 180 - 230 100 - 140 130 - 170 100 - 130 60 - 75
NSW 170 - 190 80 - 100 100 - 130 80 - 100 60 - 75
VIC 160 - 190 85 - 110 110 - 135 85 - 100 60 - 75
SA 140 - 160 95 - 120 110 - 130 80 - 110 60 - 75
TAS 150 - 180 70 - 100 100 - 125 75 - 100 55 - 70
NT 170 - 220 100 - 130 130 - 160 90 - 120 60 - 80
Mill Metallurgical Laboratory

Superintendent Shift Supervisor Mill Operator Technician Technician
WA 160 - 180 120 - 155 80 - 115 75 - 95 75 - 85
QLD 130 - 150 95 - 120 80 - 105 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:
In Queensland more employers are offering drive-in-drive-out (DIDO) options and residential, which has been taken into consideration in these salaries presented

RESOURCES & MINING
Maintenance Maintenance Maintenance Mechanical Eng Electrical Eng

FIXED PLANT MAINTENANCE Superintendent Planner Supervisor Mid level 3-7yrs Mid level 3-7yrs
WA 170 - 210 150 - 180 140 - 170 120 - 150 120 - 150
QLD 155 - 185 120 - 140 120 - 150 115 - 140 115 - 140
NSW 160 - 180 100 - 130 130 - 150 90 - 120 90 - 120
VIC 120 - 160 100 - 130 90 - 110 80 - 110 78 - 110
SA 120 - 140 90 - 110 100 - 130 90 - 110 100 - 120
TAS 105 - 130 85 - 105 80 - 105 75 - 100 75 - 100
NT 130 - 180 100 - 140 100 - 140 115 - 145 115 - 145
Mechanical Boiler Maker/ Instrumentation

Leading Hand Fitter Electrician Welder Technician
WA 140 - 160 120 - 145 120 - 140 120 - 145 140 - 160
QLD 100 - 115 95 - 115 100 - 120 90 - 115 90 - 120
NSW 100 - 125 90 - 115 90 - 120 75 - 90 80 - 110
VIC 90 - 120 90 - 120 80 - 120 90 - 120 80 - 100
SA 95 - 110 75 - 90 90 - 120 75 -90 85 - 110
TAS 80 - 95 70 - 85 70 - 85 75 - 85 75 - 85
NT 95 - 115 100 - 120 90 - 120 90 - 120 90 - 120

RESOURCES & MINING
Workshop Boiler Maker/

MOBILE PLANT MAINTENANCE Supervisor HD Fitter Auto Electrician Welder Service Person
WA 140 - 165 120 - 145 120 - 145 110 - 140 100 - 120
QLD 130 - 160 125 - 150 120 -140 100 - 115 95 - 150
NSW 105 - 145 80 - 110 90 - 115 80 - 120 85 - 100
VIC 90 - 125 85 - 120 90 - 120 85 - 115 70 - 95
SA 90 - 130 80 - 130 80 - 130 70 - 120 80 - 100
TAS 80 - 110 80 - 110 75 - 100 65 - 85 70 - 85
NT 130 - 160 125 - 150 125 - 150 125 - 150 100 - 120
Open Pit Excavator Dump Truck

Supervisor Operator Operator Driller All-Rounder
WA 150 - 170 125 - 150 100 - 120 105 - 125 120 - 145
QLD 140 - 160 100 - 120 100 - 120 100 - 125 110 - 130
NSW 110 - 140 90 - 120 75 - 110 75 - 115 80 - 120
VIC 105 - 140 90 - 115 70 - 110 75 - 120 80 - 115
SA 110 - 140 100 - 140 85 - 100 75 - 120 85 - 120
TAS 90 - 110 70 - 90 60 - 85 70 - 95 65 - 85
NT 100 - 160 100 - 130 100 - 120 110 - 130 110 - 130
Underground Jumbo Bogger

Supervisor Operator Operator Service Crew
WA 140 - 160 140 - 160 115 - 140 90 - 120
QLD 130 - 160 110 - 130 100 - 120 100 - 120
NSW 130 - 150 110 - 130 110 - 135 90 - 110
VIC 105 - 145 130 - 150 110 - 130 85 - 105
SA 100 - 140 100 - 120 80 - 100 90 - 110
TAS 90 - 110 85 - 110 80 - 105 60 - 75
NT 130 - 160 135 - 170 110 - 140 90 - 120
NOTES:

RESOURCES & MINING
OH&S Manager/ OH&S

OHS & ENVIRONMENTAL HSE Manager Superintendent Coordinator OH&S Officer
WA 170 - 220 140 - 170 120 - 145 100 - 120
QLD 165 - 210 140 - 160 120 - 140 90 - 120
NSW 180 - 220 140 - 200 90 - 130 80 - 120
VIC 140 - 180 90 - 120 80 - 100 70 - 95
SA 140 - 170 120 - 160 75 - 120 55 - 90
TAS 130 - 200 120 - 180 100 - 130 90 - 120
NT 150 - 220 150 - 170 80 - 100 65 - 80
Environmental Environmental Environmental Training

Superintendent Coordinator Officer Coordinator
WA 140 - 160 90 - 150 70 - 90 110 - 140
QLD 140 - 170 130 - 145 90 - 130 90 - 120
NSW 140 - 170 110 - 140 90 - 120 100 - 120
VIC 90 - 120 65 - 85 65 - 85 60 - 75
SA 120 - 140 80 - 100 65 - 90 80 - 100
TAS 100 - 150 100 - 130 65 - 90 65 - 110
NT 90 - 120 80 - 90 75 - 90 90 - 120
Engineering Principal/ Project Senior Design Design

INDUSTRIAL DESIGN Manager Lead Engineer Manager Engineer Engineer
WA 200 - 220 130 - 150 200 - 220 110 - 130 100 - 120
QLD 200 - 220 165 - 200 180 - 220 130 - 170 85 - 120
NSW 150 - 220 140 - 170 130 - 150 100 - 130 80 - 110
VIC 180 - 220 150 - 180 150 - 220 100 - 150 70 - 110
SA 140 - 170 120 - 130 120 - 140 110 - 140 90 - 130
TAS 150 - 190 110 - 140 110 - 140 90 - 110 80 - 100
NT 200 - 250 165 - 210 180 - 250 120 - 170 85 - 120
NOTES:

RESOURCES & MINING
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 130 - 170 90 - 130 120 - 150 85 - 120 65 - 100 80 - 120
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
Project
Construction Engineer
Project Manager/ Senior Planning Contracts (Civil/Mech/
INDUSTRIAL CONSTRUCTION Manager Superintendent Estimator Manager Manager Elec)
WA 180 - 200 170 - 220 120 - 170 120 - 170 120 - 170 95 - 120
QLD 180 - 220 170 - 200 160 - 200 155 - 200 160 - 200 130 - 150
NSW 140 - 180 140 - 180 125 - 160 120 - 170 130 - 180 100 - 120
VIC 180 - 220 180 - 200 120 - 150 140 - 170 150 - 180 90 - 135
SA 140 - 200 130 - 180 130 - 150 120 - 180 140 - 180 110 - 140
TAS 120 - 160 120 - 160 100 - 130 110 - 130 110 - 130 80 - 110
NT 160 - 240 140 - 200 155 - 200 140 - 200 140 - 200 120 - 170
Site Engineer
Contracts Site (Civil/Mech/
Estimator Administrator Planner Supervisor Elec) Safety Advisor
WA 100 - 120 80 - 120 80 - 110 110 - 140 95 - 120 80 - 100
QLD 100 - 150 100 - 135 100 - 140 100 - 140 100 - 140 90 - 130
NSW 75 - 125 90 - 120 100 - 130 100 - 130 90 - 120 90 - 140
VIC 110 - 130 80 - 120 110 - 140 80 - 110 80 - 120 80 - 110
SA 90 - 120 80 - 120 100 - 130 100 - 140 75 - 115 90 - 100
TAS 80 - 120 80 - 110 80 - 110 80 - 110 80 - 115 80 - 100
NT 100 - 150 95 - 140 90 - 140 110 - 150 100 - 140 110 - 130
NOTES:
Salaries are based on residential positions excluding superannuation and additional benets
Site allowances are paid on base salary and range from 15 to 45 per cent depending on location

OIL & GAS
AUSTRALIA roles relating to design and quality are

also being created, predominantly by
Despite the lack of new projects in Western specialist equipment suppliers.
Australia and an abundance of available
candidates, the outlook for the oil & gas The oil & gas sector in Victoria has
industry is mainly positive due to the remained relatively stagnant this year,
increased price of oil over the last 12 months. which in global terms could be considered
somewhat of an achievement. We have
Base salaries have remained the same or seen levels of redundancies decrease and
increased slightly in anticipation of a much more positive outlook from
growth and a period of increased candidates and employers alike. There has
production. In saying that, employers been some exciting acquisitions in the
have been cutting back on bonus state that adds some real promise and
structures and incentives. could signal a key turning point for
Contract positions are still preferred by investment in the industry.
most employers with very few permanent The gas industry remains an important
opportunities on offer. area for Victoria as the states construction
and property market continues to boom
oil The outlook for the

& gas industry is
and Melbourne and its surrounding
regions expand and require utilities.
mainly positive due to In the blue collar space, demand has

increased for Fitters and Boilermakers in
the increased price of oil response to the shortage of suitable
over the last 12 months.
tradespeople.
In terms of skills in demand, there has

been an increase in vacancies for Process
and Reliability Engineers, but on the
flipside demand for Planners and
Designers has taken a hit.
Turning to Queensland, the oil & gas
industry had a challenging 2016, with
exploration and drilling at a 15 year low,
combined with a major decline in SALARY INFORMATION: OIL & GAS
infrastructure investment from historic highs.
While the market remains tough today,
there are some modest signs of
improvement with the demand for
domestic gas likely to aid the industrys
rebound.As a result, hiring activity and
salaries will remain flat in Queensland.
Over in South Australia, 2016 was a
tough year for oil & gas as global
challenges affected employment right
across the industry.
After a reduction in headcount in 2016 for
Engineers and Geoscientists, headcount
levels and salaries have promisingly
remained steady so far in 2017.
Demand for blue collar workers in terminal
operations, where candidates are given
work on an ad hoc basis, has remained
consistent in response to lean operational
practices and teams. Niche white collar

OIL & GAS
Project Development
Graduate Design Senior Design Principal/Lead Engineering

DESIGN/ENGINEERING Engineer Engineer* Engineer Engineer Manager
WA 55 - 75 80 - 120 120 - 150 150 - 200 180 - 220
QLD 60 - 80 80 - 120 120 - 140 140 - 180 180 - 220
NSW 55 - 75 75 - 120 120 - 150 160 - 180 180 - 230
VIC 60 - 75 70 - 110 90 - 140 140 - 160 160 - 200
SA 50 - 55 65 - 80 80 - 120 120 - 140 140 - 160
NT 65 - 95 90 - 135 140 - 180 160 - 250 200 - 260
Senior Design Design

Drafter Manager
WA 90 - 120 120 - 150
QLD 80 - 120 120 - 160
NSW 80 - 110 120 - 180
VIC 75 - 100 120 - 160
SA 65 - 75 90 - 100
NT 90 - 130 150 - 190
Graduate Senior Principal/

SUBSEA DESIGN/ENGINEERING Engineer Engineer Engineer Lead Engineer Manager
WA 60 - 80 80 - 120 120 - 150 150 - 200 200+
QLD 60 - 80 80 - 120 120 - 140 140 - 180 180 - 220
NSW N/A N/A N/A N/A N/A
VIC 60 - 70 80 - 120 120 - 150 140 - 160 180 - 220
SA N/A N/A N/A N/A N/A
NT 60 - 90 80 - 125 150 - 220 180 - 250 200 - 325
NOTES:
All salaries shown are exclusive of superannuation * Design Engineer - Discipline (Civil/Mechanical/Process/Elec/I&C)
* These salaries represent Onshore salaries - for Offshore you can typically add 15 - 20 per cent

OIL & GAS
Project Development
Senior
Senior Planning Contracts Contracts
PROJECT DELIVERY/CONTROLS Planner Planner Manager Admin Admin Cost Engineer
WA 120 - 160 140 - 180 170 - 220 100 - 130 150 - 200 120 - 170
QLD 110 - 130 130 - 160 160 - 200 70 - 120 120 - 150 120 - 140
NSW 90 - 110 110 - 140 150 - 190 70 - 110 110 - 150 110 - 150
VIC 80 - 120 100 - 130 120 - 150 70 - 100 90 - 130 80 - 120
SA 95 - 110 110 - 130 130 - 150 80 - 110 100 - 130 110 - 130
NT 120 - 160 140 - 180 170 - 220 80 - 130 120 - 190 120 - 170
Project
Senior Cost Commercial Controls Commissioning Commissioning
Engineer Manager Manager Engineer Manager
WA 150 - 200 200 - 250 200 - 250 170 -200 200 -250
QLD 140 - 170 180 - 240 170 - 210 130 - 170 170 - 210
NSW 150 - 190 160 - 230 140 - 200 110 - 150 150 - 190
VIC 100 - 150 150 - 220 140 - 160 85 - 120 140 - 170
SA 120 - 130 130 - 140 140 - 160 90 - 130 150 - 170
NT 155 - 210 200 - 275 200 - 270 120 - 170 150 - 210
Project Senior Project Project Senior Project

Engineer*x Engineer Manager Manager Superintendent**x
WA 110 - 150 160 - 200 170 - 220 195 - 240 140 - 180
QLD 110 - 160 160 - 200 160 - 200 200 - 220 140 - 180
NSW 100 - 130 130 - 170 150 - 190 190 - 220 130 - 150
VIC 70 - 100 90 - 130 100 - 125 130 - 160 120 - 160
SA 90 - 100 100 - 130 130 - 150 150 - 180 135 - 160
NT 120 - 190 165 - 230 170 - 220 195 - 240 140 - 180
NOTES:
All salaries shown are exclusive of superannuation * Project Engineer - Discipline (Civil/Structural/Mechanical/Process/Elec/I&C)
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)

OIL & GAS
Project Development
Onshore Offshore QA/QC

PROJECT DELIVERY/CONTROLS HSEQ Advisor/Officer Advisor/Officer HSE Manager Manager
WA 90 - 120 180 - 260 130 - 160 130 - 160
QLD 90 - 120 N/A 130 - 160 120 - 160
NSW 80 - 120 N/A 120 - 200 110 - 160
VIC 90 - 130 N/A 140 - 200 120 - 150
SA 90 - 140 N/A 130 - 160 120 - 140
NT 90 - 160 150 - 200 170 - 245 135 - 175
Corporate Environmental Environmental

HSE Manager Engineer Advisor
WA 180 - 230 120 - 140 130 - 160
QLD 160 - 200 130 - 180 130 - 160
NSW 190 - 250 115 - 165 125 - 180
VIC 140 - 220 120 - 155 110 - 150
SA 160 - 180 125 - 160 90 - 120
NT 220 - 300 140 - 185 155 - 190
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:

OIL & GAS
Operations & Maintenance
Discipline Maintenance Maintenance Production Production Process

OPERATIONS & MAINTENANCE Engineer* Planner Supervisor Superintendent Manager Operator
WA 120 - 180 140 - 180 120 - 160 135 - 180 140 - 200 80 - 100
QLD 100 - 150 110 - 160 120 - 160 130 - 180 140 - 180 80 - 100
NSW 100 - 150 100 - 140 100 - 140 110 - 150 150 - 190 75 - 115
VIC 75 - 125 90 - 120 90 - 130 110 - 150 140 - 180 80 - 110
SA 85 - 120 95 - 120 120 - 130 130 - 150 150 - 180 80 - 100
NT 135 - 180 120 - 170 120 - 160 120 - 170 150 - 210 100 - 120
Discipline Ops Support Ops

DESIGN/ENGINEERING Tech** OIM Engineer Superintendent Ops Manager
WA 85 - 120 190 - 250 100 - 150 140 - 180 200 - 250
QLD 70 - 110 N/A 100 - 140 130 - 180 200 - 240
NSW 70 - 90 N/A 80 - 110 120 - 180 190 - 260
VIC 60 - 100 180 - 250 90 - 130 120 - 170 150 - 200
SA 70 - 110 170 - 200 90 - 130 140 - 180 180 - 220
NT 85 - 120 N/A 100 - 150 150 - 200 210 - 300
NOTES:
All salaries shown are exclusive of superannuation * Discipline Engineer - Discipline (E&I/Mech/Process/Corrosion/Materials/Reliability)
** Discipline Tech - Discipline (E&I/Mech/Process)

OIL & GAS
Geosciences & Petroleum Engineering
Graduate Intermediate Senior Lead Exploration Technical

GEOSCIENCES Geoscientist Geoscientist Geoscientist Geoscientist Manager Assistant
WA 60 - 90 80 - 110 140 - 180 180 - 220 230 - 300 50 - 80
QLD 60 - 90 90 - 120 120 - 160 160 - 200 210 - 270 60 - 80
NSW 65 - 95 90 - 130 120 - 185 180 - 250 210 - 290 70 - 95
VIC 55 - 70 65 - 100 80 - 130 140 - 160 200 - 250 75 - 95
SA 45 - 60 60 - 80 80 - 100 100 - 120 120 - 150 50 - 70
NT 70 - 110 90 - 140 150 - 230 200 - 280 230 - 300 80 - 110
Environmental
Geologist Hydrogeologist Geologist Petrophysicist
WA 120 - 230 120 - 200 120 - 200 150 - 230
QLD 120 - 200 110 - 190 N/A 140 - 220
NSW 120 - 190 100 - 170 100 - 150 150 - 230
VIC 100 - 140 100 - 140 80 - 100 150 - 220
SA 80 - 100 90 - 130 70 - 100 120 - 140
NT 120 - 200 120 - 200 120 - 200 140 - 220
Graduate Intermediate Senior Senior Engineering

PETROLEUM/RESERVOIR ENGINEERING Engineer Engineer Engineer Engineer Manager
WA 65 - 85 80 - 120 140 - 180 180 - 230 230 - 300
QLD 60 - 90 90 - 120 130 - 180 180 - 220 220 - 300
NSW 70 - 90 95 - 135 120 - 150 130 - 190 180 - 220
VIC 60 - 80 75 - 100 130 - 150 150 - 210 190 - 280
SA 50 - 55 70 - 100 120 - 130 150 - 180 180 - 200
NT 75 - 125 120 - 180 160 - 220 185 - 240 230 - 300
Senior
Drilling Drilling Drilling LWD/MWD
DRILLING Engineer Engineer Manager Engineer Rig Manager
WA 145 - 180 180 - 240 200 - 260 110 - 160 180 - 250
QLD 140 - 180 180 - 230 230 - 250 110 - 160 160 - 200
NSW 110 - 150 150 - 190 200 - 270 N/A 155 - 185
VIC 120 - 150 150 - 180 200 - 280 100 - 160 180 - 200
SA 120 - 150 150 - 180 180 - 200 90 - 120 150 - 200
NT 145 - 180 170 - 240 240 - 320 90 - 140 165 - 195
NOTES:

ABOUT US OUR
SPECIALISMS
Our passion lies in helping people
Accountancy & Finance
develop their professional careers,
Architecture
in whatever sector they work;
Banking
this principle is what makes Hays the
Construction
worlds leading expert in powering the Contact Centres
world of work. Education
We believe that the right job can transform a persons Energy
life and the right person can transform an organisation. Engineering
We have the depth of expertise and market insight to Executive
offer advice to both clients and candidates. Facilities Management
Fuelled by energy and passion, we look beyond Healthcare
skills and experience to nd the right cultural t. Human Resources
This allows us to nd the right match that enables
Insurance
individuals and organisations to ourish.
Information Technology
Working across a wide variety of specialist areas, we
Legal
have experts recruiting for professions from HR, legal
and accountancy & nance to information technology, Life Sciences
construction and life sciences, meaning we have the Logistics
breadth of expertise to nd the people you need. Manufacturing & Operations
Our extensive candidate database allows our Marketing & Digital
consultants to search millions of candidates globally Office Support
using Google search technology to nd the best
Oil & Gas
people in the fastest timeframe. In addition we have
partnered with SEEK Limited to create a leading and Policy & Strategy
innovative position in the use of cloud computing and Procurement
data science in the recruiting industry, bringing value Property
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
records of relevant SEEK candidates. Sales
Our exciting collaboration with LinkedIn provides Trades & Labour
real-time data on the active candidate market,
behavioural trend analysis for future movers and
an additional talent pool. GET SOCIAL
Hays is the most followed
recruitment agency on LinkedIn in
the world. Join our growing network
by following Hays Worldwide.
Get expert advice, insights and the
latest recruitment news by following
us on Twitter and Facebook:
@HaysAustralia
@HaysNewZealand
Australia Our international reach -
operating in 33 countries
New South Wales
Sydney
Australia
Chiey Tower T: 02 8226 9600
OConnell Street T: 02 9249 2200 Austria
City South T: 02 9280 3577 Belgium
North Sydney T: 02 9957 5733 Brazil
Chatswood T: 02 9411 8122
Parramatta T: 02 9635 1133 Canada
Liverpool T: 02 9601 8822 Chile
Burwood T: 02 9744 3344 China
Hurstville T: 02 9580 8333
Colombia
Newcastle T: 02 4925 3663
Wollongong T: 02 4222 0100 Czech Republic
Victoria Denmark
Melbourne France
Collins St T: 03 9604 9604
Germany
St Kilda Rd T: 03 9804 5313
Glen Waverley 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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KEEP TRACK OF THE TRENDS

INSIGHTS FROM THE EXPERTS

MARKET OVERVIEW & TRENDS 4

SALARIES & SECTOR OVERVIEWS 22

THANK YOU FEEDBACK DISCLAIMER

Gone are the days when a Understandably then, employers

2017 Hays Salary Guide | 3

2017 Hays Salary Guide | 5

For specic industries (%):

6 | 2017 Hays Salary Guide

For specic industries (%):

3. Does your company offer exible salary packaging?

All More than Less than Few

Car Bonuses Private health Parking Salary sacrice

Above mandatory Private expenses Other

2017 Hays Salary Guide | 7

For specic industries (%):

Yes, successfully Yes

8 | 2017 Hays Salary Guide

Yes, No, and I am No, but I would

Flexible work practices 86

Financial support for study 32

Free or subsidised food 8

A day off for your birthday 14

Over 20 days annual leave 45

Payment of own device usage charges at work 25

Health and wellness programs 41

Ongoing learning & development 76

Career progression opportunities 84

Note: Multiple choices permitted.

Thinking of your career, whats important to you in the year ahead?

60% 60% 54% 53%

Note: Multiple choices permitted.

2017 Hays Salary Guide | 9

For specic departments (%):

10 | 2017 Hays Salary Guide

For specic departments (%):

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

82% 30% 23% 20% 5%

Full time/ Temporary/ Employment of Employment Mixture, other

Note: Multiple choices permitted.

2017 Hays Salary Guide | 11

7. How often do you employ temporary/contract staff? across all departments

For specic departments (%):

12 | 2017 Hays Salary Guide

For specic departments (%):

2017 Hays Salary Guide | 13

35% 42% 23%

Staff management skills 47

Trade specic skills 44

Business development skills 36

Security skills (cyber/data/personal data) 12

14 | 2017 Hays Salary Guide

Junior/ Medior/Mid Senior

Accountancy & Finance Distribution Engineering

Human Resources IT Marketing

Operations Purchasing Sales

2017 Hays Salary Guide | 15

13. Does your workplace allow for exible work practices?

14. If yes, which practices do you currently offer?

76% 75% 64% 40% 31%

Flexible Part time Flex-place Flexible Job sharing

Career breaks Phased retirement