Australia Salary Survey 2010

Country overview
2009 was a diffcult year for nearly every employment
market globally. Relative to others, it is well publicised
that Australia fared comparatively well. However, the
pain was still felt very widely in the broad economy and
in labour markets in particular. All frms, large and small,
reverted to cost-cutting to some degree and the spill
over into labour markets was sharply felt. Both
temporary and permanent labour markets were heavily
affected; wages were at best frozen and often, either
directly or indirectly via reduced hours, reversed. Hiring
in the frst half of 2009 was marginal and restricted to
key replacements. Queensland and Western Australia
were slower going into the downturn than other states
however with some major well publicised resource
projects, indicators suggest demand for quality people
is already returning in these locations.
The impact since late 2008 of ‘marginal’ hiring, large
scale redundancies and the natural stalling of new
projects is leading to pent up demand returning in most
sectors and across all locations. This may lead to


increased demand for temporary and contract workers
as client business volumes begin to return to previous
levels. Employment levels are still remarkably high and
consequently, even with the mild recovery predicted
for the early part of 2010, organisations will have to
be resourceful in selling and marketing themselves
to attract top-tier candidates. Likewise, smart
organisations will need to quickly address gaps caused
by vastly reduced graduate intakes over the past 18
months – not doing so has a signifcant ricochet effect
longer term.
In summary, we anticipate markets in 2010 will
continue to improve and demand will return gradually.
Organisations need to be alert to the fact that relatively
full employment levels locally mean the market is not
awash with quality people available at lower cost – it is
simply not the case – and those smarter organisations
will take a proactive approach to retaining and adding
new resources.
aUStralia
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147
The Ade|a|de bank|ng & f|nanc|a| serv|ces
d|v|s|on recru|ts for permanent and contract
pos|t|ons across a|| d|sc|p||nes of f|nanc|a|
serv|ces, |nc|ud|ng |nsurance, consumer
and bus|ness bank|ng, operat|ona| r|sk
management, comp||ance, treasury, project
management and wea|th management.
Market Overv|ew
At the end of 2008 and throughout much
of 2009, headcount requ|rements reduced
dramat|ca||y across major banks, cred|t
un|ons and sma||er f|nanc|ers as a resu|t of
the g|oba| f|nanc|a| cr|s|s. H|r|ng freezes and
redundanc|es occurred across the |ndustry
and tasks that had prev|ous|y been carr|ed out
by those who had been made redundant or
|ost through natura| attr|t|on were absorbed
|nto other ro|es.
Ored|t funct|ons were cut back w|th|n most
organ|sat|ons. Those ana|ysts that rema|ned
emp|oyed had to ensure that annua| rev|ews
were up-to-date and that the |eg|s|at|ve and
comp||ance aspects of the|r ro|e were |n order,
as opposed to assess|ng new subm|ss|ons.
Emp|oyees respons|b|e for the deve|opment
of new bus|ness opportun|t|es became
|ncreas|ng|y frustrated w|th the add|t|ona| work
requ|red |n order to have a cred|t subm|ss|on
approved. Banks re-dep|oyed bus|ness
deve|opers |nto re|at|onsh|p management ro|es
w|th respons|b|||ty for account ma|ntenance, as
opposed to focus|ng pure|y on sourc|ng new
c||ents.
ln the th|rd quarter of the year we saw a
s||ght eas|ng of headcount freezes w|th banks
|n part|cu|ar forecast|ng a return to more
favourab|e cond|t|ons |n ear|y to m|d-2010.
Redundanc|es |arge|y ceased and those ro|es
that had been vacated through res|gnat|ons
began to be backf|||ed by d|v|s|on heads
to favourab|y pos|t|on the bus|ness for the
eventua| upturn |n market cond|t|ons.
The ba|ance of power sh|fted from cand|dates
to emp|oyers throughout the major|ty of the
year and the recru|tment process |engthened
as compan|es took |onger to rece|ve s|gn off
on add|t|ona| headcount, reach a short||st and
appo|nt new recru|ts. The sa|ary negot|at|on
phase saw compan|es |n a pos|t|on of power;
a stark contrast to cond|t|ons |n 2007/2008
when cand|dates had been |n short supp|y.
Out|ook for 2010
At the start of 2010, organ|sat|ons w||| st||| be
operat|ng w|th reduced headcount. Oaut|on
w||| be exerc|sed before re-h|r|ng new bus|ness
deve|opers, w|th the ro|e`s respons|b|||ty st|||
||ke|y to fa|| upon re|at|onsh|p managers |n
the short-term. We expect consumer and
bus|ness conf|dence to s|ow|y ga|n momentum
as the economy strengthens and cand|dates
|ook to make the|r next career move as the
major banks beg|n to h|re.
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148
ROL£ P£RMAN£N1
SALARY P£R ANNUM $AUS
2009 2010
Bank|ng
Re|at|onsh|p Manager - lnst|tut|ona| $135k+ $130k+
Re|at|onsh|p Manager - Oorporate $85k+ $90k+
F|nanc|a| Markets - Ana|yst $75 - 90k $80k+
Ored|t R|sk Ana|yst |6+ yrs` expì $80k+ $75k+
Ored|t R|sk Ana|yst |3 - 5 yrs` expì $75 - 90k $70 - 85k
Re|at|onsh|p Manager - SME $75k+ $70k+
Ored|t R|sk Ana|yst |0 - 2 yrs` expì $65 - 75k $65k+
Bus|ness Bank|ng
Re|at|onsh|p Manager - lnst|tut|ona| $135k+ $130k+
Treasury Manager $110 - 150k $120k+
Ored|t R|sk Ana|yst |3 - 5 yrs` expì $80k+ $75k+
Ored|t R|sk Ana|yst |6+ yrs` expì $80k+ $70k+
Re|at|onsh|p Manager - Oorporate $75 - 85k $70 - 90k
Re|at|onsh|p Manager - SME $70 - 80k $65k+
F|nanc|a| Serv|ces
Portfo||o Funds Manager $90 - 100k $100k+
F|nanc|a| P|anner |6+ yrs' expì $90 - 100k $90k+
F|nanc|a| P|anner |3 - 5 yrs' expì $80 - 90k $80 - 90k
Tra|nee Dea|er |0 - 2 yrs' expì $75 - 85k $70 - 80k
F|nanc|a| P|anner |0 - 2 yrs' expì $70 - 80k $65 - 75k
Portfo||o Funds Adm|n|strator $60 - 65k $60 - 65k
NB: F|gures are bas|c sa|ar|es |nc|us|ve of superannuat|on, but exc|us|ve of benef|ts/bonuses un|ess otherw|se spec|f|ed.
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COMM£RC£ & INDUS1RY
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149
Our Ade|a|de commerce & |ndustry d|v|s|on
recru|ts for permanent and contract ro|es
across f|nanc|a|, management, project and
system account|ng. We p|ace cand|dates at a||
|eve|s, from part-qua||f|ed OA/OPAs through to
OFOs.
Market Overv|ew
ln the f|rst quarter of 2009 many bus|nesses
|mp|emented cost reduct|on strateg|es and
recru|tment freezes, resu|t|ng |n s|gn|f|cant|y
reduced headcount across pub||c and
corporate f|nance teams. We saw an |ncrease
|n the ava||ab|e cand|date poo| of h|gh ca||bre,
part-qua||f|ed and qua||f|ed account|ng
profess|ona|s, a contrast to the cand|date
shortage that dom|nated the market |n 2008.
The cost-cutt|ng measures that were
|mp|emented saw many f|nance teams
work |onger hours and take on |ncreased
work|oads. The sa|ary freezes |n p|ace across
many |ndustr|es prompted a number of
cand|dates to cons|der other opportun|t|es,
w|th some prepared to change jobs desp|te
econom|c cond|t|ons.
As compan|es began to prepare for f|nanc|a|
year-end, we saw a s||ght r|se |n demand for
contractors. Many contractors who were h|red
m|d-year were |ater offered permanent ro|es
w|th|n those bus|nesses |n quarters three and
four, a c|ear ref|ect|on of the |mprov|ng market
cond|t|ons.
Out|ook for 2010
lt |s expected that there w||| be |ncreased
demand for qua||f|ed accountants at a|| |eve|s
throughout 2010. Many compan|es are
rea||s|ng the va|ue of emp|oy|ng ta|ent w|th
strong f|nanc|a| ana|ys|s sk|||s and cand|dates
who can demonstrate competenc|es |n th|s
area w||| be |n demand.
As the econom|c out|ook cont|nues to
|mprove, cand|dates who demonstrated
comm|tment to the|r emp|oyer |n 2009 w|||
most ||ke|y benef|t from the promot|on and
pay r|se opportun|t|es that 2010 w||| potent|a||y
br|ng.
ROL£
P£RMAN£N1 CON1RAC1
SALARY P£R ANNUM $AUS RA1£ P£R HOUR $AUS
2009 2010 2009 2010
Oh|ef F|nanc|a| Off|cer $150 - 400k $175 - 500k
F|nanc|a| Oontro||er - |arge Organ|sat|on $150 - 250k $175 - 200k
Group F|nanc|a| Oontro||er $150 - 250k $150 - 250k
F|nanc|a| Oontro||er - Sma||/Med|um Organ|sat|on $110 - 150k $130 - 170k
Tax Manager $110k+ $110k+
Group Management Accountant $100k+ $110k+
Oommerc|a| Manager $100k+ $110k+
F|nance Manager |2 - 5 yrs' expì $95k+ $105k+
Aud|t Manager $95k+ $100k+ $40 - 45 $45 - 60
F|nanc|a| Ana|yst |6+ yrs' expì $90k+ $95k+ $50 - 55 $50 - 60
F|nanc|a| Accountant |6+ yrs' expì $100k+ $90k+ $50 - 60 $50 - 60
Group Accountant $90k+ $90k+ $45 - 60 $45 - 60
Systems Accountant |6+ yrs` expì $90k+ $90k+ $45 - 55 $45 - 60
Tax Accountant |6+ yrs` expì $90k+ $90k+ $45 - 55 $50 - 60
Management Accountant |6+ yrs' expì $85k+ $85k+ $45 - 55 $45 - 60
Management Accountant |3 - 5 yrs' expì $80 - 90k $70 - 85k $45 - 55 $40 - 50
F|nanc|a| Accountant |3 - 5 yrs' expì $75 - 85k $70 - 85k $40 - 55 $40 - 50
F|nanc|a| Ana|yst |3 - 5 yrs' expì $70 - 80k $70 - 85k $35 - 40 $40 - 50
Tax Accountant |3 - 5 yrs` expì $75 - 85k $65 - 80k $35 - 45 $45 - 60
Oost Accountant |2 - 5 yrs' expì $65 - 75k $65 - 75k $40 - 55 $40 - 50
Ass|stant Accountant - OA/OPA |0 - 2 yrs' expì $60 - 70k $45 - 60k $30 - 35 $30 - 35
NB: F|gures are bas|c sa|ar|es |nc|us|ve of superannuat|on, but exc|us|ve of benef|ts/bonuses un|ess otherw|se spec|f|ed.
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150
Our Ade|a|de secretar|a| & bus|ness support
d|v|s|on spec|a||ses |n p|ac|ng h|gh qua||ty
bus|ness support profess|ona|s across a||
|eve|s of sen|or|ty. We offer temporary, contract
and permanent so|ut|ons to c||ents across
a broad range of sectors |nc|ud|ng lT, reta||,
educat|on, ut|||t|es, profess|ona| serv|ces,
|nsurance, eng|neer|ng, rea| estate, bank|ng
and manufactur|ng.
Market Overv|ew
The secretar|a| and bus|ness support market
saw a s|gn|f|cant number of redundanc|es
|n the f|rst ha|f of 2009. H|gh|y exper|enced
cand|dates found |t d|ff|cu|t to obta|n
permanent emp|oyment, w|th many accept|ng
ro|es be|ow the|r |eve| of exper|ence and
w|th |ower sa|ar|es. Many organ|sat|ons
tr|ed to reduce bus|ness costs but avo|d
redundanc|es, wh|ch resu|ted |n some
cand|dates be|ng faced w|th the opt|on of
tak|ng a sa|ary cut or work|ng reduced hours.
Headcount freezes across many compan|es
|ed to |ncreased work|oads for those
emp|oyees who rema|ned. Th|s |ncreased
the demand for temporary workers as
organ|sat|ons used contract staff to cover
peaks |n bus|ness act|v|ty.
Sen|or cand|dates were more affected than
the|r jun|or counterparts, w|th a s|gn|f|cant
number retrenched and many off|ce managers
and execut|ve ass|stants rep|aced w|th |ess
exper|enced staff. Demand |n areas such as
accounts payab|e and rece|vab|e rema|ned
cons|stent, and there was an |ncrease |n the
demand for exper|enced cred|t off|cers.
The vo|ume of redundanc|es reduced |n
the second ha|f of the year as the economy
began to show s|gns of recovery and many
bus|nesses |ooked to so||d|fy the|r support
teams |n ant|c|pat|on of an |mproved market.
Sa|ary |eve|s d|d not |ncrease at the same
pace as |n prev|ous years due to |ower
demand for staff and an |ncrease |n
compet|t|on for ava||ab|e ro|es. Th|s trend
cont|nued throughout the year, however
demand for cand|dates began to |mprove
towards the end of 2009 and sa|ar|es w||| ||ke|y
re-adjust to or|g|na| |eve|s by the end of 2010.
Out|ook for 2010
We expect a steady |ncrease |n permanent
and contract recru|tment throughout 2010 as
the economy |mproves. As bus|nesses have
the capac|ty to once aga|n |ncrease headcount
|n back off|ce support areas, exper|enced
and qua||f|ed cand|dates |n the areas of
accounts payab|e, accounts rece|vab|e, payro||
and genera| off|ce adm|n|strat|on are ||ke|y
to be the f|rst to benef|t from |ncreased job
opportun|t|es.
ROL£
P£RMAN£N1 CON1RAC1
SALARY P£R ANNUM $AUS RA1£ P£R HOUR $AUS
2009 2010 2009 2010
Payro|| Superv|sor $55 - 70k $53 - 70k $26 - 34 $25 - 34
Execut|ve Ass|stant $52 - 70k $50 - 70k $26 - 33 $25 - 33
Off|ce Manager $50 - 70k $50 - 70k $25 - 33 $25 - 33
Bookkeeper $48 - 55k $48 - 56k $22 - 30 $22 - 30
Ored|t Oontro||er $45 - 70k $45 - 70k $25 - 33 $25 - 34
Persona| Ass|stant $45 - 65k $45 - 60k $23 - 30 $24 - 30
Secretary $43 - 52k $45 - 55k $21 - 25 $22 - 26
|ega| Secretary $40 - 55k $43 - 58k $22 - 28 $22 - 29
Accounts Payab|e/Rece|vab|e $40 - 45k $43 - 47k $20 - 24 $22 - 26
Payro|| Off|cer $38 - 45k $40 - 50k $20 - 23 $22 - 25
Recept|on|st $35 - 40k $36 - 43k $19 - 22 $20 - 24
Data Entry Operator $35 - 40k $35 - 41k $19 - 21 $20 - 22
NB: F|gures are bas|c sa|ar|es |nc|us|ve of superannuat|on, but exc|us|ve of benef|ts/bonuses un|ess otherw|se spec|f|ed.
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151
The bank|ng & f|nanc|a| serv|ces d|v|s|on
focuses on a|| |eve|s of permanent, contract
and temporary recru|tment across reg|ona|
and metropo||tan areas. Oover|ng a|| facets of
bank|ng, superannuat|on, wea|th management
and |nsurance, the team spec|a||ses |n the
recru|tment of front off|ce, account|ng and
operat|ona| staff.
Market Overv|ew
lt wou|d be easy to wrap up the events of |ate
2008 and 2009 by c|a|m|ng that the g|oba|
f|nanc|a| cr|s|s had a negat|ve effect on a||
areas of the bank|ng and f|nanc|a| serv|ces
|ndustry. We are a|| aware of the |arge sca|e
reduct|ons |n staff|ng, cost-cutt|ng and the
w|nd|ng back of projects and schedu|ed
deve|opments that were seen |n a|| major
centres around the wor|d throughout 2009.
However, the |oca| market d|d show some
s|gns of pos|t|v|ty dur|ng the year.
The ma|n three sectors of the |oca|
|ndustry - name|y bank|ng, |nsurance and
superannuat|on - a|| exper|enced staff
reduct|ons |n 2009. A|though cost-cutt|ng
act|v|ty by the banks was the most pub||c|sed,
|oca| p|ayers |n other areas a|so ran s|gn|f|cant
stream||n|ng exerc|ses. Th|s was dr|ven by
severa| factors, such as the fa||out from
f|nanc|a| resu|ts of |nternat|ona| parent
compan|es, mergers and acqu|s|t|ons and
the ama|gamat|on of serv|ces |nto centra|
hubs |n Sydney and Me|bourne. These events
|mpacted sa|ary |eve|s, w|th a |eve|||ng out
of expectat|ons from both emp|oyers and
cand|dates. Wh||st spec|a||st ro|es w||| a|ways
demand a prem|um, most other areas stayed
steady and |n some |nstances, such as back
off|ce funct|ons, we saw a reduct|on |n the
average sa|ary packages offered.
The compet|t|ve nature of the market seen |n
prev|ous years cont|nued |n 2009. A|though
some |nst|tut|ons backed away from p|ay|ng
an aggress|ve ro|e, others were keen to
se|ze the opportun|ty presented to them and
focused on tak|ng advantage of compet|tors`
|nact|v|ty |n a b|d to |ncrease market share.
Th|s was true not on|y for the areas of |end|ng,
|nvestment, |nsurance and superannuat|on,
but a|so the recru|tment market. Organ|sat|ons
|ooked to |nterna| recru|tment teams and
on||ne advert|s|ng as a way to recru|t staff
and cut costs. Wh||st th|s method d|d |n|t|a||y
br|ng success, w|th the vo|ume of app||cants
h|tt|ng record numbers, spec|a||st ro|es
rema|ned hard to f|||. Tax accountants and
comp||ance, c|a|ms, aud|t and underwr|t|ng
spec|a||sts were just a few of the many areas
where organ|sat|ons strugg|ed to f|nd qua||ty
app||cants.
2009 was the year that the b|g |nst|tut|ons
strengthened the|r contro| of the |oca| market
and were recogn|sed |nternat|ona||y. Austra||an
regu|atory requ|rements are known to be
prudent and |ed to so||d performances from
Austra||an |nst|tut|ons throughout 2009. Wh||st
the major|ty of organ|sat|ons reduced staff|ng
numbers, there were a few that he|d f|rm
on headcount |n ant|c|pat|on of a return to
norma||ty |n the |end|ng markets |n ear|y 2010.
Out|ook for 2010
lt |s expected that the |arge p|ayers |n the
|ndustry w||| |ook to cap|ta||se on the|r |nherent
strength and grow the|r market share. Sma||
p|ayers that reduced the|r exposure to a||
markets are expected to focus on key areas
of |nf|uence and bu||d momentum by secur|ng
the|r pos|t|on |n these areas. Oompet|tors from
outs|de the |oca| market w||| |ook to secure
the|r port|on of what |s seen as a deve|op|ng
market. B|g name organ|sat|ons are a|ready
start|ng to enter the Queens|and market and
th|s |s expected to dr|ve recru|tment further,
|ncreas|ng compet|t|on for qua||ty cand|dates.
The strengthen|ng economy cou|d potent|a||y
see the return of a cand|date short market.
Most c||ents are a|ready p|ann|ng for sa|ary
|ncreases to at |east match the movements |n
OPl as the major|ty of sa|ar|es stayed |eve| |n
2009.
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CON1RAC1
RA1£ P£R HOUR $AUS
2009 2010 2009 2010
Corporate Serv|ces
Oh|ef F|nanc|a| Off|cer $150 - 350k $150 - 350k $75 - 175 $75 - 175
F|nanc|a| Oontro||er $100 - 200k $105 - 250k $50 - 100 $52 - 125
Oomp||ance/R|sk Manager $80 - 110k $85 - 120k $40 - 55 $42 - 60
Tax Manager $80 - 110k $85 - 120k $40 - 55 $42 - 60
Accountant |F|nanc|a|, Management, Tax, Systemì $60 - 100k $70 - 120k $30 - 50 $35 - 60
Oomp||ance/R|sk Off|cer $50 - 70k $55 - 80k $25 - 35 $27 - 40
Bank|ng
Re|at|onsh|p Manager |lnst|tut|ona|ì $110 - 150k $115 - 150k $55 - 75 $57 - 75
Re|at|onsh|p Manager |Oorporateì $85 - 110k $90 - 120k $42 - 55 $45 - 60
Ored|t Manager $80 - 110k $85 - 120k $40 - 55 $42 - 60
Re|at|onsh|p Manager |Sma|| Bus|nessì $60 - 80k $65 - 90k $30 - 40 $32 - 45
Mortgage Manager $55 - 70k $65 - 90k $27 - 35 $32 - 45
Ored|t Ana|yst $50 - 75k $60 - 80k $25 - 37 $30 - 40
Superannuat|on/Insurance
Ünderwr|ter $55 - 90k $65 - 110k $27 - 45 $32 - 55
O|a|ms Manager $35 - 60k $40 - 75k $17 - 30 $20 - 37
Adm|n|strator $35 - 50k $40 - 55k $17 - 25 $20 - 28
Wea|th Management
Sen|or F|nanc|a| P|anner $80 - 120k $85 - 125k $40 - 60 $42 - 62
Adv|sor $50 - 70k $55 - 75k $25 - 35 $27 - 37
Para P|anner $40 - 60k $45 - 65k $20 - 30 $22 - 33
NB: F|gures are bas|c sa|ar|es |nc|us|ve of superannuat|on, but exc|us|ve of benef|ts/bonuses un|ess otherw|se spec|f|ed.
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The Br|sbane commerce & |ndustry d|v|s|on
spec|a||ses |n the recru|tment of execut|ve
and account|ng support profess|ona|s on a
temporary, contract and permanent bas|s. Our
consu|tants are |ndustry spec|a||sts offer|ng
cred|b|||ty through the|r deta||ed understand|ng
of both c||ent and cand|date markets. We offer
ta||ored recru|tment so|ut|ons to a range of
b|ue-ch|p organ|sat|ons across a broad base
of |ndustry sectors |nc|ud|ng energy, m|n|ng,
construct|on and eng|neer|ng.
Market Overv|ew
2009 proved a cha||eng|ng t|me for both
bus|nesses and cand|dates w|th|n Br|sbane`s
commerc|a| account|ng sector. R|s|ng |eve|s
of econom|c uncerta|nty on a g|oba| sca|e
contr|buted to the |oca| market adopt|ng
a more caut|ous approach to operat|ona|
dec|s|on mak|ng.
Recru|tment act|v|ty rema|ned re|at|ve|y |ow
|n quarter one, w|th the supp|y of cand|dates
dramat|ca||y outwe|gh|ng market demand as
bus|nesses focused on measures to keep
costs at a m|n|mum. A further |nd|cator of th|s
was the |ncreased demand for |nso|vency
profess|ona|s, a true ref|ect|on of the stra|ned
f|nanc|a| cond|t|ons faced by a number of
organ|sat|ons. Payro|| and cred|t focused
cand|dates were a|so sought-after, ow|ng to
the r|s|ng |eve|s of transact|ona| work requ|red
to support |nterna| resource changes and the
need to recover outstand|ng mon|es w|th|n
shorter t|meframes.
W|th organ|sat|ona| eff|c|ency dom|nat|ng the
corporate agenda, there was he|ghtened
demand for bus|ness ana|yst cand|dates
throughout the year. Predom|nant|y appo|nted
on a temporary/contract bas|s, these
cand|dates were brought |nto commerc|a|
organ|sat|ons to assess processes and
procedures and |ntroduce new performance
measures to create h|gh|y effect|ve operat|ng
env|ronments. ln the quest for greater
eff|c|ency, there was an |ncrease |n the number
of ERP |mp|ementat|ons and upgrades
undertaken by a range of organ|sat|ons.
Such key bus|ness projects had a d|rect
|mpact upon temporary staff|ng requ|rements
stemm|ng from the need to temporar||y
back-f||| the day-to-day ro|es of the permanent
staff members seconded to these projects.
The second ha|f of 2009 saw an |ncrease
|n econom|c conf|dence. The demand for
accounts payab|e cand|dates returned to the
|eve|s seen before the downturn, as a d|rect
consequence of |ncreased operat|ona| act|v|ty
and a h|gher vo|ume of |nvo|ces that requ|red
process|ng. The requ|rement for f|nanc|a|
accountants a|so |ncreased, however th|s
trend was uncharacter|st|ca||y fe|t at the end
of Ju|y, after the f|nanc|a| year-end report|ng
process had begun. Such demand appeared
to resu|t from f|nance teams recogn|s|ng
the d|ff|cu|ty of ach|ev|ng the str|ct report|ng
t|meframes w|th ||m|ted headcount.
The effects of the g|oba| f|nanc|a| cr|s|s had
a not|ceab|e |mpact upon cand|date sa|ary
expectat|ons, encourag|ng an e|ement of
rat|ona||ty to return. Once ma|n|y mot|vated
by the compet|t|veness of a remunerat|on
package, cand|dates began to p|ace greater
emphas|s on organ|sat|ona| stab|||ty, career
progress|on and the strength of a company's
ba|ance sheet when cons|der|ng offers of
emp|oyment. Th|s change |n focus saw a
re-a||gnment |n some pay band |eve|s at
both the account|ng support and execut|ve
profess|ona| |eve|s.
As |n prev|ous years, the energy |ndustry
cont|nued to p|ay a key ro|e |n offer|ng
cand|dates a range of emp|oyment
opportun|t|es |rrespect|ve of w|der market
cond|t|ons. Th|s resu|ted |n the sector
becom|ng one of the more sought-after
commerc|a| areas. A cons|stent supp|y of
pos|t|ons for jun|or and qua||f|ed |eve| staff
was a|so apparent w|th|n the construct|on and
|nfrastructure space as a d|rect consequence
of guaranteed fund|ng |eve|s dr|v|ng projects
forward.
Out|ook for 2010
W|th Br|sbane now hous|ng many head
off|ce funct|ons for some of the key p|ayers
w|th|n the o|| and gas |ndustry, |t |s expected
that the |oca| market w||| benef|t from the
commencement of mu|t|p|e |NG and Ooa|
Seam Gas projects dur|ng 2010. W|th the
potent|a| to attract mu|t|p|e h|gh qua||ty
cand|dates from both |nterstate and overseas,
such commerc|a| opportun|t|es cou|d pos|t|on
Br|sbane as one of the more attract|ve
emp|oyment markets for organ|sat|ons to
operate w|th|n.
Fo||ow|ng a per|od dur|ng wh|ch pay
morator|ums preva||ed throughout the major|ty
of bus|ness sectors, |t |s ant|c|pated that
the 2010 sa|ary rev|ew process w||| be met
w|th great trep|dat|on by emp|oyees and
emp|oyers. lt |s ||ke|y that pay rev|ews w||| be
a h|gh|y s|gn|f|cant process |n the effect|ve
management of staff retent|on.
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ROL£
P£RMAN£N1
SALARY P£R ANNUM $AUS
CON1RAC1
RA1£ P£R HOUR $AUS
2009 2010 2009 2010
Oh|ef F|nanc|a| Off|cer $150 - 400k $155 - 400k $76 - 150 $80 - 150
Tax Manager $120 - 200k $125 - 200k $60 - 90 $60 - 90
Oommerc|a|/P|ann|ng Manager $120 - 180k $125 - 185k $60 - 87 $65 - 90
F|nanc|a| Oontro||er $100 - 250k $105 - 250k $55 - 82 $60 - 85
F|nance Manager $80 - 140k $85 - 140k $55 - 76 $57 - 76
F|nanc|a| Accountant - Sen|or $80 - 130k $85 - 140k $50 - 65 $52 - 68
Tax Accountant $80 - 140k $85 - 140k $45 - 65 $47 - 68
Sen|or Bus|ness/F|nanc|a| Ana|yst $80 - 130k $85 - 135k $55 - 80 $57 - 84
Systems Accountant $80 - 130k $85 - 125k $45 - 65 $50 - 70
Sen|or Management Accountant $80 - 130k $85 - 125k $50 - 65 $52 - 68
Treasury Accountant $75 - 120k $80 - 125k $40 - 60 $43 - 63
Ored|t Manager $75 - 110k $78 - 110k $33 - 52 $38 - 60
Payro|| Manager $65 - 100k $75 - 110k $33 - 50 $38 - 60
Accounts Payab|e/Rece|vab|e Manager $65 - 100k $68 - 105k $33 - 50 $38 - 60
F|nanc|a| Accountant $60 - 80k $65 - 85k $33 - 49 $35 - 51
Management Accountant $60 - 80k $65 - 85k $33 - 49 $35 - 51
Bus|ness/F|nanc|a| Ana|yst $55 - 75k $60 - 80k $45 - 55 $47 - 58
Ass|stant Accountant - OA/OPA |2+ yrs` expì $55 - 70k $57 - 72k $27 - 35 $28 - 37
Bookkeeper $50 - 65k $52 - 67k $26 - 32 $28 - 36
Payro|| Off|cer $45 - 60k $47 - 63k $25 - 31 $25 - 33
Ass|stant Accountant - OA/OPA |0 - 2 yrs` expì $44 - 60k $47 - 63k $24 - 30 $25 - 32
Ored|t Oontro||er $50 - 65k $46 - 63k $25 - 31 $26 - 31
Accounts Ass|stant $44 - 55k $46 - 55k $23 - 27 $25 - 29
Graduate Accountant $44 - 50k $46 - 52k $23 - 26 $24 - 28
Accounts Payab|e/Rece|vab|e Off|cer $42 - 53k $44 - 56k $24 - 27 $25 - 31
NB: F|gures are bas|c sa|ar|es |nc|us|ve of superannuat|on, but exc|us|ve of benef|ts/bonuses un|ess otherw|se spec|f|ed.
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Our Br|sbane pub||c sector d|v|s|on has been
operat|ng s|nce 2003 and spec|a||ses |n the
recru|tment of execut|ve and account|ng
support profess|ona|s on a temporary, contract
and permanent bas|s across |oca|, state and
federa| government departments, government
owned corporat|ons, un|vers|t|es, not for prof|t
organ|sat|ons and statutory author|t|es. Our
ded|cated |ndustry spec|a||sts focus not on|y
on d|rect resourc|ng requ|rements but a|so
partner w|th c||ents by offer|ng consu|tat|ve
serv|ces, such as ma||box management and
externa| short||st|ng, |n add|t|on to part|c|pat|on
|n government |nterv|ew pane|s.
Market Overv|ew
State Government
2009 proved to be a year of unpred|ctab|e
trends and cont|nuous reform across state
government. Fo||ow|ng the re-e|ect|on of the
|abor government, a major restructure took
p|ace, stream||n|ng state government down to
th|rteen departments under s|x c|uster groups.
Dur|ng the f|rst s|x months of the year the
focus was on appo|nt|ng permanent ro|es
where temporary resources had prev|ous|y
been used. Th|s, comb|ned w|th the |nject|on
of federa| government st|mu|us fund|ng |n
areas such as educat|on, hous|ng and road
networks, p|aced the state government ahead
of |ts commerc|a| counterparts |n re|at|on to
demand for resources and h|gh||ghted the
pub||c sector once aga|n as an attract|ve
emp|oyer.
ln what was a|most a d|rect contrast to the
f|rst s|x months of the year, the re|ease of
the 2009/2010 budgets saw a comp|ete
turn of trend from a resourc|ng perspect|ve.
The focus sh|fted a|most overn|ght from
strateg|c appo|ntments to cost reduct|ons,
|ncreased eff|c|enc|es |n processes and
reduced contractor numbers, both agency
and departmenta|. These sh|fts, comb|ned
w|th departmenta| mergers, saw many staff
who had been act|ng |n h|gher dut|es return to
the|r former ro|es w|th surp|us staff retra|ned
and redep|oyed throughout departments. ln
what was a cha||eng|ng s|x month per|od for
most managers and team |eaders across the
state, |t appears the tough dec|s|ons have
now been made and there |s conf|dence that
the government w||| de||ver on prom|ses of an
|mproved and more cost effect|ve operat|on |n
2010.
Loca| Government
Throughout 2009 many |oca| governments
|n Queens|and cont|nued to |mp|ement
new structures wh|ch were the resu|t of
ama|gamat|ons |n the prev|ous year. Th|s,
|n add|t|on to changes |n water d|str|but|on
structures, guaranteed a year of deve|opment
and |mprovement across counc||s. Oontractor
numbers rema|ned re|at|ve|y h|gh, part|cu|ar|y
|n operat|ona| ro|es, r|ght through unt|| the
|ast quarter of the year when counc||s were
|n a pos|t|on to see the cost benef|ts of
the |mprovements made over the past 12
months. Throughout the South East corner,
counc||s cont|nued to |mprove eff|c|enc|es
|n an attempt to prov|de the best serv|ce
to the|r commun|t|es wh||e prov|d|ng the
most cost effect|ve corporate funct|ons
poss|b|e. Reduced headcount and stream||ned
processes were preva|ent throughout 2009, as
was |ong-term strateg|c p|ann|ng.
Government Owned Corporat|ons
Government owned corporat|ons throughout
Queens|and moved towards operat|ona|
commerc|a||sat|on. Across a|| sectors they
conducted fu|| organ|sat|ona| rev|ews and,
|n most |nstances, staff numbers rema|ned
constant w|th very few major sh|fts. W|th the
except|on of the ut|||t|es sector, there was
a notab|e reduct|on |n recru|tment act|v|ty
throughout the year and the major|ty of ro|es
recru|ted were project focused w|th c|ear|y
def|ned t|meframes |n m|nd. Demand for
bus|ness and project ana|ysts, part|cu|ar|y
throughout the |atter ha|f of the year, was
ev|dent and corporat|ons were we|| pos|t|oned
to secure h|gh|y sk|||ed staff at compet|t|ve
contract rates.
Educat|on
The workforce w|th|n the tert|ary educat|on
sector was re|at|ve|y stab|e throughout
2009 w|th a sh|ft from appo|nt|ng short-term
ongo|ng contractors to more f|xed term
arrangements. As a sector that often
demonstrates retent|on |eve|s above the
market average, permanent recru|tment
proved to be both essent|a| and strateg|c
across tert|ary educat|on. Rather than on|y
mak|ng rep|acement h|res, there was a push
to use the opportun|ty generated by the
downturn to recru|t h|gh ca||bre m|d-|eve|
account|ng staff. As a tact|ca| growth p|an
th|s exerc|se proved to be qu|te effect|ve and
pos|t|oned many |nst|tut|ons we|| |ead|ng |nto
2010.
Not for Prof|t
The major|ty of not for prof|t organ|sat|ons
|n Queens|and fared we|| throughout the
g|oba| f|nanc|a| cr|s|s, desp|te the|r re||ance on
donat|ons. Retent|on |eve|s were cons|stent
throughout the year as staff were |ess |nc||ned
to sw|tch to commerc|a| opportun|t|es |n the
pr|vate sector.
Out|ook for 2010
There |s no doubt that the trend of trans|t|on
and process |mprovement w||| cont|nue |n
2010. W|th new departments beg|nn|ng to
take shape |t |s expected that the focus w||| be
on appo|nt|ng permanent ro|es and f|na||s|ng
headcount. lt |s ant|c|pated that |n quarter
two there w||| be h|gh demand for contract
staff across a|| areas of the pub||c sector
|n preparat|on for year end, part|cu|ar|y |n
operat|ona| ro|es.
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ROL£
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SALARY P£R ANNUM $AUS
CON1RAC1
SALARY P£R HOUR $AUS
2009 2010 2009 2010
Oh|ef F|nanc|a| Off|cer $150 - 350k $150 - 350k $90 - 150 $100 - 175
Genera| Manager - F|nance $120 - 160k $125 - 165k $60 - 95 $65 - 100
R|sk Manager $110 - 170k $115 - 175k $55 - 75 $60 - 80
F|nance Manager $100 - 130k $105 - 135k $50 - 65 $55 - 75
Oommerc|a| Ana|yst $85 - 120k $85 - 120k $45 - 65 $50 - 70
Bus|ness P|ann|ng Ana|yst $85 - 120k $85 - 120k $45 - 65 $45 - 70
Aud|t Manager $80 - 120k $85 - 120k $40 - 65 $45 - 65
Tax Manager $80 - 120k $85 - 120k $40 - 65 $45 - 65
Sen|or Management Accountant $80 - 110k $85 - 115k $40 - 60 $40 - 65
Sen|or F|nanc|a| Accountant $80 - 110k $85 - 115k $40 - 60 $40 - 65
Treasury Accountant $75 - 120k $80 - 120k $40 - 60 $42 - 65
Systems Accountant $75 - 105k $80 - 110k $45 - 55 $45 - 65
Bus|ness Ana|yst $65 - 95k $70 - 100k $35 - 55 $35 - 60
Oost Accountant $65 - 90k $65 - 95k $35 - 50 $35 - 55
Tax Accountant $65 - 85k $65 - 90k $35 - 50 $35 - 50
F|nanc|a| Po||cy Adv|sor $60 - 80k $62 - 82k $35 - 45 $35 - 50
Management Accountant $60 - 80k $60 - 85k $30 - 45 $33 - 50
F|nanc|a| Accountant $55 - 80k $60 - 85k $30 - 45 $33 - 50
Ass|stant Accountant $45 - 60k $48 - 60k $25 - 35 $27 - 35
Payro|| Off|cer $40 - 60k $42 - 60k $22 - 30 $22 - 30
Graduate Accountant $38 - 55k $40 - 50k $20 - 27 $20 - 27
Accounts Ass|stant $40 - 50k $40 - 50k $22 - 27 $22 - 27
Ored|t Oontro| $40 - 50k $40 - 50k $22 - 27 $22 - 27
Accounts Rece|vab|e Off|cer $40 - 50k $40 - 50k $22 - 27 $22 - 27
Accounts Payab|e Off|cer $40 - 50k $40 - 50k $22 - 27 $22 - 27
NB: F|gures are bas|c sa|ar|es exc|us|ve of superannuat|on, benef|ts and bonuses un|ess otherw|se spec|f|ed.
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Our human resources & safety d|v|s|on
spec|a||ses |n permanent and contract
recru|tment across a|| |eve|s of HR, safety and
qua||ty assurance, cover|ng both genera||st
and spec|a||st ro|es. W|th |ndustry spec|a||st
consu|tants recru|t|ng across a range of |oca|
SMEs, g|oba| corporat|ons and the pub||c
sector, we take pr|de |n our consu|tat|ve
approach and focus on bu||d|ng and susta|n|ng
|ong-term re|at|onsh|ps w|th cand|dates and
c||ents a||ke.
Market Overv|ew
The f|rst ha|f of 2009 saw the |mpact of the
g|oba| f|nanc|a| cr|s|s f|rm|y take effect. We
saw s|gn|f|cant contract|on across a|| areas
of HR, part|cu|ar|y across spec|a||st areas of
recru|tment, |earn|ng and deve|opment and
ta|ent management. A |arge number of HR
managers were made redundant, |eav|ng
many teams w|th on|y one member |usua||y at
HR off|cer |eve|ì to dep|oy redundanc|es and
ensure comp||ance w|th workp|ace |eg|s|at|on.
The g|oba| f|nanc|a| cr|s|s |ed to recru|tment
freezes, term|nated contracts and
redundanc|es. As a resu|t, the market was
heav||y saturated w|th HR genera||sts at a||
|eve|s, |nc|ud|ng those w|th spec|a||st sk|||
sets |n recru|tment. These cand|dates had to
trans|ate the|r sk|||s |nto other areas to rema|n
emp|oyed |n the tough econom|c c||mate. lt
became common for cand|dates to accept
ro|es not on|y be|ow the|r standard sk||| set and
sa|ary |eve| but a|so outs|de of the|r preferred
|ndustry.
Ün||ke 2008, contractor rates |n both HR and
safety were comparab|e to permanent sa|ar|es,
but often fa||ed to compensate for the benef|ts
assoc|ated w|th a permanent ro|e.
W|th staff|ng requ|rements at an a|| t|me |ow,
act|ve emp|oyers took advantage of the
ava||ab|e ta|ent |n the marketp|ace, offer|ng
rates up to 10-15% |ess than prev|ous|y pa|d.
Oand|dates |n h|ghest demand throughout
the year were those w|th exper|ence |n qua||ty
assurance, workp|ace hea|th, safety and
env|ronment at a|| |eve|s |part|cu|ar|y w|th|n
h|gh r|sk env|ronmentsì and systems tra|n|ng
des|gn and fac|||tat|on. Oand|dates w|th very
spec|a||st sk||| sets w|th|n the f|e|ds of |ndustr|a|
|aw and emp|oyee re|at|ons were a|so h|gh|y
sought-after as a resu|t of |eg|s|at|ve changes.
These cand|dates, rea||s|ng the|r market worth,
typ|ca||y commanded sa|ary prem|ums.
A|though turnover rates were at an a|| t|me
|ow dur|ng the year, th|s was not an |nd|cat|on
of an organ|sat|ons` status as a des|rab|e
p|ace to work. Retent|on once aga|n became
an area of focus for f|rms |n quarter four as
cand|date conf|dence |ncreased. To support
forma| retent|on and attract|on strateg|es,
we saw renewed |nterest |n emp|oy|ng
HR spec|a||sts |n areas of |earn|ng and
deve|opment, remunerat|on and benef|ts,
organ|sat|ona| deve|opment and recru|tment.
We expect to see th|s trend cont|nu|ng
throughout 2010, w|th counter offers a|ready
becom|ng more preva|ent as the batt|e to
reta|n key staff re-emerges. At the end of the
year, cand|dates began accept|ng ro|es pa|d
at the same, and |n some |nstances a |ower
sa|ary than that pa|d by the|r current emp|oyer,
c|t|ng opportun|t|es for career progress|on,
tra|n|ng, workp|ace cu|ture and emp|oyer
brand|ng as mot|vat|ons to move.
Out|ook for 2010
The out|ook for 2010 across spec|a||st areas
of HR rema|ns pos|t|ve. A|though we do
not expect to see the same vo|ume of ro|es
ca||ed to market as |n 2008, we are see|ng
the emergence of a number of key trends
|nc|ud|ng a renewed focus on the retent|on
of key ta|ent, success|on p|ann|ng and ta|ent
management.
Oompan|es that surv|ved the downturn do not
want to |ose the|r best staff to compet|tors. As
a resu|t, we expect remunerat|on spec|a||sts to
be |n h|gh demand, w|th |ncreas|ng |mportance
and va|ue to be p|aced on tota| rewards
and |nnovat|ve benef|ts packages. Wh||st
tota| rewards, |nc|ud|ng |ong-term |ncent|ve
schemes and s|gn|f|cant bonuses have a|ways
been recogn|sed at sen|or |eve|s, we w||| see a
grow|ng rea||sat|on that these same pr|nc|p|es
need to be app||ed to emp|oyees across a||
|eve|s of the bus|ness.
We expect to see more organ|sat|ons
focus|ng on ta|ent management, retent|on and
success|on p|ann|ng as a d|rect react|on to a
recover|ng market. He|ghtened act|v|ty |n areas
of |earn|ng and deve|opment, recru|tment and
ta|ent management are pred|cted to support
the deve|opment of comprehens|ve emp|oyee
retent|on strateg|es. ln |ate 2009 we saw
a|ternat|ve measures used to recru|t and reta|n
staff |nc|ud|ng f|ex|b|e work|ng hours, |mproved
benef|ts, transparent career progress|on and |n
genera|, a better work|ng ||festy|e. We expect
th|s trend to cont|nue |n 2010.
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ROL£
P£RMAN£N1
SALARY P£R ANNUM $AUS
CON1RAC1
RA1£ P£R HOUR $AUS
2009 2010 2009 2010
Genera||st
HR D|rector $180k+ $180k+ $96 - 105 $96 - 105
Nat|ona| HR Manager $150k+ $150k+ $76 - 80 $76 - 80
HR Manager $130k+ $135k+ $66 - 70 $72 - 80
HR Adv|sor |5+ yrs` expì $90 - 100k $95 - 100k $45 - 49 $48 - 52
HR Adv|sor |4 - 5 yrs` expì $75 - 90k $80 - 95k $39 - 43 $42 - 46
HR Adv|sor |1 - 3 yrs` expì $65 - 75k $70 - 80k $32 - 38 $36 - 41
HR Off|cer $60 - 65k $65 - 70k $30 - 32 $32 - 36
HR Ooord|nator $50 - 56k $50 - 56k $25 - 30 $27 - 32
HR Graduate $44 - 50k $44 - 50k $24 - 27 $24 - 27
HR Adm|n|strator $43 - 50k $43 - 50k $23 - 25 $25 - 27
Spec|a||st
lndustr|a|/Emp|oyee Re|at|ons Manager $130k+ $140k+ $50 - 70 $80 - 100
Remunerat|on and Benef|ts Oonsu|tant $120 - 150k $135 - 160k $69 - 79 $80 - 100
Organ|sat|ona| Deve|opment Manager $125k+ $130k+ $69 - 79 $80 - 100
|earn|ng and Deve|opment Manager $120k+ $130k+ $69 - 79 $80 - 100
Ohange Manager $120k+ $125k+ $69 - 79 $80 - 100
Recru|tment Manager $85 - 100k $90 - 120k $44 - 50 $47 - 55
lndustr|a|/Emp|oyee Re|at|ons Adv|sor $75 - 90k $90 - 100k $50 - 60 $55 - 65
Organ|sat|ona| Deve|opment Adv|sor $80 - 90k $85 - 95k $55 - 65 $60 - 70
|earn|ng & Deve|opment Adv|sor $67 - 80k $70 - 85k $43 - 58 $48 - 63
Workforce P|ann|ng Oonsu|tant $67 - 75k $70 - 80k $35 - 38 $40 - 47
Recru|tment Off|cer $60 - 70k $65 - 80k $30 - 40 $35 - 45
Safety
OH&S Manager $180 - 200k $190 - 230k $95+ $100+
OH&S Oonsu|tant $130 - 150k $140 - 160k $75 - 80 $80 - 90
OH&S Super|ntendent $120k+ $130k+ $60 - 65 $65 - 75
OH&S Ooord|nator $95k+ $100k+ $45 - 50 $50 - 55
NB: F|gures are bas|c sa|ar|es |nc|us|ve of superannuat|on, but exc|us|ve of benef|ts/bonuses/s|te a||owances un|ess otherw|se spec|f|ed.
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Our |nformat|on techno|ogy d|v|s|on prov|des
recru|tment serv|ces across a var|ety of
|ndustr|es |n the pub||c and pr|vate sectors.
We recru|t across a|| organ|sat|ona| |eve|s for
lT ro|es |n support, deve|opment, arch|tecture,
projects, network|ng and |nfrastructure, |n
add|t|on to sen|or lT |eadersh|p pos|t|ons at
d|rector |eve| and above. W|th a ded|cated
team of h|gh|y profess|ona|, |oca||y based
consu|tants, we cover contract, temporary and
permanent p|acements across Br|sbane, the
Go|d Ooast and reg|ona| Queens|and.
Market Overv|ew
The lT market exper|enced a success|on of
peaks and troughs |n job act|v|ty throughout
2009, wh|ch resu|ted |n vary|ng conf|dence
|eve|s across the marketp|ace. ln the wake of
the g|oba| f|nanc|a| cr|s|s, many organ|sat|ons
sought to rat|ona||se the|r workforces and
made s|gn|f|cant reduct|ons |n permanent
and temporary staff through the f|rst ha|f of
the year. Th|s |ed to an unusua||y r|ch and
var|ed poo| of cand|dates |ook|ng for work |n
Br|sbane. Those organ|sat|ons that were st|||
recru|t|ng were ab|e to take advantage of the
ta|ent ava||ab|e, add|ng cons|derab|e strength
to the|r teams at sa|ary rates |ower than the
prev|ous year. The prof||e of act|ve cand|dates
changed as more career contractors began
va|u|ng the secur|ty found |n permanent ro|es.
ln add|t|on to th|s, as many contractors faced
|ong per|ods of unemp|oyment, there was a
w||||ngness to accept ro|es at a more jun|or
|eve| and w|th a |ower sa|ary.
Recru|tment act|v|ty w|th|n the lT space was
not as adverse|y |mpacted as other bus|ness
areas. The market reached |ts |owest po|nt
of the year |n June and then seemed to enter
|nto a resurgent phase. The end of 2009
saw the demand for cand|dates strengthen
and a return to a sk|||s short env|ronment
seems ||ke|y |n 2010. The number of job
app||cat|ons was down s|gn|f|cant|y |n the
f|na| months of 2009, |nd|cat|ng fewer act|ve
jobseekers |n the market. Many of those
cand|dates d|sp|aced |n ear|y 2009 had found
new ro|es by year-end and w|th the |arge-sca|e
redundancy programmes most|y comp|eted,
emp|oyees started to fee| a greater sense of
secur|ty |n both the|r ro|es and the market
|ead|ng |nto 2010.
The pub||c sector went through a s|gn|f|cant
transformat|on after the announcement of the
MoG changes wh|ch resu|ted |n Queens|and's
government ama|gamat|ng 24 departments
|nto just 13. Th|s |n|t|a||y meant a drop |n the
number of vacant pos|t|ons as departments
started the arduous task of |ntegrat|ng
bus|ness un|ts. These changes |ook set to
cont|nue to affect the lT market we|| |nto 2010
w|th the push to reduce contractor numbers
and |ncrease f|xed term emp|oyment a key
goa|. Desp|te th|s, government w||| cont|nue to
re|y heav||y on contractors for project work and
we saw a return to |onger-term ass|gnments
|n |ate 2009 as they reta|ned ta|ent for the
durat|on of projects.
Across the pr|vate sector, the overa|| number
of ro|es decreased, but demand rema|ned
cons|stent throughout the year for software
eng|neers and deve|opers, as we|| as network
support and |nfrastructure spec|a||sts. The web
and on||ne space showed s|gns of prom|se
towards the end of the year, w|th severa|
|arge organ|sat|ons announc|ng amb|t|ous
|n|t|at|ves to redes|gn and renovate the|r web
presence. Th|s |ed to |ncreased demand
for web deve|opers, des|gners and project
managers.
Sa|ar|es as a who|e rema|ned stat|c or
decreased, w|th contract rates |n part|cu|ar
be|ng |mpacted. Permanent sa|ar|es he|d
steady, w|th on|y a few cand|dates ab|e to
secure sa|ary |ncreases by chang|ng jobs.
Out|ook for 2010
The opt|m|sm of |ate 2009 shou|d |ead to a
more pos|t|ve year |n 2010. Organ|sat|ons are
|ook|ng forward to return|ng to growth mode
and have structured p|ans to strengthen the|r
workforces. Projects that were put on ho|d for
much of 2009 are ||ke|y to be approved wh|ch
w||| create opportun|t|es for both permanent
and temporary profess|ona|s.
From a cand|date perspect|ve, the year |s ||ke|y
to see an |ncrease |n opportun|t|es and career
cho|ce, wh|ch may |ead to further movement
|n the job market. As the market |mproves,
compet|t|on w||| be |ncreas|ng|y f|erce to secure
Br|sbane`s top ta|ent wh|ch w||| encourage
organ|sat|ons to |ook for ways to |ncrease
the|r attract|veness to cand|dates. Oontractors
who opted for permanent ro|es dur|ng the
downturn may once aga|n f|nd the a||ure of
|ncreased f|ex|b|||ty and h|gher rates of pay
tempt|ng.
Add|t|ona||y, those who pr|or|t|sed job secur|ty
dur|ng the downturn may start to |ook to
|mprove the|r sa|ar|es through promot|on or
moves to new organ|sat|ons or markets. ln
add|t|on to sa|ary |ncreases, work ||fe ba|ance,
superannuat|on and ch||dcare arrangements
w||| a|so be key draw cards for emp|oyees
|n 2010. ln terms of sk|||s, act|v|ty w|th|n
Br|sbane`s software eng|neer|ng commun|ty
shou|d rema|n strong w|th severa| |arge
|n|t|at|ves due to move forward |n the ear|y part
of 2010.
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ROL£
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SALARY P£R ANNUM $AUS
CON1RAC1
RA1£ P£R HOUR $AUS
2009 2010 2009 2010
Execut|ve
Oh|ef lnformat|on Off|cer/lT D|rector $160 - 230k $160 - 230k $130 - 160 $130 - 160
Project Management
Project D|rector/Programme Manager $110 - 160k $120 - 160k $100 - 120 $120 - 150
Sen|or Project Manager $90 - 110k $100 - 120k $90 - 100 $100 - 130
Project Manager $70 - 90k $80 - 100k $80 - 90 $85 - 105
Project Ooord|nator/Off|cer $55 - 70k $60 - 75k $40 - 55 $40 - 60
Bus|ness Ana|ys|s
Sen|or Bus|ness Ana|yst $80 - 100k $80 - 120k $75 - 90 $85 - 110
Bus|ness Ana|yst $60 - 80k $65 - 90k $65 - 80 $70 - 85
Techn|ca| Wr|ter $60 - 80k $60 - 90k $50 - 70 $60 - 95
Deve|opment
Arch|tect - So|ut|ons/Enterpr|se/Techn|ca| $90 - 150k $100 - 180k $95 - 110 $100 - 140
Software Deve|opment Manager $100 - 130k $100 - 140k $75 - 90 $80 - 95
Software Deve|oper/Eng|neer $50 - 85k $50 - 95k $50 - 85 $50 - 90
Web Deve|oper |HTM|, PHP, Javascr|ptì $45 - 85k $50 - 90k $45 - 80 $45 - 90
Network/Infrastructure
Bus|ness lnte|||gence Oonsu|tant $90 - 130k $90 - 140k $80 - 95 $80 - 100
lT Manager |lnfrastructure, App||cat|ons, Productì $75 - 110k $80 - 120k $60 - 80 $65 - 80
Systems Eng|neer $70 - 95k $70 - 100k $45 - 65 $50 - 70
Database Adm|n|strator $60 - 85k $60 - 90k $50 - 70 $50 - 85
Network Eng|neer $60 - 80k $60 - 90k $45 - 65 $50 - 70
Systems Adm|n|strator $60 - 75k $60 - 85k $35 - 50 $40 - 55
Secur|ty Spec|a||st $60 - 90k $60 - 100k $60 - 90 $60 - 100
Test|ng
Test |ead/Manager $80 - 110k $85 - 120k $75 - 90 $75 - 95
Tester $50 - 80k $50 - 90k $40 - 70 $45 - 75
Support
He|p Desk |eve| 1 and 2 $40 - 60k $45 - 65k $30 - 40 $30 - 40
NB: F|gures are bas|c sa|ar|es |nc|us|ve of superannuat|on, but exc|us|ve of benef|ts/bonuses un|ess otherw|se spec|f|ed.
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The m|n|ng, eng|neer|ng & operat|ons
recru|tment d|v|s|on emp|oys |ndustry
spec|a||sts fam|||ar w|th the |nd|v|dua| needs
and techn|ca| nature of the|r chosen d|sc|p||ne.
The team |nc|udes consu|tants w|th expert|se
|n m|n|ng, eng|neer|ng, construct|on, ra||,
geo|ogy, water and the env|ronment. Our
consu|tants are proven experts |n sourc|ng
and p|ac|ng h|gh ca||bre cand|dates |n a very
compet|t|ve market.
Market Overv|ew
The f|rst three months of 2009 saw reduced
h|r|ng across most organ|sat|ons. However, we
not|ced a very de||berate strategy by a number
of emp|oyers dur|ng th|s t|me |part|cu|ar|y
eng|neer|ng and EPOM compan|esì to
cont|nue h|r|ng very sen|or top-t|er cand|dates
and/or techn|ca| spec|a||sts. Th|s resu|ted |n
a cont|nued |ncrease |n remunerat|on at th|s
|eve|.
For the rema|nder of the year we saw a
steady |ncrease |n demand for many key
sk|||s, part|cu|ar|y |n the coa|, |ron ore and
go|d m|n|ng markets. By m|d-2009, these
commod|t|es were c|ear|y back |n the growth
and deve|opment phase. S|m||ar|y, the |oca|
construct|on market began to grow courtesy
of the federa| government st|mu|us |n|t|at|ves
and the conf|rmat|on that a number of key
projects were proceed|ng.
Towards the end of the year much of the
market suffered a sk|||s shortage s|m||ar to that
seen |n 2008, and compet|t|on cont|nued to
dr|ve remunerat|on up across a range of sk|||s.
Spec|a||sts |n h|ghest demand were m|n|ng
eng|neers, espec|a||y at the sen|or end and
those w|th exper|ence |n underground coa|.
Eng|neers w|th ra|| and s|gna|||ng exper|ence,
sen|or eng|neers |espec|a||y those across
ports, mater|a|s hand||ng and o|| and gasì,
est|mators, structura| eng|neers, geotechn|ca|
eng|neers, sen|or operat|ona| managers and
project managers |n coa| were a|so |n h|gh
demand.
Those who d|d not fa|| |nto a spec|a||st f|e|d
saw sa|ar|es rema|n stat|c, and |n some
|nstances, decrease; redundanc|es were a|so
ev|dent. Th|s began to change |n the second
ha|f of 2009 as the economy showed s|gns of
recovery and growth.
Out|ook for 2010
2010 |ooks set to be a prom|s|ng t|me for
many |ndustr|es |n Austra||a. Ongo|ng growth
|n the coa|, |ron ore and go|d sectors and a
number of copper projects w||| cont|nue to
p|ace upward pressure on sa|ar|es for sk|||ed
m|n|ng profess|ona|s. S|m||ar|y, numerous
|nfrastructure projects are expected to
progress |nc|ud|ng ra|| |n reg|ona| Queens|and,
the A|rport ||nk, government st|mu|us projects
and port expans|ons. The ||ke|y deve|opment
of |NG |n Queens|and has the potent|a| to
emp|oy thousands of peop|e over the com|ng
years. Th|s w||| cause compet|t|on for top ta|ent
as spec|a||sts w|th|n |NG are |n short supp|y
w|th|n the Queens|and market.
Queens|and w||| cont|nue to be a hub for many
|nternat|ona| projects, supp|y|ng sk|||s and
techn|ca| expert|se to markets |part|cu|ar|y
|n As|aì that cont|nue to grow. We expect to
see upward pressure on sa|ar|es espec|a||y for
m|n|ng eng|neers, est|mators, geotechn|ca|
eng|neers and meta||urg|sts. lt |s ||ke|y that due
to demand emp|oyers w||| supp|ement |oca|
ta|ent by sourc|ng |nternat|ona||y.
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ROL£ P£RMAN£N1
SALARY P£R ANNUM $AUS
2009 2010
Infrastructure
Project Manager $160 - 280k $180 - 300k
Project Eng|neer $100 - 170k $120 - 170k
Structura| Eng|neer $90 - 150k $90 - 150k
O|v|| Eng|neer $90 - 150k $90 - 150k
Transport Eng|neer $90 - 130k $90 - 130k
Traff|c Eng|neer $90 - 120k $90 - 120k
Des|gn Drafters $70 - 120k $75 - 120k
Construct|on
Oonstruct|on Manager $180 - 260k $180 - 260k
Project Manager $160 - 230k $160 - 250k
S|te Manager $140 - 200k $140 - 220k
Oontract Manager $130 - 190k $130 - 190k
Est|mator $110 - 160k $120 - 180k
Genera| Foreman $110 - 140k $110 - 140k
Project Eng|neer $100 - 150k $100 - 150k
S|te Eng|neer $100 - 150k $100 - 150k
Oontract Adm|n|strator $80 - 140k $80 - 140k
M|n|ng and Resources
Project Manager $240 - 330k $250 - 360k
Techn|ca| Serv|ces Manager $200 - 240k $220 - 260k
Pr|nc|pa| M|n|ng Eng|neer $160 - 210k $200 - 240k
Ma|ntenance Manager $160 - 230k $190 - 260k
Sen|or M|n|ng Eng|neer $110 - 150k $130 - 170k
Power and Energy
Project Manager $160 - 210k $160 - 210k
Project Oontro| $110 - 190k $110 - 190k
Power Systems Eng|neer $110 - 130k $110 - 130k
Project Eng|neer $100 - 130k $100 - 130k
NB: F|gures are bas|c sa|ar|es |nc|us|ve of superannuat|on, but exc|us|ve of benef|ts/bonuses un|ess otherw|se spec|f|ed.
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Our Br|sbane sa|es, market|ng &
commun|cat|ons d|v|s|on spec|a||ses |n the
recru|tment of permanent, contract and
temporary sen|or and support staff across a
d|verse range of market vert|ca|s |nc|ud|ng
bank|ng and f|nanc|a| serv|ces, profess|ona|
serv|ces, |nfrastructure, construct|on, energy
and ut|||t|es, m|n|ng and resources, lOT,
FMOG and government. Ass|gnments vary
from graduate |eve| to sen|or execut|ve
management w|th sa|ar|es rang|ng from c|rca
$45k to $200k p|us.
Market Overv|ew
ln ear|y 2009 we saw a decrease |n |eve|s of
recru|tment act|v|ty across a|| |ndustry sectors
as the economy s|owed. Most compan|es,
|n part|cu|ar those w|th|n the |nfrastructure
and m|n|ng sectors, saw growth p|ans put on
ho|d as they assessed the chang|ng market
cond|t|ons. lt was ev|dent that f|nd|ng the
perfect cand|date was a |ot more |mportant
than |n prev|ous years when cand|date
shortages drove a more |atera| approach. As a
resu|t, recru|tment sh|fted from a cand|date to
an emp|oyer dr|ven process.
By m|d-2009, government owned
corporat|ons started to free up the|r
recru|tment budgets, as they |ncreased the|r
contract staff and showed an |nterest |n good
cand|dates w|th|n the market. Job vacancy
numbers were m|xed, w|th some areas of the
|ndustry gett|ng bus|er wh||e others s|owed.
The areas that exper|enced |ncreased demand
were as a resu|t of seasona| or project/event
re|ated factors fo||ow|ng the federa| and
state budget |nfrastructure p|ans. Permanent
government job vacanc|es decreased,
pr|mar||y due to the state e|ect|ons and the
end of f|nanc|a| year.
Towards the end of the year, we saw an
|mprovement |n the market. Sa|es and
bus|ness deve|opment ro|es accounted for
the major|ty of growth, w|th many emp|oyers
focus|ng on recru|t|ng those cand|dates w|th
the ab|||ty to se|| a product or serv|ce to new
c||ents, |n preference to those cand|dates
exper|enced so|e|y |n manag|ng ex|st|ng
re|at|onsh|ps. As the market started to show
some pos|t|ve s|gns, b|d managers and
tender wr|ters were |n demand fo||ow|ng
the ro|| out of major |nfrastructure projects.
Th|s subsequent|y had an |mpact on the
commun|cat|ons market as eng|neer|ng
consu|tanc|es and construct|on f|rms that
ant|c|pated successfu| b|ds started to meet
|nforma||y w|th standout PR, commun|ty
engagement, stakeho|der and government
re|at|ons cand|dates.
Sa|ar|es d|d not r|se |n the f|rst ha|f of the
year and on occas|on, staff saw the|r
sa|ar|es decrease. Redundanc|es were a|so
exper|enced when the market was at |ts worst,
however compan|es began to recru|t aga|n
towards the end of 2009 as the economy
started to show s|gns of recovery and growth.
Out|ook for 2010
We expect to see cont|nu|ng |mprovement
w|th|n the market and ant|c|pate that quarter
two w||| see emp|oyers |ook to |ncrease the|r
recru|tment act|v|ty to support the execut|on
of the successfu| projects tendered for |n |ate
2009.
W|th state government`s focus on
|nfrastructure, we ant|c|pate the major|ty
of recru|tment |n 2010 w||| come from
th|s |ndustry. Profess|ona|s |n the areas of
commun|ty engagement, stakeho|der re|at|ons
and corporate commun|cat|ons w||| be |n
h|ghest demand. The |NG market |s ||ke|y
to boom |n 2010 as o|| and gas projects
|ncrease |n Queens|and. Wh||st the market
w||| show s|gns of |mprovement, |t |s ||ke|y
that emp|oyers w||| become more se|ect|ve
and h|gh|y sk|||ed cand|dates offer|ng |oya|ty
and stab|||ty w||| be sought-after, |ead|ng to
|ncreased sa|ary |eve|s for those cand|dates |n
demand.
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ROL£ P£RMAN£N1
SALARY P£R ANNUM $AUS
2009 2010
Sa|es
Sa|es D|rector/Nat|ona| Sa|es Manager $100 - 200k $130 - 190k
Sa|es Manager $80 - 130k $100 - 130k
Sen|or Bus|ness Deve|opment Manager $80 - 120k $100 - 120k
Ohanne| Manager $80 - 120k $80 - 120k
Bus|ness Deve|opment Manager $55 - 80k $70 - 100k
Account Manager $60 - 120k $65 - 100k
Sa|es/Account Execut|ve $55 - 80k $55 - 80k
Market|ng
Market|ng D|rector $120 - 160k $120 - 180k
Market|ng Manager $90 - 130k $100 - 130k
Brand/Product Manager $80 - 130k $80 - 110k
Sponsorsh|p and Events Manager $60 - 85k $60 - 85k
Market|ng Execut|ve $55 - 80k $55 - 80k
Market|ng Ana|yst $50 - 80k $50 - 90k
Market|ng Ass|stant/Ooord|nator $45 - 60k $45 - 60k
Commun|cat|ons
Oorporate Affa|rs/Soc|a| Respons|b|||ty Manager $130 - 200k $130 - 200k
Oommun|cat|ons/PR/Oommun|ty D|rector $100 - 170k $120 - 180k
Government/lnd|genous Re|at|ons Manager $120 - 150k $120 - 150k
lnvestor Re|at|ons Manager $110 - 160k $110 - 160k
Stakeho|der Engagement Manager $119 - 140k $110 - 140k
Oommun|cat|ons/PR/Oommun|ty Sen|or Oonsu|tant/Execut|ve $70 - 110k $90 - 125k
Oorporate Affa|rs/Soc|a| Respons|b|||ty Execut|ve $70 - 100k $80 - 100k
Med|a Re|at|ons Manager $70 - 100k $60 - 90k
Oommun|cat|ons/PR/Oommun|ty Oonsu|tant $45 - 65k $55 - 70k
NB: F|gures are bas|c sa|ar|es |nc|us|ve of superannuat|on, but exc|us|ve of benef|ts/bonuses un|ess otherw|se spec|f|ed.
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Our team of |ndustry spec|a||st recru|tment
consu|tants p|ace h|gh qua||ty bus|ness
support, contracts and procurement
profess|ona|s across a|| |eve|s. The secretar|a|
& bus|ness support d|v|s|on works |n
partnersh|p w|th our c||ents to successfu||y
source h|gh vo|ume to execut|ve |eve|
ro|es and we offer temporary, contract and
permanent so|ut|ons across a broad range
of |ndustry sectors. Ded|cated to prov|d|ng a
consu|tat|ve serv|ce to both cand|dates and
c||ents, we have deve|oped a reputat|on based
on speed of response, open commun|cat|on
and ongo|ng support.
Market Overv|ew
As a resu|t of the g|oba| f|nanc|a| cr|s|s, the
f|rst ha|f of 2009 saw an |ncreased number
of ava||ab|e cand|dates |n the market due to
|arge sca|e redundanc|es. Recru|tment act|v|ty
was s|ow throughout the f|rst ha|f of the year
because of |nterna| recru|tment freezes and a
hes|tat|on to recru|t due to market |nstab|||ty.
However, am|dst the redundanc|es there
were st||| sk||| shortages |n contracts and
procurement |n the heavy |ndustry space w|th
those h|gh|y sought-after cand|dates hes|tant
to move jobs. Recru|tment consu|tants p|ayed
an |ntegra| ro|e |n attract|ng and manag|ng
these cand|dates by offer|ng c|ear emp|oyer
va|ue propos|t|ons and support|ng them
through the recru|tment process.
H|r|ng act|v|ty for support staff |n the bank|ng
and f|nanc|a| serv|ces f|e|d was s|ow |n the f|rst
ha|f of the year as restructures took p|ace, and
a number of major reta|| banks moved work
off-shore. As the market began to recover |n
the |atter part of the year, both the |arge reta||
banks and bout|que f|rms began to recru|t |n
the areas of c||ent serv|ces and refocused on
serv|ce |eve|s to ga|n a compet|t|ve edge. The
cand|dates |n h|ghest demand were those w|th
superannuat|on and |ndustry exper|ence.
The Queens|and state e|ect|on |mpacted
the pub||c sector s|gn|f|cant|y |n June.
Recru|tment freezes were put |n p|ace to
a||ow for departmenta| mergers, wh|ch saw
a |arge number of re-dep|oyees ava||ab|e as
the Super Departments were created. As a
resu|t, recru|tment w|th|n the pub||c sector
s|owed desp|te be|ng re|at|ve|y unaffected
ear||er |n the year. Recru|tment w|th|n h|gher
educat|on rema|ned constant due to |ncreased
student enro|ments from the domest|c and
|nternat|ona| markets wh|ch created demand
for |ndustry exper|enced adm|n|strators w|th|n
educat|on.
Support staff work|ng |n construct|on, m|n|ng
and eng|neer|ng saw |arge sca|e downs|z|ng
as major projects were p|aced on ho|d due to
the downturn. W|th the |ncreased number of
cand|dates |n the market |espec|a||y h|gh |eve|
adm|n|stratorsì we saw sa|ary expectat|ons
decrease as cand|dates sought stab|||ty over
the |nf|ated sa|ar|es of 2008. Opportun|t|es
were ||m|ted w|th many organ|sat|ons
re-dep|oy|ng cand|dates from project to
project. Many cand|dates accepted |nterstate
and reg|ona| opportun|t|es |n order to rema|n
emp|oyed.
Out|ook for 2010
lt |s expected that the market w||| cont|nue
to recover |n 2010, fo||ow|ng the pos|t|ve
s|gns seen at the end of 2009. Emp|oyers
w||| become more se|ect|ve and h|gh|y sk|||ed
cand|dates offer|ng |oya|ty and stab|||ty w|||
be sought-after as corporate conf|dence
recovers and emp|oyers beg|n to h|re. W|th
many |nfrastructure projects at tender phase,
|t |s expected that by quarter two of 2010
there w||| be an |ncrease |n recru|tment act|v|ty
w|th numerous organ|sat|ons |ook|ng to staff
projects qu|ck|y.
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ROL£
P£RMAN£N1
SALARY P£R ANNUM $AUS
CON1RAC1
RA1£ P£R HOUR $AUS
2009 2010 2009 2010
Contracts and Procurement
Oontracts Manager $120 - 180k $120 - 190k $65 - 90 $70 - 100
Procurement Manager $78 - 110k $80 - 120k $50 - 70 $50 - 75
Oontracts Adm|n|strator $70 - 87k $70 - 98k $38 - 60 $40 - 65
Purchas|ng Off|cer $55 - 70k $60 - 75k $28 - 35 $28 - 35
Procurement Off|cer $59 - 70k $59 - 70k $30 - 35 $30 - 38
Bus|ness Support
Project Ooord|nator $65 - 80k $65 - 80k $36 - 50 $36 - 50
Execut|ve Ass|stant $60 - 75k $60 - 75k $33 - 38 $33 - 38
Document Oontro||er $57 - 68k $57 - 68k $30 - 35 $30 - 35
Oustomer Serv|ce Team |eader $55 - 70k $55 - 70k $26 - 32 $26 - 32
Off|ce Manager $55 - 65k $55 - 65k $27 - 35 $27 - 35
Persona| Ass|stant $47 - 60k $50 - 65k $25 - 33 $27 - 35
Project Adm|n|strator $50 - 65k $50 - 65k $27 - 32 $27 - 32
Desk Ass|stant $49 - 60k $50 - 65k $25 - 30 $26 - 32
|ega| Secretary $47 - 55k $47 - 60k $26 - 33 $26 - 33
WP Operator $47 - 55k $47 - 55k $23 - 30 $25 - 33
Team Secretary $46 - 55k $46 - 55k $25 - 28 $25 - 28
Adm|n|strat|on Ass|stant $43 - 52k $43 - 52k $23 - 26 $23 - 26
Data Entry Operator $43 - 47k $43 - 47k $21 - 23 $21 - 23
Oustomer Serv|ce Representat|ve $41 - 47k $41 - 47k $22 - 24 $22 - 24
Recept|on|st $38 - 48k $38 - 48k $22 - 25 $22 - 25
Sw|tchboard Operator $38 - 46k $38 - 46k $22 - 25 $22 - 25
Off|ce Jun|or $35 - 40k $35 - 40k $21 - 23 $21 - 23
NB: F|gures are bas|c sa|ar|es |nc|us|ve of superannuat|on, but exc|us|ve of benef|ts/bonuses/s|te a||owances un|ess otherw|se spec|f|ed.
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Our bank|ng & f|nanc|a| serv|ces d|v|s|on
recru|ts at a|| |eve|s of sen|or|ty for permanent,
contract and temporary pos|t|ons w|th|n reta||,
corporate and |nvestment bank|ng, fund
management, brok|ng, superannuat|on and
|nsurance.
Market Overv|ew
Recru|tment act|v|ty var|ed s|gn|f|cant|y from
the f|rst ha|f of 2009 to the |atter ha|f as the
effects of the g|oba| f|nanc|a| cr|s|s were fe|t
throughout f|nanc|a| serv|ces f|rms. Act|v|ty
was |ow |n the f|rst ha|f of the year due to
uncerta|nty, however as the year progressed
we w|tnessed growth throughout var|ous
parts of the market, wh|ch |ed to demand
for resources w|th|n front off|ce, |nvestment
operat|ons and core account|ng ro|es.
Demand for sa|es, bus|ness deve|opment and
front off|ce profess|ona|s was |ow |n the f|rst
ha|f of the year, wh|ch had the knock-on effect
of reduc|ng demand for cand|dates w|th|n
back off|ce and operat|ons ro|es. These areas
p|cked up aga|n |n the |atter stages of the year,
w|th recru|tment vo|umes |ncreas|ng w|th|n
both the front and back off|ce.
The recru|tment act|v|ty that d|d occur |n
the market was |arge|y dr|ven by a number
of projects that focused on transformat|on
agendas, system |mp|ementat|ons, off-shor|ng
and organ|sat|ona| change. Oand|dates
w|th expert|se |n operat|ona| and cred|t r|sk,
aud|t remed|at|on and r|sk report|ng were |n
part|cu|ar demand due to the |ncreased focus
on process and report|ng by the regu|atory
bod|es. Many of the cand|dates who returned
from the ÜK possessed these sk|||s, wh|ch
gave them an advantage over cand|dates w|th
|oca| exper|ence.
The |eve| of h|r|ng act|v|ty w|th|n contract
recru|tment rema|ned cons|stent throughout
the year, however demand for permanent
staff was |ncons|stent unt|| quarter three
when we w|tnessed an |ncrease |n the
requ|rement for permanent resources across
a|| areas. ln add|t|on, recru|tment act|v|ty was
affected by changes |n the |oca| market`s reta||
and |nvestment banks, |nc|ud|ng mergers,
acqu|s|t|ons and jo|nt ventures.
R|sk and project spec|a||sts commanded a
prem|um sa|ary |n 2009. However, the major|ty
of sa|ar|es rema|ned |arge|y stat|c unt|| the
|atter part of the year when they began to r|se
s||ght|y |n response to the |mprov|ng market.
Out|ook for 2010
lt |s ant|c|pated that recru|tment vo|umes
|n the Me|bourne market w||| cont|nue to
grow |n 2010, |n conjunct|on w|th sa|ar|es
becom|ng re-a||gned and the overa|| market
cont|nu|ng to recover. As a resu|t of the |oca|
compet|tor |andscape |n 2009, we expect to
see |ncreased h|r|ng |n 2010.
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ROL£
P£RMAN£N1
SALARY P£R ANNUM $AUS
CON1RAC1
RA1£ P£R HOUR $AUS
2009 2010 2009 2010
Bank|ng
Oomp||ance Manager $80 - 150k+ $90 - 150k+ $40 - 70 $40 - 70
Re|at|onsh|p Manager $90 - 140k+ $90 - 140k+ $40 - 60 $40 - 60
Operat|ons Manager $90 - 130k+ $90 - 140k+ $50 - 65 $50 - 70
Ored|t Ana|yst $60 - 110k+ $65 - 110k+ $35 - 50 $35 - 50
Ored|t R|sk Ana|yst $55 - 110k+ $60 - 110k+ $35 - 60 $40 - 60
Oomp||ance Off|cer $55 - 80k $55 - 80k $25 - 35 $25 - 35
Operat|ons O|erk $45 - 55k+ $45 - 60k+ $24 - 30 $25 - 32
|end|ng Sett|ements O|erk $40 - 50k $40 - 55k $20 - 25 $20 - 25
Investment Operat|ons
Oorporate Act|ons $45 - 70k $50 - 75k $22 - 35 $25 - 35
Portfo||o Adm|n|strat|on $45 - 60k $45 - 65k $25 - 30 $25 - 30
Equ|ty Sett|ements $45 - 55k $45 - 55k $24 - 30 $25 - 30
Marg|n |end|ng Off|cer $45 - 55k $40 - 55k $24 - 30 $22 - 30
Treasury Sett|ements $40 - 55k $40 - 55k $24 - 30 $25 - 30
Wea|th Management
Para P|anner $45 - 80k $50 - 85k $23 - 35 $25 - 40
O||ent Serv|ces Off|cer $45 - 60k $45 - 65k $24 - 30 $24 - 32
Funds Adm|n|strat|on $40 - 60k $40 - 60k $20 - 30 $20 - 30
Superannuat|on Adm|n|strat|on $40 - 60k $40 - 60k $20 - 30 $20 - 30
lnsurance Operat|ons $40 - 60k $40 - 60k $20 - 30 $20 - 27
NB: F|gures are bas|c sa|ar|es |nc|us|ve of superannuat|on, but exc|us|ve of benef|ts/bonuses un|ess otherw|se spec|f|ed.
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ROL£
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SALARY P£R ANNUM $AUS
CON1RAC1
RA1£ P£R HOUR $AUS
2009 2010 2009 2010
M|dd|e Off|ce
Treasury Manager $110 - 150k $110 - 150k $60 - 75 $60 - 75
F|nanc|a| Oontro||er $100k+ $100k+ $50+ $50+
lnterna| Aud|tor - OA/OPA $90 - 120k $90 - 130k $60+ $60+
Aud|tor $85 - 120k+ $85 - 125k+ $50 - 70 $50 - 75
Tax Accountant $85 - 120k+ $85 - 120k+ $45 - 55 $45 - 55
F|nanc|a| Accountant - OA/OPA $85 - 110k $80 - 110k $40 - 50+ $40 - 50+
Product Accountant - OA/OPA $80 - 110k+ $80 - 110k $50+ $50+
Management Accountant - OA/OPA $70 - 110k+ $70 - 110k $40+ $40+
Fund Accountant - OA/OPA $60 - 100k $60 - 95k $35+ $35+
Ass|stant Accountant $45 - 55k $50 - 65k $25 - 30 $30 - 35
Accounts O|erk $40 - 50k $40 - 50k $23 - 25 $23 - 25
Projects
Project Manager $120 - 200k+ $120 - 200k $60 - 100 $60 - 100
Bus|ness Ana|yst $60 - 110k+ $70 - 110k+ $40 - 70 $45 - 70
R|sk Management
Quant|tat|ve R|sk $70 - 120k+ $75 - 120k+ $40 - 65+ $45 - 70+
Ored|t R|sk Ana|yst $70 - 120k+ $70 - 120k+ $40 - 55 $40 - 55
NB: F|gures are bas|c sa|ar|es |nc|us|ve of superannuat|on, but exc|us|ve of benef|ts/bonuses un|ess otherw|se spec|f|ed.
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Our commerce & |ndustry d|v|s|on prov|des
b|ue-ch|p corporates, SMEs, pub||c sector
and not for prof|t organ|sat|ons w|th spec|a||st
account|ng and f|nance recru|tment so|ut|ons.
Our permanent, contract and temporary
teams recru|t qua||f|ed profess|ona|s w|th
pr|or commerc|a| or chartered account|ng
exper|ence, as we|| as part-qua||f|ed graduates
and c|er|ca| account|ng staff. We recru|t
a broad range of qua||f|ed ro|es rang|ng
from ch|ef f|nanc|a| off|cer and f|nanc|a|
contro||er to aud|tor, f|nanc|a|/commerc|a|
ana|yst and management accountant. The
part-qua||f|ed ro|es we recru|t range from
ass|stant accountant, ana|yst and payro||
through to accounts payab|e and rece|vab|e
ro|es.
Market Overv|ew
Fo||ow|ng very |ow |eve|s of h|r|ng act|v|ty |n
quarters one and two, permanent recru|tment
ga|ned steady momentum |n the second ha|f
of 2009. Organ|sat|ons were w||||ng to |ook
externa||y to h|re and a|so to rep|ace staff
|ost due to attr|t|on. Temporary recru|tment
was comparat|ve|y |ess affected by the
downturn w|th some compan|es recru|t|ng
on a temporary or contract bas|s |nstead
of mak|ng permanent h|res. Desp|te th|s,
temporary recru|tment was st||| at |ower |eve|s
than |n prev|ous years. Austra||ans returned
home from overseas |n unprecedented
numbers |n the f|rst s|x months of the year,
wh|ch |s trad|t|ona||y a qu|et t|me, and |oca||y
based contractors came back onto the market
|n s|gn|f|cant numbers as contracts were not
extended. Th|s oversupp|y of |mmed|ate|y
ava||ab|e cand|dates suppressed contract
rates of pay throughout 2009.
The demand for commerc|a| ana|yt|ca| and
manager|a| profess|ona|s was far |ower |n
2009 compared to prev|ous years but we
expect to see an upsw|ng |n the need for
these cand|dates |n 2010. We saw a c|ear
|ncrease |n the demand for market, cred|t,
and operat|ona| r|sk management sk|||s |n
2009, part|cu|ar|y w|th|n the energy and
te|ecommun|cat|ons |ndustr|es as compan|es
sought to |ncrease expert|se |n th|s area.
When f|rms had a h|r|ng requ|rement, some
took the opportun|ty to |ncorporate add|t|ona|
respons|b|||t|es |nto the vacant ro|e to reduce
headcount, wh|ch |ed to |ncreased demand
for comp|ementary and mu|t|-d|sc|p||nary sk|||s
from cand|dates.
Desp|te the s|ow market cond|t|ons and the
apparent abundance of ava||ab|e cand|dates,
a sk|||s shortage was st||| ev|dent. Emp|oyees
were unw||||ng to move from the|r ro|es as
they pr|or|t|sed stab|||ty over new career
opportun|t|es. However, conf|dence began
to return to the cand|date market |n the |atter
ha|f of 2009, w|th many more permanent
cand|dates return|ng to the market as the
broader econom|c out|ook |mproved.
Out|ook for 2010
We expect the market to cont|nue |mprov|ng
throughout 2010, a|though we ant|c|pate
gradua| rather than steep growth curves.
There rema|ns a sk|||s shortage w|th|n some
areas of account|ng and f|nance, |nc|ud|ng
corporate accountants and bus|ness ana|ysts
w|th |n-depth |ndustry know|edge. As |n pr|or
years, emp|oyers who avo|d drawn-out and
|||-def|ned recru|tment processes w||| cont|nue
to attract the most sought-after ta|ent |n 2010.
Sa|ary ranges |arge|y rema|ned stat|c |n 2009
w|th on|y s||ght adjustments to some sa|ary
band|ngs. A|though the market |s expected
to |mprove, we pred|ct on|y m|nor sa|ary
|ncreases |n 2010. Short-term |ncent|ve
payments were far |ess frequent |n 2009
compared to recent years and we expect to
see the major|ty of earn|ng |ncreases |n th|s
area |n 2010.
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ROL£
P£RMAN£N1
SALARY P£R ANNUM $AUS
CON1RAC1
RA1£ P£R HOUR $AUS
2009 2010 2009 2010
Oh|ef F|nanc|a| Off|cer $150 - 250k+ $150 - 250k+ $80 - 125+ $80 - 125+
Oommerc|a| Manager $130 - 170k+ $130 - 170k+ $65 - 85+ $65 - 85+
Tax Manager $120 - 200k+ $120 - 200k+ $60 - 100+ $60 - 100+
F|nanc|a| Oontro||er/F|nance Manager $110 - 160k+ $110 - 180k+ $55 - 80+ $55 - 90+
Aud|t Manager $100 - 170k+ $100 - 170k+ $50 - 85+ $50 - 85+
Treasury $90 - 130k+ $90 - 130k+ $45 - 65+ $45 - 65+
Pr|c|ng Ana|yst $80 - 120k+ $90 - 130k+ $40 - 60+ $45 - 65+
F|nanc|a| Ana|yst $90 - 120k+ $90 - 120k+ $45 - 60+ $45 - 60+
Payro|| Manager $90 - 100k+ $90 - 100k+ $45 - 50+ $45 - 50+
Bus|ness Ana|yst $80 - 110k+ $80 - 120k+ $40 - 55+ $40 - 60+
Systems Accountant $75 - 100k+ $80 - 120k+ $37 - 50+ $40 - 60+
Oost Accountant $75 - 95k+ $75 - 100k+ $35 - 45+ $35 - 50+
Aud|tor/lnterna| Aud|tor $70 - 120k+ $70 - 120k+ $35 - 60+ $35 - 60+
F|nanc|a| Accountant $70 - 100k+ $70 - 100k+ $35 - 50+ $35 - 50+
Management Accountant $70 - 100k+ $70 - 100k+ $35 - 50+ $35 - 50+
Tax Accountant $70 - 100k+ $70 - 100k+ $35 - 50+ $35 - 50+
New|y-qua||f|ed Accountant $70 - 75k+ $70 - 75k+ $35 - 37+ $35 - 37+
Ored|t Manager $65 - 95k+ $65 - 95k+ $32 - 47+ $32 - 47+
Payro|| O|erk $55 - 65k+ $55 - 65k+ $27 - 32+ $27 - 32+
Ass|stant Accountant $50 - 65k+ $50 - 65k+ $25 - 32+ $25 - 32+
Bookkeeper $50 - 65k+ $50 - 65k+ $25 - 32+ $25 - 32+
Ored|t Oontro||er $50 - 65k+ $50 - 65k+ $25 - 32+ $25 - 32+
Accounts Payab|e/Rece|vab|e $45 - 50k+ $45 - 50k+ $22 - 25+ $22 - 25+
Accounts Ass|stant $45 - 50k+ $45 - 50k+ $22 - 25+ $22 - 25+
Graduate Accountant $40 - 50k+ $40 - 50k+ $20 - 25+ $20 - 25+
NB: F|gures are bas|c sa|ar|es |nc|us|ve of superannuat|on, but exc|us|ve of benef|ts/bonuses un|ess otherw|se spec|f|ed.
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Our |nformat|on techno|ogy d|v|s|on |n
Me|bourne recru|ts sk|||ed lT staff w|th|n
the f|nanc|a| serv|ces, te|ecommun|cat|ons,
government and not for prof|t sectors. We
partner w|th a |arge number of b|ue-ch|p
compan|es as |ong-stand|ng preferred
supp||ers |n add|t|on to serv|c|ng a number of
sma|| to med|um s|zed enterpr|ses. We recru|t
for a w|de range of |nformat|on techno|ogy
profess|ona|s |n both operat|ona| and strateg|c
pos|t|ons from he|pdesk through to h|gh |eve|
programme management and lT d|rector ro|es.
Our ded|cated consu|tants are serv|ce de||very
focused, recru|t|ng contract and permanent
ro|es ta||ored to meet our c||ents' requ|rements
and ensure best f|t for our cand|dates.
Market Overv|ew
ln 2009, the Me|bourne lT market was
s|gn|f|cant|y |mpacted by both the g|oba|
f|nanc|a| cr|s|s and the w|nd|ng down of a
|arge transformat|on programme at one of
Austra||a's |argest emp|oyers. Demand for
operat|ona| cand|dates was f|at throughout
the year and the oversupp|y of cand|dates
was made worse by restructures. However,
demand for project focused cand|dates
such as bus|ness ana|ysts, project managers
and test ana|ysts |ncreased |n the second
ha|f of the year. Th|s demand was dr|ven
by new project |n|t|at|ves across a number
of sectors, the notab|e except|on be|ng
te|ecommun|cat|ons due to the gradua|
dec||ne |n the number of techno|ogy resource
requ|rements.
Permanent sa|ar|es fe||, part|cu|ar|y |n
the f|rst ha|f of the year. Th|s was |n part
due to cost reduct|on |n|t|at|ves; however
some organ|sat|ons took advantage of the
oversupp|y of ava||ab|e cand|dates to secure
qua||ty ta|ent at |ower sa|ar|es.
Oontract rates dec||ned 10-20% on
average, a|though demand rema|ned
strong for spec|a||st profess|ona|s such as
bank|ng project managers, arch|tects w|th
te|ecommun|cat|ons exper|ence, bus|ness
ana|ysts and transformat|on and change
profess|ona|s w|th exper|ence |n f|nanc|a|
serv|ces, ut|||t|es and consu|t|ng organ|sat|ons.
Out|ook for 2010
We expect the pos|t|v|ty |n the market
w|tnessed at the end of 2009 to cont|nue
throughout 2010. Project |n|t|at|ves |n the
bank|ng, |nsurance and ut|||t|es sectors
w||| dr|ve demand for lT profess|ona|s.
The appet|te for lT resources w|th|n
te|ecommun|cat|ons w||| be heav||y dependent
on whether the Nat|ona| Broadband Network
|n|t|at|ve |s g|ven the go-ahead.
Sa|ar|es w||| rema|n fa|r|y stat|c compared
to the prev|ous year, w|th decreases seen
across some d|sc|p||nes |nc|ud|ng ana|yst
programmers and deve|opers, and database
adm|n|strators.
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ROL£
P£RMAN£N1
SALARY P£R ANNUM $AUS
CON1RAC1
RA1£ P£R DAY $AUS
2009 2010 2009 2010
OlO/lT D|rector $150 - 260k $140 - 230k $900 - 1400 $900 - 1500
Programme Manager $140 - 220k $130 - 200k $800 - 1500 $900 - 1300
Arch|tect - So|ut|ons and Techn|ca| $120 - 200k $110 - 180k $700 - 1050 $700 - 1000
Ohange Manager $100 - 140k $100 - 140k $650 - 850 $650 - 900
Re|ease Manager $100 - 140k $100 - 140k $650 - 850 $650 - 850
Storage Spec|a||st $95 - 140k $95 - 145k $550 - 750 $550 - 750
Test |ead/Manager $100 - 145k $95 - 140k $650 - 950 $650 - 900
QA Manager/Oonsu|tant $90 - 140k $90 - 140k $500 - 800 $550 - 800
Bus|ness Oonsu|tant $90 - 135k $90 - 140k $600 - 900 $650 - 950
Secur|ty Spec|a||st $70 - 140k $90 - 140k $450 - 850 $600 - 900
Project Manager $80 - 170k $85 - 150k $600 - 1200 $650 - 1000
Systems Adm|n|strator $75 - 125k $75 - 115k $400 - 650 $350 - 600
Bus|ness Ana|yst $70 - 135k $70 - 130k $400 - 800 $450 - 800
Ana|yst Programmer/Deve|oper $70 - 135k $70 - 120k $350 - 750 $350 - 700
Network Eng|neer $55 - 130k $65 - 115k $400 - 700 $400 - 700
Database Adm|n|strator $65 - 135k $65 - 110k $400 - 700 $400 - 650
Techn|ca| Wr|ter/Process Wr|ter $65 - 100k $65 - 110k $400 - 750 $400 - 750
Web Deve|oper $60 - 120k $60 - 110k $350 - 550 $350 - 550
Tester $60 - 115k $60 - 110k $350 - 700 $350 - 650
Desktop/App||cat|on Support $55 - 85k $55 - 75k $200 - 400 $200 - 400
Project Adm|n|strator/Ooord|nator $50 - 80k $55 - 75k $250 - 600 $300 - 650
He|p Desk |eve| 1 and 2 $45 - 75k $45 - 70k $200 - 450 $200 - 400
NB: F|gures are bas|c sa|ar|es |nc|us|ve of superannuat|on, but exc|us|ve of benef|ts/bonuses un|ess otherw|se spec|f|ed.
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Our Me|bourne sa|es, market|ng &
commun|cat|ons team spec|a||ses |n recru|t|ng
temporary, contract and permanent ro|es
across a var|ety of |ndustr|es such as bank|ng
and f|nanc|a| serv|ces, ut|||t|es, FMOG and
te|ecommun|cat|ons. We recru|t sk|||ed
profess|ona|s from sa|es and market|ng
execut|ves through to sen|or managers across
a|| d|sc|p||nes.
Market Overv|ew
The vo|ume of recru|tment act|v|ty var|ed
across d|sc|p||nes throughout 2009 as a
resu|t of the g|oba| f|nanc|a| cr|s|s. Market|ng
funct|ons were cut back severe|y across most
compan|es as many organ|sat|ons v|ewed the
funct|on as non bus|ness-cr|t|ca|. Demand for
commun|cat|ons profess|ona|s was strong
|n quarter two as organ|sat|ons sought
to re|nforce conf|dence |n the|r bus|ness
through c|ear, pos|t|ve messag|ng to both
emp|oyees and c||ents. The second quarter
a|so saw an |ncrease |n the recru|tment of
sa|es profess|ona|s as compan|es focused on
|ncreas|ng revenue.
ln contrast to many other sectors, the ut|||t|es
|ndustry ||n part|cu|ar energy and gas f|rmsì
exper|enced steady growth throughout the
year and cont|nued to recru|t new market|ng
and commun|cat|ons profess|ona|s.
Desp|te the effects of the g|oba| f|nanc|a| cr|s|s,
top-t|er cand|dates w|th spec|a||st sk||| sets
rema|ned |n demand. Nat|ona| sa|es managers
w|th ca|| centre management exper|ence w|th|n
the f|nanc|a| serv|ces or te|ecommun|cat|ons
|ndustry were |n part|cu|ar demand as were
commun|cat|ons adv|sors w|th expert|se |n
commun|ty re|at|ons and susta|nab|||ty. ln
contrast to other areas of market|ng, sen|or
|eve| market|ng managers w|th |nternat|ona|
exper|ence |n g|oba| FMOGs a|so cont|nued to
be |n demand.
Out|ook for 2010
As the g|oba| economy cont|nues to stab|||se,
we expect those cand|dates w|th n|che or
|ndustry spec|f|c sk||| sets to command s||ght|y
h|gher sa|ar|es |n 2010. We ant|c|pate that
these cand|dates w||| exper|ence an |ncrease
|n counter-offers as emp|oyers try to reta|n
ta|ent. W|th |ncreased emp|oyer conf|dence,
more organ|sat|ons w||| |ook to grow the|r
teams and proact|ve|y h|re sa|es, market|ng
and commun|cat|ons cand|dates throughout
the year.
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ROL£ P£RMAN£N1
SALARY P£R ANNUM $AUS
2009 2010
Sa|es D|rector $140 - 280k+ $150 - 280k+
Market|ng D|rector $130 - 250k $150 - 250k
State Sa|es Manager $140 - 220k+ $140 - 200k+
Sa|es and Market|ng Manager |2 - 5 yrs` expì $100 - 200k+ $100 - 200k+
Sa|es Manager |2 - 5 yrs` expì $100 - 180k+ $100 - 180k+
Account D|rector $100 - 180k $100 - 180k
Market|ng Manager |2 - 5 yrs` expì $90 - 150k $90 - 150k
Market|ng Oommun|cat|ons Manager $90 - 150k $90 - 150k
Segment Manager |2 - 5 yrs` expì $90 - 140k $90 - 140k
Product/Brand Manager |2 - 5 yrs` expì $80 - 140k $80 - 140k
Ohanne| Manager $80 - 130k $80 - 130k
D|rect Market|ng Manager $80 - 130k $80 - 130k
Oampa|gn Manager $70 - 100k $70 - 100k
Product Spec|a||st $70 - 90k $70 - 90k
Re|at|onsh|p Manager $60 - 140k+ $65 - 140k+
Bus|ness Deve|opment Manager |2 - 5 yrs` expì $65 - 140k+ $65 - 120k
Advert|s|ng Account Manager $70 - 110k+ $65 - 100k
Oommun|cat|ons Execut|ve $65 - 100k $65 - 100k
Market|ng Execut|ve |2 - 5 yrs` expì $70 - 110k $65 - 90k
Sa|es/Market Ana|yst $65 - 100k $65 - 90k
Account Manager |2 - 5 yrs` expì $60 - 130k+ $60 - 130k+
Sa|es Execut|ve |2 - 5 yrs` expì $60 - 120k+ $60 - 100k
Ass|stant Product/Brand Manager $60 - 80k $60 - 80k
Market|ng Ooord|nator $55 - 80k $55 - 75k
NB: F|gures are bas|c sa|ar|es |nc|us|ve of superannuat|on, but exc|us|ve of benef|ts/bonuses un|ess otherw|se spec|f|ed.
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The Me|bourne secretar|a| & bus|ness
support d|v|s|on operates across a broad
range of sectors |nc|ud|ng bank|ng,
f|nanc|a| serv|ces, reta||, educat|on, FMOG,
|nformat|on techno|ogy, not for prof|t, |ega|
and te|ecommun|cat|ons. The team recent|y
d|vers|f|ed |nto new sectors and now recru|ts
for ut|||t|es, eng|neer|ng and construct|on f|rms.
Our exper|enced consu|tants recru|t across
a|| |eve|s rang|ng from sen|or EAs through to
entry-|eve| jun|ors.
Market Overv|ew
The redundanc|es and restructures caused by
the g|oba| f|nanc|a| cr|s|s saw the cand|date
shortages of 2007 and 2008 come fu|| c|rc|e
|n 2009, w|th an oversupp|y of cand|dates
ava||ab|e on the market. Due to a f|ooded
market, sa|ary expectat|ons of cand|dates
fe|| as they began to rate job stab|||ty over
compensat|on and benef|ts.
Recru|tment act|v|ty w|th|n bank|ng and
f|nanc|a| serv|ces rema|ned |ow unt|| the end
of quarter three. By quarter four, recru|tment
freezes started to ||ft and organ|sat|ons
became more conf|dent, w|th many recru|t|ng
ro|es that were made redundant s|x to 12
months ear||er.
Throughout the year we saw job descr|pt|ons
change as organ|sat|ons attempted to merge
ro|es and decrease headcount. The ro|e of a
trad|t|ona| persona| ass|stant was common|y
expanded to become a team ass|stant,
support|ng mu|t|p|e execut|ves or even who|e
departments.
Organ|sat|ons apprec|ated the f|ex|b|||ty of
temporary and contract resources dur|ng the
downturn, part|cu|ar|y to work on spec|f|c
projects. Temporary-to-permanent p|acements
became appea||ng to organ|sat|ons as they
offered both f|ex|b|||ty and reduced f|xed costs.
Desp|te the s|ow recru|tment market, we
saw cont|nued demand throughout the year
for support cand|dates w|th |nternat|ona|
exper|ence, espec|a||y from w|th|n |nvestment
banks |n |ondon and New York. These
cand|dates were favoured for the|r work
eth|c and g|oba| out|ook. We a|so saw an
|ncrease |n compan|es |nvest|ng heav||y |n
tender and subm|ss|on support staff. Desp|te
the econom|c downturn, organ|sat|ons |n the
construct|on and eng|neer|ng sectors recru|ted
so||d|y |n an effort to w|n |ucrat|ve tenders.
Out|ook for 2010
Towards the end of 2009, organ|sat|ons
recru|ted add|t|ona| staff to prepare for an
upturn |n econom|c act|v|ty and to re||eve
overworked emp|oyees who had taken on
add|t|ona| dut|es and respons|b|||t|es dur|ng the
downturn. We expect th|s trend w||| cont|nue
throughout 2010. Many f|rms w||| rema|n
caut|ous when h|r|ng ta|ent, us|ng these t|mes
as an opportun|ty to change the cu|ture,
work eth|c and dynam|cs of the|r bus|ness to
pos|t|on the f|rm for a stronger future.
We expect to see |nact|ve and pass|ve
job seekers become ava||ab|e once aga|n
for the r|ght opportun|t|es. The hes|tat|on
cand|dates fe|t |n 2009 w||| gradua||y d|sappear
as sent|ment |n the emp|oyment market
becomes |ncreas|ng|y pos|t|ve. Oand|dates w|||
be attracted by opportun|t|es offer|ng genu|ne
career deve|opment, |ncreased sa|ar|es and
f|ex|b|e work|ng schedu|es. By |ate 2010 we
ant|c|pate most areas of the bus|ness support
market to once aga|n exper|ence a cand|date
shortage.
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ROL£
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SALARY P£R ANNUM $AUS
CON1RAC1
RA1£ P£R HOUR $AUS
2009 2010 2009 2010
Bus|ness Support
Execut|ve Ass|stant - lnvestment Bank|ng $60 - 70k $65 - 75k $28 - 35 $30 - 37
Execut|ve Ass|stant $60 - 70k $60 - 72k $28 - 35 $28 - 37
Off|ce Manager $60 - 70k $60 - 72k $28 - 35 $28 - 35
Persona| Ass|stant $55 - 63k $55 - 65k $27 - 32 $27 - 33
WP/Presentat|ons Ooord|nator $50 - 65k $55 - 65k $26 - 31 $28 - 35
|ega| Secretary/Ass|stant $50 - 60k $50 - 65k $27 - 32 $27 - 35
Team Ass|stant $50 - 60k $48 - 60k $25 - 29 $26 - 30
Trave| Ooord|nator $45 - 55k $48 - 60k $25 - 29 $26 - 30
Human Resource Adm|n|strator $45 - 55k $45 - 55k $23 - 27 $23 - 29
Adm|n|strat|on Ass|stant $40 - 50k $43 - 53k $23 - 27 $24 - 28
Recept|on|st $40 - 50k $42 - 50k $22 - 24 $23 - 25
Data Entry Operator $39 - 45k $40 - 46k $22 - 24 $23 - 25
Off|ce Jun|or $36 - 43k $38 - 43k $21 - 23 $21 - 24
Construct|on and Eng|neer|ng Support
Tender Ooord|nator $70 - 80k $70 - 85k $29 - 38 $30 - 42
Tender Formatter $65 - 70k $65 - 75k $27 - 36 $28 - 42
Document Oontro||er $55 - 65k $55 - 70k $27 - 32 $28 - 34
Project Adm|n|strator/Ass|stant $50 - 65k $55 - 70k $26 - 30 $26 - 30
Ca|| Centre Support
Team |eader $50 - 65k $50 - 65k $28 - 32 $28 - 35
Fau|ts/D|spatch Oonsu|tant $50 - 55k $50 - 55k $25 - 27 $25 - 27
Outbound Oustomer Serv|ce $38 - 46k $39 - 47k $22 - 26 $22 - 26
lnbound Oustomer Serv|ce $38 - 43k $39 - 45k $22 - 24 $22 - 24
NB: F|gures are bas|c sa|ar|es |nc|us|ve of superannuat|on, but exc|us|ve of benef|ts/bonuses un|ess otherw|se spec|f|ed.
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The bank|ng & f|nanc|a| serv|ces d|v|s|on
|n Perth recru|ts across front, m|dd|e and
back off|ce on a permanent and temporary
bas|s. We recru|t qua||f|ed and part-qua||f|ed
accountants and |ndustry profess|ona|s
cover|ng bank|ng, wea|th, |nsurance and
stockbrok|ng across a|| |eve|s of sen|or|ty from
entry to execut|ve |eve|.
Market Overv|ew
The bank|ng and f|nanc|a| serv|ces market
|n Western Austra||a was not as adverse|y
affected by the g|oba| f|nanc|a| cr|s|s as the
eastern states of Austra||a. Th|s was |arge|y
because there are on|y a ||m|ted number of
corporate serv|ce funct|ons based |n Perth and
the |oca| |nvestment bank|ng market |sn`t as
we|| deve|oped when compared to the reta||
and corporate bank|ng sectors.
The f|rst ha|f of 2009 began w|th a wave of
redundanc|es across back off|ce funct|ons
such as f|nance, comp||ance and |n part|cu|ar
human resources and |nterna| recru|tment.
Merger and acqu|s|t|on act|v|ty |n |ate 2008
and ear|y 2009 a|so |mpacted the |oca| job
market, resu|t|ng |n core |nfrastructure ro|es
be|ng re|ocated to head off|ces on the east
coast.
The second ha|f of the year saw |ncreased
act|v|ty |n areas such as |nsurance, r|sk, and
f|nanc|a| p|ann|ng as consumers became
r|sk averse and opted to |nsure the|r futures.
Demand therefore |ncreased for re|at|onsh|p
bankers, f|nanc|a| p|anners and |nsurance
brokers w|th estab||shed networks, due to
the|r ab|||ty to grow and strengthen ex|st|ng
portfo||os. The demand for ass|stant brokers
was h|gher than ever, espec|a||y for those
cand|dates w|th RG146 comp||ance cover|ng
e|ther T|er 1 or T|er 2 accred|tat|ons w|th|n
the spec|a||st areas of genera| |nsurance,
|nsurance brok|ng, ||fe |nsurance and f|nanc|a|
p|ann|ng.
At the end of 2009, there was s|gn|f|cant
demand for qua||f|ed and exper|enced
account|ng cand|dates w|th bank|ng
exper|ence return|ng from the ÜK. There was
||m|ted demand for operat|ona| or m|dd|e off|ce
cand|dates w|th sett|ements, trade support
and conf|rmat|ons exper|ence due to the sma||
number of |nvestment banks, fund managers
and stockbrokers |n Perth. We do not expect
demand to sh|ft s|gn|f|cant|y |n these areas |n
2010.
Out|ook for 2010
The ||ke|y |ncrease |n commod|ty pr|ces
throughout 2010 w||| |nev|tab|y dr|ve act|v|ty
w|th|n the recru|tment market to h|gher |eve|s.
However, |t |s un||ke|y that the h|gh h|r|ng
|eve|s exper|enced |n 2007 w||| be seen. Sa|ary
|eve|s for c||ent fac|ng profess|ona|s such as
re|at|onsh|p and corporate bankers, |nsurance
brokers and f|nanc|a| p|anners shou|d rema|n
comparab|e to those based on the east coast.
We expect m|dd|e to top-end sa|ar|es to
|ncrease and those at entry to m|dd|e |eve| to
rema|n constant due to |ncreased compet|t|on
at th|s |eve|.
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ROL£ P£RMAN£N1
SALARY P£R ANNUM $AUS
2009 2010
Bank|ng
Re|at|onsh|p Manager - lnst|tut|ona|/Oorporate $110 - 180k $140 - 180k
Operat|ons Manager $75 - 105k $80 - 110k
Operat|ons Superv|sor $55 - 75k $60 - 80k
Operat|ons Adm|n|strator $45- 60k $45 - 60k
Corporate Serv|ces
F|nanc|a| Oontro||er $150 - 180k $160 - 190k
F|nance Manager $125 - 145k $135 - 155k
Manager - F|nance, Management, Tax $110 - 130k $115 - 135k
New|y-qua||f|ed - F|nance, Management, Tax $70 - 75k $77 - 82k
Wea|th
F|nanc|a| P|anner |6+ yrs` expì $85 - 130k $110 - 140k
Pract|ce Manager $75 - 100k $90 - 100k
F|nanc|a| P|anner |3 - 5 yrs` expì $65 - 85k $70 - 90k
Para P|anner - DFP Qua||f|ed $60 - 90k $60 - 90k
Funds and Superannuat|on
Oomp||ance Off|cer |3 - 5 yrs' expì $65 - 90k $70 - 90k
Oomp||ance Off|cer |0 - 2 yrs' expì $45 - 60k $50 - 60k
Fund Adm|n|strator $45 - 55k $50 - 55k
Fund O||ent Serv|ces $45 - 50k $50 - 60k
Insurance
lnsurance Ünderwr|ter |3 - 5 yrs' expì $60 - 75k $60 - 75k
lnsurance O|a|ms Manager $60 - 70k $60 - 70k
Account Execut|ve $55 - 65k $60 - 70k
lnsurance O|a|ms Process|ng $45 - 60k $45 - 60k
Investment Bank|ng and Brok|ng
Oorporate F|nance D|rector |6+ yrs' expì $180k+ $200k+
Oorporate F|nance Manager |3 - 5 yrs' expì $80 - 150k $100 - 150k
Equ|ty Research Ana|yst |2 - 4 yrs' expì $70 - 100k $70 - 100k
Oorporate F|nance Ana|yst |0 - 2 yrs' expì $60 - 75k $60 - 75k
NB: F|gures are bas|c sa|ar|es |nc|us|ve of superannuat|on, but exc|us|ve of benef|ts/bonuses un|ess otherw|se spec|f|ed.
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Our commerce & |ndustry d|v|s|on spec|a||ses
|n the prov|s|on of permanent and contract
account|ng staff across a broad range of
|ndustr|es. Recru|t|ng at a|| |eve|s from qua||f|ed
and part-qua||f|ed accountants through to
management staff, we adopt a range of
recru|tment techn|ques that can be ta||ored to
meet our c||ents` spec|f|c requ|rements.
Market Overv|ew
Oand|dates w|th trad|t|ona||y sought-after
sk|||s such as OA/OPA qua||f|cat|ons and |oca|
|ndustry exper|ence were |n abundance at the
start of 2009. Emp|oyers were therefore ab|e
to 'cherry p|ck' the best cand|dates ava||ab|e
and d|d not have any d|ff|cu|ty f|nd|ng ta|ent
w|th the r|ght |eve|s of exper|ence. However,
the number of ava||ab|e cand|dates began to
decrease at the end of 2009 as the economy
started to |mprove.
lncreased h|r|ng |eve|s were seen |n the
second ha|f of 2009 due to the end of f|nanc|a|
year report|ng per|od, mod|f|cat|ons to
|nternat|ona| f|nanc|a| account|ng ru|es |lAS
and lFRSì and the upsurge |n commod|ty
pr|ces. Th|s |ncreased act|v|ty was part|cu|ar|y
preva|ent |n the contract market.
As |n prev|ous years, cand|dates w|th
exper|ence work|ng |n a major account|ng
f|rm w|th between two to f|ve years' |ndustry
exper|ence rema|ned |n demand. Qua||f|ed
management accountants and f|nanc|a|
contro||ers w|th |n-depth |ndustry know|edge
|n resources and eng|neer|ng were a|so
part|cu|ar|y sought-after.
Sectors that cons|stent|y h|red sk|||ed
cand|dates throughout the major|ty of 2009
|nc|uded property, bu||d|ng and construct|on,
resources and eng|neer|ng serv|ces.
lnd|cat|ons suggest that the resources and
eng|neer|ng serv|ces sectors w||| cont|nue to
h|re we|| |nto 2010, w|th a number of |arge
|NG projects requ|r|ng s|gn|f|cant vo|umes of
qua||f|ed and part-qua||f|ed cand|dates.
Out|ook for 2010
lt w||| become |ncreas|ng|y |mportant for
organ|sat|ons to c|ear|y def|ne the|r recru|tment
strateg|es and requ|rements |n 2010 as the
poo| of ava||ab|e cand|dates d|m|n|shes due
to |ncreased h|r|ng. Some cand|dates who
were hes|tant about mov|ng ro|es |n 2009
may fee| more secure and be more |nc||ned to
make a career move |n 2010. However, many
of these h|gh ca||bre cand|dates may rema|n
|nact|ve un|ess they are targeted through a
d|rect approach or through the use of pr|nt
and on||ne med|a.
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ROL£
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CON1RAC1
RA1£ P£R HOUR $AUS
2009 2010 2009 2010
Group F|nanc|a| Oontro||er - OA/OPA |6+ yrs' expì $150 - 190k $175 - 200k $75 - 100 $80 - 110
Tax Manager $125 - 180k $150 - 200k $65 - 100 $70 - 110
F|nanc|a| Oontro||er - OA/OPA $120 - 180k $140 - 180k $60 - 85 $65 - 85
Bus|ness/F|nanc|a| Ana|yst - OA/OPA |6+ yrs' expì $120 - 170k $140 - 180k $60 - 80 $60 - 85
F|nanc|a| Accountant - OA/OPA |6+ yrs' expì $100 - 140k $120 - 140k $55 - 70 $60 - 70
Management Accountant - OA/OPA |6+ yrs' expì $100 - 135k $120 - 140k $60 - 70 $60 - 70
Group Accountant - OA/OPA $90 - 140k $100 - 140k $55 - 65 $60 - 65
F|nanc|a| Accountant - OA/OPA |3 - 5 yrs' expì $80 - 135k $90 - 135k $50 - 60 $50 - 60
Tax Accountant - OA/OPA |3 - 5 yrs' expì $80 - 130k $90 - 130k $60 - 70 $60 - 70
Bus|ness/F|nanc|a| Ana|yst - OA/OPA |3 - 5 yrs' expì $80 - 110k $90 - 120k $50 - 60 $50 - 60
Management Accountant - OA/OPA |3 - 5 yrs' expì $75 - 100k $80 - 110k $45 - 60 $45 - 60
F|nanc|a| Accountant - OA/OPA |0 - 2 yrs' expì $55 - 80k $70 - 80k $30 - 45 $30 - 45
Management Accountant - OA/OPA |0 - 2 yrs' expì $50 - 75k $70 - 80k $35 - 45 $30 - 45
Ass|stant Accountant - OA/OPA |3 - 5 yrs' expì $65 - 85k $65 - 85k $35 - 45 $35 - 45
Bus|ness/F|nanc|a| Ana|yst - OA/OPA |0 - 2 yrs' expì $60 - 75k $60 - 75k $35 - 45 $35 - 45
Accounts Payab|e/Rece|vab|e |2+ yrs' expì $50 - 70k $55 - 70k $25 - 35 $25 - 35
Bookkeeper $45 - 70k $55 - 70k $25 - 40 $30 - 40
Payro|| O|erk $45 - 75k $50 - 75k $25 - 40 $25 - 35
Accounts Ass|stant |2+ yrs' expì $50 - 60k $50 - 65k $30 - 35 $30 - 35
Tax Accountant - Degree |0 - 2 yrs' expì $48 - 65k $50 - 60k $25 - 40 $30 - 40
Ass|stant Accountant - Degree |0 - 2 yrs' expì $45 - 60k $45 - 60k $25 - 35 $25 - 35
Accounts Payab|e/Rece|vab|e - Jun|or |0 - 2 yrs' expì $45 - 60k $45 - 60k $25 - 30 $25 - 30
Accounts Ass|stant |0 - 2 yrs' expì $45 - 55k $45 - 55k $25 - 30 $25 - 30
NB: F|gures are bas|c sa|ar|es |nc|us|ve of superannuat|on, but exc|us|ve of benef|ts/bonuses un|ess otherw|se spec|f|ed.
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Our |nformat|on techno|ogy d|v|s|on |n Perth
offers a spec|a||sed and ta||ored approach,
prov|d|ng contract and permanent recru|tment
serv|ces across a range of sk||| sets and
|ndustry sectors. The team focuses on
cand|dates w|th a m|n|mum of two years'
commerc|a| exper|ence through to sen|or
execut|ve pos|t|ons. We work c|ose|y w|th
our c||ents to ensure we understand the|r
bus|ness and recru|tment needs. Our key
|ndustry sectors |nc|ude profess|ona| serv|ces,
m|n|ng and resources, f|nanc|a| serv|ces and
te|ecommun|cat|ons.
Market Overv|ew
At the end of 2008, a |arge number of
compan|es cut non bus|ness-cr|t|ca| project
budgets and cost-sav|ng |n|t|at|ves were put |n
p|ace. Th|s cont|nued throughout 2009 w|th a
number of market-w|de projects cance||ed or
postponed wh|ch had a s|gn|f|cant |mpact on
the demand for cand|dates.
Redundanc|es became |ncreas|ng|y common
throughout 2009 and we saw many contracts
term|nated. The |oca| resources |ndustry
was |mpacted heav||y by the downturn and
redundanc|es |n th|s sector were part|cu|ar|y
h|gh amongst project managers and bus|ness
ana|ysts.
The |ncrease |n ava||ab|e cand|dates |n the
market, coup|ed w|th a reduct|on |n ava||ab|e
opportun|t|es, |ed to |ncreased compet|t|on
for job seekers. Th|s resu|ted |n a t|ghten|ng of
sa|ar|es and contract rates across most ro|es.
The oversupp|y of cand|dates was further
exacerbated by cand|dates return|ng from
overseas a|ong w|th |ncreased |nterest from
expatr|ates, part|cu|ar|y profess|ona|s from
New Zea|and, the ÜK and South Afr|ca.
Dur|ng the downturn, many h|r|ng managers
expected the |ncrease of ava||ab|e cand|dates
to |ead to an |nf|ux of qua||ty app||cat|ons.
However, top-t|er ta|ent rema|ned hard to
f|nd, espec|a||y as emp|oyed cand|dates
put off |eav|ng the|r current ro|es due to
market uncerta|nty. Many compan|es turned
to temporary-to-permanent emp|oyment
contracts throughout the year |n preference
to h|r|ng permanent staff members. Th|s not
on|y offered f|ex|b|||ty to the emp|oyer and the
opportun|ty to tr|a| the emp|oyee/emp|oyer f|t,
but a|so reduced f|xed costs.
The second ha|f of 2009 was vast|y d|fferent
to the f|rst and by June we w|tnessed a
not|ceab|e |ncrease |n contract requ|rements.
Th|s was not on|y attr|butab|e to the end
of the f|nanc|a| year but a|so to a number
of projects that were f|na||y g|ven the green
||ght to proceed as compan|es reassessed
growth p|ans and rece|ved budget s|gn off.
Th|s |ncreased demand for deve|opers |.Netì,
support staff, adm|n|strators |W|ndows, Ün|xì
and testers. The ||ft |n project requ|rements at
the end of 2009 |s ||ke|y to cont|nue |n 2010.
Out|ook for 2010
The lT sector |n Western Austra||a was not
|mpacted as dramat|ca||y as many other
markets and there are pos|t|ve s|gns for a
recovery |n the lT space throughout 2010. The
most d|scussed top|c |n the Perth market at
the end of 2009 was |NG projects and the
|mpact they w||| have on the |oca| economy |n
2010. ln add|t|on to |NG, new project work |s
be|ng p|anned across most |ndustry sectors
|nc|ud|ng m|n|ng, o|| and gas and f|nanc|a|
serv|ces wh|ch w||| |ncrease the demand for
qua||ty lT profess|ona|s.
We expect to see an |ncreased demand
for sen|or lT resources, part|cu|ar|y project
managers, bus|ness ana|ysts, consu|tants
and arch|tects. W|th cost effect|veness st|||
heav||y on the agenda and a strong need
to get the most from bus|ness operat|ons
and projects, there w||| be an emphas|s on
bus|ness |nte|||gence, bus|ness processes and
strateg|c th|nkers |n 2010.
We ant|c|pate a steady |ncrease |n h|r|ng over
the f|rst s|x months of the year, w|th an even
m|x of permanent and contract opportun|t|es.
lt |s ||ke|y that w|th the |ntroduct|on of
many new projects |n the market, overseas
cand|dates w|th spec|a||st sk||| sets w||| be
back |n demand.
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ROL£
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RA1£ P£R HOUR $AUS
2009 2010 2009 2010
Execut|ve
Oh|ef lnformat|on Off|cer $160k+ $160k+
Manager - Deve|opment/lnfrastructure $100 - 120k $100 - 140k $90 - 100 $80 - 100
Sa|es
State Sa|es Manager $150 - 230k $150 - 230k*
Bus|ness Deve|opment Manager |5+ yrs` expì $80 - 200k $80 - 200k*
lT Account Manager $65 - 100k $65 - 100k*
Project Management
Programme Manager $140k+ $140 - 180k $130+ $130 - 160
Ohange Manager $130k+ $110 - 150k $100+ $100 - 130
Project Manager |5+ yrs` expì $100 - 170k $100 - 180k $85 - 130 $90 - 140
Project Manager |1 - 5 yrs` expì $75 - 130k $80 - 110k $55 - 100 $70 - 90
Bus|ness Ana|ys|s
ERP Oonsu|tant Techn|ca|/Funct|ona| $95 - 160k $90 - 150k $80 - 140 $80 - 130
Bus|ness Ana|yst |5+ yrs` expì $80 - 120k $90 - 140k $75 - 110 $90 - 120
Bus|ness Ana|yst |1 - 5 yrs` expì $65 - 120k $70 - 100k $50 - 100 $60 - 90
Infrastructure
Techn|ca| Arch|tect/Oonsu|tant $100k+ $90 - 140k $80+ $80 - 110
Network Eng|neer |5+ yrs` expì $85 - 130k $90 - 120k $70 - 120 $70 - 90
Database Adm|n|strator $70 - 120k $70 - 120k $60 - 110 $60 - 100
System Adm|n|strator - Ün|x, W|ndows |5+ yrs` expì $55 - 100k $70 - 90k $60 - 90 $60 - 75
Network Eng|neer |1 - 5 yrs` expì $50 - 85k $50 - 90k $45 - 70 $45 - 70
System Adm|n|strator - Ün|x, W|ndows |1 - 5 yrs` expì $50 - 100k $50 - 75k $40 - 80 $40 - 60
Test|ng
Test Manager $90 - 130k $90 - 130k $85 - 100 $85 - 100
Tester |1 - 5 yrs` expì $50 - 90k $50 - 90k $40 - 80 $40 - 70
Deve|opment
Techn|ca| Software Arch|tect $75 - 130k $90 - 140k $60 - 90 $80 - 110
Sen|or Ana|yst Programmer - Java, .Net, O++ |5+ yrs` expì $70 - 130k $90 - 120k $65 - 90 $65 - 80
Ana|yst Programmer - Java, .Net, O++ |1 - 5 yrs` expì $50 - 95k $50 - 90k $40 - 75 $40 - 65
NB: F|gures are bas|c sa|ar|es |nc|us|ve of superannuat|on, but exc|us|ve of benef|ts/bonuses un|ess otherw|se spec|f|ed. * OTE
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Robert Wa|ters' secretar|a| & bus|ness support
d|v|s|on prov|des temporary, contract and
permanent recru|tment so|ut|ons to a range of
organ|sat|ons across Western Austra||a. Our
portfo||o of c||ents |nc|udes compan|es from
the m|n|ng, o|| and gas, f|nanc|a| serv|ces, lT,
eng|neer|ng and construct|on sectors.
Prov|d|ng a ta||ored and profess|ona| serv|ce,
Robert Wa|ters spec|a||ses |n sourc|ng career
or|entated support profess|ona|s for team
adm|n|strat|on, off|ce management, project
support and persona|/execut|ve ass|stant
ro|es. We pr|de ourse|ves on our thorough and
consu|tat|ve approach that meets the d|verse
needs of our c||ents by de||ver|ng cons|stent|y
h|gh qua||ty cand|dates.
Market Overv|ew
The bank|ng and f|nanc|a| sector was most
adverse|y affected by the g|oba| f|nanc|a| cr|s|s.
The resources |ndustry was a|so severe|y
|mpacted w|th many major resource projects
cance||ed or postponed.
Most other sectors were a|so affected w|th
EAs, PAs, recept|on|sts, project support
off|cers, off|ce managers and adm|n|strators
cons|dered by many bus|nesses as a
d|spensab|e resource. Mass redundanc|es
took p|ace wh|ch subsequent|y saturated the
Perth marketp|ace w|th cand|dates |ook|ng to
secure an adm|n|strat|ve/support ro|e.
The one area of the support market wh|ch
was re|at|ve|y unaffected was w|th|n the |ega|
sector, where demand for exper|enced |ega|
support staff rema|ned h|gh. lt was repeated|y
noted that except|ona||y h|gh-|eve|, top-t|er
cand|dates were |n short supp|y; due |n part to
cand|dates` hes|tancy to move ro|es as a resu|t
of uncerta|n market cond|t|ons.
Due to the h|gh number of contractors
ava||ab|e |n the market, hour|y rates
s|gn|f|cant|y decreased. Th|s was |mpacted
further by the return of cand|dates who had
spent t|me work|ng |n |ondon, hop|ng to f|nd
work |n Western Austra||a.
The |atter part of 2009 marked a new era
of pos|t|v|ty and a|though many compan|es
were st||| not |n a pos|t|on to re-recru|t ro|es
on a permanent bas|s, |ncreased demand for
temporary and contract staff was notab|e.
Out|ook for 2010
W|th major projects s|gned off for 2010 and
g|oba| p|ayers |n the marketp|ace act|ve|y
|ook|ng to |ncrease headcount, 2010 |s set
to be a far more pos|t|ve year than the |ast.
We expect to see many bus|nesses re-recru|t
adm|n|strat|ve staff for serv|ce projects and
as act|v|ty and work|oads |ncrease across a||
d|sc|p||nes and sectors, the need for support
staff w||| do the same.
ROL£
P£RMAN£N1 CON1RAC1
SALARY P£R ANNUM $AUS RA1£ P£R HOUR $AUS
2009 2010 2009 2010
Project Secretary $60 - 85k $60 - 85k $30 - 50 $28 - 50
Sen|or Secretary $60 - 85k $60 - 80k $25 - 40 $25 - 40
Execut|ve Ass|stant $55 - 85k $55 - 85k $30 - 50 $25 - 45
Off|ce Manager $50 - 80k $50 - 80k $25 - 45 $25 - 45
Persona| Ass|stant $50 - 75k $50 - 75k $25 - 32 $25 - 40
|ega| Secretary $45 - 65k $50 - 65k $25 - 32 $25 - 40
Team Secretary $40 - 60k $40 - 60k $25 - 30 $25 - 30
Events Ooord|nator $40 - 60k $40 - 60k $22 - 35 $25 - 35
Market|ng Ass|stant $40 - 55k $40 - 60k $25 - 35 $24 - 32
Jun|or Secretary $40 - 50k $40 - 55k $25 - 30 $25 - 30
Adm|n|strat|on Ass|stant $35 - 45k $35 - 45k $20 - 27 $20 - 25
Recept|on|st $30 - 45k $30 - 45k $25 - 30 $20 - 27
Data Entry Operator $30 - 40k $30 - 40k $20 - 27 $20 - 27
Off|ce Jun|or $30 - 40k $30 - 40k $25 - 27 $25 - 27
NB: F|gures are bas|c sa|ar|es |nc|us|ve of superannuat|on, but exc|us|ve of benef|ts/bonuses un|ess otherw|se spec|f|ed.
184
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185
The bank|ng & f|nanc|a| serv|ces d|v|s|on
recru|ts across a w|de range of account|ng
d|sc|p||nes, offer|ng permanent and contract
recru|tment so|ut|ons. At the sen|or end,
we cover ro|es at the qua||f|ed OA/OPA
|eve| through to sen|or management and
at the jun|or end, part-qua||f|ed |eve|s and
be|ow. ln add|t|on to these core bus|ness
pos|t|ons, we serv|ce support funct|ons such
as payro||, accounts payab|e and rece|vab|e
and spec|a||st f|nance areas |nc|ud|ng fund
account|ng, product contro|, treasury,
bus|ness ana|ys|s and project management.
Market Overv|ew
2009 was undoubted|y a tumu|tuous year
|n the bank|ng and f|nanc|a| serv|ces sector.
Dur|ng the f|rst two quarters we w|tnessed
vast emp|oyment cuts across a|most a||
organ|sat|ons as they strugg|ed to surv|ve. The
bus|ness |andscape changed s|gn|f|cant|y as a
number of compan|es ceased trad|ng, sca|ed
back cons|derab|y, merged or were bought.
Dur|ng the th|rd quarter we began to see the
market stab|||se and conf|dence return as the
Austra||an economy started to show s|gns of
a recovery. lt became obv|ous dur|ng quarter
four that some bus|nesses had reduced staff
|eve|s to such an extent that |t had become
very d|ff|cu|t to serv|ce bus|ness requ|rements.
A steady f|ow of Austra||ans returned from the
ÜK throughout the year, as |ts emp|oyment
market |agged |n compar|son to Austra||a.
Sydney rema|ns the c|ty of cho|ce for those
|ook|ng to work |n f|nanc|a| serv|ces |n Austra||a
and we pred|ct that we w||| see a sharp
|ncrease |n overseas cand|dates seek|ng to
re|ocate to Sydney on e|ther work|ng ho||days
or |onger-term v|sas |n 2010.
Organ|sat|ons w|th a true domest|c presence
rema|ned re|at|ve|y stab|e |n contrast to those
w|th strong |nternat|ona| networks. ln add|t|on,
those that were more r|sk averse were ab|e
to ma|nta|n prof|tab|||ty. ln the vo|at||e market,
many emp|oyers sought to ma|nta|n a so||d
and re||ab|e team wh|ch created demand for
permanent h|res and a reduct|on |n contract
headcount.
For the f|rst t|me |n over 15 years we saw
neg||g|b|e sa|ary |ncreases across the board
and a drast|c decrease |n bonuses as
bus|nesses adopted a new ph||osophy to
manage costs down aggress|ve|y. We pred|ct
that as the market cont|nues to |mprove |n
2010, sa|ary |ncreases, bonuses and other
rewards w||| revert back to |eve|s seen |n the
years |ead|ng up to 2009.
Out|ook for 2010
ln 2010, we expect |mprovements |n both
permanent and contract sa|ar|es. The
amp||f|ed act|v|ty that we exper|enced |n
quarters three and four of 2009 shou|d
channe| an |ncrease |n demand for h|gh|y
sk|||ed cand|dates. We pred|ct that we w|||
yet aga|n see a d|st|nct shortage of qua||f|ed
accountants, part|cu|ar|y those w|th one to
f|ve years' post-qua||f|cat|on exper|ence.
Emp|oyers w||| need to d|fferent|ate themse|ves
as 'emp|oyers of cho|ce` |n order to attract
and reta|n qua||ty cand|dates as the market
cont|nues to |mprove.
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ROL£
P£RMAN£N1
SALARY P£R ANNUM $AUS
CON1RAC1
RA1£ P£R HOUR $AUS
2009 2010 2009 2010
F|nance D|rector $160 - 200k $160 - 190k $900 - 1200 p/d $900 - 1200 p/d
F|nance Manager $130k+ $145k+ $60 - 70+ $60 - 70+
F|nanc|a| Oontro||er $120 - 160k $130 - 160k $600 - 800 p/d $600 - 800 p/d
F|nanc|a| Accountant - OA/OPA |6+ yrs` expì $120k+ $125k+ $45 - 55 $55 - 65
Product Accountant/Oontro||er - OA/OPA |6+ yrs` expì $120k+ $125k+ $50 - 60 $60 - 70
Tax Accountant |6+ yrs' expì $120k+ $125k+ $55 - 60 $60 - 65
Bus|ness Ana|yst - OA/OPA |6+ yrs` expì $110k+ $120k+ $55 - 75 $60 - 110+
Management Accountant - OA/OPA |6+ yrs` expì $110k+ $120k+ $50 - 60 $60 - 65
Fund Accountant - OA/OPA |6+ yrs` expì $100k+ $120k+ $45 - 55 $55 - 65
Bus|ness Ana|yst - OA/OPA |3 - 5 yrs' expì $80 - 110k $85 - 120k $40 - 55 $55 - 65
F|nanc|a| Accountant - OA/OPA |3 - 5 yrs` expì $80 - 110k $80 - 125k $40 - 50 $50 - 60
Management Accountant - OA/OPA |3 - 5 yrs` expì $80 - 110k $80 - 120k $40 - 55 $50 - 60
Tax Accountant |3 - 5 yrs' expì $80 - 110k $80 - 120k $40 - 50 $50 - 60
Product Accountant/Oontro||er - OA/OPA |3 - 5 yrs` expì $70 - 120k $70 - 125k $40 - 50 $50 - 65
Fund Accountant - OA/OPA |3 - 5 yrs` expì $65 - 100k $65 - 120k $40 - 50 $45 - 55
Bus|ness Ana|yst - OA/OPA |0 - 2 yrs' expì $50 - 70k $55 - 85k $30 - 40 $30 - 40
F|nanc|a| Accountant - OA/OPA |0 - 2 yrs` expì $50 - 70k $55 - 75k $30 - 35 $30 - 35
Tax Accountant |0 - 2 yrs' expì $50 - 70k $50 - 80k $25 - 35 $25 - 35
Product Accountant/Oontro||er - OA/OPA |0 - 2 yrs` expì $45 - 70k $50 - 75k $35 - 45 $35 - 45
Management Accountant - OA/OPA |0 - 2 yrs` expì $50 - 65k $50 - 75k $30 - 40 $30 - 35
Ass|stant Accountant $45 - 65k $45 - 65k $25 - 35 $25 - 35
Fund Accountant - OA/OPA |0 - 2 yrs' expì $45 - 60k $45 - 65k $30 - 35 $30 - 35
Accounts O|erk $45 - 50k $45 - 55k $20 - 25 $20 - 25
NB: F|gures are bas|c sa|ar|es |nc|us|ve of superannuat|on, but exc|us|ve of benef|ts/bonuses un|ess otherw|se spec|f|ed.
p/d = per day.
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The Sydney bank|ng operat|ons d|v|s|on
spec|a||ses |n p|ac|ng exper|enced temporary,
contract and permanent operat|ons
cand|dates from equ|ty, f|xed |ncome, fore|gn
exchange, der|vat|ves, funds and f|nanc|a|
p|ann|ng backgrounds at a|| |eve|s across the
ent|re f|nanc|a| serv|ces sector.
Market Overv|ew
ln the f|rst two quarters of 2009 we saw
cutbacks, cost management and headcount
reduct|ons w|th|n bank|ng operat|ons
funct|ons. ln add|t|on, projects were put
on ho|d and off-shor|ng |n|t|at|ves ga|ned
momentum, w|th many funct|ons moved to
|ower cost s|tes across As|a. These key factors
affected a|| areas of m|dd|e and back off|ce
funct|ons w|th no product or funct|on spared.
Ear|y |n the year, sa|ar|es decreased |n
the reg|on of 10-20% wh|ch was further
compounded by zero or m|n|ma| bonuses.
Some organ|sat|ons |ntroduced cost-sav|ng
|n|t|at|ves such as reduced work|ng weeks
and many new recru|ts were asked to accept
|ower sa|ar|es. Those f|rms w||||ng to pay
h|gher sa|ar|es found they were ab|e to secure
better ta|ent than those that cont|nued to put
downward pressure on sa|ar|es.
At m|d-year, the market began to stab|||se
and dur|ng quarters three and four we saw
a s|gn|f|cant up||ft |n operat|ons recru|tment.
Both temporary and permanent h|res
|ncreased rap|d|y. We be||eve th|s was a d|rect
consequence of many banks and f|nanc|a|
serv|ce prov|ders |n|t|a||y cutt|ng headcount
to |eve|s that d|d not a||ow them to operate
effect|ve|y. ln add|t|on, there were a few key
areas of growth. Mergers and the |ntroduct|on
of new systems or products saw project work
gather momentum once aga|n. Th|s had a
knock-on effect and |ncreased demand for
project managers and bus|ness ana|ysts.
Due to the chang|ng regu|atory requ|rements
|n reta|| bank|ng, we saw h|r|ng act|v|ty |n th|s
area recover faster than |n |nvestment bank|ng,
where off-shor|ng |s commonp|ace, part|cu|ar|y
to |ocat|ons such as S|ngapore, Shangha| and
lnd|a. Th|s was offset by growth |n other areas,
w|th f|xed |ncome and |nterest rate products
|ead|ng the way.
A|though permanent sa|ar|es reduced
s|gn|f|cant|y |n the f|rst ha|f of 2009, the |atter
stages of the year saw sa|ar|es return to
|eve|s seen before the downturn. We saw
a c|ear decrease |n the turnaround t|mes
from |nterv|ew through to offer, as compan|es
rea||sed the va|ue of engag|ng qua||ty
cand|dates faster than the|r compet|tors.
A|so of note was the number of compan|es
that conducted specu|at|ve h|r|ng |n a b|d to
up-sk||| the|r workforce. The ba|ance of power
sh|fted from emp|oyer to cand|date |n terms of
demand |n |ate 2009, and we expect that by
quarter three 2010 we w||| aga|n exper|ence
severe cand|date shortages, most ||ke|y w|th|n
projects and corporate act|ons.
Out|ook for 2010
We pred|ct quarters one and two of 2010 to
be part|cu|ar|y busy due to staff turnover as
market conf|dence cont|nues and workers
re-enter the job market. Some compan|es
w||| have to adopt aggress|ve recru|tment
strateg|es to compensate for turnover and the
cuts made |n 2009. lncreased pressure w|||
be p|aced on secur|ng qua||ty cand|dates and
manag|ng the|r sa|ary expectat|ons. We expect
bonus |eve|s to be proport|onate|y h|gher than
|n 2009 and, |n some cases, comparab|e to
those pa|d |n 2007 and 2008.
Emp|oyee engagement, comb|ned w|th a
company's ab|||ty to pos|t|on |tse|f as an
emp|oyer of cho|ce, w||| be key to successfu|
recru|tment campa|gns. A|though econom|c
st|mu|us and recovery w||| create |ncreased
h|r|ng conf|dence and new|y created ro|es, we
be||eve a |arge proport|on of the recru|tment
mandates re|eased |n ear|y 2010 w||| be a
d|rect resu|t of emp|oyee turnover.
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ROL£
P£RMAN£N1
SALARY P£R ANNUM $AUS
CON1RAC1
RA1£ P£R HOUR $AUS
2009 2010 2009 2010
Head of Operat|ons $165k+ $160k+ $75+ $60+
F|xed lncome Operat|ons Manager |6+ yrs` expì $110 - 160k $120 - 160k+ $55+ $50+
Equ|t|es Operat|ons Manager |6+ yrs` expì $130k+ $110 - 150k+ $55+ $50+
Manager Trade F|nance $100 - 165k $100 - 150k $45+ $40 - 50
F× Operat|ons Manager |6+ yrs` expì $110 - 160k $100 - 140k+ $45+ $40 - 50
Oorporate Act|ons Manager |3 - 5 yrs` expì $100 - 140k $100 - 140k $48 - 65 $40 - 50
Der|vat|ves Operat|ons Manager |3 - 5 yrs` expì $95 - 145k $95 - 135k $40 - 70 $40 - 50
F|xed lncome Superv|sor |3 - 5 yrs` expì $75 - 100k $95 - 135k $35 - 48 $30 - 40
Equ|t|es Superv|sor |3 - 5 yrs` expì $75 - 100k $75 - 100k $35 - 48 $30 - 40
Der|vat|ves Superv|sor $65 - 100k $65 - 95k $35 - 48 $30 - 40
Sen|or F|xed lncome O|erk |3 - 5 yrs` expì $60 - 80k $65 - 90k $28 - 38 $25 - 30
Fund Accountant |3 - 5 yrs' expì $65 - 85k $65 - 85k $30 - 40 $25 - 30
Sen|or Der|vat|ves O|erk |3 - 5 yrs` expì $65 - 80k $65 - 80k $28 - 38 $25 - 30
F× Superv|sor |3 - 5 yrs` expì $65 - 90k $60 - 90k $30 - 38 $30 - 40
Sen|or Equ|t|es O|erk |3 - 5 yrs` expì $60 - 80k $60 - 80k $28 - 38 $25 - 30
Sen|or Marg|n |end|ng |3 - 5 yrs` expì $60 - 80k $60 - 80k $25 - 32 $25 - 30
O||ent Serv|ces Off|cer |3 - 5 yrs' expì $60 - 80k $60 - 80k $27 - 41 $25 - 30
Fund Adm|n|strator - Oustody Sen|or |3 - 5 yrs` expì $60 - 80k $55 - 75k $25 - 32 $25 - 30
Fund Accountant |0 - 2 yrs' expì $50 - 60k $50 - 60k $22 - 30 $22 - 25
Oorporate Act|ons O|erk |0 - 2 yrs` expì $50 - 70k $45 - 65k $22 - 30 $22 - 25
Der|vat|ves Documentat|on O|erk |0 - 2 yrs` expì $45 - 60k $45 - 60k $22 - 30 $22 - 25
Equ|t|es O|erk |0 - 2 yrs` expì $45 - 60k $45 - 60k $22 - 30 $22 - 25
F|xed lncome O|erk |0 - 2 yrs` expì $45 - 60k $45 - 60k $22 - 30 $22 - 25
F× O|erk |0 - 2 yrs` expì $45 - 60k $45 - 55k $22 - 26 $22 - 25
Marg|n |end|ng |0 - 2 yrs` expì $40 - 55k $40 - 55k $22 - 26 $22 - 25
Jun|or Sett|ements O|erk - Degree |0 - 2 yrs` expì $40 - 55k $40 - 55k $22 - 26 $22 - 25
Fund Adm|n|strator - Oustody |0 - 2 yrs` expì $40 - 55k $40 - 55k $22 - 26 $22 - 25
Fund Adm|n|strator - Fund Management |0 - 2 yrs` expì $40 - 55k $40 - 55k $22 - 28 $22 - 25
Fund O||ent Serv|ces |0 - 2 yrs' expì $40 - 55k $40 - 55k $22 - 29 $22 - 25
Jun|or Sett|ements O|erk - HSO |0 - 2 yrs` expì $35 - 50k $35 - 50k $22 - 25 $22 - 25
NB: F|gures are bas|c sa|ar|es |nc|us|ve of superannuat|on, but exc|us|ve of benef|ts/bonuses un|ess otherw|se spec|f|ed.
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189
Our Sydney commerce & |ndustry d|v|s|on
recru|ts account|ng profess|ona|s at a|| |eve|s
|nto a broad range of |ndustr|es that s|t
outs|de of bank|ng and f|nanc|a| serv|ces. Our
consu|tants are f|nance spec|a||sts, offer|ng
cred|b|||ty through the|r deta||ed understand|ng
of both the c||ent and cand|date markets
w|th|n the|r respect|ve f|e|ds. A|ongs|de the
range of trad|t|ona| f|nance based ro|es, the
team a|so recru|ts for deve|opment, strategy,
p|ann|ng, pr|c|ng and broader bus|ness
management ro|es. Our c||ents range |n s|ze
from |arge mu|t|nat|ona|s and non-quoted
organ|sat|ons through to owner managed
bus|nesses.
Market Overv|ew
2009 was one of the most cha||eng|ng and
vo|at||e years the emp|oyment market has
seen s|nce the ear|y 2000s. W|th the uncerta|n
end to 2008, recru|tment act|v|ty sta||ed |n
ant|c|pat|on of the |mpact the downturn wou|d
have on emp|oyment.
We saw a number of key emp|oyment trends
emerge throughout 2009, name|y: the |ncrease
|n demand for more commerc|a||y sound
heads of f|nance, a coo||ng |n the h|r|ng of
corporate report|ng, tax and transact|ona|
accountants and, towards the end of the year,
a push to br|ng |n a |eve| of we|| prepared
commerc|a| ana|ysts to add strength to
operat|ona| performance and max|m|se
revenue.
Quarter one was the qu|etest of the four
account|ng per|ods |n 2009 as a resu|t of the
g|oba| f|nanc|a| cr|s|s. The ensu|ng scept|c|sm
about how bus|nesses wou|d fare and how
th|s wou|d affect ex|st|ng staff|ng |eve|s, |et
a|one add|t|ona| recru|tment, became a key
concern. Many b|ue ch|ps and the |arger of
the SMEs |ooked c|ose|y at the|r f|nance teams
and, |n p|aces, made changes to ensure a
su|tab|e strategy was |mp|emented |n ||ght of
market cond|t|ons.
Quarter two saw h|r|ng w|th|n the
|nfrastructure, ra||, construct|on and FMOG
sectors take p|ace at a far greater rate
than |n other areas, attr|buted |arge|y to the
government st|mu|us packages that created
a far more pos|t|ve sent|ment. Project and
reg|ona| account|ng, group p|ann|ng and
commerc|a| ana|ys|s funct|ons formed the bu|k
of the demand |n th|s space.
H|r|ng act|v|ty |ncreased w|th|n many of the
|arge corporates |n quarter three, however
|t was not at the |eve|s seen |n 2007/2008.
There appeared to be a return of conf|dence to
the emp|oyment market as bus|nesses started
to see an upsw|ng |n act|v|ty and prof|tab|||ty.
As compan|es began to compete for the top
ta|ent |n the market, sa|ar|es became a more
prom|nent po|nt of d|scuss|on for both those |n
emp|oyment and those act|ve|y seek|ng work.
Quarter four was more pos|t|ve than many
wou|d have pred|cted at the beg|nn|ng of the
year. Pos|t|ons across ma|nstream f|nance
|contro||er, tax, transact|onsì and the more
ana|yt|ca| ro|es |bus|ness ana|ysts, commerc|a|
ana|ysts, commerc|a| managementì were
aga|n be|ng recru|ted across a w|de range of
|ndustr|es and by bus|nesses of a|| s|zes.
The temporary and contract market saw a
reduced but steady demand for profess|ona|s
at the c|er|ca| transact|ona| |eve|, however
|n quarter four we exper|enced greater
than expected act|v|ty |eve|s across more
sen|or ro|es. He|ghtened opt|m|sm, better
than expected resu|ts and the re|ax|ng of
recru|tment freezes |ed to a re-exam|nat|on of
staff|ng |eve|s. Oompan|es tr|ed to ba|ance the
need for prov|d|ng support to under-resourced
f|nance teams w|th more strateg|c and
commerc|a||y focused h|res. As a resu|t of
these conf||ct|ng staff|ng requ|rements, many
compan|es opted for h|r|ng f|xed term or
ongo|ng contractors, w|th the |ntent|on of
convert|ng these emp|oyees to permanent
headcount once pressures re|axed.
Oand|date shortages proved to be more of
a barr|er than ant|c|pated, w|th |nd|v|dua|s
who wou|d natura||y be act|ve |n the market
choos|ng to focus the|r efforts on reta|n|ng
the|r current ro|e. Wh||st the overa|| vo|ume
of cand|dates |n the market |ncreased
s|gn|f|cant|y |n 2009, the number of cand|dates
short||sted to emp|oyers d|d not |ncrease
as f|nd|ng the m|x of sk|||s, f|t and |ndustry
exper|ence st||| proved to be a cha||enge.
Out|ook for 2010
W|th conf|dence on the r|se and |ncreased
act|v|ty, both from a recru|tment perspect|ve
and |n the broader market, the out|ook for
2010 |s notab|y more pos|t|ve than |t was |n
2009. We expect pay rev|ew per|ods to be
more pert|nent for bus|nesses, w|th many staff
seek|ng |ncrements |n remunerat|on to offset
pay freezes and/or d|m|n|shed or non-ex|stent
bonuses |n 2009. For the f|rst t|me |n a number
of years, pay r|ses w||| not be a b|anket 5-10%
|n 2010 but more ||ke|y ref|ect the d|ffer|ng
|eve| of performance among |ndustry peers.
lncons|stent resu|ts among compet|tor f|rms
w||| see d|spar|t|es emerge |n remunerat|on
rev|ew rates and as such, we expect some
attr|t|on to occur w|th|n bus|nesses and
|ndustr|es |east ab|e to accommodate the|r
emp|oyees' expectat|ons.
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ROL£
P£RMAN£N1
SALARY P£R ANNUM $AUS
CON1RAC1
RA1£ P£R HOUR $AUS
2009 2010 2009 2010
Group F|nance D|rector $270k+ $280k+ $80 - 125 $85 - 130
Oh|ef F|nanc|a| Off|cer $230k+ $250k+ $80 - 125 $80 - 140
Group F|nanc|a| Oontro||er - |arge Organ|sat|on $180k+ $200k+ $65 - 80 $65 - 80
Group F|nanc|a| Oontro||er - Sma||/Med|um Organ|sat|on $160k+ $175k+ $55 - 70 $55 - 70
Oommerc|a|/P|ann|ng Manager $150 - 200k $150 - 200k $55 - 65 $55 - 65
F|nance Manager |3 - 5 yrs` expì $130 - 160k $140 - 170k $50 - 65 $55 - 70
Aud|t Manager $130 - 160k $130 - 160k $65 - 80 $70 - 85
Tax Manager $130k+ $130k+ $60 - 80 $60 - 80
F|nance Manager |0 - 2 yrs` expì $110 - 140k $110 - 140k $50 - 60 $50 - 60
Oompany/Oorporate/Group Accountant $80 - 130k $90 - 130k $50 - 60 $48 - 60
F|nanc|a| Accountant |3 - 5 yrs` expì $90 - 120k $90 - 120k $45 - 55 $45 - 55
Management Accountant |3 - 5 yrs` expì $90 - 120k $90 - 120k $45 - 55 $48 - 55
Treasury Accountant $80 - 120k $85 - 120k $45 - 55 $40 - 55
Payro|| Manager $80 - 130k $80 - 130k $40 - 55 $42 - 55
Pr|c|ng Ana|yst $70 - 130k $80 - 130k $40 - 55 $40 - 55
Ored|t Manager $75 - 110k $80 - 120k $40 - 55 $40 - 55
Bus|ness/F|nanc|a|/Oommerc|a| Ana|yst |3 - 5 yrs` expì $70 - 120k $80 - 120k $50 - 60 $48 - 60
Systems Accountant |0 - 4 yrs` expì $70 - 120k $80 - 120k $40 - 55 $42 - 55
Tax Accountant |0 - 4 yrs` expì $60 - 110k $70 - 110k $40 - 60 $45 - 60
Management Accountant |0 - 2 yrs` expì $70 - 90k $70 - 90k $40 - 45 $38 - 45
F|nanc|a| Accountant |0 - 2 yrs` expì $70 - 90k $70 - 90k $40 - 45 $38 - 45
Aud|tor |2 - 4 yrs` expì $60 - 100k $65 - 100k $45 - 60 $45 - 60
Oost Accountant |0 - 4 yrs` expì $60 - 90k $60 - 95k $35 - 50 $33 - 50
Bus|ness/F|nanc|a|/Oommerc|a| Ana|yst |0 - 2 yrs` expì $60 - 90k $60 - 90k $35 - 45 $32 - 45
Payro|| Off|cer |3+ yrs` expì $60 - 70k $60 - 70k $25 - 30 $26 - 32
Ass|stant Accountant - OA/OPA |3 - 5 yrs` expì $55 - 70k $55 - 70k $28 - 35 $28 - 35
Bookkeeper |0 - 4 yrs` expì $60 - 70k $60 - 70k $30 - 35 $28 - 35
B||||ngs Ana|yst |0 - 4 yrs` expì $50 - 70k $50 - 70k $22 - 30 $22 - 30
Accounts Payab|e/Rece|vab|e - Jun|or |0 - 4 yrs` expì $45 - 65k $45 - 65k $22 - 27 $21 - 25
Payro|| Off|cer |0 - 2 yrs` expì $45 - 60k $45 - 65k $22 - 26 $21 - 25
Ass|stant Accountant - OA/OPA |0 - 2 yrs` expì $45 - 60k $45 - 60k $23 - 28 $24 - 30
Ored|t Oontro||er $45 - 60k $45 - 60k $23 - 27 $22 - 32
Accounts Ass|stant |0 - 4 yrs` expì $42 - 55k $40 - 60k $22 - 26 $23 - 27
NB: F|gures are bas|c sa|ar|es |nc|us|ve of superannuat|on, but exc|us|ve of benef|ts/bonuses un|ess otherw|se spec|f|ed.
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191
Our human resources d|v|s|on spec|a||ses
|n recru|t|ng profess|ona|s at a|| |eve|s, from
graduates to HR d|rectors across a broad
range of HR spec|a||sat|ons, |nc|ud|ng
organ|sat|ona| deve|opment, change
management, tra|n|ng, |ndustr|a| and emp|oyee
re|at|ons and ta|ent management. W|th an
exce||ent network of strong HR profess|ona|s
across Austra||a and As|a Pac|f|c, we focus on
de||ver|ng the best HR ta|ent to our c||ents.
Market Overv|ew
Throughout 2009, HR d|v|s|ons fe|t the d|rect
|mpact of the g|oba| f|nanc|a| cr|s|s, w|th
many redundanc|es across a broad range
of |ndustr|es, from h|gh |eve| HR d|rectors to
HR profess|ona|s who were |n|t|a||y h|red to
focus on recru|tment. Oompan|es recogn|sed
the need to manage costs and as a resu|t
many HR teams downs|zed, |eav|ng rema|n|ng
staff to cover the work|oad, thereby p|ac|ng
|ncreased pressure on a vast number of HR
departments.
As a resu|t of restructures, we saw an |ncrease
|n ava||ab|e cand|dates. Th|s gave compan|es
the opportun|ty to access those profess|ona|s
who had not prev|ous|y been ava||ab|e, at
|ower sa|ar|es than demanded |n the past.
HR staff who spec|a||sed |n recru|tment were
s|gn|f|cant|y |mpacted due to h|r|ng freezes
across many f|rms. Those that were not made
redundant were expected to save costs and
recru|t necessary ro|es w|thout the use of
recru|tment partners, wh|ch added further
pressure to work|oads.
We saw cont|nued demand for HR bus|ness
partners due to an |ncreased need for HR
to add strateg|c va|ue to the|r c||ent groups.
Ohange management and emp|oyee re|at|ons
profess|ona|s were a|so |n demand for the|r
sk|||s |n restructur|ng and emp|oyee retent|on.
Out|ook for 2010
F|rms w||| need to adopt |nnovat|ve techn|ques
to ensure they have the best HR partners
work|ng |n the|r bus|nesses. W|th the expected
market changes |n 2010, compan|es w|||
|ook to |nvest |n the|r current staff to ass|st
|n retent|on, as we|| as to attract new ta|ent.
We expect that th|s w||| create demand
for exper|enced HR profess|ona|s w|th
backgrounds |n ta|ent management, |earn|ng
and deve|opment and recru|tment.
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ROL£ P£RMAN£N1
SALARY P£R ANNUM $AUS
2010
Genera||st
HR D|rector $250 - 280k
Nat|ona| HR Manager $160 - 170k
HR Manager $140 - 160k
HR Adv|sor |5+ yrs' expì $90 - 120k
HR Adv|sor |1 - 4 yrs' expì $70 - 80k
HR Off|cer $65 - 70k
HR Ooord|nator $55 - 65k
HR Adm|n|strator $55 - 65k
HR Graduate $45 - 55k
Spec|a||st
lndustr|a|/Emp|oyee Re|at|ons Manager $160k+
Remunerat|on & Benef|ts Oonsu|tant $135 - 160k
Organ|sat|ona| Deve|opment Manager $130k+
Ohange Manager $130k+
|earn|ng & Deve|opment Manager $130k+
Recru|tment Manager $100 - 150k
Organ|sat|ona| Deve|opment Adv|sor $90 - 100k
lndustr|a|/Emp|oyee Re|at|ons Adv|sor $90 - 120k
|earn|ng & Deve|opment Adv|sor $70 - 85k
Workforces P|ann|ng Oonsu|tant $70 - 80k
Recru|tment Off|cer $70 - 80k
NB: F|gures are bas|c sa|ar|es |nc|us|ve of superannuat|on, but exc|us|ve of benef|ts/bonuses un|ess otherw|se spec|f|ed.
Th|s |s a recent|y opened d|v|s|on - 2009 sa|ary data |s therefore unava||ab|e.
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193
The Sydney lT d|v|s|on spec|a||ses |n recru|t|ng
permanent and contract lT pos|t|ons
w|th|n three |ndustry groups: commerce,
te|ecommun|cat|ons, and bank|ng, f|nance and
|nsurance. ln the commerce team, consu|tants
further spec|a||se |n techn|ca| areas |nc|ud|ng:
Java/J2EE, .NET, ERP/ORM, Orac|e, bus|ness
|nte|||gence, test|ng and |nfrastructure.
Market Overv|ew
ln 2009, the major|ty of lT managers saw the|r
budgets cut as emp|oyers sought to reduce
costs due to the g|oba| f|nanc|a| cr|s|s. As a
resu|t, most compan|es reduced the number
of p|anned lT projects, w|th non-essent|a|
projects postponed or cance||ed. Th|s |ed
to an |ncreased focus on a sma||er number
of core projects wh|ch were e|ther a|ready
underway when the g|oba| f|nanc|a| cr|s|s
began or were v|ewed as bus|ness-cr|t|ca|
to ensure costs were saved or revenue
|ncreased.
A reduct|on |n the vo|ume of lT projects
|ed to reduced headcount w|th|n many lT
departments. Oontracts were term|nated ear|y
and redundanc|es became commonp|ace,
resu|t|ng |n a |arge number of ava||ab|e
lT profess|ona|s. ln genera|, compan|es
reta|ned the|r top ta|ent and the major|ty of
redundanc|es were made amongst those
w|th gener|c exper|ence. Those st||| emp|oyed
found they often had to do more work for the
same or |ess money due to the reduct|on |n
team numbers, or were asked to work fewer
hours to reduce bus|ness costs. Th|s brought
about a w|despread reduct|on |n contract rates
and sa|ar|es.
Some of the core projects that were
a|ready underway when the g|oba| f|nanc|a|
cr|s|s began were amongst the |argest lT
transformat|on and |ntegrat|on projects of
the|r k|nd seen |n Austra||a. As such, the
major|ty of act|v|ty w|th|n the lT recru|tment
market |n New South Wa|es was dr|ven
by a handfu| of the major p|ayers |n the
areas of te|ecommun|cat|ons, bank|ng and
government. These projects and the work
they created were key |n attract|ng Austra||an
and New Zea|and lT profess|ona|s work|ng
overseas back to Austra||a. The |ack of
opportun|t|es |n countr|es that were h|t harder
by the downturn and the fa|| of the Br|t|sh
Pound aga|nst the Austra||an Do||ar were
further contr|but|ng factors of the |nf|ux of lT
profess|ona|s |n possess|on of va|uab|e fore|gn
exper|ence.
Desp|te the |ncreased number of ava||ab|e lT
profess|ona|s, compan|es st||| found |t d|ff|cu|t
to attract top ta|ent, espec|a||y profess|ona|s
w|th exper|ence |n n|che or emerg|ng lT sk|||s
such as bus|ness |nte|||gence, automated
test|ng, Orac|e Fus|on, H|Portfo||o, B|zTa|k,
SharePo|nt, un|f|ed commun|cat|ons and SAP.
Out|ook for 2010
Wh||st 2009 was a d|ff|cu|t year, Austra||a was
fortunate as |t fared better than many other
countr|es and a recovery |s expected |n the
lT market |n 2010. The number of p|anned
projects shou|d resu|t |n fewer ava||ab|e
cand|dates and a stab|||sat|on of sa|ary |eve|s.
Key areas of focus for 2010 are ||ke|y to
|nc|ude the Nat|ona| Broadband Network,
Green lT |as Austra||an bus|nesses prepare for
the government`s proposed Oarbon Po||ut|on
Reduct|on Scheme |n 2010ì, c|oud comput|ng,
v|rtua||sat|on, mob||e app||cat|ons and a
cont|nued focus on bus|ness |nte|||gence.
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ROL£
P£RMAN£N1
SALARY P£R ANNUM $AUS
CON1RAC1
RA1£ P£R HOUR $AUS
2009 2010 2009 2010
Deve|opment
So|ut|on/Techn|ca| Arch|tect $130 - 190k $125 - 180k $80 - 120 $80 - 120
Deve|opment Manager $110 - 175k $110 - 165k $70 - 110 $70 - 100
Sen|or Ana|yst Programmer |Java, J2EE, .NET, O++ì $90 - 135k $85 - 125k $65 - 105 $60 - 90
Ana|yst Programmer |Java, J2EE, .NET, O++ì $60 - 90k $55 - 85k $40 - 65 $40 - 60
Web Deve|oper |htm|, php, javascr|ptì $55 - 90k $50 - 90k $35 - 60 $30 - 55
ERP
ERP Oonsu|tant Funct|ona| $90 - 165k $90 - 155k $80 - 125 $75 - 125
ERP Oonsu|tant Techn|ca| $75 - 130k $75 - 125k $55 - 100 $55 - 100
Bus|ness Inte|||gence
Data Arch|tect $130 - 175k $130 - 170k $110 - 125 $100 - 125
Bus|ness lnte|||gence Oonsu|tant - Funct|ona| $85 - 150k $80 - 140k $75 - 125 $75 - 125
Bus|ness lnte|||gence Oonsu|tant - Techn|ca| $75 - 130k $75 - 130k $75 - 120 $70 - 115
Support
3rd |eve| Support/App||cat|on Support $70 - 100k $65 - 90k $32 - 60 $30 - 55
2nd |eve| Support $55 - 70k $50 - 66k $27 - 32 $25 - 30
1st |eve| Support $40 - 55k $38 - 54k $20 - 27 $20 - 25
lT Graduate |New|y-qua||f|edì $40 - 55k $38 - 54k $20 - 27 $18 - 25
NB: F|gures are bas|c sa|ar|es |nc|us|ve of superannuat|on, but exc|us|ve of benef|ts/bonuses un|ess otherw|se spec|f|ed.
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195
ROL£
P£RMAN£N1
SALARY P£R ANNUM $AUS
CON1RAC1
RA1£ P£R HOUR $AUS
2009 2010 2009 2010
Execut|ve
Oh|ef lnformat|on Off|cer/Oh|ef Techno|ogy Off|cer $200 - 400k $200 - 400k $125 - 225 $125 - 225
Project Management
Programme Manager $150 - 220k $140 - 190k $110 - 150 $100 - 140
Project Manager |5+ yrs` expì $125 - 155k $120 - 145k $75 - 115 $75 - 110
Project Manager |1 - 4 yrs` expì $90 - 125k $90 - 120k $60 - 75 $60 - 75
Project Ooord|nator $60 - 100k $60 - 95k $40 - 70 $40 - 70
Bus|ness Ana|ys|s
Bus|ness Ana|yst |4+ yrs` expì $100 - 135k $90 - 135k $70 - 100 $70 - 100
Bus|ness Ana|yst |1 - 4 yrs` expì $60 - 100k $60 - 90k $45 - 70 $45 - 70
Network/Infrastructure
Network Eng|neer - OOlE $100 - 150k $100 - 150k $75 - 110 $75 - 105
Database Adm|n|strator |6+ yrs` expì $100 - 150k $100 - 140k $65 - 105 $65 - 100
Systems Adm|n|strator - Ün|x, W|ndows |3 - 6 yrs` expì $80 - 140k $80 - 130k $60 - 105 $55 - 90
Network Eng|neer - OONP $70 - 100k $70 - 100k $45 - 75 $45 - 75
Database Adm|n|strator |2 - 5 yrs` expì $65 - 110k $65 - 105k $40 - 65 $40 - 65
Systems Adm|n|strator - Ün|x, W|ndows |1 - 3 yrs` expì $55 - 90k $50 - 85k $40 - 60 $35 - 55
Network Eng|neer - OONA $50 - 70k $50 - 70k $30 - 45 $30 - 45
Test|ng
Test Manager $105 - 150k $105 - 140k $75 - 105 $70 - 100
Sen|or Tester $85 - 115k $80 - 110k $55 - 90 $50 - 85
Tester $55 - 85k $55 - 80k $35 - 55 $32 - 50
NB: F|gures are bas|c sa|ar|es |nc|us|ve of superannuat|on, but exc|us|ve of benef|ts/bonuses un|ess otherw|se spec|f|ed.
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196
Our Sydney |ega| d|v|s|on recru|ts |ega|
profess|ona|s at a|| |eve|s from jun|or |awyers
to partners and genera| counse|. Our c||ent
base |nc|udes top-t|er, m|d-t|er and bout|que
|aw f|rms, f|nanc|a| serv|ces organ|sat|ons and
b|ue-ch|p commerc|a| organ|sat|ons.
Market Overv|ew
Act|v|ty w|th|n the |ega| recru|tment market was
very |ow at the start of 2009, w|th w|despread
redundanc|es ev|dent and expans|on p|ans
put on ho|d. The f|rst two quarters saw a
|ower number of ro|es ava||ab|e and |ncreased
compet|t|on amongst cand|dates. Many
organ|sat|ons |engthened the approva| process
for new h|res and were more se|ect|ve |n
the|r recru|tment dec|s|ons. There was an
|ncreased f|ow of cand|dates from the ÜK
and ÜS and many Austra||ans returned from
work|ng overseas, however |n some areas,
emp|oyers gave preference to cand|dates
w|th up-to-date |oca| jur|sd|ct|on exper|ence.
Market conf|dence started to return |n the
|atter ha|f of 2009 and resu|ted |n an |ncrease
|n demand for |ega| resources across bank|ng,
f|nance and |ega| pract|ces.
Pr|vate Pract|ce
The beg|nn|ng of 2009 was character|sed by
a |ower vo|ume of opportun|t|es |n the market.
Many |aw f|rms |mp|emented sa|ary freezes
throughout the year and bonus poo|s were
s|gn|f|cant|y reduced. Oerta|n areas were more
adverse|y affected than others as a resu|t of
the downturn, |nc|ud|ng bank|ng, property
and corporate/M&A. Redundanc|es were
ev|dent across the top-t|er f|rms and were
more prom|nent amongst jun|or emp|oyees. ln
quarter two, there was an |ncrease |n demand
for |awyers spec|a||s|ng |n |nsurance, back-end
construct|on, commerc|a| ||t|gat|on, |nso|vency
and workp|ace re|at|ons. Recru|tment act|v|ty
was h|gher across the m|d-t|er f|rms, w|th
these f|rms tak|ng advantage of the h|gh
ca||bre cand|dates that were ava||ab|e |n the
market. ln the |atter ha|f of 2009 we saw
demand across a broader range of ro|es.
F|nanc|a| Serv|ces
The f|rst quarter of 2009 was s|m||ar to the
end of 2008, w|th fewer act|ve ro|es ava||ab|e
and h|r|ng freezes ev|dent. Redundanc|es
were not part|cu|ar|y common, however
new opportun|t|es were scarce. Towards
the m|d-year cond|t|ons gradua||y started
to |mprove w|th a number of ro|es ar|s|ng |n
certa|n |ndustry areas. Th|s growth cont|nued
|nto the th|rd and fourth quarters, w|th an
|ncrease |n opportun|t|es ava||ab|e at a sen|or
|eve| and ro|es at the three to s|x year |eve|.
As the market recovered, emp|oyers opted
for a conservat|ve approach to h|r|ng by
demand|ng |ndustry spec|f|c sk|||s. There was
||tt|e movement |n sa|ar|es and |n ||ne w|th
pr|vate pract|ce, bonus poo|s were ||m|ted.
Out|ook for 2010
W|th market sent|ment |mprov|ng, many
organ|sat|ons are open|y d|scuss|ng p|ans
to |ncrease headcount |n 2010. The h|gher
number of opportun|t|es ava||ab|e for |ega|
profess|ona|s w||| ||ke|y |ead to a s|gn|f|cant
amount of cand|date movement and may
resu|t |n a sh|ft back to a cand|date short
market.
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PRIVA1£ PRAC1IC£
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197
ROL£ P£RMAN£N1
SALARY P£R ANNUM $AUS
2009 2010
Top-T|er F|rms
7+ yrs' PQE $140 - 200k+ $140 - 200k+
6 yrs' PQE $130 - 165k $130 - 165k
5 yrs' PQE $120 - 150k $120 - 150k
4 yrs' PQE $100 - 140k $100 - 140k
3 yrs' PQE $85 - 120k $85 - 120k
2 yrs' PQE $80 - 95k $80 - 95k
1 yr PQE $70 - 90k $70 - 90k
M|d-T|er F|rms
7+ yrs' PQE $140 - 190k+ $140 - 190k+
6 yrs' PQE $110 - 150k $110 - 150k
5 yrs' PQE $95 - 140k $95 - 140k
4 yrs' PQE $90 - 130k $90 - 130k
3 yrs' PQE $80 - 115k $80 - 115k
2 yrs' PQE $70 - 90k $70 - 90k
1 yr PQE $60 - 80k $60 - 80k
Sma|| F|rms
7+ yrs' PQE $100 - 150k+ $100 - 150k+
6 yrs' PQE $90 - 130k $90 - 130k
5 yrs' PQE $80 - 120k $80 - 120k
4 yrs' PQE $70 - 105k $70 - 105k
3 yrs' PQE $60 - 100k $60 - 100k
2 yrs' PQE $50 - 85k $50 - 85k
1 yr PQE $45 - 65k $45 - 65k
NB: F|gures are bas|c sa|ar|es |nc|us|ve of superannuat|on, but exc|us|ve of benef|ts/bonuses un|ess otherw|se spec|f|ed.
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fINANCIAL S£RVIC£S
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198
ROL£ P£RMAN£N1
SALARY P£R ANNUM $AUS
2009 2010
Investment Bank|ng
10+ yrs' PQE $180k+ $180k+
5 - 10 yrs' PQE $140 - 220k $140 - 225k
2 - 5 yrs' PQE $90 - 150k $90 - 160k
0 - 2 yrs' PQE $80 - 100k $80 - 105k
Funds Management
10+ yrs' PQE $170k+ $170k+
5 - 10 yrs' PQE $140 - 220k $140 - 225k
2 - 5 yrs' PQE $90 - 150k $90 - 150k
0 - 2 yrs' PQE $65 - 100k $65 - 100k
Reta|| Bank|ng
10+ yrs' PQE $160k+ $160k+
5 - 10 yrs' PQE $130 - 210k $130 - 210k
2 - 5 yrs' PQE $90 - 150k $90 - 150k
0 - 2 yrs' PQE $65 - 95k $65 - 95k
Insurance
10+ yrs' PQE $120k+ $125k+
5 - 10 yrs' PQE $120 - 190k $120 - 190k
2 - 5 yrs' PQE $75 - 140k $75 - 140k
0 - 2 yrs' PQE $60 - 90k $60 - 90k
NB: F|gures are bas|c sa|ar|es |nc|us|ve of superannuat|on, but exc|us|ve of benef|ts/bonuses un|ess otherw|se spec|f|ed.
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Our spec|a||st bank|ng team has over s|x
years of exper|ence recru|t|ng |n the Sydney
market across the spec|a||st d|sc|p||nes of r|sk
management, comp||ance and aud|t. We have
the capab|||ty to recru|t at a|| |eve|s of sen|or|ty
and are we|| networked across a broad range
of f|nanc|a| serv|ces f|rms.
Our c||ents |nc|ude a|| |nvestment banks w|th
a presence |n Sydney, the pr|mary Austra||an
domest|c banks, major and bout|que fund
managers, |nsurance f|rms and f|nanc|a|
product d|str|but|on bus|nesses.
We have a proven track record |n the search
and p|acement of profess|ona|s |n:
•
Aud|t
•
Oomp||ance
•
Operat|ona|, cred|t and market r|sk
•
N|che f|e|ds such as quant|tat|ve
research, regu|atory change, Base| ll and
ant|-money |aunder|ng |AM|ì
Market Overv|ew
||ke many emp|oyment sectors w|th|n f|nanc|a|
serv|ces, r|sk management and comp||ance
recru|tment had a d|ff|cu|t start to 2009. Th|s
was a resu|t of severa| factors, one be|ng the
number of corporate co||apses as a resu|t of
d|s|ocat|on |n |nternat|ona| f|nanc|a| markets.
Th|s had a d|rect |mpact on the actua| number
of potent|a| h|r|ng organ|sat|ons |n the Sydney
market. Another more |mportant cause of
reduced job vacanc|es was a genera| |ack
of conf|dence |n the d|rect|on and future of
bank|ng act|v|ty, wh|ch qu|ck|y resu|ted |n
hes|tat|on to h|re.
Desp|te the unsteady start to the year, we saw
a dramat|c change |n sent|ment from quarter
three onwards, w|th the r|sk and comp||ance
market cont|nu|ng to strengthen throughout.
Key areas of h|r|ng were w|th|n new regu|atory
d|sc|p||nes such as AM|, w|th numerous
requ|rements for cand|dates w|th exper|ence
work|ng |n |nvestment banks. We a|so saw
strong demand |n the cred|t r|sk market,
part|cu|ar|y around econom|c cap|ta|
management as organ|sat|ons focused on the
strength of the|r ba|ance sheets. The equ|ty
markets cont|nued to requ|re comp||ance
cand|dates w|th strong AS× market ru|es
and AFS| ||cens|ng exper|ence and we saw
severa| sen|or opportun|t|es ava||ab|e across
the domest|c and |nternat|ona| |nvestment
banks.
Oorporate adv|sory/M&A comp||ance
opportun|t|es s|ow|y returned to the market |n
the second ha|f of 2009, a sharp contrast to
the |ack of opportun|t|es |n the sector through
most of 2008 and ear|y 2009. The |nterna|
aud|t recru|tment market a|so performed
we|| |n the |atter ha|f of the year w|th a|| major
domest|c banks h|r|ng exper|enced staff. A
number of opportun|t|es a|so emerged w|th|n
the |nternat|ona| banks.
A steady vo|ume of act|v|ty arose from the
reta|| bank|ng markets due to the safety
measures |mp|emented by the government |n
assoc|at|on w|th guarantees on sav|ngs and
depos|ts. The fund and asset management
markets were s|ower to return to growth,
a d|rect ref|ect|on of the |eve| of market
conf|dence throughout the year.
Restructures were ev|dent w|th|n the regu|ators
|n 2009, an examp|e be|ng ASlO assum|ng
respons|b|||ty for day-to-day superv|s|on of
f|nanc|a| markets comp||ance. Most f|nanc|a|
serv|ces f|rms had to address a range of new
regu|atory reforms, part|cu|ar|y |n response to
changes around cred|t code, unfa|r contracts
and marg|n |end|ng.
Out|ook for 2010
We expect demand for r|sk and comp||ance
profess|ona|s to cont|nue, part|cu|ar|y for those
w|th strong regu|atory and r|sk exper|ence.
The grace per|od for AM| |mp|ementat|on
|s com|ng to a c|ose, AÜSTRAO |s tak|ng
a f|rmer stance |n re|at|on to enforcement
of the |eg|s|at|on and ASlO w||| |ook to put
measures |n p|ace to prevent repeat|ng
prob|ems we exper|enced over the preced|ng
two years. W|th the assoc|ated |ncrease |n
demand for ta|ent, we pred|ct that sa|ar|es
w||| cont|nue to r|se, organ|sat|ons w||| need
to compete for exper|enced cand|dates
and those cand|dates w|th a h|gh |eve|
of apt|tude |n se|ect d|sc|p||nes w||| have
numerous opportun|t|es to choose from when
cons|der|ng career moves.
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200
ROL£ P£RMAN£N1
SALARY P£R ANNUM $AUS
2009 2010
Head of lnterna| Aud|t - OA/OPA |10+ yrs' expì $220 - 260k $220 - 260k
Quant|tat|ve R|sk |6+ yrs' expì $150 - 170k $155 - 180k
Market R|sk - Degree |6+ yrs' expì $145 - 160k $150 - 170k
Oomp||ance - Degree |6+ yrs' expì $140 - 160k $140 - 165k
Operat|ona| R|sk Manager |6+ yrs' expì $140 - 150k $140 - 160k
lnterna| Aud|t - OA/OPA |6 - 10 yrs' expì $130 - 160k $130 - 180k
Ored|t R|sk Ana|yst |6+ yrs' expì $120 - 130k $130 - 150k
Market R|sk - Degree |3 - 5 yrs' expì $85 - 120k $90 - 140k
Quant|tat|ve R|sk |3 - 5 yrs' expì $85 - 130k $90 - 130k
Ored|t R|sk Ana|yst |3 - 5 yrs' expì $75 - 120k $80 - 120k
Operat|ona| R|sk Manager |3 - 5 yrs' expì $75 - 120k $80 - 120k
Oomp||ance - Degree |3 - 5 yrs' expì $75 - 120k $80 - 120k
lnterna| Aud|t - OA/OPA |3 - 5 yrs' expì $75 - 110k $80 - 120k
Oomp||ance - Degree |0 - 2 yrs' expì $55 - 80k $55 - 80k
Operat|ona| R|sk Manager |0 - 2 yrs' expì $55 - 80k $55 - 80k
Ored|t R|sk Ana|yst |0 - 2 yrs' expì $55 - 80k $55 - 80k
Market R|sk - Degree |0 - 2 yrs' expì $55 - 80k $55 - 80k
lnterna| Aud|t - OA/OPA |0 - 2 yrs' expì $50 - 70k $55 - 80k
NB: F|gures are bas|c sa|ar|es |nc|us|ve of superannuat|on, but exc|us|ve of benef|ts/bonuses un|ess otherw|se spec|f|ed.
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201
Our spec|a||st sa|es, market|ng &
commun|cat|ons d|v|s|on |n Sydney p|aces
profess|ona|s across a range of vert|ca|
markets |nc|ud|ng bank|ng and f|nanc|a|
serv|ces, lT&T, pharmaceut|ca|s and med|ca|
dev|ces, FMOG, bu||d|ng and construct|on,
pub||sh|ng, med|a and profess|ona| serv|ces.
Our recru|tment expert|se covers a|| aspects of
sa|es from bus|ness deve|opment and account
management ro|es through to sa|es d|rector
|eve|, a|ong w|th the fu|| range of market|ng
and commun|cat|ons ro|es from coord|nator up
to d|rector |eve|.
Market Overv|ew
H|r|ng act|v|ty |n the recru|tment market
var|ed s|gn|f|cant|y throughout 2009 across
a|| |ndustr|es. The f|rst ha|f of the year saw
|ow act|v|ty |eve|s, wh|ch p|cked up |n the
second ha|f due to a comb|nat|on of |mprov|ng
market cond|t|ons and the renewed headcount
budgets that came |nto effect |n the new
f|nanc|a| year.
Recru|tment that took p|ace |n the f|rst s|x
months of the year was |ed by an appet|te
for sa|es profess|ona|s w|th a part|cu|ar focus
on new bus|ness deve|opment and sen|or
sa|es ro|es. Oompan|es had very spec|f|c
requ|rements and demanded cand|dates
w|th re|evant |ndustry exper|ence and ex|st|ng
customer re|at|onsh|ps.
The g|oba| f|nanc|a| cr|s|s heav||y |mpacted
the number of market|ng and product ro|es
ca||ed to market. When headcount budgets
a||owed for recru|tment, ro|es such as bus|ness
deve|opment or key account and re|at|onsh|p
management were sought - those pos|t|ons
that cou|d |mmed|ate|y add to the bottom
||ne |n d|ff|cu|t t|mes. Market|ng and product
ro|es were v|ewed as non bus|ness-cr|t|ca|
and as a resu|t, we saw the h|ghest number of
redundanc|es across these areas.
The vo|ume of redundanc|es var|ed
s|gn|f|cant|y across |ndustr|es, w|th f|nanc|a|
serv|ces and bu||d|ng and construct|on two of
the worst affected areas |n the f|rst ha|f of the
year. Recru|tment freezes were w|despread
across lT&T, med|a and pub||sh|ng. lndustr|es
that cont|nued to recru|t, a|be|t to a |esser
extent than |n prev|ous years, were FMOG and
pharmaceut|ca| and med|ca| dev|ces.
The second ha|f of 2009 saw a resurgence |n
recru|tment |n both the vo|ume and var|ety of
ro|es. H|r|ng act|v|ty p|cked up |n the f|nanc|a|
serv|ces sector and we saw recru|tment
vo|umes of sa|es and market|ng ro|es near|y
equa| those seen |n ear|y 2008.
Sa|ar|es rema|ned re|at|ve|y stat|c throughout
the year. ln ||ght of econom|c cond|t|ons,
cand|dates were more w||||ng to accept ro|es
at a s|m||ar |eve| as opposed to further|ng
the|r careers. Sen|or cand|dates who had
prev|ous|y been |n staff management ro|es
|ncreas|ng|y accepted ro|es that d|d not have a
team management e|ement.
Out|ook for 2010
ln the f|rst ha|f of 2010 we ant|c|pate steady
recru|tment of the market|ng and product ro|es
that were cut |n 2009, a|ong w|th |ncreased
demand for more sen|or |eve| cand|dates. We
expect sa|ar|es to rema|n |arge|y unchanged
throughout the year.
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202
ROL£ P£RMAN£N1
SALARY P£R ANNUM $AUS
2009 2010
Sa|es D|rector $150 - 250k $150 - 250k
Sa|es and Market|ng D|rector $150 - 250k $150 - 250k
Market|ng D|rector $150 - 220k $150 - 220k
Market|ng Manager |4 - 5 yrs` expì $120 - 170k $120 - 170k
Sa|es Manager $110 - 170k $110 - 170k
Pub||c Re|at|ons Manager $110 - 150k $110 - 150k
State Sa|es Manager $110 - 150k $110 - 150k
Oorporate Affa|rs Manager $100 - 140k $100 - 140k
Market|ng Manager |2 - 3 yrs` expì $100 - 130k $100 - 130k
Segment Manager $90 - 150k $90 - 150k
Account D|rector $90 - 140k $90 - 140k
Med|a Re|at|ons Manager $90 - 140k $90 - 140k
D|rect Market|ng Manager $90 - 130k $90 - 130k
Market|ng Oommun|cat|ons Manager |4 - 5 yrs` expì $90 - 130k $90 - 130k
Oampa|gn Manager $90 - 120k $90 - 120k
Ohanne| Manager $85 - 140k $85 - 140k
Trade Market|ng Manager $85 - 130k $85 - 130k
Account Manager |4 - 5 yrs' expì $85 - 120k $85 - 120k
Bus|ness Deve|opment Manager $80 - 140k $80 - 140k
Nat|ona| Reta|| Manager $80 - 110k $80 - 110k
Brand Manager |2 - 3 yrs` expì $75 - 100k $75 - 100k
Product Manager $75 - 100k $75 - 100k
Sponsorsh|p and Events Manager $70 - 100k $70 - 100k
Market|ng Oommun|cat|ons Manager |2 - 3 yrs` expì $70 - 90k $70 - 90k
Sa|es Execut|ve $65 - 105k $65 - 105k
Account Manager |2 - 3 yrs' expì $65 - 95k $65 - 95k
Market Researcher $60 - 90k $60 - 90k
Ass|stant Product/Brand Manager $60 - 85k $60 - 85k
Market Ana|yst $60 - 85k $60 - 85k
Market|ng Execut|ve |2+ yrs' expì $55 - 75k $55 - 75k
Oommun|cat|ons Execut|ve $55 - 75k $55 - 75k
Market|ng Ass|stant/Ooord|nator $45 - 60k $45 - 60k
NB: F|gures are bas|c sa|ar|es |nc|us|ve of superannuat|on, but exc|us|ve of benef|ts/bonuses un|ess otherw|se spec|f|ed.
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The Robert Wa|ters secretar|a| & bus|ness
support d|v|s|on spec|a||ses |n the prov|s|on
of qua||ty temporary, contract and permanent
staff to a var|ety of organ|sat|ons across a
w|de range of |ndustr|es. Our approach |s
consu|tat|ve, offer|ng adv|ce to both c||ents
and cand|dates to de||ver effect|ve bus|ness
so|ut|ons. The success of our team |s based
on our h|gh ca||bre consu|tants who have
strong recru|tment and |ndustry exper|ence
and pr|de themse|ves on |ntegr|ty, honesty and
qua||ty.
Market Overv|ew
As w|th many profess|ons, secretar|a| and
bus|ness support cand|dates were s|gn|f|cant|y
|mpacted by the econom|c downturn.
Dur|ng the f|rst ha|f of 2009, the market was
h|gh|y emp|oyer dr|ven and the number of
ava||ab|e cand|dates outwe|ghed the number
of ava||ab|e ro|es. Th|s came as a resu|t of
compan|es downs|z|ng the|r adm|n|strat|ve
staff to cut emp|oyment costs and was further
compounded by ent|re teams be|ng made
redundant, e||m|nat|ng the need for support
staff. Oand|dates therefore became more
f|ex|b|e on sa|ary, |ndustry and |ocat|on. When
a recru|tment need arose, the |n|t|a| react|on
was for organ|sat|ons to attempt to recru|t the
open vacancy themse|ves. However, many
soon rea||sed how t|me consum|ng screen|ng
through h|gh vo|umes of resumes cou|d be
and re-engaged w|th spec|a||st recru|tment
partners to re||eve th|s pressure and source
the best ta|ent from the vast cand|date poo|
ava||ab|e.
Recru|tment act|v|ty s|owed across a|| |ndustry
sectors compared to prev|ous years. However,
at the end of quarter two we started to see
an |ncrease |n the vo|ume of ro|es ca||ed
to market across a|| |eve|s of support. The
bank|ng and f|nance |ndustry |ed the way and
recru|tment subsequent|y started to p|ck up
across the major|ty of sectors.
Strong cand|dates aga|n started to rece|ve
mu|t|p|e offers and the market became more
cand|date dr|ven. ln quarters three and four
h|r|ng act|v|ty |n other d|sc|p||nes created an
|ncreased need for support staff.
As expected, temporary and contract
resources were |n h|gher demand than
permanent resources throughout 2009.
Oontract and temporary-to-permanent
recru|tment so|ut|ons offered f|ex|b|||ty and
emp|oyers took advantage of th|s |n the
uncerta|n env|ronment to ease work|oads
and avo|d comm|tment to f|xed headcount.
The recru|tment of sen|or |eve| execut|ve and
persona| ass|stants was put on ho|d and when
compan|es made h|res, approva| processes
were s|gn|f|cant|y |onger.
Out|ook for 2010
We env|sage a cont|nua| |ncrease |n the
h|r|ng of support staff |n 2010. Recru|tment
w||| take p|ace across temporary, contract
and permanent ro|es as headcount freezes
cont|nue to be ||fted. We a|so expect the
market to become more cand|date dr|ven and
compet|t|on to secure the best cand|date to
|ncrease. The need to offer a comprehens|ve
package, not just attract|ve remunerat|on,
w||| become very |mportant once aga|n as
cand|dates cont|nue to put a focus on career
progress|on, tra|n|ng and deve|opment and
we||ness programmes when cons|der|ng one
job opportun|ty over another.
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ROL£
P£RMAN£N1
SALARY P£R ANNUM $AUS
CON1RAC1
RA1£ P£R HOUR $AUS
2009 2010 2009 2010
Execut|ve Ass|stant $65 - 95k $65 - 95k $30 - 35 $30 - 35
Off|ce Manager $55 - 85k $55 - 85k $30 - 35 $30 - 35
Sen|or Secretary $55 - 70k $55 - 70k $28 - 32 $28 - 32
Desk Ass|stant $55 - 70k $55 - 70k $27 - 30 $28 - 32
|ega| Secretary $55 - 65k $55 - 65k $25 - 32 $25 - 32
Research Ass|stant $55 - 65k $55 - 65k $26 - 30 $27 - 30
Persona| Ass|stant $50 - 65k $50 - 70k $26 - 32 $26 - 32
Events Ooord|nator $50 - 70k $50 - 70k $25 - 30 $25 - 30
WP Operator $50 - 60k $50 - 60k $26 - 28 $26 - 30
Market|ng Ass|stant $45 - 55k $45 - 55k $25 - 30 $25 - 30
Team Secretary $45 - 55k $45 - 55k $24 - 30 $25 - 30
Jun|or Secretary $45 - 52k $45 - 55k $22 - 24 $22 - 26
Sw|tchboard Operator $42 - 50k $42 - 50k $21 - 23 $21 - 23
Adm|n|strat|on Ass|stant $40 - 55k $40 - 55k $22 - 26 $22 - 26
Recept|on|st $35 - 55k $35 - 55k $19 - 23 $20 - 23
Data Entry Operator $32 - 42k $35 - 42k $19 - 22 $20 - 22
Off|ce Jun|or $32 - 40k $35 - 42k $19 - 20 $20 - 22
NB: F|gures are bas|c sa|ar|es |nc|us|ve of superannuat|on, but exc|us|ve of benef|ts/bonuses un|ess otherw|se spec|f|ed.