GCC Automotive Salary guide

2014 Salary Guide
aspiriti automotive recruitment
GCC AUTOMOTIVE INDUSTRY
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Contents
Welcome ....................................................................................
The survey .................................................................................
A positive outlook in 2014 ..........................................................
The War for Talent Continues ....................................................
Retention, Salary Pressure and Nationalisation ........................
Influences on the GCC Auto Industry ........................................

Automotive Salaries ...................................................................
Aspiriti: the leading and largest specialist Automotive
recruitment agency in the Middle East ......................................
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Contents
Welcome to the first independent Middle Eastern Gulf Countries
Automotive Dealership salary survey.
The job market in the Gulf for experienced automotive
professionals is very positive and the general outlook for
automotive dealerships across the entire Gulf countries is
extremely buoyant.
Locating, attracting and retaining key automotive professionals
is high on the list of concerns for most dealerships with all but a
few citing these factors as the most pressing concerns for their
business in 2014.
Your employment brand, how you attract potential high
performance employees to your business, and offering
competitive compensation is therefore vital for both attracting top
talent to your organisation and encouraging your best people to
stay.
Periodically benchmarking your salaries is key to making sure
you are offering a market reflective package when fighting for
this talent. Remember more often than not the high performing
candidates will have more than 1 job offer to consider!
I hope you find the guide helpful as you continue building your
team capable of meeting your most important business
strategies. Thank you to all those companies that invested
valuable time in completing this survey. With your help we are
able to proactively contribute to the Automotive Industry’s
development in the Gulf Countries!
Regards,
Michael Leonard
Managing Partner
Welcome
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The true competitive advantage for any
organisation is it's human capital
Ensuring you get the best talent for
your business is a must
OTHERWISE YOU WILL LOSE OUT TO
YOUR COMPETITORS
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The Aspiriti Automotive Industry Salary Guide is a comprehensive survey of salaries
for specialists working within automotive dealerships throughout Middle Eastern Gulf
Countries.
The guide includes salary ranges for around 70 positions within the automotive
industry and key executives in each participating organisation were asked to provide
salary ranges for each position. Organisations were classified according to country of
operation.
The salary range listed reflects monthly base salary in US Dollars. Other package
details, such as housing and transport allowance, bonus, medical, education, flights
etc have not been included in these results.
We have attempted to include as many positions as possible. Some may be relevant
to you, some not, some may be called one thing in your organistion and something
else in another and we may also have missed some positions that you feel are
important positions in your organisation. Please feel free to contact us so we can
include them in next years survey. With your help we will quickly create a near perfect
tool to help you manage your business!
Finally, the information provided has been collected from the participants and like all
information provided by third parties we can only rely on the accuracy of information
provided.
For a more detailed indication of a salary for a specific position, please contact an
Aspiriti professional.
The Survey
Geographical Locations
United Arab Emirates
Saudi Arabia
Qatar
Oman
Bahrain
Kuwait
06
Industry Positions Surveyed
69
Across all
departments
and
at
all
levels
Automotive Companies Surveyed
77
Dealerships and
Principal
offices throughout
the region.
5
81%
19% 0%
of companies are optimistic
about the automotive
business outlook for 2014
are slightly
pessimistic
say business
as usual
90%
of companies will increase
their headcount in 2014
10%
feel they will
stay stable
0%
think they
will decrease
The companies in the Automotive Industry throughout the
Middle East Gulf countries are very optimistic about the
year ahead. This is great news for industry professionals
both in the region and those looking to enter the region.
The majority of companies surveyed indicated that they will
be increasing their automotive professionals headcount in
2014. However, for organisations the war for talent only
becomes more competitive!
A positive outlook in 2014
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Sourcing and attracting high performing employees with
automotive industry experience is always one of the greatest
challenge for organisations.
Automotive dealerships continue to fight for the best
experienced professionals in a competitive and limited talent
pool.
One of the greatest challenges highlighted by companies was
finding quality experienced automotive professionals with
specific or relevant brand experience.
High performing and experienced candidates will more often
than not have more than one new career opportunity to
consider. Candidates are not just attracted to a company by
high salaries. Other factors such as the company brand,
company reputation, company culture, product reputation and
management team all play an important role in the candidate’s
decision making process.
The war for talent continues
70%
73%
82%
“It’s a challenge to find quality
automotive professionals to
join our business...”
“It’s a challenge to find quality
automotive professionals with our
specific brand experience
to join our business…”
“It’s a challenge to attract quality
automotive professionals to our
business...”
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AGREE
AGREE
AGREE
7
73%
73%
72%
Retention, Salary Pressure and Nationalisaiton
“Retaining key staff is crucial to
our business survival...”
“One of the major challenges in
attracting and retaining staff in our
business is increases in salary
packages…”
You are successful in attracting talented staff, but can you keep
them? The cost of an incorrect or a replacement hire can be as much
as 50% of the employees annual salary, without even taking into
consideration the loss of revenue or other productivity factors. It
makes sense then that we need to retain our talented employees for
business success.
Salary increases throughout the Gulf Region are a concern with the
majority companies, not only for the profit margin pressures, but also
for the greater challenges to retain key staff.
If your employees feel that they are being paid below market rates
for their level of experience, then there is a chance that they will start
looking at other career opportunities.
Every Gulf country would like to have more Nationals employed in
their business. The pool of talented local candidates with automotive
industry experience is small compared with the total automotive
workforce. Saudi Arabia (75%), Qatar (100%) and Oman (100%)
are the countries that view Nationalisation targets as a significant
challenge.
74%
“Another challenge that we face is
adhering to Nationalisation targets
set by the Government...”
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AGREE
AGREE
AGREE
8
“A major business challenge for our auto-
motive business is the uncertainty of the
global financial markets…”
“Fluctuations in overseas currencies are
a concern for our business as well…”
“The global financial markets could have
an effect on the manufacturing costs and
our profit margins...”
In 2014, the general consensus is that the GCC economy is somewhat protected from the uncertainty of overseas markets. However, despite this, fluctuations in
overseas currencies and increases in manufacturing costs are considered to be major influences on the GCC Automotive industry.
China, as the largest market worldwide, and an
increased locally produced product range, is making
an aggressive push into all automotive markets
globally. However, the majority of companies are still
not seeing the entrance of these brands as a major
threat to their existing business.
Customer loyalty and repeat business is considered to
be a major focus for a large number of automotive
dealerships in the GCC. The majority of dealerships
view this as a major business challenge facing the
automotive industry in 2014.
Supply of vehicles into some markets continues to be
a challenge facing some automotive businesses in
some locations. Demand from high growth markets
such as China and North America can affect supply
lead times.
“The competition of Chinese brands
is a major threat to our business...”
“Customer loyalty and repeat business is
a major business challenge facing the
automotive industry...”
“Keeping up supply to our customer
demand is a major business challenge...”
Influences on the GCC Auto Industry
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AGREE AGREE AGREE
AGREE AGREE
AGREE
36% 66% 64%
7% 81%
65%
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THE SURVEY RESULTS
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+;E7;249 >84897; )$"" !$"" &'$" )$"" ('$" &'$" )$"" !!$" &'$" )$"" !$"" &'$" )$"" ($"" &'$" )$"" !'$" &"""
%7420; )@7A F092132A1 '$"" )'$" *""" '""" )$"" '!$" '$"" )$"" *""" '$"" )""" '!$" '""" )'$" '$"" '""" )""" '$""
+;E7;249 %7420; )@7AB32=7 '""" *'$" '$"" '""" )$"" '$"" '""" *$"" ''$" '""" *$"" ''$" #!$" *$"" '""" #!$" *$"" '"""
)@7AB32=7 !;0AB;7<743 #$"" *$"" #!$" #$"" )'$" ''$" #$"" *'$" '""" #$"" *$"" '""" #$"" *$"" #!$" #$"" *""" #!$"
,%G !)# >+.$* H"%) %"F"#I
,") J%" K"$"# J,("-$ +>". H"*#"-.
16
www.aspiriti.com Aspiriti Recruitment - 2014 Salary Guide
BENEFITS
!"#"$%& (%)*%!" +"#",-./
0%" */% 1%.%$
230/-#! Cenerally 30° of baslc salary, accomodaLlon provlded for Lechnlcal sLaff Cenerally 23° of baslc salary, accomodaLlon provlded for Lechnlcal sLaff Cenerally 40° of baslc salary, accomodaLlon provlded for
Lechnlcal sLaff
,0&&4 5%-#.%-#"6 7"2-)&" 3$ %&&38%#)" Car provlded Lo senlor managemenL or allowance of 10° of baslc salary.
Company LransporL provlded Lo Lechnlcal sLaff.
Car provlded Lo senlor managemenL or allowance of 10° of baslc salary.
Company LransporL provlded Lo Lechnlcal sLaff.
Car provlded Lo senlor managemenL or allowance of 10° of
baslc salary. Company LransporL provlded Lo Lechnlcal sLaff.
+3#0/ up Lo 30° of baslc salary for managemenL. CLher sLaff aL dlscreLlon. lrom 10° Lo 30° dependlng on level. Average = 30° lrom 10° Lo 30° dependlng on level. Average = 30°
"60)%.-3# uepends on grade - full, parLlal, nll allowance for senlor managemenL uepends on grade - full, parLlal, nll allowance for senlor managemenL.
Maxlmum 3 chlldren.
uepends on grade - full, parLlal, nll allowance for senlor
managemenL. Maxlmum 3 chlldren.
*08%-. 35%# +%2$%-#
230/-#! Cenerally 23° of baslc salary, accomodaLlon provlded for Lechnlcal sLaff Cenerally 30° of baslc salary, accomodaLlon provlded for Lechnlcal sLaff Cenerally 23° of baslc salary,accomodaLlonprovlded for
Lechnlcal sLaff
,0&&4 5%-#.%-#"6 7"2-)&" 3$ %&&38%#)" Car provlded Lo senlor managemenL or allowance of 10° of baslc salary.
Company LransporL provlded Lo Lechnlcal sLaff.
Car provlded Lo senlor managemenL or allowance of 10° of baslc salary.
Company LransporL provlded Lo Lechnlcal sLaff.
Car provlded Lo senlor managemenL or allowance of 10° of
baslc salary. Company LransporL provlded Lo Lechnlcal sLaff.
+3#0/ up Lo 23° of baslc salary for managemenL up Lo 23° of baslc salary for managemenL up Lo 23° of baslc salary for managemenL
"60)%.-3# uepends on grade - full, parLlal, nll allowance for senlor managemenL uepends on grade - full, parLlal, nll allowance for senlor managemenL uepends on grade - full, parLlal, nll allowance for senlor
managemenL
39:;< =>9;<;?9=>@ =>A;>9=B;? *
* Some companles provlde uLlllLles, home Lelephone allowance
*
* Meals provlded Lo all sLaff
"CDAE9=F>
lnsLead of LransporL allowance some companles offer car buy back scheme
1o aLLracL & reLaln LalenL, some companles offer more Lhan 1 fllghL home for key sLaff & famllles
Cenerally only provlded for chlldren llvlng and sLudylng ln Lhe counLry of employmenL
17
ASPIRITI AUTOMOTIVE RECRUITMENT
www.aspiriti.com Aspiriti Automotive Recruitment: 2014 Salary Guide
Aspiriti has been operating in the Middle East and North African regions since 2002. With an on the ground presence in Dubai and Malta, servicing the Gulf
countries, North African and other emerging markets, Aspiriti is definitely committed to the growth of this exciting region.
With an extensive contact database of over 100,000 global automotive professionals and a network that spans all parts of the globe, Aspiriti consultants
have extensive experience in sourcing high performance talent for all positions within the automotive industry.
Working with over 80% of the dealerships within the Gulf, Aspiriti know the nuances of the region, the major players and the movers and shakers within the
industry.
Aspiriti has three talent sourcing divisions to meet all automotive client needs:
Aspiriti Executive Search: a retained executive search practice with demonstrated success in sourcing high level automotive executives from both the
local and global markets. Best used for confidential assignments and senior level positions that require total market mapping. 100% guaranteed success of
placement at all times.
Aspiriti Automotive Recruitment: when you need a quick turnaround for all positions at all levels within the automotive industry. Proven and tested
methodologies are incorporated to achieve successful outcomes for clients.
Aspiriti Interim Solutions: when you need a short or fixed term solution, perhaps for a specific project, ERP implementation, maternity leave cover, or for
someone to sit in a key role to hold the fort, whilst you undertake a thorough recruitment assignment. Aspiriti have a reliable and tested pool of experienced
interim professionals to work within your business for periods of 3 months to a year or more.
AUTOMOTIVE
SPECIALISTS 01
POWERFUL
DATABASE 02
ONLINE
REACH 03
MOTORVATION
NEWSLETTER 04
Our automotive
industry practice
provides you with a
specialist expertise
across every
function and at all
position levels.
Aspiriti has a
database with over
100,000 automotive
professionals and
growing.
www.aspiriti.com
has more 15,000
unique visits per
month and over
25,000 viewings of
our online vacancy
advertisements.
Bi-monthly e-news
emailed to over
10,000 subscribers,
a unique
automotive direct
marketing initiative
of automotive
opportunities.
GLOBAL
NETWORKS 05
TAILORED
SOLUTIONS 06
EMERGING
MARKETS 07
SOCIAL MEDIA
SAVVY 08
Our reach has no
boundaries! We are
able to source
talent across all
corners of the globe
for your specific
requirements.
We deliver a
uniquely tailored
portfolio of services
to help you source
the best local and
global talent for
your business
Extensive
experience in
sourcing talent for
emerging markets,
conflict zones and
re-establishing
markets.
Our entire team are
active on Social
Media, promoting
and engaging with
a global network of
social media users
increasing our
candidate reach.
the leading and largest Automotive Recruitment specialist agency in the Middle East
18
ASPIRITI AUTOMOTIVE RECRUITMENT
www.aspiriti.com Aspiriti Automotive Recruitment: 2014 Salary Guide
Aspiriti turn talent acquisition into a performance advantage:
Aspiriti employ a comprehensive and efficient recruitment process, that delivers on time, everytime. Locating and
securing the best talent presents numerous challenges in today's competitive marketplace, there are acute
shortages of, and increased competition for real talent.
Aspiriti have a comprehensive and proven talent sourcing process:
Aspiriti take the time to understand your company's unique culture and the specific requirements for each individual hire. We advise of the most cost
effective sourcing strategy to ensure that the talent is sourced in a successful and timely manner. Our proven process of candidate screening, evaluation
and selection ensures that you are presented with the right candidates to meet your business needs.
To learn more about how we can help with your talent sourcing requirements contact Aspiriti:
recruitment partner of choice for automotive companies throughout the Middle East
ONLINE: www.aspiriti.com
DUBAI: +971 4368 8597
MALTA: +356 2155 4039
EMAIL: [email protected]
18