1. CHINA EMPLOYMENT
& SALARY GUIDE
2013
2013年中国就业市场及薪资指南

2. CHINA EMPLOYMENT & SALARY GUIDE 2013
Introduction 序 言
Welcome to the 2013 Lloyd Morgan Executive China Employment
& Salary Guide.
This guide presents a review of 2012, current market insights,
and a forecast across industry specialisations for the remainder
of 2013. In addition, Lloyd Morgan Executive believes the salary
tables featured in this guide will provide valuable business
intelligence for your organisation, where the data has been sourced
from MySalaryPortal.com as well as on the ground knowledge.
MySalaryPortal is an interactive salary portal which provides a
quick and convenient benchmark of salaries developed by Lloyd
Morgan Executive’s parent company Clarius Group.
Demand across several industry sectors softened off the back
of a weakened global economy in 2012. As we progress in the
New Year, we expect market stability to return in 2013 and a
continuation of internal structural changes. With the introduction
of new products, new policies and new channel developments,
the market has recovered from the downturn. This has led to a
positive outlook for the first quarter of 2013.
However, uncertainly still looms in the current marketplace and
this will affect the speed and depth of the recovery. As a result,
recruitment activity has sided on the conservative end compared
to last year. Any new employment opportunities will be centred
around those introducing new channels or products and employers
will focus on roles that has a direct impact on the bottom line.
The continual growth of the Chinese economy will drive economic
development in surrounding regions in Asia which in turn will bring
increased activity into the local job market.
As a professional recruitment services provider, Lloyd Morgan
Executive aims to provide substantial value to our customers.
Our role is not only to provide suitable talent, but to ensure the
development and growth of your organisation is met through the
talent it recruits. Under this believe and our in-depth observation
of the current market, industry trends and talent movement,
Lloyd Morgan Executive is able to provide a complete recruitment
service second to none.
Servicing the Greater China market for over 20 years,
Lloyd Morgan Executive embarked on an exciting journey to
relaunch under a new team one year ago. To date, our offices in
Beijing, Shanghai and Suzhou offer organisations in the greater
China region and across industries superior recruitment services.
Moving forward, we will continue to expand and bring to you the
best talent in each market.
We truly hope this guide will provide valuable insights. If you
have any feedback or suggestions, please feel free to contact us
at any time.
Yours faithfully,
Rita DONG
Managing Director
Lloyd Morgan Executive
我们很荣幸为您呈现2013年中国就业及薪资指南。
在这份指南里，我们为您提供对多个行业2012年就业市场的
回顾，并对2013年的发展做出预测。报告中涵盖的专业领域
包括快速消费品、零售与奢侈品、工业类市场与销售，银行
与金融服务，企业财务，供应链管理及制造业和人力资源。
同时，我们希望由Clarius集团开发的在线实时薪资收集及
查询应用My Salary Portal及我们的候选人和客户提供的薪
资数据能够为您的决策带来帮助。
在2012年，受到全球经济衰退和消费力下降的影响，许多行
业都进入了严寒期。然而，新的一年将是稳定和改革的一
年。许多公司已经从经济危机中逐渐恢复并做出了积极的举
措，另一方面，新产品、新政策和新渠道的发展也对市场的
回温做出了贡献。在这些影响下，第一季度的市场整体趋向
乐观。
而在2013年全年，经济恢复的步伐会非常缓慢和温和，其中
还会有一些市场不确定因素的影响。因此，招聘市场相对上
年会更加保守，新开职位将主要针对于面向不确定的经济条
件开辟的新渠道或产品，同时雇主将更多目光投向能直接带
来效益的职位。另外，中国市场的持续增长将刺激亚洲周边
区域的经济发展，人才市场也将更加丰足，这一影响也会给
国内人才市场带来更多活力。
作为高度专业化的招聘服务供应商，我们真切地希望能够为客
户的业务贡献一臂之力。我们的工作不仅仅是为企业提供合适
的人才，更致力于通过人才为企业的发展和业务增长提供保
障。在这一信念之下，我们以对市场现状、行业趋势及人才状
况的深度理解，为客户提供全方位高质量的招聘服务。
在服务大中华区20多年之后，我们在一年前以实力更加强劲
的团队全新出发。目前，我们在北京、上海、苏州的分公司
正在为大中华区各行业客户提供优质的招聘服务，在将来，
我们将继续为您输送各地区各专业的高水平人才。
衷心希望这份指南能够为您提供帮助，如果有任何意见和建
议，请您随时与我们联系。
董 蕾
董事总经理
大中华区
About Clarius Group
www.clarius.com.au
Employing over 400 full time employees, Clarius Group
(ASX: CND) is a specialist in the employment services market
providing recruitment, contractor and staff services in the
Accounting, Architecture, Banking, Construction, Engineering,
Finance, Information Management, Information Technology,
Library, Manufacturing, Records and Senior Management
markets to governments and corporations across Asia Pacific.
Established over 29 years ago and listed on the Australian
Securities Exchange in 1997, Clarius Group has a reputation
for high-quality delivery and remains one of the largest,
longest standing and best performing recruitment suppliers in
the region.
>12 Cities
> 30 Offices
> 400 Employees
About Lloyd Morgan Executive
Lloyd Morgan Executive is a highly specialised executive
search and selection service provider.
Part of the Australian listed employment services brand
Clarius Group Limited (ASX: CND), Lloyd Morgan Executive
was established through the acquisition of E.L. Consult (Asia)
in 2007, giving us over 20 years experience in servicing the
Greater China market.
Our specialisations include:
Sales and Marketing
> Retail and Luxury
> FMCG
> Pharmaceutical
> Industrial & High-tech
Banking and Finance
> Banking and Financial Services
> Accounting and Finance
Supporting Functions
> Human Resources
> Operations & Supply Chain
> IT & Engineering
With over 100 staff in Beijing, Shanghai and Suzhou,
our consultants have solid industry backgrounds or are
professionally qualified in their specialisations, granting Lloyd
Morgan Executive exclusive access to a diverse professional
network, specialist knowledge as well as industry insights.
At Lloyd Morgan Executive, we pride ourselves for building
long-standing partnerships with leading global and regional
businesses. Through our collaborative and professional
approach, we instil a direct and positive impact to our clients’
human capital management and long term business growth.
Lloyd Morgan Executive is a division of Clarius Group Ltd

3. CHINA EMPLOYMENT & SALARY GUIDE 2013CHINA EMPLOYMENT & SALARY GUIDE 2013
Contents
> Steady development of the recruitment
market amidst market challenges������������������������������������1
Sales Marketing�����������������������������������������������������������3
- Retail Luxury������������������������������������������������������4
- FMCG�������������������������������������������������������������������4
- Industrial���������������������������������������������������������������6
Banking Financial Services�������������������������������������������7
Accounting Finance����������������������������������������������������13
Supply Chain Management Manufacturing�����������������15
Human Resources���������������������������������������������������������17
目录
2013人才市场预览—稳定中的改革
市场与销售
- 零售与奢侈品
- 快速消费品
- 工业
银行与金融服务
会计与财务
供应链管理与制造业
人力资源
Steady development of the recruitment
market amidst market challenges
2013人才市场预览—稳定中的改革
After the global economic downturn in 2012, the outlook for the
recruitment market in 2013 is somewhat positive. Candidates
will tackle new challenges with a more mature state of mind
coming out of, for some, their first major downturn.
Increases to labour cost and rent, a shortage of quality retail
space led to an overall slowdown in the luxury and retail
sectors. Fast Moving Consumer Goods (FMCG), sales and
marketing roles in general experienced a 20 to 30 per cent
rise in salaries. Salaries are not expected to rise as rapidly as
previous years in 2013, particularly where the luxury retailers
and multi-nationals have paused their expansion plans in
China. However, the emergence of new sales channels such
as e-commerce will drive demand for professionals with
relevant experience across industries.
From the second half of 2012 to the first half of 2013, positions
that have a direct impact on the bottom line such as sales, key
account management, business development have been the
focus and will continue to be the focus for traditional industries
like energy, automobile and manufacturing. The restructuring
and mergers across the automobile industry will bring new
opportunities and challenges in the New Year.
In 2012, the banking and finance sector steered through a
complicated landscape. As most major banks adapted to new
commercial models and operational strategies, some stayed
course on their expansion plans and achieved good results.
A significant increase in demand for wealth management
professionals is expected in 2013 due to the encouraging
development of the private banking sector in China.
Relationship managers who look after State Owned Enterprises
(SOE) and large local organisations in corporate banking will
be a focus for front office recruitment. Multi-national bankers
who were the darlings of the market have lost their sparkle
somewhat. In contrast, those bankers that have rich resources
and experience are in great demand as banks from Asia and
Australia are keenly establishing themselves in China.
On the other hand, a number of local and international
securities firms had made redundancies in their international
banking divisions as a result of cost control. Our expectation
for 2013 is for investment banks to focus their hiring on
creditor’s rights professionals but overall demand will fluctuate
and adapt to market changes.
在经历过2012年全球经济衰退的冲击后，2013年的招聘市场
呈现出更加积极的前景，企业与候选人从初次面对危机的惶
恐中走出，以更加成熟稳健的态度面对新一年的挑战。
在市场与销售领域，去年由于人工和租金成本上升、优质店
铺资源短缺，导致奢侈品和零售业整体发展缓慢。而快速消
费品行业的市场和销售职能普遍出现了20%-30%的涨薪。在
2013年，从业人员薪酬增幅不如前几年迅猛。特别是在奢侈
品行业，多家跨国集团都暂停了在中国的拓店计划。但是，
由于电子商务等新型销售渠道的发展，各行业在这些领域的
专业人才变得炙手可热。
从2012年下半年到2013年上半年，电力、汽车、制造业等传
统行业将注意力放在了销售、大客户管理、业务拓展等与收
益息息相关的职位上。在新的一年里，汽车制造业的重组和
合并将会为就业市场带来新的机遇和挑战。
在2012年，银行与金融服务业经历了复杂的局面。在各大银
行忙于改变商业模式与运营战略时，有些银行积极进行扩
张，且取得了不错的成绩。在2013年，随着私人银行业务在
中国的可观发展，市场对于财富管理人才的需求也在显著增
加。
在前台招聘方面，专门负责国企及大型本地企业的企业银行
关系经理备受关注。而前几年被热捧的跨国企业银行家则受
到冷落。相反地，随着亚洲和澳洲银行在中国的积极发展，
为了实现业务增长，银行对拥有丰富资源的资深银行家的需
求也会大量增加。
另一方面，许多本地与国际化证券公司在2012年为了降低成
本对投资银行进行了裁员。而在2013年，我们预计投行的招
聘需求会更多侧重在债权，而整体需求也会随着市场的改变
而不断变化。
1
Disclaimer
This publication is produced by Lloyd Morgan Executive (a division of Clarius Group Limited). It is intended to provide general information in summary form on specific topics, current at the time of
printing. The contents do not constitute formal advice and should not be relied upon as such. While all care has been taken, caution should be taken whenever using this information. This material
should not be copied or reproduced in whole or in part except by express and written approval by Lloyd Morgan Executive.

4. CHINA EMPLOYMENT SALARY GUIDE 2013
For corporate finance in 2013, where some companies have
completed a merger, they tend to look for senior finance
professionals such as Chief Financial Officers and Finance
Directors to realise cost savings and revenue growth. Those
companies that are actively expanding overseas will look for
talented individuals who are able to communicate fluently in a
foreign language, have globally accepted certification and an
encompassing view of the corporate landscape.
2012 was a year of high and lows for the supply chain
management sector where the slowdown in recruitment is
primarily driven by the self-correction of the market to close
the gap between market realities to corporate expectations.
Relatively speaking, indirect procurement, operational
improvement and quality management has been the hot spots
during the year. Post market downturn, engineering, operation
management, material management and quality management
are likely to be highly sought after roles.
Compared to 2011, the economic downtown lead recruitment
activity in human resources to fall sharply in 2012. Across
the spectrum of human resource roles, but particularly
managers and senior managers, nearly 80 per cent fall into
the retail, chemical, manufacturing and insurance industries.
The remaining 20 per cent of new roles came from large
enterprises who are centralising functions to create Shared
Service Centres or Centre of Excellence. As the market
rebounds in 2013, we will see increasing opportunities in the
human resources function.
Overall, the economic rollercoaster over the past few years has
led to better refinement in market forecasts across the greater
Chinese region. Both corporates and individuals are now
able to make more accurate market predictions. We believe
the recruitment market will develop steadily amidst market
changes and both candidates and employers will live up to
market challenges through self-reform and positive attitude.
企业财务方面，2013年，在有些公司完成了并购之后，它们
更倾向于招聘财务总监、首席财务官等高端职位来实现成
本缩减和收入增加。另外，对于正在积极进行海外扩张的企
业，外语流利、拥有国际通用认证及广阔业务视野的优秀人
才成为它们的首要之选。
2012年对于供应链与工业市场是不平静的一年，招聘市场的
缓慢发展主要源于填补市场现状与企业预期之间的差距。
相对而言，间接采购、运营优化与质量管理成为年度热点职
位。而经过经济危机后，工程、运营、材料和质量管理会成
为热门关注的职位。
受到经济危机影响，2012年的人力资源人才招聘需求与2011
年相比大幅度下降。在所有需求中，近八成为零售、化工、
制造和保险业的职位替任，余下两成的新开职位中，大部分
来自于因集权管理规划而建立人力资源共享服务中心或卓越
中心的大型公司。在2013年，随着经济回温，人力资源市场
整体将呈现更多生机。
总而言之，在过去几年经济的反复起落后，大中华区市场对
于经济的预计愈加成熟，企业与个人对于市场也能够做出更
加准确的预测。我们相信，在2013，人才市场会在变化中稳
步发展，而候选人和雇主会以更积极的方式，通过对自身的
改革来面对市场的更多挑战。
Sales
Marketing 市场与销售
2 3

5. CHINA EMPLOYMENT SALARY GUIDE 2013
Retail Luxury
As a result of a global slowdown in 2012, growth across the
entire retail industry slowed. This deceleration was further
exacerbated by increased labour and rental costs, as well as
a shortage of quality retail space.
While the luxury retail market experienced the same impact
as mainstream retailers, the introduction of new luxury brands
entering the Chinese market and the expansion of existing
brands into second and third tier cities in the second quarter
lifted this segment ahead of the rest.
In contrast, the causal sportswear segment faced
unprecedented pressure with their fast increasing cost base.
The erosion of margin in this segment has turned investors
away to focus on industries with a higher return on investment.
Salary growth is expected to come down from the rapid
increase over the past few years due to an overall slowdown
across the sector. Some, apart from a select few, of the
international luxury brands have stopped their plans for further
expansion in the Chinese market. On the other hand, the fast
development of new fashion retail channels such as outlets
and e-commerce will increase the demand for talent and add
pressure to salaries.
FMCG
China’s FMCG job market saw a reduction in demand during
2012 as consumer spending nationally decreased. Hiring
activity in the food and beverages industry showed significant
decline, closely followed by the personal care and household
goods industry while the cosmetics industry remained stable.
The recruitment process has been prolonged significantly as
senior sales and marketing professionals paid much closer
attention to industry trends, company culture and stability.
In contrast, entry level professionals focused more on career
progression, salary entitlements and work/life balance.
A series of merger and acquisition activities across large
companies in 2012 greatly expanded job opportunities. In
general, the demand for sales and marketing professionals
remain high and for senior sales and marketing managers and
directors, relocation has become less difficult as a result.
Innovation and corporate restructures appear to be the buzz
words in the FMCG market for 2013. Many Fortune 500
companies plan or are currently implementing restructures in
pursue for operational excellence as they continue to operate
in a soft macroeconomic environment.
On the other hand, profit contributions are largely derived from
e-commerce channels, leading to strong demand for digital
marketing positions. Growth in the talent pool is inadequate to
match the fast growing wine industry. Consumer insight and
new product development are showing growing demand.
零售与奢侈品
在2012年，整个零售行业在全球经济衰退的影响下，增长速度
放缓。另外人工成本上升、租金成本上升及优质店铺的资源短
缺也成为发展放缓的主要外在原因。
奢侈品行业虽然也遭遇了同样的处境，但是随着第二季度经济
情况好转，在新品牌进驻中国的同时，许多品牌公司大规模扩
张二三线城市市场，因此整个行业还是出现了上升的趋势。
相反，休闲运动服装企业则面临前所未有的库存压力，成本随
之迅速上升。利润缩水使得投资者更愿意把目光关注在高利润
行业上。
2013年，由于整体行业发展放缓，从业人员薪酬增幅不如前几
年迅猛。在奢侈品行业，几家跨国集团暂停了在中国的拓店计
划，只有少数业绩不错的品牌保留了国内的增长空间。而另一
方面，服装零售业新型销售渠道如奥特莱斯、电商的飞速发展
会为市场增加更多的人才需求和更有吸引力的薪资。
快速消费品
在2012年，随着国内消费能力的下降，快速消费品行业的就
业需求也有所减少。食品和饮料行业的发展增幅显著下降，
紧随其后的是个人护理产品和家居行业，而化妆品行业的招
聘需求保持稳定。
对于求职者来说，由于市场和销售职能的资深职位候选人对
行业趋势、公司文化及稳定性表现出更多关注，导致这一职
能的招聘周期大幅延长。而相反地，初级候选人更关注自身
职业发展、薪酬福利及工作生活平衡。
在2012年一些经历了并购的大型公司很大程度上充实了就业
市场。企业对于市场职能仍然有很大的需求量，而对于资深
的市场经理或总监，迁移也变得不再那么困难。
创新和改革将成为2013年中国快速消费品行业的关键词。在
宏观经济依旧低迷的大环境下，许多500强公司计划或正在
进行整改，以追求运营优化。
而另一方面，由于电子商务渠道为在线商务与快速消费品贡
献了大部分销售额，数字营销职位在这一年需求大增。酒业
的人才资源难以跟上飞速发展的步伐。在市场营销方面，尤
其是对消费者调研和新产品开发的职位需求渐长，依然是人
才市场上备受关注的热点。
Retail Luxury Salary Table
Occupations 职位 Experience
Range of Annual
Base Salary
Non-Luxury Retail 非奢侈品零售
Business Development Director 商务拓展总监 8+ 700K - 1.1M
Business Development Manager 商务拓展经理 8+ 200K - 400K
Regional General Manager
(International Brand)
区域总经理（国际品牌） 10+ 1M - 1.5M
Regional General Manager (Local Brand) 区域总经理（本地品牌） 8+ 400K - 800K
Training Manager 培训经理 5+ 400K - 600K
Visual Merchandising Manager 视觉陈列经理 5+ 240K - 420K
Visual Merchandising Supervisor 视觉陈列主管 5+ 190K - 240K
Wholesale Director 批发总监 8+ 800K - 1.2M
Wholesale Manager 批发经理 8+ 300K - 700K
Wholesale Executive 批发主管 8+ 104K - 180K
Luxury Retail 奢侈品零售
Area Manager 地区经理 5+ 350K - 700K
Assistant Store Manager 助理店长 5+ 144K - 276K
City Manager 城市经理 5+ 300K - 500K
Communication/Public Relations Director 市场/公关总监 8+ 800K - 1M
Communication/Public
Relations Manager
市场/公关经理 6+ 400K - 650K
Communication/Public Relations
Assistant Manager
市场/公关助理经理 4+ 250K - 400K
Regional Manager 区域经理 8+ 600K - 1M
Store Manager 店长 5+ 180K - 420K
FMCG Salary Table
Occupations 职位 Experience
Range of Annual
Base Salary
Area Sales Manager 地区销售经理 5-8 200K - 400K
Brand Manager 品牌经理 3-5 200K - 300K
Consumer Insight Manager 消费者调研经理 8+ 300K - 500K
Digital Director 数字营销总监 8+ 600K - 1M
Digital Manager 数字营销经理 6+ 250K - 390K
General Manager 总经理 15-20 1M+
Marketing Director 市场总监 10-15 800K - 1.2M
Marketing Manager 市场经理 8-10 500K - 750K
National Sales Operation Manager 全国销售运营经理 8-10 400K - 650K
National Trade Marketing Manager 全国通路营销经理 8-10 400K - 600K
Regional Sales Manager 区域销售经理 8-10 400K - 700K
Regional Sales Operation Manager 区域销售运营经理 5+ 300K - 400K
Regional Trade Marketing Manager 区域通路营销经理 5-8 200K - 400K
Sales Director 销售总监 10-15 800K - 1.5M
Senior Brand Manager 高级品牌经理 5-8 300K - 550K
4

6. CHINA EMPLOYMENT SALARY GUIDE 2013
Industrial
The overly ambitious sales forecast by the electronic and
manufacturing industry has meant many sales targets have
not been met amidst a softening economy in 2012. Ahead of
a full scale recovery, new marketing and recruitment activity
has mostly been cancelled or postponed. As a result, from
the second half of 2012 to mid 2013, the traditional industries
of electronics, automation and manufacturing will focus their
recruitment activity on sales, key account management,
business development, new channel development client
relations and dealer marketing, all of which has a direct impact
on profitability.
In 2013, the restructure and merger of automobile
manufacturers will draw the attention of the industry. Although
the local automobile industry have flat lined after long
periods of growth, as the changes in policy and churn in the
corporate world phase in, new opportunities and challenges
will be presented.
Over the year, we expect continual growth in demand for roles
in digital marketing, e-commerce operations, CRM, business
development and sales management.
工业
2012年，电气和制造业的许多企业对中国市场做出了过于乐
观的预测，在遭遇了经济危机后，却未能达到预期的收入目
标。在经济全面复苏前，新的市场活动和招聘计划大多被取
消或无限期延滞。因此，在2012年下半年到2013年上半年，
电子、自动化和制造业等传统行业的招聘需求会专注于销售
和大客户管理、商务拓展、新渠道开发、客户关系管理、经
销商管理等直接影响效益的职位。
在2013年，汽车制造业的重组和合并成为整个行业最受人瞩
目的事件之一。虽然国内的汽车领域进入了长期繁荣后的
冷却期，但是随着国家政策的调控和企业内部自上而下的洗
牌，整个行业将产生新的机遇和挑战。
对数字营销、电子商务运营、客户关系管理、业务拓展和销
售管理等职位的需求在这一年将继续保持上升趋势。
Occupations 职位 Experience
Range of Annual
Base Salary
Assistant Public Relations/
Marketing Manager
助理公关/市场经理 3+ 180K - 300K
Account Manager 客户经理 5+ 200K - 350K
Business Development Director 商务拓展总监 8+ 750K - 1.1M
Business Development Manager 商务拓展经理 8+ 350K - 650K
Channel Sales Manager 渠道销售经理 6+ 250K - 350K
Global Key Account Manager 全球大客户经理 10+ 600K - 900K
National Sales Director 全国销售总监 10+ 1M - 1.6M
Project Sales Manager 项目销售经理 5+ 200K - 400K
Public Relations/Marketing Director 公关/市场总监 15+ 800K - 1.2M
Public Relations/Marketing Manager 公关/市场经理 6+ 350K - 450K
Regional Sales Manager 区域销售经理 8+ 300K - 550K
Sales Director-Asia Pacific 销售总监–亚太地区 12+ 1.1M - 1.7M
Sales General Manager 销售总经理 15+ 1.5M - 2.0M
Senior Public Relations/
Marketing Manager
高级公关/市场经理 8+ 400K - 650K
Industrial Salary Table
Banking
Financial Services
银行与金融服务
6 7

7. CHINA EMPLOYMENT SALARY GUIDE 2013CHINA EMPLOYMENT SALARY GUIDE 2013
Banks
Impacted by the global economic downturn, 2012 was a
year of slow development for the banking industry. While
each bank adjusted their terms of business and operational
strategies to adapt, there were still some firms who continued
to expand and reach record level profits. This was largely
due the volume and margin increase of net interest income,
improved performances in the global markets and treasury
business lines as well as increased activities in bond and
foreign exchange trading.
Foreign banks were actively rolling out products and
services for local Chinese enterprises to increase outbound
investments and overseas expansions. China being one of
the most important high net worth market contributed more
than 50 per cent of the growth achieved in the world’s second
largest wealth management market – Asia. This combined with
the positive outlook of private banking in China significantly
increases the demand for wealth management professionals.
Front Office -
Corporate/
Commercial Banking
As businesses are developing at a steady pace, foreign banks
in China are taking actions ahead of any market changes. As
most State Owned Enterprises (SOE) are headquartered in
Beijing, most foreign banks have placed their focus there. In
regards to front office recruitment there was a high demand for
Corporate Banking Relationship Managers handling SOE and
large local corporate clients. Meanwhile, the previous hiring
landscape for Multi-National Corporate (MNC) bankers has
changed, primarily due to the economy downturn in the US
and Europe. Most MNCs delayed business expansion which
significantly impacted the recruitment of MNC bankers which
has historically been sought-after. In contrast, banks from Asia
and Australia are keenly establishing themselves in China. To
realise growth, the demand of well experienced and senior
bankers will increase significantly as new products, services
and new branches are introduced.
银行
在全球经济衰退的显著影响下，银行业在2012年发展缓慢。
在各大银行对商业模式或运营战略进行调整时，有些公司并
没有放慢扩张的脚步，而且获利颇丰。这一结果很大程度上
依仗于纯利收入交易量和利润额的增加、环球市场和资金业
务线的进步表现以及债券和外汇贸易的业务增长。
外资银行在这一年也在积极地为那些增加境外投资与海外扩
张的中国企业提供产品和服务。同时我们也注意到，中国作
为最重要的高净值市场，为世界第二大财富管理市场——亚
洲，贡献了超过一半的业务增长，再加上私人银行在中国的
可观发展，使得市场对财富管理方面的专业人才需求大增。
前台–企业/商业银行
随着业务的稳步发展，中国的外资银行为市场变化做了充足
的准备。由于众多国企总部设置在北京，许多外资银行也将
业务重心放在了它们身上。在前台招聘方面，专门负责国企
及大型本地企业的企业银行关系经理备受关注。另一方面，
在美国和欧洲经济滑落的前提下，多数跨国企业减慢了扩张
的步伐，从而使前几年被热捧的跨国企业银行家受到冷落。
相反地，亚洲和澳洲的银行正在中国积极发展，随着新产
品、服务、分支机构的出现，为了实现业务增长，银行对拥
有丰富资源的资深银行家的需求也大量增加。
Front Office -
Private Banking
Competition in China’s private banking market is becoming
moreintense.Currentlythemarketplayersoffersimilarproducts
and services, however, going forward, private banking players
will need to expand their product scope and develop unique
value propositions by improving investment advisory services,
customised value-added services, developing proprietary and
remote channels, and optimising pricing structures.
From the second quarter of 2012 demand for wealth
management professionals saw a large increase. According
to industry experts and our observation this increase
will continue throughout 2013. Such demand will be
primary driven by local banks, foreign banks, securities firms
and trust companies.
Front Office -
Investment Banking
Initial Public Offerings (IPOs) on China’s A-share market slowed
in 2012 with fewer newly listed companies and reduced
fundraising. As a result, a number of local securities and
global companies introduced cost management measures
including restructures and redundancies. Redundancies
from Investment Banks have particularly caught the attention
of the market.
In 2013 Lloyd Morgan Executive expects recruitment drivers
to lean towards creditor’s rights rather than shares, while
overall demand will adapt to the changing market.
前台–私人银行
中国的私人银行业务竞争越来越激烈，就目前来看，从业机
构都在提供相似的产品和服务，而私人银行需要通过增强投
资咨询服务、提供定制的增值服务、发展专有及远程渠道以
及优化价格结构来拓展产品范围，开发独特的卖点。
从2012年第二季度，财富管理人才的招聘需求有了大幅上
升，通过我们的观察和业内人士的消息，我们相信这一趋势
将贯穿2013全年，而主要的需求将会来自于本地银行、外资
银行、证券公司与信托公司。
前台–投资银行
IPO与资金募集在2012年的减少使得这一年中国A股市场的
IPO节奏放缓。在此条件下，许多本地与国际化证券公司为
了降低成本做出了重组或裁员的举措，而对于投资银行，裁
员的行为格外引人注目。
在2013年，我们预计投行的招聘需求会更多地侧重在债权而
非股票，而整体需求也会随着市场的改变而不断变化。
8 9

8. CHINA EMPLOYMENT SALARY GUIDE 2013CHINA EMPLOYMENT SALARY GUIDE 2013
Banking Financial Services Salary Table
Occupations 职位 Experience
Range of Annual
Base Salary
Front Office - Corporate/Commercial Banking 前台–企业/商业银行
Managing Director 董事总经理 15+ 1.8M+
Director 总监 10+ 1.0M - 1.9M
Vice President/Senior Vice President 副总裁/高级副总裁 8-10 500K - 1.0M
Assistant Vice President/Associate 经理 5-8 300K - 500K
Analyst 分析师 1-3 200K - 350K
Front Office - Private Banking 前台–私人银行
Executive Director 执行董事 10+ 1M - 1.5M
Director 总监 5-8 700K - 900K
Associate 经理 3-5 400K - 600K
Front Office - Investment Banking 前台–投资银行
Executive Director/Managing Director 执行董事 10 - 15 1.8M - 3.5M
Vice President/Director 副总裁/总监 5 - 8 1.3M - 1.8M
Associate 经理 3 - 5 650K - 1.2M
Analyst 分析师 2+ 550K - 650K
Middle/Back office
The recruitment for banks in Northern China has slowed
dramatically as candidates are extremely cautious in
changing jobs across these entry level (or foundation level)
roles. Employers too have delayed or even cancelled normal
recruitment activity.
Many employers did not replace leaving staff in 2012 but
rather anticipated further adjustments from the global head
office. Another noteworthy market trend was that more and
more banks have set up Global Operation Processing Centres.
These centres have attracted vast numbers of Operations and
Risk Management professionals from the banking industry,
motivated by the regional/global exposure offered.
Private Equity/
Venture Capital
The domestic private equity and venture capital investment
market has come off the heat since 2012, with the number
of deals and amount invested at record lows. The fundraising
market is also showing signs of weakness where total funds
raised are far below previous levels. Clouded by the weak
global capital markets, the Chinese PE/VC-backed IPO
market slid sharply both in number and size in 2012.
As pre-IPO investment opportunities have reduced over time,
investors have sought opportunities arising from corporate
restructurings and industry consolidations. On the other hand,
lower valuations on secondary markets have encouraged
domestic merger and acquisition transactions, where many
local fund managers have invested and been successful in.
Professionals with private equity experience are highly sought
after as a result of the vast amount of local Chinese enterprises
expanding overseas. Boutique investment banking firms are
also experiencing continuing growth.
Within the front office, there will be a high demand for
middle to senior level positions, particularly candidates who
possess solid experience in initiating and executing merger
and acquisitions.
中/后台
作为基础职能，由于候选人对于换工作变得非常谨慎，雇主
也为了降低成本减少甚至取消了常规招聘，中国北方区在中
后台的招聘变得极为缓慢。
在2012年，许多雇主在员工离职后并不寻找替任者，而是等
待全球总部做出进一步的调整。市场上的另一显著表现在
于，越来越多的银行建立了全球运营流程中心，在机构本身
快速发展的背景下，职位本身能够提供更加广阔的业务视
野，从而吸引了许多银行业资深运营/风险管理方面的候选
人。
私募股权/风险投资
2012年以来，国内的私募股权/风险投资市场迅速降温，交
易的数量和投资额都跌落至最低水平。在募资方面，中国的
募资市场在2012年呈现弱势，总额远低于历年水平。在全球
资本市场黯淡的阴影笼罩下，中国私募股权/风险投资支持
的IPO在交易数量和规模上都产生了剧烈下滑。
由于上市前的投资机会越来越少，投资者需要转移目光去发
现企业重组和行业并购带来的更多机遇。而二级市场的评级
降低也增加了国内兼并收购交易的发展，也因此产生了许多
国内并购基金的成功投资。
随着大量中国企业的海外扩张，私募股权人才变得炙手可
热，相对地，专注于兼并收购的精品投行在持续增长。
在前台，我们看到中层到高级职位，尤其是有丰富并购交易
发起与执行经验的人才成为市场的热点人物。
10 11

9. CHINA EMPLOYMENT SALARY GUIDE 2013CHINA EMPLOYMENT SALARY GUIDE 2013
Banking Financial Services Salary Table
Occupations 职位 Experience
Range of Annual
Base Salary
Middle/Back Office - Audit and Accounting 中/后台–银行运营
Director 总监 12+ 1.0M - 1.3M
Vice President/Senior Vice President 副总裁/高级副总裁 8-10 500K - 1.0M
Manager 经理 5-8 300K - 500K
Officer 主任 3+ 150K - 300K
Middle/Back office - Risk 中/后台–风险
Head of Anti Money Laundering 反洗钱主管 15+ 900K - 1.8M
Head of Basel II 巴塞尔II主管 12+ 900K - 1.2M
Head of Compliance - Bank 合规主管–银行 15+ 1.2M - 2.2M
Head of Compliance - Securities 合规主管–证券 15+ 1.3M - 2.5M
Head of Market Risk 市场风险主管 15+ 1M - 1.5M
Head of Operational Risk 操作风险主管 15+ 680K - 900K
Middle/Back Office - Audit and Accounting 中/后台–审计与财务
Chief Financial Officer 首席财务官 18 - 20 1.5M - 2.5M
Head of Group Reporting 集团报表主管 15+ 650K - 850K
Head of Internal Auditor 内审主管 15+ 750K - 1.4M
Head of Regulatory Reporting 监管报表主管 12+ 450K - 850K
Head of Tax 税务主管 12+ 550K - 800K
Private Equity (USD Funds) 私募股权（美元基金）
Principal/Director 总监 15+ 1.5M - 2.8M
Vice President 副总裁 8 - 12 950K - 1.5M
Associate 经理 5 - 8 720K - 930K
Analyst 分析师 2 - 5 480K - 720K
Venture Capital 风险投资
Director 总监 15+ 1M - 1.6M
Vice President 副总裁 10+ 650K - 1M
Accounting
Finance 会计与财务
12 13

10. CHINA EMPLOYMENT SALARY GUIDE 2013CHINA EMPLOYMENT SALARY GUIDE 2013
In 2012, overall recruitment demands in accounting and finance
have decreased. Impacted by the economic downturn, many
organisations have gone through a series of redundancies or
restructures and have placed new positions on hold. However,
to achieve the cost savings, professional finance professionals
were required to ensure targets were met. At the same time,
revenue target remains a central focus and hence anyone who
is able to drive operational efficiencies is sought after.
In 2013, the focus will fall on post-merger activity where
companies look for senior finance professionals such as
Chief Financial Officers and Finance Directors to realise cost
savings and revenue growth. Those companies that are
actively expanding overseas will look for talented individuals
who are able to communicate fluently in a foreign
language, have internationally accredited qualifications and an
encompassing view of the corporate landscape.
在2012年，会计和财务方面的整体招聘需求有所减少。在经
济危机的冲击下，许多企业都在进行裁员或重组，因此中止
了新开职位计划。然而，这些举措都需要专业的财务人员来
帮助企业达到节省成本的目标。同时，盈利目标依然是企业
的重中之重，因此，能够对业务进行规划的人才受到欢迎。
2013年，在有些公司完成了并购之后，他们倾向于招聘财务总
监、首席财务官等高端职位来实现成本缩减和收入增加。另
外，对于正在积极进行海外扩张的企业，外语流利、拥有国际
通用认证及广阔业务视野的优秀人才成为它们的首要之选。
Accounting Finance Salary Table
Occupations 职位 Experience
Range of Annual
Base Salary
Accounting Manager 会计经理 6+ 300K - 500K
Chief Finance Officer 首席财务官 18+ 1.4M - 2.5M
Finance Controller 财务控制官 12+ 650K - 1M
Finance Director 财务总监 15+ 850K - 1.5M
Finance Manager 财务经理 8+ 350K - 650K
Financial Planning Analysis Director 财务分析总监 15+ 800K - 1.3M
Financial Planning Analysis Manager 财务分析经理 8+ 450K - 800K
Internal Audit Director 内审总监 12+ 850K - 1.8M
Internal Audit Manager 内审经理 8+ 450k - 850k
Merge Acquisition Director 并购总监 12+ 850K - 1.6M
Merge Acquisition Manager 并购经理 8+ 550K - 1.1M
Tax Director 税务总监 12+ 850K -1.6M
Tax Manager 税务经理 8+ 450K - 700K
Treasury Director 资金总监 12+ 850K - 1.3M
Treasury Manager 资金经理 8+ 450K - 650K
Supply Chain Management
Manufacturing 供应链与工业
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11. CHINA EMPLOYMENT SALARY GUIDE 2013CHINA EMPLOYMENT SALARY GUIDE 2013
2012 saw many fluctuations in the hiring market throughout
the year. In the first half of the year, hiring demand boomed in
the supply chain management sector due to a slow recovery
from 2011’s financial downturn. Yet, the market may have
been overly optimistic where many companies did not achieve
the expected outcome despite the addition of resources.
Therefore, in the second half of 2012, recruitment activity
slowed, allowing the gap between market reality to corporate
expectations to narrow.
Relatively speaking, indirect procurement, operational
improvement and quality management has been the hot
spots during the year. Healthcare and oil and gas industries
grew steadily as always while the automobile and heavy
machinery industry experienced a major downturn. The overall
telecommunication industry was not performing well but Apple
and Samsung performed strongly.
“Stabilisation” is a key word for 2013. The economic
rollercoaster over the past few years has lead to greater
refinement in forecasting the greater Chinese market where
more accurate forecasts are now achievable. As a result, over-
hiring or hiring freezes are becoming less common.
Engineering, operation management, material management
and quality management are likely to be highly sought after
roles for the year.
2012年对人才市场来说是不平静的一年。在上半年，工业行
业在经历过前几年的经济放缓之后终于迎来了蓬勃发展期，
呈现出大量的招聘需求和业务增长。然而，由于对市场过度
乐观，许多公司在增加了资产和人力方面的投入后却没有达
到预计的效果。因此，在下半年，招聘市场的缓慢发展主要
源于填补市场现状与企业预期之间的差距。
相对而言，间接采购、运营优化与质量管理成为年度热点职
位。而医疗保健与油气行业一如既往地稳步增长；汽车与重
型机械在下半年遭遇剧烈下滑；在电讯业，苹果与三星表现
卓越，而整体行业表现不佳。
“稳定”是2013年的关键词。在过去几年经济的反复起落
后，大中华区市场对于经济的预计愈加成熟，企业与个人对
于市场也能够做出更加准确的预测。因此，过度雇佣或冻结
招聘的现象会越来越少。
另一方面，工程、运营管理、材料管理和质量管理会成为备
受关注的热门职位。
Supply Chain Management Manufacturing Salary Table
Occupations 职位 Experience
Range of Annual
Base Salary
Commercial Excellence Manager / Consultant 营运优化经理/顾问 10+ 400K - 800K
EHS Manager (Plant) (Chemical/Pharm/Food)
环境健康安全经理（工厂）
（化学/医药/食品）
10+ 250K - 450K
Engineering Manager (Plant) 工程经理 (工厂) 15+ 350K - 500K
Engineering Director (Oil/Gas) 工程总监（油气） 15+ 800K+
Engineering Manager (Oil/Gas) 工程经理（油气） 10+ 450K - 600K
Engineering Specialist (Oil/Gas) 工程专员（油气） 5+ 200K - 350K
Logistics Manager 物流经理 10+ 250K - 400K
Managing Director 董事总经理 25+ 2M+
Operation Manager 运营经理 15+ 350K - 500K
Operation Manager (3rd Party Logistics) 运营经理（第三方物流） 10+ 250K - 400K
Plant Manager/Director 工厂经理/总监 15+ 500K - 1.3M
Quality Manager 质量经理 10+ 250K - 400K
Regional EHS Director/Manager
(Chemical/Pharm/Food)
区域环境健康安全总监/
经理（化学/医药/食品）
20+ 800K - 1.3M
Regional Operation Excellence Director
/Manager (APAC)
区域运营优化总监/经理
（亚太区）
15+ 800K - 2M
Regional Quality Director 区域质量总监 20+ 800K - 1.5M
Six Sigma/LEAN Manager (Plant)
六西格玛/精益生产经理
（工厂）
10+ 350K - 600K
Sourcing Director/Regional Supply Chain
Management Director
采购总监/区域供应链管
理总监
20+ 800K - 1.2M
Sourcing Manager 采购经理 15+ 300K - 500K
Supply Chain Management Manager (Plant) 供应链管理经理（工厂） 10+ 250K - 400K
Supplier Quality Manager 供应商质量经理 10+ 200K - 400K
Vice President/Regional Operation Director 副总裁/区域运营总监 25+ 1.5M - 3M
Human
Resources 人力资源
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12. CHINA EMPLOYMENT SALARY GUIDE 2013CHINA EMPLOYMENT SALARY GUIDE 2013
The economic downtown lead recruitment activity in human
resources to fall sharply in 2012 compared to 2011. Across
the spectrum of human resource roles, but particularly
managers and senior managers, nearly 80 per cent fall into the
retail, chemical, manufacturing and insurance industries. The
remaining 20 per cent of new roles came from large enterprises
who are centralising functions to create Shared Service
Centres or Centre of Excellence. Other new opportunities
come from the forever expanding luxury retail market.
Based on vacancy numbers in December 2012, we expect
as the economy improves in 2013, opportunities in human
resources will become more vibrant. Particularly, there will
be a strong upswing in traditional industries such as FMCG
and manufacturing.
受到经济危机影响，2012年的人力资源人才招聘需求与2011
年相比大幅度下降。在所有需求中，近八成为零售、化工、
制造和保险业的职位替任，涵盖了专员到总监级别，其中
85%为经理或高级经理。余下两成的新开职位中，大部分来
自于因集权管理规划而建立人力资源共享服务中心或卓越中
心的大型集团公司、贸易公司或者股份有限公司。其他职位
则来自于不断扩张的奢侈品及零售业企业。
根据2012年12月的职位数量我们可以推断出，在2013年，随
着经济回温，人力资源市场整体将呈现更多生机，而在这之
中，快速消费品和制造业等传统行业会有大幅回升。
HR Generalist/
Human Resource
Business
Professional (HRBP)
Many companies in traditional industries which were not
affected by the downturn are now focusing on reorganisation
and building up their HR Shared Service Centre or Centre of
Excellence, creating demand for HRBP as well as functional
HR roles. Key responsibilities for HRBP centres around
recruitment and employee engagement.
Compensation
Benefits
Professionals specialising in compensation and benefits
was much needed in 2012 and remains in demand in 2013
to set compensation and benefit policy and procedures and
cost control measures as companies undergo restructures
or plan for expansion. The main responsibility of this role
includes performance review, compensation assessment and
employee incentive planning.
Learning
Development
Companies in traditional industries and those that have a
complete corporate framework have focused on recruiting top
learning and development talent. Their main responsibilities
include strategic planning and development, or those that
work for multi-national corporations, concentrate on localising
the occupation competency framework.
人力资源通才/
人力资源业务合作伙伴
对于受到经济危机影响较小的传统行业，它们正在进行的重
组及建立人力资源共享服务或卓越中心使得人力资源业务合
作伙伴及一些专业模块人力资源人才受到更多关注。正因如
此，招聘和员工关系管理成为这些行业中人力资源业务合作
伙伴的主要职责。
薪酬福利
在2012年和2013年，无论是重组中的公司，或是计划扩张的
企业，都迫切需要薪酬福利人才来制定新的薪酬福利政策、
流程以及控制成本。这一职位将主要负责岗位评级、薪资调
查、激励措施等薪酬福利相关项目。
培训与发展
在2012年，传统行业和已经完成企业架构搭建的雇主主要寻
找的是培训与发展的高端人才。他们的主要职责是企业组织
发展战略规划，或者在跨国企业中负责职业素质能力框架本
地化实施。
18 19
Human Resources Salary Table
Occupations 职位 Experience
Range of Annual
Base Salary
Assistant Human Resources Manager 助理人力资源经理 7+ 250K - 400K
Compensation Benefits Director 薪酬福利总监 15+ 1.0M - 1.3M
Compensation Benefits Manager 薪酬福利经理 7+ 500K - 600K
Compensation Benefits Supervisor 薪酬福利主管 4+ 200K - 300K
Human Resources Director 人力资源总监 12+ 900K - 1.3M
Human Resources Manager 人力资源经理 7+ 400K - 650K
Human Resources Supervisor 人力资源主管 5+ 200K - 300K
Learning Development Director 培训与发展总监 15+ 1.5M - 1.8M
Learning Development Manager 培训与发展经理 6+ 550K - 700K
Learning Development Supervisor 培训与发展主管 4+ 200K - 400K
Senior Compensation Benefits Manager 高级薪酬福利经理 10+ 700K - 900K
Senior Human Resources Director 高级人力资源总监 15+ 1.5M - 2M
Senior Human Resources Manager 高级人力资源经理 10+ 500K - 800K
Senior Learning Development Manager 高级培训发展经理 10+ 700K - 1M
Senior Staffing Manager 高级招聘经理 10+ 500K - 650K
Staffing Director 招聘总监 15+ 800K - 1M
Staffing Manager 招聘经理 6+ 350K - 450K
Staffing Supervisor 招聘主管 4+ 150K - 250K

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