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AUSTRALIAN HUMAN RESOURCES
             SALARY SURVEY
                 2010/2011




     www.frazerjones.com.au
AUSTRALIAN HR SALARY SURVEY 2010/11




INTRODUCTION

Frazer Jones is a global, market leading      Our expert consultants have developed a       We are committed to the identification
recruitment business working exclusively      reputation for providing honest, insightful   and nurturing of great HR talent,
within the Human Resources market.            advice as well as access to a unique and      proactively connecting with them to
Established as HR Matters in 1994 in          diverse network of the world’s top HR         discuss their long-term aspirations,
Australia, the business merged with UK        talent. Our relationships are based on        understand what really motivates them
leader Frazer Jones in 2004 to become         excellent service delivery and long term      and facilitate career planning and
the first truly global HR recruitment         success.                                      management. As the first established HR
specialist. We have over 40 consultants                                                     recruitment firm in Australia, we have
with connections to great HR talent within    We supply HR talent to a complete             built up a depth of knowledge about the
the Asia Pacific and EMEA regions through     cross-section of clients, from the world’s    HR market that is second to none.
offices in Australia, Hong Kong, Singapore,   largest companies to small
Dubai and London. Our knowledge,              owner-managed businesses. With
resources and access to the best              dedicated consultants specialising in
candidates are never limited by               specific levels, from entry-level up to
geography. With this truly global reach,      Group Executive, our purpose is to identify
we partner with our clients to improve the    and assess outstanding HR professionals
talent management process and build           and match them with key roles globally.
successful teams.




www.frazerjones.com.au
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AUSTRALIAN HR SALARY SURVEY 2010/11




PERMANENT MARKET OVERVIEW/UPDATE

Over the past couple of years the severe      Which is why the recovery through 2010          “We are already noticing
downturn in the global economy, and           has been all the more remarkable. The
subsequently all recruitment activity, has    first signs of recovery in the form of
                                                                                              some employers offering
been reported on and discussed at length.     recruiting new talent happened as early as      attractive increases to
The net result of the GFC in all major        August 2009, but not to the same extent         attain the best calibre
financial centres across the world was        as it did at the start of 2010. Our 2009
businesses stopped hiring and                 HR Market Expectations Survey predicted
                                                                                              candidates.”
redundancies becoming the norm.               that hiring activity would not kick in until
                                                                                              With regards to salaries and bonuses,
Granted, Australia weathered the storm        the second half of 2010, but it genuinely
                                                                                              unsurprisingly there was very little
far better than the United Kingdom and        appears that many people significantly
                                                                                              movement for anyone in 2009, with
the US (we of course never went in to         underestimated the speed of the recovery
                                                                                              companies almost universally freezing all
recession), but most companies took a         with job levels in HR recovering both
                                                                                              increases. A huge proportion of candidates
significant knock during the latter half of   quickly and significantly at the start of the
                                                                                              starting their job search in 2010 have
2008 and throughout most of 2009.             year. Economic indicators all consistently
                                                                                              been on the same salary package for up to
                                              point to sustained recovery, with
                                                                                              2 years, with no clear indication as to
                                              Australia’s GDP figures remaining positive
                                                                                              when this might improve. Before the
                                              and amongst the best in the developed
                                                                                              downturn HR salaries in Australia,
                                              world.
                                                                                              particularly in Sydney, had reached levels
                                                                                              that were well above the global market
                                              The financial services sector was hit early
                                                                                              rate; the downturn did at least bring some
                                              and hit hardest, but it has certainly
                                                                                              sensibility to pay grades. As the market
                                              bounced back stronger and more quickly.
                                                                                              continues to improve employers will have
                                              The resources, IT&T and energy sectors
                                                                                              to ensure they look at incentivising their
                                              have also continued to improve this year.
                                                                                              staff correctly.
                                              In the permanent area, we have seen a
                                              marked improvement in the amount of
                                                                                              Whilst we are yet to return to the
                                              learning & development roles, as well as
                                                                                              extremes of 2006/2007 when candidates
                                              recruitment and reward. It seems that the
                                                                                              were receiving multiple offers with vastly
                                              acquisition, development and retention of
                                                                                              inflated salaries, we are already noticing
                                              its talent is at the top of all company
                                                                                              some employers offering attractive
                                              objectives as business leaders strive to
                                                                                              increases to attain the best calibre
                                              retain their best people as we enter this
                                                                                              candidates. This couples an increasing
                                              period of regrowth.
                                                                                              number of candidates receiving more than
                                                                                              one offer.
                                              “Many people significantly
                                                                                              The GFC has certainly left its mark,
                                              underestimated the speed                        reminding us that a buoyant market will
                                              of the recovery.”                               always be followed by a low. We have
                                                                                              witnessed the speed at which recruitment
                                                                                              can dry up, but also at how quickly things
                                                                                              can bounce back. Barring any exceptional
                                                                                              global economic shocks, we would expect
                                                                                              the market for HR professionals in
                                                                                              Australia to continue to improve over the
                                                                                              next two years.




www.frazerjones.com.au
                                                                                                                                           3
AUSTRALIAN HR SALARY SURVEY 2010/11




INTERIM MARKET OVERVIEW

As Australia came out of the economic         As a result of the market being reactive in   The market sentiment in the early part of
downturn we started to see an immediate       the first part of 2010, there was not a       2010 pointed to headcount and budget
need for short term contractors. With a       huge demand for executive level interim       restraints still being a factor, resulting in a
renewed focus on business sustainability,     work. Companies requiring change              notable increase in the use of temporary
talent had to be sourced at the speed in      managers and organisational designers         and interim staff. This presented good
which the market was recovering. Over         were not initially prominent, but this has    opportunities for those candidates /
the course of 2010, this has led to an        steadily increased through the second half    professionals looking to start an interim
increase in the volume of contract            of 2010.                                      career or continue as a professional
positions in the market.                                                                    contractor.
                                              There has also been a demand for
As expected when top performing               individuals with global and international     Broadly speaking the outlook for the
permanent candidates are not moving           experience who can deliver results            Australian HR industry over the next
roles, the amount of roles on a temporary     quickly. We have certainly noticed an         couple of years is positive and despite
basis increases. The increase has mainly      increased appetite for overseas arrivals      wider (global) economic issues, we
been in the junior to mid level space ($20    with working holiday visas. A good            believe it will be a good twelve months in
to $35 per hour), with contracts generally    proportion of this pool of people have        the interim market. We will continue to
ranging from two - six months. In the first   stepped into roles quite quickly after        support both our clients and candidates
part of 2010, most of these opportunities     arriving in Australia.                        and look forward to hearing from you if
were Recruitment Consultant / Officer and                                                   you require advice on the current interim
HR Coordinator roles. This increase           “The early part of 2010                       market.
resulted in an immediate need to bring
staff on board to assist with high
                                              pointed to a notable
workloads, while companies assessed           increase in the use of
how they were going to restructure their      temporary and interim
teams and deal with these increased
volumes of work.
                                              staff.”




www.frazerjones.com.au
                                                                                                                                              4
AUSTRALIAN HR SALARY SURVEY 2010/11




GLOBAL MARKET

As Australian organisations emerged from
the global financial crisis many took a
more targeted approach to their
recruitment. With 2009 being a tough year
in recruitment globally, we have seen the
Australian HR community looking to the
broader market to find exceptional talent.
With international markets such as the UK
and US lagging in their rebuild phase,
Australian organisations have been far
more open to sponsorship in 2010.

The UK market has seen a healthy
increase in recruitment activity in 2010,
and they expect the net result to show a
continued upward swing in the number of
roles across the £30,000 to £70,000
salary range. However, the market for “top
talent” in this range will remain tight
which may lead to some salary inflation
for top quality candidates. The number of
senior HR jobs is also on the rise and
there remains a large supply of good           Historically, banking and financial          The Australian market is also seeing an
candidates. Organisations are seeing           services, professional services and law      increase in the acceptance of expatriates
strong shortlists for most roles and are       firms have been the main industries that     with Working Holiday Visas for short term
benefiting from this surplus. Conversely,      will look at sponsorship as a competitive    contracts. There are certainly increasing
senior candidates may have found 2010          option, often due to the global nature of    opportunities of sponsorship for some
frustrating as those organisations remain      their business. However, we have noticed     candidates once they have proved
highly prescriptive about the skill sets and   an increase in a range of large Australian   themselves within a role on a temporary
backgrounds of the individuals they look       employers looking at hiring HR               basis. As you would expect, this is
to take on. Candidates had to be very          professionals from off shore, at a variety   predominantly happening in larger
flexible during 2009; many have been           of levels. Reward organisational             organisations.
happy to look at working and staying           development and recruitment
away from home or even relocating to           professionals have always been in
secure the next role. We have seen this        demand, however, more recently we have
trend continue to an extent, throughout        also seen increased demand for
2010 as those living in certain parts of       commercial HR business partners at the
the UK will have to look further afield for    more senior levels.
the right role.



“We have noticed an
increase in employers
looking at hiring HR
professionals from off
shore, at a variety of
levels”



www.frazerjones.com.au
                                                                                                                                        5
AUSTRALIAN HR SALARY SURVEY 2010/11




                         THE 2010/11
                         SALARY SURVEY

                         The data and commentary that follows
                         appear as a result of qualitative research
                         and input from HR professionals, as well
                         as information taken from interviews and
                         recruitment assignments handled by our
                         Consultants over the past eighteen
                         months.

                         We have broken down the survey into six
                         ‘grades’, with bespoke data for the varied
                         areas of HR. The terminology we have
                         used for job titles in this document is
                         purely representative of what we have
                         come across regularly in the market. It is
                         not indicative of a role’s seniority as the
                         variance in usage by organisations and
                         across different industry sectors is
                         significant. For the purposes of this survey
                         we have divided each ‘grade’ into two
                         sections: one to represent small to
                         medium-sized organisations typically up
                         to around 4,000 staff. The second
                         represents larger businesses, usually over
                         4,000 staff. Also included in the larger
                         business section would be those global
                         businesses with a smaller population in
                         Australia (often investment banks and
                         professional services firms).

                         This year, rather than give different
                         bandings for different sectors, we have
                         produced the data for the different types
                         of role found in HR. As the salary bandings
                         are already relatively broad, the various
                         sector nuances are better articulated by
                         our Consultants who know their specific
                         market inside-out. Relevant information
                         on industry trends can be found in the
                         summaries on each page, as can a list of
                         general responsibilities attached to these
                         types of job.

                         The salary ranges shown are a direct
                         representation of the data collected during
                         the survey. As such, there are significant
                         variances in the minimum and maximum
                         figures. As always, please contact one of
                         our consultants to discuss salary ranges in
                         more detail.




www.frazerjones.com.au
                                                                        6
AUSTRALIAN HR SALARY SURVEY 2010/11




ADMINISTRATOR/ CO-ORDINATOR/ ANALYST

These positions broadly focus on support       The downturn in the market saw a need
to HR teams and the basic administrative       for many HR Administrators and
duties of the HR function. The HR              Coordinators to increase their work loads
Administrator or HR Coordinator will often     as well as their skill sets due to the cut
be the first point of contact for all HR       backs of more senior positions within HR
queries and will be responsible for a          teams. For these employees, a move to a
variety of tasks ranging from basic            new organisation into an HR Advisor or HR
administrative support, HR database entry      Officer role should see a reasonable
and maintenance, document preparation,         increase in salary, keeping in mind a high
recruitment coordination, training             level of competition will exist for these
coordination and reporting. They will also     roles.
be actively involved in the coordination of
annual people processes and ad hoc             On the other hand, in many organisations
projects. The HR Coordinator title can be      administrative functions were scaled back,
used for employees with up to three years      carving out more administrative work for
of experience.                                 HR Managers and the like. Due to the
                                               rapid rebuilding of HR teams that we have
HR Analysts are most commonly                  been experiencing, this junior end of the
specialists with one or two years of           HR market should see the creation of
experience in their area of expertise.         more jobs for entry level and junior HR
These positions tend to exist most             professionals over the next six-twelve
commonly within the area of reward or          months.
HR information systems. The Reward
Analyst was in particular shortage during
the GFC due to the obvious scrutiny on
salaries. Equally affected was the junior
L&D market, which took quite a hit in
terms of hiring activity. With the return of
‘nice to have’ development programmes,
the need for coordinators to support the
L&D consultants was all but gone. This is
one area that has not seen a great
increase in the marketplace as yet, despite
increased activity for more mid-senior
level L&D roles.




                             Small to medium sized businesses                   Larger organisations
                             Base salary               Bonus                    Base salary               Bonus

 Generalist                  $45,000 - $60,000         NA                       $50,000 - $70,000         NA
 Reward                      $50,000 - $65,000         NA                       $50,000 - $75,000         NA
 L&D                         $45,000 - $60,000         NA                       $50,000 - $65,000         NA
 Recruitment / Grad Rec      $45,000- $60,000          NA                       $50,000 - $65,000         NA
 OD / Talent / Change        NA                        NA                       $50,000 - $65,000         NA




www.frazerjones.com.au
                                                                                                                                      7
AUSTRALIAN HR SALARY SURVEY 2010/11




OFFICER / ADVISOR

The HR Officer/Advisor group have            Responsibility for annual processes and          Interestingly, we have noticed that junior
responsibility as the HR contact for a       providing guidance and advice across             HR professionals are generally
defined client group within an               reward, recruitment & learning and               remunerated well, particularly in larger
organisation. Typically, employees at this   development will often fall under this level     businesses. Salaries have remained at a
level will have up to five years’            of role, particularly if the organisation        premium in this space for the last two
experience.                                  does not have a centralised specialist           years, more so than at other levels in HR.
                                             function. However if an organisation does
HR Generalists at this level tend to have    have a centre of expertise for these areas,
broad ranging responsibilities, such as      there will often be specialist advisors at
providing operational HR support and         this level in the group. The specialist roles
advice to employees and line managers        most affected by the market downturn
around employee issues such as               were the learning and recruitment
performance management, disciplinary         positions. These areas have been getting
and grievance issues. Requiring strong       increasingly busy throughout 2010, in line
knowledge of HR policies and procedures      with the economic recovery.
across the business is of vast importance.




                             Small to medium sized businesses                   Larger organisations
                             Base salary               Bonus                    Base salary                       Bonus

 Generalist                  $65,000 - $85,000         NA                       $65,000 - $95,000                 5%-10%
 Reward                      $70,000 - $85,000         NA                       $70,000 - $90,000                 5%-10%
 L&D                         $60,000 - $75,000         NA                       $60,000 - $85,000                 5%-10%
 Recruitment / Grad Rec      $65,000 - $75,000         NA                       $65,000 - $80,000                 5%-10%
 OD / Talent / Change        $70,000 - $85,000         NA                       $70,000 - $90,000                 5%-10%
 ER / IR                     $60,000 - $80,000         NA                       $65,000 - $90,000                 5%-10%




www.frazerjones.com.au
                                                                                                                                           8
AUSTRALIAN HR SALARY SURVEY 2010/11




CONSULTANT / SENIOR ADVISOR

The role of the HR Business Partner / HR    Typical responsibilities would include           As with most roles, the industry that the
Consultant is to work closely with each     providing advice to line managers on all         HR Consultant works in will influence how
part of the organisation to achieve their   HR policy and procedural queries and             well paid they are. Often the financial
business goals. They provide strategic HR   providing operational support on employee        services industry tends to pay more with
planning, analysis and execution support    relations’ issues such as performance            the incentive of a more attractive bonus
to enhance business performance through     management, disciplinary, grievance and          scheme. In the first half of 2010 there
people strategies. They would be            redundancy processes. In addition they           was a demand for consultants at the
responsible for day to day management of    would be running the implementation of           four-six year band, with good talent at
HR queries normally reporting to a more     all HR processes for client groups, ie           this level harder to find. Conversely, HR
senior HR Manager.                          succession planning and salary review            Consultants at the more senior level have
                                            processes. In certain roles they will also       been in greater supply in the market due
The role of the HR Consultant can vary      be responsible for advice and guidance on        to less senior Business Partner roles.
depending on industry and size of teams.    recruitment and where there is no
This job group includes all HR Generalist   centralised recruitment function, providing
roles where there is a defined              operational recruitment support.
responsibility for advising client groups
within the business. The professionals at   In specialist areas of HR such as learning
this level usually have between four and    and developement, OD, reward and
seven years’ HR experience and do not       recruitment, we have noticed candidates
ordinarily have direct staff management     being paid at a premium (regularly above
duties.                                     their generalist counterparts). Often this
                                            can be due to the shortage of quality
                                            specialists, given many new-to-HR
                                            professionals will not specialise in HR until
                                            this point in their careers.




                            Small to medium sized businesses                   Larger organisations
                            Base salary                 Bonus                  Base salary                  Bonus

 Generalist                 $75,000 - $100,000          5%-15%                 $80,000 - $120,000           5%-20%
 Reward                     $75,000 - $100,000          5%-15%                 $80,000 - $120,000           5%-20%
 L&D                        $75,000 - $100,000          5%-15%                 $80,000 - $120,000           5%-20%
 Recruitment / Grad Rec     $70,000 - $100,000          5%-15%                 $75,000 - $120,000           5%-20%
 OD / Talent / Change       $80,000 - $110,000          5%-15%                 $80,000 - $130,000           5%-20%
 ER / IR                    $70,000 - $100,000          5%-15%                 $75,000 - $110,000           5%-20%




www.frazerjones.com.au
                                                                                                                                         9
AUSTRALIAN HR SALARY SURVEY 2010/11




MANAGER / BUSINESS PARTNER

The Manager level practitioner in most        A stand-alone HR Manager may report          There is now movement in most sectors
entities is responsible for the human         directly to the CEO or Managing Director     although the manufacturing industry is
resources function for a medium to            of a small-to-medium-sized business,         somewhat lagging. From a remuneration
large-sized division and in the case of       whilst in larger companies the role would    perspective, and following pay freezes at
small-to-medium-sized entities, for the       report to a GM of HR or HR Director.         many employers, there has been
entire organisation. Managers will                                                         movement across the band for HR
typically have responsibility for a small     The market for HR Managers was fairly        Managers this year, if modest. Pay in the
team of practitioners and depending on        static through 2009 but has been gaining     OD, talent and change areas, as well as
the size and sophistication of the            momentum throughout 2010. Those HR           reward, will continue to attract a premium
business, those team members may be           Managers who maintained their positions      at the top of the banding.
generalists or responsible for one or more    during the downturn often did so with
specialism (eg recruitment and learning       smaller teams and tightened budgets.
and development). In larger employers,
the HR Manager may be supported by a
centre of excellence for some or all of the
specialist streams. Indeed, some larger
organisations with a particularly
sophisticated HR function, will support a
structure where the business partner has
no direct reports, or at most only one or
two.


                            Small to medium sized businesses                     Larger organisations
                            Base salary                     Bonus                Base salary                      Bonus

 Generalist                 $120,000 - $150,000             10%-20%              $140,000 - $200,000              10%-30%
 Reward                     $120,000 - $160,000             10%-20%              $130,000 - $200,000              10%-30%
 L&D                        $120,000 - $160,000             10%-20%              $130,000 - $170,000              10%-30%
 Recruitment / Grad Rec     $120,000 - $150,000             10%-20%              $130,000 - $170,000              10%-30%
 OD / Talent / Change       $120,000 - $160,000             10%-20%              $130,000 - $180,000              10%-30%
 ER / IR                    $120,000 - $150,000             10%-20%              $130,000 - $170,000              10%-30%




www.frazerjones.com.au
                                                                                                                                        10
AUSTRALIAN HR SALARY SURVEY 2010/11




SENIOR MANAGER / SENIOR BUSINESS PARTNER

The Senior Manager role is ascribed to          With regards to the specialist roles of HR,     Naturally roles at this level are at the
individuals who are managing a larger           these will typically sit centrally, driving     pointy end of any HR structure in terms of
team, usually a minimum of five. Typically      strategy in their specialist area from a        seniority. However, whilst there will never
these individuals will be overseeing a          group-wide perspective. The reporting           be the same volume as at more junior
sizeable generalist HR function for a           line is usually into the overall HR Director,   levels, we would expect this portion of
business division, or a specialist HR           but can also be a level down in the largest     the market to remain busy for some time,
function such as learning and                   organisations. Salaries for the ‘Specialist     particularly as Senior Leaders are
development, resourcing or reward, in a         Heads’ are certainly at a premium at the        increasingly looking to surround
larger organisation. If in a generalist role    moment, mirroring the market trends we          themselves with high calibre experts.
then typically client groups would be a         mentioned initially of businesses investing
minimum of 500-1,000 staff, but in larger       more heavily in reward, L&D and OD              We find that pay ranges vary substantially
organisations this may increase to c.2,000      type-roles, with senior level reward            towards the senior end, so there are
staff. From a generalist perspective, the       professionals often leading the pack.           exceptions to these bandings, and the
responsibilities for professionals at this      Frazer Jones has undertaken a number of         largest employers in Australia will often
level can often act as quasi-HR Directors       ‘Head of Reward’ roles in the past              pay substantially more for the divisional /
for their specific business unit (BU) client    eighteen months, particularly within the        BU “head of” roles. Frazer Jones will
groups. Invariably they will be part of a       services’ industries.                           include this data in the Executive HR
BU senior management or leadership team                                                         Director Salary Survey to be released in
with at least a dotted line report into the                                                     early 2011 (see below for more
business leader of that area.                                                                   information on this).




                             Small to medium sized businesses                        Larger organisations
                             Base salary                       Bonus                 Base salary                       Bonus

 Generalist                  $150,000 - $200,000               20%-40%               $170,000 - $250,000               30%-50%
 Reward                      $140,000 - $200,000               20%-40%               $170,000 - $270,000               30%-50%
 L&D                         $150,000 - $180,000               20%-30%               $170,000 - $250,000               30%-50%
 Recruitment / Grad Rec      $150,000 - $200,000               20%-30%               $170,000 - $250,000               30%-50%
 OD / Talent / Change        $160,000 - $200,000               20%-30%               $170,000 - $250,000               30%-50%
 ER / IR                     $140,000 - $180,000               20%-30%               $160,000 - $230,000               30%-50%



DIRECTOR / GM
At the executive end of the HR market
salary packages vary more substantially
based on size of company, ownership
(public or private), industry sector,
location and regional complexity. As a
consequence, we are in the process of
developing a specific remuneration survey
for HR Directors and will be publishing this
in early 2011. This will cover generalist
and specialist HR roles and will specify
fixed and variable pay components in
detail. If you require information on this in
the meantime, please contact Paul Breslin.

E. paulbreslin@frazerjones.com.au



www.frazerjones.com.au
                                                                                                                                              11
AUSTRALIAN HR SALARY SURVEY 2010/11




CONTACT DETAILS

For Executive HR Recruitment, please contact:                              For Permanent HR Recruitment, please contact:

                             Paul Breslin                                                        Julie Spears
                             paulbreslin@frazerjones.com.au                                      juliespears@frazerjones.com.au
                             T. +61 (02) 9236 9090                                               T. +61 (02) 9236 9090




For Interim HR Recruitment, please contact:                                For all Melbourne HR Recruitment, please contact:

                             Renee Clarke                                                        Peter Barber
                             reneeclarke@frazerjones.com.au                                      peterbarber@frazerjones.com.au
                             T. +61 (02) 9236 9090                                               T. +61 (03) 8610 8450




www.frazerjones.com.au

Sydney                                      Melbourne                                              London
Level 12, 25 Bligh Street,                  Level 2, Rialto North Tower, 525 Collins Street,       95 Queen Victoria Street,
Sydney, NSW 2000                            Melbourne, Victoria 3000                               London, EC4V 4HN
T: +61 (0)2 9236 9090                       T: +61 (0)3 8610 8450                                  T: +44 (0)20 7415 2815


Dubai                                       Hong Kong                                              Singapore
Suite 614, Liberty House, DIFC,             1918 Hutchison House,                                  Level 15, Prudential Tower,
PO BOX 506739, Dubai, UAE                   10 Harcourt Road, Central, Hong Kong                   30 Cecil Street, Singapore 049712
T: +9714 448 7775                           T: +852 2973 6333                                      T: +65 6236 2932



FRAZER JONES IS A MEMBER OF THE SR GROUP.

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Fj australian - hr salary survey 2010-11

  • 1. AUSTRALIAN HUMAN RESOURCES SALARY SURVEY 2010/2011 www.frazerjones.com.au
  • 2. AUSTRALIAN HR SALARY SURVEY 2010/11 INTRODUCTION Frazer Jones is a global, market leading Our expert consultants have developed a We are committed to the identification recruitment business working exclusively reputation for providing honest, insightful and nurturing of great HR talent, within the Human Resources market. advice as well as access to a unique and proactively connecting with them to Established as HR Matters in 1994 in diverse network of the world’s top HR discuss their long-term aspirations, Australia, the business merged with UK talent. Our relationships are based on understand what really motivates them leader Frazer Jones in 2004 to become excellent service delivery and long term and facilitate career planning and the first truly global HR recruitment success. management. As the first established HR specialist. We have over 40 consultants recruitment firm in Australia, we have with connections to great HR talent within We supply HR talent to a complete built up a depth of knowledge about the the Asia Pacific and EMEA regions through cross-section of clients, from the world’s HR market that is second to none. offices in Australia, Hong Kong, Singapore, largest companies to small Dubai and London. Our knowledge, owner-managed businesses. With resources and access to the best dedicated consultants specialising in candidates are never limited by specific levels, from entry-level up to geography. With this truly global reach, Group Executive, our purpose is to identify we partner with our clients to improve the and assess outstanding HR professionals talent management process and build and match them with key roles globally. successful teams. www.frazerjones.com.au 2
  • 3. AUSTRALIAN HR SALARY SURVEY 2010/11 PERMANENT MARKET OVERVIEW/UPDATE Over the past couple of years the severe Which is why the recovery through 2010 “We are already noticing downturn in the global economy, and has been all the more remarkable. The subsequently all recruitment activity, has first signs of recovery in the form of some employers offering been reported on and discussed at length. recruiting new talent happened as early as attractive increases to The net result of the GFC in all major August 2009, but not to the same extent attain the best calibre financial centres across the world was as it did at the start of 2010. Our 2009 businesses stopped hiring and HR Market Expectations Survey predicted candidates.” redundancies becoming the norm. that hiring activity would not kick in until With regards to salaries and bonuses, Granted, Australia weathered the storm the second half of 2010, but it genuinely unsurprisingly there was very little far better than the United Kingdom and appears that many people significantly movement for anyone in 2009, with the US (we of course never went in to underestimated the speed of the recovery companies almost universally freezing all recession), but most companies took a with job levels in HR recovering both increases. A huge proportion of candidates significant knock during the latter half of quickly and significantly at the start of the starting their job search in 2010 have 2008 and throughout most of 2009. year. Economic indicators all consistently been on the same salary package for up to point to sustained recovery, with 2 years, with no clear indication as to Australia’s GDP figures remaining positive when this might improve. Before the and amongst the best in the developed downturn HR salaries in Australia, world. particularly in Sydney, had reached levels that were well above the global market The financial services sector was hit early rate; the downturn did at least bring some and hit hardest, but it has certainly sensibility to pay grades. As the market bounced back stronger and more quickly. continues to improve employers will have The resources, IT&T and energy sectors to ensure they look at incentivising their have also continued to improve this year. staff correctly. In the permanent area, we have seen a marked improvement in the amount of Whilst we are yet to return to the learning & development roles, as well as extremes of 2006/2007 when candidates recruitment and reward. It seems that the were receiving multiple offers with vastly acquisition, development and retention of inflated salaries, we are already noticing its talent is at the top of all company some employers offering attractive objectives as business leaders strive to increases to attain the best calibre retain their best people as we enter this candidates. This couples an increasing period of regrowth. number of candidates receiving more than one offer. “Many people significantly The GFC has certainly left its mark, underestimated the speed reminding us that a buoyant market will of the recovery.” always be followed by a low. We have witnessed the speed at which recruitment can dry up, but also at how quickly things can bounce back. Barring any exceptional global economic shocks, we would expect the market for HR professionals in Australia to continue to improve over the next two years. www.frazerjones.com.au 3
  • 4. AUSTRALIAN HR SALARY SURVEY 2010/11 INTERIM MARKET OVERVIEW As Australia came out of the economic As a result of the market being reactive in The market sentiment in the early part of downturn we started to see an immediate the first part of 2010, there was not a 2010 pointed to headcount and budget need for short term contractors. With a huge demand for executive level interim restraints still being a factor, resulting in a renewed focus on business sustainability, work. Companies requiring change notable increase in the use of temporary talent had to be sourced at the speed in managers and organisational designers and interim staff. This presented good which the market was recovering. Over were not initially prominent, but this has opportunities for those candidates / the course of 2010, this has led to an steadily increased through the second half professionals looking to start an interim increase in the volume of contract of 2010. career or continue as a professional positions in the market. contractor. There has also been a demand for As expected when top performing individuals with global and international Broadly speaking the outlook for the permanent candidates are not moving experience who can deliver results Australian HR industry over the next roles, the amount of roles on a temporary quickly. We have certainly noticed an couple of years is positive and despite basis increases. The increase has mainly increased appetite for overseas arrivals wider (global) economic issues, we been in the junior to mid level space ($20 with working holiday visas. A good believe it will be a good twelve months in to $35 per hour), with contracts generally proportion of this pool of people have the interim market. We will continue to ranging from two - six months. In the first stepped into roles quite quickly after support both our clients and candidates part of 2010, most of these opportunities arriving in Australia. and look forward to hearing from you if were Recruitment Consultant / Officer and you require advice on the current interim HR Coordinator roles. This increase “The early part of 2010 market. resulted in an immediate need to bring staff on board to assist with high pointed to a notable workloads, while companies assessed increase in the use of how they were going to restructure their temporary and interim teams and deal with these increased volumes of work. staff.” www.frazerjones.com.au 4
  • 5. AUSTRALIAN HR SALARY SURVEY 2010/11 GLOBAL MARKET As Australian organisations emerged from the global financial crisis many took a more targeted approach to their recruitment. With 2009 being a tough year in recruitment globally, we have seen the Australian HR community looking to the broader market to find exceptional talent. With international markets such as the UK and US lagging in their rebuild phase, Australian organisations have been far more open to sponsorship in 2010. The UK market has seen a healthy increase in recruitment activity in 2010, and they expect the net result to show a continued upward swing in the number of roles across the £30,000 to £70,000 salary range. However, the market for “top talent” in this range will remain tight which may lead to some salary inflation for top quality candidates. The number of senior HR jobs is also on the rise and there remains a large supply of good Historically, banking and financial The Australian market is also seeing an candidates. Organisations are seeing services, professional services and law increase in the acceptance of expatriates strong shortlists for most roles and are firms have been the main industries that with Working Holiday Visas for short term benefiting from this surplus. Conversely, will look at sponsorship as a competitive contracts. There are certainly increasing senior candidates may have found 2010 option, often due to the global nature of opportunities of sponsorship for some frustrating as those organisations remain their business. However, we have noticed candidates once they have proved highly prescriptive about the skill sets and an increase in a range of large Australian themselves within a role on a temporary backgrounds of the individuals they look employers looking at hiring HR basis. As you would expect, this is to take on. Candidates had to be very professionals from off shore, at a variety predominantly happening in larger flexible during 2009; many have been of levels. Reward organisational organisations. happy to look at working and staying development and recruitment away from home or even relocating to professionals have always been in secure the next role. We have seen this demand, however, more recently we have trend continue to an extent, throughout also seen increased demand for 2010 as those living in certain parts of commercial HR business partners at the the UK will have to look further afield for more senior levels. the right role. “We have noticed an increase in employers looking at hiring HR professionals from off shore, at a variety of levels” www.frazerjones.com.au 5
  • 6. AUSTRALIAN HR SALARY SURVEY 2010/11 THE 2010/11 SALARY SURVEY The data and commentary that follows appear as a result of qualitative research and input from HR professionals, as well as information taken from interviews and recruitment assignments handled by our Consultants over the past eighteen months. We have broken down the survey into six ‘grades’, with bespoke data for the varied areas of HR. The terminology we have used for job titles in this document is purely representative of what we have come across regularly in the market. It is not indicative of a role’s seniority as the variance in usage by organisations and across different industry sectors is significant. For the purposes of this survey we have divided each ‘grade’ into two sections: one to represent small to medium-sized organisations typically up to around 4,000 staff. The second represents larger businesses, usually over 4,000 staff. Also included in the larger business section would be those global businesses with a smaller population in Australia (often investment banks and professional services firms). This year, rather than give different bandings for different sectors, we have produced the data for the different types of role found in HR. As the salary bandings are already relatively broad, the various sector nuances are better articulated by our Consultants who know their specific market inside-out. Relevant information on industry trends can be found in the summaries on each page, as can a list of general responsibilities attached to these types of job. The salary ranges shown are a direct representation of the data collected during the survey. As such, there are significant variances in the minimum and maximum figures. As always, please contact one of our consultants to discuss salary ranges in more detail. www.frazerjones.com.au 6
  • 7. AUSTRALIAN HR SALARY SURVEY 2010/11 ADMINISTRATOR/ CO-ORDINATOR/ ANALYST These positions broadly focus on support The downturn in the market saw a need to HR teams and the basic administrative for many HR Administrators and duties of the HR function. The HR Coordinators to increase their work loads Administrator or HR Coordinator will often as well as their skill sets due to the cut be the first point of contact for all HR backs of more senior positions within HR queries and will be responsible for a teams. For these employees, a move to a variety of tasks ranging from basic new organisation into an HR Advisor or HR administrative support, HR database entry Officer role should see a reasonable and maintenance, document preparation, increase in salary, keeping in mind a high recruitment coordination, training level of competition will exist for these coordination and reporting. They will also roles. be actively involved in the coordination of annual people processes and ad hoc On the other hand, in many organisations projects. The HR Coordinator title can be administrative functions were scaled back, used for employees with up to three years carving out more administrative work for of experience. HR Managers and the like. Due to the rapid rebuilding of HR teams that we have HR Analysts are most commonly been experiencing, this junior end of the specialists with one or two years of HR market should see the creation of experience in their area of expertise. more jobs for entry level and junior HR These positions tend to exist most professionals over the next six-twelve commonly within the area of reward or months. HR information systems. The Reward Analyst was in particular shortage during the GFC due to the obvious scrutiny on salaries. Equally affected was the junior L&D market, which took quite a hit in terms of hiring activity. With the return of ‘nice to have’ development programmes, the need for coordinators to support the L&D consultants was all but gone. This is one area that has not seen a great increase in the marketplace as yet, despite increased activity for more mid-senior level L&D roles. Small to medium sized businesses Larger organisations Base salary Bonus Base salary Bonus Generalist $45,000 - $60,000 NA $50,000 - $70,000 NA Reward $50,000 - $65,000 NA $50,000 - $75,000 NA L&D $45,000 - $60,000 NA $50,000 - $65,000 NA Recruitment / Grad Rec $45,000- $60,000 NA $50,000 - $65,000 NA OD / Talent / Change NA NA $50,000 - $65,000 NA www.frazerjones.com.au 7
  • 8. AUSTRALIAN HR SALARY SURVEY 2010/11 OFFICER / ADVISOR The HR Officer/Advisor group have Responsibility for annual processes and Interestingly, we have noticed that junior responsibility as the HR contact for a providing guidance and advice across HR professionals are generally defined client group within an reward, recruitment & learning and remunerated well, particularly in larger organisation. Typically, employees at this development will often fall under this level businesses. Salaries have remained at a level will have up to five years’ of role, particularly if the organisation premium in this space for the last two experience. does not have a centralised specialist years, more so than at other levels in HR. function. However if an organisation does HR Generalists at this level tend to have have a centre of expertise for these areas, broad ranging responsibilities, such as there will often be specialist advisors at providing operational HR support and this level in the group. The specialist roles advice to employees and line managers most affected by the market downturn around employee issues such as were the learning and recruitment performance management, disciplinary positions. These areas have been getting and grievance issues. Requiring strong increasingly busy throughout 2010, in line knowledge of HR policies and procedures with the economic recovery. across the business is of vast importance. Small to medium sized businesses Larger organisations Base salary Bonus Base salary Bonus Generalist $65,000 - $85,000 NA $65,000 - $95,000 5%-10% Reward $70,000 - $85,000 NA $70,000 - $90,000 5%-10% L&D $60,000 - $75,000 NA $60,000 - $85,000 5%-10% Recruitment / Grad Rec $65,000 - $75,000 NA $65,000 - $80,000 5%-10% OD / Talent / Change $70,000 - $85,000 NA $70,000 - $90,000 5%-10% ER / IR $60,000 - $80,000 NA $65,000 - $90,000 5%-10% www.frazerjones.com.au 8
  • 9. AUSTRALIAN HR SALARY SURVEY 2010/11 CONSULTANT / SENIOR ADVISOR The role of the HR Business Partner / HR Typical responsibilities would include As with most roles, the industry that the Consultant is to work closely with each providing advice to line managers on all HR Consultant works in will influence how part of the organisation to achieve their HR policy and procedural queries and well paid they are. Often the financial business goals. They provide strategic HR providing operational support on employee services industry tends to pay more with planning, analysis and execution support relations’ issues such as performance the incentive of a more attractive bonus to enhance business performance through management, disciplinary, grievance and scheme. In the first half of 2010 there people strategies. They would be redundancy processes. In addition they was a demand for consultants at the responsible for day to day management of would be running the implementation of four-six year band, with good talent at HR queries normally reporting to a more all HR processes for client groups, ie this level harder to find. Conversely, HR senior HR Manager. succession planning and salary review Consultants at the more senior level have processes. In certain roles they will also been in greater supply in the market due The role of the HR Consultant can vary be responsible for advice and guidance on to less senior Business Partner roles. depending on industry and size of teams. recruitment and where there is no This job group includes all HR Generalist centralised recruitment function, providing roles where there is a defined operational recruitment support. responsibility for advising client groups within the business. The professionals at In specialist areas of HR such as learning this level usually have between four and and developement, OD, reward and seven years’ HR experience and do not recruitment, we have noticed candidates ordinarily have direct staff management being paid at a premium (regularly above duties. their generalist counterparts). Often this can be due to the shortage of quality specialists, given many new-to-HR professionals will not specialise in HR until this point in their careers. Small to medium sized businesses Larger organisations Base salary Bonus Base salary Bonus Generalist $75,000 - $100,000 5%-15% $80,000 - $120,000 5%-20% Reward $75,000 - $100,000 5%-15% $80,000 - $120,000 5%-20% L&D $75,000 - $100,000 5%-15% $80,000 - $120,000 5%-20% Recruitment / Grad Rec $70,000 - $100,000 5%-15% $75,000 - $120,000 5%-20% OD / Talent / Change $80,000 - $110,000 5%-15% $80,000 - $130,000 5%-20% ER / IR $70,000 - $100,000 5%-15% $75,000 - $110,000 5%-20% www.frazerjones.com.au 9
  • 10. AUSTRALIAN HR SALARY SURVEY 2010/11 MANAGER / BUSINESS PARTNER The Manager level practitioner in most A stand-alone HR Manager may report There is now movement in most sectors entities is responsible for the human directly to the CEO or Managing Director although the manufacturing industry is resources function for a medium to of a small-to-medium-sized business, somewhat lagging. From a remuneration large-sized division and in the case of whilst in larger companies the role would perspective, and following pay freezes at small-to-medium-sized entities, for the report to a GM of HR or HR Director. many employers, there has been entire organisation. Managers will movement across the band for HR typically have responsibility for a small The market for HR Managers was fairly Managers this year, if modest. Pay in the team of practitioners and depending on static through 2009 but has been gaining OD, talent and change areas, as well as the size and sophistication of the momentum throughout 2010. Those HR reward, will continue to attract a premium business, those team members may be Managers who maintained their positions at the top of the banding. generalists or responsible for one or more during the downturn often did so with specialism (eg recruitment and learning smaller teams and tightened budgets. and development). In larger employers, the HR Manager may be supported by a centre of excellence for some or all of the specialist streams. Indeed, some larger organisations with a particularly sophisticated HR function, will support a structure where the business partner has no direct reports, or at most only one or two. Small to medium sized businesses Larger organisations Base salary Bonus Base salary Bonus Generalist $120,000 - $150,000 10%-20% $140,000 - $200,000 10%-30% Reward $120,000 - $160,000 10%-20% $130,000 - $200,000 10%-30% L&D $120,000 - $160,000 10%-20% $130,000 - $170,000 10%-30% Recruitment / Grad Rec $120,000 - $150,000 10%-20% $130,000 - $170,000 10%-30% OD / Talent / Change $120,000 - $160,000 10%-20% $130,000 - $180,000 10%-30% ER / IR $120,000 - $150,000 10%-20% $130,000 - $170,000 10%-30% www.frazerjones.com.au 10
  • 11. AUSTRALIAN HR SALARY SURVEY 2010/11 SENIOR MANAGER / SENIOR BUSINESS PARTNER The Senior Manager role is ascribed to With regards to the specialist roles of HR, Naturally roles at this level are at the individuals who are managing a larger these will typically sit centrally, driving pointy end of any HR structure in terms of team, usually a minimum of five. Typically strategy in their specialist area from a seniority. However, whilst there will never these individuals will be overseeing a group-wide perspective. The reporting be the same volume as at more junior sizeable generalist HR function for a line is usually into the overall HR Director, levels, we would expect this portion of business division, or a specialist HR but can also be a level down in the largest the market to remain busy for some time, function such as learning and organisations. Salaries for the ‘Specialist particularly as Senior Leaders are development, resourcing or reward, in a Heads’ are certainly at a premium at the increasingly looking to surround larger organisation. If in a generalist role moment, mirroring the market trends we themselves with high calibre experts. then typically client groups would be a mentioned initially of businesses investing minimum of 500-1,000 staff, but in larger more heavily in reward, L&D and OD We find that pay ranges vary substantially organisations this may increase to c.2,000 type-roles, with senior level reward towards the senior end, so there are staff. From a generalist perspective, the professionals often leading the pack. exceptions to these bandings, and the responsibilities for professionals at this Frazer Jones has undertaken a number of largest employers in Australia will often level can often act as quasi-HR Directors ‘Head of Reward’ roles in the past pay substantially more for the divisional / for their specific business unit (BU) client eighteen months, particularly within the BU “head of” roles. Frazer Jones will groups. Invariably they will be part of a services’ industries. include this data in the Executive HR BU senior management or leadership team Director Salary Survey to be released in with at least a dotted line report into the early 2011 (see below for more business leader of that area. information on this). Small to medium sized businesses Larger organisations Base salary Bonus Base salary Bonus Generalist $150,000 - $200,000 20%-40% $170,000 - $250,000 30%-50% Reward $140,000 - $200,000 20%-40% $170,000 - $270,000 30%-50% L&D $150,000 - $180,000 20%-30% $170,000 - $250,000 30%-50% Recruitment / Grad Rec $150,000 - $200,000 20%-30% $170,000 - $250,000 30%-50% OD / Talent / Change $160,000 - $200,000 20%-30% $170,000 - $250,000 30%-50% ER / IR $140,000 - $180,000 20%-30% $160,000 - $230,000 30%-50% DIRECTOR / GM At the executive end of the HR market salary packages vary more substantially based on size of company, ownership (public or private), industry sector, location and regional complexity. As a consequence, we are in the process of developing a specific remuneration survey for HR Directors and will be publishing this in early 2011. This will cover generalist and specialist HR roles and will specify fixed and variable pay components in detail. If you require information on this in the meantime, please contact Paul Breslin. E. paulbreslin@frazerjones.com.au www.frazerjones.com.au 11
  • 12. AUSTRALIAN HR SALARY SURVEY 2010/11 CONTACT DETAILS For Executive HR Recruitment, please contact: For Permanent HR Recruitment, please contact: Paul Breslin Julie Spears paulbreslin@frazerjones.com.au juliespears@frazerjones.com.au T. +61 (02) 9236 9090 T. +61 (02) 9236 9090 For Interim HR Recruitment, please contact: For all Melbourne HR Recruitment, please contact: Renee Clarke Peter Barber reneeclarke@frazerjones.com.au peterbarber@frazerjones.com.au T. +61 (02) 9236 9090 T. +61 (03) 8610 8450 www.frazerjones.com.au Sydney Melbourne London Level 12, 25 Bligh Street, Level 2, Rialto North Tower, 525 Collins Street, 95 Queen Victoria Street, Sydney, NSW 2000 Melbourne, Victoria 3000 London, EC4V 4HN T: +61 (0)2 9236 9090 T: +61 (0)3 8610 8450 T: +44 (0)20 7415 2815 Dubai Hong Kong Singapore Suite 614, Liberty House, DIFC, 1918 Hutchison House, Level 15, Prudential Tower, PO BOX 506739, Dubai, UAE 10 Harcourt Road, Central, Hong Kong 30 Cecil Street, Singapore 049712 T: +9714 448 7775 T: +852 2973 6333 T: +65 6236 2932 FRAZER JONES IS A MEMBER OF THE SR GROUP.