2013 Salary Guide

Contents
The hiring climate . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 Trends by specialism . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 Finance and accounting salaries . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10 Financial services salaries . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .12 Human resources salaries . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13 Technology salaries . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .14 Legal salaries . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .16 Spotlight on expatriate recruitment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .17

Using the salary guide

Consider the 2013 Salary Guide your business and recruitment handbook, offering starting salaries in the areas of finance and accounting, financial services, human resources, technology and legal throughout the UAE. This guide can help you determine remuneration levels for new employees, plan budgets and navigate todays hiring environment. The salary ranges represent the starting remuneration for new hires in US dollars, including housing allowance and transport (based on gross or pre-tax amounts). The salary ranges represent starting remuneration only; ongoing pay is not reported due to the difficulty in measuring factors such as seniority, job performance and pay review policies. Bonuses and other remuneration, such as benefits and pension schemes, are also not taken into account.
The most authoritative resource We collect information from various sources, including:

Permanent placements made through our branch locations Insight from our senior recruitment managers Independent research we conduct among senior executives Our comprehensive analysis of current and future hiring trends We recognise that salary ranges may vary by industry and are influenced by other factors such as hard-to-find skill sets. Please speak with one of our Robert Half consultants to find out specific factors affecting your organisation.

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From the Senior Managing Director

Dear colleague The UAE job market is gaining momentum, with companies hiring the talent they need to manage rising workloads and deliver growth. Despite continued uncertainty in the eurozone and the resulting caution expressed by some multinational organisations, many companies realise that they can no longer remain efficient without additional human capital, particularly within specialist occupations. Access to the most up-to-date remuneration and hiring information can help you create competitive salary and benefits packages to attract, recruit and retain the best and brightest. Benchmarking salaries against other local organisations, however, is just the start. As the UAE gains in prominence on an international stage, you have to compete for the best talent on offer worldwide. Working with a recruitment consultancy with operations around the globe can help you ensure you have access to both national and international players. We hope you find the Robert Half UAE 2013 Salary Guide useful for your recruitment needs. Please speak to one of our specialist consultants for specific trends affecting your specialism and sector. Regards

Ian Graves Senior Managing Director Continental Europe and Middle East

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The hiring climate

Despite lingering global job market uncertainty, the UAE has experienced relatively strong economic growth, which has resulted in increased hiring across specialist occupations. While many multinational organisations are taking a more cautious approach, waiting to see what happens in the eurozone, many local companies are taking the opportunity to recruit both local and expatriate candidates to help manage growth initiatives and rising workloads. Financial executives are optimistic, with eight in 10 confident about both their countries and their companies economic prospects, signalling additional hiring across the organisation. While volume has risen, the time it takes departments to hire has increased as well, often the result of multiple interview rounds for both permanent and temporary candidates, and more senior-level sign-offs are needed before an offer is extended. With some profiles in short supply, many organisations realise that their top choices are accepting offers from competing organisations. Staff retention and effective management strategies are therefore moving to the top of the business agenda for the coming year as companies look to keep their top performers. Many have turned to counter-offers to hold on to their star employees, although this is often only a shortterm solution because these individuals generally move on once another opportunity presents itself.

Expatriate versus local candidate recruitment

Demand remains for expatriate candidates, particularly for some highly technical roles in financial services, risk and compliance. In these areas UAE countries look to some of the more mature economies of UK and Europe for the talent and experience that is unavailable locally. There remains an inflow of candidates from eurozone countries and the UK, as job market concerns prompt professionals to turn eastwards for career growth. Likewise, Arab expats from countries in political turmoil have increased as well. Government targets to increase nationalisation among private sector companies has affected organisations that are both looking for expertise from international talent and are unable to compete with many of the salaries on offer from the public sector. Many organisations, however, are looking for Arab-speakers with international experience and education who return to the UAE to pursue their careers.

Issues that will affect hiring

A global perspective Continued financial instability across the eurozone and political unrest in some Gulf countries has affected recruitment plans, with many multinational organisations taking a wait-and-see approach before committing to additional headcount. In contrast, emerging markets appear to remain a focus for companies looking to expand. Many are concentrating on merger and acquisition strategies, particularly in Latin America, Asia and Eastern Europe. Companies in the UAE need to be aware that they are competing for top talent on a global stage and that attraction strategies need to reflect this. Regulatory environment Regulatory change remains top of mind for executives who not only need to navigate fluctuating requirements but also need to find staff with relevant experience in such unchartered territory. The time and expenditure executives spend on regulatory change has increased, and many companies now look to more mature markets for individuals with the education, knowledge and experience to help them remain compliant.

85%
of finance leaders are concerned about losing top performers in the next year
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There also remains a significant requirement for risk, regulatory and compliance professionals, and as demand outweighs supply, companies face increased budgetary pressure to secure the markets most soughtafter individuals.

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Trends by specialism
Finance and accounting
Recruitment for finance and accounting professionals continues to gain momentum, and it is expected to remain buoyant throughout the year. Finance leaders now look for business-savvy individuals with strong commercial acumen, not only to perform traditional accounting functions but also to drive revenue growth while partnering with other departments. Companies that want to tighten controls on spending and find alternative ways to generate income streams covet the financial insight these individuals provide. Many companies look to interview more candidates to be absolutely certain before they decide to hire. This has lengthened the hiring process, and with the best candidates receiving multiple offers, companies risk losing their top choices to competing organisations. In contrast, with 81% of finance leaders challenged to find the skilled talent they need, some companies look to interview even if no role exists, then create opportunities should the right individual come along. Companies look for candidates who meet specific requirements and no longer look for a generalist accountant, but rather a specialist with the requisite skills, experience and qualifications to add immediate value. Finance leaders cite finance (29%), audit (24%), operational support (17%), compliance (12%) and accounting (12%) as the functional areas most challenging to recruit into.

View Finance and Accounting Salaries

Industries in demand Pharmaceuticals FMCG Aerospace Alternative energy Oil and gas Skills in demand Recognised global accountancy qualifications (ACA, ACCA, CIMA, CPA) Language skills, particularly Arabic ERP systems: SAP, Oracle and full implementation experience Commerciality and business acumen Roles in demand Financial analysts Financial managers/controllers Audit and compliance professionals

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Financial ServiceS
The financial services sector continues to evolve and adjust to the recent global banking inquiries with new regulations and a focus on product profitability dominating most executives agendas. Much of the hiring revolves around business-critical roles, with a mix of mid- and senior-level talent seeing the greatest opportunity. Companies under pressure to do more with less expect employees to be both specialists and generalists, demonstrating high-level experience and knowledge across multiple areas. The eurozone crisis has prompted more financial services professionals to look to the UAE, with audit, compliance, risk and regulatory specialists seeing the strongest demand and remuneration prospects. Companies look for candidates who have worked in a developed market and can bring their outside expertise particularly in Basel III, Advanced Measurement Approach and sanctions to the local marketplace. A Robert Half global survey found that, since the beginning of the recession, six in 10 (61%) financial services organisations have increased their compliance budgets, with permanent headcount receiving the largest rise. Not surprisingly, 85% of executives have found regulatory change a challenge on their business and as such, CFOs and COOs spend 18% of their time, or one full day a week, on regulatory change.

View Financial Services Salaries

Sub-sectors in demand Insurance Corporate banking Private banking Skills in demand International experience Enterprise risk management Ability to implement controls Recognised global qualifications (ACA, ACCA, CA, CFA, CIA, CIMA, CPA) Roles in demand Internal auditors Risk specialists (credit, operational, market) Financial planning and analysis managers Corporate banking specialists

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Human reSourceS
As hiring increases across departments and throughout organisations, recruiting HR professionals is slowly following suit, with rising workloads (42%) and business growth or expansion (33%) prompting the need to increase headcount. Companies are looking for bi-lingual HR generalists, although as organisations continue to mirror western HR departments, there is more desire for specialists to create a performance-led culture. Many roles that need fewer than five years experience are filled by local professionals because the HR profession on the whole has benefitted from nationalisation schemes. Demand for mid- and seniorlevel professionals has increased, especially as many multinational organisations split what was once EMEA functions into a regional UAE focus, occasionally including north Africa and parts of Asia in the remit. There remains a candidate-short market on the mid- to senior-level as the most in-demand professionals are already employed. This has increased expatriate recruitment, although at a more modest level than other professions like accounting, financial services and IT.

View Human Resources Salaries

Industries in demand FMCG Professional services Financial services Pharmaceutical Manufacturing Energy/oil and gas Real estate/construction Skills in demand International experience Western education Regional exposure CIPD qualification Arabic speaking Roles in demand Regional/UAE HR managers Specialist positions (learning and development/ recruitment/compensation and benefits/employee relations) Senior regional/group HR directors

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tecHnologY
Technology professionals remain in demand within the UAE as organisations win projects and need the requisite talent to manage rising workloads and business demands. E-commerce has emerged as a strong growth area across the UAE, with estimates as high as 300% annual growth driving the need for Java and .NET developers and security professionals. More companies are moving towards cloud technologies as they enhance their IT security and compliance processes, increasing demand for security managers, architects and engineers. This is especially important for financial services firms as they face enhanced security concerns due to the sensitivity of their offerings. Meanwhile, retail banks will focus on multichannel customer engagement and enhanced experience, with integrated and more functional web and mobile offerings prompting the need for mobile applications developers. Companies are balancing the need to access expatriate recruitment with calls for further Emiratisation, as greater demands for IT talent prompts an overall shortage of skilled professionals throughout the UAE. Companies also realise that top candidates often get multiple offers, resulting in increased pace of hiring from initial interview through to offer. Remuneration has moved towards a one-figure salary, with housing, relocation and schooling allowance being reflected in the base salary or removed altogether.
Industries in demand IT consultancies/providers Aviation Real estate Skills in demand Project Management Professional (PMP) certification Project Management Institute (PMI) certification E-commerce expertise Lean Transformation Professionals Software in demand ERP/CRM: SAP, Oracle, SharePoint, MS Dynamics Infrastructure: UNIX (AIX, Solaris, HP-UX, Linux, IBM) Backup and Restore (TSM, Veritas, Data Protector) Storage Management (ESS 800, DS Series) Intel/Windows, Citrix (IBM) Database (SQL, Oracle, DB2) Systems Management (Tivoli, SRM) SAN Management (FC Switches/DirectorsBrocade, McData, Cisco, EFCM) Virtualization (VMware, Cloud Computing) Data Centre Windows Server Roles in demand IT consultants Infrastructure architects and project managers ERP specialists (SAP, Oracle) Enterprise architects: Solution architects, data architects Development managers Storage architects

View Technology Salaries

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legal
Continued tensions in some areas of the Middle East have resulted in growth for the legal profession in the UAE because Dubai and Abu Dhabi have provided relative security compared with some less stable jurisdictions. In the corporate world, renewed business activity and ongoing regulatory requirements create demand for specialised in-house counsel. Corporate legal departments seek associates not only to handle legal and regulatory matters but also to support the organisations business objectives by identifying new opportunities. Many multinational organisations look for regional counsel to be based in the UAE whereas these roles used to exist within the European or American operations. There is more demand for Arabic-speaking and western-trained lawyers with three to 10 years of post-qualification experience. The number of opportunities has increased, although organisations are engaging in multiple interview rounds to ensure they make the right hiring decision. In some cases this has resulted in their first candidate choices receiving offers from competing organisations.

View Legal Salaries

Industries in demand FMCG Pharmaceutical Financial services Real estate/construction Skills in demand Islamic finance Compliance Western qualifications Arabic speaking International law firm experience Roles in demand Regional counsel within multinational corporations with three to 10 years post-qualification experience Mid- to senior- level associates

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roBert HalF Finance and accounting SalarieS (in uSd) roBert HalF Finance and accounting SalarieS (in uSd)
Job title
CFO Finance Director Chief Accountant Financial Controller Assistant Financial Controller Treasurer Assistant Treasurer Finance Manager Senior Finance Associate Tax Director Tax Manager Senior Tax Associate Senior Financial Analyst Financial Analyst Compliance Director Compliance Manager Compliance Officer

Size of business
S/M Large S/M Large S/M Large S/M Large S/M Large S/M Large S/M Large S/M Large S/M Large S/M Large S/M Large S/M Large S/M Large S/M Large S/M Large S/M Large S/M Large 200,000 225,000 162,250 198,500 89,750 94,250 96,000 101,250 78,500 90,750 108,500 118,750 95,500 96,250 87,500 98,750 68,250 72,000 98,500 118,750 64,250 70,500 49,750 52,000 68,500 70,750 57,000 59,250 71,250 75,750 71,250 76,000 56,250 60,250

2012
450,000 500,000 298,500 315,750 128,500 134,000 178,500 181,500 115,250 118,500 130,500 198,500 111,250 112,750 147,250 158,500 89,500 101,250 147,500 151,250 98,500 121,250 63,500 79,750 92,500 99,500 84,500 87,500 94,500 101,000 96,250 98,750 69,750 73,750 206,750 229,500 167,500 205,750 90,750 97,500 99,500 104,750 81,250 93,750 114,000 127,500 98,750 103,250 91,250 102,250 72,750 75,750 102,500 121,500 68,750 76,500 52,500 53,750 69,500 74,750 59,750 63,500 76,500 79,750 74,250 78,250 59,750 64,250

2013
475,000 525,000 312,500 332,250 137,500 142,500 188,500 190,750 122,500 125,750 136,750 205,000 116,750 115,500 153,000 166,500 92,500 104,750 158,750 166,500 103,250 125,750 67,000 85,500 98,500 103,500 88,250 90,250 101,500 110,500 104,500 108,500 72,500 76,500

% Change
4.9% 4.1% 4.2% 4.6% 4.6% 5.1% 4.9% 4.5% 5.2% 4.9% 4.9% 4.8% 4.2% 4.7% 4.0% 4.5% 4.8% 4.2% 6.2% 6.7% 5.7% 5.5% 5.5% 5.7% 4.3% 4.7% 4.6% 4.8% 7.4% 7.6% 6.7% 6.9% 5.0% 5.0%

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roBert HalF Finance and accounting SalarieS (in uSd) roBert HalF Finance and accounting SalarieS (in uSd)
Job title
Audit Manager Senior Internal Auditor Internal Auditor Management Accountant > 5 years experience < 5 years experience Payroll Manager Payroll Supervisor Credit Manager Assistant Credit Manager Credit Controller Assistant Credit Controller General Ledger Accountant > 5 years experience < 5 years experience AP / AR Manager AP/AR Accountant Assistant Accountant S/M Large S/M Large S/M Large S/M Large S/M Large 72,000 70,750 60,000 61,250 67,500 68,250 41,000 43,500 32,000 37,500 107,500 112,250 88,500 94,500 104,250 110,000 65,750 68,000 58,500 61,250 75,500 77,250 62,500 65,000 69,750 70,750 43,500 45,750 33,500 38,500 111,250 113,500 91,750 96,750 109,000 114,500 67,750 70,500 60,500 64,000 4.0% 4.2% 3.9% 3.9% 4.1% 3.9% 4.2% 4.3% 3.9% 3.8% S/M Large S/M Large S/M Large S/M Large S/M Large S/M Large S/M Large S/M Large 72,000 73,500 60,750 62,500 68,750 74,250 64,250 67,000 73,500 76,250 65,250 66,750 44,750 50,000 32,250 37,000 109,500 115,250 93,500 98,250 89,750 99,500 88,750 97,500 97,750 100,500 72,250 73,750 61,000 62,250 45,250 50,250 76,000 77,250 64,000 66,500 70,500 78,250 67,750 69,500 75,750 78,750 67,500 68,500 47,500 52,000 33,500 38,500 113,750 120,750 97,250 101,500 94,250 102,500 91,500 101,750 102,250 105,000 75,250 77,500 62,500 65,000 47,000 52,250 4.5% 4.9% 4.5% 4.5% 3.9% 4.0% 4.1% 4.1% 3.9% 4.0% 3.8% 3.9% 4.0% 4.2% 3.9% 4.0%

Size of business
S/M Large S/M Large S/M Large 111,250 112,500 67,000 68,250 49,000 52,250

2012
168,500 200,000 114,250 130,500 64,500 66,500 118,250 120,000 72,500 75,750 52,750 55,750

2013
178,250 212,500 118,500 135,000 66,500 69,250

% Change
6.0% 6.4% 5.4% 6.0% 5.1% 5.3%

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roBert HalF Financial ServiceS SalarieS (in uSd) roBert HalF Financial ServiceS SalarieS (in uSd)
Job title Risk
Chief Risk Officer Head of Risk Management Head of Credit Risk Credit Risk Manager Senior Credit Risk Analyst Credit Risk Analyst Market Risk Manager Senior Market Risk Analyst Market Risk Analyst Operational Risk Manager Operational Risk Analyst Credit Analysis Manager Senior Credit Analyst Credit Analyst 250,000 123,250 118,750 88,750 74,000 50,000 98,000 68,500 40,500 95,000 54,500 88,750 49,750 35,000 250,000 220,000 146,500 110,250 88,500 65,000 130,000 80,750 50,000 192,750 98,250 95,250 94,750

2012
400,000+ 170,000 160,250 147,000 89,500 75,500 150,250 99,500 69,750 121,500 96,250 118,500 90,500 51,250 290,000+ 280,000+ 222,500+ 162,000+ 114,250 95,750 300,000 138,500 83,750 273,500 194,500 178,500 177,250 254,000 128,250 122,750 92,500 78,250 54,500 106,500 73,750 42,500 97,750 58,750 92,250 55,750 38,500 262,500 241,500 165,000 112,750 95,500 69,000 143,750 91,250 55,250 200,750 102,500 102,500 101,500

2013
425,000+ 182,500 172,500 156,500 95,750 79,750 157,250 104,000 74,000 132,500 100,250 127,250 91,750 52,500 300,000+ 285,000+ 225,000+ 174,000+ 117,750 100,000 314,500 142,000 86,750 284,500 202,500 185,250 185,750

% Change
4.5% 6.0% 5.8% 5.6% 6.4% 7.0% 6.2% 5.8% 5.7% 6.4% 5.5% 5.9% 5.2% 5.5% 4.2% 5.3% 5.7% 5.3% 5.2% 5.1% 6.6% 6.4% 6.2% 4.1% 4.2% 5.1% 5.6%

Front Office, Mergers & Acquisitions

Managing Director Director Vice President Associate Senior Analyst Analyst

Compliance

Head of Compliance Compliance/AML Manager Compliance/AML Officer

Corporate Banking Finance & Accounting

Head of Transaction Banking Trade Sales Product Control Fund Accountant

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roBert HalF Human reSourceS SalarieS (in uSd) roBert HalF Human reSourceS SalarieS (in uSd)
Job title Human Resources
HR Director/VP Human Resources Head of HR Regional HR Manager HR Manager HR Generalist HR Officer 150,000 118,750 98,750 74,000 58,750 45,000 110,000 88,500 74,250 65,000 110,000 73,500 110,000 74,250

2012
232,750+ 152,250 131,750 107,750 75,250 60,500 155,000+ 110,750 91,000 75,750 150,000+ 105,250 150,000+ 105,250 160,500 121,750 104,750 76,750 61,500 48,250 115,000 94,500 77,000 68,250 113,500 77,500 113,250 78,250

2013
245,500+ 164,750 138,500 115,750 80,250 62,250 165,000+ 115,750 96,250 78,500 160,000+ 109,500 162,000+ 110,000

% Change
6.1% 5.7% 5.5% 5.9% 5.8% 4.7% 5.7% 5.5% 4.8% 4.3% 5.2% 4.6% 5.9% 4.1%

Recruitment

Head of Recruitment Regional Recruitment Manager Senior Recruitment Manager Recruitment Manager

Learning & Development Compensation & Benefits

Head of Learning & Development Learning & Development Manager Head of Compensation & Benefits Compensation & Benefits Manager

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roBert HalF tecHnologY SalarieS (in uSd) roBert HalF tecHnologY SalarieS (in uSd)
Job title Leadership
Chief Information Officer (CIO) Chief Technology Officer (CTO) Chief Security Officer (CSO) Chief Architect Director Information Technology Information Technology Manager > 10 years experience < 10 years experience 78,500 65,250 99,500 73,250 58,500 158,000 108,500 71,000 118,500 79,500 52,250 130,000 100,000 78,500 148,500 97,500 89,750 77,250 65,500 49,000 32,500 147,500 99,500 148,750 101,500 74,500 172,500 161,500 106,750 151,250 116,000 100,750 195,500 147,500 101,250 200,000 152,500 121,250 93,500 101,500 66,250 50,500 80,250 67,750 105,500 78,500 62,500 166,250 114,000 74,500 125,500 84,500 55,500 138,000 106,250 83,750 157,750 103,250 95,500 82,500 69,250 51,500 34,750 157,750 106,500 160,500 108,250 77,500 182,000 169,500 112,000 160,750 123,250 106,750 206,500 154,750 107,000 212,500 161,250 128,750 98,500 108,250 70,500 52,500 5.3% 5.8% 7.2% 6.9% 5.3% 5.4% 5.0% 4.9% 6.1% 6.3% 6.0% 5.8% 5.5% 6.1% 6.2% 5.8% 6.3% 6.0% 6.3% 5.9% 5.1% 300,000 260,000 150,000 150,000 165,000

2012
- 380,000+ - 320,000+ - 210,000+ - 200,000+ 260,000 310,000 265,000 150,000 152,000 175,000

2013
- 400,000+ - 340,000+ - 225,000+ - 215,000+ 270,000

% Change
4.4% 4.3% 4.2% 4.9% 4.7%

IT Security
IT Security

Security Engineer Security Analyst Security Administrator

Applications

Development Manager Product Manager Applications Developer

Business Analysis & Project Management

Business Systems Manager Senior Business Systems Analyst Business Systems Analyst Business Intelligence Manager Senior Business Intelligence Specialist Business Intelligence Specialist Project Management Officer (PMO) Head Project Management Officer (PMO) Analyst Senior Project/Programme Manager Project/Programme Manager

Systems Administration Senior Systems Analyst

Systems Analyst Systems Administrator

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roBert HalF tecHnologY SalarieS (in uSd) roBert HalF tecHnologY SalarieS (in uSd)
Job title Architecture
Enterprise Architect 16+ years experience 1015 years experience 69 years experience Solutions Architect 16+ years experience 1015 years experience 69 years experience 145,500 98,500 71,000 125,500 113,750 78,500 58,750 94,250 58,750 70,250 48,750 197,500 147,500 112,500 200,000 131,250 91,500 78,500 147,500 83,250 85,750 71,750 154,750 103,750 74,500 128,500 117,000 80,500 59,000 98,500 60,250 75,250 51,250 212,000 154,250 116,250 212,000 138,250 97,500 84,750 154,500 87,500 87,750 74,000 6.9% 4.9% 4.0% 4.6% 4.2% 4.7% 4.7% 4.7% 4.0% 4.5% 3.9% 150,000 97,750 71,000 200,000 147,500 112,500 159,500 103,000 75,500 212,250 154,750 117,500 6.2% 5.1% 5.2%

2012

2013

% Change

Networking

Network Architect Network Manager Network Engineer Network Administrator

Data/Database Administration Technical Services

Database Developer Database Administrator Senior Technical Support Specialist Technical Support Specialist

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roBert HalF legal SalarieS (in uSd) roBert HalF legal SalarieS (in uSd)
Job title In-house
Chief Legal Officer/Head of Legal General Counsel Regional Legal Counsel Legal Manager Legal Counsel 69 years experience 35 years experience 02 years experience Paralegal 69 years experience 35 years experience 02 years experience Legal Secretary Legal Assistant 90,250 64,500 32,250 63,250 31,500 260,000 194,500 142,250 113,500 63,500 96,500 80,250 48,250 124,250 97,250 64,250 100,000 65,500 360,000 271,250 200,000 162,000 114,250 136,750 98,250 83,500 93,250 66,500 33,000 66,250 32,750 269,000 201,500 151,750 117,500 67,250 101,500 84,500 50,500 128,000 101,500 66,500 102,750 67,500 375,500 283,500 205,750 168,750 117,750 141,500 102,000 86,500 3.1% 3.9% 3.1% 3.5% 3.4% 4.0% 4.1% 4.5% 3.9% 4.1% 4.2% 4.5% 4.0% 145,250 81,500 48,500 247,750 149,000 82,750 152,500 85,750 50,250 257,000 154,750 86,250 4.2% 4.3% 4.0%

2012
325,000+ 227,750 228,500 145,250 325,000 300,000 230,000

2013
340,000+ 239,750 241,250 150,250 341,250 315,000 240,750

% Change
4.6% 5.1% 5.3% 4.2%

Private Practice

Senior Partner Partner Senior Associate Mid-level Associate Junior Associate Senior Paralegal Mid-level Paralegal Paralegal

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Spotlight on expatriate recruitment

Challenged to find the requisite skills and experience locally, many organisations continue to look to expatriate recruitment to fill the gap. Continued economic and job market concerns in the eurozone may have prompted some candidates to look to the UAE for their next career opportunity. However, lower overall compensation may dissuade some individuals in good roles within their home countries from relocating. Certain lingering impressions about the UAE employment market may mean some expat candidates expect remuneration prospects that are inconsistent with market demand. Overall, much of the relocation and housing allowance that was once on offer has been rolled into base salaries, with only roughly one in four (28%) companies now offering this benefit. At the same time, the cost of housing has dropped in Dubai and Abu Dhabi, among others, which means what may appear as lower overall compensation has more purchasing power. Despite more modest remuneration prospects overall, candidates with the most sought-after specialist skills will still be in a position to command high levels of compensation. Robert Half offers the following four tips when looking to secure expatriate talent:
Find them early: Companies that can leverage their networks to access talent before their arrival in the UAE will find themselves in good stead. Working with a global recruitment consultancy gives you better access to talented expatriates while theyre still in their home countries. Determine their motivations: Are expats looking to the UAE for the strong potential remuneration prospects or the lifestyle that is on offer or possibly both? Finding out what motivates candidates and tailoring compensation packages accordingly will make your organisation an attractive place to work. Make hiring decisions quickly: In a candidate-short market, companies cannot afford to drag their heels in making a hiring decision, or they risk their top choices accepting offers elsewhere. Ensuring you have the right decision makers involved from the beginning and moving the process along swiftly will help keep these individuals interested in your organisation. Provide guidance: Moving overseas is a big step and making the process as smooth as possible will help candidates feel secure in their decision. Providing guidance on the cost of living, housing and schooling costs, among other considerations, will show that your company has a vested interest in the individual.

Thinking about the recruitment of overseas candidates, are expectations for total package remuneration in line with local market conditions?

56% Yes 39% No expectations are higher 5%

Source: Robert Half Survey of 75 HR directors

No expectations are lower

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Robert Half: your partner for growth

Robert Half is the worlds leading specialised recruitment consultancy. Our specialist divisions place accounting and finance, financial services, information technology, human resources and legal professionals on a permanent basis. There is no substitute for the human touch when hiring. While any number of online or technology tools can identify potential hires, they cant tell you about the person behind the profile. We take the time to understand the unique needs and cultures of the businesses we serve. Then, we carefully choose professionals with skills, work styles and career goals that align with those businesses.
The right match We can help you get hard-to-find professionals. Our global candidate database includes more than seven million pre-screened, skills-tested individuals who are pre-qualified and available to work right away. Quick results When you have a job opening, chances are you need immediate help. Our recruitment experts use leading-edge technology to shorten the search process. In addition, we take the time to understand your businesss unique needs. Options to fit your needs We offer a choice of skilled candidates with varying levels of experience. So, whatever your budget or needs, we can find the right professional for your organisation. Exceptional service The hiring process is more complex than ever. We can guide you every step of the way and handle the most challenging aspects for you. Communication is our speciality. Reliability Few firms can match our experience and reputation for excellence. In fact, nine out of 10 clients and candidates would recommend our service to a colleague.

Further information
Please contact us for more information about Robert Halfs recruitment services and how we can help meet your specific needs:

Call us on +971 (0) 4 3826700

Visit www.roberthalf.ae

Connect with us at Robert Half:

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ROBERT HALF: MORE THAN 350 OFFICES WORLDWIDE

Our specialised services

Robert Half Finance & Accounting

Robert Half Finance & Accounting is the worlds first and largest recruitment consultancy specialising in the placement of accounting and finance professionals on a temporary and permanent basis.
Robert Half Financial Services

Robert Half Financial Services specialises in placing high-calibre banking and capital markets professionals on a temporary and permanent basis.
Robert Half Technology

Robert Half Technology is a leading provider of IT professionals on a contract and permanent basis.
Robert Half Human Resources

Robert Half Human Resources specialises in the placement of highly skilled HR professionals on a project, interim and permanent basis.
Robert Half Legal

Robert Half Legal specialises in the recruitment and selection of highly qualified legal professionals for law firms and corporations.

Robert Half International (UAE) Ltd Dubai International Financial Centre (DIFC) Gate Village 1, Level 1 PO Box 482100 Dubai, United Arab Emirates Telephone: +971 (0) 4 3826700

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