KELLY SERVICES

CHINA
2014 SALARY GUIDE

All rights reserved. No part of this book may be reproduced or transmitted in any form without the written permission from Kelly
Services China. The information contained in the Salary Guide is intended for educational purposes only. Kelly Services China
takes no responsibility for any liabilities that emerge based on the information contained in this guide.
ABOUT KELLY SERVICES
Kelly Services, Inc. (NASDAQ: KELYA) (NASDAQ: KELYB) is a leader in providing
workforce solutions. Kelly offers a comprehensive array of outsourcing and
consulting services as well as world-class staffing on a temporary,
temporary-to-hire and direct-hire basis. Serving clients around the globe, Kelly
provided employment to approximately 540,000 employees in 2013. Revenue in
2013 was $5.4 billion.
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kellyservices.cn
2 3
TABLE OF CONTENTS

47 Banking
57 Information Technology
51 Commerce (Finance and HR)
55 Industrial and Manufacturing
45 Executive Overview
43 Kelly

In Hong Kong
65 Healthcare and Life Sciences
61 Insurance
67 Retail (Sales and Marketing)
Banking, Finance and Commodities 16
Chemical 22
26 Consumer
6 Executive Overview
8 Automotive
4 Kelly

In China
Healthcare and Life Sciences 30
32 Human Resources
Industrial and Manufacturing 34
38 Information Technology and Telecom

5 4
KELLY IN CHINA
Kelly Services is a Fortune 500

company that has been providing

comprehensive workforce solutions to organizations around the
globe since 1946. Kelly has been active in the China market since
2007. The seven offices in Greater China provide mid to senior
full-time recruitment, as well as customized workforce solutions
based on clients changing business needs.
Fortune 500 is a registered trademark of the Fortune magazine division of Time, Inc.
An Equal Opportunity Employer 2014 Kelly Services, Inc. Z0176A

EXECUTIVE OVERVIEW
We are pleased to present the Kelly Services China 2014 Salary Guide, a comprehensive
reference tool on the salary trends, job titles, and employment outlook across various
industries. The aim of this guide is to provide an insight into the latest salary ranges for
various positions across industries in China. The salary ranges are indicative of actual
transactions between employers and employees and represent a reflection of the
marketplace. The compiled findings are presented in an easy-to-read format for your
reference.
Despite a positive forecast and expectations of the Chinese economy in 2013, the market
unfortunately did not perform as well as anticipated. Chinas GDP growth in 2013 was at
its lowest with sluggish economic activities in the last quarter. This affected hiring levels
and the performance of a large number of industries across the country.
Within the Guangdong region, hiring levels were particularly lowwith most factories
downsizing and freezing headcounts. With such uncertainties, candidates were also
observed to be cautious when looking for new job opportunities.
Although generally most industries did not perform well, the automotive industry in China
showed promising growth. With vast opportunities in Tier 2 and Tier 3 cities, a number of
automotive companies have already shifted their focus to those cities.
Cities such as Chengdu, in contrast, showed high hiring levels particularly within FMCG,
manufacturing, and real estate. This was a result of shift in investment focus from a
number of organizations, thus creating huge opportunities in the market. New stores
opened rapidly and factories were set up, resulting in particular demand for technical
professionals, store managers, sales assistants, and R&D professionals.
Candidate sentiments toward changing jobs varied across the country, with those in Tier 2
and Tier 3 cities being more optimistic than those in Tier 1 cities. With opportunities
building in Tier 2 and Tier 3 cities, salary expectations were high for those looking to
change roles. This, coupled with a limited talent pool throughout the country, saw
candidates typically receiving 20 30 percent salary increments. Those with sought-after
skills such as bilingual skills, leadership skills, and solid experience were able to receive up
to 35 percent.
Moving into 2014, we anticipate promising growth within the automotive industry. In
addition, the introduction of the Free Trade Zone in Shanghai will boost both the citys
local economy and the wider economy. RMB cross-border settlement and international
trade will be particularly promising.
Roles that are expected to be sought after will be sales and marketing roles within FMCG;
store managers, store sales assistants, visual merchandisers, and demand planning roles
within retail; compliance, risk control, and project management roles within the banking
and finance industries; and compliance roles within the healthcare industry.
As competition for high-caliber candidates grows stronger, organizations will be focusing
on retaining top talent and building the internal talent pipeline. As a result, we also
anticipate a demand for HR business partners and organizations to invest in strengthening
their talent development system.
While we hope this guide will serve as a handy reference tool for you, we are always
available to assist you with current data and also to support you in developing recruiting
strategies and programs to suit your specific needs. We trust you will find this guide from
Kelly resourceful to your business.
Leroy Yue
Managing Director
Kelly Services China
7 6
AUTOMOTIVE
Parts Suppliers
Occupation Title
Experience
(yrs)
2013 2014 2013 2014
Tier 2 Cities * Tier 1 Cities *
Range of Annual Total Package (RMB)
Asia VP / Managing Director
General Manager Country
General Manager Country
(Sales focus)
CBU Director
Regional Operations Director
Plant Manager
Production Manager
Regional Quality Director
Industrial Engineering Manager
Maintenance Manager
Manufacturing Engineering Manager
Senior Engineer
(Operations functions)
20+
20+
20+
15+
15+
15+
8+
15+
8+
5+
8+
8+
2.5 4.0m
1.4 2.5m
1.0 1.8m
1.0 1.8m
900k 1.6m
600 900k
320 500k
900k 1.8m
250 450k
140 240k
300 500k
200 400k
2.5 4.0m
1.5 2.5m
1.0 2.0m
1.0 1.8m
1.0 1.6m
700k 1.0m
300 500k
900k 1.8m
300 450k
140 240k
320 500k
250 450k
N/A
1.4 2.5m
1.0 1.8m
1.0 1.8m
800k 1.5m
600 900k
200 400k
800k 1.6m
200 400k
100 200k
200 400k
200 400k
N/A
1.5 2.5m
1.0 1.8m
1.0 1.8m
800k 1.5m
700k 1.0m
Plant GM 15+ 900k 1.6m 1.0 1.6m 800k 1.6m 800k 1.6m
250 400k
Operations Manager 10+ 600 900k 600 900k 600 900k 600 900k
800k 1.6m
Quality Manager 8+ 320 500k 320 500k 200 350k 250 400k
Regional Maintenance Manager 10+ 300 500k 320 550k 250 400k 250 450k
250 400k
110 200k
250 400k
250 400k
Operations
Management
AUTOMOTIVE
We observed significant hiring activity with particular demand
for sales professionals within the finished car sales sector. With
Tier 2 and Tier 3 cities developing rapidlysuch as Changsha,
Wuhan, Chengdu, Hangzhou, and Ningbothere was a high
demand for talent in factory management roles. Most
companies performed well in 2013, which fueled hiring levels.
Those that did not perform as well were seen to freeze
headcounts.
With growth anticipated for the automotive industry in the next
three years, candidates were observed to be optimistic about
changing roles whenever there are opportunities. In addition,
most foreign companies were actively trying to localize
operations and this provided a vast opportunity for local senior
professionals, replacing expatriates in China. Average salary
increments across the industry were between 20 30 percent,
while senior management roles were only 10 20 percent.
We anticipate that the automotive industry will continue to grow
consistently. Sales, R&D, supply chain, project management,
and operations professionals will be highly sought after, in line
with growth plans. Those with team leadership skills and are
able to manage a team will be particularly in demand. We expect
that candidates who are looking to switch jobs can anticipate a
15 30 percent salary increment. Those whose salary was lower
than market rates can expect as high as a 40 percent increment.
Although salary increments are an important factor for many
looking to switch jobs, candidates are observed to be more
motivated by career development and work-life balance.

9 8
Tier 1 Cities*: Shanghai, Beijing, Guangzhou
Tier 2 Cities*: Provincial capital cities and thriving cities such as Tianjin, Suzhou, Chengdu, Chongqing, etc

11 10
Senior Engineer (R&D functions)
Application Manager
5+
8+
150 280k
250 400k
160 300k
250 450k
130 220k
200 350k
130 220k
Engineering Manager /
R&D Manager
10+ 300 650k 350 650k 350 650k 350 650k
200 350k
Product Development Manager 8+ 220 450k 220 500k 180 330k 180 330k
AUTOMOTIVE
Occupation Title
Experience
(yrs)
2013 2014 2013 2014
Tier 2 Cities * Tier 1 Cities *
Range of Annual Total Package (RMB)
Sales GM / Sales Director
Sales Manager
Product Manager
Account Manager
After Market Dealer
Marketing Manager
After Market Channel
Development Manager
Marketing Manager
Marketing Intelligence Manager
Senior Program Manager
10+
8+
5+
8+
5+
8+
8+
5+
10+
5+
15+
800k 1.5m
300 600k
200 440k
280 450k
250 500k
300 500k
300 500k
200 400k
400 600k
200 350k
800k 1.2m
850k 1.5m
300 650k
250 400k
280 500k
250 500k
300 550k
300 500k
250 400k
400 650k
220 350k
800k 1.3m
700k 1.5m
200 400k
200 400k
200 400k
180 280k
200 400k
200 350k
200 300k
350 550k
150 280k
600k 1.0m
700k 1.5m
250 450k
250 400k
200 400k
180 280k
After Market Sales Director 15+ 650k 1.0m 650k 1.1m 650k 1.0m 650k 1.1m
200 450k
After Market Regional
Sales Manager
8+ 300 500k 300 550k 200 400k 200 400k
220 350k
GA Director 15+ 800k 1.4m 800k 1.5m N/A N/A
200 350k
PR Manager
Program Director
Program Manager
8+ 300 550k 300 600k 200 400k 250 400k
Engineering Director /
R&D Director
15+ 800k 1.4m 800k 1.4m 700k 1.4m 700k 1.4m
360 550k
150 300k
650k 1.1m
AUTOMOTIVE
Occupation Title
Experience
(yrs)
2013 2014 2013 2014
Tier 2 Cities * Tier 1 Cities *
Range of Annual Total Package (RMB)
Lean / 6 Sigma / CI Director
Lean / 6 Sigma / CI Manager
Master Black Belt
Black Belt
Sourcing Director
Supply Chain Manager
Supplier Quality Manager
Supplier Development Manager
15+
8+
10+
15+
5+
10+
5+
5+
900k 1.8m
400 800k
600k 1.2m
800k 1.5m
250 500k
350 700k
300 500k
350 550k
900k 1.8m
450 800k
600k 1.3m
800k 1.6m
300 500k
400 700k
350 600k
350 600k
800k 1.5m
350 600k
600k 1.2m
700k 1.4m
200 400k
300 600k
220 400k
220 400k
800k 1.5m
350 600k
600k 1.2m
700k 1.4m
200 400k
300 600k
Supply Chain Director 15+ 1.0 1.6m 1.0 1.7m 700k 1.5m 700k 1.5m
220 400k
Sourcing Manager 5+ 350 600k 350 650k 280 520k 280 520k
220 400k
Procurement Director
Logistics Manager
Commodity Manager
15+
5+
5+
800k 1.5m
220 400k
300 600k
800k 1.6m
220 450k
300 650k
700k 1.2m
200 350k
300 500k
700k 1.2m
200 350k
Logistics Director 10+ 500 800k 550 900k 400 700k 450 700k
300 500k
Purchasing Manager 5+ 300 500k 300 600k 220 400k 220 400k
Sales & Marketing
Program
R&D
Lean & 6 Sigma
Supply Chain
Tier 1 Cities*: Shanghai, Beijing, Guangzhou
Tier 2 Cities*: Provincial capital cities and thriving cities such as Tianjin, Suzhou, Chengdu, Chongqing, etc

13 12
Aftersales Director
Aftersales Technical Support
Manager
Area Aftersales Manager
200 400k
700k 1.3m
200 400k
200 400k
750k 1.3m
200 450k
200 450k
500 800k
Regional Aftersales Director 500 700k 500 750k 400 650k
200 450k
Regional Aftersales Manager 350 600k 400 650k 300 450k
350 500k 350 600k Sales Operation Manager 220 360k
AUTOMOTIVE
Car Makers
Occupation Title
Experience
(yrs)
2013 2014 2013 2014
Tier 2 Cities * Tier 1 Cities *
Range of Annual Total Package (RMB)
Asia VP / Managing Director
General Manager Country
Plant Manager
Senior Engineer (Manufacturing)
ME Manager
Sales Director
Regional Director
Fleet Sales Manager
20+
20+
5+
15+
10+
900k 1.6m
700k 1.0m
200 400k
300 550k
200 400k
2.5 4.0m
1.5 2.5m
130 250k
500 850k
400 600k
900k 1.8m
700k 1.2m
200 450k
300 600k
200 450k
2.5 4.0m
1.5 2.5m
130 250k
600 900k
400 750k
2.5 4.0m
1.5 2.5m
100 160k
450 800k
300 580k
2.5 4.0m
1.5 2.5m
100 160k
450 800k
Manufacturing Manager (Stamping,
Painting, Assembling, Welding)
10+ 400 600k 400 650k 300 550k 300 600k
300 580k
Quality Manager 10+ 400 600k 400 650k 300 550k 300 550k
600k 1.0m
500 900k
Regional Sales Director
Area Sales Manager
Senior Manager, Sales Planning
& Ordering
600 900k 600k 1.0m 500 800k
150 300k
260 420k
150 350k
350 600k 400 650k
150 350k
500 800k
150 350k
400 600k
300 450k
220 360k
600k 1.0m
500 900k
150 300k
260 420k
150 350k
500 800k
300 500k
5+
13+
5+
10+
8+
6+
13+
10+
5+
8+
5+
10+
8+ Regional Sales Manager 300 500k
AUTOMOTIVE
Occupation Title
Experience
(yrs)
2013 2014 2013 2014
Tier 2 Cities * Tier 1 Cities *
Range of Annual Total Package (RMB)
Parts Business Manager
CS Manager
Warranty Manager
Aftersales Promotion Manager
Retail Marketing Senior Manager
Regional Marketing Manager
Event & Exhibition Manager
Senior Marketing
Communications Manager
6+
6+
5+
8+
5+
8+
6+
8+
200 400k
200 400k
200 400k
400 650k
200 400k
300 500k
200 400k
350 550k
200 450k
200 400k
200 450k
450 650k
200 400k
300 600k
250 500k
350 600k
150 350k
150 350k
150 350k
300 450k
150 350k
200 400k
150 350k
300 450k
200 450k
200 450k
200 450k
300 450k
200 450k
Marketing Director 13+ 700k 1.3m 750k 1.3m 600 900k 600 900k
200 400k
Senior Marketing Manager 10+ 350 600k 400 700k 300 600k 300 600k
200 450k
Advertising Manager 6+ 200 400k 250 500k 150 350k 200 450k
Digital Marketing Manager 6+ 200 400k 250 500k 150 350k 200 450k
300 450k
Marketing Intelligence Manager
Consumer Insight Manager
CRM Manager
6+
6+
5+
200 400k
200 400k
200 400k
200 450k
250 500k
250 500k
150 350k
150 350k
150 350k
200 450k
200 450k
Brand Manager 6+ 200 400k 250 500k 150 350k 200 450k
200 450k
Marketing Manager 6+ 200 400k 250 500k 150 350k 200 450k
GA Manager
PR Manager
5+
5+
200 400k
200 400k
250 500k
250 500k
150 350k
150 350k
200 450k
200 450k
Media Planning Manager 5+ 200 400k 250 500k 150 350k 200 450k
Network Planning Manager
Network Director
6+
13+
300 500k
700k 1.3m
300 550k
800k 1.3m
240 360k
600 900k
240 360k
600 900k
Network Operation Manager 6+ 300 500k 300 550k 240 360k 240 360k
Network Development Manager 5+ 300 550k 300 550k 250 400k 250 400k
Management
Operations
Sales & Marketing
Network Management
Tier 1 Cities*: Shanghai, Beijing, Guangzhou
Tier 2 Cities*: Provincial capital cities and thriving cities such as Tianjin, Suzhou, Chengdu, Chongqing, etc

15 14
AUTOMOTIVE
Occupation Title
Experience
(yrs)
2013 2014 2013 2014
Tier 2 Cities * Tier 1 Cities *
Range of Annual Total Package (RMB)
R&D Director
Development Manager
Program Director
E&E Manager
Trial & Test Manager
Model Design Manager
General Layout Supervisor
Vehicle Safety Performance
Manager
System Integration Manager
15+
10+
13+
8+
8+
8+
5+
8+
8+
5+
800k 1.5m
400 600k
700k 1.0m
300 550k
300 550k
300 550k
200 300k
300 550k
300 550k
150 250k
800k 1.8m
450 600k
700k 1.2m
300 550k
300 550k
300 550k
250 300k
300 550k
300 550k
150 280k
600k 1.2m
350 550k
500 800k
280 400k
350 500k
250 500k
150 200k
280 380k
270 450k
120 180k
600k 1.2m
350 550k
500 800k
280 400k
350 500k
BIW Manager 8+ 300 550k 300 550k 300 400k 300 400k
300 500k
Chief Engineer 10+ 600 800k 600 800k 400 600k 400 600k
150 200k
Dimention Engineering Manager 8+ 300 550k 300 550k 250 500k 300 500k
280 380k
Platform Director
Senior Engineer (R&D)
10+ 700k 1.0m 700k 1.1m 500 800k 500 800k
270 450k
120 180k
AUTOMOTIVE
Occupation Title
Experience
(yrs)
2013 2014 2013 2014
Tier 2 Cities * Tier 1 Cities *
Range of Annual Total Package (RMB)
Supply Chain Director
Supply Chain Manager
Sourcing Director
Sourcing Manager
Logistics Manager
Logistics Director
Purchasing Manager
Commodity Manager
Compliance Head / Manager
15+
10+
15+
5+
5+
10+
5+
5+
10+
8+
800k 1.5m
300 700k
800k 1.4m
250 450k
300 600k
600k 1.0m
300 500k
300 650k
650k 1.5m
900k 1.6m
900k 1.6m
350 700k
800k 1.6m
250 500k
300 600k
600k 1.0m
300 500k
300 650k
700k 1.6m
900k 1.6m
800k 1.5m
300 600k
800k 1.4m
200 350k
280 520k
450 800k
220 400k
300 500k
600k 1.2m
600k 1.2m
800k 1.5m
300 600k
800k 1.4m
200 350k
280 520k
Supplier Quality Manager 5+ 300 500k 300 500k 220 400k 220 400k
450 800k
Supplier Development Manager 5+ 300 500k 300 500k 220 400k 220 400k
220 400k
Procurement Director 15+ 800k 1.2m 800k 1.2m 800k 1.4m 800k 1.4m
300 500k
Legal Counsel
600k 1.2m
600k 1.2m
5+ 300 500k 350 550k 220 500k Legal Manager 220 500k
R&D Supply Chain
Legal
Tier 1 Cities*: Shanghai, Beijing, Guangzhou
Tier 2 Cities*: Provincial capital cities and thriving cities such as Tianjin, Suzhou, Chengdu, Chongqing, etc
BANKING, FINANCE AND COMMODITIES
Occupation Title
Experience
(yrs)
2013 2014 2013 2014
Tier 2 Cities * Tier 1 Cities *
Range of Annual Total Package (RMB)
Credit Risk Mortgage VP
Credit Risk Mortgage AVP
Credit Risk Mortgage Associate
Product Management /
Marketing VP
Relationship Manager - AVP
Relationship Manager - VP
Wealth Management Sales VP
Wealth Management Sales AVP
8 10
5 8
3 5
5 8
8 10
8 10
8 10
5 8
500k+
300 400k
180 250k
300 500k
450k+
500k+
350k+
200 350k
500k+
300 400k
180 250k
300 500k
450k+
500k+
350k+
200 350k
200k+
150 250k
120 150k
180 300k
280k+
300k+
180k+
120 180k
200k+
150 250k
120 150k
180 300k
280k+
Product Management /
Marketing AVP
5 8 300 450k 300 450k 150 250k 150 250k
300k+
Product Management /
Marketing Associate
3 5 180 300k 180 300k 120 150k 120 150k
180k+
Relationship Manager - Associate 3 5 150 300k 150 300k 120 180k 120 180k
120 180k
Wealth Management
Sales Associate
3 5 80 200k 80 200k 40 120k 40 120k
Consumer Banking
BANKING, FINANCE,
AND COMMODITIES
The banking, finance, and commodities industries remained
stable throughout 2013. As a result of the booming
commercial and residential property market in China and the
introduction of the Shanghai Free Trade Zone, those in the
PE/VC, real estate investment, and commercial bank and
international trades recruited actively.
Employers were mostly cautious when hiring, but candidates
were particularly confident with the market and actively
looked for new job opportunities. Candidates in general
expected a 20 30 percent increment when changing roles,
but those in the real estate investment had higher
expectations due to a surge in growth within the sector.
Competition for quality talent was high with a limited talent
pool locally. Foreign banks found it particularly hard to retain
and hire talent due to the matrix management system, which
much of local talent was unable to adapt to. As a result, a
number of banks were seen considering talent from Hong Kong
and Singapore, which had a ready pool of internationalized
Chinese-speaking professionals.

17 16
Tier 1 Cities*: Shanghai, Beijing, Guangzhou
Tier 2 Cities*: Provincial capital cities and thriving cities such as Tianjin, Suzhou, Chengdu, Chongqing, etc

19 18
BANKING, FINANCE AND COMMODITIES
Occupation Title
Experience
(yrs)
2013 2014 2013 2014
Tier 2 Cities * Tier 1 Cities *
Range of Annual Total Package (RMB)
Cash Product Management VP
Cash Product Management AVP
Cash Product
Management Associate
Cash Sales VP
Credit Risk Management AVP
Credit Risk Management VP
Trade Finance Product
Management VP
Trade Finance Product
Management AVP
8 10
5 8
3 5
5 8
8 10
8 10
8 10
5 8
5 8
400 700k
300 400k
200 300k
300 600k
450 800k
500k 1.2m
500 800k
300 400k
300 500k
400 650k
300 400k
200 300k
300 600k
450 800k
500k 1.2m
500 900k
300 400k
300 500k
200 400k
150 200k
120 150k
120 300k
250 500k
300 800k
300 600k
180 300k
150 300k
200 400k
150 200k
120 150k
120 300k
250 500k
Cash Sales AVP 5 8 300 400k 300 400k 180 250k 180 250k
300 800k
Cash Sales Associate 3 5 200 350k 200 350k 100 180k 100 180k
300 600k
Credit Risk Management Associate 3 5 130 400k 130 400k 100 120k 100 120k
180 300k
Trade Finance Product
Management Associate
Trade Finance Sales AVP
3 8 200 300k 200 400k 120 180k 120 180k
Trade Finance Sales VP 8 10 450 900k 450k 1.0m 300 500k 300 500k
150 300k
3 5 180 300k 180 300k 100 150k Trade Finance Sales Associate 100 150k
BANKING, FINANCE AND COMMODITIES
Occupation Title
Experience
(yrs)
2013 2014 2013 2014
Tier 2 Cities * Tier 1 Cities *
Range of Annual Total Package (RMB)
Corporate Banking
Corporate Finance
Managing Director
Corporate Finance Director
Corporate Finance VP
Corporate Finance Associate
Debt Capital Market VP
Debt Capital Market Director
Debt Capital Market Associate
Debt Capital Market Analyst
15+
10 15
8 10
8 10
3 5
10 15
3 5
1 3
3 5
8 10
1.5 2.0m
1.0 1.5m
600k 1.0m
700k 1.0m
180 300k
1.0 1.5m
300 500k
200 300k
250 400k
500 700k
1.5 2.0m
1.0 1.5m
600k 1.0m
700k 1.0m
180 350k
1.0 1.5m
300 500k
200 300k
250 400k
500 700k
800k 1.2m
600k 1.2m
300 800k
400 600k
150 400k
600 800k
150 250k
80 150k
180 200k
300 400k
800k 1.2m
600k 1.2m
300 800k
400 600k
150 400k
Corporate Finance Analyst 1 3 100 180k 100 220k 120 150k 120 150k
600 800k
Debt Capital Market
Managing Director
15+ 1.5 3.0m 1.5 3.0m 800k 1.8m 800k 1.8m
150 250k
Debt Capital Market AVP 5 8 500 700k 500 700k 250 400k 250 400k
80 150k
Equity Research Managing Director
Equity Research VP
Equity Research Associate
15+ 1.5 2.0m 1.5 2.0m 600k 1.5m 600k 1.5m
Equity Research Director 10 15 700 1.5m 700k 1.5m 400 600k 400 600k
180 200k
1 3 200 250k 200 250k 100 180k Equity Research Analyst 100 180k
300 400k
5 8 400 500k 400 500k 200 300k Equity Research AVP 200 300k
Front Office
Investment Banking and Global Markets
Tier 1 Cities*: Shanghai, Beijing, Guangzhou
Tier 2 Cities*: Provincial capital cities and thriving cities such as Tianjin, Suzhou, Chengdu, Chongqing, etc

21 20
BANKING, FINANCE AND COMMODITIES
Occupation Title
Experience
(yrs)
2013 2014 2013 2014
Tier 2 Cities * Tier 1 Cities *
Range of Annual Total Package (RMB)
Finance Director
Financial Controller
Senior Accountant
Accounting Manager
Financial Analysis Manager
Finanical Analyst
12 18
5 8
10 15
7 10
5 8
3 5
6 10
8 12
700k 1.0m
200 350k
500 750k
200 350k
300 650k
150 300k
300 450k
400 700k
700k 1.0m
200 350k
500 750k
200 350k
300 650k
150 300k
300 550k
400 800k
500 700k
150 170k
400 700k
160 180k
210 400k
120 180k
250 400k
160 180k
CFO 12 18 850k 1.3m 850k 1.3m 450 650k 450 650k
CFO 18 25 1.3 2.0m 1.3 2.5m 650 800k 650 800k
500 700k
150 170k
400 700k
Senior Finance Manager 10 15 400 650k 400 700k 210 500k 210 500k
160 180k
Finance Manager 8 12 250 400k 250 400k 200 400k 200 400k
210 400k
Accountant 3 7 110 280k 110 250k 100 130k 100 130k
120 180k
Internal Audit Manager
Tax Manager
Treasury Manager
5 10 350 650k 350 650k 250 170k 250 170k
Tax Director 10 15 800k 2.0m 800k 1.5m 400 600k 400 600k
250 400k
3 6 150 300k 150 300k 120 200k Treasury Accountant 120 200k
160 180k
3 5 200 350k 200 350k 100 130k Tax Accountant 100 130k
BANKING, FINANCE AND COMMODITIES
Occupation Title
Experience
(yrs)
2013 2014 2013 2014
Tier 2 Cities * Tier 1 Cities *
Range of Annual Total Package (RMB)
Middle Office, Back Office & Finance Accounting
Operations VP
Operations AVP
Operations Associate
Finance Control /
Financial Reporting VP
Internal Audit AVP
Internal Audit VP
Management Reporting VP
Management Reporting AVP
8 10
5 8
3 5
5 8
8 10
8 10
8 10
5 8
8 10
5 8
420 800k
200 450k
125 250k
350 600k
450 700k
450 800k
300 600k
200 250k
450k 1.0m
300 500k
420 800k
200 450k
125 250k
350 600k
450 800k
450 800k
300 600k
200 250k
450k 1.0m
300 500k
280 600k
120 280k
80 120k
200 350k
200 450k
350 500k
150 400k
120 150k
300 800k
150 300k
280 600k
120 280k
80 120k
200 350k
200 450k
Finance Control /
Financial Reporting AVP
5 8 350 500k 350 500k 120 200k 120 200k
350 500k
Finance Control /
Financial Reporting Associate
3 5 200 300k 200 300k 80 200k 80 200k
150 400k
Internal Audit Associate 3 5 180 350k 180 350k 100 200k 100 200k
120 150k
Management Reporting Associate
Compliance AVP
Marketing Risk VP
3 5 150 250k 150 250k 80 120k 80 120k
Compliance VP 8 10 600k 1.2m 600k 1.2m 300 800k 300 800k
300 800k
5 8 300 500k 300 500k 180 300k Marketing Risk AVP 180 300k
150 300k
3 5 180 350k 180 350k 100 150k Compliance Associate 100 150k
Product Control AVP
Product Control VP
Trader / Credit Risk VP
Trader / Credit Risk AVP
5 8
8 10
8 10
5 8
350 550k
600 800k
550k 1.0m
300 550k
350 550k
600 800k
550k 1.0m
300 550k
200 300k
300 500k
300 800k
150 300k
200 300k
300 500k
Marketing Risk Associate 3 5 120 300k 120 300k 100 180k 100 180k
300 800k
Product Control Associate 3 5 200 350k 200 350k 100 200k 100 200k
150 300k
Trader / Credit Risk Associate 3 5 250 400k 250 400k 120 150k 120 150k
Commodities
Tier 1 Cities*: Shanghai, Beijing, Guangzhou
Tier 2 Cities*: Provincial capital cities and thriving cities such as Tianjin, Suzhou, Chengdu, Chongqing, etc
CHEMICAL
The jobs market in 2013 within the
chemical industry was slightly more
challenging than in 2012, due to a
slowdown in investments and new
projects. Restructuring was the main
focus for many organizations with the aim
to improve business operations in China,
which resulted in a cautious hiring
activity. However, there were still quite a
number of new roles being opened,
particularly within smaller organizations
in a bid to expand their market share.
Larger organizations on the other hand
were more conservative and hired mostly
replacements.
For smaller organizations, we saw
particular demand for sales managers,
business development managers, and
supply chain roles in order to save costs.
Even though employers were cautious
when hiring, candidates were confident
and are optimistic about moving roles.
Candidates typically expected 30 percent
salary increments and those with
sought-after skill sets were able to have
their expectations met. Retention still
remains a challenge and in a bid to keep
talent, organizations were offering yearly
salary review.
We anticipate that hiring levels in 2014
will remain consistent as 2013. A number
of organizations will continue to focus on
restructuring while others will be looking
to save costs and expand market share in
China. Demand for supply chain, sales
management, R&D, and application
development professionals will be high.
Those with overseas education/working
experience and those who possess
sought-after skillssuch as English
communications, business management,
and project management skillswill be
able to demand salary increments when
changing roles. Nevertheless, most
companies will be under cost-saving
pressure and as such, will only offer small
increments for replacement hires. Annual
salary review will also likely be less than
previous years.

23 22

25 24
CHEMICAL
Occupation Title
Experience
(yrs)
2013 2014 2013 2014
Tier 2 Cities * Tier 1 Cities *
Range of Annual Total Package (RMB)
VP / Managing Director
APAC BU Director
General Manager
Sales Director
Account Manager
Business Development Manager
Strategic Marketing Manager
Marketing Manager General
20+
20+
15+
5+
15+
6+
8+
10+
2.0 4.0m
1.2 2.0m
700k 1.5m
150 300k
600k 1.5m
300 600k
600k 1.2m
400 700k
2.0 4.0m
1.2 2.0m
800k 1.8m
200 400k
800k 1.6m
400 800k
700k 1.3m
500k 1.0m
N/A
N/A
500k 1.0m
120 240k
500 800k
N/A
N/A
200 400k
N/A
N/A
600k 1.2m
150 300k
600k 1.2m
N/A
Sales Manager 8+ 250 700k 300 700k 150 400k 200 450k
N/A
Marketing Director 15+ 700k 1.0m 800k 1.3m 400 600k 500 700k
300 500k
Marketing Communications
Manager
8+ 200 600k 300 700k 180 400k 200 450k
Product Manager 5+ 200 300k 250 400k N/A N/A
CHEMICAL
Occupation Title
Experience
(yrs)
2013 2014 2013 2014
Tier 2 Cities * Tier 1 Cities *
Range of Annual Total Package (RMB)
R&D Director
R&D Manager
Technical Service Manager
Application Development Engineer
Project Engineer
Supply Chain Manager
Sourcing Director
20+
10+
10+
5+
5+
10+
15+
800k 1.8m
400 800k
250 500k
120 250k
200 400k
400 800k
800k 1.5m
1.0 2.0m
500 1.0m
300 600k
150 300k
200 400k
500k 1.0m
900k 1.6m
500 800k
400 800k
150 250k
120 250k
150 300k
300 600k
400 800k
1.0 2.0m
500k 1.0m
200 400k
150 300k
200 400k
Project Manager 12+ 400 700k 400 700k 250 500k 300 600k
300 600k
Supply Chain Director 15+ 900k 1.6m 1.0 1.8m 600k 1.2m 600 1.2m
500k 1.0m
Supplier Development Manager
Sourcing Engineer
Logistics Manager
8+
5+
8+
250 400k
120 250k
200 400k
300 500k
150 300k
250 500k
N/A
80 200k
150 300k
N/A
120 250k
Sourcing Manager 12+ 300 800k 400 900k 200 500k 250 500k
300 600k
Logistics Director 15+ 400 700k 500 800k 300 600k 400 700k
Legal Counsel 6+ 500 800k 600k 1.0m 400 700k 500 800k
Management
Plant Manager
Engineering Manager
Regional Quality Director
Quality Manager
Process Safety Engineer
Mechanical Engineer
Instrument Engineer
Production Supervisor
15+
10+
15+
8+
12+
5+
5+
8+
500 800k
250 500k
500 800k
300 800k
200 500k
120 200k
100 200k
150 250k
600k 1.0m
300 600k
700k 1.2m
400k 1.0m
300 600k
150 300k
120 250k
180 300k
400 600k
200 400k
400 600k
N/A
150 300k
80 150k
80 150k
100 200k
400 700k
250 500k
500 800k
N/A
180 400k
Production Manager 12+ 250 500k 300 600k 200 400k 250 500k
120 200k
EHS Manager 8+ 350 700k 400 800k 200 400k 250 500k
100 180k
Electrical Engineer 5+ 100 200k 120 250k 80 150k 100 180k
120 250k
Production Engineer 5+ 100 180k 120 200k 70 100k 80 120k
Quality Engineer 5+ 100 180k 120 200k 70 150k 80 180k
R&D
Project
Supply Chain
Legal
Sales & Marketing
Operations
Tier 1 Cities*: Shanghai, Beijing, Guangzhou
Tier 2 Cities*: Provincial capital cities and thriving cities such as Tianjin, Suzhou, Chengdu, Chongqing, etc
CONSUMER
Companies within the FMCG and retail
experienced a decline in growth
throughout the year which resulted in
low recruitment activity. The supermarket
sector also experienced a sharp drop due
to the effects of e-commerce.
However, we still observed a number of
recruitment needs from new
organizations that has only recently
entered China. As they were still in the
phase of expanding their businesses in
the market, hiring was inevitable. As a
result, we saw a large demand for sales
and marketing professionals with
experience in FMCG, store managers,
retail assistants, and visual merchandisers
to help with expansion plans.
With the industry showing minimal signs
of positive growth, candidates were
observed to be hesitant when changing
roles. Those who did expected salary
increments of 30 percent, which
employers were usually able to offer due
to a lack of quality experienced talent in
the market.
Moving into 2014, we anticipate a slight
improvement in recruitment levels, but
will be dependent on the economic
growth of the country. Sales and
marketing professionals, store managers,
and visual merchandisers will be sought
after as companies continue to expand
businesses. We expect that candidates
who are looking to switch jobs will be
motivated by better career development,
increased learning opportunities, better
salaries, and benefits. In addition,
candidates who switch jobs can
anticipate a 30 percent increment in
salary when doing so.

27 26

29 28
CONSUMER
Occupation Title
Experience
(yrs)
2013 2014 2013 2014
Tier 2 Cities * Tier 1 Cities *
Range of Annual Total Package (RMB)
Country Manager
National Sales Director
Retail Operations Manager
Area Operations Manager
Marketing Manager
Marketing Director
PR / Communications Manager
Merchandising / Buying Manager
25+
10 25
10 15
8 15
5 8
10 25
9 15
8 15
1.5 3.5m
850k 1.8m
550 900k
280 650k
320 450k
700k 1.7m
450 750k
500 750k
1.7 3.5m
900k 1.8m
650 900k
280 700k
380 500k
800k 1.7m
450 750k
500 750k
450 600k
330 550k
150 350k
120 240k
100 220k
300 400k
120 250k
150 250k
500k 1.0m
400 700k
200 550k
120 300k
120 350k
Business Development /
Expansion Manager
5 8 350 850k 350 850k 150 250k 150 400k
350 500k
Channel Sales Manager 10 25 550k 1.5m 550k 1.5m 250 550k 250 550k
120 300k
Marketing Executive 1 3 100 220k 100 250k 60 110k 80 130k
150 400k
Product / Brand Manager
Planning & Allocation Manager
Store Manager Mass Retail
5 8
8 15
11 15
320 550k
350 600k
180 450k
320 550k
350 800k
250 500k
150 320k
180 280k
120 280k
150 350k
180 350k
Visual Merchandising Manager 15 250 650k 280 650k 100 220k 100 400k
200 300k
Project / Construction Manager 8 15 250 550k 300 550k 150 300k 150 300k
Store Manager Fashion, Luxury
Store Manager Watch, Luxury
13 15
12 15
300 600k
250 400k
300 600k
300 600k
280 450k
200 350k
300 450k
200 350k
Store Manager Jewelery, Luxury 14 15 350 700k 350 700k 300 450k 300 450k
CONSUMER
Occupation Title
Experience
(yrs)
2013 2014 2013 2014
Tier 2 Cities * Tier 1 Cities *
Range of Annual Total Package (RMB)
National Sales Director
Regional Sales Manager
Province Manager
City Manager
Brand Manager
Senior Brand Manager
Digital Marketing Manager
Trade Marketing Manager
CRM Manager
10 15
8 10
5 8
4 5
3 5
5 8
5 10
3 5
5 10
2 4
850k 1.8m
550 900k
400 650k
300 350k
280 450k
400 650k
350 650k
280 450k
350 650k
280 450k
1.0 2.0m
550 900k
400 650k
300 350k
280 450k
400 650k
350 650k
300 450k
350 650k
280 450k
N/A
500 550k
350 500k
N/A
165 280k
N/A
N/A
165 280k
N/A
165 280k
N/A
500 550k
350 500k
N/A
165 280k
Sales Operations Manager 5 8 280 450k 300 500k 165 280k 165 280k
N/A
Brand Director 10 15 900k 1.3m 900k 1.7m N/A N/A
N/A
Assistant Brand Manager 2 3 165 250k 165 250k N/A N/A
165 280k
Key Account Director
Key Account Manager
10 15 900k 1.3m 900k 1.3m N/A N/A
Group Key Account Manager 6 10 400 650k 400 650k 350 500k 350 500k
N/A
165 280k
Retail FMCG
Tier 1 Cities*: Shanghai, Beijing, Guangzhou
Tier 2 Cities*: Provincial capital cities and thriving cities such as Tianjin, Suzhou, Chengdu, Chongqing, etc
HEALTHCARE AND LIFE SCIENCES
Occupation Title
Experience
(yrs)
2013 2014 2013 2014
Tier 2 Cities * Tier 1 Cities *
Range of Annual Total Package (RMB)
Sales Director
Regional Manager
District Manager
Marketing Director
Product Manager
Brand Manager
Clinical Research Manager
Clinical Project Manager
Operations Director
15+
12+
5+
5+
15+
8+
7+
5+
15+
600 900k
350 650k
300 500k
300 600k
680k 1.0m
400 600k
250 500k
200 400k
700k 1.2m
600k 1.0m
300 700k
250 500k
250 600k
600k 1.0m
400 600k
250 500k
200 400k
700k 1.2m
300 540k
180 300k
250 400k
150 250k
N/A
N/A
250 500k
N/A
500 700k
300 600k
250 400k
180 300k
150 250k
N/A
Marketing Manager 10+ 450 700k 450 700k 200 450k 200 450k
N/A
Medical Affairs Manager 8+ 250 450k 250 450k 200 400k 200 400k
250 500k
R&D Director 15+ 800k 1.5m 800k 1.5m 500 800k 500 800k
Sales Director
Regional Manager
District Manager
Commercial Manager
Brand Manager
QA Manager
Regulatory Manager
15+
12+
5+
5+
8+
8+
700k 1.0m
300 600k
200 400k
300 500k
400 600k
200 400k
700k 1.0m
300 600k
200 400k
250 500k
300 600k
200 400k
N/A
N/A
N/A
250 400k
N/A
150 500k
N/A
N/A
N/A
250 400k
Marketing Director 15+ 600k 1.0m 600k 1.0m N/A N/A
N/A
Marketing Manager 10+ 450 600k 450 600k 200 400k 200 400k
150 500k
8+ 200 500k 200 500k N/A N/A
Product Manager 5+ 250 500k 250 500k 150 250k 150 250k
N/A
Quality Manager 6+ 200 400k 200 400k 150 250k 150 250k
Regulatory Manager 8+ 300 600k 300 600k N/A N/A
500 700k
Pharmaceutical
Medical Devices
HEALTHCARE AND LIFE SCIENCES
Hiring activities fluctuated in the healthcare and life sciences
industry, particularly within the pharmaceutical sector in 2013.
As a result of the GSK crisis, a number of companies were
observed to lay low on their sales activities, and a number were
seen changing sales strategies in the market. This affected
hiring activity and we saw a drop for sales roles. However, roles
such as government affairs, compliance, clinical research
managers, and marketing managers were highly sought after
as government relations and product pricing were highly
important for the Chinese market.
Foreign pharmaceutical companies were seen relocating their
R&D centers to China, boosting the demand for R&D
professionalsespecially those with a Ph.D. However, the local
talent pool was limited and much of the local talent was unable
to meet employers requirements. This resulted in a surge for
overseas talent. Although candidates were observed to be
sluggish in looking for jobs, they were still eager to change
roles when there were opportunities. Professionals moving jobs
typically sought and received salary increments of 25 30
percent and employers looking to retain talent typically offered
annual increments of 5 10 percent.
In 2014, we anticipate that hiring levels within the healthcare
industry will remain consistent with 2013 as R&D functions
continue to be in demand. With a limited talent pool and as
companies compete to hire the best candidates in the market,
most will be focusing on retaining talent and reducing turnover
rate. National policies will be a big challenge for companies
and as a result, could hinder growth for many. Candidates who
switch jobs can expect a consistent 20 30 percent salary
increment and 5 10 percent year-on-year.

31 30
Tier 1 Cities*: Shanghai, Beijing, Guangzhou
Tier 2 Cities*: Provincial capital cities and thriving cities such as Tianjin, Suzhou, Chengdu, Chongqing, etc
HUMAN RESOURCES
Occupation Title
Experience
(yrs)
2013 2014 2013 2014
Tier 2 Cities * Tier 1 Cities *
Range of Annual Total Package (RMB)
HR Director
Senior HR Business Partner
HR Business Partner
Senior HR Manager
C&B Manager
C&B Director
C&B Specialist
Talent Acquisition Director
Talent Development Manager
15+
10+
5+
8+
10+
10+
2+
10+
8+
10+
800k 1.2m
550 800k
350 550k
450 520k
500 630k
600 800k
80 130k
550 650k
480 550k
650 800k
800k 1.2m
600 800k
350 550k
450 580k
500 850k
600 900k
100 160k
500 650k
480 650k
650 900k
400 600k
320 480k
180 250k
200 300k
300 400k
300 450k
50 65k
200 300k
200 280k
280 450k
450 700k
350 520k
180 280k
200 300k
350 520k
Learning & Development Manager
Training Supervisor
Employee Relationship Manager
8+
5+
8+
420 500k
180 260k
400 500k
420 520k
150 260k
200 500k
250 350k
100 150k
180 300k
250 350k
100 150k
200 350k
HR Manager 8+ 350 500k 350 500k 180 350k 200 350k
320 500k
Plant HR Manager 10+ 300 450k 300 460k 220 350k 220 450k
50 65k
C&B Supervisor 5+ 200 280k 180 320k 100 150k 100 150k
200 350k
Talent Acquisition Manager /
Staffing Manager
Senior Talent Development Manager
8+ 300 450k 200 450k 120 200k 120 200k
Recruitment Supervisor 5+ 160 250k 160 250k 100 150k 100 150k
250 350k
320 520k
HUMAN RESOURCES
Throughout 2013, we saw a large number of organizations
focusing on talent retention and building-up internal talent
pipelines. This is a bid to reduce external hiring costs and
affected the hiring market, particularly junior- and mid-level
roles. As a result of this new focus, we saw a demand for
learning and development and HR business partner roles. In
addition, multinational companies were observed to freeze
new headcounts and even replacement headcounts. Because
of this, candidates were observed to be cautious when
changing jobs, and generally expected 20 30 percent of
salary increments.
We expect the recruitment levels in HR to remain consistent
throughout 2014. Demand for HR business partners will
continue to be high, especially those with strong leadership,
people management, and communications skills. Talent
retention will remain a key focus for organizations and
candidates can expect an average of a 30 percent rise in
salary levels when changing roles.

33 32
Tier 1 Cities*: Shanghai, Beijing, Guangzhou
Tier 2 Cities*: Provincial capital cities and thriving cities such as Tianjin, Suzhou, Chengdu, Chongqing, etc
INDUSTRIAL & MANUFACTURING
General
Throughout 2013, hiring within the
industrial and manufacturing industries
were slow with several headcount freezes.
With Chinas economic growth slower
than predicted, organizations were
extremely cautious when hiring new talent
and many preferred to find replacements
internally.
Candidates on the other hand, were
observed to be confident with the market
and had high expectations on salary
increment when changing roles. However,
as the industry is faced with a shortage of
high-caliber talent, and as employers
compete to hire high-caliber candidates,
salary expectations were usually met. We
also saw a number of organizations trying
to attract overseas Chinese professionals
back to China in a bid to save costs.
As we approach the end of 2013, we saw
progress in the foreign market,
particularly in some European
countriesthe major investors in China. In
addition, with the opening of the new
Shanghai Free Trade Zone, we anticipate
a surge in foreign companies coming into
China, boosting the import and export
sectors in the country.
2014 will see demand for candidates with
technical backgrounds, particularly
engineering, quality, and R&D
professionals. EHS roles will also be in
demand due to increased pressure by the
government to focus on the importance of
regulations and compliance.
Energy
In general, we do not anticipate a surge in
growth within the oil and gas industry in
2014. Due to government policy,
international oil companies were expected
to maintain a low activity in the Chinese
market. However, private oil development
companies will be keener to explore and
expand in the market.
We anticipate a high turnover rate within
national services companies and private
services companiesparticularly within
drilling, completion, and fracturing-related
roles. However, the positive trends within
Chinas aviation/aerospace industry will
have a positive effect on the talent of
aviation/aerospace, particularly
candidates of general aircraft. In the
corporate aircraft field, the aircraft
manufacturer expects China to be an
important driver in the recovery of
corporate aircraft sales in Asia. Therefore,
talent for sales and marketing, aircraft
leasing, and aircraft introduction will all be
in high demand.
2014 will see employers looking to hire
business development professionals with
technical backgrounds. There will also be
demand for subsurface talent, such as
geologists and petrophysicists, for
overseas projects. In addition, oil services
companies are taking in more projects
from Chinese National Oil
Developerresulting in high demand for
engineering professionals.

35 34

37 36
INDUSTRIAL AND MANUFACTURING
Occupation Title
Experience
(yrs)
2013 2014 2013 2014
Tier 2 Cities * Tier 1 Cities *
Range of Annual Total Package (RMB)
INDUSTRIAL AND MANUFACTURING
Occupation Title
Experience
(yrs)
2013 2014 2013 2014
Tier 2 Cities * Tier 1 Cities *
Range of Annual Total Package (RMB)
General Manager
Plant Manager
Operations VP
Operations Director
Quality Director
Production Manager
Marketing Director
Sales Director
R&D Director
20+
10 20
20+
10 15
10 15
5 8
10 15
10 15
15+
650k 1.2m
600k 1.2m
1.0m+
450 800k
600 850k
250 400k
500k 1.0m
500k 1.2m
400 900k
450k 1.3m
600k 1.2m
700k 1.1m
450 800k
500 800k
250 450k
400k 1.0m
400k 1.2m
400 900k
250k 1.3m
400 800k
700k+
300 500k
500 700k
140 380k
300k+
350k+
500 800k
400k 1.0m
400 800k
700k+
300 500k
500 700k
Operations Manager 5 8 350 800k 350 800k 200 480k 200 480k
140 380k
Production Director 10 15 350 850k 350 850k 500 800k 500 800k
300k+
Quality Manager 5 8 200 400k 230 400k 140 300k 150 300k
Technical Head
Engineering VP
Engineering Director
Sourcing & Purchasing Manager
Sourcing Director
Supply Chain Director
20+
20+
5 8
15 20
10 15
10 15
250 800k
700k 1.3m
200 600k
500 800k
500k 1.0m
500k 1.0m
250 800k
700k 1.0m
250 600k
500 800k
450k 1.0m
500k 1.0m
180 600k
N/A
120 400k
N/A
450 550k
N/A
180 600k
N/A
200 450k
N/A
Engineering Manager 10 15 200 400k 200 400k N/A N/A
350 750k
Lean Manufacturing Manager 5 8 400 550k 400 550k N/A N/A
N/A
Supply Chain VP 15+ 600k 1.0m 600k 1.0m N/A N/A
Senior Logistics Manager 5 8 250 400k 250 400k N/A N/A
Supply Chain Manager 5 8 300 500k 300 500k N/A N/A
350k+
Senior Sales Manager 5 8 350 500k 300 550k 150 300k 150 350k
Product Manager 5 8 300 600k 300 600k 120 300k 120 300k
Project Manager 5 8 250 450k 250 500k 140 380k 140 380k
500 800k
Account Manager
Technical Marketing Engineer
Fishing Tool Supervisor
8+
3+
5+
350 500k
180 250k
500 700k
350 500k
180 250k
500 700k
350 500k
180 250k
500 700k
350 500k
180 250k
500 700k
Business Development Manager
Drilling Supervisor
Drilling Engineer
Completion Sales Engineer
Fracture Supervisor
8+
8+
5+
6+
8+
300 350k
400 600k
250 350k
200 280k
250 300k
300 350k
400 600k
250 350k
200 280k
250 300k
300 350k
400 600k
250 350k
200 280k
250 300k
300 350k
400 600k
Directional Drilling Engineer 4+ 250 400k 250 400k 250 400k 250 400k
250 350k
Driller 5+ 150 250k 150 250k 150 250k 150 250k
200 280k
Completion Engineer 5+ 200 250k 250 300k 200 250k 250 300k
250 300k
Fracture Engineer 5+ 200 450k 300 500k 200 450k 300 500k
Fracture Sales Engineer
Operations Manager /
Project Manager
6+ 300 350k 300 350k 300 350k 300 350k
Mud Engineer 5+ 250 300k 250 300k 250 300k 250 300k
8+ 600 800k 600 800k 600 800k 600 800k
Production Manager
Wireline Engineer
Cementing Engineer
Senior Geologist
Senior Petrophysicist
Senior Reservoir
Petrophysicist
10+
5+
10+
5+
10+
10+
5+
800k 1.0m
250 350k
500 800k
200 300k
600 800k
350 500k
150 300k
800k 1.0m
250 350k
600 900k
200 300k
650 850k
350 500k
150 300k
800k 1.0m
250 350k
500 800k
200 300k
600 800k
350 500k
150 300k
800k 1.0m
250 350k
600 900k
200 300k
Wireline Sales Engineer 6+ 250 300k 250 300k 250 300k 250 300k
650 850k
Oil Business Development
Manager
10+ 600k 1.0m 500k 1.0m 600k 1.0m 500k 1.0m
350 500k
Senior Geophysicist 10+ 450 650k 450 650k 450 650k 450 650k
150 300k
Geologist 5+ 350 450k 350 450k 350 450k 350 450k
Geophysicist 5+ 150 250k 150 250k 150 250k 150 250k
Reservoir 5+ 150 250k 150 250k 150 250k 150 250k
Tier 1 Cities*: Shanghai, Beijing, Guangzhou
Tier 2 Cities*: Provincial capital cities and thriving cities such as Tianjin, Suzhou, Chengdu, Chongqing, etc
Oil & Gas and Aerospace & Aviation
INFORMATION TECHNOLOGY AND TELECOM
Occupation Title
Experience
(yrs)
2013 2014 2013 2014
Tier 2 Cities * Tier 1 Cities *
Range of Annual Total Package (RMB)
CIO
CTO
ABAP
Business Analyst
Linux / Unix System Engineer
ERP Consultant
R&D Director
Service Delivery Manager
Software Engineer
7 15
7 15
3 7
3 7
3 10
3 10
7 15
7 15
3 7
700k 1.5m
700k 1.5m
240 360k
120 250k
120 400k
180 600k
500k 1.2m
200 550k
120 350k
700k 2.0m
700k 1.5m
240 400k
120 250k
120 400k
150 600k
500k 1.2m
200 550k
120 350k
500 800k
500 800k
120 240k
60 210k
120 300k
120 500k
500 700k
150 400k
60 120k
500 800k
500 800k
120 240k
60 210k
120 300k
Database Administrator 3 10 100 300k 100 350k 60 120k 60 120k
120 500k
Embedded Software Engineer 3 10 120 300k 120 300k 60 250k 60 250k
500 700k
Project Manager 3 10 300 650k 200 650k 180 400k 180 400k
System / Solution Architect
Technical Support Engineer
Testing
5 10
3 10
3 7
300 600k
180 300k
120 300k
300 600k
180 300k
120 300k
180 400k
120 240k
100 240k
180 400k
120 240k
100 240k
Software Leader 5 10 200 350k 200 350k 150 300k 150 300k
150 400k
Software Director 7 15 500k 1.2m 500k 1.2m 500 700k 500 700k
Software Manager 5 10 300 650k 250 650k 200 500k 200 500k
60 120k
Software
INFORMATION TECHNOLOGY
AND TELECOM
Recruitment levels within the IT industry remained relatively
conservative throughout 2013. Organizations focused on cost
control due to slow economic growth in the country, which
resulted in headcount freezes. Although there was a
slowdown, we still saw some sectors doing particularly well,
such as the Internet. Because the Internet sector required
constant change to stay abreast in the market, this created a
large number of job opportunities. As a result, we saw demand
for software and hardware developers as well as R&D
professionals.
Companies were mostly cautious when hiring, as are
candidates when searching for new jobs. However, we still
noticed a short supply of quality talent and companies were
seen sourcing for candidates overseas for hard-to-fill roles.
Recruitment level is anticipated to grow slightly in 2014.
Professionals with experience in iOS and Android will be
highly sought after as these two technologies continue to grow
in the market. R&D functions will also be in demand as
companies compete to develop the latest technology
breakthrough in China.
Candidates looking to change roles can expect salary
increments of 20 25 percent. However, salary increments are
no longer the key motivator for candidates when switching
roles. Many now expect a better career development platform,
more responsibility, and authority when changing jobs.

39 38
Tier 1 Cities*: Shanghai, Beijing, Guangzhou
Tier 2 Cities*: Provincial capital cities and thriving cities such as Tianjin, Suzhou, Chengdu, Chongqing, etc

41 40
INFORMATION TECHNOLOGY AND TELECOM
Occupation Title
Experience
(yrs)
2013 2014 2013 2014
Tier 2 Cities * Tier 1 Cities *
Range of Annual Total Package (RMB)
Operations Director
Operations Manager
Algorithm Engineer
Flash Engineer
Producer - Game
Planning Manager
Product Operations Manager
Search Engine
Development Engineer
Web Designer
5 10
3 7
3 7
3 10
3 7
3 10
5 10
3 7
3 7
300 450k
180 360k
200 400k
180 500k
180 250k
180 360k
180 400k
180 300k
180 250k
300 800k
180 400k
200 400k
180 500k
180 250k
180 360k
180 400k
180 350k
180 300k
240 360k
150 300k
150 240k
120 300k
120 200k
150 300k
120 240k
120 240k
120 200k
240 360k
150 300k
150 240k
120 300k
120 200k
HTML Designer 3 7 180 250k 180 350k 120 200k 120 200k
150 300k
Perl / PHP Software Engineer 3 7 180 300k 180 300k 120 240k 120 240k
120 240k
Product Manager 3 7 180 400k 180 500k 120 240k 120 240k
Web Architect 5 10 240 550k 240 550k 150 240k 150 240k
120 240k
Search Engine
Optimization Engineer
3 7 180 300k 180 300k 120 240k 120 240k
UI / UE Engineer 3 7 180 400k 180 500k 120 240k 120 240k
120 200k
INFORMATION TECHNOLOGY AND TELECOM
Occupation Title
Experience
(yrs)
2013 2014 2013 2014
Tier 2 Cities * Tier 1 Cities *
Range of Annual Total Package (RMB)
Hardware Director
Hardware Manager
Hardware Engineer
Architect
Mechanical Engineer
Helpdesk Engineer
Storage Solutions Engineer
System Administrator
8 20
5 15
3 10
3 10
5 10
3 10
3 10
3 10
400 800k
300 600k
150 350k
150 350k
300 600k
100 250k
150 350k
150 350k
400 800k
300 600k
150 350k
150 350k
300 800k
100 250k
150 350k
150 350k
300 600k
200 500k
80 250k
80 250k
180 400k
70 200k
80 250k
80 250k
300 600k
200 500k
80 250k
80 250k
180 600k
Board Engineer 3 10 150 350k 150 350k 80 250k 80 250k
70 200k
Field Service Engineer 3 10 150 350k 150 350k 80 250k 80 250k
80 250k
PCB Layout Engineer 3 10 120 250k 120 250k 70 200k 70 200k
80 250k
Thermal Development Engineer 3 10 150 350k 150 350k 80 250k 80 250k
Testing 3 10 150 350k 150 350k 80 250k 80 250k
Internet Hardware
Tier 1 Cities*: Shanghai, Beijing, Guangzhou
Tier 2 Cities*: Provincial capital cities and thriving cities such as Tianjin, Suzhou, Chengdu, Chongqing, etc
KELLY SERVICES

HONG KONG
2014 SALARY GUIDE

43 44
KELLY IN HONG KONG
Kelly Services Hong Kong offers a comprehensive array of workforce
solutions. With our Kelly 360 talent solution, comprising recruitment,
consultancy, and outsourcing, we are dedicated to making it easy for
any aspiring company to build a motivated workforcewhile
measurably enhancing its company brand.
Our insightful searches based on quality, not quantity
Kelly Recruitment never fills vacancies with a barrage of CVs. Our resourceful consultants
leverage a unique talent mapping process and extensive referral network to pinpoint
perfectly qualified candidateseven those who may not be actively searching the job
market. When screening potential hires, our expert professionals pay close attention to
benchmarking each persons personality and work ethics against different corporate values
and cultures.
This is particularly important when hiring overseas. While some international agencies will
routinely refer such requests to other offices, we rigorously follow each commission through
at every step to ensure the eventual hire is a perfect fit.
The bespoke talent management consultancy
Kelly Consultancy is our clients ideal strategic partner when undertaking both large-scale
hires and management changes. Always astute, our professionally accredited HR specialists
handle every facet of our clients' recruitment needsfrom initial assessment, transition, and
development, right through to C-level succession planning.
Our professional consultants are also skilled in mitigating clients against increasingly
common risks from organizational effectiveness and workforce planning, to global mobility
and market labor research.
Innovative outsourcing solutions
Kelly Outsourcing is our clients extended office. We take care of day-to-day tasks so that
their staff can be freed up to build their core businesses:
Our Independent Contractor Solution (ICS) recognizes the emerging trend of skilled
talent who prefer a free-agent work style. The service provides an efficient means to attract
and engage this freelance and independent contractor population. Whether our clients are
in need of temporary staffing or longer-term contracting solutions, they will be able to
benefit from this valuable contingent workforce with minimal risks.
Our Recruitment Process Outsourcing (RPO) practice is a global leader in enterprise-wide
recruiting, placement, and retentionwhich efficiently sources and matches top-quality
talent across all disciplines, job levels, and geographies to different corporate cultures.
Our customized Business Process Outsourcing (BPO) service combines strategic
expertise and proven, controlled processes with full accountability in all areasboosting
productivity, efficiency, and reducing costs via superior customer satisfaction levels.
Our Contingent Workforce Outsourcing (CWO) suite of services comprises a comprehensive
family of independently contractor managed solutions, such as evaluation, classification and
risk mitigation. Limiting our clients exposure to liability fines and penalties associated with
worker misclassification, CWO also makes it easier for them to access critical talent.

EXECUTIVE OVERVIEW
We are pleased to share with you our views on Hong Kongs employment outlook and
salary forecast in our Kelly Services Hong Kong 2014 Salary Guide. The compilation of job
titles and salary ranges collected are a reflection of actual transactions between employers
and employees, and they represent an accurate picture of the marketplace.
In 2014, though not free of uncertainty, the U.S. economy is looking more optimistic with a
continuation of real growth. The European economy also seems to be finally turning
around with some slow growth visible. Closer to home, Chinas aggressive and credible
reform program, announced in the Third Plenum in November 2013, will lead Chinas
burgeoning growth in the past years to be more sustainable and consistent with the higher
income levels in the economy.
We foresee industries in Hong Kong that rely either on global demand or China economic
development to enjoy stable growth in the coming twelve months. Yet according to the
2018 Human Resources Forecast, published by the Hong Kong SAR Government last
year, we learned that Hong Kong is on course to face talent shortage in 2018, mainly due
to the citys aging population and skill set shortage in particular segments.
To date, labor shortage has already surfaced across certain industries, eg. IT professionals
with three to five years experience, frontline staff of consumer banks, and salesmen and
salesladies in various industries. Though the Hong Kong SAR Government is actively trying
to address the issue, it is also the responsibility of HR professionals like you and me to
start collaborating. We need to get our creative juices flowing to offer solutions that will
help Hong Kong sustain a favorable future and will help promote a healthy hiring climate.
Our Kelly 360 talent solutionwhich comprises recruitment, consultancy, and
outsourcingis ready to assist you in attracting, retaining, and recognizing top talent who
best embodies your corporate vision and values, and to help you weather the hiring
challenges ahead. How do we identify and engage the best talent for 2014 and beyond?
How should we address the talent shortage at the entry level? How can we curtail the
problem of insufficient frontline staff? How do we motivate and engage the youngest
members of the workforce, Generation Z? We look forward to sharing with you our studies
and data to identify solutions to these issues.
We hope this Kelly Services Hong Kong 2014 Salary Guide will serve as your handy
reference tool and will be resourceful to your business. This guide is but a start of our
commitment to you this year. We are always on hand to share with you our data on
specific HR issues and assist you in developing talent management strategies and
programs to meet your needs.
Alan Wong
Managing Director
Kelly Services Hong Kong
46 45

48 47
BANKING
Risk and compliance continued to be a
busy area across the board in 2013, as
regulatory compliance was a key focus
for the larger global banks. As a result, a
number of "cost" areas and non-core
business sectors/departments were
scaled back in terms of human capital to
increase spend elsewhere. However,
looking forward to 2014, we should see a
return to renewed emphasis on revenue
generating areas, most likely in the
private banking/wealth management
areas. Toward the end of 2013, we were
already seeing a demand for new head-
count in this space as new team setups
were being plannedalong with existing
team expansions. Banks will also need to
provide customers with a richer product
mix and more competitive pricing
strategies in these areas, so we should
see higher demand for not only strong
relationship managers here. The same
holds true for corporate banking.
The IPO market in Asia should be a busy
one for 2014 with a positive effect on
hiring. The continued growth of the
middle class in China and in Southeast
Asian countries such as Indonesia have
led to increased consumer demand,
resulting in a favorable climate for
companies across all sectors to consider
initiating their own IPOs.
Risk management and compliance will
continue to be strict, while cost manage-
ment and operational efficiency will be
key for growth. Likewise, there is added
focus on improving customer experience,
ensuring high return on capital, and
specializing in core competencies of the
bank. Large banks will specialize in
selected markets or customer segments
with tailor-made products and reduce
focus on non-core businesses. Midsized
banks are expected to focus more on
organic growth; and the smaller banks
are compelled to start focusing more on
regulatory requirements.
It has now come to be accepted that
huge increases in salaries and big
bonuses are in vogue and probably won't
be for a long time to come. Monetary
increases for new hires will still always be
sought. However, we believe that more
candidates are also after solid career
plans and interesting challenges in a
perspective new opening, along with a
clearer promotional path and career
growth in the medium to longer term.
Work-life balance has also become a
more important factor when candidates
consider a change in jobs.

BANKING
Occupation Title
Analyst
Associate /
AVP /
Manager
VP /
Senior
Manager
SVP /
Director
Executive
Director /
Managing
Director
Range of Annual Base Salary (HKD)
Relationship Management /
Wealth Management
Relationship Management 250 480k 500 700k 750 900k 900k 1.2m 1.2m+
350 450k 500 850k 900k 1.2m 1.4 1.8m 1.8m+
600 850k 850k 1.2m 1.2 1.8m 1.8 2.4m 2.5m+
300 500k 500 900k 1.0 1.5m 1.8 2.3m 2.5m+
600 850k 850k 12m 1.0 1.5m 1.7 2.5m 2.5m+
550 800k 850k 1.2m 1.0 1.5m 1.6 2.4m 2.5m+
500 700k 700k 1.0m 1.6 2.0m 2.0 2.5m 2.8m+
400 600k 700k 1.0m 1.2 1.5m 1.8 2.5m 2.8m+
240 400k 400 500k 600 750k 800k 1.0m 1.0 1.5m
Trade Finance
Institutional Sales
Sales
Relationship Management
Investment Consulting
Portfolio Management
Fund Management
Consumer Banking Front Office
Corporate Banking Front Office
Investment Banking Front Office
Capital Markets Front Office
Private Banking Front Office
Private Equity
Asset Management
Hedge Funds
BANKING
Occupation Title
Analyst
Associate /
AVP /
Manager
VP /
Senior
Manager
SVP /
Director
Executive
Director /
Managing
Director
Range of Annual Base Salary (HKD)
200 360k 360 600k 650 850k 850k 1.2m 1.2m+
320 450k 450 650k 700 950k 1.0 1.2m 1.2m+
280 480k 500 900k 900k 1.2m 1.5 2.0m 2.0m+
300 500k 500 750k 800k 1.0m 1.2 1.6m 2.0m+
200 340k 350 750k 800k 1.5m 1.5 2.0m 2.0m+
260 440k 440 800k 900k 1.5m 1.6 2.0m 2.0m+
340 450k 500 800k 850k 1.2m 1.2 1.5m 1.5m+
260 440k 440 800k 900k 1.2m 1.5 1.8m 2.0m+
280 450k 500 750k 800k 1.2m 1.5 2.0m 2.0m+
Operations Settlement
Operations Documentation
Operations Trade Support
Financial Control / Reporting
Management Reporting
Internal Audit
Treasury Accounting
Product Control
Project Management
Middle & Back Office / Financial Accounting
320 480k 500 900k 1.0 1.5m 1.5 2.0m 2.0m+
300 450k 480 850k 950k 1.4m 1.5 1.8m 1.8m+
250 450k 600 900k 1.0 1.5m 1.5 2.0m 2.0m+
280 450k 500 750k 800k 1.2m 1.5 2.0m 2.0m+
Market Risk
Credit Risk
Operational Risk
Compliance /
Anti-Money Laundering
Risk & Compliance
50 49

COMMERCE (FINANCE & HR)
2014 will be another year of moderate
growth. The commercial sector will
continue to demand talent with financial
planning and analytical capability. From
an HR perspective, professionals in
training and development with Mandarin
capability will continue to be highly
sought after. With China cities as regional
hubs for MNCs, yet with a shortage of
talent with regional experience, there will
be more opportunities for candidates
from Hong Kong and around Asia to
relocate to China. However, with air
pollution and food safety concerns, inter
alia, the best candidates will generally
have stronger preferences for cities such
as Hong Kong.
On a whole, we believe companies will
continue to be challenged for identifying
suitable middle to senior candidates with
Mandarin capabilities who are willing to
travel for up to 50 percent of their time.
Also, it is imperative for middle to senior
Hong Kong managers to maintain their
competitiveness by developing their
strategic capability. Further, the growing
importance of the Asian and Chinese
markets has prompted more MNCs to
hire and develop employees who add
value by thinking creatively on top of
their operational strengths.
We believe the 2014 average salary
increment will remain around 15 percent
for job-switching. Though salary levels
will continue to be a major factor when
attracting talent to make a move, other
factors such as career progression and
work-life balance cannot be downplayed.
For example, a company going through
an IPO may attract candidates looking for
that exposure. A candidate who may
want to increase his international scope
for better progression and package in
the future may find positions with
regional exposure appealing. Hiring roles
that traditionally require substantial labor
time, such as month-end accounting or
accounts receivable, may require
work-life balance initiatives to make the
roles more desirable. We also expect an
outsourcing trend in finance and HR to
bud and grow.
52 51

10 15+ 1.0 1.5m 1.4m+
8 12+ 720k 1.0m 1.0m
5 10+ 480 720k 720k 1.0m+
3 5+ 264 360k 480 720k
10 15+ 1.0m+ 1.4m+
8 12+ 720k 1.0m 1.0m
5 10+ 480 720k 720k 1.0m+
3 5+ 250 360k 480 720k
Director
Regional Manager
Manager
Executive / Officer
Director
Regional Manager
Manager
Executive / Officer
HR Generalist
10 15+ 1.0m+ 1.4m+
8 12+ 720k 1.0m 1.0m
5 10+ 480 720k 720k 1.0m+
3 5+ 250 360k 480 720k
Director
Regional Manager
Manager
Executive / Officer
Compensation & Benefits
Talent Acquisition
COMMERCE (FINANCE & HR)
FINANCE
Commerce & Industry
Range of Annual Base Salary (HKD)
12 15+ 1.4 2.0m
10 15+ 1.0 1.2m
8 12+ 720k 1.0m
8 12+ 650 720k
3 5+ 320 480k
3 5+ 200 320k
10 15+ 1.0m+
CFO
Director
Regional Controller
Controller
5 10+ 480 650k Finance Manager
Accountant
AP / AR Accountant
Head of Audit
Financial Accounting
3 5+ 480 650k
5 10+ 720k 1.0m
10+ 720k 1.0m
8 10+ 650 720k
Internal Auditor
Internal Audit Manager
Head of Planning & Analysis
Manager
3 5+ 320 480k
8 10+ 1.0m+
3 8+ 480 650k
Analyst
5 8+ 480 650k Senior Analyst
Head of Treasury
Treasury Accountant
COMMERCE (FINANCE & HR)
HR & Administration
Occupation Title Experience (yrs)
Commerce & Industry Financial Institution
Range of Annual Base Salary (HKD)
10 15+ 1.0m + 1.4m+
8 12+ 720k 1.0m 1.0m
5 10+ 480 720k 720k 1.0m+
3 5+ 250 360k 480 720k
Director
Regional Manager
Manager
Executive / Officer
6 10 250 360k N/A
3 5 250 360k N/A
6 10 360 420k 480 720k
3 5 250 360k 360 420k
Office Manager
Office Manager
Personal Assistant
Personal Assistant
6 10 360 420k 480 720k
3 5 250 360k 360 420k
0 10 250 360k 250 360k
Executive Secretary
Executive Secretary
Administrative Manager
Training & Development
Business Support
Occupation Title Experience (yrs)
Audit / Internal Control
Management Accounting and Planning & Analysis
Treasury
54 53

INDUSTRIAL AND MANUFACTURING
Range of Annual Base Salary (HKD)
15+ 1.5m+
12+ 900k 1.2m
12+ 1.2 1.5m
10 15 600 900k
8 12 500 800k
12 15 480 720k
General Manager (Regional)
General Manager (Country)
Production Director (Regional)
Production Manager
12+ 700k 1.0m Marketing Director (Regional)
Marketing Manager
Quality Manager
General Management
15+ 800k 1.1m
5 10 300 480k
8 15 480 720k
15+ 800k 1.1m
Quality Director (Regional)
Quality Specialist
Sales Manager
Head of Sales (Regional)
8 15 600 900k Procurement Manager
15+ 800k 1.2m
8 15 600 900k
Procurement Director (Regional)
Planning Manager
15+ 800 1.2m
8 15 600 900k
8 15 480 720k
Supply Chain Director (Regional)
8 15 600 900k Supply Chain Manager
18+ 1.2 1.6m Head of Supply Chain
Planning Manager
Distribution Manager
5 10 360 500k
3 8 240 360k
Senior Supply / Demand Planner
Planner
Occupation Title Experience (yrs)
Quality
Procurement
Sales
Supply Chain
56 55
INDUSTRIAL AND MANUFACTURING
In 2014, though with uncertainty, the European economy is
showing some fragile recovery. Additionally, the U.S. market
seems to see a turning around. We believe the shrinkage of
the market that we have seen will start to hold stable, and the
companies will emerge from it slimmer and fitter. Overall,
companies will shift to value-based management and induce
tailor-made solutions for the different business lines. For instance,
collections of customized supply chains will further emerge to
address the varied market needs of each business unit.
As a whole, broad industry hiring trends will be hard to find.
Instead, hiring needs are becoming company-specific and
contingent upon individual business focuses and requisites,
allowing talent demand to be averaged across different roles
and levels. From top management to frontline staff, the
industry is demanding higher-caliber candidates with strength
not only in operationsbut with flexible entrepreneurial
mindsets, a continuously learning attitude, and a macro sense
of the market and business as a whole.
Same as before, project management, marketing, and sales
will be the key roles to fill. We expect salary increment to be
around 5 10 percent. Apart from salary, other factors such as
job stability, company culture, and working environment are
among the more important factors that could attract talent.

INFORMATION TECHNOLOGY
2014 is expected to be a year of healthy, stable growth both in
the commercial and financial services sectors. The global big
data trend driven by cloud computing and mobile computing will
continue to drive up the talent demand of certain skill sets in the
areas of CRM, data analyses, digital marketing, SEO, and SEM.
Both IT hardware and software companies will continue to
benefit from the rapid development of e-commerce and digital
payment, sustaining a positive hiring sentiment. The demand of
talent involving big data and its associated technologies will
surge, and we are seeing new titlessuch as chief data officer
emerging as commercial decisions rely more on data.
Regardless, we will also continue to see movements in the
industry resulting from healthy structural adjustments and
company reorganizations. For example, among the middle
management, an overloaded senior IT manager position will be
replaced by two junior positions, each with a more streamlined
focus, infrastructure, and application, per se. For senior
positions, the number of expatriate packages will decrease and
will become slowly replaced by returnees for their overseas
experience and unique skills.
The salary review increment for IT professionals will be around
10 15 percent for job-switching; middle-level contract staff will
receive around similar level at 10 20 percent; while the more
junior contract positions can go up as much as 20 percent or
more. We see contract staffing being a haven for the more junior
and fresher candidates, as employers welcome their flexibility
and open-mindedness to merge in with the company processes.
INFORMATION TECHNOLOGY
Executive / General Management
Occupation Title
(Middle to Senior Level)
Experience
(yrs)
Banking Non-Banking Banking Non-Banking
Contract Positions Permanent Positions
Range of Annual Base Salary (HKD)
CIO / CTO
Head of IT (Regional)
Head of IT
Service Delivery Manager
IT Manager
Business Analyst
Project Manager
Project Analyst
Solution Architect
IT Audit / Security
Storage Specialist
Database Administrator
15+
12 15
10 15
10 15
8 12
8 12
8 12
5 8
8 12
5 8
3 5
3 5
5 8
5 8
3 5
3 5
3 5
5 8
3 5
2.8 3.5m
1.2 1.8m
900k 1.5m
720k 1.2m
600 900k
720k 1.2m
700k 1.0m
300 500k
800k 1.2m
420 600k
420 540k
300 480k
540 720k
540 720k
420 540k
420 540k
420 540k
420 540k
360 480k
2.2 2.8m
1.0 1.6m
720k 1.2m
480 800k
400 720k
480 800k
480 800k
240 360k
600 900k
360 520k
360 460k
260 400k
450 600k
450 600k
360 460k
360 460k
360 460k
360 460k
300 480k
N/A
N/A
N/A
900k 1.2m
500 650k
600 950k
600 800k
400 500k
600 950k
420 650k
280 400k
300 480k
500 650k
450 700k
300 450k
350 500k
280 400k
240 360k
200 300k
N/A
N/A
N/A
600 900k
450 550k
500 700k
500 600k
Program Manager 10 15 900k 1.3m N/A 450 600k 400 550k
300 450k
Project Management Officer 8 12 600 900k 400 720k 500 650k 450 550k
500 750k
Network Specialist 5 8 540 720k 450 600k 480 600k 400 600k
360 550k
240 360k
260 400k
350 550k
400 600k
250 400k
250 350k
240 360k
200 300k
180 250k
Helpdesk Specialist
5 8 540 720k 450 600k 480 600k 400 600k System Adminstrator
Project Management
Infrastructure
57 58

INFORMATION TECHNOLOGY INFORMATION TECHNOLOGY
Software / Application Development
Occupation Title
(Middle to Senior Level)
Experience
(yrs)
Banking Non-Banking Banking Non-Banking
Contract Positions Permanent Positions
Range of Annual Base Salary (HKD)
Application Manager
System Analyst
Analyst Programmer
Programmer
Application Support
Technical Manager
Head of e-Commerce
Head of Data Analyses
CRM / Data Analyst
UX Specialist
8 12
5 8
2 5
0 2
3 5
3 5
8 12
12+
12+
5 8
5 8
5 8
5 8
600 960k
480 600k
360 540k
180 300k
N/A
360 540k
N/A
N/A
N/A
N/A
N/A
N/A
480 720k
420 540k
300 420k
160 260k
720k 1.0m
N/A
1.2m+
800k+
360 600k
360 600k
240 480k
480 720k
550 700k
450 600k
250 450k
160 250k
N/A
350 500k
N/A
N/A
N/A
N/A
N/A
N/A
480 650k
420 540k
210 400k
140 210k
500 650k
240 350k
N/A
Trade Floor Support 420 600k N/A 420 550k N/A
N/A
Application Manager 8 12 N/A 600 900k N/A 450 550k
N/A
Online Merchandising Manager 5 8 N/A 360 600k N/A N/A
Information Architect
SEO / SEM
Graphic Designer
5 8 N/A 480 720k N/A N/A
400 500k
200 300k
N/A
e-Commerce
IT Sales
Occupation Title
(Middle to Senior Level)
Experience
(yrs)
For Financial
Institutions
For Commercial For Financial
Institutions
For Commercial
Contract Positions Permanent Positions
Range of Annual Base Salary (HKD)
Regional Sales Director
Business Development Manager
(Regional)
Business Development Manager
Pre-sales Consultant (Regional)
Pre-sales Consultant
15+
8 12
8 12
8 12
3 5
1.8m+
1.2 2.0m
800k 1.2m
900k 1.5m
550 900k
1.2m+
800k 1.2m
550 900k
720k 1.2m
420 600k
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
650 950k
350 600k
60 59

INSURANCE
With a global perspective, the GDP
growth projections for many countries
look positive. Major insurers are by now
well-capitalized and staffed to take on
new opportunities and the corresponding
challenges. 2014 will be a year of growth
for many insurers around the world. The
APAC region will be a key focus area for
business expansion of insurance
companies in the coming two years.
Being one of the more mature markets in
the APAC region, Hong Kong will see
growth in this sector. However, it will not
grow as aggressively as the booming,
emerging Asian neighbors, or as robustly
as Singaporewhich many insurers deem
an up-and-coming market.
In 2014, we expect another cautious yet
productive year for insurers in Hong
Kong. The consolidation of the insurance
industry will continue in 2014 as many
international insurers continue to explore
M&A opportunities within APAC. With
the change, insurer-bank partnerships
will strengthen more than we had seen
before. Among the various insurance
sectors, we expect a surge in demand in
the following areas:
Life:
Pension (as the average age of local
Hong Kongers increases)
Non-Life:
Employee benefits and employee
compensation (as the medical
reformation from 2013 continues)
Specialty insurance: catastrophe risk
(as individuals continue to be more
aware of the environment and change
in climate)
Across the board, junior positionssuch
as assistant managers, managers, and
business development positionswill
continue to be in high demand. Similarly,
more senior positions will be sought.
Insurers may continue to face tight talent
supply in the market in more senior
positions areas, such as actuarial science.
Insurers tend to hire both senior and
middle management candidates with
experience, and a good supply is opting
for experienced Hong Konger returnees
from overseas. In particular, insurers
value the training and the different
selling techniques these candidates bring
with them. Expatriates are less preferred
if a local Hong Konger or returnee is
available, for cost reasons.
Overall, we foresee insurance companies
being willing to increase salaries by three
to five percent for natural progression,
and more than 15 percent for hiring
experienced candidates. With a more
stable economy, candidates who used to
mainly look for stability and salary growth
when considering new jobs now tend to
have more concern over career
aspirations and professional growth.
62 61

INSURANCE INSURANCE
Underwriting
Occupation Title
Experience
(yrs)
Life Non-Life Re-Insurance Broking
Range of Annual Base Salary (HKD)
Regional Head
Regional Manager
Head of Department
Manager
Manager
Head of Department
Department Head
Manager / Senior Manager
Senior Manager
Business Development Director
Manager
10+
10+
8 10
6 8
6 8
8 10+
10+
6 10
10+
6 8
8 10
1.2 1.7m
800k 1.2m
700k 1.2m
550 800k
550 800k
700k 1.2m
1.5m+
660k 1.0m+
950k 1.4m
280 450k
400 700k
1.2 1.7m
800k 1.2m
700k 1.2m
550k 750k
550 750k
700k 1.2m
1.5m+
660k 1.3m
950k 1.4m
280 450k
400 700k
1.4 1.9m
800k 1.3m
700k 1.2m
650 950k
650 950k
700k 1.2m
1.5m+
800k 1.4m
950k 1.4m
280 450k
400 700k
1.2 1.7m
800k 1.2m
700k 1.2m
550 800k
Regional Head 10+ 1.0 1.4m 1.0 1.4m 1.0 1.5m 1.0 1.4m
550 800k
700k 1.2m
Regional Manager 7 10+ 800k 1.2m 800k 1.2m 800k 1.3m 800k 1.2m
1.5m+
660k 1.3m
Assistant Manager 3 6 450 630k 450 630k+ 450 630k+ 450 630k+
Analyst / Senior Analyst 1 3 180 420k 180 420k+ 180 420k+ 180 420k+
950k 1.7m
400 650k
600 900k
Occupation Title
Experience
(yrs)
Life Non-Life Re-Insurance Broking
Range of Annual Base Salary (HKD)
Compliance
Regional Head
Regional Manager
Head of Department
Manager
Manager
Regional Manager
Comptroller
Head of Operations
Regional Manager
Manager
10+
7 9
8 10
6 8
6 8
8 10+ years
7 10+ years
8 10+
6 8
10+
1.0 2.0m
540 900k
960k 1.3m
420 720k
450 700k
1.1 1.5m
800k 1.3m
650 850k
380 720k
550 800k
1.0 2.0m
540 900k
960k 1.3m
420 720k
450 700k
1.1 1.5m
800k 1.3m
550 750k
350 700k
550 800k
1.2 2.4m
600 940k
980k 1.5m
480 760k
450 700k
1.1 1.5m
800k 1.3m
650 850k
400 800k
550 800k
1.2 2.4m
600 940k
980k 1.5m
480 760k
Head of Marketing 10+ 900k 1.5m 800k 1.4m 900k 1.5m 900k 1.5m
450 700k
Senior Manager 8 10 650 850k 550 750k 650 850k 650 850k
1.1 1.5m
CFO 10+ years 1.4 1.8m+ 1.3 1.8m 1.3 1.8m 1.3 1.8m
800k 1.3m
Manager 6 10 600k 960k 450 760k 600 960k 500 760k
COO 10+ 900k 1.5m 800k 1.4m 900k 1.5m 900k 1.5m
650 850k
350 700k
550 800k
Claims
Actuary (Qualified)
Business Development / Sales
Marketing
Accounting / Finance
Operations / Administration
64 63

HEALTHCARE AND LIFE SCIENCES
Range of Annual Base Salary (HKD)
15+ 800k 1.2m
5+ 400 650k
15+ 900k 1.3m
10+ 600 900k
5+ 400 800k
5+ 250 500k
Sales Director (Regional)
Area Manager
Marketing Director
Marketing Manager
8+ 350 600k Medical Affairs Manager
Product Manager
Clinical Project Manager
Pharmaceutical
7+ 350 650k
6+ 250 500k
12+ 900k 1.3m
Clinical Research Manager
Quality Manager
8+ 350 800k Regulatory Manager
Sales Director
5+ 400 650k Area Manager
10+ 600 800k
8+ 250 550k
8+ 250 650k
Marketing Manager
5+ 350 650k Product Manager
15+ 800k 1.3m Marketing Director
Q&A Manager
Regulatory Manager
15+ 1.0 2.0m R&D Director
Occupation Title Experience (yrs)
Medical Devices
HEALTHCARE AND LIFE SCIENCES
With a robust APAC market, we saw business development and
sales activities in the healthcare and life sciences sectors
increase in countries such as China, India, and Japan. In 2013,
there were even a few large players setting up their head
operation and sales offices in China or Taiwan.

In 2014, we foresee the midsized international pharmaceutical
companies, which used to only have offices in the U.S. and
Europe, continuing to seek growth opportunities in Asia. Hong
Kong will continue to be a popular choice for regional offices
alongside Singapore and Shanghai.
Skill sets required in the industries will shift toward becoming
even more country-specific. Native tongue and local
experience will become more significant requirements. With a
decrease in demand for expatriates in senior management
positions, Hong Kong professionals who have China and
international experience, travel experience, and language skills
are more sought after for senior management roles. Yet overall,
riding on the growth of the industries in China, we foresee a
growing demand in functions such as sales and marketing.
In-field professionals may expect around a 10 percent salary
increment in 2014. Though the conservative industry clouds a
cautious attitude towards job-switching, good career prospects
is vital to induce a move.
65 66

RETAIL (SALES & MARKETING)
In 2014, the relatively weak Hong Kong
dollar will continue to sustain the citys
retail competitiveness in APAC. Yet, we
expect the luxury brands in Hong Kong
to slow down their expansion. In early
2014, we see international luxury retailers
dropping their retail price in China to
make it more attractive to retain luxury
purchases in the mainland. This will
inevitably have an impact on Hong Kong
luxury retailers whose business relied
heavily on Chinese tourists in the past
few years. Regardless, there will still be
late-coming international luxury brands
entering the APAC and China market,
setting up new stores or taking over their
Hong Kong operation from their
consignees. Some luxury retailers also
have interest in playing direct roles in
travel retail by setting up their own
stores in the airport. On the other hand,
we expect positive growth in the tier-two
luxury and mass retail with more players
entering the market.
In Hong Kong, given that most tenants in
key shopping centers have rental
agreements tied to their turnover
performance, there is a close relationship
between sales growth and rent. To curtail
rent increases coupled with the eCRM
and global big data trend, we foresee
the retail brands accelerating the pace of
their e-commerce developmentleaving
their retail space for building brand and
customer experience. Also with unique
brand experience being a key factor in
building and retaining VIP customers,
sizeable retailers will put more effort into
retaining their middle to senior talent
within the company.
Inevitably, there will be a surge in
demand for training professionals and
e-commerce related specialists, eg.
digital marketing, CRM, data analysis and
social media. Roles in visual design, visual
merchandising, PR, and events will
continue to enjoy positive growth.
Middle and senior managers will
continue to have more opportunities to
widen their exposure in China. Though
hiring of the luxury retail brands will likely
be natural replacements, frontline sales
will continue to be in high demand across
the board. Overall, we expect a 15 20
percent salary increment for natural
progression, and around 20 percent for
new hires.
68 67

RETAIL (SALES & MARKETING)
Occupation Title Experience (yrs) Range of Annual Base Salary (HKD)
15+ 1.0m+
10+ 1.0m+
10+ 1.0m+
8+ 1.0m+
8+ 550 780k
5+ 494 650k
Managing Director
General Manager
Head of Retail
Retail Director
8+ 715 975k Retail Manager (Regional)
Retail Manager
Wholesale Manager
8+ 650 780k
8+ 1.0m+
Wholesale Manager (Regional)
Travel Retail Director
5+ 416 520k Travel Retail Manager
5+ 585 754k Sales Manager (Regional)
5+ 455 715k
5+ 585 780k
8+ 715 780k Brand Manager
8+ 754k 1.0m+ Marketing Director
3+ 260 300k Marketing Executive
5+ 455 715k Marketing Manager
CRM Manager
Digital Marketing Manager
5+ 390 500k PR / Communications Manager
5+ 520 715k
8+ 650 845k
5+ 585 720k
PR / Communications Manager (Regional)
Merchandising / Buying Manager
5+ 320 500k Merchandiser / Buyer
10+ 900k 1.0m+ Head of Visual Merchandising
Visual Merchandising Manager
3+ 260 300k Visual Merchandising Executive
10+ 840k 1.0m+ Training Director
5+ 456 845k Store Design Manager
5+ 455 730k Training Manager
3-5 years 240 400k Trainer
5+ 455 520k
5+ 715k 1.0m+
Store Manager Mass Retail
5+ 780k 1.0m+ Store Manager Luxury Watch & Jewelry
Store Manager Luxury Fashion &
Leather Goods
5+ 360 520k Area Manager
70 69
RETAIL (SALES & MARKETING)
Executive Management
Occupation Title Experience (yrs) Range of Annual Base Salary (HKD)
Marketing
Sales and Operation
Merchandising / Buying
Store Design
Training

Guangzhou
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Tel: (86-20) 8364 4280
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Tel: (86-21) 5403 1333
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Tel: (86-10) 6588 5258
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Suzhou PRC 215021
Tel: (86-512) 6761 0160
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7 Xin Guang Hua Street, Jinjiang District
Chengdu PRC 610016
Tel: (86-28) 6283 3466
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39 Queens Road Central, Hong Kong
Tel: (852) 2281 0000
Fax: (852) 2281 0099
Email: info@kellyservices.com.hk