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VIETNAM

SUMMARY

In 2013, the recruitment market


started slowly in Vietnam but
picked up after the New Year
or Tet celebrations, with hiring
activity across IT as well as the
pharmaceutical and industrial
sectors. People were willing to
move jobs but in most cases
market conditions could not
support their salary expectations.
Companies continued to prefer
hiring local professionals, however
the candidate-short market and
skills gap between middle and top
management meant this need
could not always be met.

As a result, hiring managers


were open to enticing overseas
Vietnamese back home due to
their international exposure and
expanded portfolio.
In view of the severe talent
shortage, most companies were
flexible in their hiring requirements
and considered applicants with
broadly matching skill sets.
Employers will need to focus on
developing skills and knowledge
internally if they want to build up
their teams, particularly as the
competition for quality local talent

looks set to intensify. Generally,


the outlook is fairly positive, with
international companies starting
to turn to Vietnam as a sourcing
alternative to China. Market
conditions will continue to be a
challenge, but as multinationals
convert representative offices into
wholly-owned businesses and
subsidiaries, future growth looks
promising.

Robert Walters Global Salary Survey 2014

463

VIETNAM
COUNTRY OVERVIEW

ACCOUNTING
& FINANCE

he majority
of hiring that
took place in
accounting and
finance in 2013 was
for replacement
roles, with new vacancies occasionally
created through business expansion.
With widespread budgetary constraints,
hiring managers looked for employees
who could carry out broad roles.
Internationally-recognised certifications
like ACCA, CIMA or CPA also gained
value in Vietnam, and companies
continued to prioritise applicants with
these qualifications.

BANKING & FINANCIAL SERVICES


Front office banking was generally quiet
throughout 2013. With companies
focusing heavily on developing their
existing teams, fewer new roles were
created. Companies prioritised quality
service provision and client relationships
over market share growth, and so took
a cautious approach to recruitment.
Looking ahead, banks will continue to
search for quality Vietnamese nationals
who have been educated overseas,
although the competition for their
signatures will be fierce. With regard to
salaries, having remained stable in 2013,
they may rise slightly in 2014.

HUMAN RESOURCES
Companies looked for hiring specialists
who could fill business-partnering roles

and add commercial value, particularly in


the consumer goods and pharmaceutical
industries. Multinationals were also on
the lookout for HR professionals with
expertise in learning and development
as well as organisational development
due to talent shortages. This trend will
continue in 2014, and we expect to
see greater demand for HR heads and
directors with 10 years experience or
more. HR professionals with overseas
backgrounds will also be popular hiring
targets but will be in very short supply
as will HR business partnering and talent
management specialists. On average,
well see pay increments of 10% for jobmovers in 2014, with perhaps up to 20%
for senior HR experts.

INFORMATION TECHNOLOGY
It was a mixed year for recruitment within
the IT sector. Restructuring, cost-saving
and redundancies among multinationals
led to reduced hiring activity on the
one hand, while outsourcing and new
business expansion caused increased
demand on the other. Managers and
engineers with experience in digital,
web, and mobile development were
hiring priorities, as were senior managers
able to build up hardware and software
companies at national and regional
level. We expect to see companies
looking to recruit cloud computing and
mobile application specialists in 2014.
Outsourced IT service provision will also
be a key area. IT leadership and crosscultural communications skills will be in
short supply, and 20% pay increments for
non-moving staff should remain constant
in 2014.

SALES & MARKETING


In the FMCG sector, some company
offices were downsized or closed during
2013. This meant recruitment needs
dropped off and only the best sales and
marketing applicants were likely to find
work. In the chemical, automation and
electrical engineering sectors there was
an ongoing call for sales and marketing
professionals. 2013 was also very
active for those specialising in technical
healthcare. Hiring mangers sought
candidates with very specific market
knowledge as they were less willing to
take a risk with new hires from outside
the industry. In 2014, we expect to see
new FMCG businesses set up in Vietnam,
with positive implications for recruitment.
Salaries should rise in line with inflation,
or hover around the 10-20% increment
range on average.

SUPPLY CHAIN & ENGINEERING


It was a quiet recruitment year for this
sector, with only the top companies
looking to expand. And with cost-saving
top of the agenda, internal rather than
external applicants were the order of
the day. Recruitment levels should pick
up in 2014, particularly in the garment,
electronics/electrical and FMCG
industries, with hiring for procurement
specialists likely to be busy. Overall we
anticipate shortages of high-quality, multitasking employees with strong technical
skills. Salary increments will be modest at
around 10-15% in 2014, while employees
will also be looking for compelling training
and development offers.

HO CHI MINH CITY


ACCOUNTING & FINANCE

ROLE

PERMANENT SALARY PER ANNUM USD ($)


2013

2014

Senior Auditor

18 - 20k+

19.5 - 23.5k+

Chief Accountant

12 - 26k

16 - 32k

Internal Auditor Manager

20 - 44k

26 - 52k

Financial Accountant

6.5 - 15.5k

10.5 - 19.5k

Management Accountant

6.5 - 15.5k

10.5 - 23.5k

Chief Financial Officer

86 - 122k

86 - 122k

Finance Director - MNC

57 - 88k

57 - 88k

Finance Director - SME

42 - 58k

45.5 - 58.5k

Financial Controller - MNC

42 - 49k

42 - 49k

Financial Controller - SME

31 - 38k

32.5 - 45.5k

Finance Manager

35 - 50k

26 - 50k

Compliance & Risk Manager

32.5 - 49k+

36.5 - 52k+

Cost Controller

11.5 - 12.5k+

13 - 26k+

Senior FP&A

31 - 38k

32.5 - 52k

Risk Manager

26 - 48k

28.5 - 53k

Finance/Business Analyst

14.5 - 16k+

15.5 - 32.5k+

Tax Manager

23.5 - 43k

26 - 52k

Relationship Manager

12 - 24k

13 - 26.5k

Accounting

Finance

465

NB: Figures are basic salaries exclusive of benefits/bonuses unless otherwise specified.

Robert Walters Global Salary Survey 2014

HO CHI MINH CITY


BANKING & FINANCIAL SERVICES

ROLE

PERMANENT SALARY PER ANNUM USD ($)


2013

2014

Corporate & Institutional Banking

60 - 70k

66 - 77k

Head of Trade Finance

40 - 76k

44 - 83.5k

Head of Overseas Remittance

40 - 70k

44 - 79k

Channel Manager

33 - 45k

37.5 - 49.5k

Sales Director

27 - 53k

30 - 58k

Relationship Manager (5+ yrs exp)

36 - 70k

39.5 - 77k

Relationship Manager (1 - 3 yrs exp)

10 - 25k

11 - 27.5k

Head of Retail Banking Operations

60 - 80k

66 - 88k

Branch Manager

20 - 40k

22 - 44k

Branch Services Manager

14 - 28k

15.5 - 31k

Head of Credit Risk

53 - 70k

58 - 77k

Head of Retail Risk

53 - 70k

58 - 77k

Senior Manager - Retail Risk Operations

40 - 60k

44 - 66k

Risk Manager

27 - 47k

30 - 53k

Front Office

Operations

Risk

 NB: Figures are basic salaries exclusive of benefits/bonuses unless otherwise specified.

Robert Walters Global Salary Survey 2014

466

HO CHI MINH CITY


HUMAN RESOURCES

ROLE

PERMANENT SALARY PER ANNUM USD ($)


2013

2014

HR Director

66 - 106k+

72 - 120k+

HR Manager

28 - 53k+

28 - 60k+

HR Executive

8 - 12k

9 - 15k

Organisation & Development Manager

22 - 45k

25 - 48k

HR Operational Manager

22 - 45k

24 - 48k

HR Business Partner

22 - 38k

25 - 48k

Compensation & Benefits Manager

20 - 23k

20 - 24k

Learning & Development Manager

19 - 26k

19 - 26k

Talent Acquisition Manager

17 - 20k

20 - 30k

Office Manager

13 - 19k

13 - 19k

Personal Assistant

6 - 13k

6 - 13k

Human Resources

Business Support

467

NB: Figures are basic salaries exclusive of benefits/bonuses unless otherwise specified.

Robert Walters Global Salary Survey 2014

HO CHI MINH CITY


INFORMATION TECHNOLOGY

ROLE

PERMANENT SALARY PER ANNUM USD ($)


2013

2014

IT Head

58 - 69k

50 - 65k

CTO

30 - 45k

28 - 45k

Senior Project Manager

26 - 37k

26 - 40k

IT Manager

23 - 36k

20 - 35k

Senior Business Analyst

17 - 26k

20 - 30k

Technical Architect - .NET

18 - 24k

20 - 25k

Senior Android/iOS Developer

18 - 23k

23 - 26k

C#/ASP .NET Engineer

17 - 23k

20 - 26k

ERP Technical Consultant

14 - 22k

16 - 24k

Embedded Software Engineer

13 - 18k

15 - 20k

SharePoint Developer

13 - 17k

15 - 20k

ERP Functional Consultant

10 - 18k

14 - 19k

Java Engineer

10 - 16k

15 - 19k

Senior QC Engineer

8 - 14k

9 - 15k

IT Infrastructure Head

30 - 35k

32 - 40k

Senior System Engineer

23 - 36k

25 - 40k

IT Security Manager

22 - 37k

25 - 42k

Senior Database Engineer

11 - 18k

14 - 22k

Business Transformation

Development

Infrastructure

 NB: Figures are basic salaries exclusive of benefits/bonuses unless otherwise specified.

Robert Walters Global Salary Survey 2014

468

HO CHI MINH CITY


SALES & MARKETING

ROLE

Management
GM/MD
Sales & Marketing Director
Sales & Marketing Manager
Sales
Sales Director
National Account Manager
Regional Account Manager
Key Account Manager
Business Development Manager
Area Sales Manager
District Sales Manager
Sales Engineer
Marketing
Marketing Director
Marketing Manager
Corporate Affairs Director
Corporate Affairs Manager
Business Unit Manager
Marketing Research Director
Marketing Research Manager
Public Relations Director
Public Relations Manager
MarComms Director
MarComms Manager
Direct Marketing Manager
Trade Marketing Manager
Channel Manager
Product Manager
Visual Merchandising Manager
Brand Manager
Technical Healthcare
Medical Director
Medical Affairs Manager
Clinical Research Manager
Clinical Research Specialist
Regulatory Affairs Manager
Regulatory Affairs Specialist
Medical Science Liaison
Medical Specialist


469

PERMANENT SALARY PER ANNUM USD ($)


2013

2014

117 - 195k
104 - 130k
52 - 65k

135 - 225k
120 - 150k
60 - 75k

65 - 91k
52 - 65k
26 - 39k
26 - 39k
26 - 32.5k
19.5 - 26k
13 - 19.5k
8 - 13k

75 - 105k
60 - 75k
30 - 45k
30 - 45k
30 - 37k
22.5 - 30k
15 - 22k
9 - 15k

78 - 104k
65 - 91k
78 - 91k
26 - 39k
65 - 91k
78 - 91k
39 - 52k
65 - 78k
32.5 - 39k
52 - 65k
39 - 52k
52 - 78k
39 - 52k
32.5 - 39k
22 - 32.5k
19.5 - 26k
19.5 - 26k

90 - 120k
75 - 105k
90 - 105k
30 - 45k
75 - 105k
90 - 105k
45 - 60k
75 - 90k
37 - 45k
60 - 75k
45 - 60k
60 - 90k
45 - 60k
37 - 45k
25.5 - 37k
22.5 - 30k
22.5 - 30k

58.5 - 78k
26 - 45.5k
32.5 - 45.5k
15.5 - 22k
26 - 39k
15.5 - 23.5k
19.5 - 28.5k
13 - 19.5k

67 - 90k
30 - 52k
37.5 - 52.5k
18 - 25.5k
30 - 45k
18 - 27k
22.5 - 33k
15 - 22.5k

NB: Figures are basic salaries exclusive of benefits & bonuses unless otherwise specified.
Robert Walters Global Salary Survey 2014

HO CHI MINH CITY


SUPPLY CHAIN & ENGINEERING

ROLE

Supply Chain & Procurement


Supply Chain Director
Supply Chain Manager
Plant Manager
Operations Manager
Continuous Improvement Manager
Logistics Manager
Maintenance Manager
Planning Manager
Customer Service Manager
Procurement Manager
Warehouse Manager
Sourcing Manager
Service Manager
Production Manager
HSE Manager
Facility Manager
Third Party Logistics
Operations/Logistics Manager
Sales Manager
Key Account Manager
Engineering
Engineering Manager
Project Manager
QA/QC Manager
R&D Manager

PERMANENT SALARY PER ANNUM USD ($)


2013

2014

60 - 84k
30 - 48k
48 - 60k
48 - 60k
30 - 42k
30 - 36k
30 - 36k
24 - 48k
24 - 36k
24 - 30k
24 - 30k
24 - 30k
24 - 30k
24 - 36k
24 - 30k
21.5 - 26.5k

66 - 92.5k
33 - 53k
53 - 60k
53 - 66k
33 - 46k
33 - 39.5k
33 - 39.5k
26.5 - 53k
26.5 - 39.5k
26.5 - 33k
26.5 - 33k
26.5 - 33k
26.5 - 33k
26.5 - 39.5k
26.5 - 33k
24 - 29k

30 - 40k
24 - 30k
18 - 30k

33 - 44k
26.5 - 33k
20 - 33k

30 - 42k
26 - 36k
30 - 36k
18 - 30k

33 - 46k
28.5 - 39.5k
33 - 39.5k
20 - 33k

 NB: Figures are basic salaries exclusive of benefits/bonuses unless otherwise specified.

Robert Walters Global Salary Survey 2014

470