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KEEP TRACK OF THE TRENDS

INSIGHTS FROM THE EXPERTS


The FY 18/19 Hays Salary Guide: Salary & Recruitment Trends

hays.com.au | hays.net.nz
CONTENTS

INTRODUCTION 3

MARKET OVERVIEW & TRENDS 4


Recommendations 6
Salary Policy 8
Recruitment Trends 14
Economic Outlook 26

SALARIES & SECTOR OVERVIEWS 28


Executive 29 Life Sciences 107
Accountancy & Finance 30 Healthcare 109
Banking 57 Education 114
Insurance 66 Policy & Strategy 115
Office Support 71 Information Technology 117
Contact Centres 76 Construction, Architecture 127
& Engineering
Human Resources 80
Property 136
Sales 84
Facilities Management 140
Marketing & Digital 87
Manufacturing & Operations 143
Retail 94
Energy 145
Logistics 96
Resources & Mining 149
Procurement 99
Oil & Gas 156
Legal 101

THANK YOU FEEDBACK DISCLAIMER


Hays would like to express our gratitude to all those We welcome any feedback or comments regarding this The Hays Salary Guide is representative of a value added
organisations that participated in our online survey and guide whether positive or negative to ensure that it service to our clients, prospective clients and candidates.
provided such invaluable feedback, which we feel has continues to be relevant to Australian and New Zealand Whilst every care is taken in the collection and compilation
contributed to making this the most accurate and up to organisations across all industries. Please address any of data, the guide is interpretive and indicative, not
date survey of its kind in Australia and New Zealand. This suggestions to your local Hays office or to: conclusive. Therefore information should be used as a
year’s results are based on a survey of more than 3,000 Hays, Level 13, Chifley Tower, 2 Chifley Square, Sydney NSW 2000. guideline only and should not be reproduced in total or by
participants. A list of all contributors who kindly gave their E: salaryguide@hays.com.au section without written prior permission from Hays.
permission to be named as participants can be found on
our website.

This Guide is reproduced in full in PDF format and can be requested from our website – hays.com.au and hays.net.nz
EMPLOYEES
PRIORITISE A PAY RISE
HOW WILL YOU RESPOND?
2017 was a phenomenal year Interestingly, the intentions of
for jobs growth in Australia, employers suggest the tables are,
ever so slightly, starting to turn in
while New Zealand’s labour
this direction. According to our
market continued to face survey data, more employers are
significant skill shortages. willing to offer a pay rise this year
2018 has thus far seen continued compared to last. But the value of
labour market strength. Permanent those increases is falling, which is a
and temporary hiring intentions for glaring impediment for widespread
the year ahead suggest further wage growth and is at odds with the
employment gains, while employers expectations of professionals, who
also expect business activity to are inclined to think the value of their
increase and the economy to pay rise will be higher.
strengthen. However, employers say How then can you attract and retain
the shortage of highly-skilled the top talent? The provision of
professionals is impacting the career progression opportunities and
effective operation of organisations ongoing learning & development
and departments. remains vitally important to
No wonder skilled professionals employees. With organisations
believe the time is ripe for wage restructuring to keep up with
growth. After years of sedate salary changing business needs, including
increases, our survey results show a digital transformation and the
pay rise is their number one priority requirement for new skill sets,
this year. And if their employer upskilling existing staff is a strategy
doesn’t offer a salary increase, almost that works for both employers and
half will request one. employees. After all, constant
upskilling is the new normal for any
professional looking to stay relevant
in the job market and any
organisation looking to remain
competitive in an increasingly
mechanised world of work.
In the following pages, we share
findings from our survey as well as
typical salaries in 25 sectors and
industries. We hope these insights
keep you informed for the year ahead.
Nick Deligiannis
Managing Director,
Hays Australia & New Zealand

2018 Hays Salary Guide | 3


53%
MARKET OVERVIEW & TRENDS

OF PEOPLE WHO PLAN TO CHANGE JOBS


ARE DRIVEN BY A LACK OF PROMOTIONAL OPPORTUNITIES

65%
OF EMPLOYERS INTEND TO INCREASE SALARIES BY UP TO 3% THIS FINANCIAL YEAR

4 | 2018 Hays Salary Guide


A SALARY INCREASE
IS MORE ATTAINABLE
BUT THE VALUE WILL FALL
General findings The number of employers intending to
increase salaries between 3-6% remains
For our 2018-19 Hays Salary Guide we
unchanged at 18%.
surveyed more than 3,000 organisations,
representing over 2.3 million employees, Advertising and media tops the list of most
for their views on salary policy, hiring generous industries, with 13% of employers
intentions and recruitment trends. These planning to award salary increases of 6% or
employers hold positive business activity more in their next review. This is followed
and economic performance expectations, by professional services (11%), construction,
yet while more plan to increase salaries property & engineering (9%), IT &
this year compared to last, the value of telecommunications and hospitality, travel
those increases will fall. & entertainment (both 8%), and financial
services and mining, resources, energy and
Outlook oil & gas (all 7%).
Business activity increased in 74% of We also spoke to over 1,200 professionals
organisations over the past year, with for their perspective on salary and
77% expecting it to increase in the recruitment trends. As a group they have
next 12 months. 40% say the economy higher expectations for a salary increase
will strengthen in the coming six to 12 than they did this time last year, with 17%
months, up from 36% last year. expecting an increase of 6% or more, up
from 14% last year.
Such positive sentiment helps account
for expected headcount increases in the When asked what’s most important to their
year ahead; 47% of employers intend to career in the year ahead, a massive 67% said
increase permanent staff levels and 22% a pay rise. The priority placed on a salary
temporary and contract staff numbers. increase is understandable considering the
sedate wage growth of recent years.
Furthermore, the trend of employing
temporary and contract staff on a regular, This year for the first time we compared
ongoing basis continues, with 24% of salary expectations by location.
employers now doing so. Professionals living in New South
Wales and Western Australia are the
Skill shortages most optimistic, with 17% expecting to
receive an increase of 6% or more. This is
67% of employers say skill shortages are
followed by Queensland (16%), Tasmania
likely to impact the effective operation
(15%), Victoria and ACT (both 14%).
of their business or department in either
a significant (26%) or minor (41%) way, At the other end of the scale, 43% of
with mid management professionals the South Australian professionals expect no
most difficult to recruit. salary increase, as do 38% of Northern
Territorians and 29% of Tasmanians.
Perhaps this is why 34% of organisations
report increased overtime. This is up from
Benefits
32% one year prior. It also explains why,
in skill short areas, 57% of employers It’s pleasing to see that the benefits
would consider employing or sponsoring employers and employees offer and want
a qualified overseas candidate. are aligned. The most common benefits
employers say they offer are flexible
Salary trends work practices (84%), ongoing learning &
development (73%) and career progression
Our 2018-19 survey data shows more
opportunities (66%). Meanwhile, when
employers are willing to offer salary
looking for a new job it is flexible work
increases this year. When they last reviewed
practices (73%), career progression
salaries, 14% of employers gave no
opportunities (72%) and ongoing learning &
increases; looking ahead 11% intend to give
development (59%) that professionals want.
no increases in their next review. However,
while more employers will give an increase With the fourth industrial revolution
this year, the value of those increases will changing the way organisations
fall, with 65% intending to raise salaries at operate and job tasks are completed,
the lower level of 3% or less, up from 60%. it’s reassuring that employers and
In addition, while 8% increased salaries by professionals have found common ground
6% or more in their last review, just 6% plan in flexibility, ongoing learning and career
to do so this year. progression. These are factors that will
help them both stay relevant in the future.

2018 Hays Salary Guide | 5


MARKET OVERVIEW & TRENDS
RECOMMENDATIONS FOR EMPLOYERS

Flexibility is standard, making its absence a historic and conventional ‘Advertise & Apply’ model of
recruiting limitation recruitment, where active jobseekers at that point in time
apply to advertised vacancies, a ‘Find & Engage’ approach
Flexible work practices are the number one benefit can now be realised. This involves using digital technology
professionals want (73%) and receive (70%), however just and data science analytics to reach deep into candidate
45% are ‘very satisfied’ or ‘extremely satisfied’ with their pools and examine large amounts of data to prepare
current level of work-life balance. If your organisation shortlists of the most suitable people, which span far
doesn’t offer flexible working options, it is in the minority wider than the community of active jobseekers. From this,
and this could have an obvious impact on attraction and it is possible to extrapolate meaningful patterns and
retention. You can get back in the game to compete for gauge how open to new job opportunities a potential
the top talent by reviewing and implementing policies in candidate is. The ‘Engage’ element then comes into effect,
this area, such as staggered start and finish times. putting the relationship back at the heart of recruitment
to understand a candidate’s personal priorities and
Promote career progression and development aspirations for a successful outcome. It’s a game-changing
opportunities transformation for employers and external agencies alike,
and one you can now utilise to help fill skill gaps.
With business activity and confidence high, and employers
adding to their teams, it is surprising that of the 46% of


people who said they plan to look for a new job this year,
53% cited a lack of promotional opportunities as the main
reason. This suggests employers could be doing more to If your organisation doesn’t
develop their existing talent, particularly since a lack of offer flexible working options,
new challenges (44%) and poor training and development
(29%) came in as the third and fourth highest factors
it is in the minority and this
could have an obvious impact


spurring them to look at jobs elsewhere. In addition, when
looking for a new job, professionals also pursue career
progression opportunities (72%) and ongoing learning &
on attraction and retention.
development (59%).

Recruitment remodelled
67% of employers believe that skill shortages will impact
MARKET OVERVIEW & TRENDS: RECOMMENDATIONS

the effective operation of their business or department.


However, digital technology, data science and artificial
intelligence now allow you to reach new candidate pools,
helping to overcome skill shortages. How? Rather than the

Survey highlights

Employers Employees

89% intend to increase salaries in the


year ahead 75% expect a salary increase in the
year ahead

96% 72%
envisage business activity to increase
envisage they will or might ask for a
or remain the same in the next
pay rise in their next review
12 months

90% 46%
expect permanent staff levels to are currently looking or planning to
increase or remain the same in the look for a new job in the next
next 12 months 12 months

43% 73%
say staff management skills have the say flexible work practices are an
highest impact on the effectiveness of important benefit when looking for a
their organisation new job

6 | 2018 Hays Salary Guide


MARKET OVERVIEW & TRENDS
RECOMMENDATIONS FOR EMPLOYEES

Upskill and become a continuous learner If necessary, consider advancement elsewhere


Over half (52%) of employers said they are currently Staff turnover increased in 32% of organisations during the
restructuring their department or organisation to keep up past year, while overtime was up in 34%. No wonder only
with changing business needs. Of these, the key drivers 40% of the professionals we spoke to are ‘very satisfied’ or
are a change in the required skill sets (48%) and digital ‘extremely satisfied’ in their current job. Just 41% and 51% are
transformation (31%). To remain employable in the face of ‘very satisfied’ or ‘extremely satisfied’ with their current
the change occurring around you, become a constant employer and current direct manager respectively.
learner. Ask for stretch opportunities, follow industry
leaders on social media, join a professional association, Consider temporary assignments
and consider internal or external study.
24% of employers now employ temporary and contract
staff on a regular, ongoing basis. That’s a lot of
If you don’t ask, you won’t get employment opportunities that are passing you by if you
If your employer doesn’t offer a salary increase, you could are not open to this form of working. Temporary
consider joining the 48% of professionals who said they’ll ask assignments are worth considering since they allow you to
for one. Preparation and evidence of achievements that gain experience in new industries, business cultures and
exceed your objectives are key steps in securing a pay rise, projects, develop new contacts and push you out of your
and don’t forget to have a fall-back position. For example, if comfort zone.
your employer cannot afford to increase your salary, can you
agree a date for another pay review in three or six months?
What about additional annual leave, study or other benefits?

2018 Hays Salary Guide | 7


SALARY POLICY
SALARY INCREASES LAST REVIEW

1. Average percentage salary increases given in last salary review: across all industries

14%
Nil
60% 18%
Less than 3% From 3% to 6%
5%
From 6% to 10%
3%
More than 10%

For specific industries (%):

44 1
18 52 22 6 80 13
Advertising/Media Manufacturing
5 6 11
17 41 27 10 30 56 7
Construction/Property/Engineering Mining/Resources/Energy/Oil & Gas
7 6
14 73 13 13 44 30
Education (teaching & support) Professional Services
3 2
9 57 21 10 10 78 10
Financial Services Public Sector/Not for Profit
4 43
15 55 20 6 14 61 18
Hospitality/Travel/Entertainment Retail/FMCG
8 4 2
14 41 33 11 76 11
IT/Telecomms Transport/Distribution
MARKET OVERVIEW & TRENDS: SALARY POLICY

8 | 2018 Hays Salary Guide


SALARY POLICY
SALARY INCREASES NEXT REVIEW & BENEFITS

2. When you next review, by what percentage do you intend to increase salaries? across all industries

11%
Nil
65% 18%
Less than 3% From 3% to 6%
4%
From 6% to 10%
2%
More than 10%

For specific industries (%):

4 4 31
9 56 22 9 76 16
Advertising/Media Manufacturing
2 43
11 52 28 7 21 57 15
Construction/Property/Engineering Mining/Resources/Energy/Oil & Gas
2 2
11 80 7 7 58 24 9
Education (teaching & support) Professional Services
34
10 62 21 10 82 8
Financial Services Public Sector/Not for Profit
2 31
17 59 16 6 10 66 20
Hospitality/Travel/Entertainment Retail/FMCG
4 4
8 52 32 8 81 11
IT/Telecomms Transport/Distribution

3. Does your company offer flexible salary packaging?

67%
Yes
33%
No

Of those who answered yes, the following benefits were indicated as being commonly offered to (%)...

All More than Less than Few


employees 50% 50% employees

21 27 29 25
33
38 41
49 10
57
61 6 12
16 4
20 11 6
19 15

Car Bonuses Private health Parking Salary sacrifice


insurance

16 25
41 5
47
12 4
65 6
67
6 6

Above mandatory Private expenses Other


superannuation

2018 Hays Salary Guide | 9


SALARY POLICY
SALARY INCREASES

In a separate survey we also asked our candidates what their expected salary increases were

In your next review, what percentage increase do you expect to receive? across all industries

25%
Nil
39% 19%
Less than 3% From 3% to 6%
9%
From 6% to 10%
8%
More than 10%

For specific industries (%):

3
12 29 47 6 6 29 39 12 17
Advertising/Media Manufacturing

22 30 25 16 7 29 41 13 9 8
Construction/Property/Engineering Mining/Resources/Energy/Oil & Gas
3
35 57 5 20 28 24 10 18
Education (teaching & support) Professional Services
31
26 41 14 10 9 24 57 15
Financial Services Public Sector/Not for Profit

11 68 11 10 24 40 18 11 7
Hospitality/Travel/Entertainment Retail/FMCG
4
28 32 21 8 11 33 33 11 19
IT/Telecomms Transport/Distribution

In the past year have you asked for a pay rise (%)?
MARKET OVERVIEW & TRENDS: SALARY POLICY

Yes, successfully
18
Yes, not successfully
16
No
66

In your next review, do you envisage asking for a pay rise (%)?

Yes
28
Not sure
48
No
24

10 | 2018 Hays Salary Guide


SALARY POLICY
BENEFITS
Do you receive any of the following benefits (%)?

Yes, No, and I am No, but I would


I receive this not interested like to receive this
in receiving this

7
25 20
30 32
40 35

5 38 55
55
70 15
30 45

Flexible work Financial support Free or A day off for Over 20 days’
practices for study subsidised food your birthday annual leave

25 29
39 36 37
45 45
47
56
68 7
36 19 8

Payment of own Health and Onsite childcare Ongoing learning Career progression
device usage wellness programs & development opportunities
charges at work

When looking for a new job, which of the following benefits are important to you (%)?

Flexible work practices 73

Career progression opportunities 72

Ongoing learning & development 59

Over 20 days’ annual leave 28

Health and wellness programs 15

Financial support for study 12

Payment of own device usage charges at work 8

Onsite childcare 2

A day off for your birthday 2

Free or subsidised food 2

Note: Multiple choices permitted.

2018 Hays Salary Guide | 11


CAREER DEVELOPMENT
PROGRESSING YOUR CAREER
Thinking of your career, what’s important to you in the year ahead?

67%
A pay rise

54%
Being able to work flexibly

51%
More challenging or exciting work

48%
Learning additional digital skills

47%
Support from my boss

Note: Multiple choices permitted.


MARKET OVERVIEW & TRENDS: SALARY POLICY

Explore all articles in our Talent Management and Upskilling series or request a copy of ‘Hays
Talent Management Report – Tips to manage, develop, retain and plan talent effectively’.

Follow Hays on social media

linkedin.com/company/hays

youtube.com/haysaustralia
youtube.com/haysnewzealand

@HaysAustralia
@HaysNewZealand

hays.com.au/talent-management hays.net.nz/talent-management
12 | 2018 Hays Salary Guide
CAREER DEVELOPMENT
LOOKING FOR A NEW JOB
Are you currently looking or planning to look for a new job in the next 12 months?

46% 26% 28%


Yes No Unsure

If yes or not sure, why?

53% 48% 44% 29% 26%

Lack of promotional Uncompetitive Lack of new Poor training Poor work-life


opportunities salaries challenges and development balance

21%

Poor benefits
package

What is your level of satisfaction for the following:

★ ★★ ★★★ ★★★★ ★★★★★


Not at all Slightly Moderately Very Extremely
satisfied unsatisfied satisfied satisfied satisfied
My current job 9% 13% 36% 29% 11%
My current employer 11% 18% 29% 28% 13%
My current direct boss 12% 14% 21% 28% 23%
My work/life balance 7% 15% 32% 32% 13%

2018 Hays Salary Guide | 13


RECRUITMENT TRENDS
STAFFING

4. Over the last 12 months, have permanent staff levels in your department... across all departments

Decreased 16%
Remained
the same 37%

Increased 47%

For specific departments (%):

15 51 34 19 44 37
Accountancy/Finance OHS/WHS

40 60 16 39 45
Distribution Operational Management

13 45 42 15 29 56
Engineering Project Management

15 30 55 21 29 50
General Management Purchasing/Procurement

12 37 51 25 36 39
Human Resources Sales

17 33 50 19 25 56
MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS

Information Technology Strategy & Consulting

14 42 44
Marketing

What skills are you looking for permanent employees to bring to the team (%)?

Problem solving skills 69

Communications skills 64

Critical thinking skills 55

Tech/digital skills 50

Project management skills 39

Stakeholder engagement skills 39

Management skills 34

Commercial/business development skills 32

Vocational skills 18

Other 9

Note: Multiple choices permitted.

14 | 2018 Hays Salary Guide


RECRUITMENT TRENDS
STAFFING

5. Over the coming year, do you expect permanent staff levels to... across all departments

Decrease 10%
Remain
the same 43%

Increase 47%

For specific departments (%):

11 57 32 6 50 44
Accountancy/Finance OHS/WHS

60 40 6 44 50
Distribution Operational Management

8 49 43 11 38 51
Engineering Project Management

9 34 57 17 54 29
General Management Purchasing/Procurement

8 42 50 21 29 50
Human Resources Sales

14 33 53 19 18 63
Information Technology Strategy & Consulting

8 58 34
Marketing

6. If you expect staffing levels to increase, please specify how:

84% 27% 22% 18% 3%

Full time/ Temporary/ Employment of Employment Job sharing


permanent staff contractors part-time staff of casual staff
(through an employment (on your payroll)
consultancy)

3%

Mixture, other
(inc. overseas recruitment,
acquisitions)

Note: Multiple choices permitted.

2018 Hays Salary Guide | 15


RECRUITMENT TRENDS
STAFFING

7. How often do you employ temporary/contract staff? across all departments

Exceptional
circumstances/never
34%
Special projects/
workloads 42%

Regular
ongoing basis
24%

For specific departments (%):

50 41 9 37 38 25
Accountancy/Finance OHS/WHS

40 20 40 33 36 31
Distribution Operational Management

26 49 25 15 47 38
Engineering Project Management

43 38 19 54 33 13
General Management Purchasing/Procurement

25 46 29 61 18 21
Human Resources Sales

21 44 35 25 56 19
MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS

Information Technology Strategy & Consulting

33 50 17
Marketing

What skills are you looking for temporary employees to bring to the team (%)?

Problem solving skills 51

Communications skills 45

Tech/digital skills 45

Critical thinking skills 33

Project management skills 31

Vocational skills 20

Stakeholder engagement skills 19

Commercial/business development skills 16

Other 14

Management skills 11

Note: Multiple choices permitted.

16 | 2018 Hays Salary Guide


RECRUITMENT TRENDS
STAFFING

8. In the next 12 months, do you expect your use of temporary/contract staff to... across all departments

Decrease 11%
Remain
the same 67%

Increase 22%

For specific departments (%):

13 75 12 19 81
Accountancy/Finance OHS/WHS

80 20 9 73 18
Distribution Operational Management

13 62 25 9 44 47
Engineering Project Management

7 72 21 8 79 13
General Management Purchasing/Procurement

9 70 21 14 68 18
Human Resources Sales

20 47 33 13 56 31
Information Technology Strategy & Consulting

6 64 30
Marketing

2018 Hays Salary Guide | 17


RECRUITMENT TRENDS
SKILL SHORTAGES

9. Do you think that skill shortages are likely to impact the effective operation of your business/department?

33% 41% 26%


No Yes - in a minor way Yes - significantly

10. In skill-short areas, would you consider employing or sponsoring a qualified overseas candidate (%)*?

Yes

43 No

57

*NB this survey was completed before the Australian Government’s 457 visa changes were announced in April 2017

11. Which skills do you foresee to have the highest impact on the effectiveness of your organisation (%)?

Staff management skills 43

Trade specific skills 40


MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS

Business development skills 34

Digital skills 30

Soft skills 29

Software skills 27

Vocational skills 19

Language skills 14

Security skills (cyber/data/personal data) 11

18 | 2018 Hays Salary Guide


RECRUITMENT TRENDS
SKILL SHORTAGES

12. For which areas have you recently found it difficult to recruit (%)?

Junior/ Middle/Mid Senior


entry level management management
candidates candidates candidates

6 1 9

14 2 14

6 3 4

Accountancy & Finance Distribution Engineering

2 7 3

5 14 7

1 5 2

Human Resources IT Marketing

7 1 5

16 3 11

10 1 5

Operations Purchasing Sales

8 4

17 11

6 6

Technical Other

2018 Hays Salary Guide | 19


RECRUITMENT TRENDS
WORK PRACTICES

13. Does your workplace offer any benefits?

84% 16%
Yes No

If yes, which practices do you currently offer (%)?

Flexible work practices 84

Ongoing learning & development 73

Career progression opportunities 66

Financial support for study 55

Health and wellness programs 41

Payment of own device usage charges at work 25

Free or subsidised food 19

Over 20 days’ annual leave 19

A day off for your birthday 7

Onsite childcare 3
MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS

14. If your workplace allows for flexible work practices, which of the following do you currently offer?

77% 75% 66% 38% 31%

Flexible Part time Flex-place Flexible Job sharing


working hours employment leave options

18% 16%

Career breaks Phased retirement

Note: Multiple choices permitted.

20 | 2018 Hays Salary Guide


RECRUITMENT TRENDS
WORK PRACTICES

15. Has overtime/extra hours in your organisation over the last 12 months...

8%
Decreased
58%
Remained the same
34%
Increased

If increased, by how much?

81% 17% 1% 1%

Less than 25% From 25% to 50% From 50% to 75% More than 75%

16. For non-award staff in your organisation, is overtime/extra hours worked...

Unpaid $$$$$$$$$$$$$$$$$$$$$$$$$$$$$ 58%


$$$$$$$$$$$$$$$$$$$$$$$$$$$$$
Paid $$$$$$$$$$$$$$$$$$$$$ 42%
$$$$$$$$$$$$$$$$$$$$$

2018 Hays Salary Guide | 21


RECRUITMENT TRENDS
WORK PRACTICES

17. Is it your policy to counter-offer staff when they resign?

59% 39% 2%
No Sometimes Yes

Of those you counter-offered, on average, did they....

45% 30% 22% 3%

Leave anyway Stay longer than Stay Stay less than


12 months 3-12 months 3 months

18. Over the last 12 months has your staff turnover rate:

Decreased 15%
Remained
the same 53%

Increased 32%
MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS

22 | 2018 Hays Salary Guide


RECRUITMENT TRENDS
DIVERSITY

19. Does your organisation have a diversity policy for hiring new staff (%)?

Yes
10
No

34 56 I don’t know

If yes, do you think the people who hire in your organisation generally adhere to it (%)?

Yes
20
No
8
I don’t know
72

#BEYOUATWORK
The workplace is changing rapidly, becoming more diverse, inclusive and authentic.
Many people try to blend into their work environment at the expense of exposing
their real self. Being authentic at work requires real self-awareness but if achieved,
can be the real differentiator for living a happy and healthy work life. Read inspiring
interviews we had with female role models at Hays, and find out how they are
themselves at work.
hays.com.au/diversity/beyouatwork hays.net.nz/diversity/beyouatwork

2018 Hays Salary Guide | 23


RECRUITMENT TRENDS
EMPLOYER BRANDING

20. H
 ow important do you think the following factors are for an employer brand and how well do you think your
organisation is perceived on the same criteria (%)?

Level of importance
No Minor Some Significant Major
importance importance importance importance importance

Organisational perception
Poor Okay Good Very Good Excellent

1 2 19 54 24
4 15 42 32 7
Career path/training & development

1 3 16 42 38
3 9 32 36 20
An individual’s ‘fit’ with the company’s vision, culture and values

10 19 32 27 12
5 12 27 38 18
People’s direct experience of the company

9 27 43 18 3
MARKET OVERVIEW & TRENDS: RECRUITMENT TRENDS

5 14 37 32 12
People’s indirect experience of the company

10 28 34 22 6
11 27 37 20 5
A company’s social media and online presence

1 2 16 54 27
2 13 39 37 9
Salary and benefits

1 1 12 49 37
4 10 34 36 16
Work/life balance

4 15 35 31 15
7 18 38 25 12
Commitment to diversity & inclusion

24 | 2018 Hays Salary Guide


RECRUITMENT TRENDS
CHANGING BUSINESS NEEDS

21. Are you currently restructuring your department/organisation to keep up with changing business needs?

42% 6%
No Unsure
52%
Yes

If yes, what has/have been the driver(s) (%)?

Change in required skill sets 48

Digital transformation 31

Requirement for a more flexible workforce 27

Merger/Acquisition 19

Downsizing 13

Outsourcing 9

Offshoring 5

Inshoring 1

Other 20

Note: Multiple choices permitted.

2018 Hays Salary Guide | 25


ECONOMIC OUTLOOK

22. In the past 12 months, has business activity...

9% 17% 74%

Decreased Remained the same Increased

23. In the next 12 months, do you envisage business activity: across all industries

4% 19% 77%

Decreasing Remained the same Increasing

For specific departments (%):

4
18 18 64 19 77
Advertising/Media Manufacturing
3 1
19 77 10 5 85
Construction/Property/Engineering Mining/Resources/Energy/Oil & Gas
MARKET OVERVIEW & TRENDS: ECONOMIC OUTLOOK

4
6 35 59 15 81
Education (teaching & support) Professional Services
1 4
18 81 24 72
Financial Services Public Sector/Not for Profit

10 13 77 7 15 78
Hospitality/Travel/Entertainment Retail/FMCG
4
13 83 17 83
IT/Telecomms Transport/Distribution

26 | 2018 Hays Salary Guide


ECONOMIC OUTLOOK

24. What are the key factors driving your business activity (%)?

Significant impact
8
Some impact
37 Interest rates
55 No impact

32
Currency/forex rates
61

18

43
Consumer/business confidence

39

26
43
Capex investments

31

28
42
Projects driven by government

30

47 Current economic conditions


46

25. Do you see the general outlook for the economy in the forthcoming 6-12* months as...

Weakening $$$$ 8%
$$$$
Static $$$$$$$$$$$$$$$$$$$$$$$$$$ 52%
$$$$$$$$$$$$$$$$$$$$$$$$$$
Strengthening $$$$$$$$$$$$$$$$$$$$ 40%
$$$$$$$$$$$$$$$$$$$$
*This data was collected during March 2018.

2018 Hays Salary Guide | 27


HOW TO
NAVIGATE
THIS GUIDE
Using our salary tables
Salaries are in ‘000, all salaries are exclusive of superannuation (AU) or
KiwiSaver (NZ) – which might differ to previous editions. The bold
number represents the typical salary. The number(s) underneath
represent the salary range. Refer to the notes section under the salary
table to determine if other benefits are included. All salaries are
represented in local currencies.

Head of HR/HR Director >1000 employees


280 Typical salary
Sydney
200 - 400 Salary range

How does your salary compare?


SALARY INFORMATION: SALARIES & SECTOR OVERVIEWS

The complete Hays FY 18/19 Salary Guide is available online. Search salaries for
more than 1,000 positions and find out how your salary compares in our
real-time Salary Check at
hays.com.au/HaysSalaryGuide or hays.net.nz/HaysSalaryGuide

28 | 2018 Hays Salary Guide


EXECUTIVE

AUSTRALIA companies as well as the public sector.


Flexible working options and the
NSW and Victoria’s construction boom opportunity to add value to an executive’s
underpinned strong employment growth career are issues at the centre of
in 2017-18, and in turn led to jobs growth candidate attraction and retention.
in professional and technical services,
social services and manufacturing. In
particular demand were Commercial
Directors, Corporate Finance Executives
and Heads of Finance.
“ profit
As the not-for-
sector becomes
commercially focused,
commercially-minded
“ technology
The infrastructure,
and healthcare executives with ‘for
purpose’ alignment
sectors saw strong
vacancy activity for
CEOs and executives
are in high demand.

Turning to the not-for-profit sector,
with transformation increased regulation and a shift away
and risk experience.
” from block funding to consumer directed
care in the aged care sector, in addition to
the NDIS, have seen companies change
The mining states saw a steady their operating models.
improvement in senior appointments,
particularly CFOs and Project Directors, in As the not-for-profit sector becomes
response to improved commodity prices. commercially focused, commercially-
minded executives with ‘for purpose’
The infrastructure, technology and alignment are in high demand.
healthcare sectors also saw strong
vacancy activity for CEOs and executives There is also a major shortage of talented
with transformation and risk experience. commercially-minded CEOs and executive
Candidates are still open to relocating leaders with a fundraising focus. Such
in order to secure a senior position in candidates are sought by not-for-profits
these sectors. looking for alternative funding to
supplement their diminishing income while
Across all industries, those organisations that
are embracing disruption are hiring
also delivering services to those in need. SALARY INFORMATION: EXECUTIVE
executives to take advantage of technological Finally, while Western Australia faces cuts,
change and remain competitive. NSW and Victoria continue to recruit
Directors of Finance and Senior Executives
Executive salaries remained stable in 2017-18 to work on infrastructure investment.
in most states and territories, with the focus
instead on incentives and higher bonuses. A note on executive salaries
Looking ahead, the use of data to analyse Given the broad range of executive
and inform decision making will be of high positions, each package is dependent on
importance in 2018-19 and hiring decisions a number of factors. These include
will be made with these skills in mind. company size (employee numbers and
In other trends, visionary CEOs who revenue), ownership (public, private or
understand the importance of treating the government), industry and
customer as an individual will be needed responsibilities. To find out more about
too. To be successful, candidates must specific executive salaries please contact
also have strong digital and social media your local Hays Executive recruiting
management skills and experience expert. You can find our nearest office on
transforming underperforming cultures to the back of this guide.
increase productivity.
The gender pay gap and women on
boards will remain a key focus in many

2018 Hays Salary Guide | 29


ACCOUNTANCY & FINANCE

AUSTRALIA and agility at the forefront of strategic dependent on an organisation’s size and
plans, organisations seek to deploy the importance placed on the position.
Accountancy and finance professionals technology-based solutions to streamline
will see increased demand for their skills Turning to professional practice, demand
processes, improve systems and save
in 2018-19 in response to the continued for experienced candidates remains as
expenditure. Consequently contract
strength of the labour market and the high as ever across all levels, from entry
Business Analysts and Management
ever-increasing volume of data that level up to Managers within business
Accountants who are highly skilled in
organisations now employ. services, tax and audit. This continues to
project work, big data finance specialists
put pressure on salaries, particularly for
Both temporary assignments and and those who can support the transition
first and second movers who are in
permanent roles will be available in of accountancy to a more digitised and
highest demand and often receive large
commerce and the public sector, although automated future are in demand.
increases when changing firms.
the latter is becoming more prevalent As consumer habits continue to drive
given market confidence.

“ willTemporary
change, finance leaders must innovate
Within commerce specifically, positive and capture real time information. Thus assignments
conditions have seen salaries increase innovative finance leaders who can guide remain the preference
moderately ahead of CPI across the an organisation as well as illustrate a for project support while
board. In addition, annual bonuses are vision and explain the role of each team
being used to attract and retain member in realising that vision, are in economic confidence
employees and are a large part of total demand. So too are business partners will drive permanent
packages. Flexible working opportunities
are another attraction and retention tool.
who can steer the business towards the
future, and risk professionals.
In addition, employers increasingly want
headcount increases.

SALARY INFORMATION: ACCOUNTANCY & FINANCE

Given demand, firms are focusing on

“ professionals
Accountancy and finance
will see
candidates with strong commercial
acumen and investment appraisal
experience as investment activity
establishing robust succession plans. This
is fuelling even greater demand for
Business Services and Audit Managers,
increased demand for their increases. This is leading to candidate however these professionals often move
skills in 2018-19 in response shortages, with strong CFOs, Financial
Controllers and Finance Managers
into commerce or start their own practice.
to the continued strength receiving multiple offers in addition to a Talent shortages will deepen in the year
of the labour market.
” counter offer from their existing employer.   ahead across commerce and professional
practice, forcing employers to consider
At the accounting support level, innovative ways to find and engage with
In terms of the skills in demand, automation and digitisation are changing candidates.
candidates who have developed their the transactional skills employers require.
data analysis skills and present data in a Payrollers at all levels remain in high Temporary assignments will remain the
user-friendly format that informs business demand, with acute candidate shortages preference for project support while
decisions are highly sought. With creating high competition and generous economic confidence will drive permanent
organisations collecting vast amounts of salary offers for those with specific headcount increases.
data and making data-led decisions, system or sector experience.
traditional finance professionals such as
Proven Credit Controllers and Accounts
Financial and Management Accountants
Receivable Officers are also sought to
need to evolve.
replace departing staff, while growth in
Change and transformation projects are the SME sector has seen demand grow for
another driver of demand. With innovation Bookkeepers. Despite demand, salaries are

Find out what’s keeping finance leaders across Australia


& New Zealand awake at night in our report ‘What’s Challenging
Today’s Finance Leaders?’. Download your copy now.
hays.com.au/finance-leaders hays.net.nz/finance-leaders

30 | 2018 Hays Salary Guide


ACCOUNTANCY & FINANCE
NEW ZEALAND Skill shortages across professional
practice continue to impact productivity.
Salaries are increasing overall across New Jobseekers typically receive multiple
Zealand’s accountancy and finance offers from private practice, commercial
markets, in both commercial and practice organisations and the public sector.
environments, as candidate shortages
increase and a strong trading environment
creates greater staffing demand.
Accountancy support teams are becoming
“ professional
Skill shortages across
practice
leaner in response to automation and continue to impact
technology. Candidates who adapt to
change and are technically savvy are
productivity. Jobseekers
highly valued above those who focus on typically receive multiple
manual processing duties. offers from private practice,
commercial organisations

“ teams
Accountancy support
are becoming leaner
and the public sector.

During 2018-19 we expect government
in response to automation policy changes to impact staffing
and technology. Candidates demand. The new government is finalising
who adapt to change and a number of policy initiatives that will
ramp up requirements once they are
are technically savvy are implemented.
highly valued above those In the coming year, salaries should move
who focus on manual upwards across the board as demand
processing duties.
” continues to increase. There will be a
continuing need for employers to move
quickly through the recruitment and
selection process if they are to secure
Having said this, experienced Credit top talent.
Controllers and Payrollers remain in
demand in organisations experiencing
revenue and headcount growth. Salaries
for these positions are growing moderately.
Meanwhile, improved ERP systems are
producing quality data, which organisations
increasingly use to inform business
decisions. This has increased demand for
Financial Analysts, Management
Accountants and Finance Business Partners
who understand and have experience in
this area. Given demand, salaries have
increased for Analysts.

SALARY INFORMATION: ACCOUNTANCY & FINANCE


Salaries have also increased for Business
Partners and Project Accountants,
particularly for those working in the booming
manufacturing and construction industries.
Within professional practice, more SMEs
are embracing cost effective accounting
tools, which is forcing firms to readdress
their services and pricing strategies as
well as expand the solutions they offer,
including HR services, technology and
cyber security consultancy solutions.

2018 Hays Salary Guide | 31


ACCOUNTANCY & FINANCE
Commerce & Industry | Senior Finance

Finance Director/CFO Finance Director/CFO Finance Director/CFO*


SENIOR QUALIFIED ACCOUNTANTS (Turnover up to $50m) (Turnover $50m - $500m) (Turnover > $500m)
180 260 375
NSW - Sydney
160 - 200 200 - 320 320+
140 170 200+
NSW - Regional
130 - 160 150 - 200 180+
175 225 255
VIC - Melbourne
150 - 225 165 - 240 230+
160 185 225
VIC - Regional
140 - 170 160 - 240 200+
150 220 250
QLD - Brisbane, Gold Coast & Sunshine Coast
130 - 170 160 - 240 200+
140 180 200
QLD - Regional
110 - 170 130 - 200 170 - 240
140 180 180+
SA - Adelaide
130 - 160 150 - 200 160+
150 185 260
WA - Perth
135 - 175 170 - 200 250+
160 175 220
ACT - Canberra
150 - 180 160 - 200 200+
130 160 190
TAS - Hobart/Launceston
110 - 180 130 - 200 180+
140 160 180
NT - Darwin
120 - 150 140 - 180 180 - 200+
150 180 200+
NZ - Auckland
130 - 180 150 - 210 180+
130 155 190
NZ - Wellington
90 - 180 110 - 200 160 - 270
140 155 190
NZ - Christchurch
115 - 150 150 - 200 180 - 280

Group Financial Controller/


Financial Controller Financial Controller GM Finance*
(Turnover up to $50m) (Turnover $50m - $500m) (Turnover > $500m)
150 170 260
NSW - Sydney
100 - 170 145 - 200 200 - 300
125 145 160
NSW - Regional
115 - 135 130 - 180 140 - 200
125 140 170
VIC - Melbourne
120 - 150 130 - 175 160 - 250
120 130 160
VIC - Regional
100 - 140 110 - 140 140 - 200
110 140 180
QLD - Brisbane, Gold Coast & Sunshine Coast
90 - 130 100 - 160 140 - 200
110 140 140
QLD - Regional
90 - 120 110 - 160 110 - 180
130 130 160
SA - Adelaide
100 - 140 100 - 160 140 - 180
130 140 180
WA - Perth
120 - 140 135 - 145 160 - 200
120 140 150
ACT - Canberra
110 - 130 120 - 160 140 - 200
120 130 150
TAS - Hobart/Launceston
90 - 130 100 - 145 120 - 180
130 140 170
NT - Darwin
100 - 140 130 - 160 150 - 190
130 140 170
NZ - Auckland
100 - 150 130 - 180 140 - 220+
110 130 150
NZ - Wellington
90 - 130 110 - 150 120 - 200+
110 125 150
NZ - Christchurch
90 - 130 100 - 150 120 - 200+

TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES:
• Additional super • Cash bonuses • Laptops • All salaries shown are exclusive of superannuation (AU) or
• Health cover • Study assistance • Vehicle expenses KiwiSaver (NZ)
• Interest free loans • Parking • Professional memberships • New Zealand salaries are represented in New Zealand dollars
• Car/car allowance • Share options in company • School fees
* For a more detailed discussion on executive level salaries
contact Hays Executive

32 | 2018 Hays Salary Guide


ACCOUNTANCY & FINANCE
Commerce & Industry | Senior Finance

Finance Manager Finance Manager Finance Manager


SENIOR QUALIFIED ACCOUNTANTS (Turnover up to $50m) (Turnover $50m - $500m) (Turnover > $500m)
125 150 170
NSW - Sydney
100 - 150 130 - 170 140 - 200
105 120 140
NSW - Regional
85 - 120 100 - 140 120 - 180
110 130 145
VIC - Melbourne
90 - 120 110 - 145 130 - 160
100 120 135
VIC - Regional
90 - 120 100 - 140 120 - 160
110 130 150
QLD - Brisbane, Gold Coast & Sunshine Coast
80 - 120 110 - 150 120 - 180
100 120 130
QLD - Regional
80 - 120 100 - 130 110 - 150
110 130 140
SA - Adelaide
90 - 120 95 - 150 120 - 150
115 130 140
WA - Perth
100 - 125 120 - 140 130 - 150
115 130 140
ACT - Canberra
100 - 120 120 - 140 130 - 160
100 115 130
TAS - Hobart/Launceston
80 - 115 85 - 125 100 - 150
110 130 140
NT - Darwin
90 - 130 100 - 150 120 - 160
110 125 140
NZ - Auckland
100 - 130 110 - 150 120 - 160
100 115 130
NZ - Wellington
80 - 110 90 - 130 100 - 150
100 120 130
NZ - Christchurch
90 - 110 100 - 130 100 - 145

Senior Commercial
Commercial Manager Commercial Manager Manager/Director
(Turnover up to $50m) (Turnover $50m - $500m) (Turnover > $500m)
140 200 280
NSW - Sydney
100 - 150 180 - 220 230+
130 150 160
NSW - Regional
100 - 140 140 - 170 130 - 190
130 150 200
VIC - Melbourne
100 - 135 120 - 190 155 - 250
125 150 180
VIC - Regional
110 - 140 120 - 180 150 - 225
130 150 180
QLD - Brisbane, Gold Coast & Sunshine Coast
100 - 150 130 - 170 150 - 200
130 150 180
QLD - Regional
110 - 150 120 - 160 130 - 230
120 150 160
SA - Adelaide
95 - 140 110 - 150 140 - 180
135 160 200
WA - Perth
120 - 145 140 - 180 180 - 220
130 140 160
ACT - Canberra
120 - 140 130 - 150 140 - 190
120 130 160
TAS - Hobart/Launceston
100 - 135 115 - 160 140 - 200
120 130 140
NT - Darwin
110 - 130 110 - 150 120 - 160
120 140 160
NZ - Auckland
100 - 130 110 - 160 130 - 220
105 120 145
NZ - Wellington
80 - 120 100 - 135 110 - 170
110 130 150
NZ - Christchurch
100 - 125 100 - 150 120 - 180

TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES:
• Additional super • Cash bonuses • Laptops • All salaries shown are exclusive of superannuation (AU) or
• Health cover • Study assistance • Vehicle expenses KiwiSaver (NZ)
• Interest free loans • Parking • Professional memberships • New Zealand salaries are represented in New Zealand dollars
• Car/car allowance • Share options in company • School fees

2018 Hays Salary Guide | 33


ACCOUNTANCY & FINANCE
Commerce & Industry | Senior Finance

Group Accountant Group Accountant Group Accountant


SENIOR QUALIFIED ACCOUNTANTS (Turnover up to $50m) (Turnover $50m - $500m) (Turnover > $500m)
100 120 130
NSW - Sydney
90 - 120 90 - 150 100 - 150
90 100 110
NSW - Regional
80 - 100 90 - 110 90 - 120
100 115 130
VIC - Melbourne
90 - 115 100 - 130 115 - 140
90 100 120
VIC - Regional
80 - 110 90 - 110 110 - 130
90 100 120
QLD - Brisbane, Gold Coast & Sunshine Coast
80 - 110 90 - 120 100 - 140
80 95 115
QLD - Regional
70 - 100 80 - 110 90 - 125
90 95 120
SA - Adelaide
85 - 110 85 - 120 110 - 140
105 120 130
WA - Perth
90 - 110 100 - 130 125 - 135
100 110 120
ACT - Canberra
80 - 110 100 - 120 110 - 130
85 95 110
TAS - Hobart/Launceston
75 - 110 85 - 115 100 - 135
90 100 120
NT - Darwin
90 -110 100 - 120 120 - 140
90 110 115
NZ - Auckland
80 - 100 90 - 120 100 - 130
85 100 110
NZ - Wellington
75 - 100 90 - 115 90 - 130
90 110 120
NZ - Christchurch
75 - 100 90 - 120 100 - 140

TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES:
• Additional super • Study assistance • Vehicle expenses • All salaries shown are exclusive of superannuation (AU) or
• Health cover • Parking • Professional memberships KiwiSaver (NZ)
• Car/car allowance • Share options in company • School fees • New Zealand salaries are represented in New Zealand dollars
• Cash bonuses • Laptops

Commerce & Industry | Mining

Mine Accountant
120
NSW - Regional
100 - 140
120
QLD - Regional
90 - 150
100
SA - Adelaide
90 - 130
140
WA - Perth
120 - 160
85
TAS - Hobart/Launceston
70 - 100
120
NT - Darwin
100 - 150
120
NZ - Auckland
90 - 130
100
NZ - Wellington
90 - 130
120
NZ - Christchurch
90 - 130

TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES:
• Subsidised accommodation •F lights home if • Health cover • All salaries shown are exclusive of superannuation (AU) or
• Bonus based on mine overseas residential • Relocation assistance KiwiSaver (NZ)
production and performance • Rental/utilities allowance • Site allowance • New Zealand salaries are represented in New Zealand dollars

34 | 2018 Hays Salary Guide


ACCOUNTANCY & FINANCE
Commerce & Industry | Senior Finance

Divisional Accountant Divisional Accountant Divisional Accountant


SENIOR QUALIFIED ACCOUNTANTS (Turnover up to $50m) (T. o. $50m - $500m) (T. o. > $500m) Project Accountant
95 110 120 105
NSW - Sydney
80 - 100 90 - 120 100 - 140 85 - 135
90 100 110 95
NSW - Regional
85 - 100 90 - 110 100 - 120 85 - 110
85 100 110 100
VIC - Melbourne
75 - 95 85 - 110 100 - 125 85 - 110
80 90 100 100
VIC - Regional
70 - 85 75 - 100 85 - 110 80 - 110
85 100 125 110
QLD - Brisbane, Gold Coast & Sunshine Coast
80 - 95 90 - 110 100 - 130 90 - 120
80 90 100 95
QLD - Regional
70 - 85 80 - 100 90 - 120 85 - 120
85 95 110 110
SA - Adelaide
75 - 95 85 - 110 95 - 120 90 - 120
100 110 120 110
WA - Perth
95 - 110 100 - 130 110 - 140 90 - 135
90 100 115 105
ACT - Canberra
85 - 100 90 - 110 110 - 120 90 - 120
75 80 90 90
TAS - Hobart/Launceston
65 - 85 70 - 95 80 - 125 80 - 100
80 90 100 110
NT - Darwin
80 - 100 90 - 110 100 - 120 100 - 120
85 95 110 115
NZ - Auckland
75 - 95 85 - 105 90 - 125 95 - 135
80 90 100 105
NZ - Wellington
70 - 90 80 - 100 80 - 120 90 - 135
80 100 110 115
NZ - Christchurch
70 - 95 90 - 110 100 - 120 90 - 135

Corporate Accountant Corporate Accountant Corporate Accountant


(Turnover up to $50m) (T. o. $50m - $500m) (T. o. > $500m)
105 120 135
NSW - Sydney
90 - 120 90 - 130 115 - 150
80 85 95
NSW - Regional
75 - 85 75 - 95 80 - 110
95 110 120
VIC - Melbourne
85 - 105 90 - 120 105 - 130
80 90 100
VIC - Regional
75 - 85 80 - 100 90 - 110
90 110 120
QLD - Brisbane, Gold Coast & Sunshine Coast
80 - 100 100 - 120 110 - 130
80 95 110
QLD - Regional
70 - 100 80 - 120 75 - 140
80 90 100
SA - Adelaide
70 - 90 85 - 110 90 - 120
100 115 125
WA - Perth
90 - 110 100 - 120 110 - 145
95 100 110
ACT - Canberra
85 - 100 90 - 110 100 - 120
80 90 100
TAS - Hobart/Launceston
65 - 90 75 - 95 85 - 110
80 95 100
NT - Darwin
70 - 90 85 - 110 90 - 120
85 100 110
NZ - Auckland
75 - 90 85 - 115 100 - 130
85 100 110
NZ - Wellington
75 - 90 80 - 110 95 - 115
85 95 115
NZ - Christchurch
75 - 90 85 - 110 100 - 120

TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES:
• Additional super • Car/car allowance • Parking • All salaries shown are exclusive of superannuation (AU) or
• Vehicle expenses • Health cover • Cash bonuses KiwiSaver (NZ)
• Professional memberships • Laptops • Study assistance • New Zealand salaries are represented in New Zealand dollars

2018 Hays Salary Guide | 35


ACCOUNTANCY & FINANCE
Commerce & Industry | Senior Finance

Financial Accountant Financial Accountant Financial Accountant


SENIOR QUALIFIED ACCOUNTANTS (Turnover up to $50m) (Turnover $50m - $500m) (Turnover > $500m)
90 100 110
NSW - Sydney
75 - 100 85 - 105 90 - 120
70 80 95
NSW - Regional
65 - 80 70 - 90 75 - 110
75 85 100
VIC - Melbourne
70 - 90 75 - 100 85 - 120
75 80 90
VIC - Regional
70 - 90 75 - 100 80 - 120
80 90 110
QLD - Brisbane, Gold Coast & Sunshine Coast
70 - 90 80 - 100 90 - 120
70 85 95
QLD - Regional
65 - 85 75 - 100 90 - 120
75 85 95
SA - Adelaide
70 - 85 75 - 100 85 - 120
95 110 125
WA - Perth
90 - 100 95 - 125 110 - 140
85 90 105
ACT - Canberra
75 - 90 85 - 95 95 - 115
75 85 95
TAS - Hobart/Launceston
65 - 85 60 - 100 70 - 120
80 90 100
NT - Darwin
70 - 90 80 - 100 90 - 110
85 90 110
NZ - Auckland
75 - 95 80 - 100 90 - 120
80 90 110
NZ - Wellington
70 - 90 75 - 100 90 - 120
85 90 120
NZ - Christchurch
70 - 95 75 - 100 90 - 130

Management Accountant Management Accountant Management Accountant


(Turnover up to $50m) (Turnover $50m - $500m) (Turnover > $500m)
90 110 120
NSW - Sydney
80 - 100 95 - 120 100 - 140
75 90 110
NSW - Regional
70 - 80 80 - 100 85 - 120
85 95 110
VIC - Melbourne
75 - 90 80 - 110 95 - 125
80 90 100
VIC - Regional
70 - 90 75 - 100 80 - 120
85 100 120
QLD - Brisbane, Gold Coast & Sunshine Coast
75 - 90 90 - 110 110 - 130
85 95 120
QLD - Regional
70 - 120 80 - 120 90 - 150
80 90 95
SA - Adelaide
70 - 90 80 - 100 90 - 125
95 110 120
WA - Perth
90 - 100 100 - 125 100 - 135
90 95 105
ACT - Canberra
80 - 100 90 - 100 95 - 115
75 85 95
TAS - Hobart/Launceston
65 - 85 70 - 100 80 - 120
85 90 95
NT - Darwin
75 - 95 80 - 100 90 - 120
85 90 115
NZ - Auckland
70 - 90 80 - 100 95 - 130
80 90 100
NZ - Wellington
70 - 90 75 - 95 90 - 125
85 95 120
NZ - Christchurch
75 - 95 85 - 100 100 - 130

TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES:
• Additional super • Cash bonuses • All salaries shown are exclusive of superannuation (AU) or
• Health cover • Professional memberships KiwiSaver (NZ)
• Study assistance • Laptops • New Zealand salaries are represented in New Zealand dollars

36 | 2018 Hays Salary Guide


ACCOUNTANCY & FINANCE
Commerce & Industry | Senior Finance

Manager/Head of
Financial Analyst Financial Analyst Financial Analyst Financial Planning/
SENIOR QUALIFIED ACCOUNTANTS (T. o. up to $50m) (T. o. $50m - $500m) (T. o. > $500m) Analysis
90 110 120 225
NSW - Sydney
75 - 100 85 - 120 115 - 140 180+
75 85 110 150
NSW - Regional
70 - 80 70 - 100 85 - 125 140 - 200
85 100 120 150
VIC - Melbourne
80 - 95 85 - 110 100 - 140 140 - 175
75 85 100 140
VIC - Regional
70 - 90 75 - 100 80 - 120 125 - 160
90 100 125 160
QLD - Brisbane, Gold Coast & Sunshine Coast
80 - 100 85 - 110 115 - 135 140 - 180
90 95 100 130
QLD - Regional
80 - 100 75 - 110 80 - 120 110 - 130
85 95 105 150
SA - Adelaide
80 - 95 80 - 110 90 - 120 120 - 190
95 110 120 145
WA - Perth
90 - 100 100 - 120 100 - 130 135 - 165
90 95 115 150
ACT - Canberra
80 - 100 90 - 100 100 - 120 120 - 180
75 85 95 130
TAS - Hobart/Launceston
65 - 85 60 - 100 75 - 120 120 - 150
85 95 100 130
NT - Darwin
80 - 100 80 - 110 90 - 120 120 - 160
80 100 115 150
NZ - Auckland
75 - 95 80 - 120 100 - 130 120 - 190
75 95 110 140
NZ - Wellington
70 - 88 80 - 120 90 - 130 110 - 150
80 90 100 130
NZ - Christchurch
70 - 90 80 - 120 90 - 110 100 - 150

Systems Accountant Systems Accountant Systems Accountant


(T. o. up to $50m) (T. o. $50m - $500m) (T. o. > $500m)
85 110 125
NSW - Sydney
70 - 100 90 - 120 90 - 145
70 80 100
NSW - Regional
60 - 80 75 - 90 90 - 120
90 100 110
VIC - Melbourne
75 - 100 85 - 110 100 - 135
80 90 100
VIC - Regional
70 - 90 80 - 100 90 - 120
85 100 115
QLD - Brisbane, Gold Coast & Sunshine Coast
75 - 95 85 - 110 90 - 130
75 90 100
QLD - Regional
70 - 90 80 - 100 85 - 120
85 90 110
SA - Adelaide
75 - 90 80 - 100 90 - 120
90 100 120
WA - Perth
90 - 100 100 - 120 110 - 140
95 100 115
ACT - Canberra
90 - 100 90 - 110 100 - 130
80 90 110
TAS - Hobart/Launceston
70 - 90 80 - 100 100 - 120
85 90 110
NT - Darwin
75 - 90 80 - 100 90 - 120
85 90 120
NZ - Auckland
75 - 95 80 - 100 90 - 150
85 90 120
NZ - Wellington
75 - 95 80 - 100 100 - 150
85 95 120
NZ - Christchurch
75 - 95 80 - 100 90 - 150

TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES:
• Additional super • Cash bonuses • All salaries shown are exclusive of superannuation (AU) or
• Health cover • Professional memberships KiwiSaver (NZ)
• Study assistance • Laptops • New Zealand salaries are represented in New Zealand dollars

2018 Hays Salary Guide | 37


ACCOUNTANCY & FINANCE
Commerce & Industry | Senior Finance

Financial Systems Manager Financial Systems Manager Financial Systems Manager


SENIOR QUALIFIED ACCOUNTANTS (Turnover up to $50m) (Turnover $50m - $500m) (Turnover > $500m)
120 160 170
NSW - Sydney
100 - 140 125 - 180 150 - 200
90 120 130
NSW - Regional
75 - 100 100 - 140 120 - 150
120 140 160
VIC - Melbourne
100 - 140 110 - 160 120 - 200
100 120 150
VIC - Regional
80 - 120 100 - 130 110 - 180
105 120 125
QLD - Brisbane, Gold Coast & Sunshine Coast
95 - 120 105 - 130 120 - 150
90 110 120
QLD - Regional
85 - 100 90 - 120 100 - 130
100 120 140
SA - Adelaide
80 - 120 90 - 140 100 - 150
110 120 150
WA - Perth
100 - 120 110 - 130 135 - 165
110 120 140
ACT - Canberra
100 - 120 110 - 130 130 - 150
100 120 150
TAS - Hobart/Launceston
80 - 120 100 - 130 110 - 180
100 110 120
NT - Darwin
90 - 110 100 - 120 110 - 130
100 120 130
NZ - Auckland
90 - 110 100 - 130 110 - 150
85 100 130
NZ - Wellington
75 - 95 85 - 115 110 - 150
90 100 130
NZ - Christchurch
85 - 95 90 - 110 120 - 150

Treasury Accountant Treasury Accountant Treasury Accountant


(Turnover up to $50m) (Turnover $50m - $500m) (Turnover > $500m)
95 115 135
NSW - Sydney
80 - 100 90 - 125 100 - 150
75 95 100
NSW - Regional
70 - 80 70 - 110 95 - 120
75 90 125
VIC - Melbourne
60 - 80 80 - 105 110 - 150
70 80 100
VIC - Regional
55 - 82 70 - 90 80 - 120
80 95 125
QLD - Brisbane, Gold Coast & Sunshine Coast
75 - 90 85 - 100 110 - 140
75 85 95
QLD - Regional
70 - 80 75 - 100 100 - 120
80 95 110
SA - Adelaide
70 - 90 80 - 100 100 - 120
90 95 120
WA - Perth
90 - 95 90 - 100 100 - 130
80 95 115
ACT - Canberra
75 - 90 85 - 100 100 - 125
70 80 100
TAS - Hobart/Launceston
55 - 82 60 - 90 65 - 120
80 90 110
NT - Darwin
70 - 90 80 - 100 100 - 120
75 95 100
NZ - Auckland
65 - 85 80 - 105 80 - 120
75 95 105
NZ - Wellington
65 - 85 85 - 105 95 - 115
70 85 100
NZ - Christchurch
60 - 80 75 - 95 80 - 120

TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES:
• Additional super • Cash bonuses • All salaries shown are exclusive of superannuation (AU) or
• Health cover • Professional memberships KiwiSaver (NZ)
• Study assistance • Laptops • New Zealand salaries are represented in New Zealand dollars

38 | 2018 Hays Salary Guide


ACCOUNTANCY & FINANCE
Commerce & Industry | Senior Finance | Financial Services

Treasury Treasury Treasury


Manager Manager Manager*
TREASURY (T.o. up to $50m) (T.o. $50m - $500m) (T.o. > $500m) Head of Treasury*
130 180 250 400
NSW - Sydney
100 - 150 150 - 200 200 - 280 280+
100 120 180 200
NSW - Regional
90 - 110 110 - 130 140 - 200 180 - 250
100 120 150 250
VIC - Melbourne
90 - 115 100 - 130 125 - 175 200 - 275
90 110 130 175
VIC - Regional
85 - 100 95 - 120 115 - 150 150 - 225
100 120 160 180
QLD - Brisbane, Gold Coast & Sunshine Coast
90 - 110 100 - 140 140 - 200 150 - 200
100 115 130
QLD - Regional N/A
90 - 110 100 - 120 110 - 150
100 120 160 180
SA - Adelaide
95 - 120 100 - 140 125 - 180 150 - 210
120 135 185 200
WA - Perth
100 - 130 120 - 145 170 - 200 185 - 230
120 140 170 200
ACT - Canberra
100 - 130 120 - 160 150 - 220 180 - 250
90 110 130
TAS - Hobart/Launceston N/A
85 - 100 95 - 120 115 - 150
100 110 140 215
NT - Darwin
85 - 110 100 - 130 120 - 150 180 - 250
85 120 150 160
NZ - Auckland
80 - 90 100 - 130 110 - 180 130 - 200
100 120 150 160
NZ - Wellington
80 - 120 110 - 130 120 - 180 130 - 190
90 100 110 140
NZ - Christchurch
80 - 100 85 - 110 100 - 120 120 - 160

Senior Fund/ Fund/Investment


Product Control Fund/Investment Investment Accountant
PRODUCT AND FUNDS Product Control Manager Accountant Accountant Acctg. Manager
110 150 85 100 130
NSW - Sydney
90 - 130 120 - 180 75 - 90 85 - 120 100 - 160
90 100 70 80 100
NSW - Regional
85 - 95 90 - 110 60 - 75 70 - 85 80 - 110
95 135 75 90 120
VIC - Melbourne
80 - 100 120 - 150 65 - 90 80 - 110 110 - 150
80 90 70 80 100
VIC - Regional
60 - 85 85 - 100 60 - 80 75 - 85 85 - 110
90 120 85 95 110
QLD - Brisbane, Gold Coast & Sunshine Coast
80 - 100 110 - 130 65 - 90 80 - 110 90 - 130
85 110 70 80 100
QLD - Regional
80 - 95 90 - 120 60 - 85 70 - 100 90 - 120
85 110 70 80 100
SA - Adelaide
70 - 90 100 - 130 60 - 80 80 - 95 85 - 130
80 95 80 90 110
WA - Perth
65 - 85 90 - 110 70 - 95 90 - 100 95 - 120
80 100 120
ACT - Canberra N/A N/A
70 - 90 90 - 110 100 - 130
80 110 70 80 100
TAS - Hobart/Launceston
65 - 85 90 - 140 60 - 90 75 - 100 90 - 110
80 90 80 90 110
NT - Darwin
65 - 85 85 - 100 65 - 90 85 - 100 100 - 120
75 85 80 90 105
NZ - Auckland
65 - 85 75 - 95 75 - 85 80 - 100 85 - 115
70 80 75 90 100
NZ - Wellington
60 - 80 70 - 90 70 - 85 80 - 100 90 - 110
75 85 80 85 100
NZ - Christchurch
65 - 85 75 - 95 70 - 90 80 - 95 90 - 110
TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES:
• Additional super • Cash bonuses • All salaries shown are exclusive of superannuation (AU) or
• Health cover • Professional memberships KiwiSaver (NZ)
• Study assistance • Laptops • New Zealand salaries are represented in New Zealand dollars
* For a more detailed discussion on executive level salaries
contact Hays Executive

2018 Hays Salary Guide | 39


ACCOUNTANCY & FINANCE
Commerce & Industry | Financial Services

STATUTORY AND TAX Tax Accountant Tax Manager Head of Tax Reporting Accountant
90 180 210 110
NSW - Sydney
80 - 110 120 - 230 160 - 260 95 - 130
75 120 160 100
NSW - Regional
70 - 80 110 - 130 140 - 170 95 - 130
90 130 180 110
VIC - Melbourne
85 - 100 110 - 150 160 - 210 95 - 130
75 110 150 90
VIC - Regional
70 - 85 100 - 130 120 - 160 80 - 100
90 135 170 90
QLD - Brisbane, Gold Coast & Sunshine Coast
80 - 100 95 - 150 140 - 200 85 - 100
80 125 160 90
QLD - Regional
70 - 95 100 - 150 140 - 200 85 - 100
80 130 160 90
SA - Adelaide
65 - 95 100 - 150 160 - 220 80 - 100
95 135 180
WA - Perth N/A
90 - 105 120 - 150 160 - 210
90 125 150 90
ACT - Canberra
80 - 105 110 - 140 120 - 180 85 - 100
75 120 150
TAS - Hobart/Launceston N/A
70 - 85 100 - 150 120 - 160
90 120 160 80
NT - Darwin
75 - 95 100 - 130 140 - 200 75 - 90
90 120 150 90
NZ - Auckland
65 - 100 100 - 130 120 - 180 80 - 100
80 110 120 90
NZ - Wellington
65 - 100 90 - 120 100 - 140 80 - 100
90 110 115 90
NZ - Christchurch
65 - 100 90 - 120 100 - 130 80 - 100

Regulatory Statutory Financial Reporting


Reporting Manager Accounting Manager Accountant Manager
130 130 100 190
NSW - Sydney
120 - 150 120 - 150 80 - 115 150 - 220
125 110 80 120
NSW - Regional
110 - 140 100 - 120 70 - 90 100 - 140
120 130 110 120
VIC - Melbourne
95 - 150 120 - 160 95 - 130 95 - 150
120 100 90 100
VIC - Regional
100 - 140 85 - 110 85 - 110 90 - 115
125 120 90 130
QLD - Brisbane, Gold Coast & Sunshine Coast
100 - 140 100 - 130 85 - 110 110 - 140
125 120 90 130
QLD - Regional
100 - 140 100 - 130 85 - 95 110 - 140
120 110 100 130
SA - Adelaide
95 - 130 90 - 130 80 - 110 120 - 150
120 110 135
WA - Perth N/A
100 - 140 95 - 130 110 - 150
120 110 95 130
ACT - Canberra
95 - 130 95 - 120 80 - 120 110 - 150
95 90 100
TAS - Hobart/Launceston N/A
85 - 110 85 - 110 90 - 115
100 120 95 130
NT - Darwin
90 - 120 90 - 130 85 - 110 120 - 150
120 110 100 130
NZ - Auckland
110 - 130 100 - 120 90 - 110 110 - 150
120 100 95 120
NZ - Wellington
110 - 130 90 - 120 85 - 110 110 - 140
120 110 95 110
NZ - Christchurch
80 - 100 110 - 130 90 - 120 80 - 110

TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES:
• Additional super • Cash bonuses • All salaries shown are exclusive of superannuation (AU) or
• Health cover • Professional memberships KiwiSaver (NZ)
• Study assistance • Laptops • New Zealand salaries are represented in New Zealand dollars

40 | 2018 Hays Salary Guide


ACCOUNTANCY & FINANCE
Commerce & Industry | Financial Services

Compliance/ Compliance/ Operations Operations


COMPLIANCE/RISK Risk Analysts Risk Manager Risk Analyst Risk Manager Head of Risk
100 130 95 140 250
NSW - Sydney
90 - 110 110 - 150 90 - 110 120 - 160 200 – 300
70 100 85 120 220
NSW - Regional
60 - 80 90 - 125 75 - 90 110 - 135 180 – 250
90 140 95 140 250
VIC - Melbourne
75 - 100 100 - 170 80 - 120 130 - 160 200 - 250
75 110 85 120 220
VIC - Regional
65 - 85 90 - 120 75 - 100 120 - 140 180 - 220
90 130 95 150 210
QLD - Brisbane, Gold Coast & Sunshine Coast
75 - 100 100 - 150 85 - 115 120 - 160 200 - 250
70 100 80 110
QLD - Regional N/A
65 - 80 90 - 120 70 - 95 100 - 120
85 100 90 100 150
SA - Adelaide
75 - 90 90 - 130 80 - 95 95 - 120 130 - 200
95 120 110 145 165
WA - Perth
90 - 100 100 - 130 100 - 130 130 - 160 150 - 180
85 110 90 120 150
ACT - Canberra
70 - 90 100 - 120 80 - 105 110 - 135 140 - 180
80 110 85 115
TAS - Hobart/Launceston N/A
70 - 95 90 - 130 75 - 98 110 - 135
90 110 90 110 150
NT - Darwin
80 - 110 90 - 120 75 - 110 95 - 120 120 – 180
75 100 85 120 165
NZ - Auckland
65 - 80 80 - 120 75 - 95 100 - 135 140 - 190
72 100 85 120 165
NZ - Wellington
65 - 80 80 - 120 75 - 95 100 - 135 140 - 190
70 100 85 115 140
NZ - Christchurch
60 - 80 80 - 120 70 - 100 90 - 130 120 - 160

Senior Internal Head of


INTERNAL AUDIT Internal Auditor Internal Auditor Audit Manager Internal Audit
90 100 150 300
NSW - Sydney
75 - 95 90 - 110 120 - 180 230+
95 105 120 180
NSW - Regional
90 - 105 95 - 115 100 - 150 150 - 270
95 115 140 160
VIC - Melbourne
80 - 100 90 - 125 120 - 160 120 - 180
80 100 125 150
VIC - Regional
70 - 90 90 - 110 110 - 140 125 - 175
85 100 140 180
QLD - Brisbane, Gold Coast & Sunshine Coast
70 - 95 90 - 115 120 - 150 150 - 200
75 90 120 150
QLD - Regional
70 - 90 75 - 100 100 - 150 130 - 170
75 110 120 150
SA - Adelaide
70 - 85 85 - 130 100 - 140 140 - 190
85 100 140 165
WA - Perth
80 - 100 90 - 120 130 - 150 150 - 180
85 95 120 150
ACT - Canberra
80 - 100 90 - 110 100 - 125 130 - 200
65 85 110 140
TAS - Hobart/Launceston
55 - 75 75 - 100 90 - 130 110 - 160
75 80 100 140
NT - Darwin
65 - 80 75 - 90 95 - 110 130 - 170
80 100 130 150
NZ - Auckland
65 - 85 90 - 110 110 - 140 130 - 180
80 100 130 150
NZ - Wellington
70 - 90 90 - 110 100 - 140 130 - 160
75 100 110 140
NZ - Christchurch
65 - 85 90 - 110 85 - 120 110 - 160

TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES:
• Additional super • Cash bonuses • All salaries shown are exclusive of superannuation (AU) or
• Health cover • Professional memberships KiwiSaver (NZ)
• Study assistance • Laptops • New Zealand salaries are represented in New Zealand dollars

2018 Hays Salary Guide | 41


ACCOUNTANCY & FINANCE
Commerce & Industry | Accounting Support

NON CPA/CA QUALIFIED


EXPERIENCED ACCOUNTANTS 3-5 yrs exp 5-10 yrs exp Over 10 yrs exp
65 75 80
NSW - Sydney
55 - 70 65 - 80 70 - 90
65 75 80
NSW - Regional
55 - 70 65 - 80 70 - 90
65 75 80
VIC - Melbourne
60 - 70 65 - 80 70 - 100
60 75 80
VIC - Regional
55 - 70 65 - 80 70 - 90
60 65 75
QLD - Brisbane, Gold Coast & Sunshine Coast
53 - 66 55 - 80 60 - 80
60 65 75
QLD - Regional
45 - 65 50 - 75 60 - 85
65 75 80
SA - Adelaide
60 - 70 65 - 80 70 - 90
65 80 90
WA - Perth
60 - 70 70 - 90 85 - 100
60 75 80
ACT - Canberra
55 - 65 70 - 80 70 - 90
60 65 75
TAS - Hobart/Launceston
55 - 65 60 - 75 70 - 90
55 70 80
NT - Darwin
50 - 60 65 - 75 70 - 85
70 70 80
NZ - Auckland
65 - 75 65 - 75 75 - 85
65 72 82
NZ - Wellington
60 - 70 65 - 80 75 - 90
60 65 75
NZ - Christchurch
55 - 65 60 - 70 70 - 80

NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ) • For internal audit and taxation salary details, please see the professional practice
• New Zealand salaries are represented in New Zealand dollars section or ask your consultant for advice

Graduate Assistant Accountant Assistant Accountant Assistant Accountant


ASSISTANT ACCOUNTANTS (No experience) (up to 2 yrs) (2-4 yrs) (4+ yrs)
45 55 60 65
NSW - Sydney
45 - 50 55 - 65 65 - 75 70 - 80
40 55 60 65
NSW - Regional
40 - 50 50 - 60 55 - 65 60 - 70
40 55 58 65
VIC - Melbourne
38 - 45 50 - 58 55 - 65 70 - 85
42 55 65 70
VIC - Regional
38 - 45 50 - 60 60 - 70 65 - 80
45 55 60 65
QLD - Brisbane, Gold Coast & Sunshine Coast
40 - 50 55 - 65 60 - 65 60 - 70
40 50 55 60
QLD - Regional
36 - 45 45 - 60 45 - 70 50 - 72
48 55 60 65
SA - Adelaide
45 - 50 50 - 60 55 - 65 60 - 75
45 60 55 75
WA - Perth
40 - 50 55 - 65 50 - 60 70 - 85
45 50 60 65
ACT - Canberra
40 - 50 45 - 55 55 - 65 60 - 70
45 50 60 65
TAS - Hobart/Launceston
40 - 50 45 - 60 50 - 65 55 - 70
45 55 65 70
NT - Darwin
40 - 50 50 - 60 60 - 70 65 - 75
45 50 58 65
NZ - Auckland
40 - 45 45 - 55 55 - 65 58 - 75
45 50 55 65
NZ - Wellington
40 - 50 45 - 55 50 - 60 60 - 70
45 50 58 65
NZ - Christchurch
40 - 45 45 - 55 50 - 60 60 - 70
NOTES:
• All salaries shown are exclusive ofsuperannuation (AU) or KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars

42 | 2018 Hays Salary Guide


ACCOUNTANCY & FINANCE
Commerce & Industry | Accounting Support

Payroll Systems
PAYROLL Payroll Officer Senior Payroll Officer Payroll Team Lead Analyst
65 85 85 95
NSW - Sydney
65 - 75 75 - 85 80 - 90 90 - 100
60 75 85 100
NSW - Regional
60 - 65 65 - 75 80 - 90 90 - 110
55 65 85 90
VIC - Melbourne
45 - 60 60 - 80 80 - 90 85 - 95
55 65
VIC - Regional N/A N/A
50 - 60 55 - 75
60 70 80 80
QLD - Brisbane, Gold Coast & Sunshine Coast
55 - 65 65 - 75 70 - 85 75 - 85
55 60 70
QLD - Regional N/A
50 - 60 60 - 70 65 - 85
55 60 75 100
SA - Adelaide
50 - 60 60 - 70 70 - 80 85 - 110
60 70 90 100
WA - Perth
55 - 65 65 - 75 80 - 100 90 - 110
65 75 85 95
ACT - Canberra
60 - 75 75 - 85 80 - 90 90 - 100
55 60 65 70
TAS - Hobart/Launceston
50 - 60 55 - 65 60 - 80 65 - 85
60 65 70 75
NT - Darwin
55 - 65 60 - 70 65 - 75 70 - 80
55 60 80 80
NZ - Auckland
50 - 55 55 - 70 65 - 110 70 - 100
50 60 85 85
NZ - Wellington
45 - 55 55 - 70 70 - 100 70 - 100
53 60 75 75
NZ - Christchurch
50 - 55 55 - 70 65 - 90 65 - 90

Remuneration and Supervisor/Manager Supervisor/Manager Supervisor/Manager


Payroll Manager (<250 employees) (250 - 500 employees) (>500 employees)
115 90 95 110
NSW - Sydney
100 - 130 85 - 95 90 - 100 100 - 150
105 80 90 95
NSW - Regional
90 - 120 80 - 90 90 - 100 95 - 120
110 75 85 90
VIC - Melbourne
95 - 120 65 - 80 70 - 100 80 - 130
70 80 80
VIC - Regional N/A
60 - 90 70 - 90 70 - 100
100 80 90 100
QLD - Brisbane, Gold Coast & Sunshine Coast
90 - 120 75 - 85 85 - 95 90 - 120
70 75 80 85
QLD - Regional
65 - 75 65 - 80 70 - 90 75 - 100
100 70 75 90
SA - Adelaide
90 - 120 65 - 80 70 - 85 80 - 120
120 80 90 120
WA - Perth
100 - 150 70 - 90 80 - 100 100 - 180
120 85 95 110
ACT - Canberra
100 - 140 75 - 100 85 - 110 110 - 150
90 62 60 72
TAS - Hobart/Launceston
90 - 110 55 - 65 55 - 72 65 - 85
80 70 75 75
NT - Darwin
75 - 90 65 - 75 70 - 80 70 - 80
120 80 90 100
NZ - Auckland
110 - 150 65 - 90 80 - 100 90 - 110
125 80 90 100
NZ - Wellington
100 - 150 70 - 90 80 - 100 90 - 110
100 80 90 100
NZ - Christchurch
70 - 110 70 - 90 80 - 100 90 - 110

NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars

2018 Hays Salary Guide | 43


ACCOUNTANCY & FINANCE
Commerce & Industry | Accounting Support

Accounts Supervisor/ Supervisor/


CREDIT CONTROL/ Receivable Senior Credit Manager Manager
ACCOUNTS RECEIVABLE Officer Credit Controller Controller (1-5 staff) (> 5 staff)
55 60 65 80 95
NSW - Sydney
50 - 60 55 - 65 70 - 75 80 - 95 100 - 120
50 55 60 70 80
NSW - Regional
50 - 55 50 - 65 55 - 70 70 - 85 80 - 95
55 55 60 65 85
VIC - Melbourne
47 - 60 50 - 65 60 - 75 75 - 85 85 - 130
55 55 60 70 75
VIC - Regional
50 - 60 50 - 60 55 - 65 60 - 80 70 - 90
55 60 65 75 85
QLD - Brisbane, Gold Coast & Sunshine Coast
50 - 60 55 - 65 60 - 70 70 - 80 80 - 110
50 55 60 65 75
QLD - Regional
47 - 55 50 - 60 55 - 65 65 - 75 70 - 85
55 60 65 75 85
SA - Adelaide
50 - 60 55 - 65 60 - 75 65 - 85 70 - 100
55 60 65 75 90
WA - Perth
50 - 60 55 - 65 60 - 70 70 - 85 85 - 110
55 60 65 70 75
ACT - Canberra
50 - 60 55 - 65 60 - 70 65 - 75 70 - 85
50 52 65 60 65
TAS - Hobart/Launceston
47 - 55 47 - 60 55 - 75 50 - 65 55 - 75
55 55 60 65 70
NT - Darwin
50 - 60 50 - 60 55 - 65 60 - 70 65 - 75
56 58 65 75 85
NZ - Auckland
48 - 65 50 - 60 58 - 75 65 - 80 75 - 105
50 55 60 67 71
NZ - Wellington
45 - 55 50 - 60 55 - 65 60 - 75 65 - 90
53 55 60 65 70
NZ - Christchurch
50 - 55 50 - 60 55 - 65 65 - 70 65 - 90

Senior
BOOKKEEPERS To Trial Balance To Balance Sheet Bookkeeper
75 80 85
NSW - Sydney
70 - 85 80 - 85 85 - 95
65 75 80
NSW - Regional
65 - 70 70 - 75 80 - 85
60 62 65
VIC - Melbourne
50 - 65 50 - 65 75 - 85
55 60 65
VIC - Regional
50 - 60 55 - 65 60 - 70
60 65 70
QLD - Brisbane, Gold Coast & Sunshine Coast
55 - 65 60 - 70 65 - 75
50 55 60
QLD - Regional
45 - 55 45 - 60 55 - 70
55 60 70
SA - Adelaide
50 - 60 55 - 65 65 - 80
65 70 75
WA - Perth
60 - 75 65 - 80 70 - 95
60 65 70
ACT - Canberra
55 - 65 60 - 70 65 - 85
50 55 60
TAS - Hobart/Launceston
45 - 55 50 - 60 55 - 65
60 65 65
NT - Darwin
55 - 65 60 - 70 60 - 70
60 65 70
NZ - Auckland
55 - 60 60 - 70 65 - 80
55 60 67
NZ - Wellington
50 - 60 50 - 70 60 - 75
60 65 70
NZ - Christchurch
55 - 60 60 - 70 65 - 75

NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars

44 | 2018 Hays Salary Guide


ACCOUNTANCY & FINANCE
Commerce & Industry | Accounting Support

Experienced
Accounts Payable Accounts Payable Supervisor Manager
ACCOUNTS PAYABLE Officer Officer - Senior Accounts Payable Accounts Payable
55 65 70 85
NSW - Sydney
50 - 60 60 - 70 70 - 75 80 - 110
50 55 65 75
NSW - Regional
43 - 55 55 - 60 60 - 65 70 - 80
50 55 65 75
VIC - Melbourne
45 - 60 50 - 65 60 - 75 65 - 100
50 55 65 75
VIC - Regional
45 - 55 50 - 60 60 - 70 65 - 85
55 60 75 90
QLD - Brisbane, Gold Coast & Sunshine Coast
50 - 60 60 - 65 70 - 75 80 - 110
50 55 62 75
QLD - Regional
45 - 55 50 - 60 58 - 65 65 - 85
52 60 65 75
SA - Adelaide
48 - 58 55 - 65 60 - 70 70 - 90
55 60 75 85
WA - Perth
50 - 60 55 - 70 70 - 85 80 - 90
50 60 65 70
ACT - Canberra
45 - 60 50 - 65 60 - 70 60 - 80
50 55 60 65
TAS - Hobart/Launceston
45 - 55 50 - 60 50 - 65 60 - 80
55 60 60 65
NT - Darwin
50 - 60 55 - 65 55 - 65 60 - 75
50 58 63 80
NZ - Auckland
45 - 55 50 - 65 58-68 70 - 100
50 60 65 85
NZ - Wellington
45 - 55 55 - 65 60 - 70 70 - 100
48 52 58 85
NZ - Christchurch
45 - 50 48 - 60 55 - 63 70 - 100

Entry Level
ACCOUNTS OFFICERS Accounts Officer Accounts Officer
45 55
NSW - Sydney
45 - 55 55 - 65
41 50
NSW - Regional
40 - 45 50 - 55
41 46
VIC - Melbourne
40 - 45 45 - 60
41 45
VIC - Regional
40 - 45 45 - 55
42 55
QLD - Brisbane, Gold Coast & Sunshine Coast
41 - 45 50 - 60
41 50
QLD - Regional
40 - 45 45 - 55
47 55
SA - Adelaide
45 - 50 50 - 60
45 55
WA - Perth
40 - 50 45 - 60
45 55
ACT - Canberra
40 - 50 50 - 60
45 45
TAS - Hobart/Launceston
43 - 50 45 - 50
50 55
NT - Darwin
45 - 55 50 - 60
45 58
NZ - Auckland
45 - 50 50 - 60
43 52
NZ - Wellington
40 - 45 45 - 60
45 55
NZ - Christchurch
45 - 50 50 - 55

NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars

2018 Hays Salary Guide | 45


ACCOUNTANCY & FINANCE
Professional Practice

BUSINESS SERVICES
UNDERGRADUATES 0-2 yrs exp 2-3 yrs exp 3+ yrs exp
40 45 48
NSW - Sydney
36 - 45 44 - 50 46 - 55
36 40 46
NSW - Regional
36 - 38 36 - 42 42 - 48
37 43 49
VIC - Melbourne
40 - 45 45 - 55 55 - 60
42 50 55
VIC - Regional
36 - 45 45 - 55 50 - 65
36 40 45
QLD - Brisbane, Gold Coast & Sunshine Coast
36 - 40 40 - 45 45 - 50
36 38 45
QLD - Regional
36 - 40 36 - 40 40 - 48
36 40 44
SA - Adelaide
36 - 38 36 - 44 42 - 48
40 45 52
WA - Perth
38 - 42 40 - 49 50 - 55
36 40 45
ACT - Canberra
36 - 40 40 - 45 45 - 50
36 38 42
TAS - Hobart/Launceston
36 - 38 36 - 40 36 - 44
45 60 70
NT - Darwin
40 - 50 50 - 70 60 - 80
38 43 50
NZ - Auckland
35 - 42 40 - 45 45 - 60
38 43 52
NZ - Wellington
35 - 40 40 - 45 45 - 60
37 45 55
NZ - Christchurch
35 - 40 40 - 50 50 - 60

BUSINESS SERVICES GRADUATES No exp 1-2 yrs exp 2-3 yrs exp 3+ yrs exp
36 45 52 62
NSW - Sydney
36 - 38 40 - 50 48 - 60 55 - 70
38 42 48 56
NSW - Regional
36 - 40 38 - 44 42 - 50 50 - 65
42 52 57 60
VIC - Melbourne
45 45 - 55 55 - 60 60 - 65
42 50 60 70
VIC - Regional
38 - 45 45 - 55 50 - 65 60 - 75
37 43 50 55
QLD - Brisbane, Gold Coast & Sunshine Coast
36 - 40 39 - 50 45 - 55 50 - 65
36 38 45 55
QLD - Regional
36 - 40 36 - 40 40 - 48 50 - 65
42 44 48 54
SA - Adelaide
37 - 46 40 - 48 44 - 53 49 - 58
42 50 55 65
WA - Perth
40 - 45 45 - 55 50 - 60 60 - 70
42 47 53 60
ACT - Canberra
36 - 44 44 - 50 45 - 55 50 - 65
38 42 50 55
TAS - Hobart/Launceston
36 - 40 36 - 45 46 - 55 50 - 65
40 60 70 85
NT - Darwin
36 - 50 50 - 65 60 - 80 70 - 100
43 48 53 60
NZ - Auckland
35 - 45 45 - 55 50 - 65 55 - 70
43 47 55 65
NZ - Wellington
35 - 45 45 - 50 50 - 65 55 - 78
43 50 55 60
NZ - Christchurch
42 - 45 45 - 55 50 - 65 55 - 70

TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES:
• Flexible packaging •S
 tudy support for • All salaries shown are exclusive of superannuation (AU) or
• High level of training professional and academic KiwiSaver (NZ)
• Performance based bonuses studies • New Zealand salaries are represented in New Zealand dollars
• Professional development

46 | 2018 Hays Salary Guide


ACCOUNTANCY & FINANCE
Professional Practice

BUSINESS SERVICES (TYPICALLY CA/CPA


COMPLETE) SENIOR, SUPERVISOR,
ASSISTANT MANAGERS 3-4 yrs exp 4-5 yrs exp 5-6 yrs exp 6+ yrs exp
70 75 85 90
NSW - Sydney
60 - 75 65 - 78 75 - 90 85 - 95
68 72 82 86
NSW - Regional
62 - 72 66 - 75 76 - 84 81 - 90
66 75 83 90
VIC - Melbourne
60 - 70 75 - 85 85 - 90 90+
70 80 85 90
VIC - Regional
65 - 80 65 - 85 70 - 95 80 - 110
70 75 80 85
QLD - Brisbane, Gold Coast & Sunshine Coast
65 - 80 65 - 85 75 - 95 80 - 110
60 65 70 75
QLD - Regional
55 - 65 58 - 70 68 - 80 70 - 95
68 72 77 82
SA - Adelaide
64 - 72 68 - 72 73 - 82 76 - 85
65 70 80 90
WA - Perth
60 - 70 65 - 75 75 - 90 90+
68 72 80 90
ACT - Canberra
60 - 70 65 - 75 75 - 85 80 - 95
62 68 75 85
TAS - Hobart/Launceston
55 - 68 62 - 75 70 - 85 80 - 100
75 85 95 100
NT - Darwin
70 - 80 80 - 90 90 - 100 90 - 110
65 72 80 90
NZ - Auckland
62 - 75 65 - 80 75 - 85 85 - 95
70 80 87 96
NZ - Wellington
65 - 75 75 - 85 80 - 93 85 - 105
65 70 83 90+
NZ - Christchurch
60 - 70 65 - 80 75 - 90 85+

BUSINESS SERVICES MANAGERS, SENIOR Senior Manager


MANAGERS, PRINCIPALS/DIRECTORS Manager for 0-2 yrs for 2-5 yrs Principals/Directors
105 125 175
NSW - Sydney
90 - 120 110 - 140 150+
100 115 155
NSW - Regional
90 - 110 100 - 135 125+
110 130 175
VIC - Melbourne
100 - 120 120 - 140 150+
100 110 150
VIC - Regional
80 - 110 100 - 125 125+
95 130 150
QLD - Brisbane, Gold Coast & Sunshine Coast
90 - 100 100 - 140 130+
85 95 130
QLD - Regional
75 - 95 80 - 120 115+
90 115 160
SA - Adelaide
85 - 95 110 - 125 140+
90 125 150
WA - Perth
85 - 100 100 - 140 150+
95 125 160
ACT - Canberra
85 - 105 110 - 140 140+
85 110 130
TAS - Hobart/Launceston
75 - 100 90 - 120 120+
100 110 130
NT - Darwin
90 - 110 100 - 120 120+
100 120 160+
NZ - Auckland
85 - 110 95 - 140 150+
95 122 170
NZ - Wellington
85 - 105 105 - 140 150+
85 100 150
NZ - Christchurch
80 - 95 90 - 125 130+

TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES:
• Flexible packaging •S
 tudy support for • All salaries shown are exclusive of superannuation (AU) or
• High level of training professional and academic KiwiSaver (NZ)
• Performance based bonuses studies • New Zealand salaries are represented in New Zealand dollars
• Professional development

2018 Hays Salary Guide | 47


ACCOUNTANCY & FINANCE
Professional Practice

EXTERNAL AUDIT UNDERGRADUATES 0-2 yrs exp 2-3 yrs exp 3+ yrs exp
40 45 48
NSW - Sydney
36 - 45 44 - 50 46 - 55
36 41 46
NSW - Regional
36 - 38 38 - 43 43 - 48
36 42 46
VIC - Melbourne
40 - 45 45 - 50 50 - 55
37 45 55
VIC - Regional
36 - 40 40 - 50 50 - 60
36 38 45
QLD - Brisbane, Gold Coast & Sunshine Coast
36 - 38 36 - 41 36 - 48
36 38 45
QLD - Regional
36 - 40 36 - 40 40 - 48
36 42 46
SA - Adelaide
36-40 40 - 45 42 - 50
37 42 50
WA - Perth
36 - 40 40 - 45 45 - 60
36 40 46
ACT - Canberra
36 - 38 39 - 42 42 - 50
36 40 48
TAS - Hobart/Launceston
30 - 38 36 - 41 41 - 50
40 45 60
NT - Darwin
36-45 40 - 50 50 - 70
38 45 50
NZ - Auckland
35 - 42 40 - 50 45 - 55
36 40 50
NZ - Wellington
32 - 38 35 - 45 40 - 60
37 45 55
NZ - Christchurch
35 - 40 40 - 50 50 - 60

EXTERNAL AUDIT GRADUATES No exp 1-2 yrs exp 2-3 yrs exp 3+ yrs exp
36 45 51 62
NSW - Sydney
36 - 38 40 - 50 48 - 60 55 - 70
40 45 52 58
NSW - Regional
38 - 45 40 - 50 48 - 56 55 - 60
41 45 52 58
VIC - Melbourne
36-40 45 - 50 45 - 60 55 - 70
36 45 50 55
VIC - Regional
30 - 40 40 - 45 45 - 55 50 - 60
38 45 50 55
QLD - Brisbane, Gold Coast & Sunshine Coast
36 - 41 38 - 55 43 - 60 48 - 65
38 40 45 50
QLD - Regional
36 - 40 36 - 42 37 - 50 42 - 55
42 44 48 54
SA - Adelaide
37 - 46 40 - 48 44 - 53 49 - 58
40 48 55 60
WA - Perth
38-42 42 - 52 52 - 60 60 - 65
42 47 55 60
ACT - Canberra
36 - 44 44 - 50 45 - 60 50 - 65
40 43 52 60
TAS - Hobart/Launceston
36 - 44 36 - 45 46 - 55 55 - 70
40 50 60 70
NT - Darwin
36 - 45 40 - 55 55 - 70 60 - 75
43 48 53 60
NZ - Auckland
35 - 45 45 - 55 50 - 60 55 - 70
44 46 54 60
NZ - Wellington
35 - 45 40 - 48 50 - 58 45 - 65
42 47 60 60
NZ - Christchurch
38 - 45 40 - 55 45 - 65 50 - 70

TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES:
• Flexible packaging •S
 tudy support for • All salaries shown are exclusive of superannuation (AU) or
• High level of training professional and academic KiwiSaver (NZ)
• Performance based bonuses studies • New Zealand salaries are represented in New Zealand dollars
• Professional development

48 | 2018 Hays Salary Guide


ACCOUNTANCY & FINANCE
Professional Practice

EXTERNAL AUDIT (TYPICALLY CA/CPA


COMPLETE) SENIOR, SUPERVISOR,
ASSISTANT MANAGERS 3-4 yrs exp 4-5 yrs exp 5-6 yrs exp 6+ yrs exp
70 76 80 88
NSW - Sydney
65 - 75 70 - 80 75 - 85 85 - 95
68 71 83 90
NSW - Regional
62 - 69 70 - 76 75 - 85 86 - 95
65 70 80 88
VIC - Melbourne
65 - 75 75 - 82 75 - 85 85 - 95+
60 65 70 75
VIC - Regional
55 - 65 60 - 70 65 - 75 70 - 80
60 70 80 85
QLD - Brisbane, Gold Coast & Sunshine Coast
60 - 70 65 - 75 75 - 85 80 - 90
60 65 75 85
QLD - Regional
50 - 65 55 - 75 65 - 85 70 - 90
68 72 77 82
SA - Adelaide
64 - 72 68 - 77 73 - 82 76 - 85
73 75 80 92
WA - Perth
70 - 76 70 - 80 75 - 85 88 - 98
70 80 90 100
ACT - Canberra
60 - 75 75 - 85 85 - 95 95+
62 68 75 80
TAS - Hobart/Launceston
60 - 70 62 - 75 70 - 85 72 - 90
70 75 80 90
NT - Darwin
60 - 80 65 - 85 70 - 90 75 - 100
65 72 80 90
NZ - Auckland
62 - 75 65 - 80 75 - 85 80 - 95
75 75 82 90
NZ - Wellington
60 - 75 65 - 80 76 - 88 82 - 92
65 70 83 90+
NZ - Christchurch
60 - 70 65 - 80 75 - 90 85+

EXTERNAL AUDIT MANAGERS, SENIOR Senior Manager


MANAGERS, PRINCIPALS/DIRECTORS Manager for 0-2 yrs for 2-5 yrs Principals/Directors
105 125 175
NSW - Sydney
95 - 110 110 - 135 135+
103 120 160
NSW - Regional
90 - 110 110 - 125 125+
100 125 170+
VIC - Melbourne
85 - 115 110 - 130 130+
80 100 125
VIC - Regional
65 - 85 95 - 110 110+
100 120 150
QLD - Brisbane, Gold Coast & Sunshine Coast
80 - 110 100 - 130 120+
85 115 140
QLD - Regional
70 - 100 90 - 130 130+
90 115 160
SA - Adelaide
85 - 95 110 - 125 140+
95 125 165
WA - Perth
90 - 100 115 - 130 140+
95 125 160
ACT - Canberra
85 - 105 110 - 140 140+
85 110 135
TAS - Hobart/Launceston
80 - 100 95 - 120 120+
90 115 150
NT - Darwin
85 - 95 110 - 125 140+
100 120 160+
NZ - Auckland
85 - 110 95 - 130 150+
100 120 180
NZ - Wellington
80 - 110 95 - 125 150+
85 100 150
NZ - Christchurch
80 - 95 90 - 110 140

TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES:
• Flexible packaging •S
 tudy support for • All salaries shown are exclusive of superannuation (AU) or
• High level of training professional and academic KiwiSaver (NZ)
• Performance based bonuses studies • New Zealand salaries are represented in New Zealand dollars
• Professional development

2018 Hays Salary Guide | 49


ACCOUNTANCY & FINANCE
Professional Practice

INSOLVENCY GRADUATES No exp 1-2 yrs exp 2-3 yrs exp 3+ yrs exp
36 45 52 62
NSW - Sydney
36 - 38 40 - 50 48 - 60 55 - 70
39 46 57 62
NSW - Regional
37 - 42 42 - 51 49 - 63 58 - 65
45 47 55 63
VIC - Melbourne
38 - 45 43 - 54 49 - 64 56 - 69
38 42 45 50
VIC - Regional
36 - 42 38 - 45 42 - 50 45 - 55
38 45 50 57
QLD - Brisbane, Gold Coast & Sunshine Coast
36 - 39 40 - 50 47 - 55 52 - 62
38 45 50 60
QLD - Regional
36 - 41 42 - 48 45 - 55 50 - 65
42 44 48 54
SA - Adelaide
37 - 46 40 - 48 44 - 53 49 - 58
40 45 60 70
WA - Perth
38 - 43 40 - 50 55 - 65 65 - 75
42 47 51 60
ACT - Canberra
36 - 44 44 - 50 46 - 52 55 - 65
38 42 50 55
TAS - Hobart/Launceston
36 - 40 36 - 45 46 - 55 50 - 65
42 44 48 60
NT - Darwin
38 - 44 40 - 50 44 - 53 55 - 65
42 48 52 60
NZ - Auckland
38 - 46 45 - 55 45 - 58 55 - 65
44 48 55 65
NZ - Wellington
36 - 45 45 - 52 45 - 60 45 - 70
38 48 53 60+
NZ - Christchurch
35 - 43 40 - 52 50 - 60 65+

INSOLVENCY (TYPICALLY CA/CPA


COMPLETE) SENIOR, SUPERVISOR,
ASSISTANT MANAGERS 3-4 yrs exp 4-5 yrs exp 5-6 yrs exp 6+ yrs exp
70 75 80 100
NSW - Sydney
63 - 74 68 - 80 75 - 90 90 - 110
65 74 82 92
NSW - Regional
60 - 72 68 - 78 74 - 85 82 - 97
67 75 85 95
VIC - Melbourne
62 - 73 67 - 85 75 - 90 85 - 100
60 65 75 80
VIC - Regional
55 - 62 58 - 70 70 - 80 75 - 95
65 72 80 90
QLD - Brisbane, Gold Coast & Sunshine Coast
57 - 70 65 - 78 73 - 83 80 - 100
60 70 80 85
QLD - Regional
55 - 70 65 - 75 75 - 85 80 - 90
68 72 77 82
SA - Adelaide
64 - 72 68 - 77 73 - 82 76 - 85
70 80 90 110
WA - Perth
65 - 75 75 - 85 85 - 95 95 - 150
70 80 90 100
ACT - Canberra
65 - 75 75 - 85 85 - 95 95+
58 63 68 72
TAS - Hobart/Launceston
50 - 65 60 - 70 60 - 80 65 - 85
65 70 80 95
NT - Darwin
60 - 70 65 - 75 75 - 85 85 - 105
68 78 85 95
NZ - Auckland
65 - 70 70 - 88 80 - 90 90 - 110
75 80 90 105
NZ - Wellington
70 - 80 70 - 90 85 - 90 95 - 120
65 70 80 90+
NZ - Christchurch
60 - 80 65 - 85 75 - 90 80+

TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES:
• Flexible packaging •S
 tudy support for • All salaries shown are exclusive of superannuation (AU) or
• High level of training professional and academic KiwiSaver (NZ)
• Performance based bonuses studies • New Zealand salaries are represented in New Zealand dollars
• Professional development

50 | 2018 Hays Salary Guide


ACCOUNTANCY & FINANCE
Professional Practice

INSOLVENCY MANAGERS, SENIOR Senior Manager


MANAGERS, PRINCIPALS/DIRECTORS Manager for 0-2 yrs for 2-5 yrs Principals/Directors
110 140 200+
NSW - Sydney
95 - 120 110 - 145 140+
100 115 150
NSW - Regional
83 - 105 105 - 120 120+
110 130 190
VIC - Melbourne
92 - 113 106 - 139 150+
80 90 120
VIC - Regional
70 - 85 85 - 110 110+
95 120 150
QLD - Brisbane, Gold Coast & Sunshine Coast
85 - 96 100 - 120 130+
85 110 150+
QLD - Regional
80 - 95 100 - 120 120+
90 115 160
SA - Adelaide
85 - 95 110 - 125 140+
100 115 145
WA - Perth
95 - 105 105 - 130 135+
100 125 160
ACT - Canberra
95+ 115+ 140+
80 97 120
TAS - Hobart/Launceston
70 - 90 89 - 103 110+
90 115 130
NT - Darwin
85 - 95 105 - 120 120+
100 120 160+
NZ - Auckland
95 - 110 100 - 150 140+
100 125 160
NZ - Wellington
90 - 110 105 - 145 140+
90 110 130+
NZ - Christchurch
70 - 110 85 - 120 120+

TAX CONSULTING (TYPICALLY CA/CPA


COMPLETE) SENIOR, SUPERVISOR,
ASSISTANT MANAGERS Up to 4 yrs exp 4-5 yrs exp 5-6 yrs exp 6+ yrs exp
75 80 90 95
NSW - Sydney
70 - 80 75 - 85 80 - 95 90 - 100
68 73 80 86
NSW - Regional
62 - 70 69 - 75 76 - 84 84 - 100
70 75 85 89
VIC - Melbourne
65 - 75 70 - 80 75 - 90 82 - 105
60 65 70 75
VIC - Regional
55 - 62 62 - 68 68 - 75 72 - 90
70 75 85 90
QLD - Brisbane, Gold Coast & Sunshine Coast
65 - 75 65 - 75 75 - 90 80 - 95
60 65 75 85
QLD - Regional
55 - 65 65 - 75 70 - 85 80 - 90
68 75 80 86
SA - Adelaide
65 - 72 70 - 80 75 - 85 80 - 91
75 85 100 110
WA - Perth
65 - 80 70 - 95 95 - 105 100+
70 75 90 100+
ACT - Canberra
60 - 70 65 - 80 80 - 100 95+
58 63 68 72
TAS - Hobart/Launceston
50 - 65 60 - 70 60 - 80 65 - 85
75 85 90 100
NT - Darwin
70 - 80 75 - 90 85 - 95 85 - 115
70 75 80 90
NZ - Auckland
60 - 75 65 - 85 75 - 85 80 - 100
72 75 82 90
NZ - Wellington
65 - 75 67 - 80 72 - 86 77 - 105
70 75 80 85+
NZ - Christchurch
60 - 75 65 - 85 70 - 85 75 - 100

TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES:
• Flexible packaging •S
 tudy support for • All salaries shown are exclusive of superannuation (AU) or
• High level of training professional and academic KiwiSaver (NZ)
• Performance based bonuses studies • New Zealand salaries are represented in New Zealand dollars
• Professional development

2018 Hays Salary Guide | 51


ACCOUNTANCY & FINANCE
Professional Practice

TAX CONSULTING INCL MANAGERS, SENIOR Senior Manager


MANAGERS, PRINCIPALS/DIRECTORS Manager for 0-2 yrs for 2-5 yrs Principals/Directors
115 140 180+
NSW - Sydney
90 - 118 120 - 150 150+
110 130 150
NSW - Regional
100 - 115 120 - 135 128+
105 140 185
VIC - Melbourne
87 - 115 120 - 150 160+
80 100 125
VIC - Regional
65 - 85 92 - 103 110+
100 123 150
QLD - Brisbane, Gold Coast & Sunshine Coast
85 - 105 110 - 130 130+
100 115 125
QLD - Regional
85 - 105 105 - 125 120+
95 120 160
SA - Adelaide
90 - 103 115 - 125 140+
100 125 155
WA - Perth
95 - 110 110 - 140 150+
95 125 160
ACT - Canberra
85 - 105 110 - 140 140+
80 100 125
TAS - Hobart/Launceston
70 - 90 92 - 103 110+
95 120 150
NT - Darwin
90 - 100 110 - 125 140+
95 110 150
NZ - Auckland
85 - 110 100 - 130 140+
100 110 180
NZ - Wellington
90 - 110 100 - 130 150+
90 100 150
NZ - Christchurch
80 - 100 90 - 110 130+

CORPORATE FINANCE (TYPICALLY CA/


CPA/SIA/MASTERS FINANCE) SENIOR,
SUPERVISOR, ASSISTANT MANAGERS Up to 4 yrs exp 4-5 yrs exp 5-6 yrs exp 6+ yrs exp
80 85 90 120
NSW - Sydney
70 - 85 75 - 90 85 - 95 95 - 130
60 65 76 85
NSW - Regional
51 - 65 60 - 71 74 - 81 76 - 94
74 80 85 100
VIC - Melbourne
69 - 78 75 - 85 80 - 94 85 - 110
65 70 80 85
VIC - Regional
60 - 70 65 - 75 72 - 85 80 - 92
75 80 85 100
QLD - Brisbane, Gold Coast & Sunshine Coast
70 - 80 80 - 90 90 - 100 100 - 120
65 75 80 90
QLD - Regional
60 - 75 70 - 80 75 - 85 85 - 95
68 75 80 86
SA - Adelaide
65 - 72 70 - 80 75 - 85 80 - 91
75 85 95 120
WA - Perth
70 - 80 80 - 90 90 - 100 100 - 150
68 72 80 85
ACT - Canberra
60 - 70 65 - 75 75 - 85 80 - 95
58 63 68 72
TAS - Hobart/Launceston
50 - 65 60 - 70 60 - 80 65 - 85
85 90 100 110
NT - Darwin
80 - 90 80 - 100 90 - 110 90 - 120
70 78 82 95
NZ - Auckland
65 - 80 70 - 85 75 - 90 85 - 110
70 75 80 90
NZ - Wellington
65 - 80 65 - 85 70 - 90 75 - 110
70 75 80 90
NZ - Christchurch
60 - 80 60 - 85 70 - 90 80+

TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES:
• Flexible packaging •S
 tudy support for • All salaries shown are exclusive of superannuation (AU) or
• High level of training professional and academic KiwiSaver (NZ)
• Performance based bonuses studies • New Zealand salaries are represented in New Zealand dollars
• Professional development

52 | 2018 Hays Salary Guide


ACCOUNTANCY & FINANCE
Professional Practice

CORPORATE FINANCE MANAGERS, SENIOR Senior Manager


MANAGERS, PRINCIPALS/DIRECTORS Manager for 0-2 yrs for 2-5 yrs Principals/Directors
120 170 220
NSW - Sydney
110 - 130 120 - 180 150+
105 130 150
NSW - Regional
90 - 110 110 - 140 130+
115 160 220
VIC - Melbourne
93 - 129 125 - 170 160+
95 110 135
VIC - Regional
85 - 105 100 - 140 125+
110 140 200
QLD - Brisbane, Gold Coast & Sunshine Coast
100 - 120 125 - 150 140+
90 110 130
QLD - Regional
85 - 100 105 - 125 120+
95 120 160
SA - Adelaide
90 - 103 115 - 125 140+
115 140 180
WA - Perth
105 - 125 120 - 185 145+
95 125 160
ACT - Canberra
85 - 105 110 - 140 140+
80 95 120
TAS - Hobart/Launceston
70 - 90 85 - 100 110+
95 110 135
NT - Darwin
85 - 105 100 - 120 125+
100 120 160
NZ - Auckland
90 - 110 100 - 140 150+
112 120 150
NZ - Wellington
90 - 115 100 - 140 180+
90 110 140
NZ - Christchurch
85 - 100 100 - 130 130+

MANAGEMENT CONSULTING (TYPICALLY


CA/CPA COMPLETE) SENIOR,
SUPERVISOR, ASSISTANT MANAGERS Up to 4 yrs exp 4-5 yrs exp 5-6 yrs exp 6+ yrs exp
70 75 85 95
NSW - Sydney
68 - 75 68 - 80 80 - 90 85 - 110
60 68 74 83
NSW - Regional
53 - 63 55 - 72 69 - 78 76 - 87
64 72 80 90
VIC - Melbourne
60 - 69 65 - 78 74 - 84 85 - 95
62 68 75 82
VIC - Regional
58 - 68 65 - 75 72 - 80 78 - 85
65 75 85 95
QLD - Brisbane, Gold Coast & Sunshine Coast
65 - 75 70 - 80 8.90 90 - 100
60 68 75 80
QLD - Regional
55 - 65 64 - 72 68 - 76 74 - 90
68 72 77 82
SA - Adelaide
64 - 72 68 - 77 73 - 82 76 - 85
75 80 90 100
WA - Perth
65 - 75 70 - 80 80 - 95 85 - 110
75 85 100 110
ACT - Canberra
70 - 80 80 - 90 90 - 100 100+
58 63 68 72
TAS - Hobart/Launceston
50 - 65 60 - 70 60 - 80 65 - 85
77 90 95 100
NT - Darwin
70 - 85 85 - 95 90 - 100 90 - 110
65 70 80 90
NZ - Auckland
60 - 70 65 - 80 75 - 90 80 - 100
64 72 80 90
NZ - Wellington
60 - 69 65 - 78 74 - 84 85 - 95
60 70 80 90+
NZ - Christchurch
55 - 65 65 - 75 75 - 85 80+

TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES:
• Flexible packaging •S
 tudy support for • All salaries shown are exclusive of superannuation (AU) or
• High level of training professional and academic KiwiSaver (NZ)
• Performance based bonuses studies • New Zealand salaries are represented in New Zealand dollars
• Professional development

2018 Hays Salary Guide | 53


ACCOUNTANCY & FINANCE
Professional Practice

MANAGEMENT CONSULTING MANAGERS, Senior Manager


SENIOR MANAGERS, PRINCIPALS/DIRECTORS Manager for 0-2yrs for 2-5 yrs Principals/Directors
100 130 170+
NSW - Sydney
90 - 115 110 - 150 150+
85 105 135
NSW - Regional
70 - 95 100 - 120 120+
105 130 170
VIC - Melbourne
87 - 115 110 - 155 150+
85 100 125
VIC - Regional
80 - 90 90 - 110 110+
110 130 160
QLD - Brisbane, Gold Coast & Sunshine Coast
100 - 120 120 - 140 150
85 100 125
QLD - Regional
80 - 95 100 - 120 125+
90 115 160
SA - Adelaide
85 - 95 110 - 125 140+
110 130 170
WA - Perth
100 - 120 115 - 140 150+
100 125 160
ACT - Canberra
85 - 105 110 - 140 140+
80 100 125
TAS - Hobart/Launceston
70 - 90 88 - 110 110+
90 115 130
NT - Darwin
85 - 95 110 - 125 125+
90 110 150+
NZ - Auckland
80 - 100 100 - 130 130+
88 100 150
NZ - Wellington
78 - 95 90 - 115 120+
85 95 115
NZ - Christchurch
70 - 90 80 - 110 100+

RISK CONSULTING/INTERNAL AUDIT


(TYPICALLY CA/CPA COMPLETE) SENIOR,
SUPERVISOR, ASSISTANT MANAGERS Up to 4 yrs exp 4-5 yrs exp 5-6 yrs exp 6+ yrs exp
75 80 95 98
NSW - Sydney
65 - 80 78 - 86 87 - 95 95 - 110
63 70 80 85
NSW - Regional
57 - 68 66 - 78 76 - 86 78 - 92
66 75 80 88
VIC - Melbourne
60 - 70 68 - 77 75 - 86 82 - 95
62 70 75 80
VIC - Regional
58 - 65 65 - 74 74 - 82 76 - 85
65 75 80 90
QLD - Brisbane, Gold Coast & Sunshine Coast
60 - 68 65 - 74 70 - 92 74 - 90
65 70 75 80
QLD - Regional
60 - 70 65 - 75 70 - 80 75 - 85
68 72 77 82
SA - Adelaide
64 - 72 68 - 77 73 - 82 76 - 85
70 75 80 90
WA - Perth
60 - 80 70 - 80 75 - 90 85 - 95
68 72 85 95
ACT - Canberra
60 - 70 65 - 75 75 - 90 90+
58 63 68 72
TAS - Hobart/Launceston
50 - 65 60 - 70 60 - 80 65 - 85
70 80 90 100
NT - Darwin
60 - 80 65 - 85 80 - 100 85 - 115
68 78 87 90
NZ - Auckland
55 - 78 70 - 85 82 - 95 80 - 100
70 80 90 95
NZ - Wellington
65 - 75 75 - 85 85 - 95 90 - 100
65 75 90 90
NZ - Christchurch
50 - 70 65 - 85 80 - 100 85 - 110

TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES:
• Flexible packaging •S
 tudy support for • All salaries shown are exclusive of superannuation (AU) or
• High level of training professional and academic KiwiSaver (NZ)
• Performance based bonuses studies • New Zealand salaries are represented in New Zealand dollars
• Professional development

54 | 2018 Hays Salary Guide


ACCOUNTANCY & FINANCE
Professional Practice

RISK CONSULTING/INTERNAL AUDIT


MANAGERS, SENIOR MANAGERS, Senior Manager
PRINCIPALS/DIRECTORS Manager for 0-2 yrs for 2-5 yrs Principals/Directors
110 125 170
NSW - Sydney
92 - 115 110 - 135 140+
95 120 155
NSW - Regional
85 - 100 95 - 130 120+
100 125 160+
VIC - Melbourne
85 - 110 105 - 140 140+
85 110 140
VIC - Regional
70 - 95 95 - 130 130+
100 125 160
QLD - Brisbane, Gold Coast & Sunshine Coast
80 - 100 105 - 125 130+
95 115 125
QLD - Regional
80 - 100 105 - 125 125+
90 115 160
SA - Adelaide
85 - 95 110 - 125 140+
100 120 150
WA - Perth
90 - 105 110 - 145 140+
100 125 160
ACT - Canberra
90 - 110 110 - 140 140+
80 95 125
TAS - Hobart/Launceston
70 - 90 83 - 105 110+
90 110 120
NT - Darwin
80 - 100 95 - 120 110+
95 115 150+
NZ - Auckland
85 - 115 95 - 130 140+
100 120 165
NZ - Wellington
85 - 115 110 - 135 130+
80 100 150
NZ - Christchurch
65 - 90 80 - 125 130+

TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES:
• Flexible packaging •S
 tudy support for • All salaries shown are exclusive of superannuation (AU) or
• High level of training professional and academic KiwiSaver (NZ)
• Performance based bonuses studies • New Zealand salaries are represented in New Zealand dollars
• Professional development

2018 Hays Salary Guide | 55


ACCOUNTANCY & FINANCE
Professional Practice

PRACTICE ADMINISTRATION Accountant Practice Manager Finance Manager


85 100 115
NSW - Sydney
72 - 87 85 - 110 95 - 125
76 90 100
NSW - Regional
60 - 81 85 - 98 85 - 110
80 90 110
VIC - Melbourne
70 - 87 75 - 100 90 - 125
70 80 95
VIC - Regional
65 - 72 75 - 85 88 - 100
70 85 100
QLD - Brisbane, Gold Coast & Sunshine Coast
60 - 75 80 - 90 90 - 110
65 80 95
QLD - Regional
60 - 70 75 - 90 90 - 110
75 83 90
SA - Adelaide
70 - 80 78 - 90 85 - 105
80 95 100
WA - Perth
75 - 90 85 - 110 95 - 125
80 90 110
ACT - Canberra
75 - 85 80 - 100 95 - 125
70 80 85
TAS - Hobart/Launceston
60 - 75 70 - 90 75 - 95
70 90 95
NT - Darwin
65 - 75 80 - 100 90 - 105
80 90 100
NZ - Auckland
70 - 85 80 - 110 85 - 115
75 85 90
NZ - Wellington
60 - 80 75 - 95 80 - 100
70 100 90
NZ - Christchurch
60 - 80 90 - 110 80 - 100
TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES:
• Education costs • Performance based bonuses •  All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars

ADMINISTRATION Team Assistant Office/Admin Manager PA to Partner (1 on 1) PA to Partners (2 or 3)


50 70 70 65
NSW - Sydney
45 - 55 60 - 75 65 - 80 65 - 75
45 60 63 60
NSW - Regional
40 - 50 52 - 65 55 - 58 52 - 65
48 60 58 58
VIC - Melbourne
40 - 55 50 - 70 55 - 70 55 - 70
50 60 60 60
VIC - Regional
40 - 55 55 - 65 50 - 65 50 - 65
45 60 58 52
QLD - Brisbane, Gold Coast & Sunshine Coast
42 - 48 55 - 65 50 - 62 48 - 65
50 60 58 60
QLD - Regional
45 - 55 55 - 65 55 - 63 50 - 80
50 61 60 70
SA - Adelaide
40 - 55 55 - 65 50 - 65 65 - 80
60 70 70 75
WA - Perth
55 - 70 65 - 75 65 - 75 70 - 80
45 60 60 65
ACT - Canberra
40 - 50 50 - 65 50 - 70 55 - 75
48 60 55 55
TAS - Hobart/Launceston
40 - 55 50 - 70 45 - 60 45 - 60
60 80 60 65
NT - Darwin
40 - 70 70 - 90 50 - 65 60 - 75
45 65 60 65
NZ - Auckland
40 - 50 55 - 70 55 - 70 55 - 70
40 55 50 53
NZ - Wellington
35 - 44 45 - 60 45 - 55 45 - 60
50 60 60 60
NZ - Christchurch
48 - 55 55 - 65 55 - 70 60+
NOTES:
•A
 ll salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New
 Zealand salaries are represented in New Zealand dollars

56 | 2018 Hays Salary Guide


BANKING

AUSTRALIA in the year ahead for suitably skilled Assessment centres continue to be the
professionals. Given demand, there have preferred method of recruitment for
Vacancy activity within Australia’s been some moderate salary increases. volume customer service, operations and
financial services sector remained high entry level positions. There is a focus
over the past twelve months, both for Financial planning salaries have increased
within the bigger banks on improving the
temporary and permanent positions, and in recent years in response to qualification
candidate experience during recruitment
this will continue in the year ahead. requirements, remediation projects and
and onboarding.
the decline of commission-based
Modest salary increases have been evident incentives. However not every firm has Finally, employers are conducting more
in most areas with Credit Analysts the followed this trend, with some relying thorough pre-employment screenings given
biggest winners in response to growing instead on their brand, an open APL and the implementation of the ABA background
demand and a shortage of relevant skills. non-monetary benefits to attract talent. check protocol aimed at preventing
In addition, job opportunities are Consequently financial planning salaries individuals with a history of poor conduct
increasing for Business Development now vary greatly and span a wide range. from moving around the industry.
Managers and credit professionals given Financial planning qualifications have
the growth of FinTech companies that been a topic of discussion for several
specialise in unsecured cash flow lending years and are an ongoing concern for
as well as the resurgence of non-bank planners and managers alike. The
lenders, particularly subprime equipment spotlight remains firmly on the delivery of
and asset finance companies. Such the best possible outcome for customers,
employers are attractive options to which has set in motion the requirement
successful bankers looking for an for planners to attain their CFP and
entrepreneurial culture. degree. This is now an almost minimum
Risk Managers with experience across requirement for new positions.
operational risk, credit risk and conduct

“ areNew
risk remain in demand, as do risk
specialists with strong quantitative
job opportunities
analysis skills as organisations strengthen being created in digital
their risk management practices and or and virtual lending teams

improve their investment strategies.
Despite demand, there has been no
in the Big 4 banks.
significant change to salaries.
New job opportunities are being created
in digital and virtual lending teams in the

“ Australia’s
Vacancy activity within
financial services
Big 4 banks, which continue to look for
faster and easier processes for their
customers. These include jobs for
SALARY INFORMATION: BANKING
sector remained high over experienced Lending Managers who are
the past twelve months, looking to move out of a branch.
both for temporary and The inexorable rise of crypto-currencies
permanent positions, over the past year has placed even
greater importance on finance companies’
and this will continue digital assets. In 2018-19 we expect to see
in the year ahead.
” the industry retrain and reshape its talent
base in response. We’ll also see increasing
demand for specialists in this field.
Compliance is another active area for
Consequently, professionals who upskill in
jobs. Once considered a support function,
this area will have an advantage in this
it is now an increasingly prominent role
new, complex and fast-evolving sector.
given accumulative regulatory
requirements, particularly anti-money In other trends, bonuses and incentive-
laundering and counter-terrorism based pay for customer-facing roles are
financing (AML/CTF). With banks focused on a broader range of measures,
expected to continue growing their as opposed to solely sales, as banks
headcount in this area to meet AUSTRAC implement the Sedgwick Review’s
reporting requirements, particularly at an recommendations and embed a more
operational level, demand will remain high customer-focused culture.

2018 Hays Salary Guide | 57


BANKING

Customer Branch
RETAIL BANKING Teller Service Officer Supervisor Personal Banker Lender
47 50 70 65 95
NSW - Sydney
47 - 50 48 - 54 60 - 75 55 - 75 80 - 110
42 42 55 50 80
VIC - Melbourne
42 - 44 42 - 46 50 - 60 47 - 55 75 - 85
42 42 55 50 75
QLD - Brisbane, Gold Coast & Sunshine Coast
42 - 43 42 - 46 50 - 60 47 - 55 70 - 80
44 45 53 55 60
SA - Adelaide
42 - 46 42 - 50 49 - 55 50 - 60 55 - 65
43 47 55 55 85
WA - Perth
42 - 47 42 - 50 50 - 60 50 - 60 75 - 90
42 42 49 58 75
ACT - Canberra
42 - 45 42 - 50 49 - 55 47 - 70 55 - 90
42 42 49 50 55
TAS - Hobart
42 - 44 42 - 43 49 - 60 47 - 55 50 - 60
42 45 55 50 55
NT - Darwin
42 - 44 42 - 50 49 - 60 47 - 55 50 - 60

Mobile Lending Regional/


Manager Branch Manager District Manager
95 100 140
NSW - Sydney
90 - 110 80 - 140 135 - 175
90 85 120
VIC - Melbourne
75 - 100 70 - 110 100 - 135
80 75 120
QLD - Brisbane, Gold Coast & Sunshine Coast
75 - 85 60 - 82 90 - 135
75 75 110
SA - Adelaide
65 - 85 65 - 82 90 - 120
95 100 140
WA - Perth
80 - 110 80 - 120 130 - 160
80 80 110
ACT - Canberra
70 - 110 55 - 110 75 - 135
68 75 110
TAS - Hobart
55 - 82 55 - 82 80 - 135
75 75 110
NT - Darwin
60 - 78 60 - 110 90 - 120

MORTGAGE BROKING Broker Support Account Manager Broker


60 85 90
NSW - Sydney
55 - 65 70 - 100 80 - 100
55 85 90
VIC - Melbourne
45 - 60 70 - 100 80 - 100
60 65 100
QLD - Brisbane, Gold Coast & Sunshine Coast
55 - 65 60 - 70 90 - 110
53 80 85
SA - Adelaide
50 - 55 75 - 85 80 - 95
55 60 70
WA - Perth
50 - 60 55 - 65 50 - 80
50 60 60
ACT - Canberra
40 - 55 50 - 70 40 - 70
TAS - Hobart N/A N/A N/A

NT - Darwin N/A N/A N/A

NOTES:
• All salaries shown are exclusive of superannuation

58 | 2018 Hays Salary Guide


BANKING

Operations Settlements Collections Senior Credit


LENDING OPERATIONS Officer Officer Officer Credit Analyst Analyst
53 60 60 80 95
NSW - Sydney
50 - 55 50 - 70 50 - 70 70 - 100 85 - 110
44 55 50 70 75
VIC - Melbourne
41 - 50 50 - 60 45 - 55 60 - 80 65 - 85
41 45 45 60 75
QLD - Brisbane, Gold Coast & Sunshine Coast
41 - 44 45 - 50 45 - 50 55 - 65 65 - 80
48 50 53 55 65
SA - Adelaide
45 - 50 45 - 55 50 - 58 50 - 60 60 - 70
48 50 55 60 75
WA - Perth
44 - 50 45 - 55 50 - 60 55 - 65 65 - 85
41 45 45 55 65
ACT - Canberra
41 - 44 45 - 50 45 - 50 50 - 60 50 - 75
41 45 45 46 60
TAS - Hobart
41 - 44 45 - 50 45 - 50 43 - 50 50 - 70
41 45 45 46 60
NT - Darwin
41 - 44 45 - 50 45 - 50 43 - 50 50 - 70

Team Leader/ Senior General


Supervisor Manager Manager Manager
90 100 120 170
NSW - Sydney
75 - 105 90 - 120 100 - 140 140 - 220
70 75 110 155
VIC - Melbourne
65 - 75 70 - 80 90 - 120 120 - 210
60 70 100 135
QLD - Brisbane, Gold Coast & Sunshine Coast
55 - 65 55 - 80 80 - 110 100 - 185
60 75 82 120
SA - Adelaide
55 - 65 65 - 80 75 - 100 100 - 135
65 85 110 140
WA - Perth
60 - 70 80 - 90 90 - 120 100 - 180
60 70 100 135
ACT - Canberra
55 - 65 55 - 80 80 - 110 100 - 185
50 70 82 135
TAS - Hobart
45 - 55 55 - 80 70 - 90 100 - 185
65 75 90 120
NT - Darwin
55 - 70 65 - 80 75 - 110 100 - 135

Assistant Senior Business


Relationship Relationship Relationship Executive Development
BUSINESS & COMMERCIAL LENDING Manager Manager Manager Manager State Manager Manager
80 120 135 200 220 135
NSW - Sydney
75 - 90 100 - 130 120 - 160 180 - 230 200 - 260 110 - 150
70 100 130 180 200 130
VIC - Melbourne
55 - 85 87 - 120 110 - 140 140 - 200 165 - 220 110 - 145
70 100 120 145 200 130
QLD - Brisbane, Gold Coast & Sunshine Coast
60 - 75 87 - 120 100 - 135 135 - 165 185 - 220 110 - 140
65 100 130 150 170 110
SA - Adelaide
60 - 70 87 - 120 115 - 150 135 - 165 160 - 185 90 - 120
80 120 135 170 200 130
WA - Perth
75 - 90 100 - 140 120 - 160 150 - 180 180 - 235 110 - 140
70 90 120 145 170 130
ACT - Canberra
55 - 78 75 - 120 90 - 140 90 - 165 140 - 200 100 - 145
60 90 105 135 160 100
TAS - Hobart
55 - 80 80 - 100 100 - 120 120 - 155 135 - 185 80 - 120
65 78 110 125 160 110
NT - Darwin
55 - 65 65 - 80 90 - 120 110 - 130 120 - 165 90 - 120

NOTES:
• All salaries shown are exclusive of superannuation

2018 Hays Salary Guide | 59


BANKING

Assistant Senior Business


Relationship Relationship Relationship Executive Development
CORPORATE & LENDING Manager Manager Manager Manager State Manager Manager
100 135 185 235 275 135
NSW - Sydney
80 - 130 120 - 165 165 - 200 220 - 255 235 - 310 120 - 165
75 110 130 160 200 130
VIC - Melbourne
65 - 80 100 - 120 120 - 145 135 - 175 175 - 230 110 - 155
70 100 120 145 200 130
QLD - Brisbane, Gold Coast & Sunshine Coast
60 - 75 80 - 120 100 - 135 135 - 165 185 - 220 110 - 142
70 110 130 150 170 130
SA - Adelaide
60 - 75 85 - 110 115 - 150 135 - 165 160 - 185 110 - 135
80 140 150 190 260 130
WA - Perth
75 - 90 100 - 150 140 - 160 180 - 200 200 - 290 115 - 165
70 90 120 145 170 130
ACT - Canberra
55 - 80 75 - 120 90 - 140 90 - 165 140 - 200 100 - 145
65 110 130 150 170 130
TAS - Hobart
60 - 70 85 - 110 115 - 150 135 - 165 160 - 185 110 - 135
65 110 130 150 170 130
NT - Darwin
60 - 70 85 - 110 115 - 150 135 - 165 160 - 185 110 - 135

Business
Client Settlements Credit Senior Credit Development
ASSET FINANCE Services Officer Analyst Analyst Manager
55 60 70 85 125
NSW - Sydney
50 - 60 55 - 65 65 - 75 75 - 100 100 - 145
55 55 65 75 90
VIC - Melbourne
45 - 60 50 - 65 60 - 75 65 - 80 75 - 100
55 45 55 65 100
QLD - Brisbane, Gold Coast & Sunshine Coast
40 - 60 40 - 50 50 - 60 55 - 75 80 - 110
55 50 55 65 90
SA - Adelaide
50 - 60 45 - 55 50 - 60 55 - 70 80 - 100
55 50 70 85 120
WA - Perth
50 - 60 45 - 55 65 - 75 75 - 90 90 - 130
55 40 55 60 75
ACT - Canberra
45 - 60 36 - 45 40 - 60 60 - 70 60 - 90
55 38 55 55 85
TAS - Hobart
50 - 60 36 - 45 50 - 60 50 - 60 80 - 100
55 50 55 65 110
NT - Darwin
50 - 60 45 - 55 50 - 60 60 - 70 80 - 130

Senior Senior
SUPERANNUATION ADMIN Administrator Administrator Team Leader Manager Manager
50 60 70 95 120
NSW - Sydney
50 - 55 55 - 65 70 - 80 85 - 110 100 - 130
50 60 70 95 120
VIC - Melbourne
45 - 55 55 - 65 65 - 80 85 - 110 110 - 130
45 55 65 90 120
QLD - Brisbane, Gold Coast & Sunshine Coast
40 - 50 50 - 60 60 - 75 75 - 110 90 - 145
45 50 65 100 120
SA - Adelaide
40 - 45 40 - 50 55 - 70 75 - 110 100 - 130
50 55 65 90 120
WA - Perth
50 - 55 50 - 60 55 - 75 80 - 110 100 - 130
45 55 65 80 120
ACT - Canberra
40 - 50 50 - 60 60 - 75 75 - 90 100 - 130
45 40 50 70 120
TAS - Hobart
36 - 45 36 - 45 45 - 65 60 - 80 100 - 130
45 50 65 100 120
NT - Darwin
36 - 45 40 - 50 55 - 70 75 - 110 100 - 130

NOTES:
• All salaries shown are exclusive of superannuation

60 | 2018 Hays Salary Guide


BANKING

SUPERANNUATION CSO CSM Manager Senior Manager Fund Manager


50 70 90 120 110
NSW - Sydney
45 - 55 60 - 80 80 - 100 110 - 130 100 - 128
50 65 85 110 100
VIC - Melbourne
45 - 60 55 - 75 75 - 95 100 - 120 90 - 120
40 50 70 75 90
QLD - Brisbane, Gold Coast & Sunshine Coast
38 - 45 45 - 55 60 - 75 60 - 80 75 - 100
50 60 65 70 100
SA - Adelaide
45 - 55 50 - 65 55 - 70 60 - 80 75 - 110
50 60 70 80 110
WA - Perth
50 - 55 50 - 70 60 - 75 75 - 90 100 - 120
50 50 70 75 95
ACT - Canberra
38 - 60 45 - 65 60 - 75 60 - 80 75 - 100
45 45 55 60 80
TAS - Hobart
40 - 55 40 - 55 50 - 60 50 - 70 65 - 90
45 45 65 75 100
NT - Darwin
40 - 55 40 - 55 60 - 70 70 - 80 90 - 110

Business
Senior Development
FUNDS MANAGEMENT Administrator Administrator Manager Manager General Manager
55 60 90 130 155
NSW - Sydney
50 - 60 50 - 67 80 - 110 100 - 145 135 - 165
52 60 90 110 145
VIC - Melbourne
50 - 60 55 - 70 80 - 100 90 - 130 130 - 155
45 55 80 110 145
QLD - Brisbane, Gold Coast & Sunshine Coast
40 - 50 50 - 60 75 - 90 100 - 120 130 - 155
45 50 75 90 120
SA - Adelaide
38 - 45 40 - 45 60 - 80 75 - 110 100 - 135
50 55 80 110 135
WA - Perth
50 - 55 50 - 60 60 - 90 100 - 120 130 - 145
50 55 80 110 145
ACT - Canberra
40 - 60 50 - 60 75 - 90 100 - 120 130 - 155
38 40 60 90 120
TAS - Hobart
38 - 40 38 - 45 50 - 70 80 - 120 90 - 135
45 45 80 110 135
NT - Darwin
38 - 45 40 - 50 75 - 90 100 - 120 130 - 145

Senior
Settlements Settlements
Officer Officer Supervisor Unit Registry Unit Pricing
60 65 80 55 65
NSW - Sydney
50 - 65 60 - 75 75 - 90 45 - 55 60 - 70
60 65 75 55 60
VIC - Melbourne
50 - 65 60 - 75 65 - 85 50 - 60 55 - 65
45 55 65 45 45
QLD - Brisbane, Gold Coast & Sunshine Coast
40 - 50 50 - 60 60 - 70 40 - 55 40 - 50
50 55 60 45 50
SA - Adelaide
45 - 55 50 - 55 55 - 70 40 - 50 45 - 55
55 60 65 45 55
WA - Perth
50 - 60 55 - 65 60 - 70 40 - 55 50 - 60
45 55 65 45 45
ACT - Canberra
40 - 50 50 - 60 60 - 70 40 - 55 40 - 50
45 50 62 45 50
TAS - Hobart
40 - 50 45 - 55 45 - 70 36 - 50 45 - 55
45 50 65 45 50
NT - Darwin
45 - 55 45 - 55 45 - 70 36 - 50 45 - 55

NOTES:
• All salaries shown are exclusive of superannuation

2018 Hays Salary Guide | 61


BANKING

Client Services Client Services Client Services


FUNDS MANAGEMENT Officer Supervisor Manager
55 75 90
NSW - Sydney
50 - 60 70 - 85 85 - 105
50 70 85
VIC - Melbourne
45 - 55 65 - 80 70 - 95
45 65 80
QLD - Brisbane, Gold Coast & Sunshine Coast
40 - 55 60 - 70 65 - 90
55 65 65
SA - Adelaide
45 - 55 55 - 70 55 - 70
50 65 75
WA - Perth
45 - 55 60 - 70 70 - 80
45 55 65
ACT - Canberra
40 - 50 45 - 70 65 - 80
50 50 65
TAS - Hobart
40 - 55 45 - 55 55 - 70
50 65 65
NT - Darwin
40 - 55 55 - 70 55 - 70

Senior
Settlements Settlements Reconciliations Supervisor/
TREASURY INVESTMENT OPERATIONS Officer Officer Officer Payments Officer Senior Manager
60 68 60 65 80
NSW - Sydney
50 - 65 60 - 75 50 - 65 60 - 70 75 - 85
60 70 55 55 80
VIC - Melbourne
50 - 65 60 - 75 50 - 60 50 - 65 70 - 90
45 55 45 55 75
QLD - Brisbane, Gold Coast & Sunshine Coast
40 - 55 50 - 60 40 - 50 50 - 60 65 - 80
50 55 50 55 75
SA - Adelaide
45 - 55 50 - 60 45 - 60 50 - 60 65 - 80
50 55 55 55 75
WA - Perth
45 - 55 50 - 60 50 - 60 50 - 60 65 - 80
50 55 50 55 75
ACT - Canberra
45 - 55 50 - 60 45 - 60 50 - 60 65 - 80
50 55 50 55 75
TAS - Hobart
45 - 55 50 - 60 45 - 60 50 - 60 65 - 80
50 55 50 55 75
NT - Darwin
45 - 55 50 - 60 45 - 60 50 - 60 65 - 80

Performance Corporate
MIDDLE OFFICE Portfolio Analyst & Attribution Research Analyst Trade Support Actions
100 110 92 85 85
NSW - Sydney
90 - 110 100 - 120 85 - 110 75 - 95 80 - 90
100 110 82 75 65
VIC - Melbourne
90 - 110 100 - 130 75 - 110 65 - 85 60 - 75
82 87 82 75 55
QLD - Brisbane, Gold Coast & Sunshine Coast
75 - 100 80 - 100 75 - 110 65 - 85 50 - 60
82 87 82 75 50
SA - Adelaide
75 - 100 80 - 100 75 - 110 65 - 85 36 - 50
82 87 82 75 55
WA - Perth
75 - 100 80 - 100 75 - 110 65 - 85 50 - 65
82 87 82 75 40
ACT - Canberra
75 - 100 80 - 100 75 - 110 65 - 85 36 - 40
82 87 82 75 50
TAS - Hobart
75 - 100 80 - 100 75 - 110 65 - 85 40 - 55
82 87 82 75 55
NT - Darwin
75 - 100 80 - 100 75 - 110 65 - 85 50 - 65

NOTES:
• All salaries shown are exclusive of superannuation

62 | 2018 Hays Salary Guide


BANKING

Processing Senior Processing


TRADE FINANCE Officer Officer Team Leader Manager
55 65 78 100
NSW - Sydney
50 - 60 60 - 70 70 - 85 85 - 115
45 50 60 100
VIC - Melbourne
38 - 50 40 - 55 55 - 65 75 - 110
40 45 60 90
QLD - Brisbane, Gold Coast & Sunshine Coast
38 - 45 45 - 55 55 - 75 75 - 110
45 50 60 80
SA - Adelaide
40 - 45 45 - 50 50 - 60 65 - 80
45 55 65 90
WA - Perth
40 - 50 50 - 60 60 - 70 75 - 100
40 45 45 65
ACT - Canberra
38 - 45 38 - 47 40 - 45 60 - 70
38 40 45 65
TAS - Hobart
38 - 40 38 - 42 40 - 50 55 - 75
47 50 60 90
NT - Darwin
45 - 50 50 - 60 55 - 65 75 - 100

Senior Associate
FINANCIAL PLANNING Client Services Paraplanner Paraplanner Advisor Financial Planner
60 75 85 75 95
NSW - Sydney
50 - 75 65 - 80 75 - 100 70 - 90 80 - 110
60 70 85 70 90
VIC - Melbourne
50 - 70 65 - 75 75 - 90 55 - 80 80 - 100
50 57 75 70 85
QLD - Brisbane, Gold Coast & Sunshine Coast
45 - 55 45 - 70 70 - 80 65 - 80 80 - 100
60 70 75 77 85
SA - Adelaide
45 - 65 60 - 70 70 - 85 70 - 80 80 - 90
55 60 75 75 80
WA - Perth
50 - 60 55 - 65 70 - 85 65 - 80 75 - 85
55 70 80 75 100
ACT - Canberra
45 - 60 60 - 80 70 - 90 65 - 85 85 - 120
45 50 60 60 90
TAS - Hobart
40 - 50 40 - 60 50 - 70 45 - 65 85 - 110
55 62 68 68 90
NT - Darwin
45 - 65 55 - 65 65 - 80 50 - 70 85 - 110

Financial Head of Practice


Senior Financial Planning Financial Development
Planner Manager Planning Manager
120 155 230 150
NSW - Sydney
100 - 140 130 - 180 200 - 280 120 - 170
110 140 210 130
VIC - Melbourne
90 - 120 120 - 155 190 - 250 110 - 160
110 120 185 130
QLD - Brisbane, Gold Coast & Sunshine Coast
90 - 130 110 - 130 175 - 200 110 - 155
100 125 145 128
SA - Adelaide
80 - 110 110 - 135 135 - 165 100 - 137
120 120 180 130
WA - Perth
110 - 130 110 - 150 150 - 200 100 - 150
120 140 140 130
ACT - Canberra
90 - 130 110 - 150 110 - 180 90 - 135
100 125 145 130
TAS - Hobart
80 - 110 110 - 135 135 - 165 100 - 135
100 125 145 130
NT - Darwin
80 - 110 110 - 135 135 - 165 100 - 135

NOTES:
• All salaries shown are exclusive of superannuation

2018 Hays Salary Guide | 63


BANKING

CREDIT, MARKET & OPERATIONAL RISK Junior Analyst Senior Analyst Manager Senior Manager Head of
60 92 120 152 215
NSW - Sydney
60 - 68 75 - 100 100 - 140 140 - 165 180 - 250
60 85 120 160 205
VIC - Melbourne
60 - 70 75 - 100 110 - 135 145 - 185 185 - 230
50 80 110 135 185
QLD - Brisbane, Gold Coast & Sunshine Coast
40 - 55 70 - 85 100 - 120 130 - 145 175 - 190
45 60 78 82 120
SA - Adelaide
40 - 50 50 - 70 68 - 82 75 - 90 100 - 135
50 60 110 128 185
WA - Perth
45 - 55 50 - 70 100 - 120 125 - 145 175 - 200
45 60 110 82 120
ACT - Canberra
40 - 50 50 - 70 100 - 120 75 - 90 100 - 135
45 60 78 82 120
TAS - Hobart
40 - 50 50 - 70 68 - 82 75 - 90 100 - 135
45 60 78 82 120
NT - Darwin
40 - 50 50 - 70 68 - 82 75 - 90 100 - 135

QUANTITATIVE RISK Junior Analyst Senior Analyst Manager Senior Manager Head of
80 125 163 200 245
NSW - Sydney
75 - 85 105 - 145 145 - 180 175 - 225 210 - 280
75 110 140 190 220
VIC - Melbourne
65 - 80 100 - 130 130 - 165 170 - 200 200 - 250
75 120 135 175 210
QLD - Brisbane, Gold Coast & Sunshine Coast
70 - 80 100 - 130 130 - 165 165 - 185 185 - 220
55 82 110 137 165
SA - Adelaide
50 - 75 75 - 100 100 - 120 120 - 155 155 - 205
55 110 140 160 200
WA - Perth
50 - 75 90 - 130 130 - 160 150 - 180 180 - 250
55 82 110 137 165
ACT - Canberra
50 - 75 75 - 100 100 - 120 120 - 155 155 - 205
55 82 110 137 165
TAS - Hobart
50 - 75 75 - 100 100 - 120 120 - 155 155 - 205
55 82 110 137 165
NT - Darwin
50 - 75 75 - 100 100 - 120 120 - 155 155 - 205

COMPLIANCE Junior Analyst Senior Analyst Manager Senior Manager Head of


60 95 125 162 237
NSW - Sydney
50 - 70 80 - 110 110 - 140 140 - 185 175 - 300
70 95 125 150 220
VIC - Melbourne
55 - 80 80 - 110 110 - 135 140 - 180 165 - 250
50 80 120 165 185
QLD - Brisbane, Gold Coast & Sunshine Coast
50 - 55 75 - 90 110 - 130 155 - 165 175 - 190
45 60 90 110 120
SA - Adelaide
40 - 50 50 - 70 70 - 100 80 - 120 100 - 135
50 90 110 140 180
WA - Perth
45 - 55 80 - 100 90 - 130 120 - 160 150 - 200
45 60 90 110 120
ACT - Canberra
40 - 50 50 - 70 70 - 100 80 - 120 100 - 135
45 60 90 110 120
TAS - Hobart
40 - 50 50 - 70 70 - 100 80 - 120 100 - 135
45 60 90 110 120
NT - Darwin
40 - 50 50 - 70 70 - 100 80 - 120 100 - 135

NOTES:
• All salaries shown are exclusive of superannuation

64 | 2018 Hays Salary Guide


BANKING

AML & REGULATORY RISK Junior Analyst Senior Analyst Manager Senior Manager Head of
63 85 125 165 232
NSW - Sydney
58 - 68 70 - 100 110 - 140 155 - 180 185 - 280
60 80 120 165 220
VIC - Melbourne
55 - 65 75 - 100 100 - 130 155 - 175 160 - 250
50 80 120 165 185
QLD - Brisbane, Gold Coast & Sunshine Coast
40 - 55 75 - 100 100 - 130 155 - 175 165 - 200
45 70 90 110 135
SA - Adelaide
40 - 50 55 - 75 70 - 100 90 - 135 120 - 155
50 90 110 140 180
WA - Perth
45 - 55 75 - 100 90 - 130 120 - 150 150 - 200
45 70 90 110 135
ACT - Canberra
40 - 50 55 - 75 70 - 100 90 - 135 120 - 155
45 70 90 110 135
TAS - Hobart
40 - 50 55 - 75 70 - 100 90 - 135 120 - 155
45 70 90 110 135
NT - Darwin
40 - 50 55 - 75 70 - 100 90 - 135 120 - 155

Senior Business
Account Transaction Transaction Implementation Development
TRANSACTIONAL BANKING Manager Banking Manager Banking Manager Manager Manager
82 100 120 105 125
NSW - Sydney
75 - 90 82 - 110 110 - 135 85 - 115 100 - 140
82 100 120 100 120
VIC - Melbourne
75 - 90 82 - 110 110 - 130 80 - 110 100 - 130
78 90 120 100 120
QLD - Brisbane, Gold Coast & Sunshine Coast
75 - 80 80 - 100 110 - 130 85 - 110 100 - 130
78 82 100 100 110
SA - Adelaide
75 - 80 78 - 87 90 - 110 85 - 105 100 - 115
80 100 120 100 120
WA - Perth
75 - 90 80 - 110 110 - 130 80 - 110 100 - 130
78 82 100 90 100
ACT - Canberra
75 - 80 78 - 87 90 - 110 85 - 95 90 - 110
78 82 100 90 100
TAS - Hobart
75 - 80 78 - 87 90 - 110 85 - 95 90 - 110
78 100 120 90 110
NT - Darwin
75 - 80 80 - 110 110 - 130 80 - 100 100 - 120

Assistant Private Senior Private Executive/


PRIVATE BANKING Banker Private Banker Banker Manager
82 100 130 183
NSW - Sydney
65 - 90 90 - 110 120 - 150 165 - 200
70 100 132 165
VIC - Melbourne
60 - 80 80 - 110 119 - 146 110 - 185
70 90 115 130
QLD - Brisbane, Gold Coast & Sunshine Coast
60 - 75 80 - 100 100 - 130 120 - 135
65 75 82 110
SA - Adelaide
55 - 70 65 - 80 73 - 87 90 - 120
80 120 130 170
WA - Perth
70 - 90 90 - 130 120 - 150 150 - 180
70 90 110 130
ACT - Canberra
60 - 75 80 - 100 80 - 120 120 - 135
55 100 82 110
TAS - Hobart
45 - 60 80 - 110 73 - 87 100 - 128
55 80 82 120
NT - Darwin
50 - 60 65 - 90 73 - 87 90 - 145

NOTES:
• All salaries shown are exclusive of superannuation

2018 Hays Salary Guide | 65


INSURANCE

AUSTRALIA Senior Life Assessors and Senior Life The focus on cyber risk measures is
Underwriters remain in short supply. creating demand for Specialist Brokers.
The supply and demand ratio continues to Employers are looking for experienced Senior Brokers will need to upskill to
favour insurance professionals, with employers professionals with coaching and understand how to bring this to the
still plagued by candidate shortages. mentoring abilities who can train junior attention of commercial clients.
Despite this, salaries across the sector staff into senior roles to overcome skills
Salary increases were given to
remain broadly stable. Instances of salary gaps while also taking the lead on
experienced professionals who added
increases are the result of geographical skill initiatives and projects.
value. Life Insurance Claims Assessors
shortages rather than sector-wide trends. Also in increasing demand are also saw a slight increase since life
For example, a shortage of Outbound Sales experienced Workers’ Compensation Case insurers competed with the ACC for
Consultants in NSW has seen salaries Managers. Given changes in workers quality candidates. Specialist Brokers in
increase for these professionals. compensation contracts, more people are the cyber and commercial space enjoyed
Change remains a constant theme across transferring into life insurance claims. slight increases too since they must go
Australia’s insurance industry. In life the extra mile to ensure all policies meet
Looking ahead, the retention of senior staff
insurance, most banks are exiting or have their clients’ needs and assets.
will become a priority for organisations in
exited the sector. Digital disruption and response to ongoing skill shortages. This

“ SMELooking
technological transformation are of course may lead to salary increases.
drivers of change too. Insurtech companies ahead, the
are impacting the industry, which has In other trends, employees and jobseekers commercial market
traditionally been slow to change due to a continue to request flexible working hours
strict regulatory environment and a and working from home options. Offering will remain active, with
reliance on legacy technology. such opportunities can help employers insurers and brokers
With extensive technological disruption
attract and secure talent in a candidate focusing on educating and

short market.
now evident, such as intelligent systems protecting businesses.
and the automation of complex property Within claims management some large
assessment, fraud detection and claims general insurers are employing more Remuneration across this sector typically
verification processes, innovation can be permanent staff rather than the includes bonuses, profit-share, flexi-hours
seen across the insurance sector. As a temporary professionals they utilised in and a Key Objectives/KPI component as a
result, candidates with specialist digital previous years. These employers are way of improving the overall value.
and technology skills are in increasing focused on attracting people who are
demand. Such professionals can expect a interested in developing a longer-term Looking ahead, the SME commercial
salary increase. career in claims. market will remain active, with insurers
and brokers focusing on educating and
SALARY INFORMATION: INSURANCE

Finally, diversity remains a focus for most protecting businesses. Enthusiastic and
insurers. Interestingly, the focus has expanded reliable Broker Supports and Customer

“ retention
Looking ahead, the from gender to all forms of diversity. Service Team Leaders will be needed. So
of senior staff NEW ZEALAND
too will Recoveries & Settlement
Consultants who are up-to-date with
will become a priority for In 2017-18 the impact of rising motor costs current technology.
organisations in response to created demand for experienced Motor Finally, a succinct interview and offer
ongoing skill shortages. This Assessors, Motor Claims Specialists and process will help to secure the ideal


Commercial Claims Specialists. Meanwhile,
may lead to salary increases. recurring storms drove assessing activity
candidate, while salary packages will
continue to be negotiated.
and fuelled demand for specialist
Complex Commercial Loss Adjustors and
Turning to the underwriting sector,
Technical Commercial Claims Consultants.
regulatory change and compliance is
resulting in rising vacancy activity for risk The rise of automated robo-advice
and compliance specialists at all levels. continues. If preliminary quotes are
However a gap has emerged between the converted to policies without the
salary expectations of highly experienced assistance of Brokers, demand for these
Senior Underwriters and employers since professionals may reduce as a result of the
candidates know they are in demand. increased use of AI across the industry.
Candidates tend not to move jobs for the Algorithms are also being used for online
same salaries so employers need to look at claims and preliminary assessing.
offering additional benefits, such as flexible
working and training and development.

66 | 2018 Hays Salary Guide


INSURANCE

Inbound/ Business
Customer Outbound Sales Client Services Development
SALES & SERVICE Service Officer Consultant Team Leader Manager Manager
50 55 80 85 100
NSW - Sydney
50 - 55 55 - 60 75 - 85 75 - 90 100 - 140
45 50 65 75 90
VIC - Melbourne
42 - 50 45 - 55 55 - 73 65 - 85 75 - 110
42 41 55 82 90
QLD - Brisbane, Gold Coast & Sunshine Coast
42 - 46 41 - 46 50 - 65 75 - 90 82 - 110
47 48 59 68 87
SA - Adelaide
44 - 49 45 - 50 55 - 65 55 - 70 65 - 100
46 46 60 85 100
WA - Perth
42 - 50 40 - 50 55 - 65 70 - 90 90 - 130
42 41 55 82 90
ACT - Canberra
42 - 46 41 - 46 50 - 65 75 - 90 82 - 110
45 42 60 65 82
TAS - Hobart
42 - 46 41 - 46 55 - 65 55 - 70 65 - 100
45 42 60 68 87
NT - Darwin
42 - 46 41 - 46 55 - 65 55 - 70 65 - 100
44 46 75 85 100
New Zealand
40 - 50 40 - 55 55 - 90 70 - 105 80 - 130

Underwriting Domestic Commercial Senior Technical Underwriting


GENERAL INSURANCE UNDERWRITING Assistant Underwriter Underwriter Underwriter Manager
50 65 100 120 155
NSW - Sydney
46 - 55 55 - 73 82 - 110 100 - 130 135 - 185
46 64 82 100 135
VIC - Melbourne
46 - 50 60 - 73 75 - 100 75 - 110 120 - 155
50 60 70 80 100
QLD - Brisbane, Gold Coast & Sunshine Coast
46 - 55 55 - 75 65 - 87 70 - 90 90 - 110
50 55 75 80 100
SA - Adelaide
46 - 55 50 - 60 65 - 100 70 - 100 90 - 110
46 55 80 115 130
WA - Perth
46 - 50 50 - 60 75 - 90 100 - 130 110 - 145
46 50 70 80 100
ACT - Canberra
46 - 50 48 - 55 65 - 80 70 - 90 90 - 110
46 50 75 80 100
TAS - Hobart
46 - 50 48 - 55 65 - 100 70 - 100 90 - 110
50 50 75 80 100
NT - Darwin
46 - 55 48 - 55 65 - 100 70 - 100 90 - 110
53 65 85 120 140
New Zealand
45 - 60 50 - 75 65 - 120 75 - 150 100 - 170

NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars
• All salaries are representative of the total package value

2018 Hays Salary Guide | 67


INSURANCE

Assistant
Account Account Senior Divisional
GENERAL INSURANCE BROKING Executive Executive Account Broker Account Broker Manager
50 65 82 110 132
NSW - Sydney
40 - 55 55 - 75 75 - 90 90 - 125 100 - 137
50 65 73 90 130
VIC - Melbourne
40 - 55 55 - 70 65 - 82 80 - 110 120 - 135
46 65 75 90 110
QLD - Brisbane, Gold Coast & Sunshine Coast
40 - 55 60 - 75 65 - 82 80 - 110 90 - 130
50 65 75 90 105
SA - Adelaide
40 - 55 60 - 70 70 - 78 75 - 90 90 - 120
46 60 80 90 115
WA - Perth
45 - 50 55 - 65 75 - 90 80 - 110 90 - 135
44 55 65 80 100
ACT - Canberra
38 - 50 45 - 70 55 - 80 75 - 90 90 - 120
41 55 65 80 105
TAS - Hobart
38 - 46 50 - 65 50 - 75 75 - 90 90 - 120
48 60 73 90 105
NT - Darwin
40 - 55 50 - 65 55 - 78 75 - 90 90 - 120
55 68 80 100 150
New Zealand
45 - 65 60 - 80 65 - 100 80 - 130 100 - 180

Domestic Commercial Senior Technical Claims Team


GENERAL INSURANCE CLAIMS Claims Assessor Claims Assessor Claims Assessor Leader Claims Manager
55 65 75 85 120
NSW - Sydney
50 - 60 60 - 75 75 - 95 85 - 100 100 - 146
50 64 87 87 115
VIC - Melbourne
48 - 60 60 - 75 78 - 100 78 - 100 100 - 125
48 64 87 87 115
QLD - Brisbane, Gold Coast & Sunshine Coast
48 - 50 60 - 75 78 - 100 78 - 100 100 - 125
50 64 87 87 115
SA - Adelaide
50 - 58 60 - 75 78 - 100 78 - 100 100 - 125
50 65 80 90 115
WA - Perth
48 - 55 60 - 75 75 - 95 80 - 100 100 - 130
48 64 87 87 115
ACT - Canberra
48 - 50 60 - 75 78 - 100 78 - 100 100 - 125
48 64 87 87 115
TAS - Hobart
48 - 50 60 - 75 78 - 100 78 - 100 100 - 125
48 64 87 87 115
NT - Darwin
48 - 50 60 - 75 78 - 100 78 - 100 100 - 125
58 70 80 85 100
New Zealand
45 - 65 50 - 80 70 - 100 60 - 100 85 - 140

NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars
• All salaries are representative of the total package value

68 | 2018 Hays Salary Guide


INSURANCE

Technical/
Loss Assessor/ Senior Loss Specialist Loss Assessing
LOSS ADJUSTING/ASSESSING Adjustor Assessor/Adjustor Assessor/Adjustor Manager
55 70 100 120
NSW - Sydney
50 - 70 65 - 82 82 - 110 110 - 130
55 70 80 90
VIC - Melbourne
50 - 70 65 - 82 75 - 90 82 - 110
50 60 80 90
QLD - Brisbane, Gold Coast & Sunshine Coast
48 - 55 55 - 70 75 - 90 82 - 110
50 50 68 82
SA - Adelaide
48 - 53 48 - 55 50 - 70 68 - 82
50 65 85 110
WA - Perth
48 - 60 60 - 80 75 - 100 90 - 130
50 65 75 82
ACT - Canberra
48 - 55 50 - 70 55 - 80 75 - 90
48 50 65 82
TAS - Hobart
48 - 50 48 - 60 55 - 75 75 - 90
48 50 68 80
NT - Darwin
48 - 50 48 - 55 50 - 70 68 - 82
70 90 110 120
New Zealand
55 - 90 75 - 125 80 - 140 80 - 140

Senior Case
WORKERS COMPENSATION Claims Assessor Case Manager Manager Team Leader Manager
65 70 80 90 140
NSW - Sydney
60 - 80 60 - 80 75 - 95 75 - 95 120 - 150
55 65 75 90 100
VIC - Melbourne
50 - 60 60 - 70 70 - 80 75 - 95 90 - 120
55 50 60 68 78
QLD - Brisbane, Gold Coast & Sunshine Coast
50 - 60 46 - 55 55 - 65 65 - 75 73 - 82
50 55 60 60 68
SA - Adelaide
46 - 55 45 - 60 55 - 65 50 - 62 60 - 75
55 70 80 85 110
WA - Perth
50 - 70 60 - 80 75 - 90 80 - 90 90 - 130
55 70 75 83 95
ACT - Canberra
46 - 60 50 - 78 60 - 80 64 - 87 82 - 100
46 55 60 60 70
TAS - Hobart
46 - 50 46 - 60 55 - 65 50 - 62 60 - 75
50 55 60 75 82
NT - Darwin
46 - 60 46 - 60 55 - 65 68 - 78 78 - 100
65 70 80 90 100
New Zealand
50 - 75 50 - 85 70 - 95 60 - 100 75 - 125

NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars
• All salaries are representative of the total package value

2018 Hays Salary Guide | 69


INSURANCE

Group Life Life Claims Senior Claims Claims Team


LIFE INSURANCE Administrator Assessor Assessor Leader Claims Manager
55 80 110 130 150
NSW - Sydney
52 - 58 75 - 85 95 - 115 110 - 140 130 - 170
46 75 90 95 110
VIC - Melbourne
40 - 50 70 - 80 80 - 100 90 - 120 100 - 120
46 60 68 75 100
QLD - Brisbane, Gold Coast & Sunshine Coast
41 - 50 50 - 65 60 - 78 65 - 82 82 - 110
46 55 65 68 90
SA - Adelaide
41 - 46 48 - 60 60 - 78 65 - 75 75 - 110
46 60 73 68 82
WA - Perth
40 - 50 48 - 65 68 - 78 65 - 75 75 - 90
46 60 68 75 100
ACT - Canberra
41 - 50 50 - 65 59 - 78 65 - 82 82 - 110
40 55 65 68 90
TAS - Hobart
41 - 46 48 - 60 60 - 78 65 - 75 75 - 110
46 55 65 65 73
NT - Darwin
41 - 46 48 - 60 55 - 68 55 - 70 55 - 75
55 68 80 88 110
New Zealand
45 - 60 48 - 78 65 - 95 60 - 95 85 - 125

Underwriting Senior Underwriting Chief


Support Underwriter Underwriter Manager Underwriter
60 78 110 160 170
NSW - Sydney
55 - 65 70 - 100 100 - 120 130 - 180 160 - 210
46 78 110 130 170
VIC - Melbourne
44 - 55 70 - 100 100 - 120 115 - 160 160 - 210
52 70 90 90 100
QLD - Brisbane, Gold Coast & Sunshine Coast
46 - 55 65 - 80 82 - 100 82 - 100 90 - 120
50 65 82 90 100
SA - Adelaide
48 - 55 48 - 70 70 - 87 82 - 100 90 - 120
50 70 85 120 130
WA - Perth
44 - 55 65 - 75 75 - 95 90 - 140 100 - 150
52 70 90 90 100
ACT - Canberra
46 - 55 65 - 80 82 - 100 82 - 100 90 - 120
46 55 70 80 76
TAS - Hobart
44 - 55 48 - 60 60 - 80 65 - 85 68 - 82
46 70 82 90 100
NT - Darwin
44 - 55 48 - 75 70 - 85 82 - 100 90 - 120
50 80 125 140 160
New Zealand
45 - 65 60 - 100 90 - 150 100 - 160+ 140 - 190+

NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars
• All salaries are representative of the total package value

70 | 2018 Hays Salary Guide


OFFICE SUPPORT

AUSTRALIA construction and engineering industries administration or Receptionist skillsets as


are creating demand for technical organisations look to save costs in
Australia’s office support job market administration professionals, including response to tight budgets.
remains buoyant, with high demand for Document Controllers, Project
skilled professionals. Overall, vacancy Another trend has been stricter Health &
Administrators, Site Administrators and
activity continued its strong upward Safety requirements. WorkSafe site
Mobilisation Administrators. This is starting
trajectory in 2017-18 with confidence, checks and media attention on workplace
to push up salaries for these roles.
opportunities and salaries all increasing. accidents have driven up demand for
skilled Health & Safety professionals who

“ increasingly
The exception is for Executive and
Personal Assistants, where salaries are Employers are can take a dedicated approach. Despite
demand, salaries remain steady.
steady and employers will either wait for offering
a candidate who will accept the salary on their office support staff
“ salaries
offer or consider people with experience
in other industries. flexible working options, Depending on location,
This is despite the expectation that EAs and such as reduced or flexible have started to
PAs now possess a wider skill set, including hours and working from increase for candidates with
IT, communications, creative writing,
presentation, office management and
people management. We do however
home opportunities.
” a broader range of skills.

expect salaries to rise in coming years for Turning to the public sector, vacancy
Strong Executive Assistants will remain in
those who have supported a Project or activity is consistent and focused
demand too. Typically sought by large
Programme Manager and gained experience primarily on temporary contracts. This is
organisations, they are sought to support
managing and tracking deliverables while most notable within the government and
high profile individuals. While there are a
also fulfilling normal EA duties. not-for-profit sectors since employers
lot of Executive and Personal Assistants
want to fill positions quickly and also trial
At the entry-level, Administrators and applying for such vacancies, highly-skilled
a candidate before offering them a
those with advanced Microsoft Excel skills professionals are in short supply.
permanent role.
and Salesforce, Microsoft Dynamics or Depending on location, salaries have
MYOB expertise are in short supply. As a In other trends, employers are started to increase for candidates with a
result salaries are staring to increase. increasingly offering their office support broader range of skills.

SALARY INFORMATION: OFFICE SUPPORT


staff flexible working options, such as
Blended entry-level roles are also Candidates who can multitask and
reduced or flexible hours and working
becoming more prevalent, often involving proactively take on additional
from home opportunities. Professional
reception, administration, accounting responsibilities will find they are
development is also being offered to
support and data entry. Such roles require presented with the best opportunities in
supplement salaries and make roles more
a varied skillset and candidates who have the market at present.
enticing to the top talent.
upskilled, with salaries increasing
accordingly for strong talent. For their part, candidates move very
quickly when they are in the job market.
Temporary roles remain common at the They, like employers, are increasingly
entry-level, with organisations willing to confident. Those with niche skills and
pay higher hourly rates in order to attract specific industry experience in legal,
the right person. This in turn drives up finance, engineering and projects will be
salary packages for strong permanent in greatest demand.
candidates who are used to the higher
take-home rate of temporary assignments. NEW ZEALAND
Packages can now include a bonus,
particularly for roles in the finance industry. The major office support trend of 2017-18
was the increase in hybrid roles, such as a
Strong Office Managers are another area of Personal Assistant who is also responsible
demand. An increase in the number of staff for HR, a dual Product and IT
working from home and hot desking has Administrator and a multi-lingual
fuelled a requirement for IT-savvy Receptionist who provides technical sales
professionals with strong organisation and support. Given demand, typical salaries for
coordination skills. Given the more extensive such cross-skilled candidates increased.
skills required, salaries have increased.
Demand for multi-skilled office support
The resurgence of the resources sector, in professionals will continue in 2018-19 at
particular mining, and strength in the the expense of traditional PA,

2018 Hays Salary Guide | 71


OFFICE SUPPORT

Administration Administration Project Admin


Assistant Assistant Assistant Office Project
ADMINISTRATION (6-12 mths exp) (12+ mths exp) (3+ yrs exp) Manager Coordinator
40 55 65 75 70
NSW - Sydney
38 - 45 45 - 60 55 - 75 65 - 90 55 - 80
38 40 55 60 55
NSW - Regional
38 - 40 39 - 45 45 - 60 55 - 75 48 - 60
42 45 55 65 70
VIC - Melbourne
40 - 45 44 - 50 50 - 65 60 - 75 50 - 80
38 40 44 60 48
VIC - Regional
38 - 40 39 - 45 40 - 48 55 - 65 43 - 53
40 50 60 65 60
QLD - Brisbane, Gold Coast & Sunshine Coast
40 - 43 45 - 55 55 - 65 60 - 75 55 - 65
38 42 55 55 52
QLD - Regional
38 - 40 40 - 50 50 - 60 50 - 65 45 - 60
40 42 55 62 60
SA - Adelaide
38 - 42 40 - 46 50 - 60 55 - 70 50 - 70
40 40 55 65 60
WA - Perth
38 - 45 45 - 55 55 - 65 60 - 80 60 - 80
48 60 65 75 75
ACT - Canberra
45 - 50 50 - 65 60 - 75 65 - 80 60 - 80
40 42 47 60 60
TAS - Hobart/Launceston
38 - 44 38 - 48 45 - 55 52 - 65 52 - 65
50 55 65 75 65
NT - Darwin
45 - 55 50 - 60 60 - 70 65 - 90 60 - 75
40 45 55 65 60
NZ - Auckland
38 - 45 38 - 48 50 - 62 53 - 78 50 - 70
40 45 50 60 65
NZ - Wellington
36 - 42 40 - 48 45 - 55 55 - 75 50 - 75
40 45 50 60 65
NZ - Christchurch
36 - 42 42 - 50 45 - 55 55 - 70 55 - 70
Team Assistant/ Team Assistant/ Personal Assistant Executive Assistant
Administrator Administrator (Assisting a (Working for
ADMINISTRATION/SUPPORT (12+ mths exp) (3+ yrs exp) number of execs) 1 person)
52 60 70 90
NSW - Sydney
45 - 60 50 - 70 65 - 80 75 - 120
40 50 55 65
NSW - Regional
38 - 45 45 - 60 50 - 65 55 - 80
50 55 70 80
VIC - Melbourne
45 - 55 50 - 60 60 - 75 75 - 95
38 45 50 60
VIC - Regional
38 - 42 40 - 50 45 - 55 50 - 65
55 60 70 80
QLD - Brisbane, Gold Coast & Sunshine Coast
50 - 60 55 - 65 65 - 75 70 - 85
40 45 50 58
QLD - Regional
38 - 45 40 - 50 47 - 60 52 - 67
47 53 62 68
SA - Adelaide
45 - 50 48 - 57 60 - 65 60 - 75
50 55 65 70
WA - Perth
50 - 60 55 - 70 60 - 80 70 - 85
55 62 75 85
ACT - Canberra
45 - 60 55 - 70 65 - 80 65 - 90
45 48 55 60
TAS - Hobart/Launceston
40 - 50 44 - 55 50 - 60 55 - 70
55 60 68 75
NT - Darwin
50 - 60 60 - 65 60 -75 65 - 85
48 52 60 70
NZ - Auckland
45 - 55 48 - 54 55 - 70 60 - 90
45 50 55 65
NZ - Wellington
40 - 50 45 - 55 50 - 65 60 - 70
45 50 60 65
NZ - Christchurch
40 - 50 45 - 55 55 - 65 65 - 75

NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars

72 | 2018 Hays Salary Guide


OFFICE SUPPORT

ADMINISTRATION/SPECIALISTS Data Entry Operator Sales Coordinator Records Officer Medical Secretary
42 55 65 55
NSW - Sydney
39 - 45 45 - 65 55 - 70 50 - 65
38 50 45 52
NSW - Regional
38 - 40 45 - 55 40 - 50 50 - 55
40 50 45 50
VIC - Melbourne
39 - 45 45 - 60 38 - 50 45 - 55
38 42 43 45
VIC - Regional
38 - 40 38 - 50 40 - 45 42 - 47
48 50 45 50
QLD - Brisbane, Gold Coast & Sunshine Coast
40 - 50 45 - 55 40 - 50 45 - 55
40 45 45 43
QLD - Regional
38 - 45 40 - 50 40 - 50 42 - 46
42 52 45 45
SA - Adelaide
40 - 45 50 - 55 40 - 50 42 - 50
40 50 55 55
WA - Perth
40 - 45 45 - 60 45 - 65 50 - 65
45 50 55 60
ACT - Canberra
40 - 50 45 - 60 40 - 60 50 - 65
38 42 45 42
TAS - Hobart/Launceston
38 - 40 38 - 45 40 - 45 42 - 45
50 50 53 55
NT - Darwin
45 - 55 45 - 55 50 - 55 45 - 60
40 52 50 55
NZ - Auckland
36 - 45 42 - 58 45 - 55 43 - 65
37 45 48 50
NZ - Wellington
35 - 40 38 - 50 42 - 52 45 - 58
37 48 48 50
NZ - Christchurch
35 - 40 40 - 55 42 - 52 45 - 60

Receptionist/Admin
Switchboard Receptionist Receptionist Assistant
RECEPTION Operator (Up to 12 mths exp) (12+ mths exp) (12+ mths exp)
50 45 50 55
NSW - Sydney
40 - 55 40 - 55 45 - 60 42 - 65
40 38 40 45
NSW - Regional
38 - 42 38 - 40 39-45 43 - 50
50 45 50 50
VIC - Melbourne
45 - 55 40 - 48 45 - 55 45 - 55
42 40 45 45
VIC - Regional
38 - 45 38 - 42 39 - 50 40 - 55
48 43 50 55
QLD - Brisbane, Gold Coast & Sunshine Coast
45 - 53 38 - 45 45 - 53 50 - 60
38 38 40 42
QLD - Regional
38 - 40 38 - 42 39 - 45 39 - 48
42 40 42 45
SA - Adelaide
38 - 45 38 - 43 39 - 45 39 - 48
45 38 45 45
WA - Perth
40 - 55 38 - 45 45 - 50 45 - 55
46 48 55 60
ACT - Canberra
45 - 50 45 - 50 50 - 60 55 - 65
42 38 42 48
TAS - Hobart/Launceston
38 - 45 38 - 42 39 - 45 42 - 55
45 45 50 50
NT - Darwin
45 - 50 40 - 50 45 - 55 45 - 55
38 40 44 48
NZ - Auckland
35 - 40 35 - 45 38 - 48 42 - 55
35 40 42 42
NZ - Wellington
35 - 40 35 - 45 37 - 45 38 - 47
37 40 42 45
NZ - Christchurch
35 - 40 35 - 45 37-45 40 - 50

NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars

2018 Hays Salary Guide | 73


OFFICE SUPPORT

Legal Secretary Legal Secretary Legal Secretary Legal Personal


LEGAL SUPPORT (Up to 2 yrs exp) (2-4 yrs exp) (4+ yrs exp) Assistant
60 65 70 75
NSW - Sydney
50 - 65 50 - 70 65 - 80 75 - 90
45 48 55 55
NSW - Regional
40 - 55 42 - 52 50 - 65 50 - 75
50 55 65 70
VIC - Melbourne
45 - 55 50 - 65 50 - 70 55 - 75
40 45 50 50
VIC - Regional
40 - 42 42 - 50 45 - 55 45 - 55
55 55 60 65
QLD - Brisbane, Gold Coast & Sunshine Coast
50 - 58 50 - 60 55 - 65 60 - 70
40 48 55 50
QLD - Regional
40 - 45 45 - 50 50 - 60 45 - 55
48 55 60 60
SA - Adelaide
45 - 55 50 - 65 55 - 70 55 - 65
60 65 70 75
WA - Perth
55 - 60 60 - 70 65 - 75 70 - 80
50 65 70 75
ACT - Canberra
45 - 55 60 - 75 65 - 75 75 - 80
44 47 52 60
TAS - Hobart/Launceston
40 - 50 42 - 52 47 - 57 52 - 65
55 60 68 68
NT - Darwin
50 - 60 55 - 65 60 - 75 60 - 75
55 60 65 68
NZ - Auckland
45 - 60 52 - 65 55 - 68 60 - 75
50 55 55 60
NZ - Wellington
45 - 55 50 - 60 53 - 63 55 - 65
50 55 58 60
NZ - Christchurch
45 - 55 50 - 60 55 - 60 55 - 65

Investment Banking
BANKING & FINANCE SUPPORT Specialist Finance PA Personal Assistant Advisor Support
80 85 60
NSW - Sydney
75 - 95 75 - 90 55 - 65
55 55 55
NSW - Regional
50 - 75 50 - 70 50 - 60
70 80 55
VIC - Melbourne
65 - 80 70 - 90 45 - 60
50 50 48
VIC - Regional
45 - 55 45 - 55 43 - 53
58 60 52
QLD - Brisbane, Gold Coast & Sunshine Coast
50 - 70 57 - 62 40 - 55
48 48 45
QLD - Regional
44 - 53 46 - 53 40 - 50
62 65 50
SA - Adelaide
60 - 65 60 - 70 45 - 62
65 60 45
WA - Perth
55 - 75 55 - 70 40 - 50
70 65 60
ACT - Canberra
65 - 75 55 - 70 55 - 65
50 52 50
TAS - Hobart/Launceston
45 - 55 45 - 55 45 - 55
60 60 55
NT - Darwin
55 - 65 55 - 65 55 - 60
62 68 58
NZ - Auckland
56 - 70 58 - 75 50 - 65
55 55 48
NZ - Wellington
48 - 60 48 - 60 40 - 52
60 55 50
NZ - Christchurch
50 - 65 50 - 60 40 - 60

NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars

74 | 2018 Hays Salary Guide


OFFICE SUPPORT

Project Secretary/
PROPERTY & CONSTRUCTION SUPPORT Document Controller Administrator Site Secretary/Administrator
65 65 65
NSW - Sydney
60 - 85 55 - 80 55 - 75
55 60 55
NSW - Regional
45 - 70 50 - 70 50 - 65
60 65 55
VIC - Melbourne
55 - 70 55 - 70 50 - 60
55 52 55
VIC - Regional
50 - 70 45 - 55 50 - 70
70 60 55
QLD - Brisbane, Gold Coast & Sunshine Coast
50 - 80 55 - 65 50 - 60
60 55 55
QLD - Regional
50 - 75 50 - 65 50 - 60
58 58 55
SA - Adelaide
50 - 65 50 - 65 50 - 60
75 65 70
WA - Perth
65 - 85 58 - 70 65 - 100
75 75 65
ACT - Canberra
65 - 85 65 - 85 60 - 70
50 55 52
TAS - Hobart/Launceston
45 - 55 48 - 58 47 - 56
70 65 85
NT - Darwin
60 - 80 55 - 70 60 - 100
55 58 58
NZ - Auckland
45 - 65 50 - 68 48 - 68
50 50 53
NZ - Wellington
45 - 55 45 - 55 45 - 55
50 58 55
NZ - Christchurch
45 - 55 50 - 65 50 - 60

Contracts Administrator Client Liaison


Facilities Administrator (Residential) (Residential)
50 60 55
NSW - Sydney
40 - 55 55 - 75 60 - 75
45 55 50
NSW - Regional
40 - 50 45 - 60 45 - 55
50 55 55
VIC - Melbourne
45 - 55 45 - 65 45 - 65
45 48 47
VIC - Regional
40 - 50 45 - 55 40 - 50
40 50 52
QLD - Brisbane, Gold Coast & Sunshine Coast
38 - 45 38 - 55 47 - 56
43 55 50
QLD - Regional
40 - 48 45 - 60 45 - 55
46 52 50
SA - Adelaide
43 - 50 45 - 60 42 - 55
45 60 55
WA - Perth
40 - 50 50 - 70 45 - 65
70 80 55
ACT - Canberra
65 - 75 75 - 85 50 - 60
46 50 52
TAS - Hobart/Launceston
42 - 52 45 - 55 47 - 57
55 75 55
NT - Darwin
50 - 60 70 - 80 55 - 60
48 55 55
NZ - Auckland
45 - 60 45 - 60 50 - 60
45 46 50
NZ - Wellington
40 - 55 40 - 55 45 - 55
45 50 50
NZ - Christchurch
40 - 50 40 - 55 45 - 55

NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars

2018 Hays Salary Guide | 75


CONTACT CENTRES

AUSTRALIA In short, with business sentiment strong including manufacturing, distribution,


the market is job rich and quality FMCG, freight, logistics, automotive tools
The impact of digital technology can be candidates receive multiple job offers. and supplies, and the services industries.
felt in all sectors, including contact Employers therefore need to act quickly
centres, where it is transforming the way and decisively if they want to secure the
centres operate and the skills in demand.

“ candidates
top talent.
One example is the rising requirement for Employers look for
Despite this, salaries remain stable.
Customer Service Agents with digital Employees and jobseekers are therefore who are resilient,
customer engagement experience who looking closely at non-monetary benefits committed and able to
are skilled in multi-channel
communication and are confident web
such as flexible working conditions, social quickly grasp various

incentives and long-term career
chat, email and social media users.   advancement opportunities when computer systems.
To support transitions, Team Leaders and considering job offers or whether to
Managers who have set up digital or remain with an employer. The variety of a In terms of soft skills in demand,
omni-channel customer service functions role and a focus on customer experience employers look for candidates who are
are in high demand too, as are Real Time over average call handling times are resilient, committed and able to quickly
Analysts and Workforce Planners who can important too. grasp various computer systems who can
accurately measure, report, analyse and An organisation’s values and cultural fit also cope with high activity volumes and
forecast digital functions. are also key – for both jobseekers and work long hours.
Meanwhile a focus on growth and winning employers – in order to reduce turnover In addition, SMEs require candidates who
market share has led to ongoing demand and ensure a happy and productive team. can fit into a small team and share
for strong Outbound Sales, Telemarketers, In other trends, more organisations are responsibilities with their colleagues
Sales Agents and Customer Service relocating offshore contact centres back rather than focus solely on a limited
Consultants. Employers are looking for to Australia. This has increased vacancy scope of work. With few suitable
agents with sound relationship building, activity for Outbound Sales, candidates, salaries are increasing for
negotiation and influencing skills who are Telemarketers, Sales Agents, Customer these professionals.
motivated working to targets and possess Service Consultants, Contact Centre
SALARY INFORMATION: CONTACT CENTRES

excellent interpersonal skills.  While demand is high for the


Managers and Team Leaders. abovementioned skills, there is a surplus
When recruiting at the entry level, of candidates without experience who


employers continue to consider want to enter the contact centre industry.
The impact of digital candidates with retail and hospitality There is also a high number of candidates
technology can be felt backgrounds, provided they have the with overseas experience but visa
limitations. Some medium to large
in all sectors, including right attitude and enthusiasm to work in a
financial corporates will sponsor or upskill
customer centric environment. This
contact centres, where provides employers with a wider pool of these candidates, although this is not the
it is transforming the candidates to consider, who can be given level where staffing demand is greatest.
way centres operate and strong development pathways.
the skills in demand.
” NEW ZEALAND
Contact centre salaries increased slightly
in 2017-18 in response to the shortage of
In the public sector, experienced
experienced professionals on shore.
Customer Service Officers who are
Employers were willing to slightly increase
handling general queries and delivering
salaries for the limited pool of experienced
customer service in response to
candidates without any visa restrictions.
implementations or changes in
government policy are in high demand.  Inbound and outbound Telesales
Representatives and Customer Service
Given demand, it’s unsurprising that
Representatives with data entry and
permanent vacancy activity rose over the
administration skills will remain in high
2017-18 year, particularly in the SME
demand. Due to the technical and
sector where employers offer flexible
communications skills these positions
working hours to support parents and
require, the supply of suitable candidates
students. Temporary vacancy activity
fails to sustain the demand generated by
continues too in response to workload
SME growth across various sectors,
peaks and campaign work.

76 | 2018 Hays Salary Guide


CONTACT CENTRES

Snr Customer Sales/ Sales/


Back Office Inbound Inbound Sales Service Telesales Telesales
Processing Service & Service Representative Team Leader Manager
40 50 50 55 75 100
NSW - Sydney
39 - 45 40 - 55 40 - 55 50 - 60 60 - 100 70 - 130
40 40 40 42 50 80
NSW - Regional
39 - 40 39 - 40 39 - 40 41 - 47 45 - 90 50 - 110
42 50 55 55 70 100
VIC - Melbourne
39 - 45 40 - 55 40 - 55 45 - 60 60 - 75 65 - 130
42 45 45 50 60 80
VIC - Regional
39 - 45 40 - 50 40 - 50 45 - 55 55 - 65 60 - 100
43 43 45 48 70 85
QLD - Regional
40 - 45 40 - 45 42 - 47 45 - 50 60 - 80 70 - 120
40 45 47 48 70 90
SA - Adelaide
39 - 42 43 - 49 42 - 50 45 - 55 50 - 80 70 - 120
40 43 45 50 70 100
WA - Perth
39 - 42 40 - 45 40 - 50 43 - 55 60 - 90 80 - 120
47 57 50 62 76 90
ACT - Canberra
40 - 55 50 - 65 45 - 55 55 - 70 60 - 80 75 - 115
40 40 45 45 55 75
TAS - Hobart/Launceston
39 - 45 39 - 48 39 - 50 40 - 50 55 - 65 60 - 120
41 43 47 48 60 75
NZ - Auckland
40 - 42 42 - 48 45 - 52 47 - 50 58 - 68 70 - 110
41 43 47 48 60 75
NZ - Wellington
40 - 42 42 - 48 45 - 52 47 - 50 58 - 68 70 - 110
41 43 45 47 60 70
NZ - Christchurch
40 - 42 40 - 48 40 - 50 45 - 50 55 - 65 65 - 90

Business
Appointment Telesales Outbound Account Development
Setter Telemarketer Outbound Sales & Service Manager Consultant
50 50 50 55 60 60
NSW - Sydney
45 - 60 50 - 60 50 - 60 50 - 60 50 - 65 50 - 75
45 42 40 40 45 45
NSW - Regional
39 - 60 41 - 45 39 - 55 39 - 45 45 - 50 39 - 60
45 45 50 50 50 60
VIC - Melbourne
40 - 55 41 - 50 40 - 65 40 - 55 45 - 60 45 - 70
42 42 40 45 45 50
VIC - Regional
40 - 45 41 - 50 39 - 45 40 - 50 45 - 55 40 - 65
45 55 47 40 50 60
QLD - Regional
40 - 50 50 - 60 43 - 50 39 - 48 45 - 60 55 - 65
45 50 47 50 65 52
SA - Adelaide
40 - 55 40 - 60 40 - 55 45 - 53 55 - 75 40 - 68
45 45 50 45 50 60
WA - Perth
40 - 50 40 - 50 42 - 60 42 - 50 45 - 60 45 - 70
50 55 50 45 65 58
ACT - Canberra
45 - 55 50 - 60 45 - 55 40 - 50 55 - 75 45 - 65
45 45 45 45 55 52
TAS - Hobart/Launceston
38 - 48 41 - 50 40 - 50 40 - 50 45 - 65 40 - 65
45 42 45 50 55 65
NZ - Auckland
42 - 48 40 - 48 40 - 50 48 - 58 50 - 70 60 - 80
45 42 45 50 55 65
NZ - Wellington
42 - 48 40 - 48 40 - 50 48 - 58 50 - 65 60 - 80
44 41 43 45 60 65
NZ - Christchurch
40 - 45 37 - 40 40 - 45 42 - 50 55 - 75 55 - 75

NOTES:
• All salaries shown are exclusive of superannuation (AU) • All salaries are representative of fixed cash & incentive • At the more senior level, larger contact centres tend to be
or KiwiSaver (NZ) bonus components (if applicable), sales roles are base at the higher end of the ranges shown, whilst agent level
• New Zealand salaries are represented in salary only and differ extensively across industry sectors roles tend to sit at the lower to medium level, whereby
New Zealand dollars across industries, such as Pharmaceutical/Medical
devices, and FMCG, these positions stretch the top end

2018 Hays Salary Guide | 77


CONTACT CENTRES

Call Coach/QA Reporting Analyst Workforce Planner Project Manager


60 65 80 110
NSW - Sydney
50 - 70 60 - 85 75 - 90 80 - 160
45 50 60 70
NSW - Regional
43 - 55 40 - 75 40 - 70 50 - 100
52 65 70 90
VIC - Melbourne
45 - 60 50 - 75 60 - 90 75 - 120
50 60 60 70
VIC - Regional
45 - 55 50 - 75 50 - 75 60 - 90
48 65 80 90
QLD - Regional
43 - 60 45 - 65 65 - 90 80 - 120
50 55 65 75
SA - Adelaide
45 - 60 45 - 70 60 - 90 65 - 100
55 65 75 85
WA - Perth
45 - 60 50 - 70 60 - 85 75 - 110
60 68 80 90
ACT - Canberra
50 - 70 52 - 75 68 - 95 75 - 110
55 50 55 70
TAS - Hobart/Launceston
45 - 65 45 - 65 50 - 70 60 - 110
55 55 55 75
NZ - Auckland
48 - 60 50 - 60 50 - 70 65 - 85
55 55 55 75
NZ - Wellington
48 - 60 50 - 60 50 - 70 65 - 85
55 55 55 75
NZ - Christchurch
48 - 60 50 - 60 50 - 70 65 - 85

Collections Collections
Representative Team Leader Collections Manager
50 75 110
NSW - Sydney
45 - 55 65 - 85 90 - 150
40 50 90
NSW - Regional
39 - 50 45 - 70 70 - 130
50 68 95
VIC - Melbourne
40 - 50 55 - 70 70 - 120
42 52 70
VIC - Regional
39 - 50 45 - 60 65 - 75
45 70 80
QLD - Regional
40 - 50 60 - 80 70 - 90
43 63 90
SA - Adelaide
40 - 48 50 - 70 65 - 120
45 70 80
WA - Perth
40 - 55 60 - 80 75 - 100
48 72 90
ACT - Canberra
45 - 55 55 - 80 80 - 115
40 50 50
TAS - Hobart/Launceston
40 - 50 50 - 60 50 - 65
48 55 65
NZ - Auckland
42 - 52 50 - 65 60 - 75
42 55 65
NZ - Wellington
38 - 46 50 - 60 60 - 75
43 54 60
NZ - Christchurch
40 - 45 50 - 55 55 - 65

NOTES:
• All salaries shown are exclusive of superannuation (AU) • All salaries are representative of fixed cash & incentive • At the more senior level, larger contact centres tend to be
or KiwiSaver (NZ) bonus components (if applicable), sales roles are base at the higher end of the ranges shown, whilst agent level
• New Zealand salaries are represented in salary only and differ extensively across industry sectors roles tend to sit at the lower to medium level, whereby
New Zealand dollars across industries, such as Pharmaceutical/Medical
devices, and FMCG, these positions stretch the top end

78 | 2018 Hays Salary Guide


CONTACT CENTRES

Supervisor Trainer Team Leader Team Manager


60 75 75 85
NSW - Sydney
55 - 70 45 - 85 60 - 85 70 - 100
53 55 45 50
NSW - Regional
50 - 60 40 - 65 39 - 65 40 - 70
65 70 70 75
VIC - Melbourne
60 - 75 55 - 90 60 - 80 60 - 90
60 60 62 70
VIC - Regional
55 - 65 55 - 65 55 - 70 60 - 80
60 60 60 65
QLD - Regional
50 - 60 48 - 75 50 - 75 50 - 85
60 60 70 75
SA - Adelaide
50 - 60 50 - 80 50 - 80 55 - 80
70 60 65 80
WA - Perth
60 - 80 55 - 75 60 - 80 65 - 90
62 70 67 80
ACT - Canberra
50 - 75 50 - 80 55 - 80 60 - 90
55 60 55 70
TAS - Hobart/Launceston
50 - 70 50 - 80 50 - 70 60 - 75
55 60 60 75
NZ - Auckland
50 - 65 55 - 75 50 - 75 70 - 90
55 60 60 75
NZ - Wellington
50 - 65 55 - 75 50 - 75 70 - 90
53 60 60 70
NZ - Christchurch
50 - 55 55 - 70 50 - 65 65 - 75

Customer Director
Service Contact Centre Customer Service/
Manager Manager Operations Manager Contact Centres
100 120 120 185
NSW - Sydney
80 - 140 80 - 150 100 - 180 130 - 210
80 100 100 165
NSW - Regional
60 - 120 70 - 130 80 - 160 110 - 190
100 130 120 180
VIC - Melbourne
70 - 140 80 - 150 80 - 160 120 - 200
80 100 115 155
VIC - Regional
70 - 100 80 - 120 80 - 150 110 - 200
90 100 110 170
QLD - Regional
70 - 120 80 - 130 85 - 150 120 - 220
85 100 100 155
SA - Adelaide
65 - 110 75 - 130 80 - 130 115 - 180
90 100 120 180
WA - Perth
70 - 120 80 - 130 100 - 150 100 - 200
80 115 125 135
ACT - Canberra
75 - 120 80 - 135 80 - 160 110 - 200
80 100 100 150
TAS - Hobart/Launceston
60 - 100 80 - 120 80 - 130 90 - 180
75 80 85 140
NZ - Auckland
70 - 90 70 - 110 75 - 130 120 - 180+
75 80 85 140
NZ - Wellington
70 - 90 70 - 100 75 - 120 120 - 180+
75 80 85 140
NZ - Christchurch
70 - 90 70 - 100 75 - 110 120 - 180+

NOTES:
• All salaries shown are exclusive of superannuation (AU) • All salaries are representative of fixed cash & incentive • At the more senior level, larger contact centres tend to be
or KiwiSaver (NZ) bonus components (if applicable), sales roles are base at the higher end of the ranges shown, whilst agent level
• New Zealand salaries are represented in salary only and differ extensively across industry sectors roles tend to sit at the lower to medium level, whereby
New Zealand dollars across industries, such as Pharmaceutical/Medical
devices, and FMCG, these positions stretch the top end

2018 Hays Salary Guide | 79


HUMAN RESOURCES

AUSTRALIA IR specialists with EBA negotiation and Advisors with knowledge of New
experience will be in demand too as Zealand employee legislation and the
Following a challenging few years of organisations look to negotiate a cost- ability to supervise performance
redundancies, restructures and offshoring, effective agreement for both a workforce management.
human resources departments returned to and business. As EBA negotiations
growth in 2017-18. While internal Knowledge of health and safety
become more strategic and detailed, this
recruitment is the focus moving forward, regulations will continue to create
demand will only increase.
it is Talent Acquisition Specialists who are demand for Health & Safety Managers,
sought to engage with candidates. This is In Canberra, large-scale infrastructure, Advisors and Health, Safety and
the next evolution in the recruitment construction, defence and technology Environment professionals. In order to
function, following on from the 1990s projects have seen multinational, local effectively operate, businesses will need
focus on ‘personnel’ and the 2000s and start-up businesses focus on building to ensure that they are fully compliant.
emphasis on ‘recruiter’. their customer centricity. Business-
enabling and performance-driven HR

“ model
It’s also representative of the industry’s
shift towards an internal talent team that
initiatives are therefore underway as
organisations look for agility and a
The business partnership
partners with key stakeholders across an competitive edge. This has led to continues to flourish
organisation. As this partnership focus
continues, master vendor solutions will
increasing demand for people and culture as companies move away
increase in the year ahead.
professionals who can champion and from a centralised structure

drive initiatives in collaboration with
Unsurprisingly then, HR Business Partners senior stakeholders. to a business unit focus.
are sought as organisations look for a With the above skills in high demand,
strategic multi-skilled generalist over a salary pressure will increase, especially in
Consultant or Advisor. With highly-skilled The business partnership model continues
the Eastern states where an active to flourish as companies move away from a
professionals in short supply, employers construction market is fuelling competition.
have offered more competitive packages. centralised structure to a business unit
For their part, HR Business Partners look at Western Australia faces its own unique focus. Consequently, commercially savvy HR
the entire package, including clear career challenge as it attempts to attract back Business Partners and Senior Advisors who
SALARY INFORMATION: HUMAN RESOURCES

progression, a development path, KPI-based top HR professionals who moved can successfully align HR practices with
bonuses and flexible working options. interstate during the downturn. With business strategy are highly sought after.
organisations now growing, they want to Salaries remain static, although
attract and retain talent for the future. in-demand skillsets including Health &

“ negotiation
Safety, Learning & Development, Change
IR specialists with EBA Across Australia the contract market was
very buoyant in 2017-18. The standout was Management and strategic HR Business
experience the Federal and State Governments in Partners are seeing salary increases.
will be in demand as Adelaide and Canberra, where the focus Throughout 2018-19 employee engagement
organisations look to was on agility to respond to project
demands. With a Federal election
and retention will be critical as HR
professionals become more aware of the
negotiate a cost-effective pending, we could see a shift towards job opportunities available. Candidates will
agreement for both a more permanent engagements in 2018-19. continue to request more flexible working
workforce and business.
” NEW ZEALAND
Continued business confidence, low
options and employers will need to adapt
accordingly as the focus on emotional and
physical wellbeing increases.
Permanent organisational development, unemployment and sustained investment
change management and learning & in business activity kept New Zealand’s
development roles have been available. HR job market active in 2017-18, with
While these roles have, in more recent candidate movement consistent across
years, been offered on a contract basis, the market.
permanent positions are now the focus in
Quality HR professionals will remain in
response to market confidence and
high demand in 2018-19, particularly in
investment in organisational headcount.
learning and development as employers
However contract rates exceed the value
recognise the importance of continuous
of permanent packages, creating
upskilling and training in new
attraction challenges for employers. This
technologies that improve efficiencies.
is expected to change in 2018-19 as
organisations secure strong senior The general increase in vacancy activity is
candidates from the contract market. also fuelling demand for ER Consultants

80 | 2018 Hays Salary Guide


HUMAN RESOURCES

Head of HR/ Head of HR/ Head of HR/


HR Director HR Director HR Director HR Manager HR Manager HR Manager
>1000 250 - 1000 <250 >1000 250 - 1000 <250
employees employees employees employees employees employees
280 200 160 180 140 120
NSW - Sydney
200 - 400 150 - 220 140 - 180 150 - 200 120 - 180 110 - 150
250 200 150 150 130 120
VIC - Melbourne
150 - 300 150 - 250 140 - 200 90 - 200 100 - 150 80 - 120
190 170 150 150 130 120
QLD - Brisbane
170 - 230 150 - 200 130 - 180 100 - 180 90 - 150 80 - 140
200 190 150 150 120 120
SA - Adelaide
150 - 250 130 - 230 120 - 180 120 - 180 100 - 150 100 - 140
220 180 150 180 150 110
WA - Perth
180 - 250 150 - 220 140 - 180 160 - 200 130 - 160 90 - 130
190 200 140 150 125 115
ACT - Canberra
150 - 250 160 - 250 120 - 160 100 - 180 100 - 150 85 - 130
200 180 150 150 130 120
NT - Darwin
180 - 230 160 - 200 120 - 180 120 - 160 100 - 140 90 - 130
180 140 130 115 110 110
TAS - Hobart/Launceston
150 - 250 100 - 160 90 - 140 80 - 130 80 - 130 80 - 130
200 180 160 140 130 120
New Zealand
150 - 250 130 - 240 120 - 200 110 - 160 100 - 150 100 - 140

HR Business HR
Partner HR Advisor Coordinator HR Admin
120 85 65 55
NSW - Sydney
100 - 150 70 - 95 60 - 70 50 - 65
120 85 65 60
VIC - Melbourne
90 - 150 70 - 95 55 - 70 55 - 65
110 80 60 55
QLD - Brisbane
90 - 130 65 - 90 55 - 65 45 - 60
120 85 60 55
SA - Adelaide
90 - 130 70 - 100 55 - 70 45 - 60
110 85 65 55
WA - Perth
100 - 130 80 - 100 55 - 75 45 - 65
110 80 65 55
ACT - Canberra
90 - 130 65 - 90 55 - 75 45 - 65
120 80 65 55
NT - Darwin
90 - 135 70 - 100 60 - 80 50 - 70
100 80 60 55
TAS - Hobart/Launceston
90 - 130 65 - 90 55 - 65 45 - 60
115 85 60 50
New Zealand
85 - 130 70 - 100 50 - 70 45 - 55

HR Policy
IR Manager ER Manager IR Advisor ER Advisor HR Analyst Writers
160 130 110 90 95 120
NSW - Sydney
120 - 200 120 - 180 85 - 130 75 - 100 75 - 120 100 - 150
150 130 110 90 85 90
VIC - Melbourne
120 - 200 120 - 180 85 - 130 75 - 100 75 - 100 85 - 125
160 130 90 90 85 90
QLD - Brisbane
120 - 200 120 - 180 80 - 120 75 - 100 75 - 100 80 - 120
150 120 90 90 80 80
SA - Adelaide
120 - 180 100 - 160 80 - 120 80 - 120 70 - 100 70 - 100
150 150 100 100 90 90
WA - Perth
120 - 180 120 - 180 80 - 120 80 - 120 80 - 110 80 - 110
120 120 100 90 80 90
ACT - Canberra
100 - 140 100 - 140 90 - 110 75 - 110 75 - 100 80 - 110
130 130 100 90 90 90
NT - Darwin
100 - 160 100 - 160 90 - 120 75 - 120 70 - 110 80 - 100
130 110 85 85 80 90
TAS - Hobart/Launceston
100 - 160 100 - 160 70 - 120 70 - 120 70 - 95 80 - 100
120 120 105 105 100 100
New Zealand
90 - 140 90 - 140 90 - 120 90 - 120 90 - 120 80 - 120

NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars

2018 Hays Salary Guide | 81


HUMAN RESOURCES

Learning & Learning & Learning &


Head of L&D/ Development Development Development Training
L&D Director Manager Advisor Coordinator Manager Trainer
220 150 95 70 120 85
NSW - Sydney
150 - 250 120 - 180 85 - 120 55 - 80 90 - 140 70 - 110
180 140 90 70 120 90
VIC - Melbourne
150 - 250 110 - 175 80 - 120 60 - 80 90 - 145 75 - 120
180 120 80 65 85 85
QLD - Brisbane
120 - 200 100 - 140 70 - 90 55 - 70 70 - 100 60 - 100
180 120 85 70 100 85
SA - Adelaide
150 - 200 90 - 140 75 - 95 60 - 80 80 - 110 70 - 100
150 130 90 70 120 100
WA - Perth
130 - 180 110 - 150 70 - 100 65 - 85 110 - 140 80 - 120
150 120 90 70 90 80
ACT - Canberra
100 - 200 90 - 140 80 - 120 65 - 87 70 - 100 60 - 100
150 120 90 70 100 85
NT - Darwin
120 - 200 90 - 140 80 - 100 65 - 90 80 - 120 70 - 100
150 120 85 70 100 85
TAS - Hobart/Launceston
130 - 200 90 - 140 75 - 95 60 - 80 80 - 110 70 - 100
175 125 95 65 120 85
New Zealand
120 - 200 90 - 140 80 - 120 55 - 75 90 - 140 70 - 100

Recruitment
Diversity Diversity Mgr/Talent Recruitment Recruitment Workforce
Manager Advisor Acquisition Mgr Advisor Coordinator Planner
150 110 130 95 65 110
NSW - Sydney
120 - 180 90 - 130 110 - 160 70 - 110 60 - 70 90 - 130
145 110 125 90 70 110
VIC - Melbourne
130 - 200 85 - 130 110 - 160 75 - 110 60 - 75 90 - 130
120 100 110 70 60 110
QLD - Brisbane
90 - 140 90 - 120 80 - 140 60 - 80 50 - 70 80 - 130
120 85 100 80 60 90
SA - Adelaide
90 - 140 75 - 100 80 - 125 65 - 90 50 - 70 70 - 100
140 100 130 85 65 100
WA - Perth
120 - 160 85 - 125 100 - 150 70 - 100 55 - 75 90 - 120
100 80 110 75 60 100
ACT - Canberra
90 - 110 75 - 95 90 - 140 65 - 90 50 - 70 90 - 110
120 85 100 80 65 90
NT - Darwin
90 - 140 75 - 100 80 - 120 70 - 90 60 - 80 70 - 110
100 80 115 75 55 80
TAS - Hobart/Launceston
80 - 120 70 - 100 90 - 140 60 - 100 45 - 65 60 - 100
100 80 115 75 55 80
New Zealand
80 - 120 70 - 100 90 - 140 60 - 100 45 - 65 60 - 100

Organisational Organisational
Change Change Instructional Development Development
Manager Analyst Designer Manager Advisor
200 150 160 150 110
NSW - Sydney
140 - 240 100 - 200 100 - 200 130 - 200 90 - 120
200 130 140 150 120
VIC - Melbourne
140 - 240 80 - 150 100 - 210 130 - 180 95 - 125
150 130 110 130 100
QLD - Brisbane
120 - 200 90 - 150 80 - 140 100 - 150 90 - 120
150 110 110 120 85
SA - Adelaide
130 - 180 80 - 130 90 - 130 100 - 140 75 - 95
150 110 140 150 100
WA - Perth
130 - 200 100 - 120 110 - 160 130 - 180 90 - 120
200 150 130 150 110
ACT - Canberra
140 - 240 100 - 200 80 - 180 100 - 180 90 - 120
130 100 110 130 90
NT - Darwin
100 - 160 80 - 120 90 - 130 100 - 150 70 - 110
125 110 110 130 115
TAS - Hobart/Launceston
100 - 150 90 - 130 90 - 150 100 - 150 90 - 140
130 110 120 130 115
New Zealand
110 - 160 90 - 130 100 - 150 100 - 150 90 - 140
NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars

82 | 2018 Hays Salary Guide


HUMAN RESOURCES

Head of/Director Remuneration Remuneration


Remuneration & & Benefits & Benefits HRIS HR Project
Benefits Manager Advisor Advisor Manager
200 150 100 100 130
NSW - Sydney
160 - 300 110 - 160 85 - 130 75 - 120 100 - 160
200 140 100 85 120
VIC - Melbourne
150 - 250 100 - 160 80 - 115 80 - 110 90 - 140
190 130 95 70 130
QLD - Brisbane
150 - 220 90 - 150 80 - 110 60 - 80 100 - 150
190 120 80 70 100
SA - Adelaide
150 - 220 90 - 140 70 - 90 60 - 85 90 - 130
180 130 120 110 130
WA - Perth
150 - 200 100 - 150 90 - 130 85 - 130 100 - 180
180 130 100 85 90
ACT - Canberra
120 - 200 110 - 150 80 - 100 75 - 120 80 - 110
150 120 80 80 110
NT - Darwin
120 - 210 90 - 140 65 - 90 65 - 90 90 - 130
150 120 80 80 100
TAS - Hobart/Launceston
120 - 210 90 - 140 65 - 90 65 - 90 80 - 120
175 110 85 80 120
New Zealand
150 - 200 90 - 130 70 - 110 65 - 100 90 - 140

Head of WHS/ Health & Wellbeing WHS


WHS Director Manager/Officer WHS Manager WHS Advisor Coordinator
170 120 140 100 80
NSW - Sydney
150 - 250 100 - 130 100 - 150 80 - 110 65 - 85
200 120 140 100 80
VIC - Melbourne
180 - 220 100 - 130 120 - 170 80 - 120 70 - 90
180 110 120 80 55
QLD - Brisbane
120 - 250 80 - 150 80 - 150 60 - 100 50 - 65
150 110 130 80 60
SA - Adelaide
120 - 180 90 - 120 100 - 150 60 - 100 55 - 80
130 110 130 85 60
WA - Perth
110 - 160 80 - 140 100 - 180 75 - 95 50 - 70
150 85 120 85 60
ACT - Canberra
110 - 170 70 - 100 90 - 135 70 - 100 55 - 75
150 120 120 90 75
NT - Darwin
120 - 180 100 - 140 90 - 140 80 - 100 65 - 85
150 110 110 70 60
TAS - Hobart/Launceston
120 - 180 100 - 140 80 - 130 60 - 90 55 - 65
130 95 110 75 50
New Zealand
95 - 160 80 - 110 70 - 130 55 - 85 42 - 60

Injury/RTW Injury/RTW
Manager Advisor RTW Coordinator
130 80 70
NSW - Sydney
100 - 140 75 - 90 65 - 75
120 90 75
VIC - Melbourne
100 - 130 80 - 100 60 - 80
95 70 60
QLD - Brisbane
75 - 110 60 - 80 50 - 70
100 75 68
SA - Adelaide
75 - 120 60 - 85 60 - 75
100 80 60
WA - Perth
80 - 120 65 - 90 50 - 70
90 80 70
ACT - Canberra
85 - 105 70 - 85 65 - 75
110 90 70
NT - Darwin
100 - 140 80 - 100 60 - 80
85 70 60
TAS - Hobart/Launceston
75 - 100 60 - 85 55 - 65
90 75 50
New Zealand
60 - 110 60 - 80 42 - 60
NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars

2018 Hays Salary Guide | 83


SALES

AUSTRALIA Despite demand, salary movement has employees. Smaller organisations can
been limited. But this could change in the often do this far quicker than larger
Throughout 2017-18 organisations 2018-19 financial year as highly talented businesses, particularly if they have a
prioritised the recruitment of key sales salespeople start to push for higher base fixed remuneration structure.  
staff to take advantage of strong salaries. Successful sales staff who are
economic conditions. This created high Another key trend centres on
confident in their network and have a
demand for strong frontline customer- communication skills. While technology
proven ability to increase revenue for an
facing salespeople who represent the allows greater access to potential
organisation are already starting to
values of an organisation. prospects, it can also lead to a less
demand higher base salaries and
personalised service if potential
commission structures.
customers are only approached via email

“ newTheopportunities
ability to identify
and
In addition, they are pushing for more
company benefits and flexible work
practices. Consequently the ability to work
or social media.
As a result, employers now request sales
present a clear and strategic from home and the offering of more lucrative
candidates with a track record in not only
winning new accounts but also building
plan for business growth and uncapped commission structures will set
and developing long term relationships.
will be key skills employers organisations apart this year.
Crucially, employers want to see evidence
look for in the year ahead.
Business Development Managers rather than
” Cultural fit is now of greater importance
to both employers and jobseekers. In fact,
employers now accept that to secure the
of a candidate’s ability to do so in person
or over the telephone rather than relying
on email or social media. The ability to
right cultural fit, flexibility is required have a conversation with a prospect or
Account Managers remain in high demand to
surrounding a candidate’s previous client does not always come naturally to
develop new business and increase revenue. 
product knowledge and industry the new generation of sales candidates
The ability to identify new opportunities and
experience. As a result, it is far more entering the market. Consequently, any
present a clear and strategic plan for
common for an employer to invite a candidate with demonstrable evidence of
business growth will be key skills employers
potential employee to meet the team this skill is highly sought after.
look for in the year ahead.
before making a final hiring decision.
In addition, sales professionals with local
IT and tech start-ups have particularly
market knowledge and an existing

“ thatEmployers
high demand for Business Development
Managers and sales professionals. This is now accept network of contacts are considered even
more appealing.
most obvious in mid-market start-ups to secure the right
that want to aggressively focus on fast- There is however a shortage of candidates
growth revenue targets to stay afloat and
cultural fit, flexibility is with these skills. Hiring managers must
meet investor requirements. required surrounding therefore consider their organisation’s EVP
Employers in the telecommunications and a candidate’s previous and differentiators in order to effectively
promote their role to the top talent.
construction industries are also actively product knowledge and
recruiting sales professionals in response
to increased competition, both
industry experience.

SALARY INFORMATION: SALES

domestically and from Chinese businesses


that are investing in the Australian market. As ever, employers place importance on
the CRM system/s jobseekers have
The latter has also led to increasing previously used. Corporate organisations
demand for Mandarin speaking Business look for candidates with experience using
Development Managers.  popular systems, such as Salesforce, as
When they recruit, employers continue to they believe this allows a new employee
favour candidates with a strong and to quickly become client-facing.
extensive network. Some employers value
this above technical experience and NEW ZEALAND
knowledge. Employers also prefer, when Across 2017-18 low unemployment and a
possible, jobseekers with a solid shortage of quality sales professionals
understanding of the products and or prompted employers to consider
services provided. However with changing the base and commission ratio
competition for the top talent becoming of salary packages in order to secure
stronger, more flexibility is being displayed strong sales ‘hunters’. However, changing
in this area. We expect employers to the remuneration structure for new staff
become even more willing to train also means reviewing it for existing
candidates as necessary in the year ahead.

84 | 2018 Hays Salary Guide


SALES

Sales Category
Inside Sales Rep Executive/Rep Sales Engineer Channel Manager Manager
60 70 85 100 100
NSW - Sydney
50 - 65 60 - 90 75 - 110 80 - 120 80 - 120
55 70 90 90 95
VIC - Melbourne
45 - 65 60 - 80 80 - 120 80 - 100 75 - 110
55 70 85 85 90
QLD - Brisbane
45 - 60 55 - 80 65 - 110 65 - 110 75 - 105
45 60 85 70 85
SA - Adelaide
45 - 55 60 - 75 75 - 90 55 - 80 70 - 95
55 70 90 85 95
WA - Perth
50 - 60 60 - 80 80 - 100 80 - 110 90 - 130
50 70 80 80 95
ACT - Canberra
45 - 55 55 - 80 65 - 90 70 - 90 80 - 110
50 65 90 75 85
TAS - Hobart
45 - 55 55 - 75 80 - 100 70 - 85 70 - 90
55 70 95 90 90
NZ - Auckland
45 - 60 55 - 85 80 - 115 70 - 110 80 - 120
50 65 85 85 85
NZ - Wellington
45 - 55 55 - 70 75 - 100 70 - 100 75 - 100
45 50 85 80 90
NZ - Christchurch
40 - 50 45 - 60 75 - 100 60 - 110 70 - 110

Business Senior Key National


Manager Account Manager Account Manager Account Manager Account Manager
140 70 100 100 120
NSW - Sydney
110 - 180  60 - 90 80 - 110 80 - 120 100 - 140
140 70 90 100 120
VIC - Melbourne
110 - 165 60 - 80 80 - 100 90 - 120 100 - 150
110 70 85 100 115
QLD - Brisbane
80 - 115 55 - 90 75 - 100 80 - 120 95 - 130
110 60 65 70 90
SA - Adelaide
85 - 125 55 - 70 60 - 80 60 - 80 70 - 105
110 80 90 90 100
WA - Perth
100 - 145 70 - 90 80 - 110 80 - 110 90 - 120
100 70 85 85 110
ACT - Canberra
80 - 120 60 - 75 75 - 90 80 - 100 95 - 120
110 65 75 75 90
TAS - Hobart
80 - 120 55 - 75 70 - 95 70 - 100 80 - 120
115 80 95 100 115
NZ - Auckland
95 - 130 70 - 90 75 - 120 85 - 130 90 - 135
110 70 80 90 100
NZ - Wellington
90 - 120 65 - 75 70 - 100 75 - 120 80 - 130
90 70 80 85 90
NZ - Christchurch
75 - 100 60 - 80 65 - 90 70 - 100 80 - 110

NOTES:
• All salaries shown are exclusive of superannuation (AU) or • All salaries shown exclude car and commission
KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars

2018 Hays Salary Guide | 85


SALES

Business
Development Territory State/Regional National Director
Manager Manager Manager Sales Manager of Sales
90 70 110 150 220
NSW - Sydney
70 - 100 60 - 90 90 - 150 120 - 200 170 - 280
100 65 100 140 210
VIC - Melbourne
90 - 120 50 - 70 80 - 130 120 - 160 170 - 250
85 65 100 140 170
QLD - Brisbane
65 - 110 55 - 85 80 - 130 110 - 180 120 - 220
65 70 85 100 120
SA - Adelaide
60 - 70 60 - 80 75 - 110 80 - 130 90 - 140
100 80 120 120 185
WA - Perth
80 - 120 75 - 100 100 - 130 120 - 150 170 - 200
100 90 100 120 140
ACT - Canberra
90 - 130 70 - 95 90 - 120 90 - 140 110 - 150
75 80 90 120 160
TAS - Hobart
65 - 90 70 - 100 80 - 120 90 - 130 130 - 160
90 70 120 140 175
NZ - Auckland
75 - 100 65 - 80 110 - 150 110 - 170 130 - 225
85 70 105 125 150
NZ - Wellington
75 - 100 65 - 75 90 - 130 90 - 150 130 - 200
80 70 90 110 140
NZ - Christchurch
70 - 100 60 - 80 80 - 130 90 - 130 100 - 180

NOTES:
• All salaries shown are exclusive of superannuation (AU) or • All salaries shown exclude car and commission
KiwiSaver (NZ) • New Zealand salaries are represented in New Zealand dollars

86 | 2018 Hays Salary Guide


MARKETING & DIGITAL

AUSTRALIA Marketing Managers, Senior Marketing At the entry Marketing Assistant and
Managers and Digital Marketing Managers Coordinator level, supply outweighs
Recruitment activity remained buoyant in with a blended generalist and digital demand and has suppressed salaries. To
marketing and digital throughout 2017-18 skillset. These candidates can create and stand out, candidates require a web
across all functions and industries. A key implement strategies for their teams presence and portfolio that showcases their
trend was the shift towards flexible without relying on digital agencies. Given creative and written communication skills.
workers for roles at all levels as employers demand, salaries have increased for such
undertook more project-based work, At the intermediate Marketing Executive
hybrid candidates.
sought cover while a permanent staff and Marketing Specialist level, specialist
member was sourced or bridged skill jobs outweigh generalist roles, with salaries
gaps in their teams.
This focus on temporary and contract “ Communications
Demand for Marketing trending upwards as a result. For example,
Customer Communications Specialists
transitioning from agencies to banks have
employees will continue throughout 2018-
19 across marketing and digital.
specialists has also increased secured significant salary increases to work
in all sectors, particularly on trigger-based conversational customer
communications programmes. To maximise
Digital transformation was the other key
trend evident across the public and private the public sector, with their potential for a salary increase,
sectors, which increased vacancy activity salaries and rates rising candidates must therefore upskill in
to attract talent.

for Digital Project Managers for contract marketing automation, SEO and Google
roles and Content Managers and Specialists.   Adwords, copywriting, direct marketing or
social media content planning.
Candidate shortages in these areas saw Demand for Marketing Communications
organisations compete for the top talent. specialists has also increased in all sectors, Senior leadership opportunities for Heads
Rather than increase salaries though, particularly the public sector, with salaries of Marketing will be available for those
employers improved their recruitment and rates rising to attract talent. Temporary who can design and align whole marketing
process and speed to hire to secure high Graphic Designers in the public sector have programmes to deliver customer value and
performers. With demand expected to commercial results. We expect salaries to

SALARY INFORMATION: MARKETING & DIGITAL


been in greater demand too as government
remain high in 2018-19, employers with agencies aim to improve engagement with increase for the top talent.
strong employee value propositions who the public by enhancing their websites and In other trends, SME employers expect a
move through the recruitment process digital applications. broad skill set. For example, Marketing
swiftly will secure the top talent in this field. Coordinators who can design, manage
Fundraising candidates will remain in
demand, and overall packages in the not- SEM and SEO, and understand Google

“ areDigital Insight Managers for-profit (NFP) space have improved to Analytics. Despite this, salaries remain
match the increasing desire for lower than the corporate, agency and
in high demand, with commercially-focused candidates who technology sectors.
typical salaries increasing would otherwise earn more elsewhere. Digital specialists are increasingly sought
in response to the Marketing Executives and Assistant Brand as organisations digitise, while Digital
shortage of candidates.
In other areas of demand, e-commerce
” Managers with strong experience in
inventory and product management will
be in high demand also, with SMEs
Marketing Manager jobs are being created
in large organisations. The latter can
command high salaries.
candidates are sought in the retail sector competing with large corporates for these Marketing Automation Specialists, Digital
to help in-house teams meet high online candidates. This demand is partially being Copywriters and Inbound Marketing
revenue targets.  While this will continue met by agency candidates looking to Specialists are required for temporary
throughout 2018-19, salaries will remain move client-side who have strong assignments as technology platforms and
stable since the supply of suitable deadline and stakeholder management marketing techniques become more
candidates currently matches demand. skills. Despite demand, salaries remain specialised. Candidates often earn more as
steady since agency candidates earn a contractor than a permanent employee.
Digital Insight Managers are in high more simply by moving across into
demand too, with typical salaries the commercial sector.
increasing in response to the shortage of
candidates. This demand will continue NEW ZEALAND
over the next 12 months as businesses
increasingly use big data and consumer New Zealand’s marketing and digital
insights to grow engagement and sales. industry will remain active in 2018-19, with
temporary staff sought for special
The rise of multiple and specialised digital projects and permanent recruitment
channels in marketing teams across all driven by turnover and growth.
sectors created demand for hybrid

2018 Hays Salary Guide | 87


MARKETING & DIGITAL

Marketing Marketing Marketing Marketing Snr Marketing Marketing


MARKETING Assistant Coordinator Executive Manager Manager Director
55 65 80 110  150 200
NSW - Sydney
50 - 65 60 - 70 70 - 90 100 - 140 130 - 170 180 - 250
55 60 75 100 140 200
VIC - Melbourne
45 - 65 55 - 70 65 - 80 90 - 120 120 - 180 150 - 250
45 65 75 95 110 140
QLD - Brisbane
37 - 55 55 - 75 65 - 85 80 - 110 100 - 130 120 - 170
50 60 70 90 100 130
SA - Adelaide
50 - 55 55 - 70 60 - 80 85 - 100 90 - 120 120 - 160
55 60 75 100 110 130
NT - Darwin
45 - 60 55 - 65 65 - 80 75 - 120 90 - 130 110 - 160
50 60 75 110 140 195
WA - Perth
45 - 60 45 - 65 65 - 80 90 - 130 120 - 170 160 - 230
50 60 80 95 120 170
ACT - Canberra
45 - 65 50 - 70 70 - 85 110 100 - 140 150 - 200
45 55 70 100 130 180
NZ - Auckland
40 - 55 45 - 60 60 - 80 90 - 130 110 - 155 160 - 220
45 50 70 85 115 150
NZ - Wellington
40 - 55 40 - 60 60 - 80 70 - 120 85 - 140 130 - 180
45 50 70 90 115 150
NZ - Christchurch
40 - 55 40 - 60 60 - 80 70 - 120 85 - 140 130 - 180

Event Event Graphic Brand Campaign Product


Coordinator Manager Designer Manager Manager Manager
65 90 90 110 100 110
NSW - Sydney
55 - 75 80 - 110 65 - 110 90 - 130 90 - 140 90 - 140
65 90 80 100 110 110
VIC - Melbourne
55 - 70 80 - 110 60 - 90 90 - 120 90 - 140 90 - 130
55 75 65 90 90 90
QLD - Brisbane
45 - 65 60 - 90 60 - 75 80 - 110 80 - 110 80 - 110
60 80 55 75 75 85
SA - Adelaide
55 - 75 75 - 100 55 - 70 75 - 90 60 - 90 75 - 100
60 80 70 70 75 85
NT - Darwin
50 - 70 65 - 100 60 - 90 60 - 90 65 - 85 70 - 95
60 85 80 100 95 100
WA - Perth
55 - 75 75 - 95 65 - 90 80 - 110 80 - 110 80 - 110
65 90 70 90 95 90
ACT - Canberra
60 - 70 80 - 100 60 - 80 85 - 95 90 - 100 80 - 100
60 80 65 90 80 95
NZ - Auckland
50 - 75 60 - 100 50 - 90 80 - 110 70 - 100 80 - 120
60 80 60 80 80 85
NZ - Wellington
50 - 70 60 - 100 40 - 80 70 - 110 70 - 90 75 - 110
60 80 60 80 80 80
NZ - Christchurch
50 - 70 60 - 100 40 - 80 70 - 105 70 - 85 70 - 100

NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars

88 | 2018 Hays Salary Guide


MARKETING & DIGITAL

Research
Executive/ Direct Direct Internal
Marketing Marketing Marketing Advertising Advertising Communications
Analyst Executive Manager Executive Manager Advisor
100 85 110 75 120 100
NSW - Sydney
70 - 130 70 - 100 100 - 130 70 - 90 100 - 130 80 - 110
100 75 100 70 90 110
VIC - Melbourne
75 - 125 70 - 85 90 - 120 55 - 75 80 - 120 75 - 140
80 80 85 70 90 75
QLD - Brisbane
75 - 100 70 - 85 70 - 100 60 - 80 80 - 100 65 - 90
65 65 85 60 80 75
SA - Adelaide
55 - 70 55 - 75 80 - 100 55 - 75 75 - 90 60 - 95
80 85 90 70 80 80
NT - Darwin
70 - 90 75 - 95 80 - 100 65 - 85 70 - 90 70 - 100
80 75 90 75 95 80
WA - Perth
70 - 95 65 - 90 80 - 110 65 - 85 85 - 110 70 - 90
80 90 90 65 90 80
ACT - Canberra
70 - 90 80 - 110 80 - 100 60 - 70 70 - 90 65 - 100
70 80 95 70 100 80
NZ - Auckland
60 - 80 70 - 90 85 - 110 60 - 80 80 - 120 70 - 100
70 80 90 60 90 80
NZ - Wellington
60 - 80 70 - 90 80 - 110 50 - 70 80 - 120 60 - 110
70 80 80 70 85 80
NZ - Christchurch
60 - 80 65 - 90 70 - 110 65 - 90 70 - 100 65 - 95

NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars

It’s not hard to see the appeal of the top marketing job. But how
do you get there? Find out in our report ‘The DNA of a Marketing
Director’. Download your copy now.
hays.com.au/marketing-director hays.net.nz/marketing-director

2018 Hays Salary Guide | 89


MARKETING & DIGITAL

Direct Sponsorship/ Sponsorship/


Communications Communications Major Gifts Marketing Fundraising Fundraising
MARKETING Advisor Manager Manager Fundraising Manager Director
90 110 120 80 110 150
NSW - Sydney
80 - 110 100 - 130 100 - 140 60 - 80 90 - 130 140 - 180
80 100 100 75 90 150
VIC - Melbourne
70 - 90 90 - 130 80 - 130 65 - 85 80 - 120 140 - 180
75 100 70 70 85 105
QLD - Brisbane
65 - 90 90 - 110 60 - 85 60 - 85 70 - 100 90 - 120
85 105 85
SA - Adelaide N/A N/A N/A
80 - 90 95 - 120 80 - 95
80 95 80 75 80 100
NT - Darwin
70 - 100 80 - 120 70 - 90 65 - 90 70 - 90 90 - 110
85 100 80 75 90 120
WA - Perth
75 - 90 90 - 110 75 - 90 65 - 80 75 - 100 95 - 130
100 100 100 70 85 125
ACT - Canberra
90 - 110 90 - 130 95 - 120 65 - 85 80 - 90 115 - 160
70 100 70 85 100
NZ - Auckland N/A
60 - 90 90 - 130 60 - 80 70 - 100 90 - 120
80 90 65 80 100
NZ - Wellington N/A
55 - 110 80 - 120 50 - 75 60 - 100 80 - 120
80 90 65 80 100
NZ - Christchurch N/A
65 - 90 80 - 120 60 - 80 55 - 100 80 - 120

Bid
Coordinator Bid Writer Bid Manager
80 110 145
NSW - Sydney
70 - 90 95 - 130 130 - 200
80 110 145
VIC - Melbourne
70 - 90 95 - 130 130 - 200
55 55 75
QLD - Brisbane
45 - 60 50 - 60 70 - 80
80 90
SA - Adelaide
70 - 85 80 - 100 90 - 130
70 80 90
NT - Darwin
60 - 80 70 - 90 80 - 110
70 80 110
WA - Perth
60 - 80 65 - 90 90 - 120
ACT - Canberra N/A N/A N/A
60 80 90
NZ - Auckland
50 - 70 70 - 90 80 - 120
60 80 90
NZ - Wellington
50 - 70 70 - 90 80 - 110
60 80 90
NZ - Christchurch
50 - 70 65 - 90 75 - 110

NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars

90 | 2018 Hays Salary Guide


MARKETING & DIGITAL

Online Digital Digital


eCommerce eCommerce Online Marketing Project Marketing
DIGITAL Specialist Manager Manager Manager Manager Coordinator
90 130 110 120 120 65
NSW - Sydney
80 - 100 110 - 160 90 - 130 100 - 140 100 - 140 50 - 70
80 130 100 100 120 70
VIC - Melbourne
80 - 100 100 - 150 90 - 120 90 - 120 100 - 140 60 - 80
85 90 85 90 90 80
QLD - Brisbane
75 - 90 80 - 100 80 - 90 80 - 100 85 - 105 70 - 90
90 85 90 90 60
SA - Adelaide N/A
80 - 100 80 - 90 75 - 100 85 - 105 55 - 70
80 90 95 90 100 80
NT - Darwin
75 - 90 80 - 100 80 - 120 80 - 110 90 - 120 70 - 100
110 125 100 110 95 70
WA - Perth
100 - 120 100 - 150 75 - 120 90 - 130 80 - 110 60 - 80
105 130 100 95 125 80
ACT - Canberra
90 - 120 100 - 150 90 - 120 90 - 100 100 - 140 70 - 90
60 140 100 110 110 45
NZ - Auckland
50 - 80 125 - 150 80 - 110 100 - 120 80 - 120 40 - 55
60 130 95 90 90 45
NZ - Wellington
50 - 80 120 - 140 80 - 110 80 - 100 80 - 100 40 - 55
65 110 80 90 85 45
NZ - Christchurch
50 - 80 90 - 140 55 - 100 80 - 100 75 - 100 40 - 55

Digital Digital
Marketing Digital Digital Marketing Multimedia Web Content
Executive Producer Designer Manager Developer Developer
90 100 90 130 85
NSW - Sydney N/A
80 - 100 80 - 120 80 - 100 100 - 200 70 - 95
90 95 90 140 70
VIC - Melbourne N/A
85 - 100 80 - 130 70 - 100 100 - 180 65 - 85
80 85 85 100 70 70
QLD - Brisbane
75 - 90  70 - 95 70 - 95 90 - 120 60 - 80 60 - 80
70 65 70 100
SA - Adelaide
60 - 80 60 - 80 60 - 80 90 - 110 75 - 85 75 - 90
80 80 70 100 80 75
NT - Darwin
70 - 90 70 - 95 60 - 90 80 - 120 70 - 95 65 - 90
90 85 70 120 75 75
WA - Perth
80 - 100 75 - 90 65 - 80 100 - 140 65 - 85 65 - 85
90 80 80 140 75 75
ACT - Canberra
80 - 100 70 - 90 70 - 90 100 - 180 60 - 90 65 - 85
70 90 90 110 70 70
NZ - Auckland
55 - 80 70 - 110 80 - 120 100 - 125 60 - 80 60 - 80
65 90 75 100 70 70
NZ - Wellington
50 - 80 70 - 110 60 - 85 90 - 120 60 - 80 60 - 80
55 80 75 90 80 70
NZ - Christchurch
50 - 70 65 - 100 55 - 85 70 - 110 60 - 90 60 - 80

NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars

2018 Hays Salary Guide | 91


MARKETING & DIGITAL

Optimization/
Web Content Website SEO SEM Conversion
DIGITAL Editor Manager Specialist Specialist Specialist Content Writer
80 110 85 80 100 85
NSW - Sydney
70 - 90 90 - 120 70 - 95 70 - 90 90 - 150 75 - 95
70 100 80 80 100 80
VIC - Melbourne
65 - 85 90 - 120 70 - 100 70 - 100 90 - 130 60 - 90
70 90 85 80  80 70
QLD - Brisbane
60 - 80 80 - 100 70 - 100 70 - 90 70 - 90 60 - 80
70 80 75 80 75 75
SA - Adelaide
70 - 80 70 - 90 65 - 85 70 - 90 65 - 85 70 - 85
80 80 80 80 90 75
NT - Darwin
70 - 95 70 - 100 70 - 100 70 - 90 80 - 100 65 - 90
75 90 85 95 90 75
WA - Perth
65 - 85 75 - 105 75 - 95 80 - 105 85 - 100 65 - 85
75 100 90 90 85 85
ACT - Canberra
60 - 80 90 - 110 80 - 110 80 - 100 75 - 110 75 - 95
70 80 80 80 90 70
NZ - Auckland
60 - 80 70 - 90 70 - 90 70 - 90 80 - 100 65 - 75
70 75 60 60 80 65
NZ - Wellington
60 - 80 65 - 85 50 - 70 50 - 70 65 - 100 60 - 75
70 75 70 80 80 60
NZ - Christchurch
60 - 80 65 - 85 60 - 80 65 - 100 65 - 100 45 - 70

Digital Digital Digital


Digital Product Channel Strategy Social Media Social Media
Analyst Owner Manager Manager Coordinator Executive
120 130 130  150 55 75
NSW - Sydney
100 - 140 110 - 150 110 - 150 110 - 180  50 - 65 65 - 80
110 130 140 140 55 65
VIC - Melbourne
90 - 130 120 - 150 120 - 160 100 - 180 50 - 60 60 - 75
85 85 100 110 60 70
QLD - Brisbane
70 - 100 70 - 95 90 - 120 100 - 120 55 - 65 65 - 75
70 110 60 75
SA - Adelaide N/A N/A
65 - 80 100 - 120 55 - 70 70 - 80
75 80 90 110 65 70
NT - Darwin
65 - 90 70 - 90 80 - 100 100 - 120 55 - 75 60 - 80
75 90 100 120 75 85
WA - Perth
65 - 85 80 - 100 90 - 110 100 - 150 65 - 85 75 - 90
95 110 100 120 60 70
ACT - Canberra
80 - 110 100 - 120 90 - 110 90 - 160 50 - 70 60 - 80
80 130 95 150 50 60
NZ - Auckland
65 - 100 110 - 150 85 - 115 140 - 160 40 - 55 55 - 70
80 130 90 135 50 60
NZ - Wellington
65 - 100 110 - 150 70 - 105 125 - 150 40 - 55 55 - 70
80 120 85 120 45 60
NZ - Christchurch
65 - 100 100 - 150 65 - 100 100 - 140 40 - 55 55 - 70

NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars

92 | 2018 Hays Salary Guide


MARKETING & DIGITAL

Social Media PR
DIGITAL Manager CRM Manager Coordinator PR Executive PR Manager PR Director
110 100 65 80 110 150
NSW - Sydney
90 - 150 80 - 130 55 - 75 75 - 90 85 - 130 130 - 160
110 100 65 75 110 140
VIC - Melbourne
90 - 150 80 - 130 60 - 70 70 - 80 80 - 130 130 - 160
85 80 50 70 90 120
QLD - Brisbane
75 - 95 70 - 90 40 - 60 60 - 80 80 - 100 100 - 130
85 75 60 75 90 125
SA - Adelaide
75 - 95 70 - 90 55 - 65 60 - 85 85 - 120 80 - 130
90 85 70 80 90 100
NT - Darwin
70 - 100 70 - 95 60 - 80 70 - 90 80 - 100 90 - 120
100 100 75 80 100 135
WA - Perth
90 - 115 90 - 110 65 - 85 70 - 90 85 - 115 120 - 150
110 100 55 85 100 130
ACT - Canberra
90 - 140 80 - 130 50 - 60 80 - 90 90 - 110 120 - 140
110 100 60 70 90 150
NZ - Auckland
85 - 140 90 - 110 50 - 70 60 - 80 70 - 110 120 - 160
90 95 55 60 80 135
NZ - Wellington
70 - 120 90 - 110 45 - 65 55 - 75 70 - 105 100 - 160
90 90 50 60 80 135
NZ - Christchurch
70 - 120 65 - 100 40 - 70 55 - 75 65 - 100 100 - 160

Media Corporate Corporate


Relations Relations Relations
Manager Executive Manager
100 80 120
NSW - Sydney
90 - 120  70 - 90 100 - 150
100 75 120
VIC - Melbourne
90 - 120 70 - 85 90 - 150
90 75 90
QLD - Brisbane
80 - 110 70 - 85 80 - 110
100 75 95
SA - Adelaide
90 - 110 70 - 85 80 - 110
90 80 90
NT - Darwin
75 - 110 70 - 90 80 - 100
100 75 100
WA - Perth
85 - 120 65 - 85 85 - 120
100 90 135
ACT - Canberra
90 - 110 85 - 110 95 - 140
100 75 120
NZ - Auckland
90 -120 70 - 90 100 - 140
90 75 120
NZ - Wellington
70 - 120 70 - 90 100 - 140
85 70 100
NZ - Christchurch
70 - 120 65 - 85 85 - 140

NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars

2018 Hays Salary Guide | 93


RETAIL

AUSTRALIA Retailers now offer a more attractive base Merchandise Allocators will be needed
salary and guaranteed commission, as well too, with the best candidates able to
The 2017-18 financial year witnessed steady as a collaborative working environment. command competitive salaries.
growth across Australia’s retail sector, with
a number of businesses producing strong In an interesting trend, Customer Service
results, particularly over the Christmas and Client Relationship Manager roles
period, and international brands entering
the local market. Confidence consequently
returned to retail professionals and
“ planning
The expansion of
functions in
have been introduced to enhance
aftercare, relationship development and
repeat business in fashion.
consumers alike, and led to competition for the major retailers as
Changes to the lists of eligible occupations
store and head office talent. well as a shortage of for skilled visas have led to retailers
Another major trend was the continuous Merchandise Planners has focusing on developing existing staff into
growth of e-commerce retailers. Traditional allowed the top talent to roles once filled by international talent.
negotiate higher wages.

retailers responded by developing In 2018-19 retailers will improve their staff
e-commerce head office teams and adding retention strategies as innovative and
digital responsibilities to traditional bricks and digitally advanced international
mortar roles. Consequently retail professionals competitors enter the Australian market.
with digital development and marketing Store Managers with experience
expertise are in high demand. This has not led implementing change within a store are
to salary pressure though, with candidates in high demand. Despite this, salaries
instead focused on the opportunity to expand remain flat.
their skills and move into a hybrid role. The Head office salaries remain stable too,
exception is retail candidates with prior particularly for Buyers. The expansion of
experience or qualifications in ecommerce or planning functions in the major retailers
digital marketing. as well as a shortage of Merchandise
A major change for Sales Assistants and Planners has however allowed the top
Assistant Store Managers is the move to a talent to negotiate higher wages. As a
team-based commission structure so as to result, counter offers will increase in 2018-
reduce competition between staff. 19 as retail employers attempt to retain
top Planners.

Senior Group Planning


Merchandise Assistant Merchandise Merchandise Planning Manager/
MERCHANDISE PLANNING Assistant Planner Planner Planner Manager Director
SALARY INFORMATION: RETAIL

Sydney 50 - 60 60 - 75 75 - 125 100 - 140 125 - 200 150 - 350

Melbourne 45 - 55 60 - 75 80 - 100 100 - 140 125 - 200 150 - 350

Merchandise
Buying Assistant Buying Manager/
BUYING Assistant Buyer Buyer Senior Buyer Manager Buying Director

Sydney 50 - 60 60 - 75 80 - 130 90 - 150 125 - 200 150 - 400

Melbourne 50 - 60 60 - 75 80 - 100 90 - 150 125 - 200 150 - 400

NOTES:
•  All salaries shown are exclusive of superannuation

94 | 2018 Hays Salary Guide


RETAIL

Head of Design/
Assistant Senior Creative
DESIGN Designer Designer Designer Director

Sydney 50 - 60 60 - 125 90 - 150 120 - 250

Melbourne 50 - 60 80 - 150 100 - 180 180 - 250

Garment Assistant Product


Pattern Technician/ Product Product Development
PRODUCT DEVELOPMENT & TECHNICAL Cutter QA Developer Developer Manager

Sydney 60 - 90 50 - 85 50 - 65 60 - 90 85 - 125

Melbourne 60 - 90 50 - 85 50 - 65 60 - 90 85 - 125

VM Store Visual Area Visual National VM


VISUAL MERCHANDISING Coordinator Merchandiser Merchandiser State VM Manager

Sydney 45 - 55 42 - 55 45 - 80 65 - 100 80 - 200

Melbourne 45 - 55 42 - 55 45 - 80 65 - 100 80 - 200

Assistant Assistant Assistant Assistant Assistant


SM/2IC SM/2IC SM/2IC SM/2IC SM/2IC
In-store Sales (Turnover (Turnover (Turnover (Turnover (Turnover
OPERATIONS Professional up $2 m) $2-5 m) $5-10 m) $10-20 m) $20+ m)

Sydney 45 - 55 42 - 50 50 - 55 50 - 75 65 - 90 75 - 100

Melbourne 45 - 55 50 - 55 60 - 65 50 - 75 65 - 90 75 - 100

Store Manager Store Manager Store Manager Store Manager Store Manager Cluster/
(Turnover (Turnover (Turnover (Turnover (Turnover Area Manager
up $2 m) $2-5 m) $5-10 m) $10-20 m) $20+ m) 5–10 Stores

Sydney 45 - 60 50 - 70 70 - 110 80 - 115 90 - 125 60 - 85

Melbourne 45 - 60 50 - 70 65 - 110 80 - 115 90 - 125 60 - 85

Area/Regional Area/Regional Big Box - Big Box - Big Box -


Manager Manager Multi-site Multi-site Multi-site
10-20 Stores 20+ Stores State Manager 5–10 Stores 11–20 Stores 20+ Stores

Sydney 70 - 110 90 - 150 80 - 150 75 - 150+ 85 - 180 120 - 200

Melbourne 70 - 110 90 - 150 80 - 150 75 - 150+ 85 - 180 120 - 200

Loss National
Prevention E-Commerce Operations Retail General
HEAD OFFICE Manager Manager Manager Director Manager

Sydney 80 - 120 85 - 200 150 - 300 150 - 400 200 - 500+

Melbourne 80 - 120 90 - 200 150 - 300 150 - 400 200 - 500+

NOTES:
•  All salaries shown are exclusive of superannuation

2018 Hays Salary Guide | 95


LOGISTICS

AUSTRALIA Within warehouse and distribution, development of S&OP processes, and can
improved activity in late 2017-18 has led influence and educate internal
Across Australia’s warehousing, transport to demand for Warehouse Managers/ stakeholders across an organisation.
and supply chain markets, a key theme Supervisors, import and export Salaries for such professionals are
has been positive productivity linked to Coordinators and Dispatch Coordinators. competitive given the drive from
efficiency improvements. Logistics The expectations of employers regarding employers to secure the best available
companies have therefore been targeting candidate systems and general knowledge talent in this area.
multi-skilled candidates who have a strong have also risen. Employers now prefer
knowledge of systems and processes. degree qualified candidates with a
They must also have a proven track record supporting technical background, which
in reducing costs, the ability to achieve decreases the talent pool and highlights
demanding KPIs, and diverse experience. the importance for professionals of
Add the requirement for a wider technical continuous learning.
skill set and the ability to meet compliance
and OH&S regulations for those in

“ market,
management roles, and it is surprising that
salaries have not increased in line with
Within the supply chain
rising employer expectations. How long the value or a
this can continue remains to be seen. robust and transparent
Turning to the transport industry supply chain has seen
specifically, we have seen an active
market for transport professionals,
sales and operations
particularly in Victoria and New South planning (S&OP) processes
Wales where infrastructure is strained.
While the improvement and expansion of
transport networks will add value to the
come to the fore.

logistics industry, for now growing Demand also exists from SMEs for
pressure on Sydney and Melbourne’s inventory control professionals who can
infrastructure and increasing employer develop procedures to improve inventory
demands are fuelling the need for accuracy and transparency. Despite
Transport Allocators. After all, a strong growing demand for such professionals,
Transport Allocator plays a key role in employers continue to keep a tight rein
helping transport companies win million on salaries.
dollar contracts.
This has led to attraction and retention
SALARY INFORMATION: LOGISTICS

Salaries have increased in response challenges for employers, a significant


to demand, reaching up to $85,000 issue when companies are committed to
plus superannuation. driving operational efficiencies.
Candidate movement at the senior level,
particularly Heads of Logistics, Transport

“ SMEs
Demand exists from
for inventory control
Managers/Planners and Distribution
Managers, has been minimal. However this
is expected to change in 2018-19 as senior
professionals who can professionals become more aware of the
develop procedures to opportunities presented by industry
improve inventory accuracy growth. This could also be the catalyst


that prompts employers to increase
and transparency. salaries to retain their top talent.
Within the supply chain market, the value
Lateral thinking Transport Coordinators of a robust and transparent supply chain
and Managers who can cope with has seen sales and operations planning
pressure are also in demand. Companies (S&OP) processes come to the fore. This
have likened the transport room to that of has created demand for quality Supply
a Wall Street trading floor, where one and Demand Planners who have worked
wrong decision can cost a company with complex manual based systems,
potentially millions of dollars. have exposure to and assisted with the

96 | 2018 Hays Salary Guide


LOGISTICS

Distribution
Operations Centre Project Warehouse Warehouse
WAREHOUSE/DISTRIBUTION Manager Manager Manager Manager Supervisor
135 120 110 95 75
NSW - Sydney
120 - 150 110 - 130 100 - 120 80 - 110 65 - 85
100 115 100 90 65
WA - Perth
85 - 120 100 - 130 80 - 120 75 - 110 55 - 85
100 120 110 90 70
VIC - Melbourne
90 - 120 110 - 130 100 - 120 80 - 110 55 - 80
95 100 110 80 60
QLD - Brisbane
80 - 110 100 - 120 90 - 135 65 - 90 55 - 75
80 75 80 70 55
SA - Adelaide
75 - 100 70 - 100 70 - 90 55 - 80 45 - 65
95 110 90 75 60
ACT - Canberra
75 - 110 100 - 120 75 - 100 65 - 85 55 - 70
100 85 90 85 70
NT - Darwin
85 - 120 75 - 110 80 - 110 80 - 90 65 - 75

Contract/ Stock/
Account Warehouse Inventory
Manager Coordinator Controller Storeperson
90 60 70 55
NSW - Sydney
80 - 110 55 - 70 65 - 75 45 - 55
100 60 75 50
WA - Perth
80 - 120 50 - 70 50 - 100 40 - 55
100 50 60 45
VIC - Melbourne
90 - 120 40 - 55 55 - 70 40 - 50
80 50 60 40
QLD - Brisbane
65 - 90 45 - 60 45 - 75 35 - 50
90 45 45 40
SA - Adelaide
75 - 110 45 - 60 40 - 65 35 - 50
80 50 60 40
ACT - Canberra
65 - 90 45 - 60 45 - 75 35 - 50
100 55 60 52
NT - Darwin
80 - 120 45 - 64 50 - 70 48 - 55

Contract/
Operations Transport Account Transport Fleet
TRANSPORT Manager Manager Manager Analyst Fleet Manager Controller
130 135 90 65 85 75
NSW - Sydney
120 - 150 120 - 165 80 - 100 55 - 75 80 - 90 65 - 85
130 120 110 65 85 70
WA - Perth
100 - 120 80 - 160 90 - 130 55 - 85 70 - 100 55 - 85
110 120 100 65 80 70
VIC - Melbourne
90 - 140 100 - 130 90 - 120 60 - 75 70 - 100 60 - 90
110 80 80 64 75 60
QLD - Brisbane
75 - 130 75 - 90 75 - 90 55 - 75 65 - 80 55 - 70
80 80 80 50 65 50
SA - Adelaide
75 - 90 75 - 90 75 - 90 40 - 55 60 - 75 45 - 55
90 75 80 55 75 60
ACT - Canberra
75 - 110 65 - 85 75 - 90 45 - 60 65 - 80 55 - 70
100 90 100 65 80 65
NT - Darwin
85 - 120 80 - 110 80 - 120 55 - 80 70 - 90 55 - 80

NOTES:
• All salaries shown are exclusive of superannuation
• Supply Chain salaries are related solely to this function within Logistics, not Procurement

2018 Hays Salary Guide | 97


LOGISTICS

TRANSPORT MR/HR Driver HC/MC Driver Mechanic


55 55 70
NSW - Sydney
45 - 60 50 - 65 60 - 75
55 65 70
WA - Perth
45 - 60 55 - 85 60 - 85
55 55 68
VIC - Melbourne
45 - 60 50 - 65 60 - 75
50 55 65
QLD - Brisbane
45 - 60 50 - 65 60 - 75
50 65 68
SA - Adelaide
40 - 60 55 - 80 60 - 75
ACT - Canberra N/A N/A N/A
54 58 75
NT - Darwin
53 - 55 55 - 60 70 - 80

Supply Chain Supply Chain Supply Chain Supply Chain


SUPPLY CHAIN Demand Planner Analyst Planner Manager Director
100 75 85 135 185
NSW - Sydney
80 - 110 65 - 85 75 - 90 120 - 165 160 - 205
85 80 80 130 180
WA - Perth
70 - 110 65 - 110 65 - 100 100 - 160 160 - 200
90 70 75 130 175
VIC - Melbourne
80 - 110 60 - 85 70 - 85 120 - 150 150 - 200
75 75 70 130 145
QLD - Brisbane
70 - 85 60 - 85 60 - 85 110 - 140 135 - 165
60 60 55 105 132
SA - Adelaide
55 - 75 55 - 70 45 - 65 90 - 120 125 - 140
70 70 60 120 150
ACT - Canberra
65 - 80 55 - 75 55 - 70 110 - 140 135 - 165
70 80 70 130 140
NT - Darwin
65 - 80 70 - 100 50 - 85 110 - 145 110 - 165

Logistics Customer/ Logistics/ Import/Export


Manager/ Account Operations/ Operations Documentation
INTERNATIONAL TRADE Branch Manager Managers Customs Supervisors Clerks
120 85 80 70 65
NSW - Sydney
110 - 140 75 - 90 75 - 90 60 - 90 60 - 70
135 80 75 80 55
WA - Perth
110 - 165 65 - 90 65 - 90 70 - 95 45 - 70
115 70 80 70 55
VIC - Melbourne
110 - 145 60 - 85 70 - 90 65 - 90 50 - 65
110 65 80 75 45
QLD - Brisbane
100 - 140 50 - 80 65 - 110 65 - 90 35 - 50
110 60 80 75 45
SA - Adelaide
110 - 145 50 - 85 65 - 110 65 - 90 40 - 50
90 55 65 70 37
ACT - Canberra
80 - 130 45 - 75 60 - 90 60 - 80 37 - 45
125 85 82 90 65
NT - Darwin
100 - 150 65 - 95 75 - 90 80 - 110 55 - 75

NOTES:
• All salaries shown are exclusive of superannuation
• Supply Chain salaries are related solely to this function within Logistics, not Procurement

98 | 2018 Hays Salary Guide


PROCUREMENT

AUSTRALIA Purchasing teams remain lean and year. These roles often involved additional
offshoring continues. This has seen responsibilities. Add the skills shortage,
Cost and efficiency improvements were transactional roles decrease in many and daily rates increased in order to
key focuses of 2017-18, with technological industries across Australia. attract suitable procurement professionals.
advances offering decision makers greater
visibility and control of their costs and Contract lengths increased too, with 12 month
contracts. This led to increased demand and two-year contracts offered to provide
for procurement professionals and, in
turn, heightened skill shortages. “ a CPO
As our 2018 DNA of
report showed,
some level of job security for candidates
moving from permanent roles. These
candidates often found that the variety of
In response, private sector employers now hiring managers across assignments also led to career progression.
elect to secure top talent long-term in
permanent positions. Meanwhile temporary
the public and private In terms of procurement skills in demand,
and contract recruitment remains the focus sectors increasingly look at those with end-to-end procurement
in the public sector, particularly in the ACT. a candidates soft skills in experience are sought. The need to


manage internal customers and build long-
Vacancy activity and skill shortages are addition to technical skills. term strategic relationships with suppliers
high in the Eastern Seaboard, particularly has fuelled a requirement for candidates
for Category Managers with end-to-end who also possess relationship building and
procurement skills as teams become Turning to the public sector, vacancy stakeholder management skills.
strategically focused on adding value and activity remains positive in the ACT with
saving costs. The top talent have secured temporary contractors across the APS5 and
higher salaries, but this has come with APS6 level in greatest demand. To be
greater expectations to generate value

“ withProcurement
successful candidates require prior
and make an impact across a business. experience providing procurement advice in experts
In terms of the active industries, line with the Commonwealth Procurement strong category
Rules or supporting or leading a tender
professional and services organisations
process around service contracts.
management experience are
have seen rising demand for procurement
experts, while the marketing and ICT Given the public sector’s fixed salary
in demand, particularly if
categories are busy. This demand has led bandings, permanent salaries are not a they possess an IT, property
to higher salaries, but again also higher
performance expectations. Having said
reflection of demand. However hourly
rates have increased in response to the
or construction background.

SALARY INFORMATION: PROCUREMENT
this, employers who have not adjusted shortage of contractors at the support
their salary expectations in response to level for short-term assignments.
demand, particularly for skilled ICT Procurement experts with strong category
category specialists and in the As our 2018 DNA of a CPO report showed, management experience are in demand
professional and services sectors, struggle hiring managers across the public and too, particularly if they possess an IT,
to secure top talent. private sectors increasingly look at a property or construction background.
candidates soft skills in addition to technical
Furthermore, procurement professionals An increase in offshoring, particularly in
skills, including stakeholder management,
with construction and engineering manufacturing, has created high demand
commercial acumen and the ability to
experience remain in demand, particularly for procurement professionals with
influence. While such skills were not sought
in NSW and Victoria where organisations international exposure and supply chain
five years ago, today being responsive, agile
are attracting candidates with relevant experience. Meanwhile, the automation
and open to change are essential. Cultural
industry experience from interstate and and digitisation of the supply chain will
fit is essential too.
offering higher salaries to facilitate their see demand rise for professionals with
relocation. Candidates without industry For their part, jobseekers look for a role e-commerce experience this year.
experience but transferable skills receive offering professional development,
Sustainability is another focus.
standard salary offers. additional exposure, a step up and a
Consequently those with relevant
salary increase.
In Western Australia and Queensland’s experience will have a lot of value to add
resources and mining market, steady Looking ahead, a positive outlook will add over the next 12 months.
demand is evident for Category Managers. to skill shortage pressures, making
In response, salaries have risen and hourly retention and employee engagement
rate contracts are being replaced with increasing priorities for employers.
fixed-term roles. Despite this, Western
Australia struggles to attract back NEW ZEALAND
qualified professionals who relocated The increasing number of long-term
during the downturn. contract roles was a key trend of the past

2018 Hays Salary Guide | 99


PROCUREMENT

Senior Strategic Chief


Procurement Procurement Procurement Sourcing Procurement
Officer Officer Manager Manager Officer
65 80 140 135 255
NSW - Sydney
60 - 70 65 - 90 110 - 160 110 - 165 200+
65 85 135 140 250
VIC - Melbourne
55 - 80 75 - 105 100 - 160 110 - 160 200+
60 65 110 125 165
QLD - Brisbane
55 - 70 60 - 80 90 - 140 100 - 150 145+
55 65 120 110 230
SA - Adelaide
50 - 60 60 - 70 90 - 120 90 - 165 135+
60 80 130 130 180+
WA - Perth
45 - 75 60 - 90 100 - 170 110 - 185 180+
70 90 120 110 150
ACT - Canberra
65 - 80 80 - 110 100 - 150 90 - 120 130 - 170
60 65 100 110 230
NT - Darwin
55 - 65 60 - 70 80 - 120 90 - 165 135+
70 85 125 130
New Zealand
60 - 80 70 - 100 110 - 150 110 - 150 150 - 200+

Purchasing Materials Purchasing Category Contract Contract


Analyst Manager Manager Manager Administrator Manager
75 80 90 135 80 120
NSW - Sydney
65 - 85 65 - 90 80 - 110 100 - 170 75 - 90 90 - 140
70 80 100 140 80 120
VIC - Melbourne
70 - 100 65 - 90 80 - 120 100 - 170 75 - 90 90 - 155
75 80 100 110 80 100
QLD - Brisbane
55 - 90 65 - 100 90 - 120 75 - 135 65 - 110 80 - 120
70 80 90 110 70 100
SA - Adelaide
60 - 75 65 - 90 75 - 110 80 - 110 65 - 85 90 - 110
70 90 110 130 90 140
WA - Perth
60 - 80 80 - 100 100 - 130 110 - 150 80 - 120 120 - 160
70 90 100 80 120
ACT - Canberra N/A
70 - 80 80 - 110 100 - 120 80 - 90 110 - 140
70 80 90 110 70 100
NT - Darwin
60 - 75 65 - 90 75 - 110 80 - 110 65 - 85 90 - 110
70 85 100 120 65 100
New Zealand
60 - 80 70 - 100 90 - 120 100 - 130 60 - 70 80 - 120

NOTES:
•  All salaries shown are exclusive of superannuation (AU) • Supply Chain salaries are related solely to this function within
or KiwiSaver (NZ) Procurement, not Logistics
• New Zealand salaries are represented in New Zealand dollars

In our report ‘The DNA of a CPO’ we aim to provide aspiring CPOs in


Australia & New Zealand with insight on how they can reach the top
procurement job. Download your copy now.
hays.com.au/cpo hays.net.nz/cpo

100 | 2018 Hays Salary Guide


LEGAL

AUSTRALIA all areas of private practice as are Senior Litigation job opportunities have also
Lawyers with seven to nine years’ PAE. increased as project delays gave rise to
An increase in specialist demands and a contract breaches. This has absorbed the
high number of vacancies are the dominant

“ sector
pool of Litigators looking for their next
themes of Australia’s legal jobs sector at As the commercial opportunity. Demand has also risen for
present thanks to buoyant activity from
boutique, mid-tier and national firms and an
continues to grow Commercial Solicitors with five or more
years PQE to support negotiations across
improved in-house market. legal departments will the business community. However,
Starting with private practice, constant strengthen, particularly demand has not translated into salary
demand remains for Lawyers with 3-8 at Legal Counsel and increases. Firms are instead promoting


their reputation, the quality of their
years PAE across most areas, particularly
commercial property, commercial
Senior Associate levels. clients and the nature of the work they do
litigation, construction, construction to attract potential candidates.
litigation and family law. Candidates Contracts continue to be offered to fill
short to medium term gaps and assist Given the extent of candidate shortages
however continue to gravitate to in-house across the legal sector, firms are starting
roles, adding to demand. with workload fluctuations. Over the past
year senior candidates with 10 or more to offer flexible working options where
Experienced Partners with portable years’ PAE have become comfortable possible. Part-time hours and working
practices are also highly sought since taking such assignments. offsite are very effective methods of
many firms hinge their expansion plans on attracting and retaining talent.
individuals bringing business with them. As the commercial sector continues to
grow legal departments will strengthen,

“ talent
Migration Agents and Immigration Lawyers particularly at Legal Counsel and Senior
are another area of demand as immigration Associate levels.
The shortage of legal
changes are implemented and organisations
In-house salaries have dropped slightly as
has also seen
deal with the implications.
candidate interest outweighs the number employers consider
There is also a major focus on Commercial of vacancies. At the senior level, a number candidates who do not have
and Probity capability, with ICT
procurement expertise within a
of candidates are prepared to accept a the complete skillset but

reduced salary for an in-house role that
Commonwealth capacity considered ideal. offers career progression, exposure to a can be trained into a role.
There has been limited salary movement preferred industry or work-life balance.
in private practice due to an oversupply Across the public sector, Freedom of
of graduates. Conveyancing staff are the The shortage of legal talent has also seen
Information Officers remain in demand
exception, with more mid-tier firms employers consider candidates who do not
along with candidates from strong privacy
outsourcing requirements to boutiques. have the complete skillset but can be
law backgrounds. Legal Policy Officers
Top tier firms offer higher salaries for trained into a role. For example, when
skilled in legislation development and
sought-after skills, especially in corporate recruiting for a commercial property role a
drafting will be in continued demand.
and banking & finance. firm may hire someone with residential
Employers look for skilled Lawyers with
SALARY INFORMATION: LEGAL

conveyancing experience and up-skill them.


Professional level staff salaries are government experience due to policy and
unchanged. legislative changes. Attracting talent from overseas is another
common strategy, particularly for larger
Looking ahead, we expect a continued Steady demand also exists for
firms due to the limited availability of
buoyant market with heightened demand Commercial Lawyers and Generalist
skills and expertise in New Zealand.
for specialist law professionals with two or Lawyers with in-house Government
more years of PAE in commercial property backgrounds. The majority of Finally, counter offers will continue to be
and litigation, family law and conveyancing. opportunities remain at the APS6 and EL1 made in response to candidate shortages,
levels, with candidates expecting to be despite the unsuccessful nature of these
Turning to the in-house market, specialist paid at the higher end of the scale. as a staff retention measure.
and niche lawyers continue to secure
most roles. NEW ZEALAND
Construction & Property Lawyers are in 2017-18’s legal market saw strong levels of
greatest demand, particularly in NSW in vacancy activity, particularly for Property
response to the number of transport Lawyers with two or more years PQE to
infrastructure, residential, commercial and work on residential conveyancing
retail development projects. Lawyers with transactions and commercial property
three to five years’ PAE are in demand in work. Given demand, salaries increased as
firms became more competitive.

2018 Hays Salary Guide | 101


LEGAL

PRIVATE PRACTICE - TOP TIER Paralegal Graduate 0 - 1 yrs P.A.E 1 - 2 yrs P.A.E 2 - 3 yrs P.A.E
59 59 64 73 82
NSW - Sydney
50 - 87 55 - 68 60 - 75 68 - 85 75 - 96
64 55 64 73 78
VIC - Melbourne
45 - 70 50 - 65 55 - 70 60 - 80 75 - 85
55 55 62 68 78
QLD - Brisbane
45 - 75 55 - 69 55 - 75 60 - 85 75 - 92
55 55 62 70 78
WA - Perth
45 - 73 55 - 64 55 - 68 65 - 79 75 - 89
57 57 62 70 82
ACT - Canberra
42 - 61 48 - 61 52 - 67 61 - 77 72 - 93
60 50 50 60 65
SA - Adelaide
50 - 75 48 - 57 48 - 57 55 - 64 57 - 70
50 50 55 60 70
NZ - Auckland
40 - 62 45 - 65 48 - 60 55 - 65 64 - 80
50 45 50 55 70
NZ - Christchurch/Wellington
40 - 58 43 - 60 45 - 60 50 - 62 65 - 80

3 - 4 yrs P.A.E 4 - 5 yrs P.A.E 5 - 6 yrs P.A.E 6+ yrs P.A.E


96 110 128 155
NSW - Sydney
82 - 114 91 - 128 114 - 146 128 - 164
91 105 119 128
VIC - Melbourne
80 - 100 90 - 125 100 - 145 120 - 155
87 105 119 128
QLD - Brisbane
80 - 103 87 - 130 96 - 145 110 - 164
88 105 119 128
WA - Perth
80 - 105 91 - 123 100 - 132 110 - 155
98 103 113 127
ACT - Canberra
82 - 103 93 - 118 103 - 134 108 - 155
80 95 110 120
SA - Adelaide
70 - 85 85 - 105 95 - 120 115 - 130
80 98 110 125
NZ - Auckland
74 - 90 82 - 112 90 - 135 105 - 140
75 90 100 120
NZ - Christchurch/Wellington
70 - 90 85 - 110 85 - 115 95 - 130

Senior Associate Special Counsel Salaried Partner Equity Partner


183 200+ 280+ 685+
NSW - Sydney
146 - 228
155 210+ 250+ 500+
VIC - Melbourne
130 - 210
155 200+ 250+ 500+
QLD - Brisbane
125 - 230 183 - 230
155 200+ 250+ 500+
WA - Perth
137 - 183 190 - 228
150 169+ 196+ 330+
ACT - Canberra
113 - 191
130 185 230+ 380+
SA - Adelaide
120 - 135 164 - 228
145 170+ 190+ 320+
NZ - Auckland
125 - 180
130 120+ 150+ 250+
NZ - Christchurch/Wellington
110 - 150

POTENTIAL BENEFITS THAT MAY BE


INCLUDED ON TOP OF BASE SALARIES SHOWN NOTES:
• Parking •A
 ll salaries shown are exclusive of superannuation (AU) • New Zealand salaries are represented in New Zealand dollars
• Health cover or KiwiSaver (NZ) • New Zealand figures are representative of those offered in
• Further education studies * Salaries shown are including benefits and professional larger commercial practices
• Gym membership memberships
• Vehicle expenses • Equity partner salary is representative of profit drawing plus
• Bonuses •P
 .A.E: Post admission experience base and superannuation
• Laptops/mobile phone •T
 he salary packages above have been compiled on the basis
of information from top tier law firms within the CBD

102 | 2018 Hays Salary Guide


LEGAL

PRIVATE PRACTICE - MID TIER Paralegal Graduate 0 - 1 yrs P.A.E 1 - 2 yrs P.A.E 2 - 3 yrs P.A.E
55 50 59 64 78
NSW - Sydney
46 - 73 50 - 64 55 - 70 59 - 78 64 - 87
55 50 55 64 73
VIC - Melbourne
45 - 70 50 - 65 50 - 70 55 - 75 60 - 85
55 50 55 64 73
QLD - Brisbane
50 - 75 48 - 55 55 - 68 58 - 75 65 - 85
55 50 55 64 73
WA - Perth
41 - 68 48 - 59 55 - 64 59 - 68 64 - 78
52 57 61 70 82
ACT - Canberra
36 - 61 52 - 64 52 - 72 66 - 80 72 - 93
55 50 50 55 65
SA - Adelaide
45 - 60 48 - 55 45 - 55 50 - 60 60 - 70
48 48 53 58 68
NZ - Auckland
36 - 55 40 - 55 45 - 60 51 - 65 60 - 78
50 45 50 55 65
NZ - Christchurch/Wellington
40 - 55 40 - 55 45 - 57 48 - 62 60 - 75

3 - 4 yrs P.A.E 4 - 5 yrs P.A.E 5 - 6 yrs P.A.E 6+ yrs P.A.E


87 100 110 128
NSW - Sydney
73 - 96 87 - 119 100 - 132 110 - 146
82 96 105 119
VIC - Melbourne
70 - 95 75 - 110 90 - 130 100 - 135
84 91 105 119
QLD - Brisbane
75 - 92 85 - 110 95 - 130 110 - 140
84 95 105 119
WA - Perth
78 - 91 90 - 119 100 - 123 110 - 137
98 94 117 113
ACT - Canberra
82 - 103 90 - 108 103 - 123 103 - 132
75 85 95 105
SA - Adelaide
70 - 85 80 - 100 85 - 105 90 - 120
75 85 90 105
NZ - Auckland
68 - 85 75 - 95 75 - 100 85 - 120
75 80 85 100
NZ - Christchurch/Wellington
70 - 85 70 - 90 70 - 95 80 - 100

Senior Associate Special Counsel Salaried Partner Equity Partner


146 183+ 230+ 275+
NSW - Sydney
137 - 174
137 180+ 220+ 274+
VIC - Melbourne
125 - 165
137 183 220+ 280+
QLD - Brisbane
125 - 165 150 - 201
137 169 220+ 274+
WA - Perth
128 - 164 155 - 183
113 141 188+ 235+
ACT - Canberra
108 - 141 113 - 169
120 150+ 200+ 250+
SA - Adelaide
100 - 130
125 140+ 150+ 200+
NZ - Auckland
105 - 150
110 115+ 125+ 130+
NZ - Christchurch/Wellington
100 - 130

POTENTIAL BENEFITS THAT MAY BE


INCLUDED ON TOP OF BASE SALARIES SHOWN NOTES:
• Parking •A
 ll salaries shown are exclusive of superannuation (AU) • New Zealand salaries are represented in New Zealand dollars
• Health cover or KiwiSaver (NZ) • Equity partner salary is representative of profit drawing plus
• Further education studies * Salaries shown are including benefits and professional base and superannuation
• Gym membership memberships
• Vehicle expenses
• Bonuses •P
 .A.E: Post admission experience
• Laptops/mobile phone •T
 he salary packages above have been compiled on the basis
of information from top tier law firms within the CBD

2018 Hays Salary Guide | 103


LEGAL

PRIVATE PRACTICE - SMALL PRACTICES Paralegal Graduate 0 - 1 yrs P.A.E 1 - 2 yrs P.A.E 2-3 yrs P.A.E
46 48 50 55 64
NSW - Sydney
41 - 68 48 - 55 46 - 60 50 - 73 59 - 82
46 48 46 50 59
VIC - Melbourne
42 - 60 48 - 50 45 - 60 45 - 65 50 - 80
46 48 46 50 59
QLD - Brisbane
50 - 75 48 - 50 48 - 60 50 - 64 55 - 75
46 48 46 50 59
WA - Perth
37 - 59 48 - 50 46 - 55 50 - 64 55 - 78
47 52 57 66 75
ACT - Canberra
36 - 57 48 - 61 52 - 61 61 - 70 70 - 84
55 48 50 52 65
SA - Adelaide
50 - 60 48 - 55 48 - 55 45 - 60 55 - 70
42 45 48 52 58
NZ - Auckland
35 - 60 35 - 50 38 - 52 40 - 58 45 - 70
50 45 50 50 60
NZ - Christchurch/Wellington
40 - 55 40 - 48 42 - 55 45 - 58 55 - 70

3 - 4 yrs P.A.E 4-5 yrs P.A.E 5 - 6 yrs P.A.E 6+ yrs P.A.E


73 83 91 100
NSW - Sydney
68 - 91 77 - 100 87 - 115 100 - 135
73 75 83 100
VIC - Melbourne
65 - 90 70 - 100 80 - 110 90 - 125
73 75 83 96
QLD - Brisbane
70 - 85 75 - 83 80 - 110 85 - 130
73 75 83 96
WA - Perth
68 - 82 67 - 91 79 - 109 79 - 117
84 88 98 101
ACT - Canberra
80 - 90 82 - 113 93 - 118 103 - 134
75 75 80 90
SA - Adelaide
60 - 80 65 - 80 75 - 95 80 - 100
65 72 78 90
NZ - Auckland
50 - 70 55 - 80 55 - 85 70 - 110
70 70 75 90
NZ - Christchurch/Wellington
65 - 80 65 - 80 70 - 85 80 - 100

Senior Associate Special Counsel Salaried Partner Equity Partner


109 142 185+ 230+
NSW - Sydney
110 - 155 146 - 174
100 146 180+ 228+
VIC - Melbourne
85 - 135 125 - 160
100 142 180+ 228+
QLD - Brisbane
90 - 145 133 - 160
100 142 180+ 228+
WA - Perth
91 - 142 125 - 150
103 137 141+ 169+
ACT - Canberra
103 - 134 103 - 155
100 145+ 160+ 180+
SA - Adelaide
90 - 120
100 130+ 150+ 180+
NZ - Auckland
85 - 120
105 115+ 120+ 120+
NZ - Christchurch/Wellington
95 - 120

POTENTIAL BENEFITS THAT MAY BE


INCLUDED ON TOP OF BASE SALARIES SHOWN NOTES:
• Parking •A
 ll salaries shown are exclusive of superannuation (AU) • New Zealand salaries are represented in New Zealand dollars
• Health cover or KiwiSaver (NZ) • Equity partner salary is representative of profit drawing plus
• Further education studies * Salaries shown are including benefits and professional base and superannuation
• Gym membership memberships
• Vehicle expenses
• Bonuses •P
 .A.E: Post admission experience
• Laptops/mobile phone •T
 he salary packages above have been compiled on the basis
of information from top tier law firms within the CBD

104 | 2018 Hays Salary Guide


LEGAL

Legal Counsel Legal Counsel Legal Counsel


IN-HOUSE Paralegal 0-1 yrs P.A.E 1-2 yrs P.A.E 2-3 yrs P.A.E 3-4 yrs P.A.E

NSW - Sydney 46 - 87 55 - 60 60 - 75 70 - 95 82 - 110

VIC - Melbourne 45 - 75 45 - 50 55 - 75 60 - 85 75 - 100

QLD - Brisbane, Gold Coast & Sunshine Coast 46 - 78 46 - 55 55 - 75 60 - 80 73 - 100

WA - Perth 46 - 78 50 - 55 55 - 75 65 - 90 75 - 110

ACT - Canberra 42 - 80 61 - 70 70 - 75 75 - 80 80 - 94

SA - Adelaide 50 - 70 48 - 55 55 - 65 70 - 85 70 - 90

NZ - Auckland 40 - 60 49 - 65 56 - 70 66 - 85 76 - 95

NZ - Christchurch/Wellington 40 - 60 45 - 65 50 - 70 60 - 85 70 - 90

Legal Counsel Legal Counsel Legal Counsel Senior Legal


4-5 yrs P.A.E 5 - 6 yrs P.A.E 6+ yrs P.A.E Counsel General Counsel

NSW - Sydney 91 - 130 110 - 142 119 - 164 140 - 201 183 - 274+

VIC - Melbourne 90 - 120 100 - 135 100 - 150 135 - 190 165+

QLD - Brisbane, Gold Coast & Sunshine Coast 80 - 110 90 - 120 105 - 148 110 - 180 180 - 350

WA - Perth 90 - 120 100 - 130 110 - 145 110 - 155 160 - 274+

ACT - Canberra 94 - 103 108 - 123 113 - 144 124 - 165 144+

SA - Adelaide 80 - 110 90 - 115 100 - 130 100 - 140 125+

NZ - Auckland 86 - 110 100 - 140 120 - 150 130 - 165 160+

NZ - Christchurch/Wellington 80 - 110 95 - 130 115 - 150 120 - 165 150+

POTENTIAL BENEFITS THAT MAY BE


INCLUDED ON TOP OF BASE SALARIES SHOWN NOTES:
• Car •A
 ll salaries shown are exclusive of superannuation (AU) • New Zealand salaries are represented in New Zealand dollars
• Parking or KiwiSaver (NZ) • In-house lawyers in financial services would receive a bonus,
• Gym memberships * Salaries shown are including benefits and professional not included in packages indicated
• Health cover memberships
• Vehicle expenses
• Bonuses •P
 .A.E: Post admission experience
• Laptops/mobile phone
• School fees
• Interest free loans

2018 Hays Salary Guide | 105


LEGAL

Assistant Assistant
Company Secretary Company Secretary Company Secretary Company Secretary
COMPANY SECRETARIAL (unlisted company) (listed company) (unlisted company) (listed company)

NSW - Sydney 73 - 100 82 - 137 110 - 146 137 - 183+

VIC - Melbourne 75 - 100 80 - 130 110 - 145 135 - 185+

QLD - Brisbane, Gold Coast & Sunshine Coast 73 - 91 110 - 175 110 - 180 150 - 250+

WA - Perth 75 - 100 91 - 128 110 - 155 146 - 183+

ACT - Canberra 110 - 146 N/A 137 - 183 N/A

SA - Adelaide 85 - 115 90 - 130 110 - 150 135 - 185+

New Zealand N/A N/A N/A N/A

NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• Salaries shown are excluding bonus, as they greatly vary
• New Zealand salaries are represented in New Zealand dollars

INTERNATIONAL Non-qualified 0-1 yrs P.Q.E 1-2 yrs P.Q.E 2-3 yrs P.Q.E

Hong Kong HK$ average monthly N/A 52 - 75 66 - 91 74 - 95

London £ average yearly 52 - 68 56 - 74 60 - 84 66 - 90

3-4 yrs P.Q.E 4-5 yrs P.Q.E 5-6 yrs P.Q.E 6+ yrs P.Q.E

Hong Kong HK$ average monthly 80 - 100 86 - 115 93 - 126 126 - 200+

London £ average yearly 72 - 100 76 - 105 82 - 115 95 - 125

POTENTIAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN NOTES:
• Medical cover • Bonuses • P.Q.E: post qualification experience (this refers to English
• Pension • HK & offshore low tax qualifications which would exclude 2 years pre qualification
• Relocation expenses training)

106 | 2018 Hays Salary Guide


LIFE SCIENCES

AUSTRALIA employee rewards to compete. Entry-level regulatory experience of Class III devices
CRA opportunities remain limited, and in registering new drugs and major
2017-18 was a positive year for Australia’s although some major CROs have applications in pharma remain in high
life sciences industry, buoyed by the established in-house training programs to demand. Global regulatory experience is
impact of emerging Asian markets, tax develop a future talent pipeline. Project sought too as Australian biotechnology
changes in the USA, domestic R&D tax management roles have increased due to companies launch products overseas.
incentives and cannabinoid medicine international companies branching out
legislative changes. In the commercial space, companies
their research in Australia, newly created
continue to seek candidates with specific
Medical Science Liaisons (MSL) remain in roles like this require existing project
therapeutic experience and technical
demand, with employers placing increasing management experience. Candidates
capabilities, and consider cultural fit in an
value on field and hospital sales experience looking for an opportunity to project
attempt to minimise staff turnover. For
in addition to academic achievements. manage are encouraged to gain
their part, candidates are focused on
While this broadens the supply of suitable experience before moving elsewhere.
culture and benefits over salary.
candidates, a shortage remains. Those with Salaries at project management level
a few years of experience therefore see remain stable.
their salaries rise exponentially.

“ experience
As new technology is embraced,
temporary candidates who can help
Global regulatory
companies adapt to mass digitalisation is sought as
will be sought, including App Developers, Australian biotechnology
Technical Writers and Digital Marketers.
Contract rates may rise as a result.
companies launch
Within health economics and market
access, Associate and Senior Associates
products overseas.

are in short supply. Organisations are top
heavy having recruited few entry-level Mergers and acquisitions in Contract
candidates in recent years. If this trend Research Organisations (CROs) have
continues, in the years ahead created super CROs. Many employees see
organisations will increase salaries to this as an exciting opportunity to work for a
attract suitable candidates, which will in larger organisation with improved resources,
turn impact senior salaries. but others are uncertain. Staff engagement

SALARY INFORMATION: LIFE SCIENCES


will therefore be critical to retention.
Clinical Research Associates (CRAs)
remain in high demand and companies are Salaries will increase in Regulatory Affairs
reviewing remuneration packages and given candidate shortages, especially at
the Associate level. Candidates with

Clinical
Clinical Trial Lead/ Data
OPERATIONS Administrator CRA* Senior CRA* Principal CRA* Manager
70 80 100 110 100
Australia
60 - 80 65 - 85 88 - 110 95 - 115 80 - 120

Senior Clinical Clinical Clinical


Clinical Project Project Operations Director/Head of
Manager* Manager* Manager* Clinical*
130 150 140 200
Australia
115 - 150 130 -170 120 - 170 180 - 220

NOTES:
•  All salaries shown are exclusive of superannuation, car
allowance and any other benefits
*These roles may include a car allowance of between
$15,000- $25,000 in the base salaries shown

2018 Hays Salary Guide | 107


LIFE SCIENCES

Regulatory Regulatory Snr RegulatoryRegulatory Regulatory Head of


Affairs Affairs Affairs Project Affairs Regulatory
OPERATIONS Assistant Associate Associate* Manager* Manager* Affairs*
65 80 110 130 150 195
Australia
55 - 75 70 - 90 95 - 130 125 - 140 130 - 170 165 - 230

Senior Drug Medical Senior Medical


Drug Safety Safety Drug Safety Head of Drug Information Information
Associate Associate* Manager* Safety* Associate Associate*
80 105 150 190 80 105
Australia
70 - 90 90 - 120 135 - 165 160 - 220 70 - 90 90 - 120

Medical Medical Medical Senior


Information Science Science Liaison Medical Medical Medical
Manager* Liaison/SMSL* Manager* Manager* Advisor* Advisor*
140 125 150 147 167 190
Australia
120 - 160 90 - 150 140 - 160 125 - 160 150 - 185 160 - 210

Senior Health Health


Health Economics Health Economics/
Medical Economics Associate/ Economics Market Access
Director* Associate Specialist* Manager* Director*
270 110 130 155 255
Australia
230 - 320 90 - 125 120 - 140 140 - 170 220 - 290

Hospital Business Regional/


Specialist Development State Sales Territory Product
GP Sales Rep Sales Rep Manager Manager Manager Specialist
80 100 120 130 90 110
Australia
75 - 100 90 - 110 100 - 130 110 - 140 80 - 110 90 - 120

National Key
Key Account Account National Sales Business Unit
Manager Manager Manager Sales Director Manager
110 120 160 190 170
Australia
95 - 125 100 - 130 140 - 190 180 - 220 150 - 200

Associate Brand/ Senior Brand/


Brand/Product Product Product Marketing Marketing
Manager Manager Manager Manager Director
95 115 135 165 190
Australia
85 - 100 95 - 130 120 - 150 130 - 195 170 - 230

Quality Senior Quality Quality


Assurance Assurance Assurance
Associate Associate Manager
75 85 118
Australia
65 - 90 75 - 95 90 - 135

Quality Control Senior Quality Quality Control Quality


Associate Control Associate Manager Director
58 75 100 165
Australia
50 - 65 62 - 85 85 - 105 150 - 180

TYPICAL BENEFITS THAT MAY BE INCLUDED ON TOP OF BASE SALARIES SHOWN: NOTES:
• Additional super • Cash bonuses • Laptops •  All salaries shown are exclusive of superannuation, car
• Health cover • Study assistance • Vehicle expenses allowance and any other benefits
• Interest free loans • Parking • Professional memberships *These roles may include a car allowance of between
• Car/car allowance • Share options in company $15,000- $25,000 in the base salaries shown

108 | 2018 Hays Salary Guide


HEALTHCARE

AUSTRALIA organisations combine clinical or medical Alcohol and Other Drug (AOD) Case
models with psychosocial models to form Managers and Clinicians are sought in the
Recruitment activity will remain high robust services for their clients. In Northern Territory due to continued
across Australia’s healthcare sector in addition, more healthcare roles now reviews and changes to the alcohol policy.
2018-19. Looking firstly at Australia’s involve a greater level of client interaction There is a shortage of candidates in this
social care industry, qualified and in an attempt to close the gap between area, although employers will relocate
experienced workers are needed in child clients and service providers. experienced and enthusiastic workers.
protection, child and family services, and
courts and corrections. More broadly, across all sectors we expect
to see increased recruitment activity in
Funding injections and a focus on family

“ Registered
small to medium-sized organisations that
violence has led to a constant There is a shortage of are realigning new management roles to
requirement for temporary and Nurses since meet changing requirements. There is still
permanent Social Workers, Counsellors,
Case Workers and Coordinators. graduating nurses prefer pressure to drive fee paying services in the
not-for-profit space, with Team Leaders and
Meanwhile, a skill shortage combined with to work in an acute care Program Managers in high demand and
the burnout of existing employees leads
to continuous demand for Child
Protection Practitioners and Support/
or hospital environment.
” receiving premium salaries in response.

Access Workers.
Within domestic violence and
homelessness services, GPs and managers

“ in disability
Given the skill shortage
services
are being encouraged to join frontline
colleagues to gain a broader
understanding of the issues clients face.
and competition for Given this, vacancy activity is expected to
suitable candidates, increase for Social Workers, Mental Health


Practitioners, Mental Health Nurses, GPs
salaries have increased. and Counsellors. Psychologists also
remain in short supply in community
services, with many preferring to work in
The NDIS rollout is still creating private practice.
opportunities in metropolitan, regional
and remote locations in disability services While community services is an underfunded

SALARY INFORMATION: HEALTHCARE


for Support Coordinators, Local Area sector, salaries are growing incrementally.
Coordinators, Service Area Managers, Turning to aged care, there is a shortage
experienced Team Leaders, Occupational of Registered Nurses since graduating
Therapists and Physiotherapists, as well as nurses prefer to work in an acute care or
for any candidate with knowledge and hospital environment. Community Nurses
experience within the disability sector. are needed too in response to the focus
Mergers between smaller companies in on consumer directed care. Salaries in the
this area are also creating demand for aged care sector remain flat.
Supervisors and Managers.
Tasmania in particular is currently
Given the skills shortage in disability experiencing a critically high shortage of
services and competition for suitable Registered Nurses in aged care, as well as
candidates, salaries have increased. Physiotherapists and GPs. There have been
Clinical and Behavioural Psychologists will no significant salary increases to attract
be in increasing demand in the private candidates from mainland Australia.
and public sectors as the NDIS provides Regional Australia still faces a unique set of
funding for assessment and support to challenges in attracting suitable candidates
individuals and their carers who to remote areas. In particular, attracting
previously could not afford such services. quality candidates to specialist roles such as
Increased demand from key NDIS midwifery in remote locations remains
providers is increasing salaries for difficult despite allowances and free or
individuals with these specific skills. subsidised accommodation. Salary growth
Vacancy activity has also increased in the is flat here too, creating an attraction
mental health sector as more challenge for employers.

2018 Hays Salary Guide | 109


HEALTHCARE
Nursing Professionals

Clinical Care
Coordinator/
Enrolled Registered Nurse Unit Care Manager/ DON/Facility Executive
NURSING PROFESSIONALS AGED CARE Nurse Nurse Manager DDON Manager DON

NSW - Sydney 45 - 55 60 - 80 70 - 95 75 - 100 95 - 140 140 - 170

ACT - Canberra 45 - 65 60 - 80 70 - 95 75 - 100 95 - 140 140 - 170

NT - Darwin 45 - 60 60 - 70 70 - 80 80 - 100 100 - 120 120 - 150

WA - Perth 50 - 85 60 - 90 70 - 95 75 - 110 90 - 140 130 - 160

VIC - Melbourne 50 - 65 55 - 90 75 - 95 80 - 110 90 - 140 130 - 160

QLD - Regional 55 - 75 60 - 90 75 - 90 93 - 110 100 - 140 130 - 160

TAS - Hobart 49 - 65 55 - 80 65 - 85 85 - 100 90 - 130 120 - 170

SA - Adelaide 48 - 60 57 - 80 85 - 95 97 - 108 110 - 130 120 - 165

Quality Lifestyle Lifestyle Nurse


ACFI Manager Manager Assistant Manager Educator

NSW - Sydney 90 - 110 120 - 130 45 - 60 75 - 100 70 - 95

ACT - Canberra 90 - 110 120 - 130 45 - 60 75 - 100 70 - 95

NT - Darwin 70 - 80 80 - 90 55 - 65 65 - 70 65 - 90

WA - Perth 90 - 110 75 - 125 45 - 60 60 - 80 65 - 97

VIC - Melbourne 95 - 115 95 - 135 40 - 60 75 - 95 80 - 110

QLD - Regional 70 - 85 75 - 90 50 - 60 80 - 100 80 - 95

TAS - Hobart 85 - 105 85 - 100 38 - 55 65 - 80 80 - 110

SA - Adelaide 95 - 108 96 - 108 38 - 55 65 - 80 96 - 108

Registered Clinical Clinical Manager/Clinical


NURSING PROFESSIONALS Enrolled Nurse/ Nurse/ Services Coordinator/
NON-AGED CARE Nurse Midwife Midwife/ACSC Education Facilitator

NSW - Sydney 45 - 55 55 - 70 70 - 85 80 - 95

ACT - Canberra 45 - 65 55 - 70 70 - 85 80 - 95

NT - Darwin 45 - 60 60 - 70 70 - 80 80 - 90

WA - Perth 50 - 76 50 - 76 55 - 80 65 - 95

VIC - Melbourne 47 - 63 54 - 86 73 - 78 78 - 99

QLD - Regional 55 - 65 60 - 80 80 - 90 90 - 100

TAS - Hobart 50 - 58 50 - 75 70 - 85 80 - 95

SA - Adelaide 48 - 60 57 - 80 66 - 86 96 - 102

NOTES:
• Above salaries exclude superannuation, bonuses, on-call, or penalty rates

110 | 2018 Hays Salary Guide


HEALTHCARE
Nursing Professionals

NURSING PROFESSIONALS Advanced Clinical Service Coordinator/ Director of Nursing/


NON-AGED CARE Clinical Practice Consultant Midwifery Practice Nurse

NSW - Sydney 90 - 110 110 - 150 60 - 85

ACT - Canberra 90 - 110 110 - 150 60 - 85

NT - Darwin 90 - 100 100 - 110 110 - 120

WA - Perth 75 - 105 85 - 135 65 - 85

VIC - Melbourne 88 - 114 90 - 140 85 - 95

QLD - Regional 100 - 110 115 - 145 55 - 65

TAS - Hobart 90 - 100 100 - 140 55 - 75

SA - Adelaide 101 - 108 110 - 160 56 - 73

NOTES:
• Above salaries exclude superannuation, bonuses, on-call, or penalty rates

Medical Imaging Specialists

Radiographer Radiographer Radiographer Radiographer


1-3 yrs 3-5 yrs 5-10 yrs 10+ yrs

Australia 54 - 65 65 - 78 75 - 110 110 - 135

Sonographer Sonographer Sonographer Sonographer


1-3 yrs 3-5 yrs 5-10 yrs 10+ yrs

Australia 60 - 70 70 - 90 90 - 130 120 - 150

Mammographer Mammographer Mammographer Mammographer


1-3 yrs 3-5 yrs 5-10 yrs 10+ yrs

Australia 50 - 62 60 - 75 73 - 90 85 - 120

NOTES:
• Above salaries exclude superannuation, bonuses, on-call, or penalty rates

2018 Hays Salary Guide | 111


HEALTHCARE
Social Care & Psychology

Team Leader/
Program
SOCIAL/COMMUNITY SERVICES Support Worker Case Worker Social Worker Coordinator

NSW - Sydney 40 - 50 50 - 60 60 - 85 60 - 85

ACT - Canberra 40 - 50 50 - 60 60 - 85 60 - 85

NT - Darwin 40 - 50 55 - 65 60 - 70 65 - 70

WA - Perth 45 - 50 50 - 55 65 - 75 65 - 85

VIC - Melbourne 40 - 50 50 - 60 60 - 75 70 - 80

QLD - Regional 38 - 50 40 - 55 55 - 65 60 - 75

TAS - Hobart 38 - 50 45 - 55 60 - 75 65 - 80

SA - Adelaide 40 - 50 45 - 65 60 - 85 60 - 80

Program Program
Manager Director

NSW - Sydney 75 - 95 90+

ACT - Canberra 75 - 95 90+

NT - Darwin 70 - 85 90+

WA - Perth 70 - 90 90+

VIC - Melbourne 80 - 95 100+

QLD - Regional 70 - 85 90+

TAS - Hobart 70 - 90 90+

SA - Adelaide 55 - 80 80 - 110

Senior Clinical
PSYCHOLOGISTS Graduate Counsellor Psychologist Psychologist Psychologist

NSW - Sydney 45 - 55 60 - 80 60 - 85 85 - 95 95 - 115

ACT - Canberra 45 - 55 60 - 80 60 - 85 85 - 95 95 - 115

NT - Darwin 44 - 50 45 - 65 70 - 85 80 - 95 90 - 110

WA - Perth 45 - 55 55 - 65 65 - 85 80 - 95 90 - 115

VIC - Melbourne 45 - 55 55 - 65 60 - 80 75 - 90 80 - 100

QLD - Regional 44 - 50 50 - 60 60 - 70 70 - 85 80 - 110

TAS - Hobart 44 - 49 55 - 70 65 - 80 74 - 90 80 - 105

SA - Adelaide 48 - 52 55 - 70 60 - 80 75 - 90 80 - 100

NOTES:
• Above salaries exclude superannuation, bonuses, on-call, or • There are bandings for NFP under SCHADS and grades in
penalty rates Government/Health
•  Salaries might vary for regional/remote roles • Salary packaging available for most NFP roles

112 | 2018 Hays Salary Guide


HEALTHCARE
Allied Health Professionals

Occupational Senior
Therapist Occupational Occupational Physiotherapist
ALLIED HEALTH PROFESSIONALS (Graduate) Therapist Therapist Team Leader (Graduate)

NSW - Sydney 50 - 57 55 - 75 70 - 85 80 - 95 50 - 57

ACT - Canberra 50 - 57 55 - 75 70 - 85 80 - 95 50 - 57

NT - Darwin 50 - 55 55 - 65 65 - 75 70 - 80 50 - 57

WA - Perth 50 - 55 55 - 65 70 - 80 85 - 95 55 - 60

VIC - Melbourne 50 - 57 55 - 75 70 - 85 80 - 90 50 - 57

QLD - Regional 45 - 50 58 - 65 65 - 75 80 - 95 45 - 50

TAS - Hobart 45 - 50 55 - 70 65 - 80 75 - 85 45 - 52

SA - Adelaide 48 - 55 55 - 65 65 - 75 70 - 80 48 - 55

Speech
Senior Pathologist Speech
Physiotherapist Physiotherapist Team Leader (Graduate) Pathologist

NSW - Sydney 55 - 75 70 - 90 80 - 95 50 - 57 55 - 70

ACT - Canberra 55 - 75 70 - 90 80 - 95 50 - 57 55 - 70

NT - Darwin 50 - 65 70 - 80 70 - 80 45 - 55 56 - 65

WA - Perth 60 - 70 70 - 85 85 - 95 45 - 50 50 - 65

VIC - Melbourne 55 - 75 70 - 85 80 - 95 45 - 55 55 - 70

QLD - Regional 55 - 70 70 - 80 85 - 95 50 - 55 60 - 70

TAS - Hobart 55 - 70 70 - 85 80 - 90 50 - 55 60 - 65

SA - Adelaide 50 - 65 55 - 70 65 - 80 48 - 55 55 - 70

Diversional
Senior Speech Therapist Diversional
Pathologist Team Leader (Graduate) Therapist

NSW - Sydney 70 - 80 75 - 90 45 - 50 50 - 60

ACT - Canberra 70 - 80 75 - 90 45 - 50 50 - 60

NT - Darwin 65 - 75 70 - 80 40 - 45 45 - 55

WA - Perth 60 - 75 75 - 90 40 - 45 45 - 55

VIC - Melbourne 70 - 80 75 - 90 45 - 50 55 - 60

QLD - Regional 65 - 80 80 - 90 40 - 45 45 - 55

TAS - Hobart 65 - 70 75 - 85 42 - 46 48 - 55

SA - Adelaide 65 - 75 65 - 80 40 - 48 48 - 55

NOTES:
• Above salaries exclude superannuation, bonuses, on-call, or penalty rates

2018 Hays Salary Guide | 113


EDUCATION

AUSTRALIA 2ICs who can drive policy, improve Despite this, independent schools still pay
service provision and engage with parents the highest salaries, followed by Catholic
In the early childhood sector we continue and children. systemic schools and then public
to see continuous high demand for Early schools. Salaries have increased slightly in
Childhood Teachers in response to the Childcare Cooks with experience working
line with economic growth.
need for childcare, especially in major in a childcare setting and a willingness to
cities. The opening of new childcare commit to the limited hours of work are The vocational education sector is still
centres adds to demand and higher also sought. readjusting following a turbulent few
competition for suitable candidates. years. This financial year we will see
Looking ahead, the Australian
continued stabilisation in the job market
In response, it is now standard practice Government’s New Child Care Package and
and limited salary movement.
for employers to offer salaries above the the introduction of subsidy means testing
modern award. However, salaries and may impact the price of childcare. If it does,
benefits still do not compare with those it will be interesting to see if it will lead to
available in the primary school system. increased staff salaries and benefits.
There is a critical shortage of Early
Childhood Teachers in the long day care
sector too and these candidates can
command above award salaries and benefits
“ education
The vocational
sector is still
including flexible or part-time hours. readjusting following a
Childcare centres are also looking for
experienced Certificate III and Diploma
turbulent few years.

Turning to the schools sector, strict awards
educators. They want engaging educators
who have a real passion for working with aligned to professional standards and a
children and can teach school readiness. teacher’s accreditation level are in place,
thus incentivising schools and teachers to
Area Managers are in increasing demand, maintain quality teaching standards and
as are experienced Centre Directors and ongoing professional development.  

SCHOOLS Principal Deputy Principal Director of Study Head of Department Teacher

Australia - Government Schools 112 - 185 112 - 132 95 - 105 95 - 105 65 - 98


SALARY INFORMATION: EDUCATION

Australia - Non-Government Schools 140 - 400 126 - 160 130 - 150 110 - 126 70 - 110

Educator/ Head of Faculty/ Director of Manager/


VOCATIONAL EDUCATION AND TRAINING Tutor VET Teacher Head Teacher Studies Principal

Australia 42 - 65 52 - 92 70 - 125 70 - 140 75 - 180

Director Director
EARLY CHILDHOOD Area Manager (Degree Qualified) (Diploma Qualified)

Australia 80 - 130 75 - 95 70 - 85

Early Childhood Diploma Trained Certificate 111


Teacher Childcare Worker Childcare Worker Cook

Australia 60 - 85 45 - 60 40 - 50 40 - 52

NOTES:
•  All salaries shown are exclusive of superannuation

114 | 2018 Hays Salary Guide


POLICY & STRATEGY

AUSTRALIA In other areas of demand, hands-on policy NEW ZEALAND


professionals with a solid understanding
It has been an active year for Australia’s of machinery of government will be A New Zealand general election in 2017-18
policy and strategy market, with the public sought in Local, State and Federal saw a new government take office and
sector recruiting temporary and contract Government to develop policies. new policies implemented. As a result,
roles and peak body, membership and policy and strategy experts have been in
not-for-profit organisations recruiting on a Project and Program Managers, Policy high demand to work on legislative and
permanent basis. Managers and Senior Policy Officers have policy changes. These include Policy
been in demand. The conclusion of Officers, Advisors, Programme Managers,
Having said this, headcount restrictions several Royal Commissions and reviews in Ministerial Liaison Officers, Ministerial
were lifted in some government recent years have led to significant Officers, Ministerial Writers and Project
departments, providing the leniency to reforms that need to be delivered by both Managers. Permanent opportunities remain
appoint directly onto their payroll as State and Federal Governments. These steady, while contract roles have surged.
opposed to temporary contracts. reforms are ongoing and will continue to
require Policy and Program specialists Subject matter experts and those with a
Salaries across policy and strategy will
into 2019 and beyond. background in social, economic, financial
remain steady over the 2018-19 year, with
and environmental policy will be in
moderate increases expected in key areas Policy Officers, Ministerial Liaison Officers demand during 2018-19. While demand
of demand. and Governance Officers are also in will be high in the public sector, non-
This includes Strategy Managers, who are increasing demand in the public sector. government and not-for-profit (NFP)
already receiving salaries at the top of the However, with a shortage of suitable organisations will also require these
salary range in response to a supply shortage. candidates for temporary contracts, these professionals to assist with government-
professionals have their choice of focused initiatives.
Generous temporary contract day rates vacancies. The high demand and short
are also being offered to Project supply has also led to salary pressure. Salaries will remain consistent due to
Managers and Program Managers. tightened resources and budgets, with
Turning to the not-for-profit space, Risk & some increases for highly skilled
Senior Project Managers with subject or Compliance Officers and Managers are in
sector specific knowledge will see professionals who have very specific
high demand, particularly in the areas of subject matter expertise, including

SALARY INFORMATION: POLICY & STRATEGY


increased demand in the year ahead, with health, aged care and disability (NDIS).
temporary assignments offered to assist in Economists and Data & Research Analysts.
Demand is particularly high for candidates
commissioning initiatives. Given demand, from a private sector background as this
solid hourly rates will be on offer. sector develops a commercial focus.

Senior Policy Government


Policy Officer/ Officer/ Relations Strategic
Policy Advisor Policy Advisor Policy Manager Manager Manager
85 100 125 125 130
NSW - Sydney
70 - 90 90 - 120 100 - 150 100 - 150 120 - 150
80 95 120 125 130
VIC - Melbourne
70 - 90 85 - 105 100 - 140 100 - 140 110 - 140
85 95 110 110 110
QLD - Brisbane
65 - 90 85 - 115 95 - 120 95 - 120 95 - 120
70 90 110 120 125
WA - Perth
60 - 80 75 - 100 90 - 130 100 - 140 100 - 150
70 90 100 100 100
ACT - Canberra
60 - 85 80 - 100 85 - 140 85 - 120 90 - 120
75 95 110 125 125
SA - Adelaide
70 - 90 85 - 115 105 - 125 100 - 140 100 - 150
80 105 135 110 110
NZ - Wellington
70 - 90 90 - 120 110 - 150 100 - 120 100 - 120
NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)

2018 Hays Salary Guide | 115


POLICY & STRATEGY

Programme
Programme Officer/
Manager* Coordinator* Project Officer* Project Manager*
100 70 80 100
NSW - Sydney
80 - 140 55 - 75 60 - 90 80 - 120
100 85 80 100
VIC - Melbourne
90 - 130 75 - 95 70 - 90 90 - 130
100 65 80 100
QLD - Brisbane
80 - 140 55 - 75 60 - 90 80 - 120
95 75 70 90
WA - Perth
80 - 120 70 - 85 60 - 80 80 - 120
100 85 75 90
ACT - Canberra
80 - 140 75 - 95 60 - 85 85 - 120
110 80 75 90
SA - Adelaide
80 - 115 60 - 90 65 - 85 85 - 120
100 70 70 110
NZ - Wellington
80 - 120 60 - 80 60 - 80 90 - 140

Research Analyst Data Analyst Executive Officer Business Analyst


75 80 100 120
NSW - Sydney
65 - 85 70 - 90 80 - 120 80 - 140
70 80 90 90
VIC - Melbourne
60 - 75 70 - 90 80 - 110 80 - 110
60 80 90 90
QLD - Brisbane
50 - 70 50 - 90 70 - 100 70 - 100
75 80 90 85
WA - Perth
60 - 85 60 - 90 70 - 110 70 - 110
80 85 90 90
ACT - Canberra
75 - 95 75 - 95 85 - 120 85 - 120
80 80 90 95
SA - Adelaide
70 - 90 70 - 90 85 - 115 80 - 110
70 70 90 85
NZ - Wellington
60 - 80 60 - 80 70 - 100 70 - 100

Ministerial Regulatory Regulatory Senior


Liaison Officer Advisor Manager Economist Economist
85 100 125 100 120
NSW - Sydney
70 - 95 80 - 120 100 - 150 80 - 110 100 - 150
75 95 130 95 130
VIC - Melbourne
65 - 85 80 - 110 110 - 150 90 - 120 110 - 150
85 90 110 100 120
QLD - Brisbane
70 - 95 80 - 100 100 - 120 80 - 110 100 - 150
70 85 110 95 110
WA - Perth
60 - 75 70 - 100 80 - 140 85 - 120 95 - 140
90 100 110 100 120
ACT - Canberra
80 - 95 90 - 110 95 - 120 95 - 115 110 - 140
90 105 125 100 115
SA - Adelaide
80 - 100 90 - 115 100 - 150 90 - 115 100 - 130
80 80 95 100 120
NZ - Wellington
70 - 90 70 - 90 80 - 110 80 - 120 100 - 140

NOTES:
• All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
* These
 roles generally occur in a NFP context and would be supplemented with tax benefits (generally the benevolent sacrificing which is up to $16,050 tax free but most of our
clients are able to offer more tax related incentives – travel, meal, health and wellbeing etc)

116 | 2018 Hays Salary Guide


INFORMATION TECHNOLOGY

AUSTRALIA Salary increases for Front-end and Java trends and skills while simultaneously
Developers illustrate how tight the developing their business acumen. The IT
The past year was dominated by digital competition for talent is. department is critical to keeping an
transformations that disrupted organisation competitive, which is why
organisations in both major cities and Organisations based in regional Australia
employers want commercially-minded
regional areas. The demand from will continue to automate manual
technology professionals. If you are
customers for constant, on-demand processes and upgrade support
looking to advance your career, improving
access to products and services drove applications. Innovation is a focus that will
your business knowledge will put you in a
significant change across all sectors and drive the recruitment of Mobile
unique position to bridge the gap
industries, with subsequent projects Application Developers, Software
between the corporate and technical
increasing demand for talent in a market Engineers, UX/UI Designers, Web
worlds and futureproof your career.
already suffering from skill shortages. Developers and Cloud Developers/
Solutions Architects.
In addition, several high-profile public
breaches increased the awareness of the Business Analysts with broad experience
need for a cyber security strategy and in in business system transformation and
turn demand for candidates with an Project Managers with digital exposure
elastic skill set across all CSIRT functions, are in increasing demand too. As
penetration testing and information organisations continue to transition to
security. Given demand, cyber security digital platforms, this trend will continue.
salaries became more competitive.

“ IT professionals
Throughout 2018-19

SALARY INFORMATION: INFORMATION TECHNOLOGY


Another key trend was the increasing
number of organisations that transferred
their data to the Cloud. Skilled Developers
must
who understand automation, continuous stay up-to-date with
integration and deployment, and possess the latest technology
knowledge of cloud technologies such as
Azure or AWS, were, and remain, highly
trends and skills while
sought after. Developers with simultaneously developing
certifications and commercial experience
working with cloud platforms are often
able to command higher salaries.
their business acumen.

Business Intelligence and Data Analysis
professionals, particularly Data Scientists,

“ continually
With organisations
shifting their
Data Engineers and Data Analysts with
experience in SQL and Tableau, will also
be sought. Meanwhile, as organisations
focus to meet changing adapt to new technologies and business
consumer expectations, processes the demand for experienced
Change Managers will remain high. In
UX/UI Designers and addition, the continued adoption of Agile
Service Designers are project management methodologies
in high demand.
” across the public and private sectors has
fuelled demand, in turn increasing salaries
for project professionals experienced and
Traditional infrastructure roles such as System qualified in Agile principles.  
Administrators are being replaced with data-
driven jobs that incorporate the automation The contracting market remains dynamic
of systems, including System Operator as employers continuously require
Engineers, System Architects, Infrastructure contractors to deliver transformation
Engineers and System Reliability Engineers. projects and add missing technical skills
This trend will increase in 2018-19 as more to their team. With an increased focus on
infrastructure professionals upskill in the specific skills and value flexible
automation and DevOps. workforces bring, organisations will
continue to engage contractors in the
With organisations continually shifting year ahead.
their focus to meet changing consumer
expectations, UX/UI Designers and Throughout 2018-19 IT professionals must
Service Designers are in high demand. stay up-to-date with the latest technology

2018 Hays Salary Guide | 117


INFORMATION TECHNOLOGY
NEW ZEALAND Strong candidates with heavy integration by offering either a salary increase or
and API development expertise related to additional benefits such as flexibility,
Digital transformations are driving Java and open source technologies are remote access, increased annual leave or
vacancy activity across New Zealand as scarce. In addition, SilverStripe remains share options.
organisations become customer centric, very popular across the public and private
utilise the benefits of data and upgrade in sectors, creating demand for Front-End
new technologies. As a result, migrations Developers who can use this framework.
to cloud based services, security, AI, big Those who have heavily customised
data and analytics are all fast becoming Drupal are also sought as a strong
essential elements of everyday business. alternative to SilverStripe Developers.
The migration of local infrastructure to DevOps remains a growth area, especially
cloud platforms, in particular Microsoft at the enterprise level to support business
Azure and Amazon Web Services, is transformation and accelerate the delivery
fuelling demand for Cloud and Security of applications while maintaining quality.
Architects and Engineers with exposure to This is leading to salary increases.
DevOps environments. Employers are
therefore competing for the top talent Senior IT professionals with experience in
and experienced and well qualified Cloud Popular JavaScript frameworks for light
and Security Architects are commanding weight single page applications such as
salary increases. React/Angular are in short supply too and
therefore command higher rates and salaries.
Meanwhile, the focus on data ETL
development and the design and build of
data warehouses has led to high
competition for BI/DW Developers,
Business Intelligence Developers, ETL
Developers, Data Scientists, Reports
“ dataCyber security and
security is another
Developers, Architects and Big Data growth area in government
Engineers. As a result, candidates organisations where
increasingly expect improved salaries and
or contract rates since they are more business continuity is a
aware of their value. focus and a large amount of
Full Stack Developers are sought by small
to medium enterprises and the public
sector. These professionals understand
data is stored on the cloud.

the latest frameworks, design cloud Cyber security and data security is
integration solutions and develop across another growth area in government
the technology stack, thereby reducing organisations where business continuity is
the need for additional headcount. Given a focus and a large amount of data is
demand, salaries have increased for high stored on the cloud. This is creating
calibre candidates. demand for cyber security specialists
including Data Engineers and Architects.
With high demand but a small candidate
pool, organisations are using the

“ theIngrowing
the Microsoft domain, complexity of their projects and attractive
SALARY INFORMATION: INFORMATION TECHNOLOGY

popularity salaries to compete for the top talent.


of .NET Core is fuelling Employers are also experimenting with
new and emerging disruptive
demand for Developers with technologies such as augmented reality,
commercial experience.
” blockchain and machine learning. Any
candidate with commercial experience in
these areas is therefore in demand.
In the Microsoft domain, the growing
popularity of .NET Core is fuelling For all other IT roles, New Zealand
demand for Developers with commercial generally remains candidate-led at the
experience utilising this framework. This is senior level. Organisations are
also pushing up salaries. consequently competing for candidates

118 | 2018 Hays Salary Guide


INFORMATION TECHNOLOGY

Systems
End User End User Administration/ UNIX
IT OPERATIONS & SUPPORT Support/Level 1 Support/Level 2 Level 3 Administration
55 65 85 85
NSW - Sydney
45 - 55 55 - 70 70 - 90 80 - 100
45 75 100 85
NSW - Regional
40 - 52 65 - 80 80 - 120 80 - 100
55 65 90 100
VIC - Melbourne
50 - 65 60 - 80 80 - 110 90 - 125
45 55 65 85
VIC - Regional
40 - 50 50 - 60 55 - 70 75 - 100
50 60 80 85
QLD - Brisbane, Gold Coast & Sunshine Coast
45 - 60 50 - 70 70 - 90 70 - 100
50 60 75 85
SA - Adelaide
45 - 55 55 - 65 65 - 85 70 - 100
45 60 85 100
WA - Perth
40 - 50 50 - 70 75 - 95 80 - 110
60 70 90 100
ACT - Canberra
55 - 65 65 - 75 80 - 100 90 - 120
50 60 70 80
TAS - Hobart/Launceston
45 - 55 55 - 65 65 - 75 80 - 95
50 65 90 85
NT - Darwin
45 - 55 55 - 70 80 - 110 80 - 100
50 60 80 80
NZ - Auckland
45 - 55 55 - 65 65 - 90 80 - 100
45 50 65 88
NZ - Wellington
40 - 50 45 - 55 50 - 80 75 - 95
40 50 60 90
NZ - Christchurch
35 - 45 45 - 55 55 - 75 80 - 100

Service Desk Applications


Team Leader Manager Support Server Engineer Cloud Engineer
80 90 80 125 125
NSW - Sydney
65 - 85 80 - 100 65 - 100 100 - 125 110 - 135
85 90 75 100 100
NSW - Regional
70 - 100 80 - 100 60 - 90 80 - 120 85 - 120
90 95 85 100 115
VIC - Melbourne
80 - 105 85 - 125 70 - 100 80 - 120 100 - 130
75 80 70 75
VIC - Regional N/A
70 - 80 75 - 95 65 - 80 65 - 85
80 90 80 90
QLD - Brisbane, Gold Coast & Sunshine Coast N/A
60 - 85 70 - 100 60 - 90 80 - 100
75 75 70 85 95
SA - Adelaide
65 - 90 65 - 90 60 - 80 70 - 100 80 - 120
75 90 80 100 105
WA - Perth
65 - 90 80 - 100 65 - 90 80 - 110 90 - 120
90 100 80 125 120
ACT - Canberra
80 - 100 90 - 110 70 - 90 110 - 140 110 - 130
80 90 70 90
TAS - Hobart/Launceston N/A
75 - 95 85 - 95 65 - 75 80 - 100
75 75 65 95 100
NT - Darwin
60 - 85 60 - 85 55 - 75 80 - 110 80 - 120
85 85 80 80 90
NZ - Auckland
70 - 95 75 - 110 60 - 95 70 - 90 85 -120
70 82 85 80 80
NZ - Wellington
60 - 82 77 - 110 75 - 95 70 - 90 75 - 110
70 85 85 80 80
NZ - Christchurch
60 - 80 70 - 100 70 - 95 70 - 90 75 - 110

NOTES:
•  All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars

2018 Hays Salary Guide | 119


INFORMATION TECHNOLOGY

DevOps Network Network Network Network


IT OPERATIONS & SUPPORT Engineer Administration Engineer Designer Architect
90 90 100 120 140
NSW - Sydney
80 - 110 80 - 95 90 - 120 100 - 130 120 - 160
90 75 90 110 115
NSW - Regional
75 - 115 60 - 80 80 - 100 80 - 120 90 - 140
115 90 110 130 140
VIC - Melbourne
110 - 140 80 - 100 90 - 120 110 - 150 120 - 170
90 70 75 85 110
VIC - Regional
75 - 100 65 - 85 65 - 85 75 - 100 95 - 125
90 80 95 105 115
QLD - Brisbane, Gold Coast & Sunshine Coast
70 - 110 70 - 90 80 - 110 90 - 120 100 - 130
85 75 90 95 120
SA - Adelaide
80 - 120 70 - 80 80 - 100 85 - 110 100 - 140
100 85 95 110 120
WA - Perth
90 - 120 75 - 95 80 - 110 95 - 120 100 - 140
120 100 120 120 140
ACT - Canberra
110 - 130 90 - 110 110 - 130 110 - 130 130 - 150
85 80 90 100 110
TAS - Hobart/Launceston
75 - 95 80 - 90 85 - 95 90 - 110 95 - 125
90 70 100 110 130
NT - Darwin
80 - 110 60 - 80 70 - 120 100 - 125 115 - 150
100 80 90 110 120
NZ - Auckland
75 - 125 70 - 85 80 - 110 90 - 125 90 - 140
85 80 85 110 120
NZ - Wellington
80 - 115 70 - 90 80 - 110 85 - 120 110 - 140
80 80 80 100 125
NZ - Christchurch
70 - 95 70 - 90 70 - 90 80 - 110 110 - 150

Data/Voice Storage Security Security Security


Engineer Engineer Consultant Architect Analyst
105 110 120 170 120
NSW - Sydney
90 - 125 95 - 120 100 - 150 150 - 200 100 - 150
90 95 115 150 100
NSW - Regional
80 - 100 80 - 120 100 - 140 130 - 170 90 - 120
100 105 140 160 110
VIC - Melbourne
80 - 130 90 - 130 100 - 170 130 - 180 85 - 140
90 95 90 120 85
VIC - Regional
75 - 110 80 - 120 75 - 100 110 - 140 80 - 100
100 100 115 115 90
QLD - Brisbane, Gold Coast & Sunshine Coast
90 - 140 90 - 110 105 - 150 100 - 120 80 - 100
90 90 120 130 85
SA - Adelaide
75 - 120 80 - 110 100 - 150 110 - 150 80 - 100
110 95 120 140 95
WA - Perth
80 - 120 80 - 110 100 - 140 120 - 160 80 - 110
120 120 130 170 120
ACT - Canberra
110 - 130 110 - 130 110 - 150 150 - 180 100 - 140
90 110 110 130 140
TAS - Hobart/Launceston
80 - 110 100 - 120 100 - 140 110 - 150 120 - 160
100 110 120 150 95
NT - Darwin
85 - 120 95 - 120 100 - 150 130 - 160 80 - 110
83 75 130 150 110
NZ - Auckland
60 -105 70 - 110 120 - 160 110 - 180 90 - 120
98 75 110 140 100
NZ - Wellington
85 - 115 70 - 110 100 - 140 100 - 170 80 - 110
100 75 110 140 100
NZ - Christchurch
80 - 110 70 - 110 100 - 130 100 - 170 80 - 110

NOTES:
•  All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars

120 | 2018 Hays Salary Guide


INFORMATION TECHNOLOGY

.Net Senior .Net Full Stack Team Leader - Java


DIGITAL TECHNOLOGY Developer Developer Developer .Net .Net Developer
85 110 125 135 90
NSW - Sydney
75 - 100 90 - 120 115 - 130 125 - 140 75 - 100
80 105 110 120 80
NSW - Regional
65 - 95 85 - 120 100 - 130 100 - 130 55 - 80
80 100 110 120 80
VIC - Melbourne
60 - 90 95 - 120 100 - 130 110 - 140 50 - 90
70 80 85 90 70
VIC - Regional
60 - 85 70 - 90 75 - 100 80 - 100 60 - 80
75 110 90 120 80
QLD - Brisbane, Gold Coast & Sunshine Coast
60 - 85 90 - 120 80 - 120 100 - 140 60 - 90
75 90 85 100 75
SA - Adelaide
50 - 80 80 - 105 75 - 100 80 - 110 50 - 80
80 110 110 125 80
WA - Perth
60 - 90 90 - 120 90 - 125 115 - 140 60 - 90
105 115 120 150 105
ACT - Canberra
95 - 115 105 - 125 110 - 130 140 - 160 95 - 110
80 95 90 95 80
TAS - Hobart/Launceston
75 - 85 85 - 100 80 - 100 90 - 110 75 - 85
85 100 100 115 80
NT - Darwin
70 - 100 90 - 120 90 - 125 100 - 130 70 - 90
70 110 110 125 80
NZ - Auckland
65 - 85 90 - 130 95 - 130 120 - 150 75 - 90
70 100 100 125 70
NZ - Wellington
60 - 95 95 - 120 95 - 125 120 - 140 60 - 85
70 85 90 95 60
NZ - Christchurch
60 - 80 70 - 100 75 - 110 85 - 110 50 - 70

Senior Java Full Stack Team Leader - C/C++ Snr C/C++


Developer Developer Java Java Developer Developer
120 120 140 80 110
NSW - Sydney
110 - 130 100 - 130 125 - 155 70 - 80 90 - 120
100 110 120 85 100
NSW - Regional
75 - 100 100 - 130 85 - 130 70 - 100 80 - 120
100 110 120 90 110
VIC - Melbourne
95 - 120 100 - 130 110 - 140 65 - 95 95 - 120
80 85 90 60 80
VIC - Regional
70 - 90 75 - 100 80 - 100 50 - 70 70 - 90
100 80 120 75 105
QLD - Brisbane, Gold Coast & Sunshine Coast
85 - 120 80 - 120 100 - 130 60 - 90 90 - 120
90 85 100 75 90
SA - Adelaide
70 - 105 75 - 100 80 - 105 50 - 85 70 - 105
100 100 120 80 105
WA - Perth
90 - 120 90 - 120 115 - 140 60 - 90 90 - 120
130 110 150 115 135
ACT - Canberra
100 - 160 100 - 120 140 - 160 110 - 120 120 - 155
95 90 95 75 90
TAS - Hobart/Launceston
90 - 105 80 - 100 90 - 110 70 - 80 85 - 95
100 105 115 90 110
NT - Darwin
85 - 120 90 - 120 100 - 130 80 - 100 100 - 120
110 110 125 75 100
NZ - Auckland
90 - 120 95 - 130 120 - 150 65 - 85 90 - 120
100 100 110 70 100
NZ - Wellington
90 - 110 95 - 125 100 - 120 65 - 80 80 - 110
85 90 100 70 90
NZ - Christchurch
70 - 100 75 - 100 85 - 110 60 - 80 70 - 100

NOTES:
•  All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars

2018 Hays Salary Guide | 121


INFORMATION TECHNOLOGY

Developer Snr Developer Front-End Mobile Apps Web/UX/UI


DIGITAL TECHNOLOGY (Other) (Other) Developer Developer Designer
80 100 110 100 110
NSW - Sydney
70 - 90 90 - 120 80 - 120 70 - 120 80 - 120
85 120 90 100 100
NSW - Regional
70 - 100 90 - 130 75 - 120 70 - 120 70 - 120
80 110 100 100 100
VIC - Melbourne
50 - 100 90 - 120 95 - 120 80 - 120 80 - 120
60 80 70 85 70
VIC - Regional
50 - 70 70 - 90 60 - 80 80 - 90 60 - 80
85 110 90 100 100
QLD - Brisbane, Gold Coast & Sunshine Coast
70 - 100 90 - 120 80 - 100 80 - 120 80 - 120
75 90 70 70 70
SA - Adelaide
50 - 85 70 - 100 60 - 95 60 - 95 60 - 85
80 100 95 90 90
WA - Perth
60 - 90 90 - 120 80 - 110 70 - 120 70 - 110
90 110 100 100 110
ACT - Canberra
80 - 100 100 - 120 90 - 110 90 - 110 90 - 130
75 90 85 85 90
TAS - Hobart/Launceston
70 - 80 85 - 95 75 - 90 75 - 95 80 - 100
80 100 100 90 95
NT - Darwin
70 - 90 90 - 110 90 - 110 80 - 100 80 - 110
85 110 100 100 95
NZ - Auckland
70 - 90 90 - 125 75 - 120 80 - 120 75 - 120
75 110 95 100 90
NZ - Wellington
70 - 90 90 - 125 75 - 120 90 - 110 70 - 100
70 85 80 75 85
NZ - Christchurch
60 - 80 70 - 100 70 - 90 70 - 90 70 - 95

Senior Test Automation Test/QA


Test Analyst Analyst Test Analyst Manager
80 85 90 128
NSW - Sydney
70 - 90 75 - 105 75 - 110 115 - 140
90 100 95 120
NSW - Regional
85 - 100 80 - 120 85 -110 100 - 140
80 95 100 115
VIC - Melbourne
60 - 90 75 - 100 80 - 120 100 - 140
80 90 85 105
VIC - Regional
70 - 90 80 - 100 75 - 95 95 - 120
80 90 100 110
QLD - Brisbane, Gold Coast & Sunshine Coast
70 - 90 80 - 100 80 - 120 100 - 130
70 85 80 100
SA - Adelaide
60 - 80 75 - 100 65 - 100 85 - 110
70 85 95 115
WA - Perth
65 - 90 75 - 100 85 - 115 95 - 130
90 110 120 140
ACT - Canberra
80 - 110 100 - 120 100 - 140 110 - 160
80 90 75 90
TAS - Hobart/Launceston
70 - 90 80 - 100 70 - 90 80 - 100
70 85 75 95
NT - Darwin
60 - 80 70 - 110 60 - 90 80 - 110
75 85 110 120
NZ - Auckland
55 - 80 70 - 100 90 - 120 110 - 130
75 85 110 110
NZ - Wellington
70 - 80 70 - 100 90 - 120 95 - 120
70 85 110 110
NZ - Christchurch
60 - 85 70 - 100 90 - 115 95 - 120

NOTES:
•  All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars

122 | 2018 Hays Salary Guide


INFORMATION TECHNOLOGY

DIGITAL TECHNOLOGY Report Writer Data Analyst Data Scientist Data Modeller
75 90 145 120
NSW - Sydney
55 - 90 75 - 105 100 - 180 100 - 140
70 80 130 120
NSW - Regional
65 - 80 70 - 110 100 - 160 100 - 160
80 90 160 125
VIC - Melbourne
65 - 90 75 - 130 130 - 240 100 - 150
55 75 110 N/A
VIC - Regional
45 - 65 65 - 88 100 - 150 N/A
75 85 105 110
QLD - Brisbane, Gold Coast & Sunshine Coast
60 - 90 70 - 100 90 - 120 100 - 120
60 70 110 100
SA - Adelaide
55 - 75 60 - 80 100 - 150 90 - 110
75 100 135 120
WA - Perth
55 - 90 80 - 115 100 - 150 110 - 130
80 100 140 125
ACT - Canberra
70 - 90 80 - 120 120 - 160 110 - 140
80 75 115 115
TAS - Hobart/Launceston
65 - 85 60 - 80 100 - 130 100 - 130
60 90 100
NT - Darwin N/A
45 - 65 75 - 105 90 - 110
65 80 100 100
NZ - Auckland
55 - 80 65 - 95 90 - 120 85 - 130
65 75 100 100
NZ - Wellington
55 - 80 65 - 85 90 - 120 85 - 130
65 75 100 100
NZ - Christchurch
55 - 80 65 - 85 90 - 120 85 - 130

Database Developer BI/DW Development Architect DBA


85 90 120 125
NSW - Sydney
70 - 100 80 - 120 110 - 140 110 - 140
95 110 120 130
NSW - Regional
70 - 115 100 - 140 100 - 140 120 - 160
90 115 130 125
VIC - Melbourne
85 - 105 90 - 130 110 - 180 110 - 150
60 90 100 105
VIC - Regional
50 - 70 85 - 105 90 - 110 90 - 125
85 105 120 100
QLD - Brisbane, Gold Coast & Sunshine Coast
70 - 100 90 - 120 110 - 130 80 - 140
75 85 110 100
SA - Adelaide
60 - 85 70 - 100 100 - 135 85 - 110
100 110 130 120
WA - Perth
80 - 120 95 - 120 120 - 150 100 - 130
120 110 180 120
ACT - Canberra
110 - 140 100 - 150 160 - 200 110 - 140
75 85 100 105
TAS - Hobart/Launceston
55 - 80 75 - 95 90 - 110 90 - 125
85 90 100 100
NT - Darwin
70 - 100 80 - 120 90 - 110 85 - 110
100 110 125 110
NZ - Auckland
75 - 120 90 - 130 110 - 150 80 - 110
90 110 125 110
NZ - Wellington
75 - 100 85 - 130 110 - 140 85 - 120
80 95 125 110
NZ - Christchurch
60 - 90 90 - 110 100 - 140 85 - 120

NOTES:
•  All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars

2018 Hays Salary Guide | 123


INFORMATION TECHNOLOGY

Senior Project Project


PROJECTS & BUSINESS CHANGE Systems Analyst Business Analyst Business Analyst Coordinator Manager
95 115 130 85 145
NSW - Sydney
85 - 105 95 - 135 110 - 150 75 - 95 125 - 165
90 100 110 70 130
NSW - Regional
80 - 100 80 - 100 100 - 130 60 - 80 100 - 140
90 105 125 85 130
VIC - Melbourne
75 - 110 90 - 120 110 - 140 75 - 90 100 - 150
75 75 100 75 100
VIC - Regional
65 - 85 70 - 85 85 - 120 70 - 85 90 - 130
85 90 120 75 120
QLD - Brisbane, Gold Coast & Sunshine Coast
75 - 105 80 - 120 100 - 130 60 - 90 100 - 140
85 87 115 75 100
SA - Adelaide
65 - 100 70 - 95 95 - 125 65 - 85 90 - 125
90 85 105 80 120
WA - Perth
70 - 100 70 - 100 90 - 120 70 - 90 110 - 130
100 100 115 75 120
ACT - Canberra
80 - 100 90 - 110 105 - 130 65 - 90 100 - 130
80 85 98 70 105
TAS - Hobart/Launceston
75 - 85 80 - 95 85 - 115 65 - 80 87 - 115
90 110 130 85 120
NT - Darwin
70 - 105 90 - 130 120 - 150 75 - 100 100 - 140
95 90 110 75 100
NZ - Auckland
70 - 110 75 - 100 90 - 130 60 - 90 90 - 120
85 85 110 70 100
NZ - Wellington
70 - 95 75 - 100 95 - 120 60 - 80 90 - 120
85 80 100 65 100
NZ - Christchurch
70 - 95 75 - 100 90 - 110 55 - 75 90 - 110

Senior
Project Project IT Project
Manager Director PMO Manager Scheduler
165 225 160 110
NSW - Sydney
150 - 190 200 - 250 140 - 180 90 - 130
140 160 180 90
NSW - Regional
130 - 160 140 - 180 140 - 200 70 - 110
155 190 170 110
VIC - Melbourne
130 - 190 160 - 220 140 - 220 90 - 140
140 160 160 75
VIC - Regional
120 - 160 140 - 180 140 - 180 70 - 85
140 170 170 100
QLD - Brisbane, Gold Coast & Sunshine Coast
120 - 160 150 - 200 140 - 200 60 - 150
130 160 145 110
SA - Adelaide
120 - 150 130 - 200 120 - 180 90 - 140
140 175 190 70
WA - Perth
120 - 160 150 - 210 180 - 200 60 - 90
150 180 170 110
ACT - Canberra
120 - 170 160 - 200 150 - 200 100 - 120
120 130 150 70
TAS - Hobart/Launceston
110 - 130 120 - 150 130 - 180 65 - 75
140 175 160 90
NT - Darwin
125 - 165 150 - 200 120 - 180 75 - 100
140 150 150 65
NZ - Auckland
120 - 160 135 - 175 135 - 175 55 - 75
130 150 130 60
NZ - Wellington
110 - 150 130 - 180 118 - 148 52 - 65
130 150 130 60
NZ - Christchurch
110 - 150 120 - 180 125 - 145 52 - 65

NOTES:
•  All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars

124 | 2018 Hays Salary Guide


INFORMATION TECHNOLOGY

Senior Change Manager/


PROJECTS & BUSINESS CHANGE Change Analyst Change Manager Change Lead
110 140 170
NSW - Sydney
100 - 120 120 - 160 150 - 190
100 130 160
NSW - Regional
90 - 120 110 - 160 140 - 190
100 140 170
VIC - Melbourne
90 - 120 110 - 160 150 - 190
100 110 130
VIC - Regional
90 - 120 100 - 130 120 - 160
90 140 150
QLD - Brisbane, Gold Coast & Sunshine Coast
70 - 110 100 - 180 120 - 180
85 120 130
SA - Adelaide
70 - 95 85 - 160 120 - 160
110 125 130
WA - Perth
90 - 120 100 - 150 120 - 150
100 120 140
ACT - Canberra
90 - 110 100 - 130 120 - 160
90 110 135
TAS - Hobart/Launceston
80 - 100 90 - 130 120 - 150
90 120 145
NT - Darwin
75 - 110 100 - 140 120 - 160
110 120 150
NZ - Auckland
100 - 120 95 - 130 130 - 200
100 100 140
NZ - Wellington
90 - 110 90 - 110 120 - 150
100 115 140
NZ - Christchurch
90 - 110 100 - 130 120 - 150

MISCELLANEOUS IT Trainer Technical Writer


90 80
NSW - Sydney
65 - 110 65 - 95
90 100
NSW - Regional
70 - 110 90 - 115
90 100
VIC - Melbourne
70 - 110 90 - 115
75 85
VIC - Regional
65 - 85 75 - 95
90 85
QLD - Brisbane, Gold Coast & Sunshine Coast
65 - 120 65 - 100
75 65
SA - Adelaide
55 - 110 55 - 92
85 90
WA - Perth
65 - 105 80 - 100
90 90
ACT - Canberra
80 - 100 80 - 100
80 75
TAS - Hobart/Launceston
70 - 90 70 - 90
85 90
NT - Darwin
70 - 110 80 - 100
80 85
NZ - Auckland
60 - 100 75 - 95
90 88
NZ - Wellington
70 - 110 78 - 95
75 80
NZ - Christchurch
65 - 85 75 - 95

NOTES:
•  All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars

2018 Hays Salary Guide | 125


INFORMATION TECHNOLOGY

Infrastructure Service Development Applications


MANAGEMENT Manager Delivery Manager IT Manager Manager Manager
150 150 165 150 130
NSW - Sydney
130 - 180 110 - 180 140 - 180 125 - 180 120 - 140
120 130 130 130 130
NSW - Regional
100 - 140 100 - 150 100 - 160 110 - 150 110 - 150
140 140 155 140 140
VIC - Melbourne
120 - 170 110 - 170 120 - 200 110 - 180 120 - 180
110 110 90 120 110
VIC - Regional
100 - 130 100 - 130 80 - 120 100 - 140 90 - 120
125 130 140 140 140
QLD - Brisbane, Gold Coast & Sunshine Coast
100 - 160 100 - 160 100 - 180 120 - 180 100 - 180
130 100 130 140 145
SA - Adelaide
100 - 160 80 - 125 85 - 160 100 - 220 110 - 220
150 130 135 130 120
WA - Perth
130 - 170 100 - 160 100 - 170 120 - 1150 100 - 140
140 140 150 145 145
ACT - Canberra
120 - 160 100 - 160 140 - 180 135 - 155 135 - 155
110 95 120 110 100
TAS - Hobart/Launceston
100 - 120 90 - 110 110 - 150 100 - 120 90 - 110
130 120 140 130 120
NT - Darwin
120 - 140 90 - 140 130 - 150 110 - 150 100 - 140
130 110 130 130 120
NZ - Auckland
100 - 150 85 - 140 120 - 150 120 - 155 110 - 140
127 110 120 130 110
NZ - Wellington
90 - 150 88 - 130 110 - 140 85 - 155 80 - 140
115 100 120 110 110
NZ - Christchurch
100 - 130 80 - 110 100 - 140 85 - 120 80 - 140

Enterprise Chief
Architect Head of Digital Security Officer CIO CTO
200 220 250 265 265
NSW - Sydney
150 - 250 180 - 250 200 - 300 210 - 350 210 - 350
140 160 200 220 200
NSW - Regional
130 - 160 130 - 200 180 - 220 180 - 240 160 - 240
210 230 240 260 250
VIC - Melbourne
190 - 250 180 - 300 200 - 300 220 - 350 220 - 350
150 150 180 200 200
VIC - Regional
130 - 180 130 - 180 150 - 210 180 - 220 180 - 220
130 200 200 225 225
QLD - Brisbane, Gold Coast & Sunshine Coast
110 - 150 165 - 250 165 - 250 150 - 300 150 - 300
140 150 180 230 215
SA - Adelaide
120 - 180 130 - 180 150 - 220 140 - 300 150 - 260
160 150 200 240 240
WA - Perth
140 - 180 130 - 180 180 - 220 220 - 250 220 - 250
220 150 180 230 220
ACT - Canberra
200 - 240 120 - 180 160 - 220 180 - 260 200 - 280
140 140 120 180 150
TAS - Hobart/Launceston
120 - 160 120 - 160 110 - 140 160 - 250 140 - 200
185 175 180 230 220
NT - Darwin
150 - 225 150 - 210 160 - 220 180 - 260 200 - 280
150 135 175 180 180
NZ - Auckland
130 - 200 110 - 180 150 - 220 150 - 240 150 - 240
150 135 175 180 180
NZ - Wellington
130 - 200 110 - 180 150 - 220 145 - 215 145 - 215
150 135 175 180 180
NZ - Christchurch
130 - 200 110 - 180 150 - 220 140 - 215 120 - 215

NOTES:
•  All salaries shown are exclusive of superannuation (AU) or KiwiSaver (NZ)
• New Zealand salaries are represented in New Zealand dollars

126 | 2018 Hays Salary Guide


CONSTRUCTION, ARCHITECTURE & ENGINEERING

AUSTRALIA as well as health, education and Contract Administrators are in demand.


infrastructure projects. This booming Salaries generally remain steady, although
Australia’s construction and engineering market has led to intense competition for there are signs that the market will
industries will remain strong economic candidates, which has driven up salaries tighten in the coming year, which will lead
drivers during 2018-19 as they did during across the board. to salary pressure.
2017-18, with continued staffing demand

SALARY INFORMATION: CONSTRUCTION, ARCHITECTURE & ENGINEERING


and vacancy activity – although trends do Victoria’s market remains buoyant, with
vary based on location. growth across all sectors including
infrastructure, residential, education and
health. Construction professionals at all
“ is buoyant
Residential construction
and requires Site
“ industry
The architecture
remains strong,
levels are in demand as a result, from
high-level Design Engineers to
Supervisors and Project
Managers with medium

experienced Delivery Engineers on roads,
with demand high for tunnels, bridges and rail. Salaries are
density experience.
Revit Architects, Interior increasing in response to demand.
Designers and Landscape Adelaide’s construction and engineering
The state’s architecture and design market continues to strengthen, with
Architects. With firms market is strong too, with particular numerous civil projects creating huge
demand for Project Architects with
switching to this software, technical knowledge. REVIT skills are also
demand for Site Engineers, Project Engineers


demand will continue. and Project Managers with rail and road
sought, driving up salaries for REVIT experience. The commercial construction
Drafters, Designers and Architects. market is strengthening too, with
Looking firstly at New South Wales, Turning to Queensland, Brisbane will have a Commercial Project Managers, Contract
construction and engineering enjoyed solid 2018-19 driven by residential Administrators, Site Managers and Estimators
another busy year with Sydney’s construction, creating demand for Project with proven experience delivering $15-25M
infrastructure market also picking up. Managers, Contract Administrators and commercial projects needed.
Skilled Supervisors, Project Engineers and Estimators. The expansion of suburbs will Residential construction is buoyant and
Estimators with experience in tunnelling, also lead to commercial infrastructure requires Site Supervisors and Project
roads and rail projects will remain in projects and demand for Contract Managers with medium density experience.
demand. Contract Administrators, Project Administrators and Estimators with
Engineers and Site Managers with commercial experience. After a period of Project Architects with experience
experience in large health, institutional stagnation we are seeing salary increases for managing a project from end-to-end, as
and commercial projects are also sought. candidates with commercial and residential well as Architects with five or more years
construction experience. We are also seeing of experience are needed. Demand is
The architecture industry remains strong, helping to drive up salaries.
with demand high for REVIT Architects, an upsurge in demand for candidates with
Interior Designers and Landscape civil construction experience. The Northern Territory’s construction
Architects. With firms switching to this Queensland’s architecture industry is industry remains strong, driven by major
software, demand will continue. showing signs of improvement, with defence upgrades. Remote locations are
candidates with strong REVIT skills busy with various upgrades and
The Newcastle and Hunter Valley region developments. Site Managers and Project
continues to see increased demand for in demand.
Managers are needed, on both the
Contract Administrators and Estimators in The Gold Coast enjoyed a strong market contractor and client side. Architectural
response to a growing number of building in the lead up to the Commonwealth and engineering candidates, particularly
and infrastructure projects. Project Managers Games, with infrastructure, commercial those with REVIT skills and Civil and
with experience in high-rise commercial and and residential projects. After a number Structural Engineers, are in short supply
educational projects are sought too. of years we are now seeing modest too given the transient population. This is
Given activity and staffing demand, upward salary pressure, especially in placing upward pressure on salaries.
upward salary pressure has been seen construction management.
In Tasmania, and Hobart in particular, the
across all areas of construction in NSW, Perth’s construction industry is showing construction and engineering industry will
especially for Project Managers and modest signs of improvement with more remain busy with a number of projects
Contract Administrators. residential and commercial construction planned. Project Managers with
Canberra’s market continues to thrive activity underway or awarded. The experience in high-rise construction and
with rapid population growth and low resources industry is investing in new or civil construction will be needed. Salaries
rental vacancies creating a strong upgrade projects too, while funding will continue to rise in the face of local
residential construction boom. Demand commitments and a new rail system will skills shortages.
exists for Project Managers, Site Managers drive civil construction forward. Civil
and Contract Administrators in residential construction Project Managers and

2018 Hays Salary Guide | 127


CONSTRUCTION, ARCHITECTURE & ENGINEERING
NEW ZEALAND Structural Engineers with seismic detailing commercial and industrial sectors.
and complex medium to large project Increased competition between
Looking firstly at New Zealand’s experience will remain in high demand in architectural practices could lead to
construction market, Canterbury remains 2018-19. steady salary increases for senior staff as
steady thanks to high civil investment and firms attempt to attract and retain top
commercial activity. However as we talent. Demand will remain greatest at the

“ grow,
approach the completion of the
Christchurch rebuild, candidate supply is
As New Zealand’s cities intermediate to senior levels.
starting to outweigh demand, keeping civil engineering is
salaries stable. increasingly busy. Salaries
Auckland is active thanks to commercial have increased slightly
and residential construction projects, across the board since

particularly multi-storey apartments,
townhouses and office builds. But cost demand outweighs supply.
reductions and project completions led to
some redundancies and salary
stagnations. Looking ahead, this will As New Zealand’s cities grow, civil
create a surplus of Project Managers and engineering is increasingly busy. Salaries
Site Forepersons, which will keep future have increased slightly across the board
salary increases minimal. since demand outweighs supply. A
continuously increasing population will
lead to further salary increases in 2018-19
for those in the water, stormwater and

“ engineering
New Zealand’s structural
market is driven
wastewater fields, and in transportation
engineering and planning.
by seismic projects in both Roading Engineers, Transportation


Engineers and Geometric Designers and
Wellington and Auckland. Engineers will remain in demand for new
SALARY INFORMATION: CONSTRUCTION, ARCHITECTURE & ENGINEERING

or upgrade road network projects around


the country. Civil Engineers with land
Since the 2016 Kaikoura earthquake, large- development experience and Registered
scale demolition and vertical commercial Surveyors will also be sought nation-wide.
construction work has increased Environmental Engineers and those with
dramatically in Wellington. The latter is Three Waters experience will be needed
expected to continue at current rates until in response to new land developments
2019. Activity in the residential building and roading projects, while the shortage
sector is increasing too given the shortage of Civil 12D Designers will remain.
of affordable homes. This is creating
demand for experienced Project Managers, Within the architecture industry,
Site Managers and Estimators. Given Architects with delivery experience will be
activity, salaries are increasing slightly as required in Auckland as major projects
more contractors are willing to pay above near completion. Salaries for Registered
market rates to retain top talent. Architects have increased as a result.
Turning to engineering, New Zealand’s At the mid-management level, Associate
structural engineering market is driven by Architects who can design and manage a
seismic projects in both Wellington and team are in high demand but short supply.
Auckland. During 2017-18 the supply of Multi-unit residential remains active in
experienced Intermediate and Senior Auckland, creating demand for Project
Engineers fell across all disciplines as Managers and Site Managers. Salaries are
these professionals took roles overseas or increasing to attract experienced candidates.
returned to their home country where job
opportunities had improved. Salaries Registered Architects and Senior Project
increased as a result of demand. Architects are in demand in Wellington’s
active residential and large-scale

128 | 2018 Hays Salary Guide


ARCHITECTURE

Graduate Project Senior


Architect Architect Architect Architect BIM/CAD
2-5 yrs exp 5-10 yrs exp 5-10 yrs exp 10+ yrs exp Drafter Manager

NSW - Sydney 55 - 80 80 - 110 75 - 100 100 - 150 55 - 80 100 - 140

NSW - Regional 50 - 65 70 - 90 60 - 80 80 - 120 45 - 70 80 - 120

VIC - Melbourne 55 - 75 75 - 100 70 - 95 100 - 150 55 - 90 90 - 130

VIC - Regional 50 - 70 70 - 90 70 - 90 85 - 120 50 - 75 80 - 120

QLD - Brisbane, Gold Coast & Sunshine Coast 49 - 70 70 - 95 70 - 95 90 - 120 45 - 90 85 - 110

QLD - Regional 49 - 55 65 - 80 56 - 75 70 - 90 45 - 65 70 - 90

SA - Adelaide 49 - 60 60 - 90 56 - 75 75 - 110 40 - 70 70 - 110

WA - Perth 49 - 65 70 - 85 70 - 90 90 - 120 50 - 80 80 - 120

ACT - Canberra 49 - 65 80 - 110 65 - 90 90 - 130 50 - 90 90 - 120

TAS - Hobart/Launceston 49 - 55 65 - 80 70 - 90 80 - 100 40 - 50 80 - 100

NT - Darwin 49 - 65 57 - 75 70 - 90 90+ 40 - 80 65 - 120

NZ - Auckland 55 - 75 85 - 110 80 - 120 120 - 140 70 - 110 95 - 130

NZ - Wellington 50 - 65 80 - 110 70 - 90 90 - 130 55 - 90 85 - 120

NZ - Christchurch 50 - 70 80 - 110 75 - 110 110 - 140 45 - 90 80 - 120

Interior Senior Interior


Designer Designer Planner Senior Planner Urban Landscape
2-7 yrs exp 7+ yrs exp 2-5 yrs exp 5+ yrs exp Designer Architect

NSW - Sydney 55 - 85 85 - 130 55 - 80 85 - 120 55 - 120 55 - 115

NSW - Regional 45 - 80 80 - 90 45 - 75 75 - 90 55 - 90 55 - 75

VIC - Melbourne 55 - 80 85 - 130 55 - 90 90 - 135 55 - 130 55 - 115

VIC - Regional 50 - 80 80 - 110 55 - 75 75 - 110 45 - 90 45 - 90

QLD - Brisbane, Gold Coast & Sunshine Coast 45 - 70 65 - 90 55 - 75 68 - 100 55 - 90 65 - 90

QLD - Regional 45 - 55 65 - 80 50 - 65 65 - 90 75 - 85 45 - 80

SA - Adelaide 45 - 65 60 - 90 50 - 70 70 - 100 75 - 110 50 - 80

WA - Perth 45 - 75 75 - 90 45 - 65 75 - 110 55 - 110 55 - 90

ACT - Canberra 55 - 90 90 - 120 80 - 120 80 - 120 65 - 90 60 - 100

TAS - Hobart/Launceston