You are on page 1of 39

2018

SALARY
GUIDE
Contents
1 From the Managing Director TECHNOLOGY

2 About the Salary Guide 25 Hiring trends

3 Regional outlook 29 Positions and skills in demand

30 Remuneration trends
FINANCE AND ACCOUNTING
32 Salaries
5 Hiring trends

8 Positions and skills in demand

10 Remuneration trends

11 Salaries 35 Calculate your custom salary

36 Building a happy, engaged and


FINANCIAL SERVICES productive team

15 Hiring trends

17 Positions and skills in demand

19 Remuneration trends

20 Salaries

2018 SALARY GUIDE | ROBERTHALF.JP


From the
Managing Director
The economic outlook for Asia remains positive and the region continues
to be a leader for global growth. Companies are starting new projects and
initiatives, and as such are increasingly on the lookout for the right employees
to assist them in these efforts.

In Japan, the demand for top talent continues with companies looking to
develop their businesses, and as a result, increase their headcount to fulfil
new opportunities.

Technology is impacting all industries, and companies need to adjust or risk


being left behind. As digitisation spreads, new skillsets are required to navigate
new systems as well as find new ways of driving business development. Skilled
talent and technology work hand in hand; companies need both to grow in
today’s market.

A motivated, engaged workforce is a productive one, and at Robert Half,


we’re committed to finding the right fit for your business. For 70 years, we’ve
matched skilled talent to the right job, helping clients cultivate their business
and candidates thrive in their career.

Salary plays a key role in acquiring new employees and retaining existing staff –
in light of this, we have made a change to the Robert Half Salary Guide based
on feedback we have received from both jobseekers and employers. As opposed
to previous years where salaries were published in a minimum to maximum
range, this year the salary ranges will be presented in percentiles according to
skill level and experience. We believe this new approach allows hiring managers
and jobseekers to make better, and more informed decisions when it comes to
salaries in 2018.

As always, we are here to help with your recruitment and job search needs.
Contact us to discuss how we can help you and your team work in a happier,
more productive environment.

David Jones
Senior Managing Director - Asia Pacific
Robert Half

2018 SALARY GUIDE | ROBERTHALF.JP 1


About the
Salary Guide
The 2018 Robert Half Salary Guide provides extensive information on current salary ranges,
and specific job and remuneration trends for professionals working in finance and
accounting, financial services and IT.

HOW THIS GUIDE CAN HELP YOU:


If you’re managing a team, If you’re a jobseeker, you
you’ll be able to determine can be armed with industry
appropriate salary levels to benchmarks to facilitate
ensure your business can salary negotiations.
attract and retain top talent.

WHAT’S DIFFERENT ABOUT THE 2018 ROBERT HALF SALARY GUIDE?


Because employers and jobseekers are looking for very detailed salary information, the
previously-used low and high salary ranges have been replaced with percentiles. These
percentiles are determined by a candidate’s skillset and experience level, as well as the
complexity of their role. By providing a more comprehensive salary overview for all jobs, this
new approach allows both hiring managers and candidates to better benchmark starting
salaries with what other companies are offering.

WHAT HASN’T CHANGED?

As always, the 2018 Robert Half Salary Guide is based on:

• Data and insights from filled positions and professional job interviews conducted by our
team
• Local insights from the experienced Robert Half team:
• Lyndsey Hughes, Associate Director at Robert Half Japan
• David Jones, Senior Managing Director at Robert Half Asia Pacific
• Chris Kobayashi, Associate Director at Robert Half Japan
• Valentino Sebic, Division Director at Robert Half Japan
• Yewki Tomita, Managing Director at Robert Half Japan

2018 SALARY GUIDE | ROBERTHALF.JP 2


Regional outlook

1.2%
Economic growth for Japan
is forecasted at 1.2% for 20181

<2.0%
Inflation in Japan is likely to
remain below 2% in 2018-20192

2.8%
Unemployment in
Japan is at 2.8%, its
lowest level in more than
22 years3

The 2020 Tokyo Olympics are driving optimism in Japan, however the labour supply-demand
imbalance remains challenging, hindering companies from implementing growth plans.
While the Japanese government is pledging to do more to support the growth of the country’s
workforce, companies should ensure they have a proactive recruitment strategy in place in 2018.

In such an intensely competitive market such as Japan, highly skilled professionals find
themselves in an excellent position, and companies need to ensure they move quickly to
secure candidates, whilst ensuring staff retention remains a top priority.

1
Japan Times, 2017, OECD keeps 2018 forecast on track, seeing modest but ‘synchronized’
economic growth.
2
Nikkei Asia Review, 2017, Labor market reform needed for Japan’s sustained growth: IMF.
3
OECD, 2017, How does Japan compare? Employment Outlook.

2018 SALARY GUIDE | ROBERTHALF.JP 3


Finance and
accounting

“When
“ it comes to recruiting quality candidates in finance and
accounting, it’s all about speed, speed, speed. With significant
skills shortages in Japan, companies need to move quickly to
secure the right candidate.”
Yewki Tomita, Managing Director at Robert Half Japan

2018 SALARY GUIDE | ROBERTHALF.JP 4


Hiring trends

Key trends to impact finance and accounting hiring in 2018

• The war for talent continues with significant skill shortages in finance
and accounting.
• Counteroffers, while commonly used, are ineffective to retain staff.
• Bilingual expats are in demand as companies turn to foreign labour
to fill positions.

THE WAR FOR TALENT CONTINUES


The competition for candidates is expected to only become fiercer throughout 2018, with
more than two jobs advertised for every one applicant in Tokyo.4 As a result, small and large
organisations alike need to act fast once they find a suitable candidate or risk losing them
to the competition. Companies are also increasingly looking to fill roles with foreign workers
when local talent is a struggle to find.

Businesses that find it particularly challenging to source talent need to adjust their
requirements and look for candidates who may not have all the necessary technical skills,
but who have the right aptitude, and then invest in training professionals to the required skill
level once they are hired.

“In
“ the war for talent, there is no time to waste. Hiring managers
who are hesitant to secure a candidate based on a lack of
language skills risk losing the candidate who will be quickly
recruited by a more flexible competitor.”
Chris Kobayashi, Associate Director at Robert Half Japan

4
Bloomberg, 2017, Tokyo has more than two job openings for every applicant.

2018 SALARY GUIDE | ROBERTHALF.JP 5


COUNTEROFFERS CARRY UNFORESEEN CHALLENGES
In an environment where in-demand professionals are more easily enticed to a competitor,
companies are increasingly opting for counteroffers to retain skilled staff. While offering
a salary rise, an overseas posting or a promotion can seem to be a favourable short-term
outcome for an employee, the long-term effects can be dire.

Top 5 reasons why a counteroffer should be avoided


• Sets a negative precedent for the company
• Encourages other staff members to look for other job
opportunities in the attempt to re-negotiate their salary
• Undermines staff morale
• Sparks rumours of favouritism
• Wasted costs as the employee who accepts a counteroffer
typically leaves anyway

REMOVING THE LANGUAGE BARRIER


Companies and candidates alike need to re-think their approach to language skill
requirements. In a time of local talent shortages, hiring managers should look at the strengths
that qualified non-Japanese speaking employees can offer, such as bringing overseas ideas
or challenging the status quo. Foreign labour remains a largely untapped resource in Japan,
and companies can benefit from re-evaluating traditional approaches to language skillsets,
including offering language courses as part of their professional development program.

Meanwhile, foreign finance professionals pursuing employment in Japan can increase


their market value tremendously by proactively seeking training to improve their Japanese
language skills.

DID YOU The number of foreign workers in Japan


KNOW? increased to 1 million in 2017, up
20% from the previous year.5

5
Up to October 2017. Bloomberg, 2017, Why immigrant-shy Japan is luring foreign workers.

2018 SALARY GUIDE | ROBERTHALF.JP 6


“Even
“ though extending a counteroffer can be a common reaction
to a star employee resigning, offering a financial incentive to
remain with the company is likely just delaying the inevitable.”
Chris Kobayashi, Associate Director at Robert Half Japan

2018 SALARY GUIDE | ROBERTHALF.JP 7


Positions and
skills in demand
Digital transformation is setting the standard for future skillsets with the automation of
the finance and accounting profession driving a broad shift in employer expectations. Finance
and accounting professionals need more than just formal qualifications – they also need
to shift their skillsets towards analytics, quick learning, the adoption of new technological
processes, and commercial acumen that drive forward business agendas.

In a candidate-short market, companies are on the lookout for professionals who can
demonstrate a strong combination of technical and soft skills. Soft skills are now even
more important, with finance professionals expected to be able to effectively communicate
with and influence stakeholders.

“Finance
“ and accounting is no longer about crunching numbers.
Hiring managers are looking for candidates with excellent soft
skills, so they can effectively communicate data insights for
business strategy and forecasting.”
Yewki Tomita, Managing Director at Robert Half Japan

DID YOU Financial analysts are in high demand.


KNOW? With greater optimism in the Japanese market,
companies are seeking finance professionals with
a well-developed business acumen who can assist
company leaders in the decision-making process.
In addition, companies who off-shore or near-shore
their accounting teams require in-house financial
analysts to add business value.

2018 SALARY GUIDE | ROBERTHALF.JP 8


In-demand finance and accounting positions in 2018
Senior Financial Analyst

Financial Planning & Analysis Analyst

Accounting Manager

Financial Controller

In-demand finance and accounting skills in 2018

TECHNICAL SKILLS
SAP

Oracle

Advanced Excel

SOFT SKILLS
Ability to influence stakeholders

Communication skills/Business partnering

Language skills

Ability to work in a team environment

Negotiation skills

2018 SALARY GUIDE | ROBERTHALF.JP 9


Remuneration trends
With the Japanese government supporting wage increases to drive consumer spending as
a protective measure against potential inflation, companies are increasingly willing to pay a
higher salary to attract new candidates and retain existing talent.

With skilled professionals in short supply, remuneration is a critical component of recruiting


the right candidate. Hiring managers need to offer a competitive salary quickly to secure
their desired candidate.

Furthermore, salary is not the only component to consider; companies can offer a range of
non-monetary benefits to attract skilled finance professionals.

Top 5 valued benefits in 2018

Work-life balance Training Overseas travel or


(e.g. flexible work hours) opportunities postings

Project Funding for leisure


opportunities and lifestyle benefits
(e.g. gym membership)

“To
“ successfully secure talent in one of the world’s most labour-short
markets, hiring managers need to ensure they demonstrate flexibility
with salary banding for future candidates, whilst ensuring that
existing staff are satisfied with their own remuneration.”
Yewki Tomita, Managing Director at Robert Half Japan

2018 SALARY GUIDE | ROBERTHALF.JP 10


Salaries
HOW TO USE THE SALARY PERCENTILES

Several factors come into play when deciding on remuneration, such as experience, skills
and job complexity. The following table demonstrates how the key factors correlate with the
compensation figures provided:

PERCENTILE 25TH 50TH (MIDPOINT) 75TH 95TH

Candidate Less experience Average More experience Significant,


experience than typical experience than typical highly relevant
level experience

Candidate Skills require Necessary skills Strong skillset; High level


skills/ development to meet job may include of expertise,
expertise requirements specialised including
certifications specialised
certifications

Job Role may be in Role may be Role may be Role may be


complexity/ an industry with of average fairly complex highly complex
duties low competition complexity or in a fairly and more
for talent or in an competitive strategic in
or smaller, industry where industry for nature than
less complex competition talent usual; may
organisation or for talent is be in a highly
department moderate competitive
industry for talent

The salary figures represent gross yearly starting salaries. Bonuses, incentives and other forms
of remuneration are not taken into account.

The salaries listed are based on actual placements made by our offices in Japan, as well as
an analysis of the demand for the role, the supply of talent and other market conditions. In
some situations, it’s possible that remuneration falls above or below the percentiles provided.
We can help you determine appropriate salary levels for new hires based on your business
goals and budget.

2018 SALARY GUIDE | ROBERTHALF.JP 11


Salaries
Finance and accounting

JOB TITLE/COMPANY TURNOVER* 25TH 50TH 75TH 95TH


MIDPOINT

ACCOUNTING
Accountant S/M ¥ 4,500,000 ¥ 5,000,000 ¥ 5,500,000 ¥ 6,000,000
L ¥ 5,500,000 ¥ 6,000,000 ¥ 6,750,000 ¥ 7,500,000
Senior Accountant S/M ¥ 6,000,000 ¥ 6,750,000 ¥ 7,500,000 ¥ 8,000,000
L ¥ 6,500,000 ¥ 8,000,000 ¥ 9,500,000 ¥ 10,250,000
Manager S/M ¥ 7,000,000 ¥ 7,750,000 ¥ 8,250,000 ¥ 9,000,000
L ¥ 8,000,000 ¥ 10,000,000 ¥ 11,750,000 ¥ 13,000,000
Controller/Director L ¥ 10,000,000 ¥ 12,000,000 ¥ 15,000,000 ¥ 17,500,000

ACCOUNTS PAYABLE/RECEIVABLE
Accountant S/M ¥ 3,500,000 ¥ 4,500,000 ¥ 5,500,000 ¥ 6,500,000
L ¥ 4,250,000 ¥ 5,500,000 ¥ 6,250,000 ¥ 7,500,000
Manager S/M ¥ 5,500,000 ¥ 6,500,000 ¥ 7,500,000 ¥ 8,500,000
L ¥ 6,500,000 ¥ 8,000,000 ¥ 9,250,000 ¥ 10,000,000

CREDIT
Manager L ¥ 10,000,000 ¥ 14,000,000 ¥ 17,500,000 ¥ 20,000,000

* S mall companies: < ¥10 billion


Mid-size companies: ¥10 billion ≤ M ≤ ¥50 billion
Large companies: > ¥50 billion

TO DISCUSS RECRUITMENT AND SALARY TRENDS

CONTACT US

2018 SALARY GUIDE | ROBERTHALF.JP 12


JOB TITLE/COMPANY TURNOVER* 25TH 50TH 75TH 95TH
MIDPOINT

EXTERNAL AUDIT
External Auditor L ¥ 6,500,000 ¥ 7,000,000 ¥ 7,500,000 ¥ 8,500,000
Senior External Auditor L ¥ 7,500,000 ¥ 8,250,000 ¥ 9,000,000 ¥ 10,000,000
External Audit Manager L ¥ 9,000,000 ¥ 10,000,000 ¥ 11,000,000 ¥ 12,000,000
External Audit Director L ¥ 12,000,000 ¥ 13,500,000 ¥ 15,000,000 ¥ 16,000,000

FINANCE
Manager S/M ¥ 8,000,000 ¥ 9,500,000 ¥ 11,000,000 ¥ 12,000,000
L ¥ 10,000,000 ¥ 11,500,000 ¥ 13,000,000 ¥ 14,000,000
Controller S/M ¥ 9,000,000 ¥ 10,000,000 ¥ 12,000,000 ¥ 14,000,000
L ¥ 12,000,000 ¥ 13,500,000 ¥ 15,000,000 ¥ 16,000,000
CFO/Finance Director S/M ¥ 12,000,000 ¥ 14,500,000 ¥ 17,500,000 ¥ 20,000,000
L ¥ 15,000,000 ¥ 18,750,000 ¥ 22,500,000 ¥ 25,000,000

FINANCIAL PLANNING & ANALYSIS


Analyst S/M ¥ 6,000,000 ¥ 7,000,000 ¥ 8,000,000 ¥ 9,000,000
L ¥ 7,500,000 ¥ 9,000,000 ¥ 10,500,000 ¥ 12,000,000
Manager S/M ¥ 8,000,000 ¥ 10,000,000 ¥ 11,500,000 ¥ 13,000,000
L ¥ 11,000,000 ¥ 13,000,000 ¥ 16,000,000 ¥ 18,000,000
Director L ¥ 14,000,000 ¥ 16,000,000 ¥ 18,000,000 ¥ 20,000,000

INTERNAL AUDIT
Internal Auditor L ¥ 6,000,000 ¥ 7,500,000 ¥ 9,500,000 ¥ 12,000,000
Senior Internal Auditor L ¥ 7,000,000 ¥ 8,250,000 ¥ 10,500,000 ¥ 13,000,000
Internal Audit Manager L ¥ 8,000,000 ¥ 10,000,000 ¥ 12,000,000 ¥ 14,000,000
Internal Audit Director L ¥ 12,000,000 ¥ 14,000,000 ¥ 17,000,000 ¥ 20,000,000

TAX
Manager L ¥ 9,000,000 ¥ 14,000,000 ¥ 17,500,000 ¥ 20,000,000

TREASURY
Treasurer L ¥ 7,500,000 ¥ 12,500,000 ¥ 17,000,000 ¥ 20,000,000

* S mall companies: < ¥10 billion


Mid-size companies: ¥10 billion ≤ M ≤ ¥50 billion
Large companies: > ¥50 billion

2018 SALARY GUIDE | ROBERTHALF.JP 13


Financial
services

“Hiring
“ managers that want to attract and secure the best talent
would be wise to look at ways to increase hiring efficiencies to
avoid missing out on qualified candidates.”
Yewki Tomita, Managing Director at Robert Half Japan

2018 SALARY GUIDE | ROBERTHALF.JP 14


Hiring trends

Key trends to impact financial services hiring in 2018

• Automation continues to transform the landscape, bringing new job


opportunities.
• Hiring surge to support business growth continues for many financial
services companies, with increased interest in foreign labour.
• Expediting the recruitment process is a crucial factor for
companies to avoid losing top talent.

AUTOMATION BRINGS OPPORTUNITIES FOR COMPANIES AND CANDIDATES


With 31% of companies in the process of implementing AI and robotics, 34% piloting selected
areas, and 10% fully automated, automation is transforming the nature of traditional financial
services roles.6

To adapt to automation, jobseekers must shift their focus to analytics, insights and business
partnership. Companies can respond by bringing additional expertise into the organisation to
lead this change, as well as focus on staff training to leverage the benefits of automation.

“Rather
“ than eliminating jobs, workplace automation will bring
new opportunities for companies and jobseekers towards added-
value activities that will benefit their organisation and career.
Responding to change effectively throughout the transformation
will be key to remain ahead.”
Valentino Sebic, Division Director at Robert Half Japan

6
Deloitte, 2017, CFO Insights Japan Q4.

2018 SALARY GUIDE | ROBERTHALF.JP 15


A HIRING SURGE IS RESURFACING
Despite a more conservative approach following the Global Financial Crisis, more companies
are now increasing their growth initiatives and operations, particularly in the front office,
leading to more job opportunities for skilled financial services professionals.

Investment banking and corporate banking professionals are in high demand, with headcounts
increasing in mergers and acquisitions (M&A). Despite a global slowdown, Japan’s M&A market
is likely to maintain its momentum,7 seeking growth opportunities as an urgent response to the
declining population and slowing economy.

SPEED TO HIRE IS KEY TO SECURE TOP TALENT


In financial services, compliance and regulatory challenges have extended the recruitment
process in Japan, even at associate-level roles. However, lengthy recruitment processes are
causing many jobseekers to become disenfranchised and lose interest in their job applications.
In Japan’s candidate-short market, companies need to streamline and accelerate the time it
takes to hire, or face reduced productivity if the role continues to remain unfilled.

Top 5 consequences of unfilled/vacant roles


Reduced productivity Increased stress levels/Poor work-life
balance for existing employees
Low team morale
Missed project milestones
Inability to progress new
business/revenue opportunities

Tips to reduce the time it takes to hire

Try to minimise the number Make sure the budget is Don’t delay extending
of internal stakeholders approved before you start the job offer

7
CNBC, 2017, Global M&A activity is slowing, but Japanese firms are aggressively
acquiring overseas.

2018 SALARY GUIDE | ROBERTHALF.JP 16


Positions and
skills in demand
Financial services professionals require more than just formal qualifications – they also need
to ensure they can demonstrate the technical and soft skills needed to drive forward business
strategies. Companies should also invest in upskilling their current staff with the requisite skills
to capitalise on growth opportunities.

In-demand skills for financial services professionals in 2018

TECHNICAL SKILLS SOFT SKILLS


Programming Emotional intelligence
(Artificial Intelligence
and algorithms) Creativity

Pricing People management


(Trading and risk)
Good judgement and
decision making

Service orientation

WHICH AREAS OF FINANCIAL SERVICES ARE THE MOST IN DEMAND IN 2018?


1. Prime-related trading – With US brokers increasing their focus on hedge fund
businesses in Japan, financial services professionals with skills in facilitation, Delta1,
Index and SBL are in high demand.
2. Custody-related services – Business is becoming more sophisticated, and top tier
US banks are positioning their global custody services as important profit centres
that contribute to their futures, collateral, clearing and prime-related client offerings.
As such, the range of services offered by Japanese companies are evolving, and
professionals with experience in FXPB and settlements are highly coveted.
3. Client coverage sales traders – Finance professionals who possess both the technical
abilities – such as electronic execution, DMA-related platform sales and High Touch –
and the soft skills to optimise the platform deliveries to clients are highly desirable.

2018 SALARY GUIDE | ROBERTHALF.JP 17


“Hiring
“ managers can decrease the duration of the recruitment
process by expediting approval processes, and most importantly,
knowing what level of competitive salary to offer a candidate
before the salary negotiation.”
Valentino Sebic, Division Director at Robert Half Japan

2018 SALARY GUIDE | ROBERTHALF.JP 18


Remuneration trends
Candidates are more savvy and informed than ever before. Due to a limited pool of qualified
talent in financial services, candidates feel empowered when negotiating remuneration.
Hiring managers need to ensure they have prior knowledge of market rates, as well as what
non-financial benefits they can offer to incentivise jobseekers, particularly in the area of
work-life balance.

Areas in financial services


offering the highest salaries
Prime-related trading

Custody-related services

Client coverage

Most popular measures to improve the


work-life balance of financial services professionals

Flexible work hours/ Additional leave/ On-site amenities


Flex-time holidays (childcare, gym, dry
cleaning, etc.)

Restricting Wellness
hours worked plans

2018 SALARY GUIDE | ROBERTHALF.JP 19


Salaries
HOW TO USE THE SALARY PERCENTILES

Several factors come into play when deciding on remuneration, such as experience, skills
and job complexity. The following table demonstrates how the key factors correlate with the
compensation figures provided:

PERCENTILE 25TH 50TH (MIDPOINT) 75TH 95TH

Candidate Less experience Average More experience Significant,


experience than typical experience than typical highly relevant
level experience

Candidate Skills require Necessary skills Strong skillset; High level


skills/ development to meet job may include of expertise,
expertise requirements specialised including
certifications specialised
certifications

Job Role may be in Role may be Role may be Role may be


complexity/ an industry with of average fairly complex highly complex
duties low competition complexity or in a fairly and more
for talent or in an competitive strategic in
or smaller, industry where industry for nature than
less complex competition talent usual; may
organisation or for talent is be in a highly
department moderate competitive
industry for talent

The salary figures represent gross yearly starting salaries. Bonuses, incentives and other forms
of remuneration are not taken into account.

The salaries listed are based on actual placements made by our offices in Japan, as well as
an analysis of the demand for the role, the supply of talent and other market conditions. In
some situations, it’s possible that remuneration falls above or below the percentiles provided.
We can help you determine appropriate salary levels for new hires based on your business
goals and budget.

2018 SALARY GUIDE | ROBERTHALF.JP 20


Salaries
Financial services

JOB TITLE 25TH 50TH 75TH 95TH


MIDPOINT

RISK
COMPLIANCE
Analyst ¥ 6,500,000 ¥ 7,000,000 ¥ 7,500,000 ¥ 9,000,000
Associate/Manager/AVP ¥ 8,000,000 ¥ 9,000,000 ¥ 11,000,000 ¥ 14,000,000
VP ¥ 12,000,000 ¥ 14,000,000 ¥ 16,000,000 ¥ 22,000,000
SVP/Director ¥ 18,000,000 ¥ 20,000,000 ¥ 24,000,000 ¥ 26,000,000
Managing Director ¥ 25,000,000 ¥ 27,000,000 ¥ 30,000,000 ¥ 35,000,000
CREDIT RISK
Analyst ¥ 5,000,000 ¥ 5,940,000 ¥ 6,875,000 ¥ 7,500,000
Associate/Manager/AVP ¥ 7,500,000 ¥ 9,935,000 ¥ 12,375,000 ¥ 14,000,000
VP ¥ 13,000,000 ¥ 15,250,000 ¥ 17,500,000 ¥ 19,000,000
SVP/Director ¥ 19,000,000 ¥ 20,875,000 ¥ 22,750,000 ¥ 24,000,000
Managing Director ¥ 24,000,000 ¥ 27,185,000 ¥ 30,375,000 ¥ 32,500,000
MARKET RISK
Analyst ¥ 5,000,000 ¥ 6,125,000 ¥ 7,250,000 ¥ 8,000,000
Associate/Manager/AVP ¥ 8,000,000 ¥ 10,250,000 ¥ 12,500,000 ¥ 14,000,000
VP ¥ 13,000,000 ¥ 15,250,000 ¥ 17,500,000 ¥ 19,000,000
SVP/Director ¥ 19,000,000 ¥ 20,875,000 ¥ 22,750,000 ¥ 24,000,000
Managing Director ¥ 24,000,000 ¥ 27,185,000 ¥ 30,375,000 ¥ 32,500,000
OPERATIONAL RISK
Analyst ¥ 5,150,000 ¥ 6,219,000 ¥ 7,290,000 ¥ 8,000,000
Associate/Manager/AVP ¥ 7,500,000 ¥ 9,938,000 ¥ 12,375,000 ¥ 14,000,000
VP ¥ 13,000,000 ¥ 14,688,000 ¥ 16,375,000 ¥ 17,500,000
SVP/Director ¥ 17,500,000 ¥ 18,438,000 ¥ 19,375,000 ¥ 20,000,000

2018 SALARY GUIDE | ROBERTHALF.JP 21


JOB TITLE 25TH 50TH 75TH 95TH
MIDPOINT

FINANCE
FINANCE PROJECTS
Analyst ¥ 5,500,000 ¥ 6,625,000 ¥ 7,750,000 ¥ 8,500,000
Associate/Manager/AVP ¥ 8,000,000 ¥ 10,625,000 ¥ 13,250,000 ¥ 15,000,000
VP ¥ 13,500,000 ¥ 15,935,000 ¥ 18,375,000 ¥ 20,000,000
SVP/Director ¥ 19,400,000 ¥ 20,750,000 ¥ 22,100,000 ¥ 23,000,000
Managing Director ¥ 22,300,000 ¥ 24,625,000 ¥ 26,950,000 ¥ 28,500,000
FINANCIAL ADVISORY AND CONSULTING
Associate ¥ 5,000,000 ¥ 6,125,000 ¥ 7,250,000 ¥ 8,000,000
Senior Associate ¥ 7,500,000 ¥ 8,813,000 ¥ 10,125,000 ¥ 11,000,000
Manager ¥ 10,000,000 ¥ 11,125,000 ¥ 12,250,000 ¥ 13,000,000
Senior Manager/Vice President ¥ 12,000,000 ¥ 12,938,000 ¥ 13,875,000 ¥ 14,500,000
Director ¥ 14,000,000 ¥ 15,500,000 ¥ 17,000,000 ¥ 18,000,000
Partner ¥ 18,000,000 ¥ 22,500,000 ¥ 27,000,000 ¥ 30,000,000
FINANCIAL CONTROL
Analyst ¥ 6,000,000 ¥ 6,750,000 ¥ 7,500,000 ¥ 8,000,000
Associate/Manager/AVP ¥ 8,000,000 ¥ 10,438,000 ¥ 12,875,000 ¥ 14,500,000
VP ¥ 13,000,000 ¥ 15,250,000 ¥ 17,500,000 ¥ 19,000,000
SVP/Director ¥ 18,000,000 ¥ 20,625,000 ¥ 23,250,000 ¥ 25,000,000
Managing Director ¥ 25,000,000 ¥ 27,250,000 ¥ 29,500,000 ¥ 31,000,000
INTERNAL AUDIT
Analyst ¥ 5,500,000 ¥ 6,500,000 ¥ 7,500,000 ¥ 8,000,000
Associate/Manager/AVP ¥ 8,500,000 ¥ 9,000,000 ¥ 11,000,000 ¥ 15,000,000
VP ¥ 14,000,000 ¥ 16,000,000 ¥ 18,000,000 ¥ 22,000,000
SVP/Director ¥ 18,000,000 ¥ 20,000,000 ¥ 22,000,000 ¥ 25,000,000
Managing Director ¥ 24,000,000 ¥ 26,000,000 ¥ 30,000,000 ¥ 36,000,000
MANAGEMENT REPORTING
Analyst ¥ 6,000,000 ¥ 6,750,000 ¥ 7,500,000 ¥ 8,000,000
Associate/Manager/AVP ¥ 7,000,000 ¥ 10,000,000 ¥ 13,000,000 ¥ 15,000,000
VP ¥ 14,000,000 ¥ 15,500,000 ¥ 17,000,000 ¥ 18,000,000
SVP/Director ¥ 18,000,000 ¥ 20,625,000 ¥ 23,250,000 ¥ 25,000,000
TAX
Analyst ¥ 6,000,000 ¥ 7,313,000 ¥ 8,625,000 ¥ 9,500,000
Associate/Manager/AVP ¥ 9,000,000 ¥ 11,250,000 ¥ 13,500,000 ¥ 15,000,000
VP ¥ 14,000,000 ¥ 15,875,000 ¥ 17,750,000 ¥ 19,000,000
SVP/Director ¥ 18,000,000 ¥ 19,125,000 ¥ 20,250,000 ¥ 21,000,000
Managing Director ¥ 22,000,000 ¥ 25,375,000 ¥ 28,750,000 ¥ 31,000,000

2018 SALARY GUIDE | ROBERTHALF.JP 22


JOB TITLE 25TH 50TH 75TH 95TH
MIDPOINT

OPERATIONS AND TRANSFORMATION


MANAGEMENT CONSULTING
Associate ¥ 5,000,000 ¥ 6,125,000 ¥ 7,250,000 ¥ 8,000,000
Senior Associate ¥ 7,500,000 ¥ 8,625,000 ¥ 9,750,000 ¥ 10,500,000
Manager ¥ 9,500,000 ¥ 10,813,000 ¥ 12,125,000 ¥ 13,000,000
Senior Manager/Vice President ¥ 12,000,000 ¥ 13,125,000 ¥ 14,250,000 ¥ 15,000,000
Director ¥ 14,000,000 ¥ 15,875,000 ¥ 17,750,000 ¥ 19,000,000
Partner ¥ 18,000,000 ¥ 22,500,000 ¥ 27,000,000 ¥ 30,000,000
OPERATIONS
Analyst ¥ 5,000,000 ¥ 5,750,000 ¥ 6,500,000 ¥ 7,000,000
Associate/Manager/AVP ¥ 7,000,000 ¥ 10,000,000 ¥ 13,000,000 ¥ 15,000,000
VP ¥ 14,000,000 ¥ 15,500,000 ¥ 17,000,000 ¥ 18,000,000
SVP/Director ¥ 18,000,000 ¥ 19,500,000 ¥ 21,000,000 ¥ 22,000,000
Managing Director ¥ 20,000,000 ¥ 23,750,000 ¥ 27,500,000 ¥ 30,000,000

TO DISCUSS RECRUITMENT AND SALARY TRENDS

CONTACT US

2018 SALARY GUIDE | ROBERTHALF.JP 23


Technology

“As
“ companies race to digitise and innovate, highly qualified IT
professionals find themselves in high demand. The rapid rate
at which companies are increasing their investment towards
better engagement with consumers will continue to shape the
technology industry.”
Lyndsey Hughes, Associate Director at Robert Half Japan

2018 SALARY GUIDE | ROBERTHALF.JP 24


Hiring trends

Key trends to impact technology hiring in 2018

• Staff retention remains a business priority due to the costs in both


time and money to replace staff.
• Increased demand and short supply of talent continues to affect
Japan’s technology sector.
• A race to digitise drives companies to train and upskill talent
within the organisation, and attract new skillsets from outside to
maintain competitiveness.

STAFF RETENTION REMAINS BUSINESS CRITICAL


Retaining key IT staff remains a critical issue for both small and large organisations, and
needs to be a strategic priority for companies. With top talent in short supply, companies
benefit from setting proactive staff retention strategies to avoid the time and cost involved
with replacing staff.

Top 5 recommended staff retention initiatives

Employee appreciation Employee wellness Regular salary reviews


initiatives programs

Training and professional Flexible and/or remote


development programs working opportunities

2018 SALARY GUIDE | ROBERTHALF.JP 25


DEMAND FOR TALENT OUTSTRIPPING SUPPLY
With Japan’s technology market growing rapidly, organisations are increasingly looking for
talented candidates to take on new initiatives. The increased demand and limited supply of
talent, particularly for specialised technology roles, means that companies need to move fast
to secure candidates who have greater choice in a competitive market.

MOST POPULAR INITIATIVES IN 2018


Business transformation

IT security/risk

Cloud adoption/technology

Big Data/Data analytics initiatives

Digitisation

Industry growth and the changing workplace are driving employers to hire both temporary
and permanent IT staff with the right mix of skillsets to meet strategic and operational
objectives, making contract workers an intrinsic part of the IT department.

DID YOU More than 80% of companies expect


KNOW? labour shortages will force them to
restrict the number of services they offer
over the next several years.8

8
Reuters, 2017, Japanese companies struggle to hire, retain staff as labor shortage worsens.

2018 SALARY GUIDE | ROBERTHALF.JP 26


Top 5 drivers behind hiring contract/temporary IT professionals

Lack of financial resources to Cost


hire permanent employees efficiency

Faster hiring process Skills shortage Increased flexibility

A RACE TO DIGITISE
With all eyes on Japan in the lead up to the 2020 Tokyo Olympic Games, companies are
keen to ensure their systems and services – in particular e-commerce and CRM – are of global
standard. With an ageing population and labour shortages, the government is encouraging
companies to invest in technology such as AI as a strategy to help boost the economy.9

DID YOU Artificial Intelligence (AI) and the Internet of Things (IoT) are
KNOW? the top budget priorities for Japanese executives.10

Japan’s Ministry of Economy, Trade and Industry’s “Industrial Policy for Innovation in Japan”
encourages companies to directly learn from and be inspired by Silicon Valley with the aim of
fuelling innovation.11 Companies will rely on skilled technology professionals to develop and
implement those innovative initiatives.

9
Australian Financial Review, 2017, Japan sees social and economic salvation in technology.
10
Financial Times, 2017, Internet of Things tops Shinzo Abe’s list of priorities.
11
The National, 2017, Japanese start-ups generate innovation.

2018 SALARY GUIDE | ROBERTHALF.JP 27


“A
“ proactive retention strategy needs to be the top priority for
hiring managers in the technology sector. Otherwise they risk
losing valuable company knowledge, productivity and customers,
which can ultimately lead to financial setbacks.”
Lyndsey Hughes, Associate Director at Robert Half Japan

2018 SALARY GUIDE | ROBERTHALF.JP 28


Positions and
skills in demand
As companies look to secure permanent and temporary staff in technology, they seek
candidates who can demonstrate the right combination of technical and soft skills. With
Japan’s race to digitise, technology candidates in Japan find themselves in great demand
in 2018, particularly those in cyber-security.

DID YOU 60% of IT decision makers require additional staff


KNOW? experienced in cyber-security to handle the vast
quantities of data that IoT solutions generate.12

Cyber-security is a key priority for businesses in 2018, as fast implementation of


technology initiatives requires defence against potential data threats. Companies need to
take a comprehensive approach that combines both technology and professional expertise
to tackle these threats.

In-demand technology skills in 2018

TECHNICAL SKILLS SOFT SKILLS


Cyber-security Adaptability

Digital development Communication skills/


Business partnering
Data analytics
Language skills
Project management
Ability to work in a
team environment

Negotiation skills

12
Inmarsat Research Report, 2017, The Future of IoT in Enterprise.

2018 SALARY GUIDE | ROBERTHALF.JP 29


Remuneration trends
With significant investment in IT and the consequent demand for skilled technology
professionals, it’s never been more important for companies in Japan to offer
competitive salaries.

As the gap widens between supply and demand, companies need to set proactive
remuneration strategies and be open to negotiation, or face reduced productivity
when vacant roles take months to fill.

Best paying industries for technology professionals in 2018

Web services Financial services IT product firms

Most in-demand positions in technology in 2018

IT Security Specialist Project Manager Data Scientist

Back-end Engineer Customer Relationship Digital Marketing


Marketing/Business Specialist
Intelligence

2018 SALARY GUIDE | ROBERTHALF.JP 30


Top 3 drivers for a higher salary package for
technology professionals in 2018
• High in-demand skillsets (data analytics, cloud, AI, cyber-security)
• Bilingual capability
• Business/domain understanding – bridging technology with business needs

“To
“ bridge the gap between talent demand and supply in 2018,
companies must be prepared to increase salaries to meet
prospective candidates’ expectations. The more technical the
position, the more flexible companies may need to be with salaries.”
Yewki Tomita, Managing Director at Robert Half Japan

2018 SALARY GUIDE | ROBERTHALF.JP 31


Salaries
HOW TO USE THE SALARY PERCENTILES

Several factors come into play when deciding on remuneration, such as experience, skills
and job complexity. The following table demonstrates how the key factors correlate with the
compensation figures provided:

PERCENTILE 25TH 50TH (MIDPOINT) 75TH 95TH

Candidate Less experience Average More experience Significant,


experience than typical experience than typical highly relevant
level experience

Candidate Skills require Necessary skills Strong skillset; High level


skills/ development to meet job may include of expertise,
expertise requirements specialised including
certifications specialised
certifications

Job Role may be in Role may be Role may be Role may be


complexity/ an industry with of average fairly complex highly complex
duties low competition complexity or in a fairly and more
for talent or in an competitive strategic in
or smaller, industry where industry for nature than
less complex competition talent usual; may
organisation or for talent is be in a highly
department moderate competitive
industry for talent

The salary figures represent gross yearly starting salaries. Bonuses, incentives and other forms
of remuneration are not taken into account.

The salaries listed are based on actual placements made by our offices in Japan, as well as
an analysis of the demand for the role, the supply of talent and other market conditions. In
some situations, it’s possible that remuneration falls above or below the percentiles provided.
We can help you determine appropriate salary levels for new hires based on your business
goals and budget.

2018 SALARY GUIDE | ROBERTHALF.JP 32


Salaries
Technology

JOB TITLE 25TH 50TH 75TH 95TH


MIDPOINT

Algorithmic Trading Engineer/


¥ 8,000,000 ¥ 12,000,000 ¥ 15,000,000 ¥ 18,000,000
Finance Trading Engineer
Application Development Manager
¥ 12,000,000 ¥ 14,250,000 ¥ 16,500,000 ¥ 18,000,000
(Front, middle, back office)
Application Support ¥ 7,000,000 ¥ 9,625,000 ¥ 11,000,000 ¥ 13,000,000
Architect (Applications, Solutions,
¥ 12,000,000 ¥ 14,625,000 ¥ 17,250,000 ¥ 19,000,000
Systems, Data, Infrastructure)
Business Analyst ¥ 7,000,000 ¥ 9,625,000 ¥ 12,250,000 ¥ 14,000,000
Business Process Expert ¥ 7,000,000 ¥ 9,625,000 ¥ 12,250,000 ¥ 14,000,000
Client Relationship Manager/
¥ 10,000,000 ¥ 14,000,000 ¥ 18,000,000 ¥ 22,000,000
Account Manager
Cloud Engineer ¥ 8,000,000 ¥ 11,000,000 ¥ 14,000,000 ¥ 15,000,000
Data Engineer ¥ 7,000,000 ¥ 10,000,000 ¥ 13,000,000 ¥ 14,000,000
Data Analytics/Data Scientist/
¥ 8,000,000 ¥ 12,000,000 ¥ 14,500,000 ¥ 18,000,000
Business Intelligence/Modelling Specialist
Data Centre Manager ¥ 9,000,000 ¥ 11,250,000 ¥ 13,500,000 ¥ 15,000,000
Database Administrator ¥ 7,000,000 ¥ 9,250,000 ¥ 11,500,000 ¥ 13,000,000
Developer/Software Engineer
¥ 7,000,000 ¥ 10,000,000 ¥ 14,000,000 ¥ 18,000,000
(Front-end/Back-end/Full-stack)
Digital Marketing/CRM ¥ 8,000,000 ¥ 11,750,000 ¥ 15,500,000 ¥ 18,000,000
Digital Strategist ¥ 8,000,000 ¥ 11,000,000 ¥ 14,000,000 ¥ 16,000,000
eCommerce Specialist ¥ 8,000,000 ¥ 10,625,000 ¥ 13,250,000 ¥ 16,000,000
ERP Consultant ¥ 8,000,000 ¥ 10,625,000 ¥ 13,250,000 ¥ 15,000,000
Front Office Developer (Banking) ¥ 10,000,000 ¥ 12,500,000 ¥ 15,500,000 ¥ 18,000,000
Helpdesk/Desktop Support ¥ 5,000,000 ¥ 7,000,000 ¥ 9,000,000 ¥ 10,000,000
Helpdesk Manager ¥ 8,000,000 ¥ 10,000,000 ¥ 12,000,000 ¥ 14,000,000

2018 SALARY GUIDE | ROBERTHALF.JP 33


JOB TITLE 25TH 50TH 75TH 95TH
MIDPOINT

Infrastructure/Operations Manager ¥ 8,000,000 ¥ 11,750,000 ¥ 15,500,000 ¥ 18,000,000


iOS/Android Engineer ¥ 7,000,000 ¥ 10,000,000 ¥ 14,000,000 ¥ 18,000,000
IT Audit/IT Risk ¥ 8,000,000 ¥ 12,000,000 ¥ 15,000,000 ¥ 18,000,000
IT Director/Chief Information Officer/
¥ 12,000,000 ¥ 22,500,000 ¥ 33,000,000 ¥ 40,000,000
Chief Technology Officer
IT/Cyber-security Specialist ¥ 8,000,000 ¥ 12,500,000 ¥ 17,000,000 ¥ 20,000,000
Internal IT Manager ¥ 6,000,000 ¥ 9,000,000 ¥ 12,000,000 ¥ 14,000,000
IT Strategy/Planning/Consulting ¥ 9,000,000 ¥ 12,000,000 ¥ 16,000,000 ¥ 22,000,000
Machine Learning/NLP Engineer ¥ 9,000,000 ¥ 12,500,000 ¥ 16,000,000 ¥ 20,000,000
Network & Server Support/Engineer ¥ 6,000,000 ¥ 8,250,000 ¥ 10,500,000 ¥ 12,000,000
Pre-sales/Post-sales (ERP/Software/
¥ 9,000,000 ¥ 11,625,000 ¥ 14,250,000 ¥ 16,000,000
Solution/Infrastructure)
Producer/Product Manager ¥ 8,000,000 ¥ 10,000,000 ¥ 12,000,000 ¥ 14,000,000
Professional Services Manager/
¥ 16,000,000 ¥ 21,000,000 ¥ 25,000,000 ¥ 30,000,000
Director
Program Manager/Director ¥ 12,000,000 ¥ 15,750,000 ¥ 19,500,000 ¥ 22,000,000
Project Coordinator ¥ 6,000,000 ¥ 7,500,000 ¥ 9,000,000 ¥ 10,000,000
Project Manager/
¥ 8,000,000 ¥ 11,750,000 ¥ 15,500,000 ¥ 18,000,000
Senior Project Manager
Sales/Business Development Director ¥ 18,000,000 ¥ 26,250,000 ¥ 34,500,000 ¥ 40,000,000
Sales Representative (Adtech/ERP/
¥ 8,000,000 ¥ 12,500,000 ¥ 17,000,000 ¥ 20,000,000
Software/Solution/Infrastructure)
Service Delivery Manager ¥ 10,000,000 ¥ 14,000,000 ¥ 16,000,000 ¥ 18,000,000
Scrum Master/DevOps ¥ 7,000,000 ¥ 10,000,000 ¥ 14,000,000 ¥ 18,000,000
Systems Analyst/
¥ 7,000,000 ¥ 9,625,000 ¥ 12,250,000 ¥ 14,000,000
Technical Business Analyst
Technical Account Manager/
¥ 9,000,000 ¥ 11,500,000 ¥ 13,000,000 ¥ 15,000,000
Customer Success Manager
Testing/Quality Assurance Analyst ¥ 6,000,000 ¥ 7,875,000 ¥ 9,750,000 ¥ 11,000,000
UI/UX Designer ¥ 6,000,000 ¥ 9,000,000 ¥ 11,000,000 ¥ 12,000,000

TO DISCUSS RECRUITMENT AND SALARY TRENDS

CONTACT US

2018 SALARY GUIDE | ROBERTHALF.JP 34


Calculate your
custom salary
Get current compensation data to help you recruit your new hire or land your next job. To
find the average salary ranges for finance, accounting, financial services and technology
professionals, go to the Robert Half Salary Calculator. The online tool calculates a result
for you based on your specialisation, job category and job title.

CALCULATE YOUR CUSTOM SALARY

2018 SALARY GUIDE | ROBERTHALF.JP 35


Building a happy, engaged
and productive team
Ensuring a high level of workplace happiness among employees is no longer just essential for
productivity and business growth. Companies are finding on-the-job satisfaction is also a key
factor in securing and retaining top performers.

Here are six steps to help ensure your employees feel satisfied in their jobs*

HIRE FOR FIT PROVIDE MEANINGFUL WORK


Employees who fit in well with Be sure to share how your team’s
the workplace culture are likely contributions support big-picture
to feel more content in their goals.
work environment.
FAIRNESS MATTERS
EMPOWER STAFF
A single instance of unfairness
Let your employees make can turn a happy employee
decisions on their own or with into one who is sceptical of
minimal direction. the company.

SHOW APPRECIATION FOSTER A CULTURE OF


COLLABORATION
Be quick to thank employees
for a job well done. Staff cohesion fuels job satisfaction –
as well as innovation.

“Happy
“ employees are an essential component of any thriving business as workplace
happiness can have a tangible impact on productivity and profitability. Employees who are
happy in their job are generally more productive, engaged, creative and less likely to leave
the organisation, which directly impacts the bottom line, thereby enabling companies to
remain competitive.”

David Jones, Senior Managing Director at Robert Half Asia Pacific

* Source: Robert Half’s “IT’S TIME WE ALL WORK HAPPY™: The secrets of the happiest companies and
employees” report.

2018 SALARY GUIDE | ROBERTHALF.JP 36


roberthalf.jp

© 2018 Robert Half. RH-0318-JPN-ENG

You might also like