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SALARY GUIDE
SHARING OUR
EXPERTISE
Salaries and recruiting trends across Australia and New Zealand.
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HAYS AUSTRALIA & NEW ZEALAND
10,000+
PEOPLE PLACED IN PERMANENT JOBS EACH YEAR
8,500+
TEMPORARY AND CONTRACT STAFF ENGAGED EACH WEEK
670+
CONSULTANTS IN AUSTRALIA & NEW ZEALAND
36
LOCATIONS ACROSS AUSTRALIA & NEW ZEALAND
33+
YEARS OF EXPERIENCE
62%
Less than 3%
From 3% to 6%
From 6% to 10%
10% 5% 4%
13%
27%
For specific industries
64%
77%
4% 2% 5% 2%
26%
30%
68% 63%
20%
26%
For specific industries
67%
72%
4% 4%
8%
10%
26%
56%
32%
60%
4% 1% 5% 2%
43% 27%
52%
66%
2% 1% 4% 1%
19%
33%
62%
78%
43%
Across all industries
47%
Less than 3%
From 3% to 6%
From 6% to 10%
5% 3%
10%
26%
43%
For specific industries
44%
69%
7% 1% 5%
44%
41%
54%
48%
3% 8% 2%
15%
28%
36%
54%
54%
1% 1% 1%
47%
52%
47%
51%
4% 2% 4%
53%
43% 51% 43%
52%
Employer bears
FBT cost
31% Employee bears
FBT cost
Cost shared between
Employer & Employee
Other
Increased
33% 25% 42% Decreased
26%
32%
39%
24%
29%
Accountancy & Finance Engineering
30% 32%
43%
47%
23% 25%
30% 38%
35%
45%
25% 27%
Marketing Operations
30%
43% 39%
17% 31%
Purchasing Sales
37%
40%
23%
Other
Increase
45% 9% 46% Decrease
29% 31%
62% 60%
9%
9%
36%
45%
For specific departments
48% 46%
7% 18%
Human Resources Information Technology
40% 39%
50%
55%
5% 11%
Marketing Operations
37%
43%
49%
57%
6%
8%
Purchasing Sales
40%
52%
8%
Other
Temporary/Contractors
(through an employment consultancy)
Job Sharing
Mixture, Other
(inc. overseas recruitment, acquisitions)
12%
25%
29%
42%
For specific departments
46%
46%
Accountancy & Finance Engineering
52%
41%
Human Resources Information Technology
10%
24%
31%
30%
60%
45%
Marketing Operations
7%
14%
20%
47%
39%
73%
Purchasing Sales
25%
29%
46%
Other
Increase
22% 9% 69% Decrease
12%
8%
37%
56%
80%
7%
20%
25%
10%
11%
64%
70%
25% 25%
60%
63% 12%
15%
Marketing Operations
17%
65%
73% 6%
Purchasing Sales
24%
9%
67%
Other
26%
60% Increased
14%
Decreased
27%
73%
Paid
Unpaid
39%
60% Yes
Sometimes
No
19%
44%
Across all industries
56%
23%
Increased
Decreased
18%
21%
32%
28%
18%
27%
53%
58%
29%
15%
53%
21%
59% 30%
18%
22%
20% 54%
62%
24%
18%
28%
55%
5%
27%
67%
22% 23%
54%
19% 58%
24%
Significant impact
No impact 51%
36%
45%
19%
30%
38%
39%
43%
31%
Consumer Confidence Capex Investment
(by customers)
Strengthening
67% 30% 3%
Static
Salaries are in ‘000. 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 superannuation or other benefits are included. All salaries are
represented in local currencies.
Federal Government restructures and legislative changes in the form of Salaries in the resources and banking sectors have remained the most
the Fair Work Act increased the need for temporary staff across Australia consistent compared to last year. The SME sector experienced a slight
as companies acted to ensure compliance. decline in HR salaries and remains the most cost sensitive.
In January 2010 there was still a plethora of good quality candidates Advice to candidates
available, but by March the number of available and experienced While candidates are in a much stronger position than they were a year
candidates had dropped. Looking ahead we expect candidate shortages ago, the market still remains competitive. Be aware that employer
to emerge across all levels and specialisms. expectations are higher than they have been in the past three to four
years. Prepare thoroughly for interviews, spend time writing a detailed
Changes to recruitment practices resume, and consider carefully every job offer.
The movement away from recruiting temporary and contract staff to
permanent staff was the most significant change to recruitment practices Do not expect a huge salary increase. Instead look for a role that will add
and a strong indication of the market’s rebound in late 2009. to your suite of skills and offer opportunities with the right organisation.
During the downturn many employers choose to try and recruit directly, New Zealand
and only utilise the services of agencies for specialist or hard to fill roles. Market changes
However we have now seen an increase in the number of employers Over the past 18 months the responsibilities of HR professionals
approaching us at the outset of the recruitment process. changed from actively increasing headcount to actively managing
headcount. Recruitment activity reduced and workloads around
Organisations are using a holistic approach to candidate attraction restructuring and performance management increased throughout most
combined with more rigorous selection processes to ensure they capture of 2009. The staffing downturn reduced permanent employment
all the available talent, including passive job seekers. They are introducing opportunities for HR professionals, with many companies employing HR
more stages into the recruitment process, including psychometric testing consultants on temporary or fixed-term contracts to complete portions
and meeting potential peers to assess cultural fit. of specialised work.
Positions in demand From late October 2009, vacancy activity rose for a broader range of
With a focus on business efficiencies and cost savings we expect roles as strategic plans for growth and development took place in
organisations to continue to recruit OH&S candidates to prevent injuries anticipation of the economic recovery. While there was a lull over the
in the first instance. This is already occurring in Victoria and South December/January period, demand again recommenced in February
Australia. Costs due to work cover premiums have been a measurable 2010. This was most evident within ER/IR, organisational change and
way that HR can reduce costs to a business. development and more specifically in learning and development.
However entry-level roles remain rare as organisations prefer candidates
In Western Australia there is a shortage of specialist Recruiters for mining with relevant experience.
services as well as contract HR Officers and Advisors. Queensland needs
Internal Recruitment specialists as businesses rebuild their human capital. Salary movements
HR Management positions in remote mining areas are also increasing. Even those HR professionals employed throughout the recession were
not immune to the human cost of the downturn, with their motivation
Our nation’s capital is experiencing a shortage of candidates at all levels and engagement levels challenged. As the market improves passive
in the Industrial Relations and Employee Relations discipline, which is not candidates are investigating opportunities to gain new challenges or
exclusive to a specific industry or sector. move into less demanding roles that offer equivalent or better rewards.
Public sector trends Minimal candidate movement took place over the past 18 months. Many
In the early part of this financial year the demand for senior highly-skilled candidates are now on a strong salary package as a result
Organisational and Change Consultants was high as organisations sought of this longevity in their current role. In some cases, new employers are
to improve processes and efficiencies in an effort to reduce costs. With prepared to meet these salaries in order to secure such top candidates. In
confidence returning and the retention and development of key staff other areas, such as generalist HR roles, candidate expectations are far
again a priority, demand has risen across the entire HR spectrum from lower. This is most obvious for those candidates not in full time
Generalist roles through to niche areas such as Organisational employment. Therefore, we may see some upward pressure over the next
Development and Learning and Development. 12 months in specialist areas.
Senior HR HR Consultant/ HR
Salaries in ‘000 HR Director HR Manager Consultant/ Coordinator/
Advisor/Officer Advisor Administrator
NSW - Sydney 220 120 95 80 55
150 - 375 85 - 160 80 - 110 65 - 95 45 - 65
VIC - Melbourne 200 110 85 75 52
150 - 350 90 - 160 70 - 95 65 - 90 45 - 60
QLD - Brisbane 200 120 85 75 55
150 - 350 90 - 160 75 - 95 60 - 85 45 - 60
SA - Adelaide 200 130 85 70 55
150 - 250 100 - 160 75 - 100 60 - 90 45 - 65
WA - Perth 200 120 90 80 60
120 - 250 100 - 160 70 - 120 65 - 100 50 - 70
ACT - Canberra 200 105 80 75 52
120 - 250 95 - 115 70 - 90 65 - 85 50 - 55
NZ - Auckland 180 115 85 75 48
130 - 200 85 - 140 75 - 90 55 - 95 42 - 52
Notes
• All salaries shown exclude superannuation
• New Zealand salaries are represented in New Zealand Dollars
Salaries in ‘000 OH&S Director OH&S Manager OH&S Consultant OH&S Coordinator
Notes
• All salaries shown exclude superannuation
• New Zealand salaries are represented in New Zealand Dollars
Australia skills shortages were felt. In response to the Gershon report, permanent
roles were created in Canberra. In a contract-led city, this meant that higher
Market changes salaries had to be offered to attract and secure candidates.
Recovery is the word that best encapsulates Australia’s IT market today,
with all states and territories experiencing rising IT vacancy activity in
Advice to candidates
response to project approvals. Victoria and New South Wales have led
the way, with the commencement of several major IT projects increasing Make sure you provide a compelling reason for looking for a new role. It is
job flow. The resource-rich states of Western Australia and Queensland not enough to say you want a change as employers still value candidates
are following closely behind. that expect to remain in their role long-term. Demonstrate how you can
add value to an organisation. Be realistic in your salary expectations, and
The upswing in market sentiment has meant that candidates who were do not accept a role based on salary alone. Instead, we suggest you also
previously unwilling or reticent to move are now confident to enter the consider benefits, cultural fit and non-financial incentives.
market and advance their career. In a further sign of the market’s
recovery, candidates have started to receive multiple offers. New Zealand
Market changes
The belief that information technology provides competitive advantage New Zealand’s IT market underwent a dramatic change over the last 18
ensures IT executives will justify their budgets. Consequently a large months. The global recession severely impacted the private sector while
number of niche technology companies are doing well. public sector spending declined sharply. Together this created a
depressed technology sector. A lack of ongoing project work saw the
Changes to recruitment practices project delivery space fall quiet, impacting PMOs, Project Managers and
The past financial year could best be described as a year of two halves. In Business Analysts via downsizing and restructures.
the first half of the year, recruitment was not a priority. Headcount
reduced and companies spent a lot less time attracting and retaining staff. A marked reversal began in October 2009 with the resurgence of
business confidence. Today employers are resourcing for upcoming
In December 2009 a turnaround took place fuelled by broader economic projects as new budgets become available. Even those who are not
confidence. Astute companies began to focus on retention plans once actively recruiting at present are confident that budgets will allow hires
more. They worked with staff on their careers, offering training and over the coming months.
providing non-financial incentives.
Changes to recruitment practices
Positions in demand As budgets are released and the candidate market tightens, many
Across the board, many positions are in demand and skills shortages organisations have found the recruitment process to be time consuming
have again emerged. Specifically, within business companies are looking and frustrating. Companies are once again openly engaging with trusted
for strong Project Managers and Business Analysts with functional recruitment partners as a result.
experience. The development sector needs strong Microsoft development
skills as we move into the MS.Net 4.0 space, and 2010 versions of Many candidates are looking for a new role in response to staff treatment
Sharepoint and Visual Studio. JEE skills and Business Intelligence skills and employee satisfaction during the downturn. Consequently we
are sought as companies seek to gain advantage. Shortages have suggest employers measure their staff engagement levels internally and
emerged for strong web-based skills in applications to take advantage of actively work on their retention strategies.
the rollout of newer networks. Within infrastructure, convergence skills
are still in demand while virtualisation skills and strong Network Positions in demand
Engineers are needed. An encouraging sign of long-term recovery is the increased demand for
SDLC and business-focused Business Analysts (both Functional and
The birth of new technologies creates skills shortages as demand rises for Technical), driven by continual demand within the development domain.
particular skill sets. Consequently NBN, Cloud Computing, virtualisation
and smart grids are all areas that will see an increase in opportunities. Candidates with strong Microsoft .Net technology skills are needed, with
business intelligence, reporting and data warehousing projects remaining
Public sector trends popular. Mid to senior hands-on technical candidates in the .Net or Java
Hourly rates for contractors have started to increase, although they are domains as well as specialist skills in BizTalk, SharePoint, MOSS and
not expected to return to pre-GFC levels. Skills shortages continue for BI/DW remain strong areas of interest.
specialist Project Managers, Business Analysts and Test Analysts, despite
the high number of active candidates in the market. With new budgets being released and the project space picking up, the
ERP market is on the rise again with strong demand for skilled
When contractors are utilised, many organisations offer short-term PeopleSoft and SAP experts. This is driven by large corporate spend as
contracts of between three to six months, as opposed to 12 months or well as Public Sector activities.
longer which was the norm prior to the GFC.
Salary movements
The demand for excellent communications skills will continue across all Salaries for technical development roles remain constant. Those project-
areas of IT, as will the demand for candidates with more than the reliant candidates, such as Project Managers, Business Analysts, Project
required skill set. Coordinators and PMO Managers have become more flexible in both their
permanent and contract expectations as a result of decreased activity in
Salary movements this field over the last year. Infrastructure salaries also remain constant,
Permanent salaries have mostly remained steady over the past year. The although following initial restructures there has been a distinct lack of
implication of the economic downturn on salaries was offset by the movement within this space.
ongoing shortage of good IT skills in the areas listed above. Contract
rates were however impacted by market-driven reductions. Advice to candidates
The market is improving but tight controls remain on spending and a
With signs of life again appearing in Australia’s IT market, salaries have strong ROI is required prior to project approvals. So remain flexible in
started to move up. No massive increases have been noted, but there is a your remuneration expectations and ensure you are not pricing yourself
sense of cautious optimism. out of the market. All indications point to a good year for the IT sector,
so expect salaries and rates to increase in the latter part of the year once
In some areas such as Perth, salaries started to increase in the latter half of the market fully engages.
the financial year as an improving market corrected salaries and ongoing
System Support
& Administration Salaries in ‘000 Helpdesk Level 1 Support Level 2 Support Level 3 Support
NSW - Sydney 40 45 55 70
35 - 47 43 - 48 45 - 60 60 - 80
VIC - Melbourne 40 45 55 75
35 - 50 40 - 52 50 - 65 65 - 85
QLD - Brisbane 38 40 55 70
35 - 40 35 - 50 45 - 65 60 - 85
SA - Adelaide 35 40 50 65
30 - 40 35 - 45 45 - 55 55 - 70
WA - Perth 45 45 55 73
40 - 50 40 - 50 45 - 60 60 - 85
ACT - Canberra 38 43 50 65
33 - 45 38 - 48 45 - 60 60 - 75
TAS - Hobart 35 40 50 65
30 - 40 35 - 45 45 - 55 55 - 70
NT - Darwin 35 38 48 55
30 - 38 35 - 42 45 - 52 52 - 57
NZ - Auckland 38 40 55 65
35 - 42 38 - 45 45 - 60 60 - 80
NZ - Wellington 38 40 55 70
35 - 42 38 - 45 45 - 58 62 - 82
Systems Applications
Salaries in ‘000 Team Leader Helpdesk Manager
Administrator Support
NSW - Sydney 75 95 80 80
65 - 85 80 - 110 60 - 100 60 - 100
VIC - Melbourne 75 90 85 70
65 - 85 80 - 110 75 - 95 60 - 85
QLD - Brisbane 75 85 80 75
75 - 95 75 - 120 75 - 110 70 - 95
SA - Adelaide 70 80 70 65
65 - 75 70 - 90 65 - 100 55 - 90
WA - Perth 65 83 75 70
60 - 75 65 - 100 60 - 90 50 - 80
ACT - Canberra 70 75 85 75
65 - 100 55 - 85 70 - 100 55 - 80
TAS - Hobart 70 80 55 65
65 - 75 70 - 90 45 - 65 55 - 75
NT - Darwin 60 60 60 50
50 - 80 50 - 80 55 - 70 45 - 65
NZ - Auckland 70 80 70 65
65 - 82 65 - 110 55 - 90 55 - 80
NZ - Wellington 70 82 78 76
62 - 82 77 - 105 72 - 95 52 - 95
Notes
• All salaries shown exclude superannuation
• New Zealand salaries are represented in New Zealand Dollars
Network Management
Salaries in ‘000 DBA Network Security Network Designer Network Architect
Data/Voice UNIX
Salaries in ‘000 Telco Engineer WAN Engineer
Engineer Administrator
NSW - Sydney 105 75 85 80
90 - 120 70 - 85 80 - 100 70 - 90
VIC - Melbourne 120 75 90 85
100 - 135 65 - 85 85 - 110 70 - 90
QLD - Brisbane 100 75 85 75
90 - 140 60 - 90 65 - 95 55 - 90
SA - Adelaide 90 80 75 70
75 - 110 75 - 100 65 - 100 60 - 90
WA - Perth 110 80 80 75
80 - 130 60 - 100 65 - 95 65 - 90
ACT - Canberra 90 65 80 80
85 - 110 50 - 75 60 - 85 60 - 90
TAS - Hobart 90 80 75 70
75 - 110 75 - 100 65 - 100 60 - 90
NT - Darwin 90 70 70 68
75 - 100 45 - 65 60 - 80 55 - 70
NZ - Auckland 110 70 80 75
85 - 150 55 - 100 70 - 105 65 - 85
NZ - Wellington 110 71 88 82
85 - 140 60 - 83 73 - 92 73 - 86
Notes
• All salaries shown exclude superannuation
• New Zealand salaries are represented in New Zealand Dollars
Notes
• All salaries shown exclude superannuation
• New Zealand salaries are represented in New Zealand Dollars
Data
Database
Salaries in ‘000 Data Modeller DWH Designer ETL Developer
Developer
NSW - Sydney 80 90 110 100
65 - 90 80 - 100 90 - 120 90 - 110
VIC - Melbourne 70 80 100 90
60 - 90 70 - 90 90 - 120 75 - 105
QLD - Brisbane 70 80 95 80
65 - 95 65 - 90 80 - 140 70 - 110
SA - Adelaide 60 70 85 85
55 - 70 60 - 75 70 - 100 70 - 95
WA - Perth 70 75 90 90
60 - 80 65 - 80 80 - 100 80 - 100
ACT - Canberra 55 75 85 85
50 - 65 70 - 80 80 - 90 80 - 90
TAS - Hobart 55 75 90 85
40 - 60 65 - 85 85 - 100 80 - 90
NT - Darwin 50 75 85 85
45 - 55 65 - 80 70 - 90 75 - 90
NZ - Auckland 65 75 100 85
60 - 80 65 - 80 90 - 130 75 - 110
NZ - Wellington 68 75 100 85
64 - 86 65 - 80 90 - 130 80 - 110
Notes
• All Salaries shown exclude superannuation
• New Zealand Salaries are represented in New Zealand Dollars
Project Management
Systems Project
& Business Analysis Salaries in ‘000 BA - Junior BA - Mid BA - Senior
Analyst Administrator
NSW - Sydney 75 85 100 85 65
65 - 85 75 - 95 95 - 110 80 - 95 55 - 70
VIC - Melbourne 60 85 105 90 60
50 - 75 75 - 95 95 - 125 70 - 110 45 - 75
QLD - Brisbane 65 80 105 80 65
55 - 80 70 - 95 85 - 130 65 - 120 50 - 75
SA - Adelaide 50 75 87 75 58
50 - 65 70 - 80 80 - 110 65 - 90 55 - 70
WA - Perth 70 85 110 80 65
60 - 75 70 - 95 90 - 125 70 - 90 55 - 70
ACT - Canberra 80 90 105 100 60
70 - 105 75 - 110 90 - 125 90 - 120 50 - 75
TAS - Hobart 50 75 100 75 50
50 - 65 70 - 85 80 - 120 65 - 90 50 - 65
NT - Darwin 55 70 90 60 55
42 - 65 60 - 80 85 - 120 50 - 90 50 - 65
NZ - Auckland 60 75 85 75 60
48 - 65 65 - 85 75 - 100 70 - 90 55 - 70
NZ - Wellington 65 71 85 80 58
57 - 72 67 - 90 80 - 110 70 - 90 48 - 50
Notes
• All Salaries shown exclude superannuation
• New Zealand Salaries are represented in New Zealand Dollars
Management
Development
Salaries in ‘000 CIO CTO IT Manager
Manager
NSW - Sydney 300 300 150 130
250 - 350 250 - 350 125 - 175 120 - 140
VIC - Melbourne 220 200 130 110
180 - 300 180 - 300 110 - 150 80 - 150
QLD - Brisbane 150 150 110 120
120 - 210 110 - 200 90 - 160 80 - 150
SA - Adelaide 150 120 100 90
110 - 190 100 - 140 85 - 110 80 - 130
WA - Perth 230 220 140 130
160 - 320 160 - 310 100 - 150 90 - 150
ACT - Canberra 150 145 110 140
130 - 175 130 - 165 80 - 125 120 - 150
TAS - Hobart 150 120 100 90
110 - 190 100 - 140 85 - 110 80 - 130
NT - Darwin 150 110 100 130
110 - 160 80 - 120 90 - 120 100 - 150
NZ - Auckland 135 135 120 105
120 - 220 120 - 180 95 - 150 80 - 120
NZ - Wellington 150 150 110 120
120 - 185 120 - 185 75 - 130 110 - 140
Notes
• All salaries shown exclude superannuation
• New Zealand salaries are represented in New Zealand Dollars
Testing & QA
Test Team
Salaries in ‘000 Tester Test Analyst Test Manager QA Manager
Leader
NSW - Sydney 65 75 95 120 120
60 - 70 70 - 80 85 - 120 110 - 130 100 - 130
VIC - Melbourne 60 75 95 115 115
45 - 70 60 - 85 85 - 100 100 - 130 90 - 130
QLD - Brisbane 65 80 90 110 90
55 - 80 65 - 100 80 - 120 80 - 120 70 - 130
SA - Adelaide 60 70 85 90 90
55 - 70 65 - 80 75 - 90 80 - 100 80 - 100
WA - Perth 65 80 90 105 80
55 - 75 75 - 85 85 - 100 95 - 120 65 - 90
ACT - Canberra 75 85 90 130 85
60 - 85 70 - 100 70 - 90 120 - 145 60 - 90
TAS - Hobart 55 65 65 70 85
40 - 60 55 - 70 55 - 70 60 - 80 60 - 90
NT - Darwin 60 70 85 90 85
50 - 70 55 - 75 65 - 95 85 - 110 70 - 90
NZ - Auckland 55 65 90 110 110
50 - 65 55 - 80 80 - 110 95 - 120 95 - 120
NZ - Wellington 55 65 90 110 110
50 - 65 55 - 80 80 - 110 95 - 125 95 - 125
Miscellaneous
Technical
Salaries in ‘000 IT Trainer
Writer
NSW - Sydney 85 75
70 - 100 65 - 80
VIC - Melbourne 80 85
70 - 110 70 - 110
QLD - Brisbane 85 80
70 - 120 65 - 100
SA - Adelaide 72 75
60 - 80 65 - 85
WA - Perth 80 80
65 - 95 70 - 90
ACT - Canberra 80 80
75 - 120 75 - 100
TAS - Hobart 70 75
60 - 80 65 - 85
NT - Darwin 70 80
65 - 90 70 - 100
NZ - Auckland 63 73
50 - 70 55 - 85
NZ - Wellington 72 88
66 - 78 78 - 91
Notes
• All salaries shown exclude superannuation
• New Zealand salaries are represented in New Zealand Dollars
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Brisbane
Ireland
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Italy
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