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a guide to salaries & skills 2020 a guide to salaries & skills 2020a guide to salaries & skills 2020 a guide to salaries &

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a guide to salaries & skills 2020 a guide to salaries & Human ResouRcesMidlands, northern regions, and scotland

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Contents

An introduction from Nick Kirk, 01UK Managing Director, PageGroup

The UK outlook 02

The picture in human resources 03 - 04 Salary guide 05

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An introduction from nick Kirk uK managing director, Pagegroup

Welcome to our latest look at salary and skills trends across roles in human resources. as we move further into 2020 and look to the decade ahead, there is little doubt that we are operating in changing times. change inevitably brings challenges. it also creates huge opportunities.

take Brexit, for example. Whatever your stance on the invocation of article 50, there is no doubt that the uncertainty it is creating is having a detrimental impact on the business outlook. however, as historical moments often do, Brexit creates an opportunity for both employers and workers to pause and re-evaluate their intentions and priorities for the months and years ahead. For some it may be a catalyst for change, reinvention and growth.

Brexit may also present an opportunity for businesses to reconsider how they approach the recruitment of top talent. soft skills such as adaptability are more important than ever – and the sooner employers wise up to the value of having an adaptable workforce, the sooner they will reap the benefits, particularly as the consequences of Brexit become apparent.

against the political backdrop, the unstoppable march of technology is another driving force of change, as innovations in ai and automation continue to evolve the scope of roles across sectors. this will only accelerate over the next 10 years; indeed, it is exciting to imagine the types of jobs that will have been created by 2030 and the types of skills we will be seeing on cVs as a result. You can see our predictions on that subject by clicking here.

at this juncture, we feel it has never been more important to provide you with the key statistics and information you need to inform your business decisions for the year and decade ahead. that’s why we have put this guide together to offer clear insights in two key areas:

salariesalong with giving you the overall picture across the UK, we have also drilled down into roles in hr to derive key insights around salary growth, regional trends and fluctuations based on seniority. turn to Page 5 for our full salary guide for hr; you can also use our online salary Benchmarking & comparison tool to get the latest information on salaries for hundreds of roles.

skillscompetition is fierce for a range of skills, within both hr and the broader labour market. therefore, we have identified the most in-demand skills in the sector for this year and looked at what is driving the overall skills shortage. For further details on the most in-demand skills across the industry, head over to our online skills checker tool.

having operated for over 40 years as recruiters, we are at the coalface of employment and have an unrivalled knowledge of the challenges around salaries and skills. as your needs evolve, our flexible team – based in offices across the UK – are uniquely positioned to help find the right talent in order to meet your business objectives.

on behalf of Pagegroup in the UK, i hope you enjoy the read.

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u K s K i L L s t R e n d s

technical skills in huge demandskills shortages, particularly across technical roles, continue to be felt across the UK. this was one of the key battlegrounds of last year’s general election, with the cBi questioning whether the conservatives’ points-based immigration system could lead to further skills shortages post-Brexit. the cBi has urged the government to make adult training a priority as one way to close the skills gap. Meanwhile, the British Chambers of Commerce has called for an increase in funding for apprenticeships, and reform of the apprenticeship levy, to particularly benefit sMes.

The UK outlook

u K s a L a R y t R e n d s

Wage growth slowing downthe rate of employment hit a record high in 2019, whilst workers’ wages also continued to increase – albeit, there was a slowdown in the second half of the year. the rate of salary growth has trended upwards since spring 2017, reaching 3.9% in May to July 2019, the highest nominal pay growth rate since 2008. this dipped to 3.6% in the second half of the year, with the rate of employment also falling, with Brexit-related market uncertainty being blamed by analysts. at the same time, unemployment also continued to fall, dipping by 23,000 to 1.31m in november.

annual growth in total pay for UK employees is ahead of inflation.

average regular pay, before tax and other deductions, estimated at £508 per week.

source: ons

average earnings growth is over

3% for all sectors except manufacturing.

got a skills gap in your team or finding a vacancy hard to fill? get in

touch with one of our consultants by clicking here.

• Technicalskillsremaininhugedemand

• ThegrowthofAIandautomationexpected to exacerbate digital skills gap

• 44%ofworkerswithloweducationatrisk of having their roles automated by mid 2030s, according to Pwc

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the market remains highly competitive across the Midlands, north, and scotland. the volume of adverts targeting workers in the Midlands is 17.4% higher than the UK average and these attract 47.6% more candidates. although, 34.7% of suitable applications are received within the first day.

in the northern regions, the number of adverts is 8.2% less than the UK average and attract 34.7% more applications. the volume of adverts targeting workers is the lowest in scotland; 23% less than the average. however, roles are attracting 59.1% fewer candidates. We are operating in a challenging market, which has seen recruited salaries rise for many roles.

in such a candidate-led market, it is usual for roles to pay more than the advertised rate by the time the successful candidate is secured. in fact, across the Midlands, north and scotland the average recruited salary is £25,000.

c o m P e t i t i v e n e s s

candidate drivenMore red = clients work harder

client drivenMore grey =

candidates work harder

m o s t a d v e R t i s e d R o L e s

salary trends

£19,500Median advertised salary in the sector.

The picture in human resources

understand what iR35 will mean for your business

Your hiring strategies will be affected by IR35. Be sure you understand how and put a plan in place to ensure you continue to make the most of the contingent workforce.

- emma gregson, operating director, Page Personnel

consider flexible or dynamic working arrangements

Flexible and dynamic working arrangements are highly sought-after benefits. In the fight to win talent, this can help businesses secure the best.

- grant Zaccaria, associate director, Page Personnel hr

stay on top of market trends

Technology is rapidly evolving the recruitment landscape. Ensure you stay on top of emerging trends and understand how new tech might impact your business.

- emily Haddow, associate director, Page Personnel

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0506

07

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10HR

Assistant

HRAdministrator

PensionsAdministrator

HRAdvisors

PayrollAdministrator

HROfficer

RecruitmentAdministrator

PayrollManager

HRCoordinator

Payroll & Benefits

Administrator

t o P t i P s f o R H i R i n g i n H u m a n R e s o u R c e s

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human resources has seen the growth of ai slowly take away many of the menial admin tasks from professionals’ day-to-day responsibilities. the technological revolution has also meant that roles within the sector are evolving accordingly. this has enabled businesses to better utilise the talent on their teams to truly harness the power of their employee data, particularly around performance.

skills trends

H e R e a R e t H e 1 0 m o s t i n - d e m a n d s K i L L s a c R o s s t H e s e c t o R :

The picture in human resources

organisational effectiveness focuses on streamlining and refining your business so that it is as effective as possible, and so that your teams are working efficiently together. this means adopting change at all levels and moving away from a traditional approach in your business where needed.

organisational effectivenesssourcing and retaining this talent is crucial to secure the future of your organisation. investing in perfecting your recruitment strategy, and improving your culture and offering to then retain that talent, will prepare your workforce for tomorrow.

gen-Z: sourcing/retention

People analytics is the future of hr. More data than ever is gathered on employees; having professionals in your team who can make sense of the information and use it to make decisions will be key in your attraction and retention strategies. Making significant data-led decisions can directly impact productivity, revenue, and profits.

People analytics

getting the most out of professionals will mean developing them to become the best they can be within your organisation. Mentoring and reverse mentoring within the team is an important skill that will connect individuals and create a culture of cross-collaboration and continuous learning.

modern mentoring nous

the hr function is at the heart of making sure that all people in the business feel included and supported in their roles and everyday lives. however, this is rarely a one-size-fits-all approach. Five generations are now active in UK workplaces, meaning that hr teams must be adaptable to ensure they are supporting each generation with their differing needs. through the utilisation of data and analytics, you can understand demographics and formulate a comprehensive management strategy

5-gen workforce knowledge

communication in business has always been paramount. But as systems continue to digitise, employees must be able to communicate effectively through digital platforms. Utilising tools such as skype, Yammer, and iBM sametime effectively can contribute to a smooth-running strategy. clear communication in the hr function is essential to ensure productivity in the team.

digital communicationManaging remotely is becoming more common in business. this is new territory for most people. therefore, having the ability to keep your teams engaged, even if team members or their leader aren’t present in the office, is a valuable skill that mirrors the dynamic workforce of the future. effective management is crucial to ensuring your teams are working productively.

having members of the team that are experienced and knowledgeable in this area can help to streamline this process and implement the system in a quick turnaround time. With the amount of new and improved hr systems available to businesses, professionals who know how to involve and excite the team when these are implemented can help with the process.

managing remotely

implementing HR systems

hr is becoming a critical function for business development and ensuring that performance levels are optimum across the organisation. as a result of this, hr professionals are being pulled into larger projects that impact the wider organisation. Much of the work that hr teams conduct are reactive to the daily challenges of running an organisation.

experience managing projects

a diverse workforce has proven to improve the bottom-line, productivity, and workplace culture. therefore, having a member of the hr team that can embody this and champion it throughout the entire organisation will be beneficial throughout 2020 and beyond.

strong d&i knowledge

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Salary guide

get in touch!to find out more about how we can help source the right talent for your business, contact your local Page Personnel office today. alternatively, submit a job spec and one of our expert consultants will get back to you.

midLands noRtHeRn Regions

scotLand

top advertised job titles low average High low average High low average High

HR Administrator 18,000 20,500 25,000 18,500 21,000 25,000 19,000 22,000 26,500

HR Advisor 27,500 31,000 35,000 28,500 32,500 37,000 27,500 32,500 38,000

HR Assistant 17,000 18,000 20,000 17,000 18,500 20,500 17,000 19,000 21,000

HR Co-ordinator 19,000 21,500 24,000 19,500 22,500 24,000 21,750 23,000 26,000

HR Officer 22,500 26,000 29,000 25,000 27,000 30,000 25,000 28,500 34,500

L&D Advisor 28,000 35,000 40,000 25,000 30,000 35,000 30,000 34,000 37,000

L&D Coordinator 23,000 28,000 34,500 23,000 26,000 32,500 25,000 28,000 32,500

L&D Manager 50,000 60,000 72,000 35,000 43,000 50,000 45,000 55,000 65,000

Payroll & Benefits Administrator 26,000 29,000 42,500 22,000 28,000 42,000 21,000 23,500 46,000

Payroll Administrator 19,500 21,000 22,500 19,000 21,500 23,000 21,000 22,000 24,000

Payroll Manager 29,000 38,000 45,000 28,500 36,500 40,000 30,000 37,000 42,000

Pensions Administrator 19,000 23,500 30,500 20,000 24,000 30,000 21,500 26,000 31,000

Recruitment Administrator 17,000 18,500 21,000 17,000 19,000 21,500 17,500 19,000 22,500

data correct as of december 2019