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AUSTRALIAN HUMAN RESOURCESSALARY SURVEY
2010/2011
www.frazerjones.com.au
INTRODUCTION
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Frazer Jones is a global, market leading
recruitment business working exclusively
within the Human Resources market.
Established as HR Matters in 1994 in
Australia, the business merged with UK
leader Frazer Jones in 2004 to become
the first truly global HR recruitment
specialist. We have over 40 consultants
with connections to great HR talent within
the Asia Pacific and EMEA regions through
offices in Australia, Hong Kong, Singapore,
Dubai and London. Our knowledge,
resources and access to the best
candidates are never limited by
geography. With this truly global reach,
we partner with our clients to improve the
talent management process and build
successful teams.
Our expert consultants have developed a
reputation for providing honest, insightful
advice as well as access to a unique and
diverse network of the world’s top HR
talent. Our relationships are based on
excellent service delivery and long term
success.
We supply HR talent to a complete
cross-section of clients, from the world’s
largest companies to small
owner-managed businesses. With
dedicated consultants specialising in
specific levels, from entry-level up to
Group Executive, our purpose is to identify
and assess outstanding HR professionals
and match them with key roles globally.
We are committed to the identification
and nurturing of great HR talent,
proactively connecting with them to
discuss their long-term aspirations,
understand what really motivates them
and facilitate career planning and
management. As the first established HR
recruitment firm in Australia, we have
built up a depth of knowledge about the
HR market that is second to none.
AUSTRALIAN HR SALARY SURVEY 2010/11
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PERMANENT MARKET OVERVIEW/UPDATE
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Over the past couple of years the severe
downturn in the global economy, and
subsequently all recruitment activity, has
been reported on and discussed at length.
The net result of the GFC in all major
financial centres across the world was
businesses stopped hiring and
redundancies becoming the norm.
Granted, Australia weathered the storm
far better than the United Kingdom and
the US (we of course never went in to
recession), but most companies took a
significant knock during the latter half of
2008 and throughout most of 2009.
Which is why the recovery through 2010
has been all the more remarkable. The
first signs of recovery in the form of
recruiting new talent happened as early as
August 2009, but not to the same extent
as it did at the start of 2010. Our 2009
HR Market Expectations Survey predicted
that hiring activity would not kick in until
the second half of 2010, but it genuinely
appears that many people significantly
underestimated the speed of the recovery
with job levels in HR recovering both
quickly and significantly at the start of the
year. Economic indicators all consistently
point to sustained recovery, with
Australia’s GDP figures remaining positive
and amongst the best in the developed
world.
The financial services sector was hit early
and hit hardest, but it has certainly
bounced back stronger and more quickly.
The resources, IT&T and energy sectors
have also continued to improve this year.
In the permanent area, we have seen a
marked improvement in the amount of
learning & development roles, as well as
recruitment and reward. It seems that the
acquisition, development and retention of
its talent is at the top of all company
objectives as business leaders strive to
retain their best people as we enter this
period of regrowth.
“Many people significantly underestimated the speed of the recovery.”
“We are already noticing some employers offering attractive increases to attain the best calibre candidates.”
With regards to salaries and bonuses,
unsurprisingly there was very little
movement for anyone in 2009, with
companies almost universally freezing all
increases. A huge proportion of candidates
starting their job search in 2010 have
been on the same salary package for up to
2 years, with no clear indication as to
when this might improve. Before the
downturn HR salaries in Australia,
particularly in Sydney, had reached levels
that were well above the global market
rate; the downturn did at least bring some
sensibility to pay grades. As the market
continues to improve employers will have
to ensure they look at incentivising their
staff correctly.
Whilst we are yet to return to the
extremes of 2006/2007 when candidates
were receiving multiple offers with vastly
inflated salaries, we are already noticing
some employers offering attractive
increases to attain the best calibre
candidates. This couples an increasing
number of candidates receiving more than
one offer.
The GFC has certainly left its mark,
reminding us that a buoyant market will
always be followed by a low. We have
witnessed the speed at which recruitment
can dry up, but also at how quickly things
can bounce back. Barring any exceptional
global economic shocks, we would expect
the market for HR professionals in
Australia to continue to improve over the
next two years.
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AUSTRALIAN HR SALARY SURVEY 2010/11
INTERIM MARKET OVERVIEW
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As Australia came out of the economic
downturn we started to see an immediate
need for short term contractors. With a
renewed focus on business sustainability,
talent had to be sourced at the speed in
which the market was recovering. Over
the course of 2010, this has led to an
increase in the volume of contract
positions in the market.
As expected when top performing
permanent candidates are not moving
roles, the amount of roles on a temporary
basis increases. The increase has mainly
been in the junior to mid level space ($20
to $35 per hour), with contracts generally
ranging from two - six months. In the first
part of 2010, most of these opportunities
were Recruitment Consultant / Officer and
HR Coordinator roles. This increase
resulted in an immediate need to bring
staff on board to assist with high
workloads, while companies assessed
how they were going to restructure their
teams and deal with these increased
volumes of work.
As a result of the market being reactive in
the first part of 2010, there was not a
huge demand for executive level interim
work. Companies requiring change
managers and organisational designers
were not initially prominent, but this has
steadily increased through the second half
of 2010.
There has also been a demand for
individuals with global and international
experience who can deliver results
quickly. We have certainly noticed an
increased appetite for overseas arrivals
with working holiday visas. A good
proportion of this pool of people have
stepped into roles quite quickly after
arriving in Australia.
The market sentiment in the early part of
2010 pointed to headcount and budget
restraints still being a factor, resulting in a
notable increase in the use of temporary
and interim staff. This presented good
opportunities for those candidates /
professionals looking to start an interim
career or continue as a professional
contractor.
Broadly speaking the outlook for the
Australian HR industry over the next
couple of years is positive and despite
wider (global) economic issues, we
believe it will be a good twelve months in
the interim market. We will continue to
support both our clients and candidates
and look forward to hearing from you if
you require advice on the current interim
market.
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AUSTRALIAN HR SALARY SURVEY 2010/11
“The early part of 2010 pointed to a notable increase in the use of temporary and interim staff.”
GLOBAL MARKET
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As Australian organisations emerged from
the global financial crisis many took a
more targeted approach to their
recruitment. With 2009 being a tough year
in recruitment globally, we have seen the
Australian HR community looking to the
broader market to find exceptional talent.
With international markets such as the UK
and US lagging in their rebuild phase,
Australian organisations have been far
more open to sponsorship in 2010.
The UK market has seen a healthy
increase in recruitment activity in 2010,
and they expect the net result to show a
continued upward swing in the number of
roles across the £30,000 to £70,000
salary range. However, the market for “top
talent” in this range will remain tight
which may lead to some salary inflation
for top quality candidates. The number of
senior HR jobs is also on the rise and
there remains a large supply of good
candidates. Organisations are seeing
strong shortlists for most roles and are
benefiting from this surplus. Conversely,
senior candidates may have found 2010
frustrating as those organisations remain
highly prescriptive about the skill sets and
backgrounds of the individuals they look
to take on. Candidates had to be very
flexible during 2009; many have been
happy to look at working and staying
away from home or even relocating to
secure the next role. We have seen this
trend continue to an extent, throughout
2010 as those living in certain parts of
the UK will have to look further afield for
the right role.
Historically, banking and financial
services, professional services and law
firms have been the main industries that
will look at sponsorship as a competitive
option, often due to the global nature of
their business. However, we have noticed
an increase in a range of large Australian
employers looking at hiring HR
professionals from off shore, at a variety
of levels. Reward organisational
development and recruitment
professionals have always been in
demand, however, more recently we have
also seen increased demand for
commercial HR business partners at the
more senior levels.
The Australian market is also seeing an
increase in the acceptance of expatriates
with Working Holiday Visas for short term
contracts. There are certainly increasing
opportunities of sponsorship for some
candidates once they have proved
themselves within a role on a temporary
basis. As you would expect, this is
predominantly happening in larger
organisations.
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AUSTRALIAN HR SALARY SURVEY 2010/11
“We have noticed an increase in employers looking at hiring HR professionals from off shore, at a variety of levels”
THE 2010/11SALARY SURVEY
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The data and commentary that follows
appear as a result of qualitative research
and input from HR professionals, as well
as information taken from interviews and
recruitment assignments handled by our
Consultants over the past eighteen
months.
We have broken down the survey into six
‘grades’, with bespoke data for the varied
areas of HR. The terminology we have
used for job titles in this document is
purely representative of what we have
come across regularly in the market. It is
not indicative of a role’s seniority as the
variance in usage by organisations and
across different industry sectors is
significant. For the purposes of this survey
we have divided each ‘grade’ into two
sections: one to represent small to
medium-sized organisations typically up
to around 4,000 staff. The second
represents larger businesses, usually over
4,000 staff. Also included in the larger
business section would be those global
businesses with a smaller population in
Australia (often investment banks and
professional services firms).
This year, rather than give different
bandings for different sectors, we have
produced the data for the different types
of role found in HR. As the salary bandings
are already relatively broad, the various
sector nuances are better articulated by
our Consultants who know their specific
market inside-out. Relevant information
on industry trends can be found in the
summaries on each page, as can a list of
general responsibilities attached to these
types of job.
The salary ranges shown are a direct
representation of the data collected during
the survey. As such, there are significant
variances in the minimum and maximum
figures. As always, please contact one of
our consultants to discuss salary ranges in
more detail.
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AUSTRALIAN HR SALARY SURVEY 2010/11
ADMINISTRATOR/ CO-ORDINATOR/ ANALYST
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These positions broadly focus on support
to HR teams and the basic administrative
duties of the HR function. The HR
Administrator or HR Coordinator will often
be the first point of contact for all HR
queries and will be responsible for a
variety of tasks ranging from basic
administrative support, HR database entry
and maintenance, document preparation,
recruitment coordination, training
coordination and reporting. They will also
be actively involved in the coordination of
annual people processes and ad hoc
projects. The HR Coordinator title can be
used for employees with up to three years
of experience.
HR Analysts are most commonly
specialists with one or two years of
experience in their area of expertise.
These positions tend to exist most
commonly within the area of reward or
HR information systems. The Reward
Analyst was in particular shortage during
the GFC due to the obvious scrutiny on
salaries. Equally affected was the junior
L&D market, which took quite a hit in
terms of hiring activity. With the return of
‘nice to have’ development programmes,
the need for coordinators to support the
L&D consultants was all but gone. This is
one area that has not seen a great
increase in the marketplace as yet, despite
increased activity for more mid-senior
level L&D roles.
The downturn in the market saw a need
for many HR Administrators and
Coordinators to increase their work loads
as well as their skill sets due to the cut
backs of more senior positions within HR
teams. For these employees, a move to a
new organisation into an HR Advisor or HR
Officer role should see a reasonable
increase in salary, keeping in mind a high
level of competition will exist for these
roles.
On the other hand, in many organisations
administrative functions were scaled back,
carving out more administrative work for
HR Managers and the like. Due to the
rapid rebuilding of HR teams that we have
been experiencing, this junior end of the
HR market should see the creation of
more jobs for entry level and junior HR
professionals over the next six-twelve
months.
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Small to medium sized businesses Larger organisations Base salary Bonus Base salary Bonus
Generalist $45,000 - $60,000 NA $50,000 - $70,000 NA
Reward $50,000 - $65,000 NA $50,000 - $75,000 NA
L&D $45,000 - $60,000 NA $50,000 - $65,000 NA
Recruitment / Grad Rec $45,000- $60,000 NA $50,000 - $65,000 NA
OD / Talent / Change NA NA $50,000 - $65,000 NA
AUSTRALIAN HR SALARY SURVEY 2010/11
OFFICER / ADVISOR
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The HR Officer/Advisor group have
responsibility as the HR contact for a
defined client group within an
organisation. Typically, employees at this
level will have up to five years’
experience.
HR Generalists at this level tend to have
broad ranging responsibilities, such as
providing operational HR support and
advice to employees and line managers
around employee issues such as
performance management, disciplinary
and grievance issues. Requiring strong
knowledge of HR policies and procedures
across the business is of vast importance.
Responsibility for annual processes and
providing guidance and advice across
reward, recruitment & learning and
development will often fall under this level
of role, particularly if the organisation
does not have a centralised specialist
function. However if an organisation does
have a centre of expertise for these areas,
there will often be specialist advisors at
this level in the group. The specialist roles
most affected by the market downturn
were the learning and recruitment
positions. These areas have been getting
increasingly busy throughout 2010, in line
with the economic recovery.
Interestingly, we have noticed that junior
HR professionals are generally
remunerated well, particularly in larger
businesses. Salaries have remained at a
premium in this space for the last two
years, more so than at other levels in HR.
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Small to medium sized businesses Larger organisations Base salary Bonus Base salary Bonus
Generalist $65,000 - $85,000 NA $65,000 - $95,000 5%-10%
Reward $70,000 - $85,000 NA $70,000 - $90,000 5%-10%
L&D $60,000 - $75,000 NA $60,000 - $85,000 5%-10%
Recruitment / Grad Rec $65,000 - $75,000 NA $65,000 - $80,000 5%-10%
OD / Talent / Change $70,000 - $85,000 NA $70,000 - $90,000 5%-10%
ER / IR $60,000 - $80,000 NA $65,000 - $90,000 5%-10%
AUSTRALIAN HR SALARY SURVEY 2010/11
CONSULTANT / SENIOR ADVISOR
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The role of the HR Business Partner / HR
Consultant is to work closely with each
part of the organisation to achieve their
business goals. They provide strategic HR
planning, analysis and execution support
to enhance business performance through
people strategies. They would be
responsible for day to day management of
HR queries normally reporting to a more
senior HR Manager.
The role of the HR Consultant can vary
depending on industry and size of teams.
This job group includes all HR Generalist
roles where there is a defined
responsibility for advising client groups
within the business. The professionals at
this level usually have between four and
seven years’ HR experience and do not
ordinarily have direct staff management
duties.
Typical responsibilities would include
providing advice to line managers on all
HR policy and procedural queries and
providing operational support on employee
relations’ issues such as performance
management, disciplinary, grievance and
redundancy processes. In addition they
would be running the implementation of
all HR processes for client groups, ie
succession planning and salary review
processes. In certain roles they will also
be responsible for advice and guidance on
recruitment and where there is no
centralised recruitment function, providing
operational recruitment support.
In specialist areas of HR such as learning
and developement, OD, reward and
recruitment, we have noticed candidates
being paid at a premium (regularly above
their generalist counterparts). Often this
can be due to the shortage of quality
specialists, given many new-to-HR
professionals will not specialise in HR until
this point in their careers.
As with most roles, the industry that the
HR Consultant works in will influence how
well paid they are. Often the financial
services industry tends to pay more with
the incentive of a more attractive bonus
scheme. In the first half of 2010 there
was a demand for consultants at the
four-six year band, with good talent at
this level harder to find. Conversely, HR
Consultants at the more senior level have
been in greater supply in the market due
to less senior Business Partner roles.
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Small to medium sized businesses Larger organisations Base salary Bonus Base salary Bonus
Generalist $75,000 - $100,000 5%-15% $80,000 - $120,000 5%-20%
Reward $75,000 - $100,000 5%-15% $80,000 - $120,000 5%-20%
L&D $75,000 - $100,000 5%-15% $80,000 - $120,000 5%-20%
Recruitment / Grad Rec $70,000 - $100,000 5%-15% $75,000 - $120,000 5%-20%
OD / Talent / Change $80,000 - $110,000 5%-15% $80,000 - $130,000 5%-20%
ER / IR $70,000 - $100,000 5%-15% $75,000 - $110,000 5%-20%
AUSTRALIAN HR SALARY SURVEY 2010/11
Small to medium sized businesses Larger organisations Base salary Bonus Base salary Bonus
Generalist $120,000 - $150,000 10%-20% $140,000 - $200,000 10%-30%
Reward $120,000 - $160,000 10%-20% $130,000 - $200,000 10%-30%
L&D $120,000 - $160,000 10%-20% $130,000 - $170,000 10%-30%
Recruitment / Grad Rec $120,000 - $150,000 10%-20% $130,000 - $170,000 10%-30%
OD / Talent / Change $120,000 - $160,000 10%-20% $130,000 - $180,000 10%-30%
ER / IR $120,000 - $150,000 10%-20% $130,000 - $170,000 10%-30%
MANAGER / BUSINESS PARTNER
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The Manager level practitioner in most
entities is responsible for the human
resources function for a medium to
large-sized division and in the case of
small-to-medium-sized entities, for the
entire organisation. Managers will
typically have responsibility for a small
team of practitioners and depending on
the size and sophistication of the
business, those team members may be
generalists or responsible for one or more
specialism (eg recruitment and learning
and development). In larger employers,
the HR Manager may be supported by a
centre of excellence for some or all of the
specialist streams. Indeed, some larger
organisations with a particularly
sophisticated HR function, will support a
structure where the business partner has
no direct reports, or at most only one or
two.
A stand-alone HR Manager may report
directly to the CEO or Managing Director
of a small-to-medium-sized business,
whilst in larger companies the role would
report to a GM of HR or HR Director.
The market for HR Managers was fairly
static through 2009 but has been gaining
momentum throughout 2010. Those HR
Managers who maintained their positions
during the downturn often did so with
smaller teams and tightened budgets.
There is now movement in most sectors
although the manufacturing industry is
somewhat lagging. From a remuneration
perspective, and following pay freezes at
many employers, there has been
movement across the band for HR
Managers this year, if modest. Pay in the
OD, talent and change areas, as well as
reward, will continue to attract a premium
at the top of the banding.
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AUSTRALIAN HR SALARY SURVEY 2010/11
SENIOR MANAGER / SENIOR BUSINESS PARTNER
DIRECTOR / GM
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The Senior Manager role is ascribed to
individuals who are managing a larger
team, usually a minimum of five. Typically
these individuals will be overseeing a
sizeable generalist HR function for a
business division, or a specialist HR
function such as learning and
development, resourcing or reward, in a
larger organisation. If in a generalist role
then typically client groups would be a
minimum of 500-1,000 staff, but in larger
organisations this may increase to c.2,000
staff. From a generalist perspective, the
responsibilities for professionals at this
level can often act as quasi-HR Directors
for their specific business unit (BU) client
groups. Invariably they will be part of a
BU senior management or leadership team
with at least a dotted line report into the
business leader of that area.
At the executive end of the HR market
salary packages vary more substantially
based on size of company, ownership
(public or private), industry sector,
location and regional complexity. As a
consequence, we are in the process of
developing a specific remuneration survey
for HR Directors and will be publishing this
in early 2011. This will cover generalist
and specialist HR roles and will specify
fixed and variable pay components in
detail. If you require information on this in
the meantime, please contact Paul Breslin.
With regards to the specialist roles of HR,
these will typically sit centrally, driving
strategy in their specialist area from a
group-wide perspective. The reporting
line is usually into the overall HR Director,
but can also be a level down in the largest
organisations. Salaries for the ‘Specialist
Heads’ are certainly at a premium at the
moment, mirroring the market trends we
mentioned initially of businesses investing
more heavily in reward, L&D and OD
type-roles, with senior level reward
professionals often leading the pack.
Frazer Jones has undertaken a number of
‘Head of Reward’ roles in the past
eighteen months, particularly within the
services’ industries.
Naturally roles at this level are at the
pointy end of any HR structure in terms of
seniority. However, whilst there will never
be the same volume as at more junior
levels, we would expect this portion of
the market to remain busy for some time,
particularly as Senior Leaders are
increasingly looking to surround
themselves with high calibre experts.
We find that pay ranges vary substantially
towards the senior end, so there are
exceptions to these bandings, and the
largest employers in Australia will often
pay substantially more for the divisional /
BU “head of” roles. Frazer Jones will
include this data in the Executive HR
Director Salary Survey to be released in
early 2011 (see below for more
information on this).
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Small to medium sized businesses Larger organisations Base salary Bonus Base salary Bonus
Generalist $150,000 - $200,000 20%-40% $170,000 - $250,000 30%-50%
Reward $140,000 - $200,000 20%-40% $170,000 - $270,000 30%-50%
L&D $150,000 - $180,000 20%-30% $170,000 - $250,000 30%-50%
Recruitment / Grad Rec $150,000 - $200,000 20%-30% $170,000 - $250,000 30%-50%
OD / Talent / Change $160,000 - $200,000 20%-30% $170,000 - $250,000 30%-50%
ER / IR $140,000 - $180,000 20%-30% $160,000 - $230,000 30%-50%
AUSTRALIAN HR SALARY SURVEY 2010/11
CONTACT DETAILS
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Sydney
Level 12, 25 Bligh Street,
Sydney, NSW 2000
T: +61 (0)2 9236 9090
Melbourne
Level 2, Rialto North Tower, 525 Collins Street,
Melbourne, Victoria 3000
T: +61 (0)3 8610 8450
London
95 Queen Victoria Street,
London, EC4V 4HN
T: +44 (0)20 7415 2815
Dubai
Suite 614, Liberty House, DIFC,
PO BOX 506739, Dubai, UAE
T: +9714 448 7775
Hong Kong
1918 Hutchison House,
10 Harcourt Road, Central, Hong Kong
T: +852 2973 6333
Singapore
Level 15, Prudential Tower,
30 Cecil Street, Singapore 049712
T: +65 6236 2932
FRAZER JONES IS A MEMBER OF THE SR GROUP.
Paul Breslin
T. +61 (02) 9236 9090
For Executive HR Recruitment, please contact:
Julie Spears
T. +61 (02) 9236 9090
Peter Barber
T. +61 (03) 8610 8450
For Permanent HR Recruitment, please contact:
Renee Clarke
T. +61 (02) 9236 9090
For Interim HR Recruitment, please contact: For all Melbourne HR Recruitment, please contact:
AUSTRALIAN HR SALARY SURVEY 2010/11