RISING ABOVE

CHALLENGES:
POWERING
GROWTH
THE 2024 HAYS ASIA
SALARY GUIDE
FOREWORD INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

A CRITICAL CASE FOR OPEN CONVERSATIONS AND GROWTH MAPPING REGARDLESS OF THE UNCERTAINTIES

In the face of subdued economic growth forecasts in As businesses adapt to evolving technologies, the
2024, organisations are bracing for a consequential importance of skills development has heightened,
impact on recruitment activity. Despite this, the issue of particularly for workers grappling with the possibility of
skills shortages is expected to persist, exacerbated by AI necessitating that they update their skillsets. While the
need for upskilling has remained unchanged over the
Intelligence (AI) which businesses and consumers alike years, it has become critical in a time where the
have begun to embrace. Among internal hiring and availability of candidates possessing niche skills remain
human resources teams, 76% of practitioners across Asia low. 56.4% of respondents across Asia either disagree or
support the use of AI tools to perform their work tasks.
However, the underlying sentiment is that more needs to required AI skills to succeed in their current roles over the
be done to address concerns of bias that such next 3 - 5 years. Training and development can serve as
technology brings to the table. a pathway to mitigate talent shortages and enhance
retention rates.
Amidst these challenges, there has been a notable shift
in employee priorities over the past year. Factors such as If there is one takeaway I’d like readers to have from this
career progression and a desire to be challenged at the publication, it would be for leaders to have these
workplace have risen to prominence, surpassing salary discussions with their workforce, and for employees to
as the primary motivators for employees to leave despite examine how they can enhance their value in this
, period of disruption. Collaboration is the key to survival,
have revised their salary expectations downward, with a and both parties will need to face these challenges with
growing proportion of workers anticipating smaller raises open minds and a willingness to adapt.
in 2024.
MARC BURRAGE
MANAGING DIRECTOR, HAYS ASIA
Although uncertainties seem unavoidable, it is
important to recognise that the workforce is keen to
contribute towards the business’s survival as well as
their own. Employees are generally tuned into economic
uncertainties and are still looking for opportunities to
grow through these challenges. Therefore, when
- ,
everyone will be better equipped to move forward
together.

2024 HAYS ASIA SALARY GUIDE 01

CONTENT
FOREWORD 01

ABOUT THE GUIDE 03

KEY INSIGHTS ON THE
LABOUR MARKET TRENDS 05
LABOUR MARKET IN 2024
Hiring outlook and challenges
Employee career development plans
Remuneration trends
Employer value proposition
AI, Skill set and development

REGION SPOTLIGHT 43

INDUSTRY BREAKDOWN Accountancy & Finance 56

– INSIGHTS AND SALARIES
Banking & Financial Services 77
Construction 99
Engineering 103
Human Resources 126
Insurance 132
Legal 148
Life Sciences 156
Marketing & Digital 164
Office Professionals 170
Property 175
Sales 179
Supply Chain & Procurement 183
Technology 189

ABOUT US Contact Us 209

Disclaimer: The Hays Asia Salary Guide is representative of a value-added service to our clients and
candidates. While every care is taken in the collection and compilation of data, the guide is interpretive and
indicative, not conclusive. The information in this guide should be used as a guideline only and may not be
reproduced in whole or by section without written permission from hays. 2024 HAYS ASIA SALARY GUIDE 02
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

ABOUT THE GUIDE

METHODOLOGY THANK YOU
Our Salary Guide insights are based on a survey conducted We would like to express our gratitude to all
online in English, Chinese, and Japanese languages, across six consultants, survey respondents, as well as our clients
weeks in late 2023. It was completed by a representative and candidates, for sharing valuable information and
sample of n=8,525 professionals from China Mainland, Hong insights.
Kong SAR, Japan, Malaysia, Singapore, and Thailand. We also
heard from 3,089 respondents who represented their Your contribution was essential in producing an
organisations in the survey as hiring managers, and from them, informative publication that helps both professionals
we heard the business perspective on hiring trends, salary and employers make informed business and career
policy, and business focuses they are prioritising in a new era of decisions.
work. We supplemented this data with recommendations,
expert comments, and remuneration analysis.

2024 HAYS ASIA SALARY GUIDE 03

INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

2024 HAYS ASIA SALARY GUIDE 04

HIRING OUTLOOK AND CHALLENGES INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

OUTLOOK ON ECONOMIC CLIMATE AND Employer Perspectives OVERALL SENTIMENT ON ECONOMIC CLIMATE AND EMPLOYMENT
EMPLOYMENT OPPORTUNITIES IN THE
NEXT 2 - 5 YEARS Considering the escalating challenges posed by the current economic climates,

, , ,
- - 12
,
20.3%
8.6%
, ,
regional landscape that necessitates cost-cutting measures, for a more
6.1%
4.8%

2.6% 6.1%

51.0%
48.2%
41.7% 43.2% ,

27.6%
26.9% ,

,
29.1%
-
37.2%
48.2% 50.2% 47.7%

2.5%
64.4%

3.2%

3.0%
5.3%

16.8%

5.4%

CHINA HONG KONG JAPAN MALAYSIA SINGAPORE THAILAND

SAR

Very Optimistic Quite Optimistic Not Very Optimistic Not Optimistic At All 2024 HAYS ASIA SALARY GUIDE 05
HIRING OUTLOOK AND CHALLENGES INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

TOP FIVE CHALLENGES Employer Perspectives

ORGANISATIONS FACED IN 2023

, ,
CHINA MALAYSIA
,
1 Hiring freeze 40.8% 1 Digital transformation 49.7%
, ,
2 Digital transformation 34.0% 2 Restructuring 44.9% down from 52.0%

3 Downsizing 31.7% 3 Hiring freeze 36.2%

Change in
4 30.0% 4 Soaring labour costs 35.1%
required skills sets , ,
Requirement for a
5 Soaring labour costs 27.2% 5 more flexible workforce
31.3%
,
6 Restructuring 22.3% down from 64.3% in 2022

HONG KONG SAR SINGAPORE

1 Digital transformation 36.9% 1 Hiring freeze 39.9%

2 Soaring labour costs 32.6% 2 Digital transformation 39.3%

3 Hiring freeze 32.1% 3 Soaring labour costs 38.7%

,

4 Restructuring 28.9% down from 44.3% 4 Restructuring 38.1% down from 41.2%

Requirement for a
5 Aging workforce 26.7% 5 more flexible workforce
27.4%

JAPAN THAILAND
1 Aging workforce 35.1% 1 Restructuring 43.0%

2 Soaring labour costs 33.3% 2 Digital transformation 41.8%

3 Restructuring 33.0% down from 63.4% 3 Hiring freeze 31.6%

Change in
4 Digital transformation 28.3% 4 required skills sets
29.1%

Requirement for a
5 more flexible workforce
25.1% 5 Aging workforce 26.6%

2024 HAYS ASIA SALARY GUIDE 06

HIRING OUTLOOK AND CHALLENGES INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

HIRING TRENDS Employer Perspectives

PERMANENT STAFF LEVEL INCREASE (Y.O.Y) CONTRACT STAFF LEVEL INCREASE (Y.O.Y)

PROJECTION ACTUAL IN PROJECTION ACTUAL INCREASE PROJECTED INCREASE

FOR 2023 2023 FOR 2024 FOR 2023 FOR 2024

CHINA 39.6% 28.6% 27.2% CHINA

21.5% 22.0%

HONG KONG SAR 43.9% 28.9% 27.8% HONG KONG SAR

17.1% 15.5%

JAPAN 58.4% 32.6% 33.7% JAPAN

22.9% 20.1%

MALAYSIA 56.5% 30.9% 30.4% MALAYSIA 15.5% 15.7%

SINGAPORE 51.0% 28.3% 30.1% SINGAPORE 13.1% 11.9%

*
No prior data for Thailand
THAILAND market; newly added market 32.9% 40.5% THAILAND
to the Salary Guide
19.0% 22.8%

Staff increases for 2023 did not meet the earlier projections set by the market, Notably, a reduced number of employers in Hong Kong SAR, Japan, and Singapore
prompting a revision of expectations for 2024. anticipate an expansion in staff levels. In contrast, employers in China, Malaysia,
and Thailand are optimistic about growth in the contract recruitment sector. Once
Moreover, there is an elevated level of uncertainty in China regarding hiring, with an again, Thailand stands out for its enthusiasm toward hiring.
increase from 7.0% to 17.8%. This shift in expectations underscores the evolving
dynamics in the employment landscape, signaling a cautious approach among
2024 HAYS ASIA SALARY GUIDE 07
employers in certain markets.
HIRING OUTLOOK AND CHALLENGES INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

Employer Perspectives Employer Perspectives

CONFIDENCE IN HIRING (ASIA WIDE) EXTENT OF AI USAGE IN YOUR

COMPANY'S RECRUITMENT PROCESS (ASIA WIDE)

7
87 2 ,
thoughout the recruitment process
12
,
stages of recruitment

,
our recruitment process
22
10
,

22

Employer Perspectives

MY ORGANISATION IS EMBRACING AI
SUFFICIENTLY TO STAY RELEVANT IN THE NEAR FUTURE
(HR PRACTITIONERS)
11

0
8
202 07 00 28
27 2 8
, ,
would be neglectful not to gauge the stance of employers in this 11 1
1 7 20 1 7
2 7

, 27 2
1 2 8
2 0 2
2
, 8

concerns it introduces, particularly in determining a candidate's 10

2
7 11 0

11

CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Strongly Agree Agree Unsure Disagree Strongly Disagree

2024 HAYS ASIA SALARY GUIDE 08

HIRING OUTLOOK AND CHALLENGES INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

Employee Perspectives

I SUPPORT THE USE OF AI TOOLS TO PERFORM MY WORK TASKS I BELIEVE AI TOOLS CAN HELP ORGANISATIONS RECRUIT
(HR PRACTITIONERS)
QUALITY TALENT THAT MATCHES THEIR BUSINESS NEEDS
1 7 1 0
87 11
12 8
10 0 88
1 2
7

18 1
72
8 11
8 10

02
87
0 8 71 8
12 7 11 10 2
71 22
27 11 0 2 78
0 1 8
21 2 1
7
1
0
70 7 7
2
CHINA HONG KONG JAPAN MALAYSIA SINGAPORE THAILAND CHINA HONG KONG JAPAN MALAYSIA SINGAPORE THAILAND
SAR SAR
Strongly Agree Strongly Strongly Strongly
Unsure Disagree Agree Neutral Disagree
Agree Disagree Agree Disagree

HOW COMPANIES ASSESS THE FAIRNESS AND

UNBIASE NATURE OF AI-POWERED RECRUITMENT TOOLS
0 0 1 0
2 21

2 2 21 21
00 2
0 , ,
,
1 0 21
2
- ,
20 0 10
,
88
1
, , ,
17
00
12

, ,
08 2
20 0 20 2 17
1

CHINA HONG KONG JAPAN MALAYSIA SINGAPORE THAILAND

SAR support for the use of AI tools among HR professionals across the region, who
Regular audits and Continuous monitoring and human
mitigate biases in tools

Other - Please specify

bias in AI recruitment tools 2024 HAYS ASIA SALARY GUIDE 0
HIRING OUTLOOK AND CHALLENGES INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

EXTENT OF AI USAGE IN Employee Perspectives

RECENT JOB APPLICATION

Nevertheless, candidates have shown no hesitation in embracing AI assistance

throughout the job application process. Across all markets, except Japan,
2.7%
4.4%
6.6% prospective employees have utilised AI to varying extents across different
11.1% 10.8% 11.9%
14.3% stages of interviews.
8.3%
11.3%
6.5% 7.9% 5.4%
5.1% 5.0% The trajectory of AI usage and acceptance appears poised for continuous
growth, suggesting that it might only be a matter of time before companies
11.6% 12.4%
10.7% align with this trend. The initial discussions to explore the implementation of AI
21.1% in the workplace become crucial, forming the foundations that pave the way for
25.7% 21.5%
employees eager to embrace optimisation.

18.7% 18.4%
20.6%

24.0%
30.5%

30.3%
27.4% 27.9%
28.2%

10.6%

32.1%
22.9% 19.8% 21.4%
14.3%
18.7%

4.9% 4.8%
2.7% 2.6% 2.4% 2.5%

CHINA HONG KONG JAPAN MALAYSIA SINGAPORE THAILAND

SAR

Extensively, I heavily relied Moderately, I leverage Minimally, I used I did not use AI
on AI throughtout the AI in specific stages AI sparingly process as I’m not
application process familiar with how

did not use AI process

as I didn’t see a need
I did not use AI tools due
to security and privacy
Not applicable, I
have not applied
2024 HAYS ASIA SALARY GUIDE 10
considerations for any jobs yet
EMPLOYEE CAREER DEVELOPMENT PLANS INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

CAREER PLANS IN THE NEXT 12 MONTHS Employee Perspectives OVERALL CONSIDERATIONS

When it comes to employee considerations with where their future career plans
take them, we found that China possessed the most stable retention market
overall, while Japan was least stable.
26.0%
28.0%
32.0% 33.0%
Within Asia, employees in China were least likely to look for alternative career
35.0%
plans outside their current organisation, preferring to either stay in their current
roles, seek promotions or search for new roles within their companies.
48.0%
3.0%
3.0% 4.0% Employees in Japan were more open towards change, with far more
2.0% 3.0%
1.0% 2.0%
1.0%
respondents showing receptiveness towards taking up new roles elsewhere for
2.0%
2.0% better opportunities. Employees in Japan were also less likely to seek growth
17.0%
within their own companies, increasing the likelihood of external recruitment
24.0% 18.0% efforts succeeding.
19.0% 25.0%
2.0%
3.0% Employees in Hong Kong SAR, Malaysia, Singapore and Thailand displayed
similar propensities to change, with respondents in Thailand most likely to
possess alternative plans of growth outside of their existing workplace at
20.0% 46.0%. It is worth noting that even among loyalists in Malaysia and Singapore,
there was a higher propensity to sway when it came to external opportunities
compared to other markets (24.0% and 25.0% respectively).
51.0%
46.0% Loyalty was second highest among workers in Hong Kong SAR, with 35.0% of
42.0% 42.0%
39.0% loyalists firmly preferring to stay and grow within their organisation, followed by
Thailand at 33.0%, Singapore at 32.0% and Malaysia at 28.0%.
27.0%

CHINA HONG KONG JAPAN MALAYSIA SINGAPORE THAILAND

SAR

Plan to change organisation / talent Loyal employees who are also Loyal employees with plans
with alternative career plans outside open to new opportunities or to to set up their own business,
of current organisation plan to change organisation pick up additional jobs

Loyal employees who also Loyal – looking to stay in same

plan to follow a completely role or be promoted or find a new
different career path role within current organisation 2024 HAYS ASIA SALARY GUIDE 11
EMPLOYEE CAREER DEVELOPMENT PLANS INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

TOP THREE REASONS FOR LEAVING PREVIOUS EMPLOYER Employee Perspectives

CHINA MALAYSIA In response to the dynamic regional landscape,

2023 2024 2023 2024

1 alar pac age as t l 1 Lack of career progression 1 alar pac age as t l 1 Seeking new challenges
salaries no longer hold the top spot as the primary

2 etter enefits 2 etter enefits

2 Seeking new challenges 2 Salary package was too low
ealt care insurance all ances ealt care insurance all ances
,
to the top spot in the priorities list for employees in
3 ac f career pr gressi n 3 Salary package was too low 3 ee ing ne c allenges 3 Lack of career progression
, ,
heightened focus on long-term professional

HONG KONG SAR SINGAPORE

2023 2024 2023 2024 , , ,

,
1 alar pac age as t l 1 Lack of career progression 1 alar pac age as t l 1 ac f career pr gressi n ,
2 etter enefits 2 etter enefits
2 Seeking new challenges 2 Seeking new challenges ,
ealt care insurance all ances ealt care insurance all ances

3 ee ing ne c allenges 3 Salary package was too low 3 ee ing ne c allenges 3 Salary package was too low

RECOMMENDATIONS
JAPAN THAILAND
and new challenges are an unfortunate loss to
2023 2024 2024* 2024
,
1 alar pac age as t l 1 Seeking new challenges 1 Seeking new challenges
alar pac age as t l
,
2 ee ing ne c allenges 2 Salary package was too low 2 ac f career pr gressi n etter enefits talent with early discussion on career progression
ealt care insurance all ances
and sharing business challenges that could
3 ac f career pr gressi n 3 Lack of career progression 3 Salary package was too low
ac f career pr gressi n

*
No prior data for Thailand market; newly added market to the Salary Guide 2024 HAYS ASIA SALARY GUIDE 12
EMPLOYEE CAREER DEVELOPMENT PLANS INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

TOP THREE REASONS FOR STAYING WITH CURRENT EMPLOYER Employee Perspectives

CHINA MALAYSIA In aligning with the shifting trends, employees

choosing to remain with their employers are also
2023 2024
2024 2023 2024 ,
1 Salary package 1 Work-life balance 1 Salary package 1 Work location /
alar pac age as t l
Flexible working options primary reason to stay has seen a decline in
2 Work-life balance etter
2 Salaryenefits
package 2 Flexible working options 2 Work-life balance
ealt care insurance all ances
3 Company’s values and culture 3 Fit in well with manager/ , -
align with mine 3 Work-life balance 3 Fit in well with manager /
accolleagues
f career pr gressi n
colleagues -
considerations for employee retention in China,
, ,
reflects a growing emphasis on factors contributing
HONG KONG SAR SINGAPORE
,
-
2023 2024 2023 2024
1 Salary package 1 Work-life balance 1 Salary package 1 Fit in well with manager/
colleagues
,
2 Work-life balance 2 Fit in well with manager/ 2 Flexible working options 2 Work location / flexible working
colleagues options
Fitting in well with managers and colleagues has
3 Flexible working options 3 Salary package 3 Work-life balance 3 Work-life Balance ,

decision of employees to stay with their current

JAPAN THAILAND
,
2023 2024 2024* reflecting the intricate balance between
1 Salary package 1 Work location / 1 Salary package
professional and interpersonal aspects in the
flexible working options

2 Flexible working options 2 Salary package 2 Work-life balance

3 Work-life balance 3 Work-life balance 3 Work location / flexible working options

*
No prior data for Thailand market; newly added market to the Salary Guide 2024 HAYS ASIA SALARY GUIDE 1
EMPLOYEE CAREER DEVELOPMENT PLANS INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

TALENT RETENTION AND ENGAGEMENT Employee Perspectives

| CHINA |

RESPONDENTS WHO ARE COMMITTED OR VERY RESPONDENTS WHO ARE NOT COMMITTED OR ACTIVELY
TOP REASONS TO STAY COMMITTED TO THEIR WORK OR ORGANISATION NOT COMMITTED TO THEIR WORK OR ORGANISATION

Work-life balance 41.0% Work-life balance 37.5% Work-life balance 38.1%

Salary package 32.2% Fit in well with 34.2% Work location / Flexible 35.4%
manager / colleagues working options

Fit in well with 28.8% Work location / Flexible 32.8% Salary package 34.2%
manager/ colleagues working options
Work location / Flexible 21.4% Salary package 32.6% Good job security 24.9%
working options

18.9% 17.9%
Waiting for a bonus / promotion / 18.3%
Good job security Good job security internal transfer

Work-life balance plays a key role for talent retention, above salary packages. Work location / flexible work RECOMMENDATIONS
options formed a powerful driver among employees who chose to stay, particularly more so among those
To manage potential turnover, employers will want
who felt less committed to their current employer. Committed talent do prioritise other factors like
to look at finetuning their Employee Value
work-life balance and people-fit.
Propositions to evaluate workloads and encourage
office camaraderie to secure existing committed
Good job security was cited across the board for all employees who stayed as well, reflecting the nature of
talent. Meanwhile, employers should look to
the employment landscape and the financial responsibilities individuals face today.
re-energise disengaged employees through other
means if flexible work options are reverting to more
on-site arrangements.

2024 HAYS ASIA SALARY GUIDE 14

EMPLOYEE CAREER DEVELOPMENT PLANS INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

TALENT RETENTION AND ENGAGEMENT Employee Perspectives

| HONG KONG SAR |

RESPONDENTS WHO ARE COMMITTED OR VERY RESPONDENTS WHO ARE NOT COMMITTED OR ACTIVELY
TOP REASONS TO STAY COMMITTED TO THEIR WORK OR ORGANISATION NOT COMMITTED TO THEIR WORK OR ORGANISATION

Work-life balance 35.3% Fit in well with 36.6% Waiting for a bonus / promotion / 32.4%
manager/ colleagues internal transfer
Fit in well with 34.8% Work-life balance 34.7% Fit in well with 26.5%
manager/ colleagues manager/ colleagues

Salary package 32.1%

Salary package 32.8% Work-life balance 26.5%

Work location / Flexible 24.8% Work location / Flexible 27.2% Career progression 26.5%
working options working options
Waiting for a bonus / promotion / 21.3% Waiting for a bonus / promotion / 21.9% Salary package 23.5%
internal transfer internal transfer

Good job security 21.1% Work location / Flexible 23.5%

working options

Although work location / flexible work options were present within considerations of employees who stayed, RECOMMENDATIONS
those same employees also ranked other benefits such as good work-life balance and being able to fit well
Having early conversations with workers to
with managers and colleagues higher.
manage expectations on bonus / promotion /
internal transfer would help with labour forecast.
There were also strong indications that non-committed employees were staying in view of practical consider-
Alternatively, work-life balance and employee fit
ations like potential bonus, promotion or internal transfer.
are important considerations for Hong Kong
employers looking to retain quality talent. Be sure
to provide sufficient opportunities for the
workforce to manage workload and integrate
themselves with colleagues and managers.

2024 HAYS ASIA SALARY GUIDE 15

EMPLOYEE CAREER DEVELOPMENT PLANS INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

TALENT RETENTION AND ENGAGEMENT Employee Perspectives

| JAPAN |

RESPONDENTS WHO ARE COMMITTED OR VERY RESPONDENTS WHO ARE NOT COMMITTED OR ACTIVELY
TOP REASONS TO STAY COMMITTED TO THEIR WORK OR ORGANISATION NOT COMMITTED TO THEIR WORK OR ORGANISATION

Work location / Flexible Work location / Flexible Work location / Flexible

41.5% 41.9% 42.4%
working options working options working options

Salary package 37.6%

Salary package 38.0% Work-life balance 38.1%

Work-life balance 36.8% Work-life balance 36.8% Salary package 34.5%

Fit in well with my Fit in well with my

28.0% 33.4% Good job security 28.8%
manager / colleagues manager / colleagues

Company’s values and 20.7%

Company’s values and 22.1% Company’s values and 15.1%
culture align with mine culture align with mine culture align with mine

When it came to employees who stayed, work location / flexible work options were unanimously selected as RECOMMENDATIONS
the most important contribution to that decision, rated even above salary considerations.
With flexible work options being an integral
consideration for workers in Japan to remain at
Besides the significant of work-life balance amongst all employees, less committed employees are sticking
their place of employment, employers will need to
with employers who offer good job security.
carefully consider the ramifications of removing
this benefit. A two-way conversation is crucial to
avoid missed expectations. Employers may also
wish to revisit career development plans to see if
their workforce is being sufficiently engaged to
improve and grow at the workplace

2024 HAYS ASIA SALARY GUIDE 16

EMPLOYEE CAREER DEVELOPMENT PLANS INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

TALENT RETENTION AND ENGAGEMENT Employee Perspectives

| MALAYSIA |

RESPONDENTS WHO ARE COMMITTED OR VERY RESPONDENTS WHO ARE NOT COMMITTED OR ACTIVELY
TOP REASONS TO STAY COMMITTED TO THEIR WORK OR ORGANISATION NOT COMMITTED TO THEIR WORK OR ORGANISATION

Work location / Flexible Work location / Flexible Work location / Flexible

36.4% 38.3% 43.6%
working options working options working options

Work-life balance 36.2% Work-life balance 35.8% Fit in well with my 35.9%
manager / colleagues
Fit in well with my Fit in well with my 34.6% Waiting for a bonus /
32.8% 33.3%
manager/ colleagues manager / colleagues promotion / internal transfer
Salary package 31.6% Salary package 30.8%
Work-life balance 30.8%

Waiting for a bonus / 21.6%

Waiting for a bonus / 21.8%
promotion / internal transfer Salary package 30.8%
promotion / internal transfer

Among those who opted to remain with their companies, work location / flexible work options emerged as the RECOMMENDATIONS
most crucial factor, consistently rated higher than salary considerations. This was followed by having good
Employers should consider the potential
work-life balance and experiencing a good fit in the organisation.
consequences of eliminating flexible work
options, especially since it has now become a
Those less committed also took a practical view in prioritising remuneration.
primary factor, surpassing remuneration, for
retaining workers. Committed talent may be
given more autonomy, whilst less committed
ones will require other means of engagement.
Reviewing work-life balance suitably will also
keep talent engaged.

2024 HAYS ASIA SALARY GUIDE 17

EMPLOYEE CAREER DEVELOPMENT PLANS INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

TALENT RETENTION AND ENGAGEMENT Employee Perspectives

| SINGAPORE |

RESPONDENTS WHO ARE COMMITTED OR VERY RESPONDENTS WHO ARE NOT COMMITTED OR ACTIVELY
TOP REASONS TO STAY COMMITTED TO THEIR WORK OR ORGANISATION NOT COMMITTED TO THEIR WORK OR ORGANISATION

Fit in well with my Fit in well with my Salary package

37.1% 40.1% 50.0%
manager/ colleagues manager / colleagues

Work location / Flexible Work location /

35.8%
Flexible working options
36.2% Work-life balance 44.4%
working options
Work location /
Work-life balance 35.6% Work-life balance 35.4% 27.8%
Flexible working options

Salary package 30.9% Salary package 31.5% Good job security 27.8%

Waiting for a bonus / Waiting for a bonus /

Good job security 20.1% 16.9% 16.7%
promotion / internal transfer promotion / internal transfer

Employees who fit in at the workplace were more likely to stay and remain committed to the company. In fact, RECOMMENDATIONS
positive people fit outpaced flexible working options as a reason for Singaporeans to stay with a company, a
A healthy working environment, positive values
unique phenomenon setting the market apart from others in Asia.
and a sufficiently challenging role will go a long
way towards winning the hearts of employees
Job security was also a large motivator for many employees to stay, indicative of conservative outlooks
in Singapore. However, the importance of
towards employment in general. Amongst the less committed, remuneration was also a key motivator to stay.
flexible working options shouldn’t be
underscored for hiring managers should this
not already be the norm. Employers should look
to segment their means of engagement when
executing flex working policies.

2024 HAYS ASIA SALARY GUIDE 18

EMPLOYEE CAREER DEVELOPMENT PLANS INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

INTERNAL HIRING TRENDS Employee Perspectives

EMPLOYEE PERCEPTIONS TOWARDS INTERNAL HIRING

CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

WANTS TO KNOW ABOUT

CAREER OPPORTUNITIES 88.7% 69.8% 60.7% 78.3% 77.1% 81.9%
INSIDE ORGANISATION

HAS VISIBILITY INTO

69.5% 61.7% 42.9% 68.0% 67.0% 70.5%
INTERNAL OPPORTUNITIES

BELIEVES AN INTERNAL
TRANSFER IS AS ATTRACTIVE
54.9% 43.8% 24.8% 42.5% 47.1% 48.1%
OR MORE SO THAN A NEW
OPPORTUNITY OUTSIDE

Across the region employees exhibited a robust These gaps were most pronounced in China and Japan, RECOMMENDATIONS
interest in exploring career opportunities within their with close to a 20% difference between interest and
current organisations. This internal inclination is With career growth superseding salary as a
perception. This raises a crucial point about the need for
strikingly prominent, with overall employee interest reason for employees to pack their bags, this may
organisations to enhance communication channels,
eclipsing the 60% mark. Of particular note, China be the right time to reengage employees via
ensuring employees are well-informed and aware of the
emerges as a standout, boasting an impressive 88.7% internal communications about opportunities
opportunities that lie within.
interest in internal career advancements. Japan within the company. By bridging the information
employees were least keen about internal transfer gap, highlighting internal career pathways, and
The perception gap increases further when it came to
opportunities. showcasing the potential for professional growth
the attractiveness of outside offers versus internal
within the company, organisations can not only
movement. Asides from China, less than half of
There is a gap however, in terms of the perceived retain talent but also foster a culture of loyalty and
employees felt an inclination to stay instead of leave
visibility employees feel they have towards internal commitment.
given the chance.
opportunities.

2024 HAYS ASIA SALARY GUIDE 19

EMPLOYEE CAREER DEVELOPMENT PLANS INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

GLOBAL MOBILITY Employee Perspectives

INCLINATIONS TO WORK OVERSEAS IN THE NEXT TWO YEARS

, 0 ,
, , ,
19.1%

15.0% 14.4%
10.1%
4.6%
7.4%
17.5%
,
13.4% 12.7% and personal growth both stood out as leading reasons for employees to
15.7% 16.8%
13.9%
,

, ,
36.1% 37.6% 38.8% 17
32.4% 34.4%
33.7%

15.3%
22.1% 21.3%

29.5% 24.2%
31.0%

9.3%

13.5% 13.1%

15.4%

16.4% 15.3%

CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

2024 HAYS ASIA SALARY GUIDE 20

EMPLOYEE CAREER DEVELOPMENT PLANS INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

GLOBAL MOBILITY Employee Perspectives

Employees in China ranked career advancement, personal growth and a

REASON FOR CONSIDERING AN OVERSEASWORK ASSIGNMENT IN THE NEXT TWO YEARS fresh start as the top 3 reasons to consider a move. Domestic companies
looking to expand overseas could expound on these motivations for talent
CHINA mobility. A distinctive pattern surfaces in Hong Kong SAR, where
57.9% Career advancement
53.2% Personal growth
26.2% Fresh start
employees express a pronounced desire to leave based on political
considerations. This unique aspect underscores the impact of geopolitical
HONG KONG SAR factors on workforce mobility and necessitates a nuanced approach to
Personal growth Career advancement Global networking
41.8% 41.0% 24.7% international talent management in such environments.

JAPAN
Personal growth Career advancement Cultural immersion Furthermore, employees in Japan exhibit a distinctive profile, with anotable
48.7% 47.4% 31.3%
proportion expressing a desire to work abroad for a fresh start in their
MALAYSIA lives. Additionally, a strong inclination towards cultural immersion emerges
Career advancement Financial motivations Personal growth as a motivator for those seeking international opportunities. Organisations
55.1% 51.7% 48.0%
aiming to attract and retain talent from Japan should consider these
SINGAPORE factors when designing international assignments, focusing on the broader
55.9% Career advancement
53.6% Personal growth
33.5% Travel / adventure exploration lifestyle and cultural experiences that employees seek.

THAILAND
Career advancement Personal growth Financial motivations
58.7% 44.2% 37.0% RECOMMENDATIONS

Considerations for talent hire internationally will depend on your

organisation's ability to support them in this transition.
Communicating international career opportunities to employees
gives them the option to contribute from elsewhere while being
exposed to new challenges, markets, and teammates. Beyond
addressing the intrinsic motivations for accepting an overseas
position, relocation support such as language training,
assistance with visas and housing, and other crucial factors to
ease integration will smoothen transitions.

2024 HAYS ASIA SALARY GUIDE 21

EMPLOYEE CAREER DEVELOPMENT PLANS INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

ADDITIONAL JOBS Employee Perspectives

NO. OF ADDITIONAL JOB(S) APART FROM THE PRIMARY ONE REASON FOR PURSUING ADDITIONAL JOB(S)
25

21.3% CHINA
Career advancement Personal growth Fresh start
20
19.9% 57.9% 53.2% 26.2%

HONG KONG SAR

Personal growth Career advancement Global networking
15
41.8% 41.0% 24.7%
12.4% 12.1% JAPAN
11.9%
Personal growth Career advancement Cultural immersion
10.7% 48.7% 47.4% 31.3%
10
8.7%
8.2% MALAYSIA
Career advancement Financial motivations Personal growth
5.5% 55.1% 51.7% 48.0%
5 4.3% 4.4%
4.0%
2.9% 3.3% SINGAPORE
2.4%
2.0% Career advancement Personal growth Travel / adventure exploration
1.5%
0.6% 0.3%
1.5%
0.7%
1.3% 55.9% 53.6% 33.5%
0.3%0.4%
0
CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND THAILAND
Career advancement Personal growth Financial motivations
1 2 3 More than 3 58.7% 44.2% 37.0%

RECOMMENDATIONS
With the prospect of a challenging economic climate in Workers in Malaysia lead the charge in this aspect, with
mind, we wanted a sense of whether employees were It is worth re-examining how we view the prospect of
36.3% citing financial gain as their primary motivation for
working at more than one job today. Among Asian employees moonlighting, especially with the challenges
engaging in multiple job roles. This underscores the
markets, Japan and Thailand emerge as notable ahead. The gig economy has made pathways to extra
financial resilience and adaptive nature of the workforce
outliers, demonstrating a significant propensity among income much easier today and is an attractive option
in Malaysia, where employees actively seek diversified
employees to embrace the practice of holding down for many workers seeking to meet growing financial
income streams to navigate economic uncertainties.
more than one job. Particularly striking is the fact that obligations. These also present an opportunity for
over 25% of employees in Japan and just over 40% of enterprising individuals looking to gather experience in
Singapore, however, presents a unique perspective in this
their counterparts in Thailand are actively pursuing particular fields or industries that necessitate fluency in
landscape, with 30% of workers engaging in moonlighting
this multi-faceted professional approach. certain technical skills. Having that conversation with
for reasons beyond financial considerations. In contrast
workers to find out what motivates them today, and
to the prevailing trend, a significant portion of employees
Across most markets, the primary driver for seeking matching that to existing support offered by your
in Singapore pursues secondary employment as a hobby
additional employment is the pursuit of extra income. organisation will keep employees engaged and happy.
or to fulfill personal interests.

2024 HAYS ASIA SALARY GUIDE 22

REMUNERATION TRENDS INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

SALARY EXPECTATIONS IN 2024 Employee Perspectives

CHINA HONG KONG SAR JAPAN

Throughout Asia, employees have revised their salary expectations
5.9% 7.4% 5.6% downward. A reduced number of employees in the region anticipate
15.1% 14.6% 5.3% 5.3%
20.4% 22.0% 6.4% a salary increase surpassing 6%, while a growing proportion
14.3%
47.0% 46.6%
15.1% 12.2% 15.4%
16.5% foresees either no change or a decrease in their salary.
11.9% 13.1%

28.9%
22.2% 29.3% 33.2%
29.9%
25.4% 38.2%

27.0% 25.8%
14.7% 24.5% 22.0%
22.7%
41.1%
16.5% 37.4%
16.5% 29.3%
21.0%
19.6% 18.0%
4.3% 14.6%
4.4%
4.7% 6.4% 4.2% 1.4% 2.2% 3.9% 2.8% 2.2% 4.8%
0.4% 0.4%

2022 2023 2024 2022 2023 2024 2022 2023 2024

MALAYSIA SINGAPORE THAILAND

9.4%
16.4%
22.8% 20.6%
23.9% 28.6% 10.8% 21.8%

12.9%
13.5%
15.3%
18.4% 29.2%
19.0% 27.9%
24.8%
27.1%
29.3%
23.8%
25.3%
29.5%
25.7% 31.5%
22.7%
16.9% 19.0%
14.0%

15.4% 19.4% 19.4% 12.1%

11.9% 12.6% 14.1%
1.6% 1.2% 1.0% 0.8% 2.0% 1.6% 6.7%
0%
2022 2023 2024 2022 2023 2024 2024

Decrease No change Increase < 3% Increase 3-6% Increase 6-10% Increase >10%

*
No prior data for Thailand market; newly added market to the Salary Guide 2024 HAYS ASIA SALARY GUIDE 23
REMUNERATION TRENDS INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

SALARY EXPECTATIONS IN 2024 Employer Perspectives

CHINA HONG KONG SAR JAPAN

2.3%
7.4% 6.4% 6.5% 10.3%
2.6% 3.2%
5.6%
3.9%
3.4%
2.8% 10 ,
8.2% 9.8%
11.7% 6.8%
18.2% 8.0%
17.1% 22.3%
20.6%
23.7%
-10
22.8%
24.6% 38.9%
40.9%
34.6% -
41.8%
41.8%
30.4%
27.8% 52.2% 38.9%
,
13.5% 22.1% 31.3%

13.8%

31.8% 25.2%
23.1% 27.0%
17.9%
19.4% 14.4% 15.4%
22.0% , ,
2.0% 4.2% 3.6% 1.7% 4.1% 4.6% 1.8% 2.8% 2.8%

, 1
2022 2023 2024 2022 2023 2024 2022 2023 2024
The proportion of employers not foreseeing salary increments in the
MALAYSIA SINGAPORE THAILAND ,

5.7% 5.7% 4.3% 3.6%

10.4% 8.2% 5.4% 4.8%
7.8% 6.8%
14.7% 10.2%
10.8% 16.9%
25.1%
24.5%
37.7%
33.2%
35.6%
43.0%
24.6% 47.0%
36.6%

33.0%
31.4%
25.0%
22.2%
33.1%
22.9%
26.0%
15.9% 17.9%
12.6% 16.0%
7.2%
4.3% 2.3% 1.8% 1.2% 1.0% 2.4% 1.2%

2022 2023 2024 2022 2023 2024 2024

Decrease No change - -10 10

*
No prior data for Thailand market; newly added market to the Salary Guide 2024 HAYS ASIA SALARY GUIDE 2
 REMUNERATION TRENDS INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

SALARY EXPECTATIONS IN 2024 Employees Employers

CHINA nsumer rice nflati n 1.9%* HONG KONG SAR nsumer rice nflati n 1.6%*

Increase Increase by Increase by Increase by Increase Increase by Increase by Increase by

Decrease No Change Decrease No Change

4.2% 21.0% 14.7% 29.9% 15.1% 15.1% 3.9% 18.0% 22.0% 29.3% 12.2% 14.6%

-0.6% -1.6% +7.4% +11.0% -3.4% -12.8% +0.7% -3.6% +9.3% +9.6% -4.0% -12.0%

2.3%

2.6%
3.6% 19.4% 22.1% 40.9% 11.7% 4.6% 14.4% 31.3% 38.9% 8.2%

JAPAN nsumer rice nflati n 1.5%* MALAYSIA nsumer rice nflati n 1.9%*

Increase Increase by Increase by Increase by Increase Increase by Increase by Increase by

Decrease No Change Decrease No Change

4.8% 41.1% 28.9% 14.3% 5.3% 5.6% 12.6% 19.0% 29.3% 15.3% 22.8%

1%
-2.0% -19.1% +10.1% +9.4% +4.5% -2.8% +0.8% 0% +3.2% +13.7% -0.6% -17.1%
2.8%

2.8%

1.8%
22.0% 38.9% 23.7% 9.8% 12.6% 22.2% 43.0% 14.7% 5.7%

SINGAPORE nsumer rice nflati n 3.2%* THAILAND nsumer rice nflati n 2.4%*

Increase Increase by Increase by Increase by

Decrease No Change
6.7% 12.1% 31.5% 27.9% 21.8%
1.6%

19.4% 29.5% 29.2% 10.8% 9.4%

+1.2% +0.5% +10.8% +15.5% -11.0% -17.0%

+0.8% -1.5% +3.5% +8.5% -5.4% -5.8%

1.2%
7.2% 22.9% 47.0% 16.9% 4.8%
2.4%

17.9% 33.0% 37.7% 5.4% 3.6%

Increase Increase by Increase by Increase by
Decrease No Change

*
Source: Economist Intelligence_Asia, 2024 forecast

, ,

, ,

2024 HAYS ASIA SALARY GUIDE 2

REMUNERATION TRENDS INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

BONUS EXPECTATIONS IN 2024 Employer Perspectives

CHINA HONG KONG SAR JAPAN

80.3% 75.0%
72.1%
65.3% 65.5%
58.4% 57.9%
60.4% 59.3%

31.0%
21.7%
19.7% 16.5% 18.3% 17.1%
15.7% 14.0%
15.5% 12.5% 11.6% 13.0%
13.8% 11.5% 11.8% 11.8%
9.1% 9.6% 9.4%
6.2% 7.6% 6.0% 6.1% 6.3% 5.7% 4.3%
2.9%

2022 2023 2024 2022 2023 2024 2022 2023 2024

MALAYSIA SINGAPORE THAILAND

66.7% 71.6%
64.9% 69.0%
61.3% 64.2%
56.6%

22.5% 23.1%
17.5%16.4%
14.4% 16.9% 16.9%
12.5% 11.3% 12.0% 12.3%12.1% 13.1% 11.8% 12.0%
11.8%
6.4% 6.6% 8.4%
4.8% 6.9%

2022 2023 2024 2022 2023 2024 2024

Yes Yes, but for less staff than previously Yes, but for lower amounts than previously No
*
Note: The response percentages in 2024 may exceed 100% as participants were allowed to select multiple options in this year’s survey.

Bonuses across the region were also impacted, with all markets experiencing declining percentages of employers looking to offer them. Those who were continuing to offer bonus-
es were also considering to offer them at lower amounts compared to 2023. Less employees will find themselves eligible for bonus this year.

This dip was most pronounced in Japan and Singapore, which both saw close to a 10% decline in the number of employers looking to offer bonuses in 2024.

2024 HAYS ASIA SALARY GUIDE 26

REMUNERATION TRENDS INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

SALARY PREDICTIONS FOR Employees Employers

| CHINA | 202 ,
Y.O.Y. COMPARISON
, ,
10 , 0
2.3%
7.4% 6.4%
15.1% 11.7%
17.1% 18.2%
15.1%
47.0% 46.6%
10
40.9%
34.6%
29.9%
41.8% - ,

27.0% 25.8%
14.7% 13.5% 22.1%
13.8%
16.5%
-10 ,
16.5%
21.0% 23.1%
19.4% ,
4.3% 17.9%
4.4%
4.7% 6.4% 4.2% 2.0% 4.2% 3.6%
0.4% 0.4%
,
2022 2023 2024 2022 2023 2024
,

2024 COMPARISON
Increase Increase by Increase by Increase by
Decrease No Change
,
4.2% 21.0% 14.7% 29.9% 15.1% 15.1%

-0.6% -1.6% +7.4% +11.0% -3.4% -12.8%

1 , 1
2.3%

3.6% 19.4% 22.1% 40.9% 11.7%

nsumer rice nflati n 1.9%* *Source: Economist Intelligence_Asia, 2024 forecast

Decrease No change

- -10 10
2024 HAYS ASIA SALARY GUIDE 27
 REMUNERATION TRENDS INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

SALARY PREDICTIONS FOR Employees Employers

| HONG KONG SAR | 202 ,

Y.O.Y. COMPARISON ,
10 ,

2.6%
6.5% 10.3%
14.6% 8.2%
20.4% 22.0% 6.8%
8.0% 10
12.2%
11.9% 22.8%
13.1% 24.6% 38.9%
,
22.2% 29.3%
25.4%
30.4%
27.8% -10 ,
24.5% 31.3%
22.0%
22.7%

31.8% 25.2%
19.6% 18.0% 14.4%
14.6%
,
1.4% 2.2% 3.9% 1.7% 4.1% 4.6%
,
,
2022 2023 2024 2022 2023 2024
,

2024 COMPARISON ,
Decrease No Change Increase Increase by Increase by Increase by ,

3.9% 18.0% 22.0% 29.3% 12.2% 14.6% ,

+0.7% -3.6% +9.3% +9.6% -4.0% -12.0%

2.6%

4.6% 14.4% 31.3% 38.9% 8.2%

1 , 0
nsumer rice nflati n 1.6%* *Source: Economist Intelligence_Asia, 2024 forecast

Decrease No change

- -10 10
2024 HAYS ASIA SALARY GUIDE 28
REMUNERATION TRENDS INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

SALARY PREDICTIONS FOR Employees Employers

| JAPAN | ,
Y.O.Y. COMPARISON
10 ,
-10
5.6% 3.2% 3.9% 2.8% ,
5.9% 7.4%
5.6% 3.4%
5.3% 5.3% 9.8%
6.4%

15.4% 14.3% 20.6% 22.3%

16.5%
23.7%

, ,
28.9%
33.2%
38.2% 41.8%
52.2% 38.9%
- ,
202 ,
lower proportion of employees shared a similar sentiment, reflecting a nuanced
41.1%
37.4%
29.3% 27.0%
22.0% 202
15.4%

2.8% 2.2% 4.8% 1.8% 2.8% 2.8%

2022 2023 2024 2022 2023 2024

, ,

2024 COMPARISON
Decrease No Change Increase Increase by Increase by Increase by of salary, mirroring similar stability in the stance of employers willing to

4.8% 41.1% 28.9% 14.3% 5.3% 5.6%

1 , 8
-2.0% -19.1% +10.0% +9.4% +4.5% -2.8%
2.8%

2.8%

22.0% 38.9% 23.7% 9.8%

nsumer rice nflati n 1.5%* *Source: Economist Intelligence_Asia, 2024 forecast

Decrease No change

- -10 10
2024 HAYS ASIA SALARY GUIDE 2
 REMUNERATION TRENDS INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

SALARY PREDICTIONS FOR Employees Employers

| MALAYSIA |
Y.O.Y. COMPARISON 10

- ,
5.7% 5.7%
10.4%
7.8%
23.9% 22.8% 14.7%
28.6% 10.8%

24.5%
15.3%
18.4%
19.0% 35.6%
43.0% 202 , 10
29.3%
24.6% 202 ,
23.8%
25.3%

25.0%
22.2% 1 ,
16.9% 19.0%
14.0% 33.1%

15.4% 15.9%
11.9% 12.6% 12.6%
1.6% 1.2% 1.0% 4.3% 2.3% 1.8%

2022 2023 2024 2022 2023 2024

2024 COMPARISON
Increase Increase by Increase by Increase by
Decrease No Change

12.6% 19.0% 29.3% 15.3% 22.8%

1%

+0.8% 0% +3.2% +13.7% -0.6% -17.1%

1.8%

12.6% 22.2% 43.0% 14.7% 5.7%

nsumer rice nflati n 1.9%* *Source: Economist Intelligence_Asia, 2024 forecast

Decrease No change

- -10 10
2024 HAYS ASIA SALARY GUIDE 0
 REMUNERATION TRENDS INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

SALARY PREDICTIONS FOR Employees Employers

| SINGAPORE |
Y.O.Y. COMPARISON

4.3% 3.6% ,
8.2% 5.4%
9.4% 6.8% -
16.4%
20.6% 10.2%
10.8%
25.1%
12.9%
13.5% 37.7%

29.2% 33.2% 10 ,
24.8% -10 ,
27.1%
36.6%
,
29.5% 33.0%
25.7% 31.4%
22.8%
, ,
26.0% ,
19.4% 19.4% 17.9%
14.0% 16.0%
0.8% 2.0% 1.6% 1.2% 1.0% 2.4%
202
2022 2023 2024 2022 2023 2024
2 ,

2024 COMPARISON
Increase Increase by Increase by Increase by
Decrease No Change
1.6%

19.4% 29.5% 29.2% 10.8% 9.4%

+0.8% -1.5% +3.5% +8.5% -5.4% -5.8%

2.4%

17.9% 33.0% 37.7% 5.4% 3.6%

nsumer rice nflati n 3.2%* *Source: Economist Intelligence_Asia, 2024 forecast

Decrease No change

- -10 10
2024 HAYS ASIA SALARY GUIDE 1
 REMUNERATION TRENDS INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

SALARY PREDICTIONS FOR

| THAILAND |
Employees Employers

2024 COMPARISON

6.7% 12.1% 31.5% 27.9% 21.8%

+1.2% +0.5% +10.8% +15.5% -11.0% -17.0%

1.2%

7.2% 22.9% 47.0% 16.9% 4.8%

Consumer Price Inflation (CPI) - 2.4%* *Source: Economist Intelligence_Asia, 2024 forecast

Decrease No change Increase< 3% Increase 3-6% Increase 6-10% Increase >10%

The most pronounced gap between employee expectations and employer Meanwhile, employers saw a shift towards more conservative estimates, with an
readiness emerged in the bracket of raises surpassing 6%. Although lower overall rise in the 3-10% raise brackets, as well as those foreseeing
compared to previous year, there is still a significant proportion of candidates no change in pay.
who are looking towards raises above 10%, almost four times greater compared
to employer preparedness. In comparison, employers are most likely prepared to With Consumer Price Inflation trending at 2.4%, up to 31.3% of the workforce will
offer increments between 3 to 6%. have some trouble keeping pace with economic pressures in the coming year.

2024 HAYS ASIA SALARY GUIDE 32

EMPLOYER VALUE PROPOSITION INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

TOP EMPLOYER VALUE PROPOSITIONS Employee Perspectives

CHINA HONG KONG SAR Beyond remuneration, we sought insights into what employees across different

-
iii
ii
iii
i

ii

Organisation support to balance work and person life - 37.2% Organisation support to balance work and person life - 28.7%
,
i i

ii Clear goals and direction from senior leadership - 32.7% ii d fit it team 27.6%
iii d fit it team 29.0% iii Opportunities for career growth within the company - 27.4%
-
JAPAN MALAYSIA

iii iii

ii ii

i i

i Challenging and impactful work - 35.3% i Flexible work arrangements - 34.5%

ii Flexible work arrangements - 31.1% ii Opportunities for career growth within the company - 32.2% , ,
iii d fit it team 27.8% iii Organisation support to balance work and person life - 27.8%

SINGAPORE THAILAND

iii
ii
iii ii

i Flexible work arrangements - 35.6 i Opportunities for career growth within the company - 44.2%
ii Helpful and supportive direct managers - 29.3% ii Opportunities to learn new, highly desired skills - 30.3%
iii Opportunities for career growth within the company - 29.1% iii Organisation support to balance work and person life - 30.3%
2024 HAYS ASIA SALARY GUIDE
EMPLOYER VALUE PROPOSITION INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

FLEXIBLE WORKING Employee Perspectives

% OF EMPLOYEES WITH NO FLEXIBLE WORK ARRANGEMENT

Y.O.Y. COMPARISON % OF EMPLOYEES WHO AGREES WITH THEIR WORK ARRANGEMENT POLICY
60
53.9% HONG KONG
CHINA JAPAN MALAYSIA SINGAPORE THAILAND
SAR

50
45.0% 45.7%
43.6%
40.7% 41.4%
LOCAL 63.7% 64.9% 57.0% 66.6% 61.0%
40 36.7%
34.8% 35.6% 34.8%
31.2%
30
25.5%
23.6% 22.8% INTERNATIONAL 76.9% 76.9% 75.5% 77.9% 77.0%

20 17.8%
14.8%

10
OVERALL 72.3% 72.8% 66.7% 74.0% 72.7% 77.7%

0 CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

2022 202 202

,
COMPARISON BETWEEN DOMESTIC COMPANIES
AND MULTINATIONAL CORPORATIONS , 0
,
CHINA HONG KONG
SAR JAPAN MALAYSIA SINGAPORE , 22

LOCAL
44.2% 68.8% 47.4% 61.4% 48.2%

,
,

INTERNATIONAL 30.0% 40.9% 22.9% 30.9% 29.6%

2024 HAYS ASIA SALARY GUIDE

EMPLOYER VALUE PROPOSITION INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

WHO SHOULD DECIDE ON WORK ARRANGEMENTS? Employee Perspectives

CHINA HONG KONG SAR

#2 Working team and self

#2 Working team and self 15.9%
#1 Leadership 30.7% #1 Leadership
#3 Direct manager
30.2% vs 38.6% vs
#3 Employer / leadership AND working team and self 43.0% 11.5% 37.0%

12.3% #4 Leadership + direct manager + working team & self

9.6%

JAPAN MALAYSIA

#2 Working team and self

#1 Leadership 21.9% • Employer/leadership + direct manager + working team & self
Leadership • Working team and self
28.5% vs vs
#3 Employer / leadership AND working team and self 41.1% 32.0%
29.3%
19.2%

SINGAPORE THAILAND

#2 Working team and self

• Employer/leadership + direct manager + working team & self #1 Leadership 21.3%
Leadership • Working team and self 25.2% vs
vs #3 Employer/leadership + direct manager +
25.7% 37.4%
32.8% working team & self
16.1%

When respondents were prompted to delve into their perspectives on who should be responsible for establishing the organization's work arrangement policies, opinions were
notably diverse. While a substantial number leaned towards assigning sole discretion to leadership, an equally or even more significant number advocated for shared
decision-making between employees and leadership.

Notably, Japan emerges as a noteworthy advocate for pushing the boundaries of employee involvement in decision-making. Approximately 19.2% of Japanese employees believe
they should have the final say in determining work arrangements, and a total of 41.1% express the view that such decisions should be a collaborative effort between them and their
work team. This nuanced approach in Japan underscores the evolving dynamics of the relationship between employer and employees, emphasising the importance of shared
decision-making and inclusivity in shaping the future of work arrangements.

2024 HAYS ASIA SALARY GUIDE 35

EMPLOYER VALUE PROPOSITION INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

FLEXIBLE WORKING Employee Perspectives

WORK ARRANGEMENT POLICIES AMONGST DISSATISFIED EMPLOYEES ,

1.7% 2.5% 2.2% 2.4%
1.7% 4.1% 5.1%
2.2% 2.1%
1.9% 3.7%
4.3% 3.2% 3.4% 1.9%
6.8% 3.1%
2.7% 5.2% 4.5%
7.6%
6.8%
8.0% 8.9%
, -
9.9% 16.9%
14.3%
23.8%
15.8% ,
9.3%
22.9%
- ,
presenting an opportunity for companies to align their offerings with the
12.1%
14.8%
7.6%

15.3%

15.3%

64.7%
57.5% 58.4%
55.2%
48.8%

41.4%

CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Fully on-site 2

1 1- Full remote
2024 HAYS ASIA SALARY GUIDE
AI, SKILL SET AND DEVELOPMENT INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

AI Employee Perspectives

USAGE OF AI TOOLS TO PERFORM WORK TASKS , ,

There is a discernible trend indicating that employees across Asia are largely
76.4%
72.0% 70.0% 71.0% 73.4%
68.1%
, 7
, , 88

13.0% 12.1% 11.3% 10.1% 12.1% 11.9% ,

13.5%
,
15.0% 18.7% 16.9% 14.8%
19.8% ,
CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Agree Unsure Disagree

MY COMPANY IS EMBRACING AI SUFFICIENTLY TO STAY RELEVANT

48.8%
41.5% 43.7% 44.8%
36.3% 34.9%

19.1% 16.2% 17.3% 15.3%

22.4% 19.5%

35.7%
39.4% 39.0% 35.7%
41.3% 48.9%

CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Agree Unsure Disagree 2024 HAYS ASIA SALARY GUIDE 7

AI, SKILL SET AND DEVELOPMENT INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

AI Employee Perspectives

I FEEL SUFFICIENTLY EQUIPPED OR HAVE A CLEAR SENSE OF HOW TO ACQUIRE

,
THE REQURIED AI SKILLS TO SUCCEED IN MY CURRENT ROLE IN THE NEXT 2 - 5 YEARS

,
, ,

54.1% 56.2%
45.0% 46.5%
39.1%
30.6%
Agree
, ,
Unsure

14.4% 13.1%
,
Disagree
21.6% 18.4% 17.6% 19.4%

30.7%
24.3% 35.9%
36.6%
55.0% 41.5%

CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

I'M CONFIDENT MY EMPLOYER WILL SUPPORT ME IN DEVELOPING

THE NECESSARY AI SKILLS NEEDED ON THE JOB

66.4%
56.0% 55.5%
50.5% 52.3%
Agree
21.7%
Unsure
10.2%
19.3% 19.5% 18.3% 20.5%
Disagree 13.2%

14.3% 34.3%
25.7% 27.2%
30.0%

65.1%

CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

2024 HAYS ASIA SALARY GUIDE 8
AI, SKILL SET AND DEVELOPMENT INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

SKILL-BASED HIRING AND TRAINING Employee Perspectives

80
INFLUENCE OF SKILL-BASED HIRING AND DEVELOPMENT IN THE PAST YEAR
80
,
,
70
63.2%
70 - ,
63.5%

58.3%
60 60
51.1% 52.1% ,
50 44.7% 45.9% 50 organisations are increasingly prioritising candidates' practical abilities and
41.9%

40 40
34.6%
30.4%
28.9% 28.8%
30 24.6%
26.0% 30
24.8%
22.2%
19.9% 21.2%
Leading this charge is China, emerging as a trendsetter in the realm of
20 20
- ,
10 10

0 CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

0

,
Offer more training programs for employees No change in hiring practices

, ,

HOW WELL DOES YOUR EMPLOYER SUPPORT YOUR EFFORTS TO DEVELOP NEW SKILLS?

83.2%
72.8% 71.3%
65.4% 68.3%
49.9%

16.8%
34.6% 27.2% 31.7% 28.7%
50.1%

CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Not well

2024 HAYS ASIA SALARY GUIDE

AI, SKILL SET AND DEVELOPMENT INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

SKILL-BASED HIRING AND TRAINING Employer Perspectives

CORRELATION BETWEEN EMPLOYEES' SKILL LEVELS AND

OVERALL JOB SATISFACTION AND PEFORMANCE
,
30.4% ,
23.5%
19.6% 21.8%
38.4% ,
46.4%

,
49.2% 53.1% 54.3%
46.6% 42.4%
34.6%
,

12.2% 15.0% 13.7%

16.8% 22.3%
26.3% 4.3% 5.5%
2.2% 7.2% , ,
8.9% 5.3%
CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND
,
, Yes, somewhat Not sure No, not really

Employee Perspectives

CONSIDERED SWITCHING INDUSTRIES/ROLES DUE TO

CHANGING SKILL REQUIREMENTS IN THE JOB MARKET , ,
,

43.5%
20.1% 17.4%
30.5%
25.0% RECOMMENDATIONS

40.8% ,
,
44.5% 46.0% 41.6%
43.2% 38.2%
24.1%
,

20.7%
15.4% the future ahead will come down to how your organisation approaches hiring
28.4% 25.4% 26.3%
29.2% 2.9% (skills-based instead of traditional)
5.6% necessary upskilling support for existing employees.
9.7% 7.1%
7.0% 7.4%
CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

, Yes, somewhat Not sure No, not really 2024 HAYS ASIA SALARY GUIDE 40
AI, SKILL SET AND DEVELOPMENT INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

SKILL-BASED PROJECTS AND CONTRACTORS Employer Perspectives

,
LIKELIHOOD TO HIRE FREELANCERS OR CONTRACTORS OVER
FULL-TIME EMPLOYEES FOR SPECIFIC SKILL-BASED PROJECTS
(CN market not polled) ,

10.3% 16.4% , ,
6.5%
10.6%
8.6% ,

, ,
31.7% 31.3%
26.3% 28.8%
23.3%
RECOMMENDATIONS

hiring methods stand to build a more resilient, adaptable, and resourceful

potential of alternative talent sources,

,
41.3% 42.2% 41.3% 41.0% 42.5%

16.7% 12.3%
21.8% 21.2%
25.9%

HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

,
2024 HAYS ASIA SALARY GUIDE 1
REGION SPOTLIGHT INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

2024 HAYS ASIA SALARY GUIDE 42

REGION SPOTLIGHT CHINA INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

EMPLOYEE PERSPECTIVES
WHAT ARE YOUR CAREER PLANS IN THE NEXT 12 MONTHS? TOP FIVE BENEFITS Bold text: Similar benefits

50.1% 9.7% What Employees Want

Stay in the same role with my current organisation Pick up additional jobs apart from my primary job
Career progression
1 opportunities
60.6%
37.9% 4.3%
Be promoted or find a new role within my current organisation Set up my own business / become self-employed
2 Flexible working 56.2%
29.8% 3.8%
Change organisation but stay within the same role/industry Follow a completely different career path
Over 20 days’
3 annual leave
47.6%
26.6%
Open to new opportunities Mental / physical
4 wellbeing-related
45.1%

TOP THREE REASONS FOR STAYING WITH CURRENT EMPLOYER 5 Learning and
development-related
40.7%

1 2
What Employers Offer

40.9% 32.2%
3
28.9% 1

2
Congratulatory or
condolence leave

Childcare leave/
benefits / programs
74.7%

67.5%

Work-life Salary Fit in well with

Balance Package manager/ colleagues
3 Insurance 58.7%

Extended medical
4 coverage
54.9%

TOP THREE REASONS FOR LEAVING PREVIOUS EMPLOYER

5 Flexible working 54.0%

1
45.3%
2
36.7%
3
22.6%

Lack of career Seeking new Salary package was

progression challenges too low

2024 HAYS ASIA SALARY GUIDE 42

43
REGION SPOTLIGHT CHINA INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

EMPLOYEE PERSPECTIVES EMPLOYER PERSPECTIVES

TOP THREE EMPLOYER VALUE PROPOSITION
(beyond compensation & benefits)
RECRUITMENT PLAN IN 2024

i Organisation support to balance work and person life - 37.2%

27.1% 21.9%
ii Clear goals and direction from senior leadership - 32.7%

iii Good-fit with team - 29.0%

More Full-Time Staff More Contract Staff

KEY ROLES TO HIRE

49.2% 32.0% 18.8%

Sales IT / Technology Marketing / Public Relations

EMPLOYEE & EMPLOYER PERSPECTIVES

iii
29.0%
ii SALARY EXPECTATIONS IN 2024
32.7%
i Increase Increase by Increase by Increase by
Decrease No Change
37.2% by ≤ 3% 3% ≤ 6% 6% ≤ 10% ≥ 10%

Employees 4.2% 21.0% 14.7% 29.9% 15.1% 15.1%

-0.6% -1.6% +7.4% +11.0% -3.4% -12.8%

2.3%
Employers 3.6% 19.4% 22.1% 40.9% 11.7%

Consumer Price Inflation (CPI) - 1.9%* *Source: Economist Intelligence_Asia, 2024 forecast

2024 HAYS ASIA SALARY GUIDE 44

REGION SPOTLIGHT HONG KONG SAR INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

EMPLOYEE PERSPECTIVES
WHAT ARE YOUR CAREER PLANS IN THE NEXT 12 MONTHS? TOP FIVE BENEFITS Bold text: Similar benefits

38.9% 6.1% What Employees Want

Open to new opportunities Follow a completely different career path Over 20 days’
1 annual leave
61.8%
34.8% 5.6%
Stay in the same role with my current organisation Pick up additional jobs apart from my primary job
2 Flexible working 58.9%
32.9% 2.8%
Change organisation but stay within the same role/industry Set up my own business / become self-employed Career progression
3 opportunities
52.2%
30.1%
Promoted or find a new role within my current organisation
4 Insurance 50.1%

TOP THREE REASONS FOR STAYING WITH CURRENT EMPLOYER 5 Extended medical
coverage
34.8%

1 2 3
What Employers Offer

35.5% 34.8% 32.2% 1 Insurance 71.9%

2 Flexible working 53.1%

Work-life Fit in well with Salary
Balance manager/ colleagues Package
Congratulatory or
3 condolence leave
48.0%

Learning and
4 development related
38.8%

TOP THREE REASONS FOR LEAVING PREVIOUS EMPLOYER

Over 20 days’
5 annual leave
35.7%

1
33.1% 33.1%
2 3
29.5%

Lack of career Seeking new Salary package was

progression challenges too low

2024 HAYS ASIA SALARY GUIDE 42

45
REGION SPOTLIGHT HONG KONG SAR INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

EMPLOYEE PERSPECTIVES EMPLOYER PERSPECTIVES

TOP THREE EMPLOYER VALUE PROPOSITION
(beyond compensation & benefits)
RECRUITMENT PLAN IN 2024

i Organisation support to balance work and person life - 28.7%

27.4% 15.1%
ii Good-fit with team - 27.6%

iii Opportunities for career growth within the company - 27.4%

More Full-Time Staff More Contract Staff

KEY ROLES TO HIRE

31.7% 30.6% 15.6%

Sales IT / Technology Accountancy & Finance

iii
ii EMPLOYEE & EMPLOYER PERSPECTIVES
27.4%
27.6% i
28.7% SALARY EXPECTATIONS IN 2024

Increase Increase by Increase by Increase by

Decrease No Change by ≤ 3% 3% ≤ 6% 6% ≤ 10% ≥ 10%

Employees 3.9% 18.0% 22.0% 29.3% 12.2% 14.6%

+0.7% -3.6% +9.3% +9.6% -4.0% -12.0%

2.6%
Employers 4.6% 14.4% 31.3% 38.9% 8.2%

Consumer Price Inflation (CPI) - 1.6%* *Source: Economist Intelligence_Asia, 2024 forecast

2024 HAYS ASIA SALARY GUIDE 46

REGION SPOTLIGHT JAPAN INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

EMPLOYEE PERSPECTIVES
WHAT ARE YOUR CAREER PLANS IN THE NEXT 12 MONTHS? TOP FIVE BENEFITS Bold text: Similar benefits

39.6% 15.2% What Employees Want

Open to new opportunities Pick up additional jobs apart from my primary job
1 Flexible working 63.6%
34.7% 14.3%
Change organisation but stay within the same role/industry Follow a completely different career path Over 20 days’
2 annual leave
44.3%
29.5% 6.1%
Stay in the same role with my current organisation Set up my own business / become self-employed Career progression
3 opportunities
40.3%
25.0%
Promoted or find a new role within my current organisation
4 Housing allowance 33.2%

Financial support for

TOP THREE REASONS FOR STAYING WITH CURRENT EMPLOYER 5 professional study
30.5%

1 2 3
What Employers Offer

41.5% 37.6% 36.8% 1 Flexible working 67.6%

Congratulatory or
2 condolence leave
63.1%
Work location / Flexible Salary Work-life
working options package balance
3 Overtime pay 58.9%

4 Childcare leave 58.2%

TOP THREE REASONS FOR LEAVING PREVIOUS EMPLOYER

5 Insurance 49.5%

1
33.9%
2
31.7%
3
31.4%

Seeking new Salary package Lack of career

challenges was too low progression

2024 HAYS ASIA SALARY GUIDE 42

47
REGION SPOTLIGHT JAPAN INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

EMPLOYEE PERSPECTIVES EMPLOYER PERSPECTIVES

TOP THREE EMPLOYER VALUE PROPOSITION
(beyond compensation & benefits)
RECRUITMENT PLAN IN 2024

i Challenging and impactful work - 35.3%

33.7% 20.1%
ii Flexible work arrangements - 31.1%

iii Good-fit with team - 29.3%

More Full-Time Staff More Contract Staff

KEY ROLES TO HIRE

37.3% 33.7% 15.4%

IT / Technology Sales Marketing / Public Relations

iii
EMPLOYEE & EMPLOYER PERSPECTIVES
29.3%
ii
31.1% SALARY EXPECTATIONS IN 2024
i
35.3% Increase Increase by Increase by Increase by
Decrease No Change by ≤ 3% 3% ≤ 6% 6% ≤ 10% ≥ 10%

Employees 4.8% 41.1% 28.9% 14.3% 5.3% 5.6%

-2.0% -19.1% +10.0% +9.4% +4.5% -2.8%

2.8%

2.8%
Employers 22.0% 38.9% 23.7% 9.8%

Consumer Price Inflation (CPI) - 1.5%* *Source: Economist Intelligence_Asia, 2024 forecast

2024 HAYS ASIA SALARY GUIDE 48

REGION SPOTLIGHT MALAYSIA INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

EMPLOYEE PERSPECTIVES
WHAT ARE YOUR CAREER PLANS IN THE NEXT 12 MONTHS? TOP FIVE BENEFITS Bold text: Similar benefits

49.5% 10.4% What Employees Want

Open to new opportunities Follow a completely different career path
1 Flexible working 71.6%
38.1% 9.0%
Career progression
Change organisation but stay within the same role/industry Pick up additional jobs apart from my primary job
2 opportunities
58.3%
35.5% 5.9%
Promoted or find a new role within my current organisation Set up my own business / become self-employed
3 Insurance 54.8%
30.5%
Stay in the same role with my current organisation Over 20 days’
4 annual leave
42.1%

Learning and
TOP THREE REASONS FOR STAYING WITH CURRENT EMPLOYER 5 development-related
32.8%

1 2 3
What Employers Offer

36.4% 36.3% 32.6% 1 Insurance 75.3%

2 Flexible working 57.5%

Work location / Flexible Work-life Fit in well with my
working options balance manager/ colleagues
Learning and
3 development-related
57.5%

Congratulatory or
4 condolence leave
51.1%

TOP THREE REASONS FOR LEAVING PREVIOUS EMPLOYER

Over 20 days’
5 annual leave
46.5%

1
38.9%
2
32.3%
3
31.7%

Seeking new Salary package Lack of career

challenges was too low progression

2024 HAYS ASIA SALARY GUIDE 42

49
REGION SPOTLIGHT MALAYSIA INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

EMPLOYEE PERSPECTIVES EMPLOYER PERSPECTIVES

TOP THREE EMPLOYER VALUE PROPOSITION
(beyond compensation & benefits)
RECRUITMENT PLAN IN 2024

i Flexible work arrangements - 34.5%

30.5% 15.7%
ii Opportunities for career growth within the company - 32.2%

iii Organisation support to balance work and person life - 27.8%%

More Full-Time Staff More Contract Staff

KEY ROLES TO HIRE

35.3% 33.4% 20.9%

Sales IT / Technology Accountancy & Finance

iii EMPLOYEE & EMPLOYER PERSPECTIVES

27.8%
ii
SALARY EXPECTATIONS IN 2024
32.2%
i
34.5% Decrease No Change Increase
by ≤ 3%
Increase by
3% ≤ 6%
Increase by
6% ≤ 10%
Increase by
≥ 10%

Employees 12.6% 19.0% 29.3% 15.3% 22.8%

1%
+0.8%
1.8% 0% +3.2% +13.7% -0.6% -17.1%

Employers 12.6% 22.2% 43.0% 14.7% 5.7%

Consumer Price Inflation (CPI) - 1.9%* *Source: Economist Intelligence_Asia, 2024 forecast

2024 HAYS ASIA SALARY GUIDE 50

REGION SPOTLIGHT SINGAPORE INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

EMPLOYEE PERSPECTIVES
WHAT ARE YOUR CAREER PLANS IN THE NEXT 12 MONTHS? TOP FIVE BENEFITS Bold text: Similar benefits

47.3% 7.1% What Employees Want

Open to new opportunities Follow a completely different career path
1 Flexible working 74.3%
37.9% 7.1%
Career progression
Stay in the same role with my current organisation Pick up additional jobs apart from my primary job
2 opportunities
61.7%
35.2% 5.0%
Change organisation but stay within the same role/industry Set up my own business / become self-employed Over 20 days’
3 annual leave
59.3%
31.9%
Promoted or find a new role within my current organisation
4 Insurance 50.6%

TOP THREE REASONS FOR STAYING WITH CURRENT EMPLOYER 5 Learning and
development-related
35.8%

1 2 3
What Employers Offer

37.2% 35.9% 35.5% 1 Insurance 71.2%

2 Childcare leave 70.9%

Fit in well with my Work location/ Work-life
manager/ colleagues Flexible working options balance
3 Flexible working 63.5%

Learning and
4 development-related
53.7%

TOP THREE REASONS FOR LEAVING PREVIOUS EMPLOYER

Over 20 days’
5 annual leave
50.7%

1
38.2%
2
32.1%
3
30.2%

Lack of career Seeking new Salary package

progression challenges was too low

2024 HAYS ASIA SALARY GUIDE 42

51
REGION SPOTLIGHT SINGAPORE INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

EMPLOYEE PERSPECTIVES EMPLOYER PERSPECTIVES

TOP THREE EMPLOYER VALUE PROPOSITION
(beyond compensation & benefits)
RECRUITMENT PLAN IN 2024

i Flexible work arrangements - 35.6%

29.9% 11.9%
ii Helpful and supportive direct managers - 29.3%

iii Opportunities for career growth within the company - 29.1%

More Full-Time Staff More Contract Staff

KEY ROLES TO HIRE

37.5% 30.8% 14.9% 14.9%

Sales IT / Technology Accountancy & Finance Office Professional

iii ii EMPLOYEE & EMPLOYER PERSPECTIVES

29.1%
29.3%
SALARY EXPECTATIONS IN 2024
i
35.6% Decrease No Change Increase
by ≤ 3%
Increase by
3% ≤ 6%
Increase by
6% ≤ 10%
Increase by
≥ 10%

1.6%
Employees 19.4% 29.5% 29.2% 10.8% 9.4%

+0.8% -1.5% +3.5% +8.5% -5.4% -5.8%

2.4%
Employers 17.9% 33.0% 37.7% 5.4% 3.6%

Consumer Price Inflation (CPI) - 3.2%* *Source: Economist Intelligence_Asia, 2024 forecast

2024 HAYS ASIA SALARY GUIDE 52

REGION SPOTLIGHT THAILAND INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

EMPLOYEE PERSPECTIVES
WHAT ARE YOUR CAREER PLANS IN THE NEXT 12 MONTHS? TOP FIVE BENEFITS Bold text: Similar benefits

49.4% 7.8% What Employees Want

Open to new opportunities Follow a completely different career path
1 Flexible working 61.8%
30.6% 7.2%
Promoted or find a new role within my current organisation Pick up additional jobs apart from my primary job
2 Insurance 61.8%
28.9% 5.6%
Change organisation but stay within the same role/industry Set up my own business / become self-employed Career progression
3 opportunities
58.2%
28.3%
Stay in the same role with my current organisation Learning and
4 development-related
38.8%

TOP THREE REASONS FOR STAYING WITH CURRENT EMPLOYER 5 Over 20 days’
annual leave
37.6%

1 2 3
What Employers Offer

36.5% 34.4% 32.3% 1 Insurance 74.7%

2 Flexible working 59.0%

Salary Work-life Work location /
package balance Flexible working options
Career progression
3 opportunities
49.4%

Learning and
4 development-related
45.8%

TOP THREE REASONS FOR LEAVING PREVIOUS EMPLOYER

Congratulatory or
5 condolence leave
37.3%

1
39.7%
2
30.6%
3
20.7%

Seeking new Lack of career Salary package

challenges progression was too low

2024 HAYS ASIA SALARY GUIDE 42

53
REGION SPOTLIGHT THAILAND INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

EMPLOYEE PERSPECTIVES EMPLOYER PERSPECTIVES

TOP THREE EMPLOYER VALUE PROPOSITION
(beyond compensation & benefits)
RECRUITMENT PLAN IN 2024

i Opportunities for career growth within the company - 44.2%

40.5% 22.8%
ii Opportunities to learn new, highly desired skills - 30.3%

iii Organisation support to balance work and person life - 30.3%

More Full-Time Staff More Contract Staff

KEY ROLES TO HIRE

35.4% 34.2% 17.7%

Sales IT / Technology Office Professional

iii
ii EMPLOYEE & EMPLOYER PERSPECTIVES
30.3%
30.3%
SALARY EXPECTATIONS IN 2024

Employees 6.7% 12.1% 31.5% 27.9% 21.8%

i
44.2%
+1.2% +0.5% +10.8% +15.5% -11.0% -17.0%

Employers 1.2% 7.2% 22.9% 47.0% 16.9% 4.8%

Decrease No change Increase< 3% Increase 3-6% Increase 6-10% Increase >10%

Consumer Price Inflation (CPI) - 2.4%* *Source: Economist Intelligence_Asia, 2024 forecast

2024 HAYS ASIA SALARY GUIDE 54

INDUSTRY BREAKDOWN INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

2024 HAYS ASIA SALARY GUIDE 55

 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

ACCOUNTANCY &
FINANCE TRENDS

SURVEY HIGHLIGHTS ACROSS ASIA EMPLOYEE PERSPECTIVES

CAREER PLANS IN THE NEXT 12 MONTHS TOP FIVE REASONS FOR STAYING

42.9%

1 2 3 4 5
Open to new opportunities

35.7%
37.5% 32.7% 32.1% 28.5% 20.6%
ta in t e same r le it m current rganisati n

35.3% Work-life r l cati n le i le Salary it in ell it Waiting for bonus/

alance working options pac age manager c lleagues promotion/ internal transfer
Change organisation but stay within the same role/industry

30.8%
e pr m ted r find a ne r le it in m current rganisati n
TOP FIVE REASONS FOR LEAVING

1 2 3 4 5
SALARY EXPECTATIONS IN 2024
37.9% 32.2% 31.7% 18.5% 13.6%
2.7% 18.6% 23.5% 28.5% 10.8% 15.9%
ecrease No Change ncrease ncrease ncrease ncrease
Seeking new ac f career alar pac age Poor work-life Did not identify with values
c allenges progression was too low alance and culture f c mpan

56
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

ACCOUNTANCY &
FINANCE TRENDS

CHINA HONG KONG SAR

Echo Wang | Senior Business Director Lorraine Shan | Manager

ile large multinati nal c mpanies ill e c mmercial sect r as e perienced a n ta le

e perience a sl d n in recruitment e regi nal s ift in recent ears dri en t e rise f
p siti ns in particular s a sl rising trend digitalisati n and t e esta lis ment f centres f
cc unting related s remain n t e decline due e cellence and s ared ser ice centres te rt
t r eing uts urced t financial s aring c anges include t e inc rp rati n f in
centres in ut east sia acc untanc recruitment t e ng ing ad pti n f
rid r m dels and a eig tened emp asis n
t t e same time t ere is a s rtage f candidates di ersit and inclusi n initiati es aimed at attracting
t fill e finance r les ecent penings c me and retaining t p talent
it ig er candidate prere uisites emp asising a
preference f r indi iduals it e tensi e industr n a peri d mar ed a talent e dus and
and pr ect e perience ecruitment c cles f r eig tened c mpan eff rts f r retenti n t ese
t ese p siti ns a e als lengt ened initiati es ec me particularl crucial mpl ers
imultane usl udget c nstraints are m re are c mpelled t present enticing career pat s and
pr n unced c mpared t as empl ers l c mpetiti e pac ages t attract suita le indi iduals
t ma imise utput it in t ese c nstrained
financial parameters

IN-DEMAND JOBS IN-DEMAND JOBS

inance ransf rmati n ead • Credit Controller
sia acific mpliance inance irect r
fficer cc unts a a le anager
inancial lanning irect r
sia acific udit r anager irect r inancial ntr ller
a irect r
inancial a anager irect r mmercial anager
nternal udit
c mpliance ead reasur anager irect r rp rate inance anager
nternal udit anager irect r irect r

57
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

ACCOUNTANCY &
FINANCE TRENDS

JAPAN MALAYSIA

Jair Riley | Team Manager Vishalane Devi | Manager

apan is currentl in an interesting p siti n f sl e mar et f r acc unting and finance

and stead gr t in ages and prices it in its pr fessi nals in ala sia remains relati el
ec n m t at is eing dri en success in its stead ndi iduals it a c m inati n f s ft s ills
d mestic manufacturers a u ant t c and r ust tec nical e pertise ld an edge in
c ange and large utside in estment e er all securing pp rtunities t at align it t eir s ill set
t is is eing s uee ed t e ea en and a
m derate uptic in inflati n Organisations adept at responding to market
demands are increasingl see ing talent fr m
t d mestic and f reign c mpanies are specific functi ns t meet usiness re uirements
anticipated t appr ac recruitment udgets it and en ance efficienc t r ug t e
cauti n amid ng ing gl al uncertaint e er integrati n f aut mati n
fle i ilit ill e e in ma ing iring decisi ns t
esta lis s lid candidate pipelines f r fear f it m re c mpanies m ilising r les fr m ur pe
missing out on top talent in the market t sia due t ge p litical insta ilit e f resee an
due t a lac f speed increase in demand f r ur pean reign anguage
specialists t meet t is trend

IN-DEMAND JOBS IN-DEMAND JOBS

eni r nal st inancial ntr ller anager
anager • SSC Transformation Lead reasur anager
eni r cc untant reign anguage pea ers nternal udit r
taff cc untant aluati n anager inancial nal st
• IPO Consultant inance anager

58
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

ACCOUNTANCY &
FINANCE TRENDS

SINGAPORE THAILAND

Kelly Wee | Business Director John Borneman | Regional Director Jet Wong | Manager

In Singapore's pursuit of leadership in innovation and Trends In andidates increasingl pri ritise additi nal
tec n l g empl ers are acti el searc ing f r enefits e nd t e remunerati n pac age
candidates e uipped it str ng digital s ills
Contract Recruitment including accessi ilit fle i ilit erall
r ers it pr ficienc in areas li e data anal tics ere is a c nsistent demand f r n n financial per s and r ing urs ilingual
artificial intelligence cl ud c mputing and cc untanc and inance c ntract pr ficienc especiall in nglis and ai remains
c ersecurit ill a e a c mpetiti e edge and are pr fessi nals pred minantl f r l t crucial ile additi nal language s ills suc as
m re li el t secure etter pp rtunities mid le el r les e er due t t e uptic in andarin r apanese are gaining pr minence in
and ig er salaries t tal empl ment and an e cepti nall l t e mar et pen p siti ns are speedil cl sed
unempl ment rate candidate a aila ilit f r despite multiple r unds f inter ie s
e eral c mpanies a e c sen t rel cate t eir c ntracting r les can still e c allenging dem nstrating t at c mpanies are illing t speed
regi nal ead uarters fr m ina t ingap re as a is is despite an increase in la ffs t at up t e pr cess f r g d talent eni r leaders ip
strategic m e t mitigate ge p litical ris s ta l have been primarily attributed to r les n necessitate candidates t e ands n
inese gr ups are acti el esta lis ing lding restructures and c st c ncerns c ntri uting rat er t an rel ing s lel n delegati n
c mpanies t future pr f t eir usinesses amidst t a flattening f ages c mpared t t e
e l ing percepti ns f c rp rate ina ingap re is gr t ser ed in recent ears
enefiting fr m t is trend le eraging its status as a
gl al financial centre it su stantial capital fl s num ers a e declined fr m t eir pea
in arc ut t ere is still a c nsistent IN-DEMAND JOBS
IN-DEMAND JOBS demand f r cc untanc and inance
mmercial inance cc unting
c ntract rs in instances ere
• Business Partner inancial lanning nal sis • Costing
rganisati ns d n t ant r need t c mmit
inance nal st ustaina ilit cc unting • Plant Controller
t a permanent
rp rate inance inancial ntr ller a
inance ransf rmati n ead ead f inance rp rate inance
udgeting recasting

59
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

ACCOUNTANCY & FINANCE COMMERCE & INDUSTRY | SENIOR FINANCE

FINANCE DIRECTOR/CFO CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

SME 600 - 1500 1,000 - 1,500 14 - 16 240 - 360 195 - 240 2,000 - 3,600

MID 1,200 - 2,500 1,400 - 3,000 16 - 25 300 - 540 230 - 350 3,250 - 5,000

MNC 1,200 - 4,000 1,400 - 4,000 18 - 25 480 - 900 300 - 650 4,000 - 9,000

FINANCIAL CONTROLLER CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

SME 450 - 800 660 - 950 12 - 15 180 - 240 130 - 180 1,500 - 2,800

MID 600 - 1,000 840 - 1,080 15 - 17 180 - 240 156 - 210 2,500 - 4,250

MNC 800 - 1,500 840 - 1,350 15 - 20 300 - 420 160 - 260 3,600 - 6,000

(SENIOR) FINANCE MANAGER CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

SME 250 - 700 420 - 700 8 - 12 84 - 156 85 - 100 960 - 1,500

MID 250 - 700 540 - 780 10 - 16 120 - 192 91 - 150 1,200 - 2,000

MNC 350 - 900 600 - 960 14 - 18 144 - 240 97 - 180 1,500 - 2,500

(SENIOR) MANAGEMENT ACCOUNTANT CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

SME 150 - 250 300 - 420 6-8 72 - 108 65 - 100 650 - 1,100

MID 150 - 280 336 - 504 8 - 10 84 - 120 71 - 120 750 - 1,300

MNC 220 - 300 336 - 540 8 - 12 96 - 180 72 - 150 800 - 1,500

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 60
SME - Small to medium enterprise | MID - Medium to large | MNC - Multinational companies
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

ACCOUNTANCY & FINANCE COMMERCE & INDUSTRY | SENIOR FINANCE

(SENIOR) FINANCIAL ACCOUNTANT CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

SME 120 - 200 276 - 420 6-8 84 - 120 65 - 90 650 - 1,100

MID 150 - 220 300 - 540 6 - 10 120 - 156 70 - 110 750 - 1,300

MNC 180 - 280 330 - 540 8 - 10 132 - 180 78 - 120 800 - 1,500

FP&A DIRECTOR CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

SME 800 - 1,000 840 - 1,000 10 - 15 180 - 240 156 - 190 1,500 - 2,500

MID 800 - 1,200 960 - 1,200 12 - 18 216 - 300 170 - 220 1,800 - 3,000

MNC 800 - 1,600 1,080 - 1,500 14 - 25 360 - 480 200 - 280 2,500 - 4,000

FP&A MANAGER CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

SME 300 - 500 480 - 720 9 - 12 120 - 144 75 - 110 960 - 1,500

MID 300 - 600 600 - 840 12 - 15 120 - 180 80 - 130 1,200 - 2,000

MNC 350 - 800 600 - 900 13 - 16 144 - 240 110 - 190 1,500 - 2,500

FINANCIAL ANALYST CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

SME 150 - 230 336 - 456 6-8 72 - 108 60 - 80 750 - 1,200

MID 200 - 300 360 - 540 6 - 10 96 - 144 75 - 95 960 - 1,300

MNC 250 - 450 360 - 540 6-9 120 - 168 80 - 110 1,000 - 1,600

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 61
SME - Small to medium enterprise | MID - Medium to large | MNC - Multinational companies
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

ACCOUNTANCY & FINANCE COMMERCE & INDUSTRY | SENIOR FINANCE

TAX DIRECTOR/HEAD CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

SME 600 - 800 780 - 960 N/A 180 - 216 145 - 160 1,500 - 2,000

MID 700 - 1,000 840 - 1,200 14 - 20 216 - 300 170 - 220 2,000 - 3,000

MNC 800 - 1,200 1,500 - 2,000 15 - 30 300 - 600 230 - 380 2,500 - 4,000

TAX MANAGER CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

SME 250 - 450 480 - 720 N/A 108 -144 104 - 115 800 - 1,200

MID 300 - 500 620 - 840 10 - 14 144 -216 110 - 140 1,000 - 1,500

MNC 450 - 800 720 - 1,080 12 - 18 150 - 264 125 - 180 1,200 - 2,000

TAX ACCOUNTANT CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

SME 150 - 250 400 - 450 5-8 60 - 84 65 - 80 600 - 900

MID 180 - 280 400 - 600 5-8 102 - 120 70 - 90 650 - 1,000

MNC 200 - 300 450 - 660 7 - 12 120 - 156 70 - 100 800 - 1,400

HEAD OF TREASURY/CORPORATE CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

SME 500 - 800 840 - 1,080 N/A 190 - 240 110 - 150 N/A

MID 600 - 800 960 - 1,200 12 - 15 240 - 300 195 - 220 2,000 - 3,000

MNC 600 - 1,200 1,200 - 2,000 15 - 18 300 - 600 240 - 340 2,500 - 4,800

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 62
SME - Small to medium enterprise | MID - Medium to large | MNC - Multinational companies
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

ACCOUNTANCY & FINANCE COMMERCE & INDUSTRY | SENIOR FINANCE

SENIOR TREASURY MANAGER CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

SME 400 - 600 420 - 480 N/A 144 - 168 97 - 120 N/A

MID 400 - 800 480 - 650 10 - 15 150 - 180 104 - 160 1,500 - 2,200

MNC 600 - 1,200 600 - 1,000 12 - 18 180 - 264 130 - 180 1,700 - 2,800

TREASURY SPECIALIST CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

SME 150 - 250 240 - 312 N/A 84 - 108 58 - 70 N/A

MID 150 - 300 240 - 336 6-9 96 - 108 65 - 85 700 - 1,000

MNC 200 - 300 240 - 350 8 - 10 108 - 132 75 - 110 800 - 1,400

TREASURY ACCOUNTANT CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

SME 100 - 150 180 - 350 N/A 50 - 60 55 - 80 N/A

MID 150 - 200 300 - 420 6-8 60 - 84 60 - 90 500 - 800

MNC 150 - 200 300 - 480 7-9 72 - 120 80 - 110 600 - 1,000

PROJECT CONTROLLER CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

SME 200 - 400 N/A 6-8 N/A 104 - 165 N/A

MID 300 - 500 480 - 660 6-9 N/A 110 - 185 1,000 - 2,000

MNC 500 - 700 540 - 780 6 - 10 N/A 115 - 200 1,200 - 2,400

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 63
SME - Small to medium enterprise | MID - Medium to large | MNC - Multinational companies
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

ACCOUNTANCY & FINANCE COMMERCE & INDUSTRY | SENIOR FINANCE

PROJECT FINANCE MANAGER CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

SME 200 - 400 N/A 7 - 12 108 - 144 90 - 120 N/A

MID 250 - 450 480 - 660 8 - 14 132 - 168 110 - 130 1,200 - 1,800

MNC 300 - 600 540 - 780 8 - 14 144 - 180 120 - 140 1,200 - 2,000

SHARED SERVICE CENTRE CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Team Lead 250 - 400 300 - 520 N/A 108 - 180 60 - 75 800 - 1,000

Manager 400 - 600 520 - 660 N/A 180 - 240 91 - 130 1,000 - 1,800

Senior Manager 600 - 800 660 - 960 N/A 240 - 360 104 - 150 1,500 - 2,400

Head of Shared Service Centre 600 - 1,500 1,000 - 1,500 N/A 360 - 660 190 - 250 2,000 - 4,000

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 64
SME - Small to medium enterprise | MID - Medium to large | MNC - Multinational companies
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

ACCOUNTANCY & FINANCE COMMERCE & INDUSTRY | ACCOUNTING SUPPORT

GRADUATES CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Assistant 80 - 150 144 - 180 4-6 54 - 66 45 - 65 500 - 700

Graduate 100 - 150 168 - 240 4-6 42 - 48 35 - 45 400 - 500

SUPPORT CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Accounts Receivable 150 - 300 192 - 300 4-6 36 - 60 48 - 60 500 - 900

Accounts Payable 150 - 300 192 - 300 4-6 36 - 60 48 - 60 500 - 900

Credit Control 250 - 450 240 - 420 4-7 36 - 60 48 - 60 500 - 900

Bookkeepers 100 - 150 192 - 300 4-6 N/A 30 - 45 400 - 600

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 65
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

ACCOUNTANCY & FINANCE BANKING INDUSTRY

FINANCIAL SERVICES CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Assistant Finance Manager 300 - 500 360 - 540 7 - 12 66 - 96 90 - 130 840 - 1,200

Finance Manager 500 - 750 540 - 900 8 - 15 96 - 168 120 - 180 1,000 - 1,500

Senior Finance Manager 600 - 1,000 900 - 1,140 12 - 18 144 - 210 160 - 220 1,400 - 2,000

FINANCIAL SERVICES CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Financial Controller 900 - 1,200 1,140 - 1,400 14 - 25 276 - 360 180 - 300 2,000 - 3,000

Finance Director / CFO 1500 - 3500 1,400 - 3,500 16 - 40 420+ 350 - 500 2,400 - 6,000

Tax Accountant 250 - 400 400 - 780 6 - 12 60 - 120 90 - 160 800 - 1,200

FINANCIAL SERVICES CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Tax Manager 500 - 800 650 - 1000 10 - 18 132 - 156 150 - 220 1,000 - 1,500

Tax Director / Head of Tax 1,200 - 2,000 1,200 - 3,000 15 - 25 216 - 324 250 - 500 1,800 - 3,000

Product Controller 650 - 900 500 - 800 10 - 14 84 - 160 90-150 N/A

Senior Product Controller 800 - 1,200 800 - 960 12 - 16 156 - 240 150-200 N/A

FINANCIAL SERVICES CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Dept Head Product Control 1,200 - 1,600 960 - 1,400 18 - 20 252 - 360 200 - 250 N/A

Treasury Accountant 150 - 350 480 - 720 7 - 10 72 - 120 80 - 130 600 - 900

Treasury Manager 350 - 650 720 - 960 10 - 15 120 - 216 140 - 180 800 - 1,400

Senior Treasury Manager 700 - 1,000 1,000 - 1,400 14 - 18 216 - 350 180 - 300 1,200 - 2,000

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 66
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

ACCOUNTANCY & FINANCE BANKING INDUSTRY

FINANCIAL SERVICES CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Accounts Receivable 60 - 120 240 - 360 6-9 34 - 66 40 - 65 300 - 600

Accounts Payable 60 - 120 240 - 360 6-9 34 - 66 40 - 65 300 - 600

Credit Control 200 - 500 200 - 320 8 - 15 36 - 66 40 - 65 300 - 600

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 67
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

ACCOUNTANCY & FINANCE PROFESSIONAL PRACTICE

ADVISORY PRACTICES CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Consultant 240 - 300 300 - 420 6-8 36 - 48 40 - 60 400 - 650

Senior Associate / Assistant Manager 320 - 560 420 - 600 8 - 11 60 - 90 60 - 80 600 - 900

ADVISORY PRACTICES CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Manager 570 - 920 600 - 840 10 - 12 84 - 120 80 - 110 900 - 1,500

Senior Manager 920 - 1,200 840 - 1,200 12 - 18 120 - 192 100 - 150 1,400 - 2,500

Director / Partner 1,200+ 1,200+ 18+ 240+ 180+ 2,500+

TAX CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Tax Consultant 240 - 400 240 - 420 5-8 36 - 48 40 - 60 360 - 500

Senior Tax Consultant 320 - 600 420 - 660 7 - 10 60 - 84 60 - 90 450 - 850

TAX CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Tax Manager 570 - 920 660 - 840 10 - 12 96 - 120 120 - 150 900 - 1,400

Senior Tax Manager 920 - 1,200 840 - 1,200 12 - 18 140 - 192 150 - 180 1,200 - 2,000

Tax Director 1,200+ 1,200+ 18+ 240+ 180+ 2,800+

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 68
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

ACCOUNTANCY & FINANCE AUDIT

BANKING CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Auditor 250 - 400 350 - 450 6 - 10 66 - 84 50 - 95 700 - 900

Senior Auditor (AVP) 400 - 600 450 - 780 9 - 14 84 - 120 95 - 120 900 - 1,200

Assistant Manager N/A N/A 12 - 20 60 - 120 N/A N/A

Audit Manager (VP) 600 - 800 780 - 1,100 11 - 20 96 - 192 120 - 200 1,100 - 2,000

Senior Audit Manager (SVP) 800 - 1,200 1,100 - 1,320 15 - 24 120 - 216 200 - 250 2,000 - 4,000

Head of Audit / Audit Director 1,000 - 1,600 1,400 - 2,300 18 - 30 156 - 300 250 - 300 4,000 - 6,000

Assistant Vice President N/A N/A 9 - 16 192 - 360 N/A N/A

CIA 1,600+ N/A 20 - 35 240 - 720 300 - 420 N/A

INSURANCE CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Auditor / Senior Auditor 200 - 600 360 - 540 6-8 7-8 50 - 80 500 - 900

Assistant Audit Manager 400 - 600 480 - 600 7 - 10 72 - 120 80 - 96 N/A

Audit Manager 500 - 700 600 - 840 10 - 14 108 - 192 96 - 150 900 - 1,500

Senior Audit Manager 700 - 1000 780 - 1,020 12 - 15 144 - 240 150 - 200 1,000 - 2,000

Audit Director 650 - 1,000 1,200 - 1,600 15 - 19 N/A 200 - 350 1,800 - 2,500

Head of Audit / Assistant Vice President 650 - 1,000 1,400 - 2,000 16 - 20 240 - 480 N/A 2,400 - 5,000

Chief Auditor N/A 2,200 - 2,800 17 - 22 300 - 600 N/A N/A

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 69
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

ACCOUNTANCY & FINANCE AUDIT

COMMERCE & INDUSTRY CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Auditor / Senior Auditor 120 - 250 300 - 480 5-7 36 - 72 55 - 90 400 - 600

Assistant Audit Manager 180 - 300 420 - 600 8 - 10 72 - 102 84 - 100 600 - 900

Audit Manager 300 - 500 600 - 780 10 - 15 108 - 144 100 - 120 900 - 1,600

Senior Manager 500 - 700 750 - 1,100 15 - 17 144 - 240 120 - 150 1,500 - 2,400

Head of Audit / Audit Director 700 - 1,500 1,200+ 17+ 240+ 150+ 2,400 - 4,000

PROFESSIONAL SERVICES CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Associate / Senior Associate 240 - 300 300 - 480 5-7 48 - 72 35 - 65 360 - 600

Assistant Manager 320 - 470 480 - 576 8 - 10 84 - 96 65 - 75 600 - 960

Manager 500 - 720 600 - 720 10 - 15 108 - 156 75 - 100 960 - 1,500

Senior Manager 750 - 1,000 780 - 1,100 15 - 17 144 - 216 100 - 180 1,400 - 2,000

Director / Partner 1,200+ 1,200+ 17+ 240+ 180+ 2,800+

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 70
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

ACCOUNTANCY & FINANCE RISK

RISK (BANKING) CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

ie is fi er 2,000+ N/A 24 - 45 360 - 900 240 - 420 N/A

CLIMATE RISK (BANKING) CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Senior Executive to Assistant Manager 240 - 350 N/A N/A 60 - 80 60 - 96 N/A

Manager 350 - 450 N/A N/A 96 -180 96 - 168 N/A

Senior Manager 450 - 650 N/A N/A 180 - 240 168 - 200 N/A

Head of Department 750+ N/A N/A 240 - 420 200 - 250 N/A

CREDIT RISK (BANKING) CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Analyst 180 - 240 240 - 480 6-8 48 - 72 50 - 66 500 - 720

Associate 240 - 360 420 - 720 8 - 11 65 - 108 66 - 84 650 - 1,200

Senior Executive to Assistant Manager N/A N/A 12 - 20 60 - 156 N/A N/A

Manager N/A N/A 16 - 30 156 - 216 N/A N/A

Senior Manager N/A N/A 16 - 30 216 - 300 N/A N/A

Assistant Vice President 360 - 600 600 - 900 11 - 15 108 - 180 84 - 120 1,100 - 1,800

Vice President 600 - 960 900 - 1,200 13 - 20 180 - 264 120 - 220 1,800 - 2,800

Director 960+ 1,200+ 20+ 264 - 420 220+ 2,800 - 4,000

Head of Department N/A N/A 20 - 40 300 - 384 N/A N/A

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 71
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

ACCOUNTANCY & FINANCE RISK

MARKET RISK (BANKING) CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Analyst 180 - 300 240 - 420 6-8 48 - 65 50 - 66 450 - 700

Associate 300 - 400 420 - 600 8 - 12 65 - 108 66 - 84 600 - 1,000

Senior Executive to Assistant Manager N/A N/A 14 - 20 60 - 156 N/A N/A

Manager N/A N/A 18 - 25 156 - 216 N/A N/A

Senior Manager N/A N/A 18 - 25 216 - 240 N/A N/A

Assistant Vice President 400 - 600 480 - 660 10 - 14 108 - 180 84 - 120 1,000 - 1,800

Vice President 600 - 1,000 840 - 1,000 13 - 20 180 - 264 120 - 200 1,800 - 2,800

Director 800+ 1,080+ 20+ 264 - 420 200+ 2,800 - 4,000

Head of Department N/A N/A 24 - 32 240 - 600 N/A N/A

OPS/ENTERPRISE RISK (BANKING) CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Analyst 150 - 240 260 - 480 6-8 48 - 60 50 - 66 400 - 600

Associate 200 - 360 480 - 660 8 - 10 60 - 102 66 - 84 600 - 1,000

Senior Executive to Assistant Manager N/A N/A 15 - 25 60 - 108 N/A N/A

Manager N/A N/A 18 - 25 108 - 180 N/A N/A

Senior Manager N/A N/A 20 - 30 180 - 216 N/A N/A

Assistant Vice President 400 - 600 660 - 1,000 11 - 14 102 - 156 84 - 120 1,000 - 1,800

Vice President 600 - 1,000 1,000 - 1,400 15 - 20 156 - 240 120 - 200 1,800 - 2,800

Director 1,080+ 1,400 - 2,000 20+ 240 - 360 200+ 2,800 - 4,000

Head of Department N/A N/A 25 - 35 216 - 600 N/A N/A

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 72
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

ACCOUNTANCY & FINANCE RISK

RISK MODELING/VALIDATION (BANKING) CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Senior Executive to Assistant Manager 240 - 360 N/A 15 - 20 60 - 120 60 - 96 N/A

Manager 360 - 500 N/A 15 - 24 120 - 180 96 - 168 N/A

Senior Manager 500 - 750 N/A 18 - 26 180 - 240 168 - 200 N/A

Head of Department 750+ N/A 24 - 35 240 - 480 200 - 300 N/A

INSURANCE CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Executive / Senior Executive 180 - 250 300 - 420 6-7 48 - 90 40 - 60 480 - 900

Assistant Manager 200 - 400 480 - 600 7 - 10 84 - 120 60 - 80 840 - 1,200

Manager 400 - 600 720 - 840 9 - 12 108 - 180 80 - 120 1,000 - 1,800

Senior Manager 600 - 1,000 840 - 1,080 12 - 17 180 - 216 120 - 200 1,800 - 2,160

Director 1000+ 1,200 - 1,800 18+ 240+ 200 - 300 2,400 - 4,200

ie is fi er N/A 2,200 - 2,800 20+ 360 - 900 300+ N/A

INSURANCE-
CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND
ENTERPRISE RISK/FINANCIAL RISK
Assistant Risk Manager N/A 480 - 600 7 - 10 96 - 120 60 - 80 N/A

Risk Manager N/A 720 - 840 9 - 12 120 - 180 80 - 120 N/A

Senior Risk Manager N/A 840 - 1,020 12 - 17 168 - 240 120 - 200 N/A

Risk Director N/A 1,200 - 1,800 18+ N/A 200 - 300 N/A

Head of Risk N/A 1,400 - 2,000 20+ 240 - 384 300+ N/A

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 73
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

ACCOUNTANCY & FINANCE RISK

COMMERCE & INDUSTRY CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Executive / Senior Executive 120 - 250 360 - 540 5 - 10 48 - 78 35 - 70 N/A

Assistant Manager / Manager 250 - 400 540 - 780 7 - 16 78 - 180 70 - 130 N/A

Senior Manager 300 - 600 600 - 960 12 - 20 168 - 216 130 - 180 N/A

Director 600 - 1,000 960+ 15+ 240+ 180+ N/A

PROFESSIONAL SERVICES
CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND
ENTERPRISE RISK
Associate / Senior Associate 120 - 250 240 - 300 5-8 48 - 72 45 - 65 N/A

Assistant Manager 200 - 400 360 - 540 7 - 12 72 - 96 65 - 75 N/A

Manager 400 - 700 540 - 780 9 - 16 96 - 144 75 - 100 N/A

Senior Manager 700 - 900 780 - 960 10 - 20 144 - 216 100 - 180 N/A

Director / Partner 800 1,200+ 20+ 216+ 180+ N/A

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 74
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

ACCOUNTANCY & FINANCE COMPLIANCE

BANKING CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Analyst 180 - 300 216 - 360 6-9 60 - 80 42 - 66 500 - 800

Associate 300 - 400 336 - 540 9 - 12 80 - 132 66 - 72 800 - 1,400

Senior Executive to Assistant Manager N/A N/A 12 - 16 96 - 132 72 - 84 N/A

Manager N/A N/A 14 - 20 120 - 180 84 - 102 N/A

Senior Manager N/A N/A 16 - 24 180 - 300 103 - 144 N/A

Assistant Vice President 400 - 600 544 - 840 9 - 14 132 - 216 72 - 108 1,400 - 2,400

Vice President 800 - 1,200 840 - 1,500 13 - 22 216 - 264 108 - 180 2,000 - 2,700

Director 1,200 - 1,500 1,500+ 20+ 264 - 420 180+ 2,700 - 4,200

Head of Department N/A N/A 18 - 40 300 - 420 144 - 180 N/A

ie om lian e fi er 1,500+ N/A 22 - 50 384 - 720 264+ N/A

INSURANCE CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

fi er Senior fi er 180 - 300 300 - 360 6-8 60 - 72 35 - 65 500 - 720

Assistant Manager 250 - 400 420 - 540 6 - 10 72 - 108 65 - 90 700 - 1,000

Manager 400 - 600 600 - 780 8 - 12 108 - 168 90 - 150 1,000 - 1,700

Senior Manager 600 - 1,000 780 - 900 13 - 18 180 - 240 150 - 200 1,500 - 2,400

Director 1,000+ 1,000 - 1,800 15 - 18 240 - 540 200 - 350 2,400+

Head of Compliance / AVP 800 - 1,200 1,500 - 2,000 15 - 20 300 - 420 N/A N/A

ie om lian e fi er 1,200 - 1,600 2,200 - 2,800 17 - 22 384 - 780 N/A N/A

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 75
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

ACCOUNTANCY & FINANCE COMPLIANCE

COMMERCE & INDUSTRY CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

fi er Senior fi er 120 - 240 240 - 300 5-8 60 - 72 35 - 60 500 - 720

Assistant Manager 180 - 350 300 - 450 7 - 12 72 - 102 60 - 80 720 - 1,000

Manager 300 - 500 450 - 750 9 - 16 108 - 144 80 - 120 1,000 - 1,500

Senior Manager 400 - 700 600 - 850 10 - 20 156 - 180 120 - 180 1,440 - 1,800

Director 700+ 850+ 17+ 220+ 180+ 1,800+

PROFESSIONAL SERVICES CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Associate / Senior Associate 120 - 250 168 - 360 5-8 60 - 84 35 - 60 360 - 700

Assistant Manager 180 - 400 360 - 480 7 - 12 72 - 108 60 - 84 700 - 1,000

Manager 300 - 700 480 - 780 9 - 16 96 - 144 84 - 108 1,000 - 1,600

Senior Manager 600 - 900 720 - 900 10 - 20 168 - 222 108 - 180 1,500 - 2,000

Director / Partner 800+ 900+ 17+ 222+ 180+ 2,000+

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 76
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

BANKING & FINANCIAL

SERVICES TRENDS

SURVEY HIGHLIGHTS ACROSS ASIA EMPLOYEE PERSPECTIVES

CAREER PLANS IN THE NEXT 12 MONTHS TOP FIVE REASONS FOR STAYING

42.3%

1 2 3 4 5
Open to new opportunities

39.3%
35.4% 34.7% 33.1% 26.1% 25.5%
Change organisation but stay within the same role/industry

38.7% Salary Work-life it in ell it Waiting for bonus/ r l cati n le i le

pac age alance manager c lleagues promotion/ internal transfer working options
e pr m ted r find a ne r le it in m current rganisati n

34.9%
ta in t e same r le it m current rganisati n
TOP FIVE REASONS FOR LEAVING

1 2 3 4 5
SALARY EXPECTATIONS IN 2024
37.3% 35.6% 35.3% 16.9% 12.2%
2.6% 19.7% 23.4% 22.1% 13.4% 18.7%
ecrease No Change ncrease ncrease ncrease ncrease
ac f career alar pac age Seeking new Poor work-life Looking for engaged
progression was too low c allenges alance management or mentors

77
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

BANKING & FINANCIAL

SERVICES TRENDS

CHINA HONG KONG SAR

Sophia Zhang | Senior Business Manager Wisely Wong | Senior Business Director Elsa Lam | Senior Team Lead, Contracting

e surge in ina s ultra ric p pulati n n e landscape in n estment an ing as pr en t e c allenging in ari us Trends In
e ceeding indi iduals it a net rt er areas suc as pr ect finance and infrastructure finance ere res urces
a e een redirected t ut east sia and ustralia n ersel etail and
Contract Recruitment
milli n as eig tened t e demand f r
talent in pri ate an ing and ealt management rp rate an ing a e maintained a r ust status it c ntinued iring e c ntracting mar et is p ised f r
eff rts al eit it tig ter re uirements and l nger turnar unds sustained gr t ug t e demand in
s ina emerges as t e rld s sec nd largest an ing and financial ser ices remains ig
issuer f green nds numer us an s a e als e ri ate ealt anagement sect r is seeing a n ta le s rtage f rganisati ns are ad pting a c nser ati e
esta lis ed sustaina le finance departments candidates e re pening f rders and t e intr ducti n f ealt stance n permanent ires and increasingl
nse uentl pr fessi nals it e pertise in anagement nnect a e spurred pri ate an s and ealt turning t fle i le c ntract arrangements f r
sustaina le finance r ill e in ig demand management platf rms t acti el see e perienced elati ns ip anagers r f rce management
f r t fr nt and middle ffice r les is d namic t e pand inese client ases fuelling t e demand f r pr fessi nals adept
as created intense c mpetiti n in an e cepti nall at cr ss rder asset di ersificati n ntract ires can anticipate en anced
candidate s rt mar et enefits suc as e panded annual lea e
rp rate and etail an ing is als facing candidate s rtages due t impr ed medical insurance c erage
erseas migrati ns and lasting impact fr m t e pandemic leading t nuses and end f ser ice gratuities as
r ers see ing career c anges c mpanies stri e t retain t eir alua le
temp rar talent p l
i en t e increasing num er f digitalisati n pr ects and tig ter regulat r
IN-DEMAND JOBS re uirements an s and financial institutes are als e pl ring iring fr m pp rtunities f r acti e c ntract ires span
ad acent industries and ffering c ntract r ari us d mains including ris and
• Private Banking Banker reen inance
• Investment Counsellor ield anager
c mpliance acc untanc and finance
IN-DEMAND JOBS administrati n perati ns uman
nsurance pecialist mmercial an ing r
p rt inance anager elati ns ip anager elati ns ip anager pecial ssets anagement
res urces and pr ect management
ransacti n an ing r duct pecialists • Digital transformation and automation

78
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

BANKING & FINANCIAL

SERVICES TRENDS

JAPAN MALAYSIA

Jack Brennan | Team Manager Bunka Cho | Business Director, Contracting SueJean Lee | Senior Manager

e erall mar et as een c aracterised a Trends In inancial instituti ns maintain a cauti us appr ac
sl er and m re cauti us pace it s me n ta le in resp nse t a pessimistic ec n mic utl and
e cepti ns l al r er an s and ma r
Contract Recruitment are acti el see ing c st cutting measures
in estment an ing pla ers are e periencing a e c ntracting mar et is fiercel e ert eless t e sect r displa s resilience in t e
sluggis peri d e acer ated er iring in c mpetiti e necessitating pr ficienc in face f escalating inflati n and a gl al ec n mic
placing c nsidera le strain n pr fita ilit apanese ere is a n ta le demand f r sl d n credited t r ust d mestic demand
p siti ns in perati ns legal c mpliance and su stantial l an gr t and supp rti e
s a result c st cutting measures la ffs and middle t ac ffice ese p siti ns t picall measures fr m l cal g ernments
l ng term iring free es a e ensued n c ntrast in l e m nt r lling c ntracts f r
u side asset managers edge funds pri ate pr ect ased r maternit lea e c erage This has translated into sustained demand for
e uit and firms a e t ri ed in us sic lea e c erage and temp rar s luti ns iring it in t is sect r erall t e mar et is
mar ets it ig returns pr iding m re until permanent staff are secured currentl e enl alanced in terms f demand and
pp rtunities f r recruitment suppl andidate s rt areas include ris
andidates in t is d main are less acti e n management sustaina ilit c rp rate finance
espite t e erall scarcit apan remains s cial media and rel m re n referrals and and talent it nic e s illsets suc as
perenniall candidate s rt especiall f r t se it pers nal c nnecti ns ile t e ma rit still str ng credit riting s ills
sufficient nglis pr ficienc gra itate t ard permanent ffers unger
candidates un urdened significant famil
ligati ns are increasingl pting f r c ntract IN-DEMAND JOBS
IN-DEMAND JOBS r les ased n fact rs li e fle i le r eni
elatir ns ip nal st
anager
d is r iddle and ac ffice perati ns
arrangements and career tra ect r an anager
• Investment Professionals
mpliance anager n estment anager
clients ffer r fr m me pti ns t eni r cc untant
mpliance r fessi nals
redit is nal st rtf li anager
c ntract rs ic is e pected t persist as an taff Professionals
cc untant
• Risk
• Sales inance
incenti e in c ntract r empl ment
• ESG / Sustainability Professionals

79
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

BANKING & FINANCIAL

SERVICES TRENDS

SINGAPORE

Neem Lock | Business Director Er Hann Ooi l Senior Business Manager John Borneman | Regional Director

e an ing sect r started u ant ut as e financial ser ices industr faces c allenges in Trends In
sl ed d n earlier t an traditi nall due t e current ec n mic c cle including stringent
resulting in a mar et stalemate t clients and regulati ns capital raising ig er funding c sts
Contract Recruitment
candidates are esitant t m e during and pr l nged l interest rates e ingap re an ing mar et c ntinues t
uncertain times sl ing d n t e recruitment e l e and c ange and it t at s ills t at
pr cess it critical decisi ns ta ing m re time mpliance standards are s ifting fr m tec nical t e an s re uire a e als altered
is is e acer ated sign ffs f r p siti ns assessments t utc me ased e aluati ns Traditional high-volume operations roles are
re uiring m re seni r appr als necessitating pr acti e ris management in areas n l nger as pre alent in ingap re it
li e sancti ns perati nal resilience and aut mati n and tec n l g impacting at
lt ug ast e pansi n plans a e sl ed mpliance fficers pla a crucial r le in integrating is re uired in t ese r les dditi nall
dramaticall t e a e n t een put n ld it in l cal regulati ns and r ust data ffs ring perati ns r les t l c st
and t ere tends t e a test and see appr ac g ernance dditi nall financial crime including centres utside f ingap re as l ng een
ere iring is run in stages e mar et f r sancti ns anti ri er fraud c ercrime and a e part f an s strategies e d
nic e r les it in financial ser ices remains mar et a use is a significant f cus ppre ensi ns however see strong demand for traditional
strong with organisations waiting to move a ut c unterpart credit ris and securit an ing r les suc as ri ate ealt
f r ard it iring in reac es fr m t ird part end rs are als pr fessi nals intec is als c anging
m unting ese fact rs c ntri ute t an ealt management ser ices are eing
increasingl c mple ris landscape ffered t t e mar et it t ese ser ices n
longer being solely the domain of the
IN-DEMAND JOBS ealt urt erm re t ere c ntinues t e
rp rate nstituti nal • Trade Support
str ng demand f r udit is and
perati nal is anagement • Investment Operations
redit nal st inancial rimes mpliance
mpliance pr fessi nals it t is trend
usiness ntinuit anagement • Settlements
e pected t c ntinue t r ug
uit ales rader nti ne aundering • Climate Risk redit is anagement
n estment anager egulat r mpliance nternal udit is ntr l

80
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

BANKING & FINANCIAL SERVICES FRONT

CORPORATE FINANCE, M&A, ECM/DCM CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE

Analyst 300 - 400 500 - 1,000 7 - 15 48 - 84 75 - 120

Associate 400 - 600 1,000 - 1,800 8 - 20 72 - 132 100 - 150

Vice President 600 - 900 1,500 - 2,000 13 - 30 120 - 330 150 - 250

Director 1,200 - 2,000 2,000 - 3,000 20 - 50 300 - 500 220 - 350

Managing Director 2,000+ 3,000+ 35+ 480+ 350+

ASSET MANAGEMENT CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE

Junior Trader 400 - 600 540 - 840 7.5 - 11 24 - 78 80 - 100

Trader 500+ 850+ 14 - 40 60 - 240 100+

Sales 400 - 1,000 600 - 900 6 - 30 60 - 240 80 - 150

Head of Sales 1,500+ 1,500+ 18 - 50+ 240 - 480 180+

ASSET MANAGEMENT CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE

Research Analyst 300 - 400 360 - 600 7 - 15 48 - 102 60 - 100

Senior Research Analyst 400 - 600 600 - 1,400 10 - 22 84 - 300 100 - 150

Head of Research 1,000+ 1,400+ 15 - 23+ 300 - 480 150+

Assistant Fund Manager 800 - 1,200 660 - 1,000 8 - 12 100 - 180 150+

Fund Manager 1,000 - 2,000 1,000 - 1,400 10 - 23 72 - 216 150 - 300

Senior Fund Manager 2,000+ 2,000 - 3,000 15 - 25 192 - 360 N/A

ead o n estment ie n estment fi er 2,000+ 3,000+ 20 - 35 300 - 720 N/A

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 81
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

BANKING & FINANCIAL SERVICES FRONT

PRIVATE EQUITY CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE

Analyst 300 - 500 480 - 600 8 - 13 60 - 180 70 - 110

Associate 500 - 800 660 - 1,000 10 - 15 108 - 240 110 - 150

Vice President 800 - 1,500 1,200 - 1,400 15 - 25 216 - 480 150 - 180

Director 1,500 - 2,000 1,400 - 1,800 20 - 30 420 - 720 180 - 250

Managing Director 2,000+ 1,800+ 30+ 720+ 250+

HEDGE FUND - INVESTMENT CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE

Analyst 420 - 600 500 - 700 8 - 13 60 - 108 80 - 110

Associate 600 - 800 700 - 1,000 13 - 16 96 - 200 110 - 140

Vice President 800 - 1,200 1,000 - 1,350 16 - 26 216 - 360 140 - 180

Assistant Fund Manager 800 - 1,500 1,200 - 1,500 10 - 18 100 - 180 180 - 250

Fund Manager 1,500+ 1,500 - 3,000 20+ 120 - 240 250+

HEDGE FUND - EXECUTION CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE

Risk Analyst 300 - 500 400 - 700 9 - 12 40 - 72 80 - 100

Risk Manager 600 - 800 720+ 10 - 18 72 - 114 100 - 150

Quantitative Analyst 600+ 1,000+ 12 - 15 114 - 168 150 - 200

Trader 500 - 800 400 - 800 15 - 25 216 - 288 170 - 250

Senior Trader 800 - 1,200 800+ 25 - 40+ 288+ 250+

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 82
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

BANKING & FINANCIAL SERVICES FRONT

GLOBAL MARKETS CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE

Junior Trader 400 - 500 420 - 660 8 - 16 48 - 72 80 - 110

Trader 500 - 1,200 680 - 1,200 12 - 20 60 - 180 110 - 200

Senior Trader 1,000 - 1,500 1,200 - 1,900 20 - 30 180 - 360 200 - 260

Desk Head 1,500+ 2,000+ 30 - 40+ 480+ 260+

FINANCIAL MARKETS SALES,

INSTITUTIONAL, CORPORATE, CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE
RESEARCH, HEDGE FUNDS
Associate 300 - 500 360 - 800 10 - 16 48 - 84 80 - 130

Vice President 500 - 1,000 800 - 1,200 15 - 22 84 - 240 130 - 220

Director 1,000 - 2,000 1,200 - 2,400 22 - 30 240 - 480 220 - 300

Managing Director 2,000+ 2,000+ 30+ 480+ 300+

RESEARCH/STRATEGY (FICC & EQUITY) CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE

Analyst 360 - 500 360 - 600 8 - 12 48 - 102 60 - 100

Associate 500 - 800 660 - 840 10 - 16 84 - 192 100 - 140

Vice President 800 - 1,200 960 - 1,500 15 - 26 192 - 360 150 - 200

Director 1,200 - 1,800 1,500 - 2,100 22 - 35 300 - 480 200 - 300

Managing Director 1,800+ 2,100+ 35+ 480+ 300+

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 83
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

BANKING & FINANCIAL SERVICES FRONT

CORPORATE BANKING CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE

Assistant Relationship Manager 180 - 300 300 - 500 8 - 13 60 - 110 60 - 90

Relationship Manager 360 - 600 400 - 720 10 - 15 120 - 200 80 - 120

Senior Relationship Manager 600 - 1,000 840 - 1,200 15 - 25 210 - 300 120 - 180

Team Head 800 - 2,000 840 - 1,920 20 - 30 270 - 360 200 - 260

Department Head 1,800+ 1,600+ 30+ 370+ 250 - 350+

COMMERCIAL BANKING CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE

Assistant Relationship Manager 180 - 300 240 - 360 5-7 60 - 110 60 - 80

Relationship Manager 300 - 600 360 - 600 8 - 12 120 - 200 70 - 120

Senior Relationship Manager 600 - 800 600 - 900 11 - 15 210 - 270 120 - 150

Team Head 750 - 1,200 750 - 1,400 15 - 24 270 - 360 150 - 200

Department Head 1,200+ 1,600+ 20+ 370+ 200+

SME BANKING CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE

Assistant Relationship Manager 120 - 200 240 - 360 5-8 43 - 70 60 - 90

Relationship Manager 200 - 420 300 - 540 7 - 11 60 - 100 70 - 100

Senior Relationship Manager 420 - 600 540 - 720 11 - 15 115 - 138 100 - 150

Team Head 600 - 1,000 700 - 1,050 14 - 18 160 - 260 120 - 180

Department Head 1,000+ 1,080+ 19+ 360+ 150 - 200

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 84
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

BANKING & FINANCIAL SERVICES FRONT

FINANCIAL INSTITUTIONS BANKING CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE

Assistant Relationship Manager 180 - 300 230 - 400 6-9 60 - 96 60 - 100

Relationship Manager 300 - 600 300 - 600 8 - 14 90 - 156 90 - 130

Senior Relationship Manager 600 - 1,000 600 - 900 14 - 18 156 - 340 130 - 200

Team Head 900 - 2,000 900 - 1,260 18 - 22 340 - 480 200 - 250

Department Head 1,800+ 1,380+ 22+ 480+ 250+

TRANSACTION BANKING
(CASH MANAGEMENT, TRADE FINANCE, CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE
PROJECT & EXPORT FINANCE)
Assistant Relationship Manager 180 - 240 300 - 480 6-9 48 - 84 60 - 80

Relationship Manager 240 - 420 480 - 720 9 - 14 84 - 180 80 - 130

Senior Relationship Manager 420 - 960 720 - 1,200 12 - 18 156 - 276 130 - 200

Team Head 960 - 1,200 1,200 - 1,700 18 - 22 216 - 384 200 - 250

Department Head 1,200+ 1,600+ 22+ 384+ 250+

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 85
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

BANKING & FINANCIAL SERVICES FRONT

FINANCIAL PLANNING & WEALTH CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE
MANAGEMENT
Wealth Manager 120 - 240 300 - 480 7 - 11 36 - 60 36 - 42

Senior Wealth Manager 240 - 500 480 - 720 12 - 20+ 60 - 144 45 - 48

Premier Banking Relationship Manager 200 - 300 360 - 600 8 - 12 54 - 150 52 - 84

ri ate Ban in lient Ser i es fi er 260 - 500 400 - 700 7 - 12 70 - 90 45 - 72

FINANCIAL PLANNING & WEALTH CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE
MANAGEMENT
Private Banking Relationship Manager 500 - 720 540 - 1,000 6 - 14 84 - 180 70 - 140

Senior Private Banking Relationship Manager 650 - 1,200 1,000 - 1,500 12 - 24 190 - 250 150 - 250

Team Head 800 - 1,500 1,500 - 2,500 15 - 26 260 - 300 70 - 100

Head of Department 1,500+ 2,500+ 18+ 310+ 120 - 180

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 86
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

BANKING & FINANCIAL SERVICES MIDDLE

TRADE SUPPORT CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE

Analyst 120 - 210 240 - 360 6 - 8.5 N/A 42 - 78

Associate 180 - 320 360 - 600 8 - 10.5 N/A 70 - 100

Assistant Vice President 360 - 600 600 - 800 10 - 15 N/A 90 - 130

Vice President 600 - 840 800 - 1,000 13 - 19 N/A 140 - 180

Director 840+ 1,000+ 20+ N/A 200+

COLLATERAL MANAGEMENT/ CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE

CLIENT VALUATIONS
Analyst 180 - 250 150 - 300 6 - 8.5 42 - 78 48 - 70

Associate 240 - 420 300 - 500 8 - 10.5 72 - 108 70 - 90

Assistant Vice President 420 - 600 500 - 700 10 - 14 108 - 144 90 - 130

Vice President 600 - 840 700 - 900 15 - 20 144 - 240 130 - 200

Director 840+ 900+ 20+ 240+ 200+

CHANGE MANAGEMENT/
CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE
PROJECT MANAGEMENT
Business Analyst 240 - 360 250 - 800 8 - 12 96 - 168 60 - 130

Project Manager 340 - 800 350 - 1,000 13 - 18 120 - 288 130 - 220

Head of Project Management 800+ 1,000+ 20+ 288+ 220+

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 87
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

BANKING & FINANCIAL SERVICES MIDDLE

ASSET MANAGEMENT CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE

Product Manager 480 - 600 600 - 780 7 - 11 78 - 156 80 - 120

Senior Product Manager 600 - 800 780 - 960 10 - 18 144 - 240 135 - 180

Client Service / Reporting Specialist 300 - 480 480 - 720 8 - 10 72 - 108 70 - 110

Client Service / Reporting Manager 480 - 840 720 - 960 12 - 15 108 - 216 120 - 160

Head of Client Service / Reporting 840+ 960+ 12 - 18 216+ 180 - 220

PERFORMANCE MEASUREMENT/ CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE

INVESTMENT RISK
Assistant Vice President 240 - 600 N/A 7 - 14 120 - 180 100 - 150

Vice President 600 - 960 N/A 11 - 18 180 - 300 150 - 200

Head 960+ N/A 16 - 24 300+ 200 - 250

TRANSACTION BANKING
CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE
CLIENT SERVICE
fi er 120 - 240 180 - 300 6 - 7.5 48 - 78 50 - 60

Associate 240 - 360 300 - 420 8 - 10 60 - 96 60 - 90

Assistant Vice President 360 - 480 420 - 540 10 - 13 120 - 180 90 - 130

Vice President 480 - 600 540 - 840 13 - 18 180 - 240 130 - 180

Director 600+ 840+ 18+ 240+ 180+

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 88
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

BANKING & FINANCIAL SERVICES MIDDLE

TRANSACTION BANKING
CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE
IMPLEMENTATION
fi er 180 - 240 240 - 300 6 - 7.5 48 - 78 50 - 70

Associate 240 - 360 300 - 480 8 - 10 60 - 96 80 - 110

Assistant Vice President 360 - 600 480 - 740 11 - 13 120 - 180 120 - 150

Vice President 600 - 800 740 - 840 14 - 18 180 - 240 160 - 220

Director 800+ 800 - 1,050 18+ 240+ 250+

INVESTMENT CONSULTANT CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE

Analyst 240 - 380 240 - 360 6-9 54 - 72 60 - 85

Associate 360 - 500 360 - 480 8 - 14 72 - 162 90 - 120

Manager 500+ 500 - 1,200 15+ 162+ 150+

PRODUCT MANAGEMENT CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE

Analyst 240 - 360 260 - 360 6-7 48 - 84 65 - 100

Associate 360 - 600 360 - 600+ 8 - 10 84 - 156 80 - 120

Manager 600+ 600+ 10 - 18 144 - 204 120 - 180

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 89
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

BANKING & FINANCIAL SERVICES MIDDLE

AUDIT (BANKING) CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Auditor 250 - 400 350 - 450 6 - 10 66 - 84 50 - 95 700 - 900

Senior Auditor (AVP) 400 - 600 450 - 780 9 - 14 84 - 120 95 - 120 900 - 1,200

Assistant Manager N/A N/A 12 - 20 60 - 120 N/A N/A

Audit Manager (VP) 600 - 800 780 - 1,100 11 - 20 96 - 192 120 - 200 1,100 - 2,000

Senior Audit Manager (SVP) 800 - 1,200 1,100 - 1,320 15 - 24 120 - 216 200 - 250 2,000 - 4,000

Head of Audit / Audit Director 1,000 - 1,600 1,400 - 2,300 18 - 30 156 - 300 250 - 300 4,000 - 6,000

Assistant Vice President N/A N/A 9 - 16 192 - 360 N/A N/A

CIA 1,600+ N/A 20 - 35 240 - 720 300 - 420 N/A

RISK (BANKING) CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

ie is fi er 2,000+ N/A 24 - 45 360 - 900 240 - 420 N/A

CLIMATE RISK (BANKING) CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Senior Executive to Assistant Manager 240 - 350 N/A N/A 60 - 80 60 - 96 N/A

Manager 350 - 450 N/A N/A 96 -180 96 - 168 N/A

Senior Manager 450 - 650 N/A N/A 180 - 240 168 - 200 N/A

Head of Department 750+ N/A N/A 240 - 420 200 - 250 N/A

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 90
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

BANKING & FINANCIAL SERVICES MIDDLE

CREDIT RISK (BANKING) CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Analyst 180 - 240 240 - 480 6-8 48 - 72 50 - 66 500 - 720

Associate 240 - 360 420 - 720 8 - 11 65 - 108 66 - 84 650 - 1,200

Senior Executive to Assistant Manager N/A N/A 12 - 20 60 - 156 N/A N/A

Manager N/A N/A 16 - 30 156 - 216 N/A N/A

Senior Manager N/A N/A 16 - 30 216 - 300 N/A N/A

Assistant Vice President 360 - 600 600 - 900 11 - 15 108 - 180 84 - 120 1,100 - 1,800

Vice President 600 - 960 900 - 1,200 13 - 20 180 - 264 120 - 220 1,800 - 2,800

Director 960+ 1,200+ 20+ 264 - 420 220+ 2,800 - 4,000

Head of Department N/A N/A 20 - 40 300 - 384 N/A N/A

MARKET RISK (BANKING) CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Analyst 180 - 300 240 - 420 6-8 48 - 65 50 - 66 450 - 700

Associate 300 - 400 420 - 600 8 - 12 65 - 108 66 - 84 600 - 1,000

Senior Executive to Assistant Manager N/A N/A 14 - 20 60 - 156 N/A N/A

Manager N/A N/A 18 - 25 156 - 216 N/A N/A

Senior Manager N/A N/A 18 - 25 216 - 240 N/A N/A

Assistant Vice President 400 - 600 480 - 660 10 - 14 108 - 180 84 - 120 1,000 - 1,800

Vice President 600 - 1,000 840 - 1,000 13 - 20 180 - 264 120 - 200 1,800 - 2,800

Director 800+ 1,080+ 20+ 264 - 420 200+ 2,800 - 4,000

Head of Department N/A N/A 24 - 32 240 - 600 N/A N/A

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 91
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

BANKING & FINANCIAL SERVICES MIDDLE

OPS/ENTERPRISE RISK (BANKING) CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Analyst 150 - 240 260 - 480 6-8 48 - 60 50 - 66 400 - 600

Associate 200 - 360 480 - 660 8 - 10 60 - 102 66 - 84 600 - 1,000

Senior Executive to Assistant Manager N/A N/A 15 - 25 60 - 108 N/A N/A

Manager N/A N/A 18 - 25 108 - 180 N/A N/A

Senior Manager N/A N/A 20 - 30 180 - 216 N/A N/A

Assistant Vice President 400 - 600 660 - 1,000 11 - 14 102 - 156 84 - 120 1,000 - 1,800

Vice President 600 - 1,000 1,000 - 1,400 15 - 20 156 - 240 120 - 200 1,800 - 2,800

Director 1,080+ 1,400 - 2,000 20+ 240 - 360 200+ 2,800 - 4,000

Head of Department N/A N/A 25 - 35 216 - 600 N/A N/A

RISK MODELING/VALIDATION (BANKING) CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Senior Executive to Assistant Manager 240 - 360 N/A 15 - 20 60 - 120 60 - 96 N/A

Manager 360 - 500 N/A 15 - 24 120 - 180 96 - 168 N/A

Senior Manager 500 - 750 N/A 18 - 26 180 - 240 168 - 200 N/A

Head of Department 750+ N/A 24 - 35 240 - 480 200 - 250 N/A

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 92
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

BANKING & FINANCIAL SERVICES MIDDLE

COMPLIANCE (BANKING) CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Analyst 180 - 300 216 - 360 6-9 60 - 80 42 - 66 500 - 800

Associate 300 - 400 336 - 540 9 - 12 80 - 132 66 - 72 800 - 1,400

Senior Executive to Assistant Manager N/A N/A 12 - 16 96 – 132 72 - 84 N/A

Manager N/A N/A 14 - 20 120 - 180 84 - 102 N/A

Senior Manager N/A N/A 16 - 24 180 - 300 103 - 144 N/A

Assistant Vice President 400 - 600 544 - 840 9 - 14 132 - 216 72 - 108 1,400 - 2,400

Vice President 800 - 1,200 840 - 1,500 13 - 22 216 - 264 108 - 180 2,000 - 2,700

Director 1,200 - 1,500 1,500+ 20+ 264 - 420 180+ 2,700 - 4,200

Head of Department N/A N/A 18 - 40 300 - 420 144 - 180 N/A

ie om lian e fi er 1,500+ N/A 22 - 50 384 - 720 264+ N/A

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 93
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

BANKING & FINANCIAL SERVICES BACK

SECURITIES SERVICES CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE

Analyst 180 - 250 160 - 250 5.5 - 8 48 - 72 36 - 60

Associate 250 - 350 250 - 350 8 - 10 72 - 96 65 - 85

Assistant Vice President 350 - 550 350 - 720 10 - 14 96 - 144 90 - 130

Vice President 550 - 800+ 720 - 900 13 - 20 144 - 264 130 - 180

Director 800+ 900+ 15 - 25 264+ 180+

DOCUMENTATION/KNOW YOUR CLIENT/

CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE
CLIENT ONBOARDING
Analyst 120 - 180 180 - 250 6 - 7.5 36 - 60 36 - 70

Associate 180 - 300 250 - 450 8 - 10 60 - 84 70 - 90

Assistant Vice President 300 - 480 450 - 600 10 - 15 84 - 144 90 - 120

Vice President 600 - 900 600 - 1,000 13 - 18 144 - 240 130 - 180

Director 900+ 1,000 18+ 240+ 200+

TREASURY OPERATIONS CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE

fi er 180 - 240 180 - 300 6 - 7.5 48 - 72 40 - 70

Associate 240 - 360 300 - 450 8 - 10 72 - 96 60 - 100

Assistant Vice President 360 - 500 450 - 650 10 - 13 96 - 144 80 - 120

Vice President 500 - 900 650 - 850 13 - 17 144 - 240 120 - 180

Director 900+ 850+ 18+ 240+ 200+

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 94
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

BANKING & FINANCIAL SERVICES BACK

TRANSACTION BANKING OPERATIONS CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE

fi er 180 - 240 180 - 300 6-8 N/A 55 - 70

Associate 240 - 300 300 - 450 8 - 10 N/A 75 - 100

Assistant Vice President 300 - 480 450 - 650 10 - 13 N/A 100 - 135

Vice President 480 - 700 650 - 850 13 - 17 N/A 140 - 190

Director 700+ 850+ 18+ N/A 200+

LOAN ADMINISTRATION/
CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE
CREDIT OPERATION
fi er 120 - 180 180 - 300 6 - 7.5 48 - 60 42 - 65

Associate 180 - 300 300 - 450 8 - 10 60 - 96 65 - 90

Assistant Vice President 300 - 480 450 - 650 10 - 13 96 - 156 90 - 120

Vice President 480 - 700 650 - 850 13 - 20 156 - 252 130 - 200

Director 700+ 850+ 18+ 252+ 200+

FUND/INVESTMENT OPERATIONS CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE

fi er 180 - 250 250 - 350 6-8 48 - 72 40 - 55

Associate 250 - 360 380 - 480 8 - 10 72 - 96 55 - 80

Assistant Vice President 360 - 600 480 - 840 11 - 14 96 - 144 80 - 120

Vice President 600 - 1,000 800 - 1,100 10 - 15 144 - 250 120 - 200

Director 1,000+ 1,000 - 1,400 15+ 250+ 200+

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 95
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

BANKING & FINANCIAL SERVICES BACK

TRADE OPERATION CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE

rade eration fi er N/A 180 - 300 6 - 8.5 48 - 60 42 - 78

Trade Operation Associate N/A 300 - 400 8 - 10.5 60 - 96 70 - 100

Trade Operation Assistant Vice President N/A 400 - 600 10 - 14 96 - 156 90 - 130

Trade Operation Vice President N/A 600 - 800 13 - 19 156 - 252 140 - 180

Trade Operation Director N/A 800+ 20+ 252+ 200+

PAYMENT OPERATION CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE

fi er N/A 180 - 300 5.5 - 8 48 - 60 N/A

Associate N/A 300 - 400 8 - 10 60 - 96 N/A

Assistant Vice President N/A 400 - 600 10 - 14 96 - 156 N/A

Vice President N/A 600 - 800 13 - 17 156 - 252 N/A

Director N/A 800+ 15 - 18 252+ N/A

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 96
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

BANKING & FINANCIAL SERVICES RETAIL

BRANCH MANAGEMENT CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE

Sub Branch Manager 500 - 750 600 - 720 N/A 84 - 108 N/A

Branch Manager 750 - 1,000 720 - 1,020 18 - 30+ 120 - 180 50 - 75

Regional/District Manager 1,000+ 1,000+ 14+ 180 - 264 80 - 110

BRANCH OPERATION STAFF CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE

Teller 60 - 120 170 - 280 3-4 N/A 30 - 40

Supervisor 120 - 240 340 - 420 5-8 N/A 40 - 55

Operations Manager 240 - 360 480+ 8 - 10 N/A 55 - 100

RELATIONSHIP MANAGEMENT CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE

Assistant Relationship Manager 120 - 180 230 - 320 5-7 48 - 72 50 - 75

Relationship Manager 180 - 300 420 - 540 8 - 11 66 - 96 60 - 80

Senior Relationship Manager 300 - 360 576 - 1,000 10 - 16 96 - 120 80 - 100

Sales Manager 360 - 600 600 - 1,100 14 - 22 120+ 180+

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 97
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

BANKING & FINANCIAL SERVICES RETAIL

MORTGAGE CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE

Specialist 120 - 240 250 - 360 4-6 48 - 72 60 - 80

Senior Specialist 180 - 300 360 - 500 6-8 72 - 96 80 - 100

Team Head 300 - 600 550 - 780 9 - 11 96 - 120 120 - 150

Region Head 600+ 1,000 - 1,080 12+ 120 - 180 180+

INSURANCE AND INVESTMENT CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE

Specialist 240 - 360 240 - 360 4-6 54 - 66 50 - 75

Senior Specialist 360 - 500 360 - 500 6-9 66 - 96 80 - 100

Team Head 500 - 750 700 - 850 9 - 12 96 - 144 120 - 150

Region Head 750+ 1,000+ 13+ 144 - 243 180+

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 98
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

CONSTRUCTION
TRENDS

CHINA HONG KONG SAR

Max Shen | Business Manager Brian Lee | Section Manager

The traditional civil engineering industry, There is a rising demand for digital construction
encompassing residential, commercial, logistics, talent as construction contractors increasingly
industrial and more, is experiencing a rapid embrace digital technology for their projects.
contraction. The suspension of real estate Technologies such as IoT, Digital Twin, Robotics,
investments has left engineering candidates and AR/VR are now integral to the construction
grappling with the challenge of having no ongoing landscape. Similarly, there is a growing demand
projects. However, amidst this contraction, there is for talent in Modular Integrated Construction (MiC)
a simultaneous surge in demand for new energy as property developers and the government
and marine engineering related projects. actively promote its use in building construction.

Though job opportunities appear to be decreasing However, Hong Kong currently faces a severe
for local candidates, overseas projects are on the shortage of labour with over 40,000 roles yet to be
rise. Candidates with relevant overseas project filled lients are e tending t eir searc regi nall
e perience and illing t rel cate ill find m re to hire and relocate talent to the island. Filling this
options for future growth. gap will be critical considering the numerous
infrastructure construction projects planned for the
next 10-20 years.

IN-DEMAND JOBS
• Project Manager - New Energy
• Project Manager (overseas) IN-DEMAND JOBS
• Property Engineering Manager/Director
• Project Engineer, E&M
• Facility Manager/Director
• Civil Engineer
• Quantity Surveyor

2024 HAYS ASIA SALARY GUIDE 99

 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

CONSTRUCTION
CONSTRUCTION CIVIL CHINA HONG KONG SAR

Site Engineer 100 - 180 360 - 400

Project Engineer 150 - 250 400 - 480

Design Manager 300 - 400 550 - 800

Project Manager 350 - 500 720 - 900

CONSTRUCTION CIVIL CHINA HONG KONG SAR

Senior Project Manager 400 - 600 900 - 1,100

Construction Manager 250 - 400 720 - 960

Planner 150 - 350 480 - 720

Estimator 200 - 400 600 - 960

CONSTRUCTION CIVIL CHINA HONG KONG SAR

Contracts Administrator / Quantity Surveyor

120 - 200 360 - 400
- Entry-level

Contracts Administrator / Quantity Surveyor

200 - 400 700 - 1,000
- Senior

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 2024 HAYS ASIA SALARY GUIDE 100
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

CONSTRUCTION
CONSTRUCTION BUILDING CHINA HONG KONG SAR

Site Engineer 150 - 250 360 - 400

Project Engineer 150 - 300 400 - 480

Design Manager 350 - 500 550 - 780

CONSTRUCTION BUILDING CHINA HONG KONG SAR

Project Manager 300 - 400 720 - 900

Senior Project Manager 400 - 600 800 - 1,000

Construction Manager 300 - 400 720 - 960

Planner 200 - 350 480 - 600

Estimator 300 - 450 600 - 960

CONSTRUCTION BUILDING CHINA HONG KONG SAR

Contracts Administrator / Quantity Surveyor

150 - 250 360 - 400
- Entry-level

Contracts Administrator / Quantity Surveyor

300 - 550 700 - 1,000
- Senior

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 2024 HAYS ASIA SALARY GUIDE 101
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

CONSTRUCTION
CONSTRUCTION BUILDING CHINA HONG KONG SAR

HVAC Engineer 150 - 350 360 - 550

MEP Engineer 150 - 350 360 - 600

ELV Engineer N/A 300 - 480

BMS Engineer N/A 300 - 420

Senior Engineer N/A 480 - 660

CONSTRUCTION DEVELOPMENT CHINA HONG KONG SAR

Development Manager 300 - 500 720 - 900

Project Manager 300 - 500 720 - 900

Development Manager 300 - 600 400 - 600

Project Manager 800 - 1,500 800 - 1,500

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 2024 HAYS ASIA SALARY GUIDE 102
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

ENGINEERING
TRENDS

SURVEY HIGHLIGHTS ACROSS ASIA EMPLOYEE PERSPECTIVES

CAREER PLANS IN THE NEXT 12 MONTHS TOP FIVE REASONS FOR STAYING

45.0%

1 2 3 4 5
Open to new opportunities

38.6%
37.5% 34.7% 32.4% 31.8% 18.2%
Change organisation but stay within the same role/industry

28.5% Work-life Salary Work location / Flexible Fit in well with my Waiting for bonus/
balance package working options manager / colleagues promotion/ internal transfer
Stay in the same role with my current organisation

28.0%
e pr m ted r find a ne r le it in m current rganisati n
TOP FIVE REASONS FOR LEAVING

1 2 3 4 5
SALARY EXPECTATIONS IN 2024
34.8% 34.4% 31.6% 23.1% 17.4%
4.6% 24.4% 21.6% 24.7% 9.3% 15.4%
Decrease No Change Increase Increase by Increase by Increase by
Lack of career Salary package Seeking new Poor work-life Lack of job
progression was too low challenges balance security

2024 HAYS ASIA SALARY GUIDE 103

 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

ENGINEERING
TRENDS

CHINA JAPAN

Vic Zhao | Business Director Hiroaki Takahashi | Senior Manager

r fits f f reign funded c mpanies in ina a e There is a shortage of candidates in the industry.
seen a decline in recent years, leading to a slowdown in Many companies require candidates to possess
their investment plans. Concurrently, domestic businesses, ig l scarce ualificati ns resulting in a lac f
buoyed by Chinese government support and the demand applicati ns n additi n industr specific fact rs
for advanced manufacturing, are exhibiting increased such as the perceived need for extensive overtime,
vitality and rapid development. limited annual leave usage, and lower salary offers,
contribute to a negative industry image.
There is a heightened focus on technology and R&D
in estments in ig end fields it a c ntinual emp asis n To address this, improving the working environment,
improving product quality and added value through offering training, and increasing public relations and
technological innovation such as robotic and smart marketing communication would make the industry
manufacturing, digital transformation, more appealing. Additionally, consider actively
and green manufacturing. recruiting foreign workers, enhancing talent
acquisition resources, or collaborating with external
With the candidate market in traditional manufacturing recruitment agencies to attract a
saturated, those in relevant positions face intense larger pool of candidates.
competition. Advanced manufacturing jobs in particular
faces a shortage of candidates.
IN-DEMAND JOBS
IN-DEMAND JOBS • Electrical Engineer • Maintenance Engineer
• Engineering Manager • Embedded S/W Developer • Mechanical Engineer • Software Engineer
• Electrical Engineer • Intelligent Network Engineer • Quality Engineer • Engineering Manager
• Intelligent Network Engineer • Mechanical Engineer • Field Service Engineer • Project Manager
• R&D Manager • Sales Manager • Sales Engineer

2024 HAYS ASIA SALARY GUIDE 104

 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

ENGINEERING
TRENDS

MALAYSIA THAILAND

Tongyu Fan | Team Manager Jirawit Taengko | Senior Manager

There is anticipation for semiconductors and electronics The market today remains candidate-driven. Top
to pick up in the coming year as global businesses, talent often receive multiple job offers
eager to capitalise on advancements in AI and simultaneously. A compelling employer brand
automation begin demanding greater computing power. streamlined hiring process and improving workplace
Although the balance between existing candidate pools c nditi ns can significantl aid in attracting and
and jobs are currently healthy, this shift will enact retaining ualified and s illed candidates
greater demands on the industry as more roles are
made available in the future. Companies, on the other hand, are making
significant in estments in tec n l g t en ance
Employers are aware of the need to retain talent while efficienc reduce c sts and intr duce aut mati n
they can, and vigorously conduct benchmarking to streamline production processes. Additionally,
e ercises t ensure salaries and enefits matc up it they are upskilling their current workforce and
market trends. Flexible working is particularly in vogue actively recruiting talent with expertise in advanced
for regional roles that do not require an onsite presence technology to navigate the ever-changing landscape
t fulfil r le resp nsi ilities of manufacturing. Professionals with both soft and
hard skills, along with proven portfolios that
leverage automation, are in high demand.
IN-DEMAND JOBS
• Rig / Operations Manager, O&G • Operations Director/ GM,
• COO, Energy Party Player Operations, Manufacturing
• VP of Engineering, O&G • Senior Production Manager,
Manufacturing IN-DEMAND JOBS
• VP of HSSE, O&G
• Engineering Director, Manufacturing • Plant Manager
• Project Director, O&G
• Project Director / Manager, • Quality Manager
• Drilling Manager, O&G Renewable Energy • Maintenance Manager

2024 HAYS ASIA SALARY GUIDE 105

 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

ENGINEERING AUTOMOTIVE

PRODUCTION CHINA JAPAN MALAYSIA SINGAPORE THAILAND

Engineer 110 - 200 6-8 60 - 96 N/A 300 - 780

Supervisor 225 - 375 9 - 10 80 - 110 N/A 720 - 960

Manager 400 - 600 8 - 12 120 - 180 N/A 1,000 - 2,400

Director 600 - 1,200 14 - 18 300 - 360 N/A 2,400 - 4,200

Vice President 1,200 - 2,000 18 - 22 N/A N/A N/A

ENGINEERING CHINA JAPAN MALAYSIA SINGAPORE THAILAND

Engineer 150 - 250 6-8 60 - 96 40 - 80 300 - 780

Supervisor 225 - 355 9-10 80 - 110 70 - 100 720 - 960

Manager 400 - 600 9 - 12 130 - 200 100 - 140 1,000 - 2,400

Director 600 - 800 14 - 18 300 - 360 140 - 220 2,400 - 4,200

Vice President N/A N/A N/A N/A N/A

R&D CHINA JAPAN MALAYSIA SINGAPORE THAILAND

Engineer 150 - 300 5.5 - 8 60 - 96 40 - 70 300 - 780

Supervisor 300 - 400 7.5 - 9.5 80 - 110 70 - 90 720 - 960

Manager 400 - 700 8 - 12 130 - 200 90 - 120 1,000 - 2,400

Director 800 - 1,800 12 - 20 300 - 360 120 - 160 2,400 - 4,200

Vice President 1,500 - 4,000 N/A N/A N/A N/A

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 2024 HAYS ASIA SALARY GUIDE 106
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

ENGINEERING AUTOMOTIVE

QUALITY CHINA JAPAN MALAYSIA SINGAPORE THAILAND

Engineer 110 - 200 6.5 - 7.5 60 - 96 40 - 70 300 - 780

Supervisor 225 - 375 7-9 80 - 110 70 - 90 720 - 960

Manager 400 - 600 8 - 12 130 - 200 90 - 120 1,000 - 2,400

Director 600 - 1000 14 - 18 300 - 360 120 - 160 2,400 - 4,200

SALES & MARKETING CHINA JAPAN

Engineer 150 - 300 6-9

Supervisor 300 - 450 9 - 12

Manager 400 - 800 8 - 15

Director 800 - 1,600 10 - 30

Vice President 1,000 - 2,000 N/A

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 2024 HAYS ASIA SALARY GUIDE 107
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

ENGINEERING AVIATION

PRODUCTION CHINA MALAYSIA THAILAND

Engineer 120 - 180 40 - 70 N/A

Supervisor 150 - 300 60 - 80 N/A

Manager 250 - 600 180 - 300 N/A

Director 600 - 1,200 360 - 600 N/A

ENGINEERING CHINA MALAYSIA THAILAND

Engineer 150 - 300 90 - 120 N/A

Manager 400 - 600 180 - 300 N/A

Director 600 - 1,200 400 - 600 N/A

R&D CHINA MALAYSIA THAILAND

Engineer 200 - 300 90 - 120 N/A

Manager 300 - 800 180 - 300 N/A

Director 700 - 1,500 400 - 600 N/A

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 2024 HAYS ASIA SALARY GUIDE 108
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

ENGINEERING AVIATION

QUALITY CHINA MALAYSIA THAILAND

Engineer 120 - 250 60 - 90 N/A

Supervisor 250 - 350 90 - 120 N/A

Manager 500 - 700 180 - 240 N/A

Director 700 - 1100 N/A N/A

SALES & MARKETING CHINA MALAYSIA THAILAND

Engineer 180 - 250 N/A N/A

Supervisor 250 - 350 N/A N/A

Manager 350 - 800 N/A N/A

Director 700 - 1,500 N/A N/A

Vice President 1,500 - 3,000 N/A N/A

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 2024 HAYS ASIA SALARY GUIDE 109
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

ENGINEERING CHEMICALS & MATERIALS

PRODUCTION CHINA JAPAN MALAYSIA SINGAPORE THAILAND

Engineer 120 - 150 6-8 60 - 90 40 - 70 300 - 780

Supervisor 150 - 400 7-9 90 - 120 70 - 90 720 - 960

Manager 400 - 600 8 - 12 120 - 180 90 - 110 1,000 - 2,400

Director 500 - 1,200 12 - 20 240 - 360 110 - 160 2,400 - 4,200

ENGINEERING CHINA JAPAN MALAYSIA SINGAPORE THAILAND

Engineer 120 - 180 6-8 60 - 90 30 - 80 300 - 780

Supervisor 150 - 300 7-9 90 - 120 70 - 100 720 - 960

Manager 300 - 500 8 - 12 120 - 180 100 - 120 1,000 - 2,400

Director 500 - 1,000 12 - 20 240 - 360 120 - 300 2,400 - 4,200

R&D CHINA JAPAN MALAYSIA SINGAPORE THAILAND

Engineer 150 - 250 N/A 60 - 90 30 - 80 300 - 780

Supervisor 250 - 450 N/A 90 - 120 70 - 100 720 - 1,000

Manager 400 - 800 N/A 120 - 180 100 - 120 1,000 - 2,400

Director 500 - 1,500 N/A 240 - 360 120 - 200 2,400 - 5,000

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 2024 HAYS ASIA SALARY GUIDE 110
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

ENGINEERING CHEMICALS & MATERIALS

QUALITY CHINA JAPAN MALAYSIA SINGAPORE THAILAND

Engineer 150 - 200 6-7 60 - 90 40 - 80 300 - 780

Supervisor 200 - 350 7-9 90 - 120 70 - 100 720 - 960

Manager 350 - 600 8 - 12 120 - 180 100 - 120 1,000 - 2,400

Director 600 - 1,300 12 - 20 240 - 360 120 - 200 2,400 - 4,200

SALES & MARKETING CHINA JAPAN

Engineer 150 - 250 6-8

Supervisor 250 - 400 7-9

Manager 400 - 700 8 - 12

Director 600 - 2,000 12 - 20

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 2024 HAYS ASIA SALARY GUIDE 111
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

ENGINEERING MEDICAL DEVICES/PHARMACEUTICAL

PRODUCTION CHINA MALAYSIA THAILAND

Engineer 150 - 200 40 - 80 300 - 780

Supervisor 200 - 500 60 - 80 720 - 960

Manager 400 - 800 180 - 300 1,000 - 2,400

Director 700 - 1,500 400 - 600 2,400 - 5,000

R&D CHINA MALAYSIA THAILAND

Engineer 150 - 400 N/A 300 - 780

Supervisor 250 - 500 N/A 720 - 960

Manager 500 - 1,000 N/A 1,000 - 2,400

Director 800 - 2,000 N/A 2,400 - 5,000

Vice President 1,500 - 3,000 N/A N/A

ENGINEERING CHINA MALAYSIA THAILAND

Engineer 140 - 220 40 - 80 300 - 780

Supervisor 240 - 400 60 - 80 720 - 960

Manager 400 - 800 180 - 300 1,000 - 2,400

Director 800 - 1,500 350 - 600 2,400 - 4,200

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 2024 HAYS ASIA SALARY GUIDE 112
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

ENGINEERING MEDICAL DEVICES/PHARMACEUTICAL

QUALITY CHINA MALAYSIA THAILAND

Engineer 120 - 250 40 - 80 300 - 780

Supervisor 250 - 400 60 - 80 720 - 960

Manager 450 - 700 200 - 350 1,000 - 3,000

Director 700 - 1,400 400 - 600 2,400 - 5,000

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 2024 HAYS ASIA SALARY GUIDE 113
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

ENGINEERING FMCG

PRODUCTION CHINA JAPAN MALAYSIA THAILAND

Engineer 120 - 150 4.5 - 6 60 - 90 300 - 780

Supervisor 150 - 250 7 - 8.5 90 - 120 720 - 960

Manager 250 - 600 8 - 12 130 - 195 1,000 - 3,000

Director 550 - 1,400 12 - 25 300 - 450 2,400 - 4,500

ENGINEERING CHINA JAPAN MALAYSIA THAILAND

Engineer 100 - 140 4.5 - 6 60 - 90 300 - 780

Supervisor 130 - 250 7 - 8.5 90 - 120 720 - 960

Manager 250 - 600 8 - 12 120 - 180 1,000 - 3,000

Director 550 - 1,200 10 - 15 240 - 400 2,400 - 4,200

R&D CHINA JAPAN MALAYSIA THAILAND

Engineer 120 - 150 4.5 - 6 60 - 90 300 - 780

Supervisor 150 - 300 7 - 8.5 90 - 120 720 - 960

Manager 300 - 600 8 - 12 120 - 180 1,000 - 3,000

Director 600 - 1,500 10 - 15 180 - 400 2,400 - 4,500

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 2024 HAYS ASIA SALARY GUIDE 114
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

ENGINEERING FMCG

QUALITY CHINA JAPAN MALAYSIA THAILAND

Engineer 120 - 180 4.5 - 6 60 - 90 300 - 780

Supervisor 180 - 300 7 - 8.5 90 - 120 720 - 960

Manager 300 - 650 8 - 12 120 - 180 1,000 - 3,000

Director 650 - 1,200 10 - 15 180 - 300 2,400 - 4,200

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 2024 HAYS ASIA SALARY GUIDE 115
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

ENGINEERING HEAVY INDUSTRY

PRODUCTION CHINA JAPAN MALAYSIA SINGAPORE THAILAND

Engineer 100 - 180 4.5 - 6 60 - 90 40 - 70 300 - 780

Supervisor 200 - 300 7-9 90 - 120 70 - 90 720 - 960

Manager 400 - 600 8 - 12 120 - 180 90 - 110 1,000 - 2,400

Director 600 - 1,000 12 - 20 240 - 360 110 - 160 2,400 - 4,200

Vice President 1,000+ N/A 360 - 500 N/A N/A

ENGINEERING CHINA JAPAN MALAYSIA SINGAPORE THAILAND

Engineer 100 - 180 4.5 - 6 60 - 90 40 - 80 300 - 780

Supervisor 200 - 300 7-9 90 - 120 70 - 100 720 - 960

Manager 300 - 500 8 - 12 120 - 180 100 - 120 1,000 - 2,400

Director 500 - 800 12 - 20 240 - 360 120 - 300 2,400 - 4,200

Vice President N/A N/A 400+ N/A N/A

R&D CHINA JAPAN MALAYSIA SINGAPORE THAILAND

Engineer 150 - 250 4.5 - 6 N/A 40 - 80 300 - 780

Supervisor 250 - 350 7-9 N/A 70 - 100 720 - 960

Manager 400 - 600 8 - 12 N/A 100 - 120 1,000 - 2,400

Director 600 - 1,200 12 - 15 N/A 120 - 300 2,400 - 4,200

Vice President 1,200 - 2,000 N/A N/A N/A N/A

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 2024 HAYS ASIA SALARY GUIDE 116
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

ENGINEERING HEAVY INDUSTRY

QUALITY CHINA JAPAN MALAYSIA SINGAPORE THAILAND

Engineer 100 - 180 4.5 - 6 60 - 90 40 - 80 300 - 780

Supervisor 200 - 300 7-9 90 - 120 70 - 100 720 - 960

Manager 300 - 500 8 - 12 120 - 180 100 - 120 1,000 - 2,400

Director 500 - 800 12 - 15 240 - 360 120 - 200 2,400 - 4,200

SALES & MARKETING CHINA JAPAN

Engineer 150 - 300 4.5 - 6

Supervisor 300 - 400 7-9

Manager 400 - 600 8 - 12

Director 600 - 1,200 12 - 15

Vice President 1,500 - 2,000 N/A

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 2024 HAYS ASIA SALARY GUIDE 117
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

ENGINEERING ELECTRONICS

PRODUCTION CHINA JAPAN MALAYSIA SINGAPORE THAILAND

Engineer 200 - 400 4.5 - 6 40 - 70 40 - 70 300 - 780

Supervisor 200 - 500 6 - 8.5 70 - 120 70 - 90 720 - 960

Manager 300 - 500 9 - 12 180 - 240 90 - 110 1,000 - 2,400

Director 600 - 1,200 12 - 15 300 - 450 110 - 160 2,400 - 4,200

Vice President 1,000 - 2,500 N/A 450 - 700 N/A N/A

ENGINEERING CHINA JAPAN MALAYSIA SINGAPORE THAILAND

Engineer 200 - 400 4.5 - 6 40 - 70 30 - 80 300 - 780

Supervisor 200 - 500 6 - 8.5 70 - 120 70-100 720 - 960

Manager 400 - 800 9 - 12 180 - 240 100 - 140 1,000 - 2,400

Director 700 - 1,500 12 - 15 300 - 450 140 - 220 2,400 - 4,200

Vice President 700 - 1,500 N/A 450 - 700 N/A N/A

R&D CHINA JAPAN MALAYSIA SINGAPORE THAILAND

Engineer 200 - 450 4.5 - 6 40 - 70 40 - 80 300 - 780

Supervisor 250 - 600 6 - 8.5 70 - 120 70 - 100 720 - 960

Manager 400 - 800 9 - 12 180 - 240 100 - 120 1,000 - 2,400

Director 700 - 1,500 12 - 15 300 - 450 120 - 200 2,400 - 4,200

Vice President 1,500 - 2,500 N/A N/A N/A N/A

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 2024 HAYS ASIA SALARY GUIDE 118
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

ENGINEERING ELECTRONICS

QUALITY CHINA JAPAN MALAYSIA SINGAPORE THAILAND

Engineer 200 - 300 4.5 - 6 40 - 70 30 - 80 300 - 780

Supervisor 250 - 450 6 - 8.5 70 - 120 70 - 100 720 - 960

Manager 250 - 600 9 - 12 180 - 240 100 - 120 1,000 - 2,400

Director 600 - 1,200 12 - 15 300 - 360 120 - 200 2,400 - 4,200

SALES & MARKETING CHINA JAPAN

Engineer 150 - 250 4.5 - 6

Supervisor 250 - 400 7-9

Manager 300 - 700 9 - 12

Director 700 - 1,500 12 - 15

Vice President 1,200 - 2,500 N/A

PROJECT MANAGEMENT CHINA JAPAN MALAYSIA SINGAPORE THAILAND

Engineer 150 - 200 6-8 40 - 70 40 - 80 480 - 960

Supervisor 200 - 350 7-9 70 - 100 70 - 100 800 - 1,200

Manager 250 - 700 10 - 12 120 - 180 100 - 120 1,200 - 2,400

Director 500 - 1,000 12 - 15 300 - 420 120 - 200 2,400 - 5,000

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 2024 HAYS ASIA SALARY GUIDE 119
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

ENGINEERING ELECTRONICS

OPERATIONAL EXCELLENCE CHINA JAPAN MALAYSIA SINGAPORE THAILAND

Lean Specialist 200 - 300 6 - 8.5 80 - 180 50 - 100 1,000 - 2,400

Lean Manager 300 - 600 8 - 12 180 - 300 110 - 130 1,200 - 3,000

SixSigma Specialist 200 - 400 6 - 8.5 180 - 240 100 - 130 1,200 - 2,400

SixSigma Master (Black belt) 400 - 1,200 10 - 15 300 - 420 120 - 150 2,400 - 5,000

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 2024 HAYS ASIA SALARY GUIDE 120
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

ENGINEERING MACHINERY/MECHANICAL MANUFACTURING

PRODUCTION CHINA JAPAN MALAYSIA SINGAPORE THAILAND

Engineer 150 - 250 4.5 - 6 40 - 70 40 - 70 300 - 780

Supervisor 200 - 300 7-9 70 - 120 70 - 90 720 - 960

Manager 250 - 500 8 - 12 180 - 240 90 - 110 1,000 - 2,400

Director 500 - 1,200 12 - 20 300 - 450 110 - 160 2,400 - 4,200

ENGINEERING CHINA JAPAN MALAYSIA SINGAPORE THAILAND

Engineer 150 - 250 4.5 - 6 40 - 70 30 - 80 300 - 780

Supervisor 200 - 300 7-9 70 - 120 70-100 720 - 960

Manager 300 - 700 8 - 12 180 - 240 100 - 140 1,000 - 2,400

Director 600 - 1,200 12 - 20 300 - 450 140 - 300 2,400 - 4,200

Vice President N/A N/A N/A N/A N/A

R&D CHINA JAPAN MALAYSIA SINGAPORE THAILAND

Engineer 200 - 400 4.5 - 6 40 - 70 40 - 80 300 - 780

Supervisor 250 - 500 7-9 70 - 120 70 - 100 720 - 960

Manager 300 - 600 8 - 12 180 - 240 100 - 120 1,000 - 2,400

Director 600 - 1,500 12 - 20 300 - 450 120 - 200 2,400 - 4,200

Vice President N/A N/A N/A N/A N/A

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 2024 HAYS ASIA SALARY GUIDE 121
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

ENGINEERING MACHINERY/MECHANICAL MANUFACTURING

QUALITY CHINA JAPAN MALAYSIA SINGAPORE THAILAND

Engineer 200 - 300 4.5 - 6 40 - 70 40 - 80 300 - 780

Supervisor 250 - 350 7-9 70 - 120 70 - 100 720 - 960

Manager 250 - 550 8 - 12 180 - 240 100 - 120 1,000 - 2,400

Director 550 - 1,200 12 - 20 300 - 450 120 - 200 2,400 - 4,200

Vice President N/A N/A N/A N/A N/A

SALES CHINA JAPAN

Engineer 150 - 250 5-9

Supervisor 250 - 400 N/A

Manager 300 - 700 8 - 12

Director 500 - 1,500 12 - 20

Vice President 1,200 - 2,500 N/A

MARKETING CHINA JAPAN

Specialist 100 - 200 5-9

Supervisor 150 - 300 N/A

Manager 300 - 700 8 - 12

Director 500 - 1,500 10 - 15

Vice President 1,000 - 2,500 N/A

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 2024 HAYS ASIA SALARY GUIDE 122
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

ENGINEERING DESIGN CONSULTANCY

BUILDING SERVICES CHINA SINGAPORE

CAD Design Drafter N/A 35 - 50

CAD Manager 150 - 250 55 - 100

Graduate Design Engineer 70 - 130 36 - 42

Design Engineer 80 - 150 55 - 78

Senior Design Engineer 120 - 200 72 - 96

BUILDING SERVICES CHINA SINGAPORE

Principal Design Engineer 100 - 200 100+

Project Manager 250 - 400 75 - 108

Associate / Senior Associate 300 - 500 120 - 180

Principal / Director 600 - 900 180+

Resident Engineer 150 - 300 84 - 120

CIVIL & STRUCTURAL CHINA SINGAPORE

CAD Design Drafter N/A 35 - 50

CAD Manager 150 - 250 55 - 100

Graduate Design Engineer 70 - 130 36 - 42

Design Engineer 80 - 150 55 - 78

Senior Design Engineer 120 - 200 72 - 132

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 2024 HAYS ASIA SALARY GUIDE 123
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

ENGINEERING DESIGN CONSULTANCY

CIVIL & STRUCTURAL CHINA SINGAPORE

Principal Design Engineer 100 - 200 100+

Project Manager 250 - 400 90 - 108

Associate / Senior Associate 350 - 500 120 - 180

Principal / Director 700 - 900 180+

Resident Engineer 250 - 400 84 - 120

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 2024 HAYS ASIA SALARY GUIDE 124
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

ENGINEERING
ENERGY MALAYSIA

Operations (General Manager / Director) 600 - 1,200

Project Manager 96 - 180

Operations and Maintenance Manager 96 - 180

HSSE Manager 96 - 180

Technical Manager 96 - 180

RENEWABLE ENERGY MALAYSIA

Operations (General Manager / Director) 240 - 360

Project Manager 96 - 180

Technical Manager 96 - 180

ENGINEERING SERVICES MALAYSIA

Operations (General Manager / Director) 240 - 360

Project Manager 96 - 180

Technical Manager 96 - 180

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 2024 HAYS ASIA SALARY GUIDE 125
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

HUMAN RESOURCE
TRENDS

SURVEY HIGHLIGHTS ACROSS ASIA EMPLOYEE PERSPECTIVES

CAREER PLANS IN THE NEXT 12 MONTHS TOP FIVE REASONS FOR STAYING

48.5%

1 2 3 4 5
Stay in the same role with my current organisation

33.2%
39.6% 33.4% 33.2% 28.1% 18.3%
e pr m ted r find a ne r le it in m current rganisati n

32.0% Work-life Work location / Flexible Fit in well with Salary package Good job security
balance working options manager/ colleagues
Open to new opportunities

24.1%
Change organisation but stay within the same role/industry
TOP FIVE REASONS FOR LEAVING

1 2 3 4 5
SALARY EXPECTATIONS IN 2024
37.3% 36.1% 24.8% 15.8% 15.6%
1.4% 15.4% 19.6% 33.9% 16.2% 13.5%
Decrease No Change Increase Increase by Increase by Increase by
Lack of career Seeking new Salary package Did not identify with the Looking for engaged
progression challenges was too low values and culture management or mentors

2024 HAYS ASIA SALARY GUIDE 126

 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

HUMAN RESOURCE
TRENDS

CHINA HONG KONG SAR JAPAN

Ashley Ye | Team Manager Joe Lam | Senior Manager Yuna Kim | Team Manager

Overall, the HR recruitment trend in mainland Many companies have increasingly turned to Many companies were exercising caution in hiring
China is expected to decelerate in 2024. Most costcutting measures through internal hiring and on the heels of a US recession. However, the
candidates are likely to adopt a more conservative hiring by in-house recruiters. Tighter budgets have market is showing signs of improvement, with
approach, prioritising job security. prompted companies to consider offshoring various more roles opening across various industries.
functions to locations like Singapore, mainland Retail and hospitality sectors are particularly active
The current job market is experiencing a shortage, China, and Malaysia. The primary focus for in the market, driven by the devaluation of the yen,
particularly in multinational corporations. Many companies is now on driving operational offering opportunities for candidates
employers are undergoing structural adjustments change to enhance productivity across looking for a career change.
and optimisations, implementing measures to different business units.
reduce c sts and en ance efficienc ere is a Today's market also actively seeks generalist
decline in recruitment demand as compared to Nevertheless, there remains a shortage of candidates with a range of skillsets, as opposed to
previous years, leading some employers to candidates in Hong Kong as companies actively specialists. Companies in need of specialist
reduce the size of their recruitment departments. seek talent to drive corporate change. Candidates candidates are in turn becoming more flexible with
Simultaneously, many employers have also are preferring to stay in their current positions, job scope, career paths and packages. Some
trimmed budgets allocated to training and necessitating companies to offer higher global companies in Japan have already
development departments. salaries to attract them. implemented 4-day workweeks, which is seen as
attractive to candidates.

IN-DEMAND JOBS IN-DEMAND JOBS

IN-DEMAND JOBS
• Head of HR/ CHRO
• Human Resources Director • HRBP • HR Generalist
• Head of Rewards
• Human Resources Business Partner • HR Director • Talent Acquisition
• Learning & Development Senior Manager
• Training & Development Director • HR Manager • HR Operations
• Global Talent Management Manager
• Human Resources Manager
• Talent Acquisition Manager
• HRIS Manager

2024 HAYS ASIA SALARY GUIDE 127

 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

HUMAN RESOURCE
TRENDS

MALAYSIA SINGAPORE THAILAND

Nawal Masri | Manager Priscilla Fong | Manager Sasawan Amnathankit | Manager

The talent acquisition space is experiencing growth as Talent acquisition remains stagnant, with supply Companies are becoming more selective when it
companies expand or shift services to Southeast Asia, aiming to exceeding demand. Economic downturns have comes to hiring in HR, recognising its crucial role
reduce costs. Malaysia has emerged as a recruitment hotspot. prompted businesses to scale back hiring amid in shaping organisational culture and operations.
financial c allenges r see ers t is The latest trend has seen a leaner model where
mpensati n enefits remain ig l s ug tafter in it translates to increased competition there is a growing emphasis on being able to do
many organisations incorporating initiatives around a more for available positions. more than a specialised task. Integration between
listic enefits structure including c mpre ensi e insurance HR and Admin is becoming more common
coverage and flexible working options. However, the Negotiating favourable employment terms may especially in small organisations.
job-to-candidate ratio remains uneven due to become more challenging, given that employers
a shortage of candidates. have a larger pool of candidates to choose from. The growing demand for HRBP and Talent
Candidates will need to adopt a more strategic Acquisition roles remain strong as larger
There is an increase in demand for HR Business Partners approach in their job search, emphasising skills organisations require them to cater to the
[HRBPs] in well-established companies as they focus to and adaptability. In turn, organisations must adapt expansion of business units, with some
streamline resources to support cost-cutting measures. their recruitment and retention approaches to companies viewing Thailand as an upcoming
navigate the constrained market. Asian hub. Many multinational corporations are
On the other side, HR Managers with 8-10 years adopting a bottom-up management style,
remain to be the preference for companies that are still promoting a more localised HR authority.
in infancy / growth stages. r ficienc in t nglis and ai remains t e
IN-DEMAND JOBS top soft skill sought by companies with increasing
IN-DEMAND JOBS • Talent Management / OD / Change Management demand in Mandarin and Japanese.
• HR Business Partner
• Head of Organisation Design / Organisational Excellence IN-DEMAND JOBS
• HR Analyst
ead f mpensati n enefits e ards
• C&B Manager • HR Business Partner • Talent Acquisition
• HR Business Partner
• HR Manager • Talent Development & mpensati n enefits
• HR Operations professionals
Management • Generalist & Operations

2024 HAYS ASIA SALARY GUIDE 128

 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

HUMAN RESOURCES
HUMAN RESOURCES CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Regional HR Manager / HRBP 600 - 1,200 750 - 1,200 13 - 18 240 - 360 150 - 200 2,000 - 2,750

HR Director / Head of HR 600 - 1,500 1,000 - 2,200 15 - 30 300 - 420 170 - 220 2,500 - 3,600

Regional HR Director / VP of HR 800 - 2,500 1,200 - 1,900 18 - 30 420 - 480 220 - 270 3,600 - 4,800

Regional HR Director / SVP of HR 1,500 - 4,000 1,500 - 3,500 30 - 40 360 - 540 250 - 400 4,500 - 6,000

HUMAN RESOURCES CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

HR Executive 150 - 240 200 - 360 5-7 42 - 66 50 - 70 400 - 550

Senior HR Executive 180 - 300 300 - 420 6 - 10 67 - 84 65 - 78 500 - 780

Assistant HR Manager 210 - 350 420 - 540 7 - 12 84 - 120 75 - 110 750 - 1,050

HR Manager / HRBP (6+ yrs) 350 - 800 540 - 780 10 - 15 120 - 156 85 - 130 1,000 - 1,650

HR Manager / HRBP (10+ yrs) 500 - 1200 780 - 1,320 13 - 16 180 - 240 85 - 160 1,500 - 2,000

HR Co-ordinator 120 - 180 200 - 300 N/A N/A 42 - 54 400 - 550

HUMAN RESOURCES CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

TA/Recruitment Manager 350 - 800 540 - 720 12 - 18 108 - 180 100 - 150 1,000 - 1,400

Regional Talent Acquisition Manager 500 - 1,000 720 - 840 15 - 20 144 - 216 150 - 200 1,200 - 2,000

Regional Talent Acquisition Director 800 - 1,600 840 - 1,400 18 - 25 240 - 360 180 - 250 2,000 - 2,800

TA/Recruiter 130 - 350 360 - 1200 6 -10 60 - 108 72 - 120 600 - 1,100

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 2024 HAYS ASIA SALARY GUIDE 129
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

HUMAN RESOURCES
HUMAN RESOURCES CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

fi er 120 - 300 216 - 500 7-9 60 - 72 66 - 80 400 - 720

L&D Manager 300 - 800 500 - 850 9 - 15 96 - 180 80 - 120 960 - 1,500

Regional L&D Manager 500 - 1,500 850 - 1300 12 - 18 180 - 264 120 - 180 1,000 - 1,800

Regional L&D Director 800 - 1,500 1,200 - 1,800 15 - 20 264 - 420 180 - 300 2,000 - 3,000

HUMAN RESOURCES CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

om ensation Benefits S e ialist 150 - 300 300 - 480 6 - 10 84 - 168 70 - 120 600 - 1,000

ana er om ensation Benefits 400 - 700 480 - 720 10 - 16 144 - 180 120 - 150 960 - 1,700

e ional om ensation Benefits ana er 600 - 1,200 720 - 1,300 12 - 18 180 - 300 150 - 200 1,000 - 2,000

e ional ire tor om ensation Benefits 800 - 2,000 1,200 - 2,400 15 - 22 300 - 420 180 - 300 2,000 - 3,500

HUMAN RESOURCES CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

HRIS Administrator 100 - 200 240 - 384 5-8 48 - 96 54 - 72 300 - 500

HRIS Manager 300 - 650 480 - 1,020 10 - 15 180 - 300 80 - 140 650 - 1,000

HRIS Analyst 100 - 240 380 - 600 N/A 96 - 144 60 - 80 450 - 750

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 2024 HAYS ASIA SALARY GUIDE 130
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

HUMAN RESOURCES
HUMAN RESOURCES CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

a roll fi er 100 - 180 216 - 336 5-9 54 - 90 48 - 70 360 - 550

Payroll Manager 300 - 600 480 - 900 9 - 14 120 - 180 70 - 120 800 - 1,200

Shared Services Manager 400 - 1,000 480 - 900 10 - 15 144 - 180 90 - 220 800 - 1,200

Organisational Development Manager 500 - 1,500 600 - 1,500 12 - 18 144 - 360 130 - 250 1,000 - 2,400

Change Management N/A N/A N/A 96 - 300 N/A N/A

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 2024 HAYS ASIA SALARY GUIDE 131
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

INSURANCE
TRENDS

SURVEY HIGHLIGHTS ACROSS ASIA EMPLOYEE PERSPECTIVES

CAREER PLANS IN THE NEXT 12 MONTHS TOP FIVE REASONS FOR STAYING

47.3%

1 2 3 4 5
Change organisation but stay within the same role/industry

45.8%
38.1% 36.9% 35.7% 32.1% 28.6%
Open to new opportunities

38.2% Fit in well with Work-life Work location / Flexible Waiting for bonus/ Salary
manager/ colleagues balance working options promotion/ internal transfer package
e pr m ted r find a ne r le it in m current rganisati n

32.1%
Stay in the same role with my current organisation
TOP FIVE REASONS FOR LEAVING

1 2 3 4 5
SALARY EXPECTATIONS IN 2024
43.2% 36.8% 34.7% 17.9% 15.8%
1.6% 15.2% 24.8% 26.4% 14.4% 17.6%
Decrease No Change Increase Increase by Increase by Increase by
Salary package Seeking new Lack of career enefits Poor work-life
was too low challenges progression balance

2024 HAYS ASIA SALARY GUIDE 132

 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

INSURANCE
TRENDS

HONG KONG SAR

Jason Kwong | Business Director Matt Hayes | Senior Business Director,

Contracting
Hong Kong insurers are poised to pursue aggressive growth in
their top-line revenue. With its longstanding reputation as a Trends In
favourable insurance and investment hub for Mainland China, Contract Recruitment
multiple insurers are bracing to add more value and resources into
this segment while seeking to enhance the customer experience. The contracting market is anticipated to
itness gr t in and f dri en
Previous years witnessed digitalisation and tech innovation by sustained demand for agile resources.
enhancing digital processes, operations, and customer Key disciplines,including technology and
management. This year will see insurers compete on the business transformation, will continue to
distribution front to acquire a stronger customer base, revamp spearhead this growth, propelled by the
products and improve customer experiences. Businesses ongoing push for advancements in areas like
rebounded strongly from the pandemic slump, with strong cloud technology and data.
indications that momentum will persist beyond Q2.
In the insurance sector, there is a concerted
The market historically faced talent shortages, and with the eff rt t en ance efficiencies particularl in
departure of multiple professions, we expect competition for talent customerfacing processes such as claims,
to intensify. Insurers are increasingly open to overseas talent with sales, marketing, as well as in corporate
the requisite technical and communication skills. functi ns li e finance and regulat r
compliance. The demand for contract
IN-DEMAND JOBS hires in operational areas, including
mar eting finance cust mer e perience
• Business Development Manager • Customer Experience
and claims, is expected to remain robust
• Bancassurance Manager • Distribution Channel Management
as insurers implement strategies to
• Agency Management • Underwriting, Claims and Servicing
enhance customer acquisition.
• Product Development • Actuarial, Compliance, Finance and Risk

2024 HAYS ASIA SALARY GUIDE 133

 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

INSURANCE
TRENDS

JAPAN MALAYSIA

Ryo Kuramochi | Senior Consultant Nigel Thong | Team Manager

The supply of jobs is currently stable in market. The demand for actuaries has surged locally and
With complications wrought by the pandemic regionally, with insurers increasingly rely on consultancies
finall inding d n e a e egun t ser e to supplement the lack of local talent. Demand remains
intense competition for talents within the space. steady in Claims and Underwriting, except for the Marine
Clients in the insurance industry are currently sector, where demand for roles like marine underwriting
see ing candidates it specific s ills and ualities and claims exists, but supply is minimal. Front-end roles
particularly in wealth management or property remain cyclical as candidates seek a change of employer
insurance. Clients today are focused on securing or due to M&A, and companies demand for Sales to boost
top talent, resulting in a slower hiring process and a pr fits and mar et s are
competitive landscape for such skilled talent.
Overall, the industry faces a candidate shortage. Clients
This is exacerbated by the waning popularity of prioritise talent with strong technical expertise who have
positions requiring candidates to relocate, leading begun departing for overseas opportunities due to
to talent becoming pickier with their options. favourable exchange rates and better conditions.
Operations hubs and shared services have become more
p pular in resp nse t as a s urce f ualified
talent and c st efficienc
IN-DEMAND JOBS
•• Senior
Consulting
FP&AActuary
Analyst IN-DEMAND
IN-DEMAND JOBS
JOBS
•• FP&A
Insurance broker
Manager • Bancassurance Specialist • IFRS17 Expert
•• Senior
PricingAccountant
Actuary (Life-Insurance)
• Partnership • Motor & Property Underwriting
•• Staff
Senior Underwriter
Accountant • Agency Force • Claims Executive
• Client Manager
• Actuarial Consultant • Contact Centre Executive
• Corporate sales for non-life insurance

2024 HAYS ASIA SALARY GUIDE 134

 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

INSURANCE
ACTUARIAL HONG KONG SAR JAPAN MALAYSIA SINGAPORE

Associate 180 - 520 6 - 10 60 - 84 50 - 90

Senior Associate N/A N/A 78 - 108 N/A

Assistant Manager N/A N/A 120 - 168 N/A

Manager 600 - 900 12 - 18 180 - 228 120 - 150

Senior Manager 900 - 1,400 14 - 21 216 - 300 160 - 200

Department Head 1,400 - 1,900 19 - 25 300 - 540 180 - 340

Chief Actuary 1,500 - 2,800 20 - 35 420 - 900 260 - 440

DISTRIBUTION HONG KONG SAR JAPAN MALAYSIA SINGAPORE

Head of Sales Development 1,200 - 2,000 15 - 25 330 - 396 180 - 240

Head of Alternate Distribution 1,300 - 2,000 15 - 25 330 - 370 180 - 240

Head of Bancassurance 1,400 - 2,300 15 - 25 290 - 385 200 - 280

AGENCY HONG KONG SAR JAPAN MALAYSIA SINGAPORE

en fi er 180 - 300 6-8 420 - 600 40 - 60

Assistant Manager 340 - 480 7 - 10 93 - 120 70 - 100

Manager 500 - 720 8 - 12 120 - 144 110 - 140

Senior Manager 700 - 960 12 - 18 192 - 216 140 - 180

Agency Director 1,000 - 1,600 15 - 20 240 - 360 140 - 190

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 2024 HAYS ASIA SALARY GUIDE 135
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

INSURANCE
BANCASSURANCE HONG KONG SAR JAPAN MALAYSIA SINGAPORE

Ban ass ran e fi er 216 - 300 6-8 420 - 600 40 - 60

Assistant Manager 360 - 480 7 - 10 93 - 120 80 - 120

Manager 500 - 800 10 - 12 120 - 144 120 - 150

Senior Manager 720 - 1,020 12 - 15 216 - 264 160 - 220

Department Head 1,200 - 2,000 15 - 20 360 - 420 250 - 420

ALTERNATE DISTRIBUTION HONG KONG SAR JAPAN MALAYSIA SINGAPORE

Assistant Manager 400 - 500 6 - 10 93 - 120 70 - 90

Manager 540 - 690 10 - 14 120 - 145 90 - 120

Senior Manager 750 - 900 12 - 18 172 - 238 120 - 150

UNDERWRITING LIFE HONG KONG SAR JAPAN MALAYSIA SINGAPORE

Assistant Manager 520 - 570 6-8 48 - 84 80 - 100

Manager 570 - 820 8 - 12 120 - 156 100 - 140

Senior Manager 840 - 940 10 - 15 168 - 300 150 - 200

Director 950 - 1,560 15 - 20 300+ 250 - 300

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 2024 HAYS ASIA SALARY GUIDE 136
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

INSURANCE
UNDERWRITING GENERAL HONG KONG SAR JAPAN MALAYSIA SINGAPORE

Assistant Manager 340 - 490 6-8 72 - 108 80 - 100

Manager 550 - 670 8 - 12 108 - 156 100 - 140

Senior Manager 720 - 840 10 - 15 180 - 300 150 - 200

Head of Business Line 900 - 1,700 15 - 20 300+ 250 - 300

CLAIMS LIFE HONG KONG SAR JAPAN MALAYSIA SINGAPORE

Assistant Manager 400 - 500 6-8 60 - 84 60 - 80

Manager 570 - 720 8 - 10 84 - 132 120 - 150

Senior Manager 800 - 960 10 - 15 132 - 204 130 - 200

Head of Claims 1,000 - 1,400 15 - 20 204 - 420 200 - 300

CLAIMS GENERAL HONG KONG SAR JAPAN MALAYSIA SINGAPORE

Assistant Manager 380 - 500 5-8 60 - 84 80 - 100

Manager 570 - 720 7 - 10 84 - 156 125 - 190

Senior Manager 720 - 820 10 - 12 144 - 216 130 - 200

Head of Business Line 800 - 900 15 - 18 216 - 240 180 - 240

Head of Claims (Regional / Local) 900 - 1,400 18 - 25 240 - 420 200 - 300

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 2024 HAYS ASIA SALARY GUIDE 137
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

INSURANCE
PROJECTS & TRANSFORMATION HONG KONG SAR JAPAN MALAYSIA SINGAPORE

Business Analyst 200 - 480 5 - 10 56 - 300 60 - 80

Assistant Manager 400 - 550 6 - 11 84 - 180 90 - 130

Project Manager 660 - 840 8 - 15 156 - 240 140 - 180

Senior Project / Program Manager 840 - 1,300 14 - 22 240 - 360 180 - 250

Transformation Head 1,300 - 2,000 20 - 25 300 - 500 250+

STRATEGIC HONG KONG SAR JAPAN MALAYSIA SINGAPORE

Analyst 280 - 540 5 - 11 56 - 120 60 - 80

Manager 600 - 800 10 - 16 84 - 156 90 - 130

Associate Director / Senior Manager 1,100 - 1,700 13 - 19 156 - 300 140 - 180

Director / Assistant Vice President 1,400 - 2,200 15 - 25 240 - 360 180 - 230

OPERATIONS HONG KONG SAR JAPAN MALAYSIA SINGAPORE

Assistant Manager 420 - 540 6-8 60 - 84 70 - 90

Manager 540 - 720 8 - 12 84 - 144 90 - 140

Senior Manager 700 - 950 12 - 18 144 - 300 140 - 200

COO 1,800 - 2,500 15 - 30 360 - 540 200 - 250

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 2024 HAYS ASIA SALARY GUIDE 138
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

INSURANCE
PRODUCT DEVELOPMENT HONG KONG SAR JAPAN MALAYSIA SINGAPORE

Assistant Manager 330 - 460 6 - 10 72 - 90 70 - 80

Product Manager 600 - 720 8 - 12 96 - 156 100 - 150

Senior Manager 840 - 1,200 10 - 15 120 - 180 120 - 150

Director / Head of Products 1,200 - 2,200 14 - 20 180 - 264 170 - 300

INVESTMENT HONG KONG SAR JAPAN MALAYSIA

Analyst 480 - 600 N/A 48 - 102

Senior Analyst 600 - 780 N/A 78 - 300

Fund Manager 780 - 960 N/A 72 - 192

Senior Fund Manager 960 - 1,200 N/A 192 - 360

ead o n estment ie n estment fi er 1,500 - 3,000 N/A 300 - 660

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 2024 HAYS ASIA SALARY GUIDE 139
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

INSURANCE
ACTUARIAL - PRICING HONG KONG SAR

Head of Pricing 1,700 - 2,200

Director 1,300 - 1,800

Associate Director 1,000 - 1,300

Senior Manager 720 - 900

Manager 540 - 660

Assistant Manager 360 - 480

ACTUARIAL - AUDIT HONG KONG SAR

Director 1,500 - 2,000

Associate Director 1,080 - 1,500

Senior Manager 780 - 1,020

Manager 600 - 780

Assistant Manager 480 - 540

DISTRIBUTION HONG KONG SAR JAPAN MALAYSIA SINGAPORE

ie istrib tion fi er 1,500 - 2,500 15 - 30 396 - 594 300 - 500

ie en fi er 1,300 - 2,000 15 - 30 396 - 594 300 - 400

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 2024 HAYS ASIA SALARY GUIDE 140
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

INSURANCE
PENSION HONG KONG SAR

Department Head 900 - 2,500

Senior Manager 600 - 800

Manager 480 - 600

Assistant Manager 380 - 480

Ban ass ran e fi er 170 - 300

EMPLOYEE BENEFITS HONG KONG SAR

Department Head 1,200 - 2,000

Senior Manager 720 - 1,000

Manager 500 - 750

Assistant Manager 360 - 500

Ban ass ran e fi er 180 - 300

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 2024 HAYS ASIA SALARY GUIDE 141
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

INSURANCE
ENTERPRISE RISK/FINANCIAL RISK
HONG KONG SAR JAPAN MALAYSIA
(INSURANCE)
Assistant Risk Manager 480 - 600 7 - 10 96 - 120

Risk Manager 720 - 840 9 - 12 120 - 180

Senior Risk Manager 840 - 1,020 12 - 17 168 - 240

Risk Director 1,200 - 1,800 18+ N/A

Head of Risk 1,400 - 2,000 20+ 240 - 384

ENTERPRISE RISK/OPERATIONAL RISK

HONG KONG SAR JAPAN MALAYSIA
(INSURANCE)
Assistant Risk Manager 480 - 600 7 - 10 60 - 120

Risk Manager 600 - 840 18+ 120 - 180

Senior Risk Manager 780 - 1,020 12 - 17 180 - 240

Risk Director 960 - 1,400 9 - 12 N/A

Head of Operational Risk 1,600 - 2,200 20+ 240 - 360

FINANCE RISK (INSURANCE) HONG KONG SAR JAPAN MALAYSIA

Senior Executive - Assistant Manager N/A N/A 60 - 120

Manager N/A N/A 120 - 180

Senior Manager N/A N/A 180 - 240

Head of Financial Risk N/A N/A 240 - 360

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 2024 HAYS ASIA SALARY GUIDE 143
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

INSURANCE
AUDIT (INSURANCE) CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Auditor / Senior Auditor 200 - 600 360 - 540 6-8 7-8 50 - 80 500 - 900

Assistant Audit Manager 400 - 600 480 - 600 7 - 10 72 - 120 80 - 120 N/A

Audit Manager 500 - 700 600 - 840 10 - 14 108 - 192 120 - 180 900 - 1,500

Senior Audit Manager 700 - 1000 780 -1,020 12 - 15 144 - 240 150 - 200 1,000 - 2,000

Audit Director 650 - 1,000 1,200 - 1,600 15 - 19 N/A 200 - 350 1,800 - 2,500

Head of Audit / AVP 650 - 1,000 1,400 - 2,000 16 - 20 240 - 480 N/A 2,400 - 5,000

Chief Auditor N/A 2,200 - 2,800 17 - 22 300 - 600 N/A N/A

RISK (INSURANCE) CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Executive / Senior Executive 180 - 250 300 - 420 6-7 48 - 90 40 - 60 480 - 900

Assistant Manager 200 - 400 480 - 600 7 - 10 84 - 120 60 - 80 840 - 1,200

Manager 400 - 600 720 - 840 9 - 12 108 - 180 80 - 120 1,000 - 1,800

Senior Manager 600 - 1,000 840 - 1,080 12 - 17 180 - 216 120 - 200 1,800 - 2,160

Director 1000+ 1,200 - 1,800 18+ 240+ 200+ 2,400 - 4,200

ie is fi er N/A 2,200 - 2,800 20+ 360 - 900 N/A N/A

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 2024 HAYS ASIA SALARY GUIDE 142
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

INSURANCE
CLIMATE RISK (INSURANCE) CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Senior Executive - Assistant Manager N/A N/A N/A 60 - 80 N/A N/A

Manager N/A N/A N/A 96 - 180 N/A N/A

Senior Manager N/A N/A N/A 180 - 240 N/A N/A

Head of Financial Risk N/A N/A N/A 240 - 420 N/A N/A

COMPLIANCE (INSURANCE) CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

fi er Senior fi er 180 - 300 300 - 360 6-8 60 - 72 35 - 65 500 - 720

Assistant Manager 250 - 400 420 - 540 6 - 10 72 - 108 65 - 90 700 - 1,000

Manager 400 - 600 600 - 780 8 - 12 108 - 168 90 - 150 1,000 - 1,700

Senior Manager 600 - 1,000 780 - 900 13 - 18 180 - 240 150 - 200 1,500 - 2,400

Director 1,000+ 1,000 - 1,800 15 - 18 240 - 540 200 - 350 2,400+

Head of Compliance / Assistant Vice President 800 - 1,200 1,500 - 2,000 15 - 20 300 - 420 N/A N/A

ie om lian e fi er 1,200 - 1,600 2,200 - 2,800 17 - 22 384 - 780 N/A N/A

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 2024 HAYS ASIA SALARY GUIDE 144
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

INSURANCE
CUSTOMER SERVICE CHINA HONG KONG SAR MALAYSIA

Head of Customer Service 700 - 900 870 - 1,500 192 - 240

Senior Manager 500 - 700 700 - 800 144 - 180

Manager 300 - 500 500 - 620 96 - 120

Assistant Manager 150 - 350 340 - 480 60 - 84

POLICY ADMINISTRATION CHINA HONG KONG SAR MALAYSIA

Head of Policy Administration N/A 840 - 1,300 250+

Senior Manager N/A 600 - 780 180 - 250

Manager N/A 450 - 660 108 - 168

Assistant Manager N/A 340 - 450 72 - 108

ACCOUNTING CHINA HONG KONG SAR MALAYSIA SINGAPORE

ie inan ial fi er N/A N/A 420 - 780 180 - 240

Financial Controller N/A N/A 300 - 420 144 - 180

Senior Manager N/A N/A 180 - 300 108 - 169

Manager N/A N/A 120 - 240 90 - 108

Assistant Manager N/A N/A 72 - 120 66 - 90

Accountant / Executive N/A N/A 48 - 72 42 - 66

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 2024 HAYS ASIA SALARY GUIDE 145
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

INSURANCE
BROKER/IFA HONG KONG SAR MALAYSIA

Department Head 1,200 - 2,000 330 - 462

Senior Manager 720 - 960 264 - 303

Manager 480 - 720 132 - 145

Assistant Manager 360 - 576 120 - 130

fi er 216 - 300 462 - 528

PARTNERSHIP DISTRIBUTION HONG KONG SAR MALAYSIA

Department Head 1,200 - 2,200 264 - 370

Senior Manager 600 - 840 198 - 264

Manager 480 - 720 171 - 198

Assistant Manager 360 - 576 132 - 158

fi er 180 - 300 396 - 528

PENSION SALES HONG KONG SAR

Department Head 1,200 - 2,500

Senior Manager 720 - 1,000

Manager 480 - 720

Assistant Manager 300 - 480

fi er 180 - 300

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 2024 HAYS ASIA SALARY GUIDE 146
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

INSURANCE
PENSION OPERATIONS HONG KONG SAR

Department Head 1,200 - 2,500

Senior Manager 620 - 1,000

Manager 420 - 600

Assistant Manager 350 - 480

fi er 180 - 240

PENSION PROJECTS HONG KONG SAR

Department Head 1,200 - 2,500

Senior Manager 960 - 1,100

Project Manager 720 - 900

Business Analyst 540 - 660

UAT Tester 240 - 420

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 2024 HAYS ASIA SALARY GUIDE 147
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

LEGAL
TRENDS

SURVEY HIGHLIGHTS ACROSS ASIA EMPLOYEE PERSPECTIVES

CAREER PLANS IN THE NEXT 12 MONTHS TOP FIVE REASONS FOR STAYING

46.7%

1 2 3 4 5
Open to new opportunities

33.0%
53.5% 37.6% 35.6% 34.7% 21.8%
Change organisation but stay within the same role/industry

30.5% Fit in well with Work-life Work location / Salary Good job
manager/ colleagues balance Flexible working options package security
Stay in the same role with my current organisation

27.9%
e pr m ted r find a ne r le it in m current rganisati n
TOP FIVE REASONS FOR LEAVING

1 2 3 4 5
SALARY EXPECTATIONS IN 2024
37.1% 36.4% 32.9% 15.4% 14.0%
0.6% 23.9% 31.7% 20.6% 9.4% 13.9%
Decrease No Change Increase Increase by Increase by Increase by
Seeking new Salary package Lack of career Did not identify with the Lack of flexibility
challenges was too low progression values and culture in working pattern

2024 HAYS ASIA SALARY GUIDE 148

 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

LEGAL
TRENDS

CHINA HONG KONG SAR

Lena Xue | Team Manager Natalie Kwok | Section Manager

The legal market is currently moving at a slower e legal mar et sa a sl d n in t e sec nd alf f due
pace, showing reduced senior hiring needs and a to economic and geopolitical factors. It is believed that we will see
focus on middle-level and replacement positions a bounce back in 2024 as a slow market is usually followed by
rather than new openings. Economic data indicates recovery which often lasts for a couple of years. While hirings in
a decline in foreign investments, but there's still are e pected t gr in a uietl ptimistic manner fintec
significant demand f r legal and c mpliance talent digital and regulat r la ers ill e specificall s ug t after e
especially in outbound ventures. Hong Kong Monetary Authority (HKMA) has begun formulating a
regulatory regime for crypto-assets and stablecoins, which will
Meanwhile, candidates, motivated by long-term job create new opportunities within the legal sector.
security concerns, are actively exploring
opportunities in upcoming industries like renewable Simultaneously, multinational corporations are relocating their
energy, AI, and technology. Some have even APAC hubs causing an increased competition between Hong Kong
turned t pening t eir n firms r freelancing as and t er financial cities suc as ingap re ang ai as t e
independent lawyers. In contrast, enterprises are preferred location for international clients. Finally, the
recognising a robust external talent pool, leading to restructuring of the private practice market last year will create
strategic actions such as replacing underperforming more supply of labor, intensifying competition for positions within
employees and prioritising high-potential talent the in-house market.
amid a candidate surplus.

IN-DEMAND JOBS
IN-DEMAND JOBS
• Legal Business Partner • Patent Lawyer • FS regulatory Lawyer • Regulatory Compliance Lawyer
• Compliance Business Partner • BD Lawyer r pt e regulat r a er • Mid to Senior Banking Lawyer (in-house)
• EPC/Construction/ • Outbound Legal Counsel • Data Privacy Lawyer • Insurance Lawyer
Infrastructure Lawyer • Digital Lawyer • Commercial Lawyer • Litigation Lawyer

2024 HAYS ASIA SALARY GUIDE 149

 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

LEGAL
TRENDS

JAPAN MALAYSIA

Hirotaka Tai | Senior Consultant Esther Lian | Team Manager

Companies are now more cautious in their hiring, The outlook for Malaysia's legal market is incredibly
focusing on replacement rather than creating new positive across private practice and inhouse roles.
p siti ns articularl in t e data pri ac field The emergence of Shared Services Centres in
companies areforming teams to address emerging Malaysia, coupled with the regional shift of APAC
challenges, seen notably in retail, consumer sectors, hubs to Singapore, has increased the demand for
and somewhat in manufacturing. This shift also legal talent in a broader regional context. Candidates
favours industry experts and technical specialists, with MNC backgrounds and experience in
diminishing the demand for generalists. cross-border transactions are particularly sought
after, leading to a preference for flexible working
significant mismatc e ists et een am iti us hours and a hybrid work environment
candidates desiring career advancement and clients which MNCs tend to offer.
pri ritising specific pr files er p tential is as
empowered ideal candidates to negotiate Hybrid roles are in high demand across industries,
substantial salary increases due to their ample with a strong focus on corporate secretary,
options. Candidates also prioritise work-life compliance, and corporate affairs. Data privacy will
balance, leaning towards companies offering also continue to be spotlighted in 2024, leading to a
hybrid or full remote options. continued strong demand for regional data privacy
c unsel and data pr tecti n fficers
IN-DEMAND JOBS
• Legal Counsel / Manager mpliance fficer
IN-DEMAND JOBS
• Legal Staff Member / Specialist • Head of Legal
• Legal Administrator / ri ac fficer • Senior Legal Counsel
Paralegal Member / Specialist • Legal Counsel
ata ri ac unsels ata r tecti n fficer

2024 HAYS ASIA SALARY GUIDE 150

 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

LEGAL
PRIVATE PRACTICE CHINA CHINA HONG KONG SAR HONG KONG SAR JAPAN MALAYSIA SINGAPORE
(International Firm) (PRC Firm) (International Firm) (NY/US Firm)

Paralegal 180 - 360 150 - 250 240 - 840 350 - 980 4 - 13 38 - 60 43 - 66

Newly q alified 500 - 1,000 200 - 400 980 - 1,092 2,028+ 6 - 15 60 - 72 48 - 72

1 year PQE 600 - 1,260 300 - 450 1,050 - 1,190 2,303+ 9 - 17 63 - 69 60 - 84

2 years PQE 650 - 1,400 350 - 600 1,162 - 1,302 2,385+ 10 - 18 63 - 75 70 - 108

3 years PQE 750 - 1,540 450 - 700 1,232 - 1,372 2,574+ 11 - 19 75 - 82 108 - 130

PRIVATE PRACTICE CHINA CHINA HONG KONG SAR HONG KONG SAR JAPAN MALAYSIA SINGAPORE
(International Firm) (PRC Firm) (International Firm) (NY/US Firm)

4 years PQE 800 - 1,680 500 - 700 1,260 - 1,540 2903+ 12 - 20 82 - 96 110 - 140
5 years PQE 900 - 1,750 550 - 800 1,344 - 1,680 3,138+ 13 - 22 75 - 120 130 - 155

6 years PQE 1,000 - 1,820 600 - 850 1,512 - 1,820 3,372+ 14 - 25 96 - 108 132 - 160

7 years PQE 1,100 - 1,900 650 - 1,000 1,610 - 1,890 3,560+ 15 - 25 108 - 132 132 - 180

8 years PQE 1,200 - 1,950 700 - 1,200 1,750 - 2,170 3,842+ 15 - 30 130 - 150 180+

PRIVATE PRACTICE CHINA CHINA HONG KONG SAR HONG KONG SAR JAPAN MALAYSIA SINGAPORE
(International Firm) (PRC Firm) (International Firm) (NY/US Firm)

Salaried Partner (Junior) 1,800+ 1,200+ 2,500 + 4,000+ 25+ 156 - 180 192 - 250

Salaried Partner (Senior) 2,500+ 2,000+ 3,000 + 6,000+ 30+ 240+ 325+

Professional Support Lawyer 600 - 1,200 600 - 800 950 - 1,500 950 - 1,500 15+ 144 - 180 75 - 96

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 2024 HAYS ASIA SALARY GUIDE 151
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

LEGAL
COMMERCIAL CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE
IN-HOUSE
Paralegal 140 - 250 180 - 840 6 - 12 48 - 60 46 - 65

Junior Legal Counsel 200 - 350 500 - 1,120 6 - 12 42 - 60 54 - 84

(0-3 PQE)

Legal Counsel 350 - 650 950 - 1,750 8 - 16 60 - 96 85 - 132

(4-6 PQE)

Legal Counsel 650 - 1,200 1,150 - 1,950 10 - 25 108 - 165 144 - 216
(7-10+ PQE)

Senior Legal Counsel 900 - 1,600 1,500 - 2,400 14 - 40 120 - 300 180 - 240
(10+ PQE)

General Counsel 1,300 - 4,000 1,800 - 4,000 20+ 300 - 600 240 - 600

Company Secretarial
N/A 228 - 480 N/A N/A N/A
ssistant to Senior fi er
Assistant Manager to
N/A 480 - 900 N/A N/A N/A
Senior Manager
Assistant Company Secretary
N/A 840 - 1,200 N/A N/A N/A
to Deputy Company Secretary

Named Company Secretary N/A 720 - 1,800 N/A N/A N/A

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 2024 HAYS ASIA SALARY GUIDE 152
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

LEGAL
FINANCIAL SERVICES
CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE
IN-HOUSE

Paralegal 150 - 300 300 - 900 7-9 36 - 54 52 - 65

Junior Legal Counsel

250 - 500 750 - 1,395 6 - 14 42 - 78 52 - 91
(0 - 3 PQE)

Legal Counsel
500 - 750 1,100 - 1,950 9 - 18 72 - 132 104 - 130
(4 - 6 PQE)

Legal Counsel 1,500 - 2,400

650 - 1300 15 - 30 120 - 180 150 - 240
(7 - 10+ PQE)

Senior Legal Counsel

1,000 - 2,000 1,850 - 3,000 15 - 40 180 - 300 300 - 450
(10+ PQE)

General Counsel 1,500 - 3,500 2,550 - 6,000 22 - 45 480 - 600 500+

Company Secretarial
N/A 390 - 520 N/A N/A N/A
ssistant to Senior fi er

Assistant Manager to N/A 520 - 910 N/A N/A N/A

Senior Manager
Assistant Company Secretary N/A 650 - 1,160 N/A N/A N/A
to Deputy Company Secretary
Named Company Secretary /
Regional Company Secretary N/A 1,170 - 3,000 N/A 360 - 480 N/A

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 2024 HAYS ASIA SALARY GUIDE 153
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

LEGAL
DATA PRIVACY CHINA JAPAN MALAYSIA SINGAPORE
IN-HOUSE
Associate Privacy
350 - 450 750 - 1,000 5-8 N/A N/A
Counsel
Data Privacy Counsel
400 - 800 1,100 - 1,400 8 - 12 N/A N/A
(4 - 6 PQE)
Senior Data Privacy
Counsel (7 - 10 PQE) 800 - 1,200 1,400 - 1,800 12 - 16 N/A N/A

Data Privacy fi er
(10+ PQE) 1,200+ 1,800+ 16+ N/A N/A

ata ri a fi er 1,800+ 2,500+ 20+ N/A N/A

(10+ PQE)

COMPANY/CORPORATE
CHINA JAPAN MALAYSIA SINGAPORE
SECRETARY [C&I]

Entry Level N/A N/A N/A 30 - 48 36 - 48

Junior Executive N/A N/A N/A 36 - 48

36 - 60
(0 - 3 PQE)
Senior Executive N/A N/A N/A 60 - 108 48 - 72
(4 - 8 PQE)
Manager N/A N/A N/A 102 - 180 72 - 156
(8 - 15+ PQE)
Company Secretary N/A N/A N/A 240 - 360 110 - 180

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 2024 HAYS ASIA SALARY GUIDE 154
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

LEGAL

COMPLIANCE CHINA HONG KONG SAR JAPAN MALAYSIA

Compliance Specialist
250 - 400 240 - 300 5.5 - 7.5 30 - 60
(0 - 3yrs)

Compliance Counsel 400 - 700 360 - 600 6.5 - 9.0 60 - 108

(4 - 7yrs)
Senior Compliance Counsel
700 - 1,300 660 - 1,080 8 - 14.5 120 - 216
(8 - 14yrs)

Compliance Director 1,300 - 1,800 1,080 - 1,800 10 - 16 240 - 420

(14 - 20yrs)

ie om lian e fi er 1,800+ 1,800+ 14 - 25 420 - 600

(20yrs+)

Investigator
300 - 800 N/A 6.5 - 8.5 N/A
(5 - 8yrs)

Senior Investigator
800 - 1,300 N/A 7.5 – 11 N/A
(8 - 15yrs)

Investigation Director 1,300+ N/A 8 – 15 N/A

(15yrs+)

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 2024 HAYS ASIA SALARY GUIDE 155
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

LIFE SCIENCES
TRENDS

SURVEY HIGHLIGHTS ACROSS ASIA EMPLOYEE PERSPECTIVES

CAREER PLANS IN THE NEXT 12 MONTHS TOP FIVE REASONS FOR STAYING

47.2%

1 2 3 4 5
Stay in the same role with my current organisation

37.0%
38.3% 34.7% 33.5% 28.6% 17.3%
e pr m ted r find a ne r le it in m current rganisati n

33.4% Work-life Salary Fit in well with Work location / Waiting for bonus/
balance package manager/ colleagues Flexible working options promotion/ internal transfer
Change organisation but stay within the same role/industry

25.1%
Open to new opportunities
TOP FIVE REASONS FOR LEAVING

1 2 3 4 5
SALARY EXPECTATIONS IN 2024
38.3% 36.7% 24.0% 17.9% 15.3%
3.2% 18.3% 16.5% 32.7% 14.5% 14.7%
Decrease No Change Increase Increase by Increase by Increase by
Lack of caree Seeking new Salary package Poor work-life Did not identify with the
progression challenges was too low balance values and culture

156
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

LIFE SCIENCES
TRENDS

CHINA HONG KONG SAR JAPAN

Sunny Wang | Business Director Turby Ho | Manager Shiho Yoshida | Senior Manager

Demand for technical and commercial roles in the There is an increasing demand for both commercial Whilst major pharmaceutical companies have
medical devices sector is on the rise compared to and technical roles in both the Pharmaceutical and exhibited signs of slowing down, the rise of biotech
previous years. Conversely, recruitment in the Medical Device sectors, driven by companies continues to drive innovation and talent acquisition,
pharmaceutical sector, especially in commercial and expanding their operations, strong product especiall it t e influence f tec n l gies li e
medical affairs functions within MNC enterprises, is pipelines, and new launches. R&D and clinical reshaping the healthcare landscape.
expected to decrease. In line with the Belt & Road sectors are experiencing growth, supported by
policy, companies with more pipelines licensed out government funding and the emergence of Companies today seek candidates with a broader
will consistently grow and bring more opportunities start-up Biotechnology companies. range of experience rather than specialising in one
compared with those licensed in. area, valuing those who can contribute throughout
Healthcare professionals now have higher salary the entire life cycle of a compound. The hiring
There is a decline in the willingness of talent to expectations due to talent shortages. Companies are landscape reflects a growing demand for
switch jobs, amidst decreased demand. Substantial more inclined to offer aggressive salary packages, candidates it s ft s ills pr ficienc in multiple
la ffs since a e s ifted candidates s me cases pr iding salar increments f up t languages, and cross-cultural communication
expectations from seeking new jobs to maintaining This is paired with a heightened focus on talent abilities, aligning with global business strategies.
stability in their current positions. Despite the retention and development, with companies Hybrid working arrangement remains
shortage of opportunities, companies are also conducting internal reviews to enhance working the most preferred option.
finding it difficult t l cate candidates t at suit t eir environments and cultures. To retain valuable talent,
needs is is attri uted t increase ualificati n companies are prepared to offer aggressive
and skill requirements in line with today’s needs. counteroffers compared to previous years. IN-DEMAND JOBS
edical ffairs trateg • Clinical Development
egulat r ffairs r anager
IN-DEMAND JOBS IN-DEMAND JOBS • Head of Business Development
ss ciate irect r
ief edical fficer
• Scientist • Marketing Director • Product Specialist • Medical Scientist • Oversea Sales Manager/
• Marketing Manager/Director Senior Manager
• Clinical Research Physician • Business Development Director • Product Manager • Healthcare Professional in pharmaceutical
• Product Marketing Manager
edical ffairs edical ffairs • Communications Lead in Medical Device

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LIFE SCIENCES
TRENDS

MALAYSIA SINGAPORE THAILAND

David Hedges | Business Director Patrick Yap | Senior Manager Yoke Pei Ong | Country Director

n t ere ill e a eig tened emp asis n Growth has been decreasing year-on-year, There has been a decrease in growth
commercial roles within the Pharmaceutical and influenced by stockpiling during the pandemic that compared to the previous year,
Medical Devices sectors with multinational as sl ed demand and suppl dditi nall man leading to a slowdown in new product
companies focused on driving product biotech start-ups are facing reduced funding, development and registration,
penetration and revenue generation after the impacting their R&D efforts, and leading to business coupled with reduced investment.
product spin-offs. The prevalence of regional closures. Companies are now in the process of Many companies are undergoing
setups has led to the emergence of hybrid restructuring to stay afloat in the future. restructuring ilst larger firms
positions which offer remote work options, engage in mergers and acquisitions.
c upled it en anced empl ee enefits t The current market is job-short, with increased
attract top talent. talent activity due to redundancies and limited Job movement is not as rapid as
c mpan e pansi n in late nticipated initially predicted, but the demand for
The shortage of nurses persists due to Malaysia recruitment acti ities and e pansi n in candidates it t e rig t fit remains a
e p rting ualified nurses gl all resulting in a ill present c allenges f r acti e talent challenge due to the limited candidate
salary war among private healthcare providers. some of whom are exploring opportunities suppl nticipated recruitment needs
To address this talent shortage, the Ministry of outside the industry. are expected to pick up in this year.
Health has implemented policies allowing
private healthcare institutions to hire foreign
nurses su ect t specific re uirements
IN-DEMAND JOBS
IN-DEMAND JOBS
IN-DEMAND JOBS edical d is r
• Regional Channel/Business Manager usiness nit irect r • Pharmacist
• Sales Representatives/Manager linical esearc ss ciate
• R&D Scientist in Genomics / Cell & Gene • Sales Manager • Pharmaceutical Sales
• Product Executive/ pplicati n pecialist Representative
Marketing Executive • Sales & Marketing in Oncology edical ffairs
• Commercial Excellence egulat r ffairs
• Business Development Executive • R&D Engineer eni r edical d is r
edical ffairs pplicati ns pecialist
• Clinical Trials/Ops Manager

158
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

LIFE SCIENCES
COMMERCIAL CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Country Manager 2,000 - 4,000 1,800 - 3,000 18 - 30 300 - 600 250 - 350 2,400 - 5,000

Sales Director 1,400 - 1,800 1,100 - 1,300 12 - 18 250 - 350 180 - 250 2,200 - 3,400

Medical Rep 150 - 300 433 - 620 12 - 16 40 - 78 49 - 78 300 - 700

Account Manager 300 - 500 600 - 750 6 - 10 80 - 120 80 - 100 550 - 900

Area Sales Manager 350 - 600 850 - 1,000 10 - 13 90 - 160 95 - 150 960 - 1,500

COMMERCIAL CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Regional Sales Manager 500 - 800 950 - 1,100 12 - 18 150 - 180 150 - 182 1,000 - 2,400

Marketing Specialist 200 - 300 260 - 400 5-8 45 - 84 45 - 72 480 - 720

Product Manager 350 - 550 600 - 800 6 - 12 108 - 144 85 - 130 900 - 1,200

Marketing Manager 700 - 950 850 - 1,100 12 - 15 150 - 240 135 - 192 1,000 - 2,600

Marketing Director 1,000 - 1,800 1,100 -1,300 14 - 20 250 - 400 190 - 240 2,200 - 4,200

COMMERCIAL CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Business Development Manager 550 - 650 520 - 850 9 - 13 120 - 192 90 - 140 960 - 2,200

Business Development Director 1,200 - 1,500 900 - 1,300 12 - 15 240 - 324 160 - 240 2,200 - 4,200

PR / Corp Comms 450 - 700 377 - 650 8 - 12 100 - 200 70 - 150 N/A

Strategy Manager 600 - 800 N/A 8 - 12 N/A 100 - 230 N/A

Strategy Director 1,500 - 2,000 N/A 12 - 15 N/A 250 - 350 N/A

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 159
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

LIFE SCIENCES
COMMERCIAL CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

HEOR / Market Access Staff 300 - 550 440 - 600 7 - 10 72 - 96 130 - 230 660 - 960

HEOR / Market Access Manager 550 - 750 620 - 836 10 - 15 160 - 240 230 - 300 1,200 - 2,200

HEOR / Market Access Director 850 - 1,500 910 - 1,300 14 - 22 240 - 500 250+ 2,200 - 4,200

COMMERCIAL CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

SFE Specialist 200 - 250 299 - 550 4-8 50 - 80 70 - 100 N/A

SFE Manager 350 - 550 680 - 760 8 - 10 120 - 180 120 - 180 N/A

SFE Director 600 - 1,100 N/A 10 - 14 N/A 180 - 240 N/A

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 160
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

LIFE SCIENCES
TECHNICAL CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Quality Manager (GCP) 450 - 650 455 - 650 10 - 14 108 - 144 125 - 160 900 - 2,200

Quality Manager (GMP) 350 - 550 480 - 730 10 - 14 120 - 144 96 - 120 900 - 2,200

Quality Manager (GLP) 300 - 400 455 - 650 10 - 12 108 - 144 70 - 95 900 - 2,200

Quality Control Manager 250 - 500 494 - 728 10 - 12 96 - 200 96 - 120 900 - 2,200

Quality Director 1,000 - 1,500 850 - 1,200 N/A N/A 200 - 230 2,200 - 4,000

TECHNICAL CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Drug Safety Specialist 220 - 300 300 - 450 6-9 60 - 72 70 - 100 600 - 900

Drug Safety Manager 450 - 700 510 - 715 10 - 15 108 - 150 120 - 150 960 - 1,400

TECHNICAL CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

MSL 300 - 450 380 - 610 7 - 15 60 - 80 80 - 130 500 - 780

Medical Advisor 400 - 600 455 - 800 8 - 15 120 - 156 132 - 156 600 - 2,000

Medical Affairs Manager 500 - 750 650 - 900 12 - 25 144 - 180 140 - 180 1,400 - 2,000

Medical Affairs Director 1,000 - 1,800 910 - 1,500 15 - 35 240 - 360 250 - 300 2,000 - 4,200

Medical Information Manager 350 - 600 455 - 750 5 - 12 96 - 144 90 - 200 N/A

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 161
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

LIFE SCIENCES
TECHNICAL CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Regulatory Affairs Specialist 150 - 280 260 - 468 6-9 60 - 100 55 - 80 N/A

Regulatory Affairs Manager 350 - 700 560 - 786 10 - 14 100 - 240 85 - 140 N/A

Regulatory Affairs Director 900 - 1,800 880 - 1,200 15 - 20 220 - 400 150 - 240 N/A

S ientifi airs ana er N/A 600 - 880 10 - 14 144 - 216 85 - 130 N/A

TECHNICAL CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Clinical Research Associate 130 - 250 325 - 494 4-8 42 - 100 50 - 70 480 - 800

Senior Clinical Research Associate 220 - 400 494 - 676 6 - 10 100 - 180 70 - 110 800 - 2,200

Clinical Study / Project Manager 450 - 700 700 - 950 12 - 16 120 - 220 90 - 160 1,200 - 3,000

Clinical Operation Manager 450 - 700 700 - 950 6 - 10 180 - 264 50 - 70 1,600 - 3,400

Clinical Operation Director 900 - 1,800 910 - 1,300 14 - 25 350 - 500 150 - 200 3,400 - 4,800

TECHNICAL CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Project & Portfolio Manager 600 - 800 585 - 900 12 - 20 120 - 220 90 - 160 N/A

Data Management Specialist 120 - 250 300 - 500 6 - 10 96 - 120 60 - 70 N/A

Data Manager 240 - 500 550 - 800 10 - 12 N/A 70 - 90 N/A

SAS Programmer 300 - 500 N/A 6 - 10 N/A 60 - 90 N/A

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 162
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

LIFE SCIENCES
TECHNICAL CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

BioStatistic Manager 500 - 800 700 - 900 9 - 12 180 - 240 120 - 150 N/A

BioStatistic Director 800 - 1,500 1.000 - 1,500 14 - 18 N/A N/A N/A

Scientist 400 - 700 400 - 715 6-8 48 - 84 65 - 90 N/A

Senior Scientist 450 - 750 550 - 850 8 - 12 80 - 100 90 - 160 N/A

RWE / HEOR Manager 300 - 500 N/A 10 - 16 N/A N/A N/A

RWE / HEOR Director 900 - 1,200 N/A 18 - 30 N/A N/A N/A

TECHNICAL CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Investigator 300 - 450 600 - 1,300 12 - 17 N/A 90 - 120 N/A

Senior Investigator 450 - 700 N/A N/A N/A N/A N/A

Principal Investigator 700 - 1,000 600 - 1,300 12 - 17 N/A 90 - 120 N/A

ie S ientifi er 1,500 - 3,000 850 - 3,000 18 - 30 198+ 150 - 180 N/A

TECHNICAL CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Clinical Research Physician 400 - 750 500 - 800 13 - 30 N/A 150 - 250 N/A

Medical Writer 300 - 700 300 - 750 6 - 12 48 - 96 70 - 90 N/A

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 163
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

MARKETING &
DIGITAL TRENDS

SURVEY HIGHLIGHTS ACROSS ASIA EMPLOYEE PERSPECTIVES

CAREER PLANS IN THE NEXT 12 MONTHS TOP FIVE REASONS FOR STAYING

42.2%

1 2 3 4 5
Open to new opportunities

35.4% 37.0% 36.4% 31.2% 30.6% 20.2%

Change organisation but stay within the same role/industry

32.3% Salary Work-life Work location / Flexible Fit in well with my Company’s values and
package balance working options manager / colleagues culture align with mine
e pr m ted r find a ne r le it in m current rganisati n

30.1%
Stay in the same role with my current organisation
TOP FIVE REASONS FOR LEAVING

1 2 3 4 5
SALARY EXPECTATIONS IN 2024
43.7% 37.1% 26.2% 18.8% 17.9%
3.6% 29.2% 22.0% 20.0% 11.1% 14.1%
Decrease No Change Increase Increase by Increase by Increase by
Lack of career Seeking new Salary package Poor work-life Did not identify with the
progression challenges was too low balance values and culture

164
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

MARKETING &
DIGITAL TRENDS

CHINA HONG KONG SAR JAPAN

Cindy Zhang | Manager Kelvin Tse | Team Manager Michiko Tanaka | Senior Consultant

The market is still recovering from the post-pandemic The market is experiencing a slowdown, in line with While recruitment experiences seasonal variations, it
period, with many enterprises focusing on cost-cutting key industries such as Property & Real Estate and can be described as generally healthy. Industries that
measures in recruiting budgets and headcount. There is a Hospitality. There is a shortage of jobs today, with were late in adopting digital marketing are now
heightened expectation for a stronger management team, conglomerates, luxury goods companies, and actively seeking talent from other sectors.
particularly in sales and commercial leadership roles. The hospitality groups streamlining headcounts, Companies are transitioning toward standalone EC
market reflects a rise in middle to senior-level sales consolidating roles, and relocating positions to roles, leading to high demand for versatile skills.
vacancies, often resulting from economic recession, yet China or Singapore.
with elevated recruitment standards. Expect to see more The market faces a shortage of candidates,
aggressive leadership teams rising up to tackle sales Candidates today are expected to be well-versed in prompting companies to actively promote better
targets in the coming years. the latest social media trends, with platforms like conditions and departmental changes to attract
Xiaohongshu (Red) gaining popularity in Hong Kong. mar eting pers nnel dditi nall t e allure f ig er
Meanwhile, middle to senior candidates from consumer dditi nall and t e impr ement f digital salaries for foreign marketing professionals may lead
goods, retail, and internet industries are increasingly experiences and customer journeys are becoming to dissatisfaction with the salary ranges offered by
exploring opportunities in domestic companies with rapid essential investments for most consumer-facing companies, prompting them to explore opportunities
growth. Candidates are also turning towards businesses, with the goal of enhancing customer it ig er inc me le els else ere fill t ese
opportunities in East China, South China, or overseas due relationships and behavioural analysis through data. gaps, organisations are increasingly turning towards
to limited options in North China. internal hires for their marketing needs.

IN-DEMAND JOBS
• Brand Manager/Director c mmerce irect r
• Sales Manager/ Director ed IN-DEMAND JOBS IN-DEMAND JOBS
• Marketing Manager/ Director / Head manager
• Head of Marketing • Head of Corporate • Head of Marketing
• PR Director • Content Manager/ Director
• Creative Director Communications • Brand Manager
• GR Director • Growth Director / CGO
ief ar eting fficer • E-commerce Manager • Corporate Communications and PR
• Ecommerce Marketing Manger • Integrated Marketing
Manager/Director

165
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MARKETING &
DIGITAL TRENDS

MALAYSIA SINGAPORE THAILAND

Naishadh Bhonsle | Manager Dion Lee | Team Manager Yoke Pei Ong | Country Director

In the previous year, companies adopted a cautious hiring Growth is anticipated to decelerate across various s numer us c mpanies transiti n fr m
strateg pri ritising t e refinement f t eir talent p l e sectors. Clients exhibit a more cautious approach to conventional to digital approaches, the pace of
outlook is poised to improve as companies aim to expand hiring, emphasising cost streamlining and growth is somewhat restrained by the prevailing
and diversify their teams. Meanwhile, retrenchment in outsourcing functions abroad. There is a growing market conditions. Nonetheless, marketing plays a
se eral firms as led t m re ig l s illed pr fessi nals openness among clients to hire talent from pivotal role in steering commercial success and a
entering the job market, fostering a competitive landscape overseas for remote work, driven by cost scarcity of talent persists. Individuals with strong
for both employers and job seekers. This situation creates considerations. Despite a challenging market, salary digital marketing and innovation experiences are
new opportunities for talent development and mobility. increases persist, primarily aimed at talent retention. highly sought after.

eig tened demand is ser ed f r mar eting talent The job market is balanced, with companies in Candidates will need to continuously enhance their
pr ficient in deli ering c mpre ensi e s luti ns acr ss evergreen industries maintaining hiring activities. skill sets, staying abreast of evolving trends,
diverse channels. These talents are expected to possess a ncurrentl a significant num er f firms in sunset emerging channels, and the ever-expanding array of
broad range of skills, competencies, and a deep industries are winding up, undergoing restructuring, t ls and res urces at t eir disp sal
understanding of the market and customer dynamics. and focusing on cost reduction. For candidates, for example, is seeing increased utilisation in
dditi nall ill ec me a e ena ler f r c n enti nal honing transferable skills is crucial to remaining content creation, reshaping the operational
roles in performance marketing, content writing, and relevant across diverse industries. Staying abreast structure of marketing teams.
social media, augmenting their capabilities. f t e latest tec n l gies suc as generati e is
recommended to avoid falling behind.
IN-DEMAND JOBS
• Head of Marketing / Chief • Customer Lifecycle Manager /
IN-DEMAND JOBS IN-DEMAND JOBS
ar eting fficer CRM and Loyalty Manager /
• Head of Communications / ar eting ut mati n • Digital Marketing Manager • PR Manager • Head of Marketing
ief mmunicati ns fficer • Performance Marketing Manager • Social Media Manager • SEO/SEM Manager • Digital Marketing Manager
ead f igital ief igital fficer • Growth Marketing Manager • Influencer/KOL Manager • CRM & Loyalty • Social Media Manager
Marketing Manager • CRM & Loyalty Marketing Manager
• Brand Manager

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MARKETING & DIGITAL

MARKETING - TRADITIONAL CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Marketing Executive 100 - 200 190 - 300 4-8 48 - 62 36 - 48 400 - 800

Senior Marketing Executive 200 - 300 320 - 380 6 - 10 66 - 96 48 - 60 700 - 1,000

Assistant Marketing Manager 300 - 420 360 - 540 7 - 12 70 - 120 60 - 90 960 - 1,500

Marketing Manager 500 - 800 540 - 930 8 - 15 96 - 180 90 - 150 1,500 - 3,000

Marketing Director 900 - 2,000 840 - 1,680 12 - 25 300 - 540 180 - 300 2,400 - 6,600

MARKETING - BRANDING CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Channel Manager 400 - 600 560 - 750 8 - 12 120 - 160 80 - 120 1,200 - 2,000

Direct Marketing Manager 450 - 700 500 - 790 8 - 15 105 - 180 80 - 120 720 - 2,000

Product / Brand Manager 350 - 500 520 - 890 6 - 12 100 - 150 60 - 96 720 - 1,600

Global Brand Manager 700 - 1,000 720 - 1,020 10 - 16 300 - 420 100 - 150 2,400 - 4,200

Brand Director 800 - 1,600 1,080 - 1,800 12 - 20 N/A N/A 2,400 - 6,000

MARKETING - ADVERTISING CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Media Planner 250 - 400 250 - 400 5 - 10 42 - 72 60 - 90 360 - 720

Account Executive 130 - 250 200 - 330 4.5 - 8 36 - 72 40 - 60 300 - 720

Account Manager 280 - 500 330 - 600 8 - 11 72 - 120 60 - 100 600 - 1,400

Account Director 350 - 500 600 - 780 10 - 15 120 - 190 120 - 160 1,400 - 3,000

Group Account Director 500 - 800 750 - 1,000 12 - 18 190 - 300 140 - 220 1,600 - 4,000

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 167
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

MARKETING & DIGITAL

MARKETING - CREATIVE CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Copywriter 150 - 350 240 - 480 5-8 48 - 72 40 - 60 N/A

Art Director 400 - 800 480 - 650 5 - 12 170 - 230 80 - 130 N/A

Creative Director 600 - 800 600 - 850 7 - 12 170 - 230 140 - 250 N/A

Executive Creative Director 1,000 - 1,500 1,000 - 1,550 10 - 20 230 - 300 250 - 300 N/A

MARKETING - COMMUNICATIONS CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Marketing Communications Manager 300 - 600 480 - 660 9 - 15 96 - 150 80 - 140 960 - 2,400

Public Relations / Communications Manager 300 - 800 480 - 720 8 - 15 96 - 150 80 - 140 960 - 2,400

Internal Communications Manager 300 - 500 480 - 600 6 - 12 86 - 140 80 - 140 960 - 2,400

Corporate Communications Manager 400 - 800 600 - 840 8 - 18 120 - 180 80 - 140 960 - 2,400

MARKETING - MARKET RESEARCH CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Market Research / Consumer Insights Analyst 150 - 250 360 - 456 4-8 82 - 140 60 - 90 N/A

Market Research / Consumer Insights Manager 300 - 700 480 - 800 6 - 12 96 - 160 100 - 140 N/A

Market Research / Consumer Insights Director 700 - 1,200 720 - 1,200 8 - 15 240 - 360 140 - 200 N/A

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 168
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

MARKETING & DIGITAL

DIGITAL - MARKETING CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Digital / Online Marketing Manager 300 - 600 480 - 850 8 - 15 84 - 150 80 - 120 960 - 2,400

Digital Communication / Content Manager 300 - 600 420 - 800 6 - 12 72 - 180 80 - 120 960 - 2,400

Digital Acquistion / Performance Manager 500 - 700 480 - 840 6 - 12 96 - 180 80 - 130 1,200 - 2,400

Head of Digital 900 - 1,800 840 - 2,000 10 - 20 216 - 480 140 - 240 2,600 - 7,000

Head of eCommerce 900 - 2,000 660 - 2,000 8 - 20 220 - 480 140 - 240 N/A

DIGITAL - CUSTOMER EXPERIENCE CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

CRM Manager 400 - 700 480 - 780 7 - 12 70 - 140 80 - 120 1,000 - 2,000

Manager 400 - 700 600 - 780 7 - 15 96 - 120 80 - 120 1,000 - 2,000

Senior Manager 500 - 800 780 - 960 10 - 18 120 - 216 120 - 150 1,400 - 2,400

Director 900 - 1,600 960 - 1200 12 - 20 216 - 480 150 - 200 2,400 - 5,000

Dept Head 900 - 2,000 1,000 - 1,800 15 - 25 216 - 480 200 - 250 2,400 - 5,000

DIGITAL - TRANSFORMATION &

CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND
ANALYSTICS
Web Analytics Manager 450 - 750 540 - 800 6 - 15 48 - 96 80 - 130 720 - 1,500

Head of Digital Transformation 1,000 - 2,500 1200 - 1600 12 - 20 216 - 480 200 - 300 2,400 - 6,000

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 169
 OFFICE
INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

PROFESSIONALS
TRENDS

SURVEY HIGHLIGHTS ACROSS ASIA EMPLOYEE PERSPECTIVES

CAREER PLANS IN THE NEXT 12 MONTHS TOP FIVE REASONS FOR STAYING

46.2%

1 2 3 4 5
Open to new opportunities

30.8%
40.5% 38.8% 33.9% 32.2% 21.5%
Change organisation but stay within the same role/industry

30.4% Work-life Work location / Flexible Fit in well with Salary Good job
balance working options manager/ colleagues package security
Stay in the same role with my current organisation

24.1%
e pr m ted r find a ne r le it in m current rganisati n
TOP FIVE REASONS FOR LEAVING

1 2 3 4 5
SALARY EXPECTATIONS IN 2024
36.7% 35.6% 35.1% 16.0% 14.9%
3.4% 40.2% 29.4% 27.5% 8.3% 7.8%
Decrease No Change Increase Increase by Increase by Increase by
Lack of career Salary package Seeking new Did not identify with the Lack of job
progression was too low challenges values and culture security

170
OFFICE
INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

PROFESSIONALS
TRENDS

HONG KONG SAR JAPAN

Jason Tsang | Senior Manager Johann Manas | Senior Consultant Timothy Maksimuk | Manager, Contracting

There is a persistent demand for stable and Japan continues to be extremely candidate-short Trends In
responsible executive assistants, especially in particularly in luxury and retail, hospitality and travel,
and BPO industries and in domestic companies. This
Contract Recruitment
Financial Services. However, the availability
of candidates with the right attitude and leads to increased competition for skilled talent able Contract workers continue to be an essential
skill sets is constrained by evolving priorities, t fulfil escalating client re uirements mpetiti n part of day-to-day operations for global
especially with candidates increasingly valuing for talent has only tightened amidst escalating companies in Tokyo. In contrast, there are a
work-life balance and separation. requirements for candidates taking on the role, limited num er f c ntract ffice
including software knowledge, the number of Professionals in Tokyo, with multiple
With high turnover rates characterising the position supported stakeholders, workload volume agencies competing for the
and an increasing scarcity of candidates with the and related industry experience. same candidate pool.
rig t fit empl ers are prepared t ffer desired
talent above market remuneration to This has provided candidates the leverage they need This pool includes high-skilled and fully
recruit and retain them. to negotiate for favourable terms in the workplace, bilingual candidates who are often snapped
providing more say over their working conditions, up very quickly by companies who need
mutual expectations between them and line flexible talent. While workplaces do not
managers, as well as their work-life balance. generally offer hybrid / remote work in this
position, those that do have found
themselves to be popular with candidates
IN-DEMAND JOBS IN-DEMAND JOBS who increasingly prioritise
ecuti e ssistants ers nal ssistants their work-life balance.
ecuti e ssistant

171
OFFICE
INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

PROFESSIONALS
TRENDS

THAILAND

Jet Wong | Manager

e iring landscape f r ffice r fessi nals as s n

little change, maintaining a consistent demand that has
persisted in recent years. Larger organisations rely on
executive assistants for support with managing schedules
and ensuring operations function smoothly. Turnover rate
has remained relatively low, attributed to the trust that
executives have cultivated with their assistants over time,
fostering effective and seamless working relationships.

The influx of foreign investments into Thailand is

contributing to the evolving dynamics of the job market.
r ficienc in languages suc as apanese r andarin is
increasingly in demand, given the interactions with foreign
executives or direct engagement with headquarters. The
candidate market is struggling to keep up in this aspect,
it er fe ualified candidates p ssessing sufficient
fluency in the required languages to excel in their role.

IN-DEMAND JOBS
ffice anager
ecuti e ssistant

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 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

OFFICE PROFESSIONALS
ADMINISTRATION HONG KONG SAR JAPAN SINGAPORE THAILAND

Administration Assistant (Subject to experience) 156 - 300 5-7 40 - 65 250 - 500

fi e ana er 360 - 720 8 - 16 55 - 120 500 - 1,000

Project Coordinator 200 - 300 5.5 - 8 42 - 50 250 - 500

Head of Administration 600 - 1,200 10 - 16 N/A 1,000 - 1,500

Data Entry Operator 144 - 168 4-6 30 - 36 250 - 500

Sales Coordinator 216 - 360 5-7 36 - 45 250 - 500

RECEPTION/SECRETARIAL HONG KONG SAR JAPAN SINGAPORE THAILAND

Receptionist 156 - 330 4 - 6.5 25 - 40 200 - 480

Secretary 192 - 600 4-7 28 - 45 360 - 700

Personal Assistant / Team Assistant 360 - 750 5-8 45 - 75 400 - 800

Executive Assistant (for 1 person) 400 - 1,000 8 - 14 60 - 96 300 - 650

LEGAL SUPPORT HONG KONG SAR JAPAN SINGAPORE THAILAND

Legal Secretary 190 - 480 4-8 42 - 65 N/A

Legal Personal Assistant 400 - 720 5 - 8.5 50 - 72 N/A

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 173
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

OFFICE PROFESSIONALS
BANKING & FINANCE SUPPORT HONG KONG SAR JAPAN SINGAPORE THAILAND

Secretary 192 - 400 3.8 - 6.5 36 - 45 N/A

Senior Secretary 360 - 480 7 - 11 50 - 70 N/A

Personal Assistant 360 - 850 7.5 - 12 45 - 60 N/A

Executive Assistant 360 - 1,000 6-8 60 - 96 N/A

PROPERTY & CONSTRUCTION SUPPORT HONG KONG SAR JAPAN SINGAPORE THAILAND

Project Secretary / Administrator N/A 3.5 - 6.5 35 - 50 N/A

Site Secretary / Administrator N/A 3.5 - 6.5 40 - 50 N/A

Facilities Administrator N/A 5-8 30 - 40 N/A

CUSTOMER SERVICE / CALL CENTER HONG KONG SAR JAPAN SINGAPORE THAILAND

Operator (Subject to experience) 192 - 300 3.8 - 6.5 N/A N/A

Call Center Manager (Subject to experience) 324 - 580 6-8 N/A 600 - 900

Call Center Director 720 - 840 10 - 15 N/A 1,000 - 1,500

Customer Service Specialist 192 - 252 4.5 - 6 N/A 500 - 900

Customer Service Manager 420 - 580 7 - 12 N/A 650 - 1,000

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 174
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

PROPERTY
TRENDS

CHINA JAPAN

Max Shen | Business Manager James Knight | Senior Business Manager

There has been a marked shift in the domestic The retail luxury brand market has been especially active in
investment scene, with foreign real estate funds the post covid era, as companies seek to develop their
shrinks in favours of RMB funds. This has led to physical stores to take advantage of customers returning to
an increased demand for candidates that possess brick-and-mortar shopping again. This has been further
experience in RMB fund investment and fund buoyed by an influx of tourists coming to visit Japan.
raising ese p siti ns are relati el difficult t
fill leading t ig er salaries eing ffered t The Corporate Real Estate and Facility Management market
secure capable talent. Hiring managers will need remains active, on both the outsourced / consulting side, as
to be more supportive to help such talent adapt well as in-house / client side. More companies are requiring
quicker to an multinational company culture. employees to work primarily onsite too.

There has also been renewed enthusiasm for On a ESG and Sustainability front, experienced hires are in
investments in new energy projects, long-term demand as companies cope with more junior talent of
rental apartments and life science industrial higher academic background. The Environment Health and
parks. Domestic investors, including insurance Safety market remains buoyant as number of roles
funds and government funds have seen greater c ntinues t utstrip suppl f ualified candidates
activity as the market gears towards capitalising
on a recovering economy.

IN-DEMAND JOBS IN-DEMAND JOBS

• RMB Fund Manager • Senior Construction Manager • Sustainability Manager
sset anagement anager irect r • Facility Manager / Director • ESG Consultant
• Leasing Manager/Director • Store planning, store design & • Solar Project Manager
• Investment Relationship Manager/Director fit ut st re de el pment • Sustainability Promotion Specialist

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 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

PROPERTY
PROPERTY CHINA

Manager 300 - 400

Senior Manager 400 - 700

Head of Property Management 700 - 1,000

GM Property Management 1,000+

PROPERTY CHINA JAPAN

Centre Manager - Retail 300 - 600 N/A

Facilities Coordinator / Manager (2-5 yrs) 120 - 200 4.5 - 7

Facilities Coordinator / Manager (5-10 yrs) 250 - 350 8 - 12

Facilities Manager (10+ yrs) 350 - 500 12 - 15

Facilities Director 800+ 15 - 20

PROPERTY CHINA JAPAN

Leasing Executive / Assistant 150 - 260 5-8

Leasing Manager 300 - 450 9 - 14

Senior Leasing Manager 450 - 700 9 - 15

Leasing Director 800+ 18+

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 176
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

PROPERTY
PROPERTY CHINA JAPAN

Asset Specialist 150 - 250 6-8

Asset Manager 250 - 500 8 - 11

Senior Asset Manager 400 - 800 11 - 14

Asset Director 800+ 15+

PROPERTY CHINA JAPAN

Property Investment Analyst 150 - 300 6-9

Property Investment Manager 300 - 500 9 - 12

Property Investment Associate 500 - 800 12 - 14

Property Investment Director 800+ 18+

PROPERTY CHINA JAPAN

Acquisitions Surveyor / Manager (2-5 yrs) 150 - 250 6-9

Acquisitions Surveyor / Manager (5-10 yrs) 250 - 500 9 - 12

Senior Acquisitions Surveyor / Manager 500 - 800 13 - 15

Acquisitions Director 900+ 18+

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 177
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

PROPERTY
PROPERTY CHINA JAPAN

Quantity Surveyor (2-5 yrs) 120 - 200 5-7

Quantity Surveyor (5-10 yrs) 150 - 350 5-8

Senior Quantity Surveyor 400 - 600 8 - 11

Quantity Surveyor Director 800+ 17+

PROPERTY CHINA JAPAN

Project Coordinator 180 - 240 4.5 - 5.5

Assistant Project Manager 180 - 400 5.5 - 6.5

Project Manager 325 - 550 6-9

Senior Project Manager 600 - 800 8 - 11

Project Director 800+ 15+

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 178
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

SALES
TRENDS

SURVEY HIGHLIGHTS ACROSS ASIA EMPLOYEE PERSPECTIVES

CAREER PLANS IN THE NEXT 12 MONTHS TOP FIVE REASONS FOR STAYING

42.8%

1 2 3 4 5
Open to new opportunities

38.6% 37.6% 34.3% 33.8% 26.2% 21.4%

Change organisation but stay within the same role/industry

32.8% Work location / Flexible Work-life Salary Fit in well with Waiting for bonus/
working options balance package manager/ colleagues promotion/ internal transfer
e pr m ted r find a ne r le it in m current rganisati n

28.9%
Stay in the same role with my current organisation
TOP FIVE REASONS FOR LEAVING

1 2 3 4 5
SALARY EXPECTATIONS IN 2024
37.3% 34.9% 27.1% 21.9% 18.8%
3.4% 28.6% 25.2% 21.0% 11.2% 10.6%
Decrease No Change Increase Increase by Increase by Increase by
Seeking new Lack of career Salary package Did not identify with the Looking for engaged
challenges progression was too low values and culture management or mentors

179
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

SALES
TRENDS

CHINA HONG KONG SAR JAPAN

Cece Tang | Senior Manager Rianne Lin | Team Manager Akiyoshi Tsutsumi | Team Manager

The talent market is oversupplied, and many e sales recruitment mar et f resees a fintec and The market is poised for recovery, marking an
companies are adopting a conservative stance on professional services slowdown due to a sharp improvement from the conditions experienced in
scaling up and investing in new projects. This decrease in IPO activities. Hiring in the technology nticipated trends include a c nsistent
cautious approach may be linked to the downward sector remain stagnant primarily due to rising pattern of hiring in January to March followed by a
trend in ina s ec n mic gr t rate c ntri uting ina tensi n e ert eless t e ng ng phase of consolidation. Toward the latter part
to a scarcity of high-quality job opportunities. government’s substantial funding boost is spurring of the year, additional hiring is projected,
tec talent demand in l cal c mpanies and startups particularly for companies demonstrating
Simultaneously, the overall decline in the return on favourable quarterly results.
investment has heightened market competition. In industrial construction, a risk-averse approach to
Consequently, professionals are grappling with land bidding amid the economic downturn and The market remains candidate-short, particularly for
elevated work pressures and lower personal high-interest rates leads to fewer projects and specialised and experienced individuals with relevant
input-output ratios in the workplace. This, in turn, is available properties. However, as conditions improve, industry experience and Japanese and English
fostering a growing motivation among individuals to demand f r tec pr ficient s illed engineers is language skill sets. Bilingual talent are sought after
explore new career opportunities. expected to surge to meet increased digitalisation as companies look to enhance internal culture and
needs gr ing emp asis n sustaina ilit als establish future flexibility for engaging international
heightens the focus on recruiting salespeople clients. This scarcity has resulted in heightened
well-versed in green building practices. competition to secure talent leading to salary
inflation and sign-on bonuses.
Separately, increased tourists are boosting the sales
talent acquisition in the travel and hospitality sector.
IN-DEMAND JOBS
IN-DEMAND JOBS
• Sales Director/ Manager
IN-DEMAND JOBS
• Merchandiser • Retail Manager
• Overseas Sales Director/ Manager ales ngineer nerg
• Sales Manager • Retail Sales
• E-commerce Director/ Managerv • Sales Director – Industrial, Building & Construction

180
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

SALES
TRENDS

MALAYSIA SINGAPORE THAILAND

Joshua Yeoh | Team Manager Patrick Yap | Senior Manager Yoke Pei Ong | Country Director

Despite the global economic slowdown, the overall The demand for sales positions in this market While the sales function experiences variations, with
sales segment as n t e perienced a significant remains robust across various industries, including some areas slowing down and others picking up, it
downturn. Notably, large multinationals are c mmercial and financial ser ices ile c mpanies remains relatively less affected compared to other
strategically fortifying their front-end commercial are streamlining t eir structures f r efficienc functions. Companies are actively working to fortify
teams as a proactive measure to thrive in the face of clients are strategically reallocating budgets to hire their teams, aiming to propel business growth
anticipated c allenges in more junior and mid-level positions. amidst challenging times and anticipating a positive
turnaround with the implementation of
ts rt n ting t at it t e e c ange rate t t is m ment t ere is a surplus f a aila le effecti e strategies in
declining against t e s me c mpanies are candidates compared to job opportunities, with an
contemplating downsizing their operations here. influ n ta l fr m t e tec and fintec industries Currently, the market stands in a balanced state.
The impact on sales recruitment is primarily Job applications have surged, leading to extended Companies seek candidates with established
observed in new Foreign Direct Investments and interview processes as clients seek a broader networks and industry expertise to expedite their
does not affect the rest of the market. candidate pool for comprehensive comparisons. growth. However, there is also openness among
companies keen on innovating and thinking beyond
their existing structures and networks, to consider
candidates from diverse backgrounds.

IN-DEMAND JOBS
IN-DEMAND JOBS
• Business Development Manager IN-DEMAND JOBS
e cc unt anager • Business Development Manager / Director
• Sales Director e cc unt anager
• Regional Sales Manager
• Regional Sales Managers/Directors egi nal ales
• Technical Sales Managers • Retail Manager

181
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

SALES
RETAIL CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Merchandising Manager 350 - 700 480 - 750 6 - 15 84 - 150 80 - 100 720 - 1,800

Visual Merchandising Manager 300 - 550 450 - 720 6 - 10 60 - 84 72 - 96 720 - 1,500

Service Delivery Manager N/A 380 - 540 6 - 12 110 - 140 N/A N/A

Category Manager 500 - 800 450 - 600 8 - 15 110 - 150 90 - 130 800 - 1,800

Retail Operations Manager 250 - 500 720 - 840 6 - 15 96 - 144 70 - 120 960 - 1,600

Head of Retail 1,000 - 2,000 1,000 - 1,200 12 - 25 240 - 360 140 - 200 2,400 - 6,000

SALES CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Country Manager 1,500 - 2,500 1,050 - 2,000 20 - 50 360 - 650 240 - 300 3,300 - 8,400

Sales Director 800 - 1,500 840 - 1,200 15 - 30 250 - 480 160 - 200 2,400 - 3,600

Regional Sales Director 600 - 1,000 1,000 - 1,800 15 - 30 360 - 600 180 - 240 2,400 - 4,500

Business Development Manager 300 - 600 600 - 850 9 - 20 96 - 186 100 - 140 960 - 3,000

Sales Operations Manager 400 - 600 550 - 800 9 - 20 96 - 144 80 - 120 800 - 2,400

Senior Business Development Manager 500 - 800 600 - 1,000 15 - 25 144 - 252 140 - 180 2,400 - 4,200

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 182
 SUPPLY CHAIN &
INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

PROCUREMENT
TRENDS

SURVEY HIGHLIGHTS ACROSS ASIA EMPLOYEE PERSPECTIVES

CAREER PLANS IN THE NEXT 12 MONTHS TOP FIVE REASONS FOR STAYING

48.1%

1 2 3 4 5
Open to new opportunities

37.1% 37.1% 33.6% 29.7% 28.4% 18.8%

Change organisation but stay within the same role/industry

31.5% Work-life Work location / Flexible Salary Fit in well with Good job
balance working options package manager/ colleagues security
Stay in the same role with my current organisation

30.5%
e pr m ted r find a ne r le it in m current rganisati n
TOP FIVE REASONS FOR LEAVING

1 2 3 4 5
SALARY EXPECTATIONS IN 2024
37.8% 28.7% 22.5% 21.5% 16.3%
2.2% 21.5% 24.5% 30.8% 9.9% 11.1%
Decrease No Change Increase Increase by Increase by Increase by
Lack of career Seeking new Salary package Did not identify with the Lack of job
progression challenges was too low values and culture security

183
 SUPPLY CHAIN &
INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

PROCUREMENT
TRENDS

CHINA HONG KONG SAR JAPAN

Catherine Zhang | Senior Manager Andrea Hui | Team Manager Yuta Ozawa | Business Manager

The need for Supply Chain specialists have become The local industry has begun to see a return to Labour law changes in the coming year have resulted in
much more critical since the pandemic as demand normalcy, especially with the encouraging turnout at increased demands for process automation such as
planning management, logistic cost reduction and t e recent sian gistics aritime and iati n r tics and transp rtati n it a s rtage f
indirect sourcing skills become important for risk Conference. The future is trending towards ualified talent n ledgea le in t ese rising fields l cal
management. Employer today desire candidates with automation, digitalisation and other methods to companies are set to open its doors to non-Japanese
strong learning agility and stakeholder management streamline logistics processes to be more candidates in t eir rganisati ns t fill t e gap
skills. Digital skills in particular have become more efficient and c st effecti e
valuable as supply chain operations become more Companies today seek candidates with strong
data-driven, giving candidates with these skills a Even so, demands of the workforce have yet to backgrounds in cost reduction; an especially critical skill
competitive edge in the market. ad ust it candidates finding t at s are amidst soaring prices for materials and services and
currently in shortage. Certain companies have disruptions to the yen. Stringent workforce requirements
The candidate pool today is evenly balanced, with many resorted to offshoring senior level roles to regional paired it t e alread s rt suppl f ualified talent
prospective talent looking for opportunities to grow locations such as Shanghai, Singapore and Kuala will likely result in positions taking longer to
amidst a discerning employer market. Job search cycles umpur and c mpetiti n f r e isting r les is fierce fill in t e c ming peri d
have grown longer, requiring candidates to adopt a more However, as companies begin to bounce back from
resilient stance to secure their desired placements. the past two years, we foresee a growing appetite IN-DEMAND JOBS
f r t p talent t fill crucial p siti ns l call
• Operation Excellence / • Direct Procurement or Purchasing
IN-DEMAND JOBS IN-DEMAND JOBS Supply Chain Excellence • Plant Supply Chain Manager or
• Demand & Supply Planning Procurement Manager
• Indirect Sourcing • Trade Compliance Management • Supply Chain Manager • Engineering Manager usiness e el pment f r
• Trade Compliance
• Planning • Logistic • Demand Planning Manager • Manufacturing Excellence Healthcare & Semi-con for Logistics
(Import & Export)
• Digital Supply Chain management • Customer Service • Supply Planning Manager • Procurement Manager Company (both forwarders &
• Warehouse Operation Start-up
• Supply Chain Management • Supplier Quality Management • Logistics Manager • Product Development Manager Contract Logistics)
• Indirect Procurement or
• Sourcing / Category Management uppl ain nal st • Quality Manager • Commodity Manager Purchasing

184
 SUPPLY CHAIN &
INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

PROCUREMENT
TRENDS

MALAYSIA SINGAPORE THAILAND

YeeLing Lee | Team Manager Amanda Lim | Section Manager Jirawit Taengko | Senior Manager

l al ge p litical c allenges a e een eneficial Singapore has emerged as a preferred hub for Thailand has been actively investing in infrastructure,
for Malaysia which has emerged as a strategic manufacturers and brand owners to orchestrate regional particularly in transportation and logistics, to enhance
location for Shared Services Hubs which have and gl al suppl c ains e c untr is als enefiting connectivity within the region. The government has been
ielded efficienc and c st sa ings f r from the regional trade agreements and the growing promoting initiatives to attract foreign investment, focusing on
multinationals with the capital to invest. Local demand f r ser ices in ut east sia industries like automotive, electronics, and food processing,
companies have also begun to pick up on the Furthermore, the adoption of digital technologies is ic are significant c ntri ut rs t t e suppl c ain sect r
importance of dedicated supply chain transforming SCM functions and creating new value
positions with their organisations to better propositions, requiring candidates to pick up digital skills Challenges brought about by the pandemic, including
react to changing needs. and competencies to leverage these technologies. disruptions in global trade, supply chain constraints, and shifts
in consumer behaviour has necessitated an agile shift towards
Organisations wishing to capitalise on the local However, the industry faces a talent shortage and a skills digitalisation. Candidates today will need to pick up digital skills
market will need to factor in the discrepancy gap, as well as a high turnover and attrition rate. and competencies to navigate through supply chain challenges.
between local talent pools and those from different Changing business needs and customer expectations,
c untries l ng term transiti n plan is ad isa le run up against attracti e c mpensati n and enefits These changing priorities have resulted in a talent shortage and
when looking to transfer foreign talent to Malaysia, packages offered by other sectors, making talent skills gap, especially in challenging markets such as contract
to ensure they are able to integrate with historical attraction and retention a key priority for employers. logistics. Talent attraction and retention will be key for
p rtf li s eing managed it in t e regi n employers looking to survive the coming period.

IN-DEMAND JOBS IN-DEMAND JOBS

IN-DEMAND JOBS
• Regional Head of Supply Chain/ • Regional Commodity Lead • Supply Chain / gistics nal sts
Head of Procurement • Third- Party Risk Management Procurement Director uppl ain nal sts • Head of Procurement • Logistics Manager
• Regional Category Managers • Procurement Process Excellence • Supply Chain Manager • Supply Chain Project Manager • Supply Chain Manager • Warehouse Manager
• Regional Supply Chain Manager • Supply Chain Project Manager • Global Commodity Managers • Logistics & Warehouse ief perati ns fficer • Planning Manager
• Regional Logistics Manager • Logistics Process Excellence • Demand Supply Planning Manager • Demand Planning

185
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

PROCUREMENT & SUPPLY CHAIN PROCUREMENT

PROCUREMENT CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Buyer 120 - 300 300 - 420 5-9 54 - 96 39 - 65 480 - 900

Senior Buyer / Regional Specialist 300 - 400 420 - 660 7-9 100 - 200 70 - 85 720 - 2,200

Category Manager 300 - 600 660 - 900 8 - 15 104 - 324 70 - 120 840 - 3,000

Sourcing Manager N/A N/A N/A 130 - 300 80 - 120 N/A

Procurement Manager 300 - 600 660 - 900 8 - 15 130 - 300 80 -120 960 - 3,000

ie ro rement fi er ead o ro rement 700 - 3,000 1,080 - 2,000 20 - 35 300 - 600 180 - 300 2,400 - 3,800

Purchasing Manager N/A 660 - 900 8 - 12 130 - 300 60 - 90 1,200 - 2,400

Purchasing Director 700 - 1,600 900 - 1,200 14 - 18 300 - 600 200 - 250 2,400 - 5,400

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 186
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

PROCUREMENT & SUPPLY CHAIN SUPPLY CHAIN

WAREHOUSING/DISTRIBUTION CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Warehouse Supervisor 150 - 300 360 - 480 4.5 - 5.5 55 - 96 52 - 60 540 - 960

Distribution Centre / Distribution Manager 350 - 600 540 - 720 7 - 10 144 - 240 75 - 115 960 - 2,000

Operations Manager 300 - 600 540 - 720 8 - 10 120 - 300 80 - 144 960 - 2,400

Stock / Inventory Controller 150 - 250 240 - 340 6-9 70 - 96 24 - 43 600 - 960

Warehouse Manager 200 - 400 540 - 720 8 - 10 102 - 200 70 - 85 N/A

THIRD PARTY LOGISTICS CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Operations Executive 80 - 200 240 - 420 3.5 - 5 36 - 72 33 - 55 360 - 840

Operations Manager 200 - 400 560 - 700 6.5 - 8 84 - 240 65 - 80 960 - 2,600

Sea / Ocean Freight Manager 250 - 400 560 - 700 7 - 10 104 - 192 70 - 100 960 - 2,200

Air Freight Manager 250 - 400 560 - 700 7 - 10 104 - 192 70 - 100 960 - 2,200

Key Account Manager 250 - 500 360 - 480 7 - 10 130 - 180 65 - 130 800 - 1,800

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 187
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

PROCUREMENT & SUPPLY CHAIN SUPPLY CHAIN

LOGISTICS CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Transport Coordinator 150 - 230 280 - 390 4.5 - 6 30 - 58 40 - 55 300 - 720

Transport Manager 350 - 600 540 - 720 7 - 10 96 - 180 80 - 120 960 - 2,000

Operations Manager 250 - 400 540 - 720 8 - 10 108 - 240 65 - 90 960 - 3,000

Fleet Controller 144 - 300 420 - 540 4.5 - 6 26 - 52 52 - 65 300 - 720

Import / Export Clerk 150 - 200 240 - 340 3.5 - 6.5 26 - 52 33 - 48 300 - 800

Fleet Manager 200 - 350 360 - 480 5 - 7.5 96 - 180 52 - 65 N/A

Trade Compliance Manager 420 - 600 480 - 720 9 - 13 108 - 300 78 - 169 N/A

Logistics Manager 400 - 700 540 - 720 9 - 12 108 - 360 90 - 144 N/A

SUPPLY CHAIN CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

rder lfilment 150 - 350 300 - 420 5.5 - 7 42 - 120 36 - 60 300 - 720

Supply Chain Analyst 200 - 400 350 - 480 7-9 42 - 120 40 - 90 300 - 900

Supply Chain Planner 200 - 350 480 - 560 7-9 42 - 120 40 - 84 300 - 900

Supply Chain Manager 300 - 700 630 - 840 8 - 13 120 - 360 100 - 150 960 - 4,200

Demand Planner 150 - 350 480 - 560 7.5 - 9.5 60 - 144 48 - 96 480 - 2,200

Materials Manager 250 - 600 630 - 840 7 - 12 120 - 300 72 - 110 N/A

Supply Chain Director 800 - 3,000 840 - 1,600 14 - 25 240 - 840 150 - 320 N/A

Planning Manager 400 - 700 N/A 10 - 12 96 - 216 96 - 126 N/A

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 188
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

TECHNOLOGY
TRENDS

SURVEY HIGHLIGHTS ACROSS ASIA EMPLOYEE PERSPECTIVES

CAREER PLANS IN THE NEXT 12 MONTHS TOP FIVE REASONS FOR STAYING

43.6%

1 2 3 4 5
Open to new opportunities

39.9% 39.7% 36.3% 34.3% 27.6% 18.1%

Change organisation but stay within the same role/industry

36.2% Work-life Work location / Flexible Salary Fit in well with Good job
balance working options package manager/ colleagues security
e pr m ted r find a ne r le it in m current rganisati n

35.2%
Stay in the same role with my current organisation
TOP FIVE REASONS FOR LEAVING

1 2 3 4 5
SALARY EXPECTATIONS IN 2024
37.5% 34.5% 30.3% 16.6% 14.3%
3.8% 20.9% 20.5% 23.1% 13.5% 18.3%
Decrease No Change Increase Increase by Increase by Increase by
Seeking new Lack of career Salary package Poor work-life Lack of job
challenges progression was too low balance security

189
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

TECHNOLOGY
TRENDS

CHINA HONG KONG SAR

Leo Shen | Business Director Kenneth Ling | Manager Randy Chan | Senior Key Account Manager,
Contracting
Following a gradual recovery, we anticipate the tech Companies are adopting a more cautious approach to
industry to focus on rebalancing their portfolios. Tech the permanent hiring of tech professionals. Despite this Trends In
companies are likely to curtail or halt expansion in sectors erall c nser atism in estments in specific sect rs
it ut f reseea le s rt r medium term pr fits nstead like cloud technology and cybersecurity remain resilient,
Contract Recruitment
corporations and investors will concentrate on enhancing propelled by the increasing digitalisation of businesses Many high-skilled and executive-level
perati nal efficienc t ac ie e pr fit gr t and the imperative for robust information security. positions are being delegated to contracting
to ensure continued business operations
s rtificial ntelligence generated c ntent c ntinue t gainst t is ac dr p rid and fle i le r ing amidst tig tening udgets
dominate discussions, the job market is witnessing a arrangements are emerging as pivotal considerations candidate-short market is also
surge in related r les n t nl it in tec c mpanies for job seekers evaluating multiple opportunities. The driving uptick in demand.
but also across industries such as manufacturing, energy, appeal f r les t at d n t re uire a full time p sical
retail consumer as well life sciences. presence is attractive to potential candidates. The appeal of hybrid working patterns has
become a pivotal factor for job seekers who
The major employers for tech are shifting from Job seekers are also prioritising stability and long-term lean towards contracting roles. Identifying
software/internet sectors to companies integrating growth trajectory of companies. Proactive and p siti ns t at d n t re uire candidates t e
hardware and software for more cost-effective solutions. transparent communication will play a crucial role in permanently onsite can be attractive
establishing trust and addressing the concerns of job to prospective applicant, including
IN-DEMAND JOBS seekers during the interview process. simplifying and speeding up the
interview screening process.
lg rit m ac ine • Product Manager
IN-DEMAND JOBS
Learning Developer • Full Stack Developer
Employers are also aligning compensation
• Data Scientist • Data Engineer er ecurit nal st • Infrastructure specialist
packages to alleviate concerns among talent
nterprise rc itect • Cloud Engineer er reat ntelligence nal st • Data scientist
and create a more equitable employment
ersecurit nal st • ERP Consultant udit • Data engineer
environment between permanent
IT Security Specialist • Project Manager • Cloud Engineer l ud rc itect
and contracting staff.

190
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

TECHNOLOGY
TRENDS

JAPAN MALAYSIA

Ewan Walton | Senior Manager Adam Sands | Senior Manager, Contracting Mohammad Qasim | Senior Manager

While there are still exciting new projects and initiatives driving tech Trends In The Malaysian market continues to show robust
iring including ac fill p siti ns t e erall atm sp ere is n l nger ealt enefiting fr m sustained p litical sta ilit
characterised by aggressive recruitment. Global macro-economic
Contract Recruitment er t e past ear resentl t e mar et s italit is
factors and a general slowdown have influenced some companies, Technology contracting in Japan is buoyant and propelled by the widespread digitalisation of
impacting t eir c nfidence in e pansi n pting instead f sta ilit continues to offer a multitude of opportunities to processes across various industrial sectors, the
enterprising candidates. There is a vibrant pool of rollout of 5G technology, the establishment of data
en s t e mar et faces a s rtage f ualified candidates due t t e candidates entering the space today as freelancers, centres, and the ongoing digital transformation and
limited increase in the number of IT graduates over the years. This working mothers and older individuals return to the automation of businesses.
scarcity becomes evident when strong candidates do become workforce under increased cost of living pressures.
available, as they are in high demand and often receive multiple offers. e er t ere is a n ta le s rtage f ualified
In niche areas with high requirements, job openings may persist for Employers are also more willing to accept contract tec talent intensified ig c mpetiti n am ng
e tended peri ds r g unfilled workers today, as job requirements grow ever more employers for the available skilled professionals.
complex amidst a limited talent pool. This increased Evolving expectations and preferences of tech
Work-from-home flexibility and work-life balance continue to be acceptance also includes flexibility for hybrid roles, candidates add another layer of complexity. With an
sought after and were added incentives for female candidates. allowing candidates the flexibility of working from array of options, candidates have become
Candidates, on the other hand, are increasingly required to take me in lieu f ellness enefits ic a e sl l discerning, and are able to express
personality or technical skill test as part of their interview prep. declined due to cost cutting measures. Employers higher salary expectations.
and contract workers are recommended to set targets
IN-DEMAND JOBS upfront to collaboratively address any organisational IN-DEMAND JOBS
cost and budgetary performance expectations. It is eni
ata r nal st nal st • Site Reliability Engineer
• ERP Consultant nsurance usiness nal st Project Manager
also essential for employers to maintain a realistic anager & Engineers
• Data Scientists • Project Manager
• Data Scientist ser perience esigner view of the assimilation required during the eni r cc untant
• Cyber Security Engineer • Infrastructure / Cloud Project Manager • DevOps Engineer • Product Manager
onboarding process, given the availability of talents taff cc untant
• Site Reliability Engineer • Information Security / System Risk Management nsultants racle • Cloud Engineer
who can match today’s steep skill requirements.
• Cloud Engineer • Desktop Support • Software Developer • Cyber Security / Infosec

191
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

TECHNOLOGY
TRENDS

SINGAPORE

Jo Synn Tan | Business Director Denise Lee | Team Manager, Contracting

er t e past m nt s ingap re as felt t e Trends In

impact of successive waves of tech retrenchment,
altering the hiring landscape for employers. The
Contract Recruitment
aftermath has led to a more conservative approach, Market indicators suggest a continuous
providing employers with an abundance of candidate trend of innovation and growth, particularly
options compared to the post-pandemic boom period. in the Tech and BSFI sectors. Singapore is
pr acti el increasing its in estment in f r
However, there is still potential for future growth, as technology and banking, which is anticipated
evident from the recent rebound in tech valuations. to drive demand for more specialized skills
The talent crunch is particularly pronounced for trends among employees, consequently leading to
such as cloud computing and machine learning, increased hiring in the market.
which various industries require. This extends to
specialists in Natural Language Processing which ile s me fintec c mpanies a e faced
remains a hot commodity in the market, and cyber headwinds recently, those built on solid
security professionals who are critical to combat the fundamentals are weathering the storm
rise in potential cyber-attacks and data breaches. successfully. This resilience provides ample
reas ns f r ptimism in ntracting
provides opportunities for companies
IN-DEMAND JOBS looking to overcome candidate shortages,
especially as high skilled foreign talent begin
• Cyber Security / Infosec • Site Reliability Engineer
entering the market
ac ine earning ngineer pplicati n upp rt ier
• DevOps Engineer • IT Manager / Head of IT
• Data Scientist • Full Stack developer
• Software Developer • Project Manager

192
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

TECHNOLOGY SOFTWARE DEVELOPMENT

DEVELOPMENT/DESIGN CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Full-Stack Developer 400 - 700 420 - 840 6 - 14 84 - 240 80 - 150 960 - 1,440

Mobile Developer 350 - 650 350 - 840 6 - 12 84 - 220 80 - 150 720 - 1,680

Server-side Developer 300 - 600 350 - 700 6 - 10 72 - 240 80 - 150 720 - 1,440

Front-End Developer 300 - 600 350 - 600 6 - 12 84 - 180 80 - 150 600 - 1,440

Embedded Developer 350 - 700 N/A 6 - 10 74 - 220 80 - 150 720 - 1,080

Back-end Developer 350 - 700 350 - 800 8 - 14 72 - 240 80 - 180 720 - 1,440

DEVELOPMENT/DESIGN CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Web Designer 250 - 450 240 - 500 4-8 62 - 140 60 - 100 600 - 960

UX/UI Designer 250 - 600 500 - 900 5 - 12 84 - 240 80 - 120 600 - 1,200

Java Developer 400 - 700 450 - 840 6 - 12 84 - 240 80 - 150 720 - 1,440

SOFTWARE TESTING CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Test Analyst 250 - 350 420 - 800 6-8 80 - 120 60 - 90 480 - 840

Senior Test Analyst 300 - 500 600 - 1,000 8 - 10 84 - 140 80 - 140 840 - 1,200

QA Manager 420 - 630 600 - 880 8 - 14 156 - 240 100 - 180 1,440 - 1,800

QA Director 580 - 850 700 - 1,100 10 - 16 264 - 330 160 - 240 2,100 - 2,640

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 193
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

TECHNOLOGY SOFTWARE DEVELOPMENT

IOT CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Solution Architect - IOT 650 - 1,100 720 - 1,080 8 - 13 240 - 384 120 - 300 1,440 - 2,400

IOT Engineer 400 - 700 550 - 720 7 - 11 168 - 264 80 - 144 720 - 1,080

n ineer nno ation 400 - 700 550 - 720 7 - 11 180 - 360 90 - 180 960 - 1,440

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 194
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

TECHNOLOGY SOFTWARE DEVELOPMENT | FINANCIAL SERVICES (JAVA/C++/C#)

CASH (All asset classes) CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

on fi er sso iate 200 - 350 420 - 650 6 - 10 70 - 120 60 - 80 600 - 960

AVP Senior Associate 350 - 500 700 - 1,000 13 - 20 90 - 160 90 - 140 960 - 1,200

Vice President 500 - 900 900 - 1,500 13 - 20 160 - 220 175 - 250 1,440 - 1,800

Executive Director 1,200 - 1,500 1,500 - 2,000 20 - 35 220 - 350 250 - 350 2,400 - 3,000

Managing Director 1,500 - 1,800 2,000+ 40+ 300+ 350+ 3,600+

DERIVATIVES (All asset classes) CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

on fi er sso iate 150 - 250 480 - 700 6 - 10 80 - 100 70 - 90 600 - 960

AVP Senior Associate 300 - 450 700 - 1,000 8 - 12 90 - 160 90 - 140 960 - 1,200

Vice President 450 - 800 920 - 1,500 13 - 20 160 - 220 175 - 250 1,440 - 1,800

Executive Director 1,000 - 1,300 1,500 - 2,000 20 - 35 220 - 330 250 - 350 2,400 - 3,000

Managing Director 1,300 - 1,600 2,000+ 40+ 320+ 400+ 3,600+

ELECTRONIC TRADING CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

on fi er sso iate 150 - 250 480 - 700 6 - 10 80 - 100 80 - 100 600 - 960

AVP Senior Associate 300 - 450 700 - 1,000 8 - 12 110 - 150 100 - 140 960 - 1,200

Vice President 500 - 800 950 - 1,500 13 - 20 160 - 240 175 - 250 1,440 - 1,800

Executive Director 1,000 - 1,300 1,500 - 2,000 20 - 35 240 - 320 250 - 350 2,400 - 3,000

Managing Director 1,300 - 1,600 2,000+ 40+ 320+ 350+ 3,600+

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 195
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

TECHNOLOGY SOFTWARE DEVELOPMENT | FINANCIAL SERVICES

APPLICATION DEVELOPMENT CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Database Developer 300 - 450 360 - 540 6 - 12 80 - 150 70 - 120 600 - 960

Application Architect / Lead Developer 500 - 800 900 - 1,300 10 - 16 150 - 260 120 - 220 1,800 - 2,400

Development Manager 500 - 800 720 - 1,200 10 - 18 144 - 300 140 - 240 2,400 - 3,000

APPLICATION SUPPORT CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Application Support 650 - 900 650 - 900 6 - 12 60 - 140 70 - 120 480 - 840

Application Support Manager 780 - 1,200 780 - 1,200 10 - 18 132 - 192 100 - 180 960 - 1,440

PROJECT MANAGEMENT CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Business Analyst 200 - 350 400 - 600 8 - 15 96 - 156 N/A 600 - 1,080

Project Manager 300 - 550 600 - 750 10 - 18 120 - 300 N/A 1,080 - 2,160

Program Manager 350 - 650 720 - 840 14 - 18 300 - 720 N/A 2,160 - 3,000

Project Co-ordinators / PMO 500 - 800 600 - 780 6 - 12 120 - 360 N/A 840 - 1,440

Service Delivery Manager 500 - 800 600 - 750 10 - 14 144 - 300 N/A 2,160 - 3,000

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 196
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

TECHNOLOGY SOFTWARE DEVELOPMENT | FINANCIAL SERVICES

PROJECT MANAGEMENT CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Test Manager 300 - 450 650 - 750 10 - 14 156 - 240 140 - 200 1,800 - 2,400

Test Analyst N/A 400 - 500 6 - 10 108 - 156 70 - 120 840 - 1,080

MANAGEMENT CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Infrastructure Manager 300 - 450 720 - 850 10 - 18 150 - 300 96 - 180 960 - 1,440

e elo ment ana er ront fi e 300 - 550 720 - 960 14 - 20 120 - 240 160 - 260 N/A

Development Manager - Middle/Back 350 - 750 840 - 1,080 12 - 18 120 - 240 140 - 240 N/A

IT Director 750 - 1,500 900 - 1,300 20 - 30 300 - 540 144 - 240 1,800 - 3,000

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 197
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

TECHNOLOGY DATA & ADVANCED ANALYTICS

AI CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

AI Developer 450 - 1,000 420 - 960 7 - 18 96 - 240 70 - 150 840 - 1,440

AI Global Solution Architect 800 - 1,500 840 - 1,200 10 - 18 180 - 360 144+ N/A

Deep Learning Project Manager 400 - 850 900 - 1,320 8 - 16 180 - 360 120 - 180 N/A

Machine learning Engineer 450 - 1,000 780 - 1,080 7 - 18 96 - 240 70 - 150 840 - 1,800

DATA SPECIALISTS CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Data Architect 500 - 1,200 600 - 1,200 10 - 18 144 - 300 100 - 180 1,440 - 2,400

DBA 300 - 500 420 - 660 8 - 12 96 - 300 60 - 120 600 - 1,440

Data Modeller 300 - 600 420 - 700 10 - 14 144 - 240 60 - 120 600 - 1,440

Data Warehouse Consultant 300 - 400 420 - 840 10 - 18 120 - 240 60 - 120 600 - 1,440

Business Intelligence 300 - 550 420 - 780 10 - 15 120 - 240 60 - 150 1,080 - 2,160

DATA ANALYTICS CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Data Analyst 350 - 600 384 - 660 6 - 12 96 - 180 54 - 96 480 - 840

Senior / Lead Data Analyst 500 - 800 600 - 960 9 - 16 120 - 216 72 - 144 840 - 1,080

Head of Analytics 800 - 1,500 1,200 - 2,400 14 - 22 240 - 540 120 - 240 1,440 - 2,160

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 198
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

TECHNOLOGY DATA & ADVANCED ANALYTICS

DATA ENGINEERING CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Data Engineer 300 - 550 500 - 700 8 - 12 120 - 240 72 - 108 600 - 1,080

Senior / Lead Data Engineer 450 - 1,200 600 - 900 9 - 16 144 - 264 100 - 180 1,200 - 1,800

Head of Data Engineering 1,200 - 1,500 960 - 1,400 14 - 22 240 - 360 180 - 300 1,800 - 2,400

DATA SCIENCE CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Data Scientist 500 - 1,200 500 - 1,200 8 - 14 120 - 300 50 - 90 840 - 1,440

Senior / Lead Data Scientist 750 - 1,500 750 - 1,500 14 - 18 144 - 300 100 - 180 1,200 - 1,800

Head of Data Science 1,200 - 2,500 1,200 - 2,500 16 - 24 240 - 360 180 - 300 1,800 - 2,400

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 199
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

TECHNOLOGY CYBERSECURITY

CYBERSECURITY CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Digital Forensics 400 - 550 400 - 900 8 - 16 180 - 360 100 - 216 N/A

Incident Respone Specialist 400 - 750 600 - 1,200 8 - 17 120 - 300 100 - 216 N/A

Cybersecurity Consultant 550 - 800 360 - 1,200 8 - 18 180 - 400 100 - 216 N/A

Malware Reverse Engineer 300 - 450 360 - 750 N/A 240 - 360 100 - 216 N/A

CYBERSECURITY CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Security Operations Center Analyst 250 - 400 N/A 6 - 12 84 - 240 84 - 180 N/A

Penetration Tester 400 - 600 N/A 8 - 14 144 - 240 100 - 200 N/A

Threat Intelligence Analyst 300 - 500 N/A 6 - 12 180 - 360 100 - 200 N/A

CISO 1,000 - 1,800 N/A 15 - 25 360 - 720 200 - 500 N/A

Cybersecurity Architect 750 - 1,200 N/A 9 - 16 240 - 420 150 - 250 N/A

CYBERSECURITY CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Security Engineer 400 - 650 650 - 800 8 - 16 100 - 300 75 - 144 N/A

Security Consultant 400 - 800 1,000 - 1,200 8 - 18 120 - 260 100 - 155 N/A

IT Audit 400 - 800 600- 1,000 8 - 16 96 - 180 90 - 175 N/A

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 200
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

TECHNOLOGY CYBERSECURITY

CYBERSECURITY JAPAN MALAYSIA THAILAND

IT Security / IT Risk 10 - 18 180 - 480 N/A

IT Audit 10 - 18 180 - 420 N/A

BCP Manager 10 - 18 180 - 300 N/A

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 201
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

TECHNOLOGY PROJECTS & CHANGE

ANALYSIS & PROJECT CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Technical Business Administration 250 - 380 500 - 800 8 - 12 120 - 180 78 - 120 720 - 1,080

Business / Process Analyst 300 - 550 500 - 800 8 - 12 96 - 180 70 - 144 720 - 1,080

Systems Analyst 350 - 600 360 - 660 8 - 12 90 - 144 78 - 120 720 - 1,080

ANALYSIS & PROJECT CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Project Manager 320 - 600 580 - 950 8 - 14 120 - 300 84 - 168 1,080 - 1,440

Project / Program Director 550 - 1,200 850 - 1,300 12 - 18 300 - 720 150 - 250 3,000 - 4,200

Product Manager 600 - 1,500 500 - 700 8 - 15 84 - 300 80 - 150 840 - 1,800

ERP/CRM CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

PeopleSoft Technical 250 - 420 550 - 900 12 - 16 90 - 150 80 - 130 960 - 1,440

PeopleSoft Functional 250 - 450 670 - 900 10 - 18 100 - 180 90 - 170 960 - 1,440

Basis Administration 150 - 200 500 - 700 N/A 120 - 200 90 - 150 1,080 - 1,440

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 202
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

TECHNOLOGY PROJECTS & CHANGE

ERP/CRM CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

SAP Analyst 220 - 450 500 - 800 10 - 14 96 - 144 75 - 130 600 - 840

SAP Functional Consultant 300 - 600 520 - 900 10 - 18 144 - 300 95 - 160 1,440 - 2,160

Oracle / SAP Developer 220 - 550 700 - 1,000 10 - 12 120 - 360 84 - 144 960 - 1,440

ERP Project Manager 600 - 1,000 800 - 1200 8 - 14 144 - 300 108 - 168 1,800 - 2,400

MANAGEMENT ROLES CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Client Relationship Manager 400 - 800 700 - 900 10 - 16 160 - 260 160 - 250 N/A

Professional Services Manager 600 - 1,200 1,000 - 1,800 12 - 16 180 - 300 160 - 250 N/A

Director Network Operations 600 - 1,000 800 - 1,000 12 - 20 240 - 420 180 - 250 N/A

IT Director 800 - 1,800 1,000 - 2,000 15 - 25 300 - 720 180 - 350 3,000 - 3,600

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 203
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

TECHNOLOGY PROJECTS & CHANGE | COMMERCIAL TECHNOLOGY

BUSINESS DEVELOPMENT CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Presales Consultant 300 - 600 550 - 900 10 - 14 100 - 200 130 - 215 1,080 - 3,000

Presales Manager 600 - 800 700 - 900 14 - 22 144 - 300 170 - 300 1,800 - 3,600

Technical Sales Manager 600 - 900 1,400 - 1,800 14 - 22 216 - 350 170 - 300 1,800 - 3,600

Industry Consultants 300 - 600 N/A N/A 300 - 480 320 - 550 N/A

BUSINESS DEVELOPMENT CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Account Manager 390 - 845 620 - 830 10 - 20 120 - 180 100 - 210 N/A

Manager 455 - 700 750 - 1,100 10 - 16 150 - 210 115 - 220 N/A

Senior Manager 500 - 1,000 1,000 - 2,000 12 - 18 168 - 300 160 - 270 N/A

Sales Director 800 - 1,500 1,500 - 1,800 10 - 20 240 - 480 275 - 680 N/A

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 204
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

TECHNOLOGY LEADERSHIP - EXECUTIVE | TECHNOLOGY BUSINESS

MANAGEMENT ROLES CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

ie n ormation fi er 1,500 - 3,000 1,800 - 3,500 18 - 30 300 - 720 300 - 525 3,600 - 5,400

ie e nolo fi er 2,000 - 3,500 1,700 - 3,000 12 - 26 300 - 720 250 - 500 3,000 - 4,800

ie rod t fi er N/A N/A N/A 480 - 720 250 - 420 3,000 - 4,800

MANAGEMENT ROLES CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Head of Digital Transformation 800 - 1,500 1,500 - 1,800 14 - 20 300 - 600 250 - 420 1,800 - 3,000

ie ata fi er 1,500 - 2,200 2,000 - 2,500 16 - 22 300 - 550 250 - 420 3,000 - 4,200

Head of Product 1,500 - 2,500 1,300 - 1,800 15 - 25 300 - 550 150 - 300 1,800 - 3,000

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 205
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

TECHNOLOGY INFRASTRUCTURE & CLOUD

CLOUD CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Cloud Engineer 400 - 550 360 - 800 6 - 12 120 - 240 60 - 144 600 - 960

Cloud Architect 500 - 850 740 - 1,080 8 - 15 180 - 300 120 - 200 1,080 - 3,000

Cloud Consultant 380 - 650 700 - 1,100 8 - 12 180 - 300 90 - 165 1,080 - 2,400

DevOps CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

DevOps Engineer 350 - 550 540 - 960 6 - 12 96 - 240 72 - 140 840 - 1,080

DevOps Architect 500 - 800 840 - 1,320 8 - 15 200 - 300 100 - 150 1,440 - 1,800

Site Reliability Engineer 350 - 600 600 - 960 6 - 12 96 - 240 84 - 180 720 - 1,080

MANAGEMENT ROLES CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Data Centre Manager 500 - 1,100 650 - 1,100 8 - 14 144 - 240 85 - 120 N/A

Service Delivery Manager 600 - 1,000 700 - 1,100 10 - 15 120 - 300 100 - 200 1,800 - 3,000

Helpdesk Manager 280 - 600 480 - 1,000 8 - 12 96 - 216 85 - 140 N/A

Network Manager 300 - 600 750 - 1,000 10 - 14 120 - 360 100 - 180 N/A

IT Manager 400 - 850 750 - 1,200 11 - 16 120 - 300 90 - 190 1,800 - 3,000

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 206
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

TECHNOLOGY INFRASTRUCTURE & CLOUD

SYSTEMS ADMIN CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Unix Admin 280 - 450 500 - 900 8 - 12 N/A 70 - 120 N/A

Cloud Sybase / Oracle / MS SQL DBA 350 - 580 550 - 800 8 - 12 96 - 240 70 - 150 600 - 1,080

Storage Engineer 350 - 450 460 - 860 8 - 12 120 - 240 75 - 125 N/A

Voice Engineer 300 - 400 660 - 950 8 - 12 96 - 216 N/A N/A

Network Engineer 300 - 500 550 - 750 8 - 12 96 - 300 70 - 130 720 - 1,080

Windows (Wintel) Admin 300 - 450 420 - 800 8 - 12 60 - 200 60 - 120 N/A

Linux Engineer N/A 420 - 540 N/A 84 - 220 70 - 120 N/A

TECHNICAL SPECIALIST CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Messaging Specialist N/A N/A N/A N/A N/A N/A

Unix Consultant N/A 500 - 900 8 - 12 120 - 216 80 - 140 N/A

Pre Sales Engineer 250 - 500 500 - 920 10 - 18 120 - 300 120 - 190 1,080 - 3,000

Technical Support / IT Helpdesk 150 - 300 300 - 480 N/A N/A 48 - 90 600 - 1,080

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 207
 INTRODUCTION | KEY INSIGHTS | REGION SPOTLIGHT | INDUSTRY BREAKDOWN | ABOUT US

TECHNOLOGY INFRASTRUCTURE & CLOUD

WAN CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Cisco Engineer 180 - 300 500 - 800 8 - 14 84 - 240 55 - 100 N/A

Voice/Comms Engineer 220 - 350 560 - 1,000 8 - 10 96 - 240 65 - 100 N/A

Network Design 300 - 450 550 - 1,000 10 - 14 120 - 300 90 - 150 N/A

Technical Architect 350 - 500 760 - 1,400 12 - 16 140 - 300 120 - 180 1,440 - 1,800

Solutions & Enterprise Architect 400 - 550 760 - 1,400 12 - 16 180 - 420 140 - 220 1,800 - 3,600

NOC Engineer 150 - 220 460 - 760 6-8 84 - 200 54 - 80 N/A

NOTES:
Salary ranges are represented in local currencies in ‘000 excluding Japan which is stated in millions. All salaries are representative of the total package value. 208
CONTACT US
PLANNING YOUR NEXT CAREER MOVE?

Whether you’re seeking for a job that aligns with your career and salary expectations or aiming for more flexibility to take on business-critical
projects and hone your skills simultaneously, we’re here to partner with you and help you achieve your ambitions.

BROWSE CURRENTLY SHARE YOUR CV, SO OUR RECRUITERS

AVAILABLE JOBS IN YOUR LOCATION CAN CONNECT WITH YOU ON SUITABLE ROLES

China China

Hong Kong SAR Hong Kong SAR

Japan Japan

Malaysia Malaysia

Singapore Singapore

Thailand Thailand

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CONTACT US
WHAT’S YOUR TALENT MANAGEMENT CHALLENGE?

Whatever your hiring needs, we bring the talent, the technology, and the market expertise you need to achieve the right outcomes for your organisation.

RECRUITMENT SERVICES AT HAYS

1. PERMANENT RECRUITMENT 2. CONTRACT RECRUITMENT

Our Find & Engage model combines the best recruitment Supplement your workforce with our database of highly
practices and candidate relationships with new technology specialised temp or contract workers to better respond DID YOU KNOW
and data science techniques – so you get the right match to market needs and demands. Hays was awarded Asia’s
for any role. Best Finance & Accounting
Hays provides employment of record and payroll-related Recruiter in FutureCFO
Committed support throughout offer, acceptance, and services, empowering your organisation to achieve Excellence Awards 2024.
notice period. business-critical impact. These services include: This Readers’ Choice
Award voted amongst
• Monthly payroll processing 29,000 CFOs and finance
Navigate organisational change and empower your leaders, recognises leading
• Visa/employment pass/work permit requirements and
business transformation with inspirational executive hires. service providers that
processing
support and advance the
• Reference checks performance of finance
• Onboarding teams across Asia.
• Tax administration, employment contracts, insurance.

CONNECT WITH HAYS

FIND OUT HOW WE CAN HELP

China Malaysia
Hong Kong SAR Singapore
Japan Thailand

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CONTACT US
3. ENTERPRISE SOLUTIONS
As your organisation evolves and scales, you need a service provider that shares your ambition. Enterprise Solutions at Hays is committed to meeting your
workforce needs and help you solve the complex challenges that you face today, tomorrow, and in the future.

Find our full scope of services below that brings together permanent and contract solutions, bespoke advisory services, and market insights to build a holistic
talent strategy designed for success in an increasingly complex world of work.

RECRUITMENT VENDOR CONTRACTOR

PROCESS OUTSOURCING MANAGEMENT SYSTEM MANAGEMENT OUTSOURCING DID YOU KNOW
Gain access to quality talent, increase • Improve contingent workforce Manage contingent workforce with
attraction and retention and reduce speed to visibility and control. onboarding, contractor care, and our Hays was recognised
hire by transferring all or part of your • Direct Sourcing compliance and payment framework. as a Star Performer
permanent recruitment and staffing supplier • Build and nurture your proprietary for Recruitment
management to us. talent pools. Process Outsourcing
(RPO) Services in the
Everest Group’s PEAK
Matrix Assessment in
MANAGED SERVICE TOTAL EARLY CAREERS
2022. This
PROGRAMME TALENT SOLUTIONS • Optimise and future-proof your achievement
talent pipeline. underscores Hays as
Enhance your contingent workforce strategy Improve speed to market and employer
• Services Procurement a leader in the
to deliver the right talent at the right time. brand across the full talent spectrum.
• Achieve business outcomes and optimum competitive RPO
This includes all temporary workers,
return on investment at lower costs. space.
contractors, consultants, and resources
engaged under a Statement of Work.

China Hong Kong SAR Japan

GET IN TOUCH WITH THE TEAM
TO FIND THE BEST SOLUTION
Malaysia Singapore Thailand

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ABOUT HAYS
Hays, the world's leading organisation in recruiting qualified, professional, and skilled workers.
We invest in lifelong partnerships that empower people and businesses to succeed. With over 50
years’ success under our belts and a workforce of over 13,000 in 33 countries, we’ve evolved to
put our customers at the heart of everything we do. We continue to strengthen our position in c. 40,000 249 33 21 56
Asia with the world-leading ISO 9001:2015 certification in all our operational markets in Asia Clients worked Offices Countries Industries Years of
including China, Hong Kong SAR, Japan, Malaysia, Singapore, and Thailand. So much more than with worldwide experience
a specialist recruitment business, what really sets us apart is our knowledge through scale,
deep understanding, and our ability to meaningfully innovate for our customers.

Whether you’re looking for what’s next in your career, or workforce solutions such as RPO, MSP
and contract recruitment, you can rely on us to deliver today and help you plan for tomorrow.

Connect with our local recruiting experts at your nearest Hays office:

CHINA HONG KONG SAR JAPAN MALAYSIA SINGAPORE THAILAND

Beijing Guangzhou Hong Kong SAR Tokyo Kuala Lumpur Singapore Bangkok
+86 10 8648 7900 +86 20 3811 0333 +852 2521 8884 +81 3 3560 1188 +60 3 7890 6152 +65 6223 4535 66 02 460 6194
[email protected] [email protected] [email protected] [email protected] [email protected] [email protected] [email protected]

Shanghai Osaka Sunway

+86 21 2322 9600 +81 6 6457 7272 +60 3 7890 6200
[email protected] [email protected] [email protected]

Suzhou Yokohama
+86 512 8780 7725 +81 45 326 3130
[email protected] [email protected]

hays-china.cn hays.com.hk hays.co.jp hays.com.my hays.com.sg hays.co.th

HAYS LEADERSHIP TEAM:

MARC BURRAGE SUE WEI GRANT TORRENS TOM OSBORNE NATASHA ISHAK JOHN BORNEMAN YOKE PEI ONG
Managing Director, Managing Director, Managing Director, Managing Director, Regional Director, Regional Director, Country Director,
Asia Greater China Japan Southeast Asia Malaysia Singapore Thailand

© Copyright Hays plc 2024. The HAYS word, the H devices, HAYS WORKING FOR YOUR TOMORROW and Powering the world of work and associated logos. 2024 HAYS ASIA SALARY GUIDE 212