Salary & Employment Forecast: Opinions You Can Count On

India | 2012/2013
Michael Page International
Salary & Employment Forecast
Opinions you can count on. Information you can trust.
Contents
Michael Page International Market Overview Finance & Accounting Sales & Marketing Human Resources Technology Banking & Financial Services 3 4 5 8 11 13 16
Worldwide leaders in specialist recruitment.
Salary & Employment Forecast 2012/2013

Welcome to the Michael Page International Salary & Employment Forecast for 2012/2013. Michael Page International is a worldwide leader in specialist recruitment. Through our belief in organic growth, rather than by mergers or acquisitions, we have built a truly global business with over 5,000 people in 164 offices across 34 countries worldwide. We have evolved to become one of the best known and most respected recruitment consultancies in the world and are proud to set the standard within our profession for specialist service with a personal touch. Coming from all major industry sectors, our clients range from market leading multinationals to small and medium sized enterprises. There are a number of current industry surveys that provide qualitative insight on hiring intentions and salary levels, however the Michael Page International Salary & Employment Forecast combines both quantitative and qualitative research derived from our national survey of employers and our extensive involvement in the professional labor market. Our annual forecast, covers a range of issues and trends relevant to todays corporate sector and establishes the Salary & Employment Forecast as a highly reputable report, based on indepth national research. The Salary & Employment Forecast provides employers and job seekers with useful insights into the hiring expectations, recruitment challenges and wage forecasts of hiring managers over the coming year, and covers five areas of specialisation as detailed below: Finance & Accounting Sales & Marketing Human Resources Technology Banking & Financial Services I wish to thank everyone who contributed to this years Salary & Employment Forecast and trust you will find the new report helpful and informative. We welcome your feedback and encourage you to contact us for further information or market specific advice at www.michaelpage.co.in/contactus. Best regards, Tulika Tripathi Managing Director, India
Market Overview
The recruitment market in India has proved resilient over the past six to 12 months with a number of economic and sector trends having an impact on the local market. While uncertainty among companies that are keeping an eye on developments in the Eurozone has resulted in fewer headcount increase approvals and delayed hiring decisions, the Eurozone impact has also created opportunities. In particular, within the Financial Services sector banks have been increasing their exposure to offshoring back office functions to India in order to obtain cost optimisation and this is creating jobs growth. With regards to demand for talent, there is greater hiring demand at the middle management level across all sectors but some slowing at the senior end as multinational companies look at transferring their senior people into available international roles. Aligned with this, top talent with experience working in India as well as some international exposure is in high demand and employers are willing to pay a premium local package to obtain them. Furthermore, certain specialist skill sets currently limited in the existing talent pool are also in high demand. A number of themes are creating changes to the recruitment market that are likely to continue in the medium to long-term. The changes to Foreign Direct Investment (FDI) in India will create growth in the Retail recruitment market as more large retail chains look to enter the country. This will also create increased demand for Procurement and Supply Chain professionals to work on identifying efficiencies in processes. Within the Finance sector, the move from Indian accounting standards to the International Financial Reporting Standards (IFRS) remains a challenge and professionals with IFRS skills are in demand. For Sales and Marketing professionals, more opportunities are expected as medium size multinational companies across all sectors expand into India, and in particular companies in the renewable energy, retail and consumer brands both FMCG and FMCD. As markets in India grow quicker than the workforce, experienced professionals at the middle to senior level across a number of sectors remain in short supply. Overall, there has been strong growth on year-onyear salaries. Experienced professionals staying in the same role can expect salary increases of between 10% and 15% while for those changing roles, salary increases of between 15% and 20% will be expected. The shortage of talent is also driving many Indian professionals that are based offshore to consider returning home in order to capitalise on the growing employment opportunities. Talent attraction and retention remains a key focus for employers, with a number of strategies being implemented. Employers are changing team structures to create more hierarchies in order to provide promotion opportunities for their people and providing counter offers in employee buybacks to retain key senior staff. Employers are also paying more attention to company branding and improving communications to their people and prospective talent. The recruitment market in India remains relatively immature, with much hiring activity conducted through in-house recruitment teams and internal referrals. However, the requirement for specialist skill sets is creating a shift and employers are increasingly recognising the need for a specialist recruitment partner to help them find the best person for specific roles. Looking forward, the next 12 months are likely to see positive jobs growth with continued opportunities for qualified and highly skilled professionals across the range of sectors. With the recruitment process lengthened due to the tightening of headcount approvals, employers are increasingly looking at internal mobility as an option.
Finance & Accounting



Michael Page Finance and Accounting recruits professionals in middle and senior level positions across all sectors within commerce and industry. sectors continue to drive strong jobs growth for finance and accounting professionals. The telecom and infrastructure sectors have seen high rates of attrition, resulting in recruitment occurring primarily due to replacement needs. A significant number of manufacturing companies are diversifying into new lines of business and are looking for top talent with a strong professional background in well-known companies. Overall, the Indian recruitment market is showing reasonable signs of growth with an increasing trend towards sourcing quality professionals with high calibre skills.
Salary expectations
Over the next 12 months, most finance and accounting professionals can expect an average percentage salary increase of between 12% and 18%.
Market overview
The availability of international finance talent has risen over the last 12 months, largely due to the lack of growth opportunities in overseas markets like Europe and America. The availability of local finance professionals has also grown, which is mainly due to the willingness of professionals to switch jobs following the awarding of annual bonuses in March this year. Chartered Accountants in the banking, financial services and insurance (BFSI) sector are accepting substantial pay cuts to move to industry, primarily because of job security and stability. Finance professionals from the services industry, especially telecom and hospitality, are increasingly looking to change sectors due to the challenges these industries are going through. We have also seen the mobility of talent from the larger metros to upcoming shared centre hubs such as Pune for better opportunities.
Skills in demand
In early 2012, demand grew for talented finance professionals within manufacturing and pharmaceutical businesses. Hiring activity has also raised for strategy and corporate finance roles across all sectors. Investor relations and core accounting roles at senior levels continue to be in demand. With a lot of MNC clients entering India, the demand for international professionals with multi-culture exposure has grown. There has been an increased demand for Plant Controllers at remote locations, with companies paying a very high premium for quality talent to relocate. These companies have increasingly become more specific about the required skill set, rather than settling for local candidates. Many professionals working with blue chip companies are now willing to join green field assignments for faster growth opportunities.
Industry trends
With India still better off to troubled economic conditions overseas, a number of MNCs are setting up new operations and are aggressively hiring finance professionals in India. Indian MNCs are also looking for international talent to fuel their global expansion plans. The manufacturing, pharmaceutical and logistics

INR Lacs Role General
CFO/Finance Director (large organisation) CFO/Finance Director (small/medium organisation) CFO/Finance Director (shared services centre) GM Finance/Financial Controller (large organisation) GM Finance/Financial Controller (small/medium organisation) GM Finance/Financial Controller (Plant) Finance Manager (large organisation) Finance Manager (small/medium organisation) Finance Manager (shared services centre) Financial & Planning Analysis Manager Financial/Business Analyst Financial Accounting Group Accounting Consolidation N/A N/A N/A N/A N/A 1220 1520 1218 812 1520 815 815 N/A 2030 812 812 812 1520 1525 1015 1218 N/A 1218 1520 1215 1418 1418 N/A 3040 2530 3040 2025 2030 2030 1825 1220 2030 1520 1520 2025 3040 1220 1220 1220 2030 2535 1525 1825 2025 1825 2025 1632 1836 1836 80100 4050 3040 4050 2535 3040 3040 N/A 2025 3040 2025 2025 2535 4050 2030 2025 2025 3040 50 2540 2535 2550 2540 2530 3260 3670 3670 125+ 50+ 40+ 50+ 35+ 40+ N/A N/A N/A 40+ N/A N/A 35+ 50+ 30+ N/A N/A 40+ 50+ 40+ 35+ 50+ 40+ 30+ 60+ 70+ 70+
3 to 5 years
5 to 10 years
10 to 15 years
More than 15 years
Specialist
Finance Strategy Costing Accounts Receivable Accounts Payable Treasury Tax International Tax Direct/Indirect Corporate Finance Investor Relations Internal Audit Pricing
Public Accounting (Big 4)

Audit Tax Transaction Advisory
Please note: 1. These figures represent total remuneration (ie. cash, statutory superannuation component and benefits), excluding bonus/incentive schemes/stock options. 2. In all categories the ca/cpa qualifications will lead to a premium in salaries earned (for example the salaries at the higher level in each band are likely to be earned). 3. These salaries ranges have been determined using local salary structures. Expatriate or local plus packages will typically offer higher salaries and more comprehensive benefit packages including tax equalisation.
Sales & Marketing


Sales & Marketing

Our Sales and Marketing function recruits professionals within middle and senior roles across the following sectors: Consumer Goods Healthcare & Life sciences Information Technology & Telecommunications (IT & T) The IT&T sector has experienced a tremendous change over the past 12 months, with increased pressure on revenue generation. IT&T operators have tightened their budgets and vendors are seeing a decrease in business activity as a result. Adding to this is the lack of clarity from Government agencies around policy, which has lead to the industry adopting a wait and see approach in response to the uncertainty. Overall, hiring activity for sales and marketing professionals within the IT&T sector has slowed as a result of stricter budget controls, with some companies undertaking major restructuring in an effort to avoid redundancies. Despite the limited hiring in the telecommunications sector, there is ongoing demand for professionals with Value-Added Services (VAS) and Data experience. We continue to see a demand for technically strong and commercially astute sales professionals with proven track records. Across the board in the e-commerce space, we have also seen a spate of hiring with a keen interest in individuals with strong analytical experience and exposure to the retail sector.
Market overview and industry trends

The healthcare & life sciences market covers companies within the pharmaceutical, bio-technology, medical technology and healthcare sectors. This market is highly competitive in India and remains dominated by low-priced, domestically-produced generics. This market proved resilient over the last 12 months, with many companies continuing to recruit talent with specialist and professional skill sets in early 2012. Recruitment activity within the consumer goods industry was also positive for sales and marketing professionals over the last 12 months. Although job opportunities did not grow at an exceptional rate, the sector was largely immune to the economic recessions and slowdowns that affected most other industries. Major consumer goods companies reported a stable year on year growth rate of approximately 10% to 25%. However, some well established brands did experience above average growth because of their low base, relatively low penetration and more recent entry into the Indian market. There is still huge potential in India for various new consumer goods companies to enter the market and for established brands to extend their product lines.
Salary expectations
For most companies, salaries have been relatively stable over the last 12 months. Strong candidates who are currently employed in the consumer good and retail sectors are negotiating increases of 10% to 15% in the current market. In the healthcare & life sciences sector, the average percentage salary increase is in the range of 15% to 20%.
Skills in demand
Talent shortages are particularly acute in the Pharmaceutical sector where business unit heeds are in strong demand. Although the business environment remains cautious, there is ongoing demand for junior to mid-level account management and sales roles within the consumer products industry. Skills such as brand management, channel management, digital media handling and new business development are highly sought-after. Across the healthcare & life sciences area, we see hiring demand for Marketing Managers for specific therapy areas, with exposure to areas like cardio, diabetes, CNS and other chronic therapies considered especially valuable. Another area experiencing skills shortages is regulatory affairs and compliance, as well as research and development. Business development professionals are also in high demand, with many companies seeking talented professionals with over 12 years of experience across different therapy areas and within multiple organisations.
Sales & Marketing

INR Lacs Role Consumer Products
Sales Marketing Trade Marketing Brand Management Category Management Communications & CSR Channel Management Product Management Healthcare & Life Sciences Sales Regulatory Affairs Marketing Brand Management Category Management Communications & CSR Product Management 8-12 15-25 10-15 10-15 10-15 8-12 8-12 12-15 12-15 10-18 12-15 10-15 15-18 10-15 8-12 10-15 10-15 12-20 25-40 15-25 15-20 15-20 12-18 10-20 15-22 15-22 20-30 16-22 18-25 20-30 10-20 12-18 18-25 15-20 15-25 40-50 25-30 20-30 20-30 18-25 20-25 25-35 25-35 25-30 20-30 20-30 25-35 20-30 18-25 25-35 25-30 25+ 50+ 30+ 30+ 30+ 25+ 25+ 40+ 40+ 30+ 30+ 30+ 40+ 35 25+ 40+ 25+ 10-15 12-16 12-18 12-18 12-18 10-12 10-18 10-15 12-20 14-18 22-30 18-25 15-22 11-18 20-30 18-25 17-30 18-30 25-35 20-40 20-30 20-30 25-30 20-40 30+ 35+ 40+ 40+ 30+ 25+ 30+ 40+
3 to 5 years
5 to 10 years
10 to 15 years
More than 15 years
Technology & Telecommunications

Business Development Account Management (Enterprise/Corporate Account) Channel Sales Marketing Brand Management Regulatory Affairs PR/Communications Channel Marketing Product Management Alliance/Partnership Management
10
Human Resources

11
Human Resources
Our Human Resources (HR) function recruits professionals within middle and senior roles across all industries.
Market overview
Over the past 12 months, multinationals have expanded their operations in India as a foundation for growth throughout South Asia. This has fuelled demand for human resource professionals at all levels, particularly across the professional services, technology, banking, financial services, insurance and pharmaceutical sectors. Soft skills such as communication and a good educational background have gained importance alongside technical knowledge, with many organisations taking concrete steps towards becoming more people-centric. Human Resources (HR) as a function is also evolving along with the changing environment. As companies become more diverse and more strategic at the same time, HR functions will need a strong pipeline of talent to help organisations drive business growth.
the domestic market. There will be increased demand for human resources professionals to act as business partners in companies that have outsourced training, development and talent management professionals, but now require these skills to be based inhouse. As companies in the banking sector exercise caution in hiring due to the weak US and European economies, they will place a higher focus on staff retention strategies such as succession planning. Outside the banking, financial services and insurance (BFSI) sector investment into HR has seen an increasing demand for business partners who understand the needs of their internal clients and who can take proactive initiatives to drive the business forward as a first line interface. In addition to this, the opportunity cost of high attrition rates can be tackled by a holistic and effective employee engagement policy.
Salary expectations
Employers are offering competitive salary increases to attract and retain staff, given the ongoing shortage of highly skilled professionals. To retain human resources professionals, average salary increases of between 10% and 12% are likely in commercial firms, with a slightly higher rate anticipated for the banking sector.
Skills in demand
The highest demand is for professionals with experience in staff retention, covering areas such as training, learning and development, employee engagement and succession planning. Other areas of demand include compensation and benefits, talent acquisition, sales and frontline training .
Industry trends
Recruitment activity for Human Resources professionals will continue to increase over the next 12 months as more companies expand in
INR Lacs Role Commerce & Industry

Head of Human Resources HR Generalist/Business Partner Compensation and Benefits Learning and Development Talent Acquisition Talent Management Industrial Relations HRIS Payroll HR Consulting/Projects NA 12-17 10-15 10-15 8-14 10-15 NA 8-10 NA 12-15 NA 15-20 15-20 10-15 10-15 10-15 NA NA 12-15 NA 21-27 18-24 18-23 15-21 18-23 12-15 13-18 10-15 20-25 NA 25-30 25-30 18-23 18-25 18-23 13-18 10-15 20-25 35-50 30-36 30-35 30-35 26-32 30-35 18-23 25-30 18-22 30-40 40-55 34-42 30-40 25-35 25-35 25-35 25-30 18-22 30-40 60-80 40-70 40-55 40-55 40-50 40-55 25-35 40-50 NA 40-70 70-100 50-75 45-60 40-55 40-55 45-60 40-50 NA 40-70
3 to 5 years
5 to 10 years
10 to 15 years
More than 15 years
Banking & Financial Services

Head of Human Resources HR Generalist/Business Partner Compensation and Benefits Learning and Development Talent Acquisition Talent Management HRIS Payroll HR Consulting/Projects
12
Technology

13
Technology
Our Technology function specializes in the Banking & Financial Services Industry, recruiting mid-senior level professionals across Business-IT, IT risk, Infrastructure, BCP, Development, Project & Program Management. management teams supporting global operations across APAC to North American businesses. The situation with product companies and service providers for FS also works around the same principles and operate pre-sales, consulting and development teams for both Indian and overseas clients.
Skills in demand
The highest demand has been in the areas of application development particularly in front office platforms, business analysts, QA, IT risk & governance, business intelligence and data warehousing. We have also seen a surge in the appetite for returning Indians who are exposed to newer technologies within the financial services space, driven by more roles being migrated to India by multi-national banks. Finally, people management and leadership skills continue to be an area of low supply and high demand with growing team sizes.
Market overview
The job market within the Technology in FS space is split into four distinct organization types in India. Product companies dedicated to developing applications & tools for FS clients, 3rd Party Service Providers & ITES companies which have developed specialized project management & development support expertise for FS clients, Indian banks and finally global MNC captive/KPO centers. Given that Indias financial services sector continues to be one of the fastest growing and inclusive within emerging markets, the usage of IT has become especially important across key areas such as operational efficiency, governance & risk and alternate solutions like mobile platforms enabling smooth and scalable expansion. The MNC Captive Banks have leveraged on the existing technology talent pool from the IT/ITES companies to grow application development, business analysis and project
Industry trends
The technology in banking industry itself continues to grow at a rapid pace. With the pressures of increasing productivity and reducing costs, the option of growing ones investment into safe, proven technology solutions becomes an attractive option. Technology that mitigates regulatory risk, allows better customer focus and most importantly allows the option of developing new customer segments through better reach and connectivity is both imperative and inevitable for the Indian economy. As expected, the resultant trend is that of higher expectations in terms of quality from customers towards banks, for banks from their service providers and consequently from their employees. Weve also seen more business-IT alignment come through owing to this, with more and more specialists technologies and services being developed to support specific asset classes or processes across financial services institutions.
Salary Expectations
With growing cost of living and talent demand the salary outlook remains on the rise, averaging at 15-20%.
14
Technology
INR Lacs Role Development, Design & Architecture
Analyst Programmer Solutions Architect Enterprise Architect Application Development Database Management Database Administrator Data Warehousing/Modelling Specialist Data Architect 5-7 NA NA 5-7 NA 7-10 NA NA 4-8 5-9 NA NA 10-20 20-30 22-30 10-20 15-25 12-20 15-20 18-27 10-20 12-22 15-25 NA 25-35 32-42 35-45 22-32 30-40 22-30 25-35 32-42 22-32 25-40 30-40 NA NA NA 50-65 NA 40-60 40-55 NA 50-70 35-50 45-60 45-65 65-100 5-10 NA NA 5-10 15-25 20-30 NA 18-28 28-38 35-45 35-50 30-45 NA 45-55 50-65 NA
Analyst/ Associate
AVP
VP
Director+
Infrastructure/Network
Network/Server Engineer Service Delivery IT Security
Project & General Management

Project Manager Programme Manager Business Analyst Testing Business Intelligence CIO/CTO
15


16

Michael Page Banking and Financial Services recruits professionals in middle and senior level positions across all verticals in the banking industry. Front Office Middle Office Operations
Industry trends
While looking for a new role, banking and financial services professionals are actively evaluating and exploring all possible options in the market. As a result, multiple offers are quite common and counter-offers remain strong. Close control over non-resident Indian professionals is required from all parties involved in the hiring process. There is a shortage of high quality mid-level professionals within the front office area, as foreign banks continue to specifically target this talent pool. However, within the back office areas, there has not been a shortage in associate level professionals across different backgrounds and roles. Smaller firms are considered particularly attractive for Senior Analysts and Junior Associates, as they gain exposure to multiple business areas. Temporary, contractbased opportunities have also proven to be an attractive opportunity for expatriate professionals, as it allows them to experience working in a different environment without long-term commitment. Another trend to be noted is related to working shifts. While most professionals are prepared to work long hours and travel, late shifts are becoming a growing concern, particularly for employees who are required to care for family members. These professionals tend to prefer working with larger, well-known companies who can offer work/life balance initiatives. This becomes a good proposition for senior professionals who can add value to boutique firms, and because they are predominantly focused on the domestic market, they can work around flexible timings. With regard to front office areas, some European and American banks are slowing their processes, however Australian and Asian banks are tending to hire more aggressively. There is also a distinct sign that the corporate banking area is showing some significant market movement at a senior level. Most firms are re-strategising their hiring needs following a busy first half of 2012. If exceptional professionals are available, banks tend to move quickly to ensure they secure the best talent in the market before their competitors.
Market overview
Within the investment banking area, domestic banks were active recruiters of senior banking professionals over the last 12 months. Boutique investment banks also competed for the top banking talent and secured some industry stalwarts across corporate finance, equity capital markets and debt capital markets. Multinational banks adopted a more cautious approach to hiring given the uncertainty in global markets, with many choosing to downsize their investment banking teams to better align with market conditions. On the buy-side, some industry veterans chose to leave reputed global platforms to start their own funds. Given the tough fund raising climate, this has proved to be challenging. Funds have looked for more specific experience and exposure to certain sectors as opposed to sector agnostic roles, with many funds opting for professionals with both operational experience and analytical skills. In the sales and trading area, hiring activity within brokerages has been muted across all hierarchies due to minimal revenue numbers. However, candidate movement is expected to increase across brokerages following the awarding of bonus payments in mid 2012. Hiring activity has been limited within multinational private banks over the past 12 months, as slow growth, global financial pressures and high costs led many established companies to downsize their staff to minimum levels. Some well known multinational commercial banks also resorted to downsizing and hiring freezes in early 2012. This activity, coupled with the lowering of fee income on investment products, has translated directly through to private banks having to re-invent their business model. Conversely, domestic banks have seen a marginal increase in hiring activity given their comparatively higher focus on Indian markets and the fact that they operate in the middle customer segment in categories of net-worth ranging from USD$1 million to USD$10 million.
hire CA/CFA qualified professionals with regulatory knowledge such as US GAAP and IFRS. Senior professionals with business development skills and origination experience are particularly sought-after, particularly if they have working experience in India. There has also been a definite increase in demand for trade sales and trade finance professionals across major multinational banks; both domestic and those entering the India market. Private bankers with strong AuM continue to be in demand. Professionals with international work experience and career stability are considered particularly valuable. Many banks are also looking to increase their ratio of female to male employees. Senior Diversity Operations professionals in India that specialise in non-vanilla derivatives and swaps with international experience are highly sought.
Salary expectations
Over the next 12 months, the salary outlook for most banking and financial services professionals is set to be positive. Average percentage salary increase of between 10% and 12% are most likely, with higher increases reserved for top performers.
Skills in demand
The strong demand for qualified MBA professionals continues in the Indian market. Many institutions are looking to
17

Finance
INR Lacs Role Central Finance
CFO Financial Reporting Tax Accountant Management Reporting Costing Controls/Analytics Legal Entity Control Regulatory Reporting N/A 815 815 815 815 815 815 1016 1016 812 1016 1016 1016 N/A 1825 1828 1825 1828 1825 1825 1829 1829 1825 1828 1828 1828 N/A 3242 3545 3242 3545 3242 3242 3546 3546 3045 3546 3546 3546 6090 5070 5070 5070 5070 5070 5070 5080 5080 5080 5080 5080 5080 100+ 100+ N/A N/A N/A N/A N/A N/A N/A N/A 90+ 90+ 90+
Associate
Associate Vice President
Vice President
Director
Managing Director
Valuations
Quantitative Price Testing
Finance Projects
Business Analyst/Change Management
Product Control
Money Market Equities Commodities & Derivatives
Audit, Compliance & Risk

INR Lacs Role Audit
Internal Audit 815 814 814 815 815 814 814 1824 1823 1623 1623 1825 1823 1824 3040 3040 3040 3042 3045 3042 3042 4560 4560 4560 4560 5080 5080 5080 N/A 90+ N/A 90+ 90+ 90+ 90+
Associate
Vice President
Director
Managing Director
Compliance
KYC/AML ( Anti Money Laundering) Regulatory Compliance Legal
Risk
Market Risk Credit Risk Operational Risk
18

Operations
INR Lacs Role Operations
Head of Operations/COO Project Management Quality Transitions Payments & Cash Management N/A 49 58 48 59 48 812 610 410 812 N/A 610 412 510 510 48 510 48 510 510 510 N/A 1225 1525 1222 1425 1218 1528 1530 1225 1225 1528 1222 1220 1425 1425 1018 1425 1020 1425 1425 1425 4575 2540 2545 2535 3045 2240 3545 3045 2540 2545 3045 2540 2030 2540 2540 2035 2540 2035 2545 2545 2545 90140 5070 5080 4560 5075 4560 5075 5060 4560 4570 5070 4060 3040 4560 4560 4050 4560 4050 4560 4560 4560 120180 7090 80100 7090 75120 7090 80120 7590 6080 70120 75120 60100 5080 75120 75120 5580 75120 5580 75120 75120 75120
Associate
Vice President
Director
Managing Director
Middle Office
Client Servicing Trade Support/Capture Reference Data Corporate Actions Business Management Change Management Fund Administration
Back Office
Collections Settlement Reconciliation Documentation Collateral Management ISDA Documentation Transaction Management Trade Finance Operations Credit Administration/Loan Operations
19

FRONT OFFICE Investment Banking
INR Lacs Role Investment Banking (Domestic Banks)
Corporate Finance/M&A Sales & Trading Equity Research Debt Capital Markets 12-18 10-15 10-15 6-12 45-55 18-25 18-22 18-22 10-13 10-12 50-65 22-27 16-22 22-28 15-25 15-25 15-22 55-65 25-35 25-35 25-35 15-22 12-15 65-80 30-37 22-28 32-38 25-40 30-45 22-28 70-90 40-70 40-70 50-70 23-28 20-25 90-110 45-65 40-50 55-70 55-70 55-70 45-65 100-120 90-110 90-110 90-110 NA NA 150-175 70-90 70-90 110-135 NA NA NA 160-200 NA NA NA NA NA 225-275 150-200 130-150
Associate
Senior Associate / AVP
Vice President
Director
Managing Director
Investment Banking (MNC Banks)

Corporate Finance/M&A Sales & Trading Equity Research Debt Capital Markets
Investment Banking (KPO)

Corporate Finance/M&A Equity Research
Private Equity & VC

Global Fund Fund Size USD 200700 mn Fund Size <USD 200 mn
Private Banking
INR Lacs Role
Head of Private Banking Private Banker AuM>USD 50 mn Private Banker AuM<USD 50 mn Investment Counsellor Product Specialist Lending
Associate
NA NA NA NA NA NA

NA 15-22 22-30 13-18 15-22 20-25
Vice President
NA 25-40 35-45 20-28 25-35 25-32
Director
100-150 NA 45-60 NA NA 35-40
Managing Director
150-200 NA 60-80 NA NA NA
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Contact us
Michael Page is the best positioned specialist recruitment firm to support your business growth across India. Contact us for a discussion about your requirements and the ways in which we can add value to your business.
Mumbai
12th floor Express Towers, Nariman Point Mumbai, India 400021 Tel +91 (0) 22 4368 8000 Fax +91 (0) 22 4368 8001 [email protected]
Gurgaon
10th floor Tower C, Building No. 8, DLF Phase II, DLF Cybercity Gurgaon, Haryana, India 122002 Tel +91 (0) 124 452 5500 Fax +91 (0) 124 452 5555 [email protected]
Put our experience to work
BKC
5th Floor, 2 North Avenue, Maker Maxity, BandraKurla Complex, Bandra (E), Mumbai, India 400051 Tel +91 (0) 22 4236 3300 Fax +91 (0) 22 4236 3301 [email protected]
Worldwide leaders in specialist recruitment

www.michaelpage.co.in

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India | 2012/2013

Michael Page International