2018 Robert Half Salary Guide Australia

2018
SALARY
GUIDE
Contents
1 From the Managing Director ADMINISTRATION AND OFFICE
SUPPORT
2 About the Salary Guide
46 Workplace trends
FINANCE AND ACCOUNTING 51 Positions and skills in demand
5 Workplace trends 52 Remuneration trends
9 Positions and skills in demand 53 Salaries
11 Remuneration trends
13 Salaries
60 Calculate your custom salary
FINANCIAL SERVICES 61 Additional remuneration trends
23 Salaries 63 Building a happy, engaged and

productive team
TECHNOLOGY
26 Workplace trends
31 Positions and skills in demand
33 Remuneration trends
34 Salaries
2018 SALARY GUIDE | ROBERTHALF.COM.AU 2

From the
Managing Director
Low unemployment and jobseekers continuously seeking new career
opportunities are driving a vibrant and dynamic job market across Australia
and New Zealand.
Significant east coast infrastructure investment, as well as the expectation of a recovery in

the mining sector are additional factors helping to drive employment confidence across
multiple sectors in New South Wales and Victoria. There are also encouraging signs
of growth for Western Australia and Queensland, with New Zealand continuing to see
steady progress across the employment market. However, significant skill shortages across
Australia and New Zealand remain in the finance and technology sectors, keeping highly-
skilled professionals in strong demand.
While wage growth across Australia and New Zealand has been slow, top performers are
still being rewarded with competitive remuneration. And while salary isn’t the only element
professionals consider in a remuneration package, many professionals are actively seeking
either a pay rise or a better-paying job elsewhere as their cost of living rises. Thus 2018 is
shaping to be an eventful year for jobseekers and hiring managers alike.
At Robert Half, we’ve dedicated 70 years to helping clients grow their businesses and
candidates thrive in their careers, and we know that the happiest employees are also
the most productive and engaged, with salary being an important pillar in overall job
satisfaction.
We are pleased to introduce a new concept to our Salary Guide this year. Based on the
feedback received from both employers and candidates, the salary ranges are presented
in percentiles (rather than the low-to-high ranges used previously). This allows hiring
managers to better benchmark starting salaries against a candidate’s experience and
qualifications, as well as guides candidates through the necessary steps they can take to
earn a higher salary. The 2018 Robert Half Salary Guide aims to empower both hiring
managers and candidates for the year ahead.
For tailored advice on how we can help with your recruitment and job search needs,
please contact us for more information.
David Jones
Senior Managing Director - Asia Pacific
Robert Half

About the
Salary Guide
The 2018 Robert Half Salary Guide offers an extensive overview of current salary ranges,
and specific remuneration and job trends for finance, accounting, technology and
administrative professionals.
• Managing a team? Always be armed with the right salary information – whether
it is for job advertisements, HR budgeting, or performance reviews.
• Plotting your next career move? Set the right expectations when looking for a
new role or promotion – and understand what skills you need to succeed.
WHAT’S DIFFERENT ABOUT THE 2018 SALARY GUIDE?

Because employers and jobseekers are looking for very detailed salary information, the
previously-used low and high salary ranges have been replaced with percentiles. These
percentiles are determined by a candidate’s skillset and experience level, as well as the
complexity of their role. By providing a more comprehensive salary overview for all jobs, this
new approach allows both hiring managers and candidates to better benchmark starting
salaries with what other companies are offering.
“The
“ Robert Half Salary Guide is a practical tool that provides
detailed insight into the market and saves us from going through
expensive market benchmarking. It also allows us to quickly and
easily ensure our remuneration arrangements are competitive,
and helps focus our talent acquisition in the right areas.”
Chris Dougherty, General Manager of Human Resources at PresCare

WHAT HASN’T CHANGED?
The information is based on Robert Half’s current salary data and analysis of the thousands of
job placements made every year. As well as insights from experienced Robert Half consultants
and directors, the Salary Guide also contains market-leading research based on independent
workplace surveys with Chief Financial Officers (CFOs), Chief Information Officers (CIOs),
hiring managers and office workers across Australia and New Zealand*.
Robert Half would like to acknowledge and thank the following contributors:
• Megan Alexander, General Manager at Robert Half New Zealand

• Andrew Brushfield, Director at Robert Half Australia
• Nerida Bruyn, Concessions Business Partner at oOh!media
• Heidi Crick, Senior Human Resources Advisor at Kaelus
• Jawid Dadarkar, Managing Director at Lindentech
• Chris Dougherty, General Manager of Human Resources at PresCare
• David Jones, Senior Managing Director at Robert Half Asia Pacific
• Andrew Morris, Director at Robert Half Australia
• Bryn Nicholson, Digital Marketing Director at Yellow Brick Road Holdings Limited
• Brendan Sheehan, Managing Director at White Squires and ACCA Council Member
For more information, and access to our Salary Calculator, please visit our Salary Centre.
“I“ have found the Robert Half Salary Guide to be incredibly

useful in benchmarking salaries for a number of roles within our
business. To be able to have an expert guide on hand to ensure
the information I am providing to managers and staff is correct
is invaluable.”
Heidi Crick, Senior Human Resources Advisor at Kaelus
* The workplace survey is independently conducted and commissioned by Robert Half. The CFO surveys were
carried out in January and December 2017 amongst 160 CFOs in Australia and 100 CFOs in New Zealand.
The CIO survey was carried out in June-July 2017 amongst 160 CIOs in Australia. Additionally, 500 hiring
managers were also surveyed in December 2017, amongst which 300 were in Australia and 200 were in New
Zealand. Furthermore, an omnibus survey was carried out in the third quarter of 2016 that surveyed more than
2,000 office workers in Australia, and again in December 2017 that surveyed 1,000 office workers in Australia.

Finance and
accounting
of Australian and 93% of New Zealand

99% CFOs find it challenging to source qualified
finance professionals.

Workplace trends
THE AGE OF DISRUPTION
Finance employment growth across both Australia and New Zealand remains consistently
steady, yet an ongoing skills shortage, combined with the disruptive forces of automation
and digitisation continues to impact the finance sector throughout 2018. Companies need
to rapidly adapt to change while improving the overall productivity and efficiency of the
finance function if they want to maintain their competitive edge.
Functional areas within finance and accounting where it is

challenging to find qualified candidates*
AUSTRALIA NEW ZEALAND
40% 39% 39% 33% 32% 40% 38% 33% 32% 29%
Financial Financial Financial/ Financial/ Business/ Business/ Financial Financial/ Financial/ Credit
planning manage- Manage- Manage- Financial Financial manage- Manage- Manage- manage-
and ment ment ment analysis analysis ment ment ment ment
analysis reporting accounting reporting accounting
* Source: Independent survey commissioned by Robert Half among 160 CFOs in Australia and 100 CFOs in
New Zealand (multiple answers allowed).

AUTOMATION SET TO CREATE MORE JOBS THAN IT REPLACES
The finance and accounting industry is witnessing firsthand the impact of automation, with
many areas of the finance function expected to be automated through digital transformation.
However, rather than eliminating jobs, automation is expected to bring new opportunities for
employees as they shift their focus to activities that add value to their organisation.
Hiring plans for finance and accounting professionals to

help implement digitisation/automation efforts*
ADDING NEW ADDING NEW TEMPORARY/

PERMANENT POSITIONS: CONTRACT POSITIONS:
46% 39% 36% 28%
Australia New Zealand Australia New Zealand
DID YOU 86% of Australian CFOs and 84% of New

KNOW? Zealand CFOs agree workplace automation does
not imply a reduction in finance employees, but
rather, it requires a shift in the necessary skills.
New Zealand.

Finance functions that are either already automated or
likely to be disrupted within the next three years*
88% 85% 84% 77% 77% 72% 67% 66% 64% 62%
Data Invoicing Financial Data Credit Data Invoicing Data Project Report
collection report entry management collection entry manage- analysis
generation ment
reporting
“Workplace
“ automation is not about destroying jobs, but rather,
adapting to change – which in turn leads to new opportunities.
Companies need to bring in additional expertise to lead this
change, and focus on staff training to ensure their workforces have
the adequate skills to leverage the benefits brought by technology.”
Andrew Brushfield, Director at Robert Half Australia

STAFF RETENTION IN THE DIGITAL AGE
Finance and accounting employers are not only having to contend with a competitive
recruitment market, but are also facing challenges retaining their top talent in the digital age.
As manual tasks are gradually being replaced by automation, financial analysis, management
skills and commercial acumen are the stand-out skills for finance professionals to possess –
making the retention of these professionals a top priority for employers.
DID YOU The average voluntary turnover rate of finance

KNOW? employees is 19% for Australian employers and
18% for New Zealand employers.
Top 5 finance and accounting areas where voluntary

employee turnover is higher than the average*
53% 38% 37% 36% 27% 59% 46% 42% 29% 27%
Financial Business/ Accounts Credit Accounting Financial Accounts Credit Audit Business/
manage- Financial Payable/ manage- manage- Payable/ manage- Financial
ment analysis Receivable ment ment Receivable ment analysis
“Businesses
“ need to prioritise effective staff retention strategies
and address any underlying causes of staff turnover – otherwise
they risk losing valuable company knowledge, productivity and
customers, which can ultimately lead to financial setbacks.”
Megan Alexander, General Manager at Robert Half New Zealand

Positions and
skills in demand
DID YOU 81% of Australian CFOs and 72% of New Zealand

KNOW? CFOs are confident their finance team have the
necessary skills to manage the development and
implementation of digitisation in their organisation.
Digital transformation is setting the standard for future skillsets with the automation of the
finance and accounting profession driving a broad shift in employer expectations. Finance and
accounting professionals need more than just formal qualifications – they also need to shift
their skillsets towards analytics, quick learning, the adoption of new technological processes,
and commercial acumen to drive business agendas forward.
“Companies
“ need to adjust their approach towards effectively
recruiting and retaining professionals with skillsets such as
analytics, creativity, problem-solving and strategic thinking.”
As well as supercharging the in-demand skills of today’s finance and accounting professionals,
the increased focus on technological solutions requires more finance and accounting
professionals with the right IT skills to leverage these new financial systems, specifically:
• Predictive analytics • Oracle

• Accounts payable automation • TM1 – enterprise planning software
• SAP accounting software • Cognos

Top 3 characteristics for finance and accounting
professionals in the digital age*
Ability to influence ideas Openness to change
Flexibility Openness to new ideas
Communication Communication
“Finance
“ staff and accountants have a critical role to play in
shaping the society of the future, but we need to focus on
developing our leadership, management and communication skills
if we are to fulfil our potential as individuals and as a profession
in the digital age.”
Brendan Sheehan, Managing Director at White Squires and
ACCA Council Member
Top 3 finance and accounting positions in demand

Senior Financial Accountant Accounts Payable Officer
Business Analyst (Business Partner) Financial Accountant
Finance Manager Financial Controller

Remuneration trends
The skills transition brought about by automation means candidates with IT-based skillsets
are highly sought-after, resulting in more leveraging power for top finance employees when
it comes to salary negotiation. Consequently, and even with slow wage growth in both
Australia and New Zealand, many employers realise that awarding a pay increase to their
top performers is an efficient retention measure.
100% of New Zealand CFOs

are planning to award
29%
an average of
98% of Australian CFOs of their staff with an average

are planning to award salary increase of
23% 8%
an average of
of their staff with an average

salary increase of
9%
Although a competitive salary is crucial for attracting the best candidates in a climate of slow wage
growth and rising cost of living, it is not necessarily always the prime motivator for jobseekers. This
is particularly true for millennial workers, for whom the chance to work for an innovative company,
professional development, and interesting and varied work are also key incentives.
“In
“ order to attract the workforce of the future, companies need to
diversify their remuneration offerings to focus on more than just
salary, which can include tailored talent management programs
and flexibility.”

Pay rises – A guide for employers and employees
FOR EMPLOYEES FOR EMPLOYERS
Timing: Give managers plenty of notice Treat the request seriously: Listen
so they have time to prepare for your to the pay rise request and establish
pay rise request. clear expectations on what is required
to earn higher pay.
State your case: Clearly explain and
provide examples of why you deserve a Provide regular feedback: Offer
pay rise. regular opportunities where you can
discuss salaries with the employee.
Highlight increased responsibilities:
Elaborate on additional tasks performed Consult a salary guide: Use the
outside your regular job description. Robert Half Salary Guide to compare
your team’s salary against industry
Emphasise your value: Highlight how
benchmarks.
learning new skills has increased your
results and improved performance. Review past performance: Consider
awarding a pay rise when an employee
Know what you’re worth: Consult the
has achieved continuously outstanding
Robert Half Salary Guide to measure results.
your pay against industry benchmarks.
Offer an alternative to more pay:
If a pay rise is not feasible, offer perks
such as flexible working hours or
professional development opportunities.

Salaries
HOW TO USE THE SALARY PERCENTILES
When deciding on remuneration, several factors come into play such as experience, skills and
job complexity. A company’s remuneration policy plus other benefits, as well as competition for
individuals, can also affect salaries. Here’s how these factors correlate with the compensation
figures provided:
PERCENTILE 25TH 50TH (MIDPOINT) 75TH 95TH
Candidate Less experience Average More experience Significant,

experience than typical experience than typical highly relevant
level experience
Candidate Skills require Necessary skills Strong skillset; High level

skills/ development to meet job may include of expertise,
expertise requirements specialised including
certifications specialised
certifications
Job Role may be in Role may be Role may be Role may be

complexity/ an industry with of average fairly complex highly complex
duties low competition complexity or in a fairly and more
for talent or in an competitive strategic in
or smaller, industry where industry for nature than
less complex competition talent usual; may
organisation or for talent is be in a highly
department moderate competitive
industry for talent
The salary figures represent gross yearly starting salaries. Bonuses, incentives and other forms
of remuneration, such as benefits and superannuation are not included.
The salaries listed are based on actual placements made by our offices in Australia and New
Zealand, as well as an analysis of the demand for the role, the supply of talent and other
market conditions. In some situations, it’s possible that remuneration will fall above or below
the percentiles provided.

Salaries
Finance and accounting
JOB TITLE 25TH 50TH 75TH 95TH

MIDPOINT
BRISBANE
ACCOUNTING
Assistant Accountant $ 50,000 $ 55,000 $ 60,000 $ 65,000
Accountant $ 75,000 $ 85,000 $ 90,000 $ 95,000
Senior Accountant $ 85,000 $ 95,000 $ 105,000 $ 115,000
Accounting Manager/Director $ 110,000 $ 130,000 $ 150,000 $ 170,000
Group Accountant $ 90,000 $ 105,000 $ 115,000 $ 125,000
Accounts Payable Clerk $ 50,000 $ 55,000 $ 60,000 $ 65,000
Accounts Payable Manager $ 75,000 $ 85,000 $ 95,000 $ 105,000
Accounts Receivable Clerk $ 50,000 $ 55,000 $ 60,000 $ 65,000
Accounts Receivable Manager $ 75,000 $ 85,000 $ 95,000 $ 105,000
Bookkeeper $ 50,000 $ 60,000 $ 65,000 $ 70,000
Corporate Accountant $ 90,000 $ 110,000 $ 125,000 $ 140,000
Cost Accountant $ 75,000 $ 90,000 $ 105,000 $ 115,000
Financial Accountant $ 75,000 $ 85,000 $ 95,000 $ 105,000
Senior Financial Accountant $ 90,000 $ 100,000 $ 110,000 $ 120,000
Management Accountant $ 75,000 $ 85,000 $ 95,000 $ 105,000
Senior Management Accountant $ 90,000 $ 105,000 $ 115,000 $ 130,000
Project Accountant $ 75,000 $ 85,000 $ 100,000 $ 110,000
FINANCIAL/BUSINESS ANALYSIS
Business Analyst $ 80,000 $ 90,000 $ 110,000 $ 120,000
Senior Business Analyst $ 95,000 $ 110,000 $ 125,000 $ 140,000
Financial Analyst $ 80,000 $ 90,000 $ 110,000 $ 120,000
Senior Financial Analyst $ 95,000 $ 110,000 $ 125,000 $ 140,000
Financial Planning & Analysis Manager $ 125,000 $ 135,000 $ 150,000 $ 175,000
Commercial Analyst $ 90,000 $ 105,000 $ 115,000 $ 130,000
Commercial Manager $ 130,000 $ 150,000 $ 175,000 $ 200,000
TO DISCUSS RECRUITMENT AND SALARY TRENDS IN YOUR REGION
CONTACT US

MIDPOINT
FINANCIAL MANAGEMENT
Finance Manager $ 110,000 $ 125,000 $ 140,000 $ 160,000
Financial Controller $ 120,000 $ 140,000 $ 160,000 $ 175,000
CFO/Finance Director (SME) $ 150,000 $ 175,000 $ 190,000 $ 200,000
CFO/Finance Director (Large/MN) $ 200,000 $ 275,000 $ 330,000 $ 400,000
CREDIT MANAGEMENT
Credit Analyst $ 55,000 $ 60,000 $ 65,000 $ 75,000
Credit Controller $ 50,000 $ 55,000 $ 60,000 $ 65,000
Credit Manager $ 75,000 $ 90,000 $ 105,000 $ 125,000
INTERNAL AUDIT
Internal Auditor $ 65,000 $ 70,000 $ 75,000 $ 80,000
Senior Internal Auditor $ 80,000 $ 90,000 $ 100,000 $ 110,000
Internal Audit Manager $ 100,000 $ 115,000 $ 130,000 $ 140,000
PAYROLL
Payroll Clerk/Officer $ 55,000 $ 60,000 $ 65,000 $ 70,000
Senior Payroll Officer $ 70,000 $ 75,000 $ 80,000 $ 85,000
Payroll Manager $ 80,000 $ 90,000 $ 100,000 $ 115,000
TAX
Tax Accountant $ 70,000 $ 80,000 $ 90,000 $ 100,000
Senior Tax Accountant $ 90,000 $ 100,000 $ 110,000 $ 120,000
Tax Manager $ 110,000 $ 115,000 $ 130,000 $ 145,000
Head of Tax $ 145,000 $ 170,000 $ 190,000 $ 205,000
TREASURY
Treasury Accountant $ 70,000 $ 80,000 $ 90,000 $ 100,000
Treasury Manager $ 120,000 $ 135,000 $ 150,000 $ 175,000
Treasurer $ 80,000 $ 105,000 $ 120,000 $ 135,000
EXTERNAL AUDIT/BUSINESS ADVISORY SERVICES

Business Advisory Services Accountant/Auditor $ 50,000 $ 58,000 $ 65,000 $ 70,000
Business Advisory Services Senior Accountant/

$ 65,000 $ 70,000 $ 75,000 $ 80,000
Senior Auditor
Business Advisory Services Assistant Manager $ 80,000 $ 85,000 $ 90,000 $ 95,000

Business Advisory Services Manager/
$ 95,000 $ 105,000 $ 115,000 $ 125,000
Audit Manager
Business Advisory Services Partner/Business
Advisory Services Director/Audit Partner/ $ 175,000 $ 225,000 $ 275,000 $ 350,000
Audit Director
CONTACT US

MIDPOINT
MELBOURNE
ACCOUNTING
Accountant $ 75,000 $ 82,000 $ 90,000 $ 100,000
Accounting Manager/Director $ 85,000 $ 105,000 $ 120,000 $ 135,000
Bookkeeper $ 55,000 $ 60,000 $ 65,000 $ 75,000
Cost Accountant $ 85,000 $ 100,000 $ 110,000 $ 120,000
Finance Manager $ 100,000 $ 125,000 $ 145,000 $ 165,000
CONTACT US

MIDPOINT
CREDIT MANAGEMENT
Credit Analyst $ 65,000 $ 72,000 $ 82,000 $ 90,000
Credit Manager $ 75,000 $ 90,000 $ 100,000 $ 115,000
INTERNAL AUDIT
PAYROLL
Payroll Manager $ 85,000 $ 95,000 $ 105,000 $ 120,000
TAX
Tax Accountant $ 65,000 $ 75,000 $ 80,000 $ 85,000
Tax Manager $ 110,000 $ 125,000 $ 145,000 $ 160,000
Head of Tax $ 160,000 $ 175,000 $ 195,000 $ 215,000
TREASURY
Treasurer $ 175,000 $ 190,000 $ 205,000 $ 215,000

$ 75,000 $ 82,000 $ 90,000 $ 100,000
Senior Auditor
$ 95,000 $ 110,000 $ 130,000 $ 150,000
Audit Manager
Business Advisory Services Principal/
$ 150,000 $ 250,000 $ 350,000 $ 400,000
Audit Principal
CONTACT US

MIDPOINT
PERTH
ACCOUNTING
Accountant $ 70,000 $ 78,000 $ 90,000 $ 100,000
Bookkeeper $ 57,000 $ 62,000 $ 68,000 $ 75,000
Cost Accountant $ 80,000 $ 85,000 $ 90,000 $ 95,000
Finance Manager $ 90,000 $ 100,000 $ 120,000 $ 140,000
CONTACT US

MIDPOINT
CREDIT MANAGEMENT
Credit Analyst $ 55,000 $ 72,000 $ 85,000 $ 98,000
Credit Manager $ 65,000 $ 80,000 $ 90,000 $ 105,000
INTERNAL AUDIT
PAYROLL
Payroll Manager $ 68,000 $ 80,000 $ 95,000 $ 110,000
TAX
Tax Accountant $ 70,000 $ 80,000 $ 90,000 $ 100,000
Tax Manager $ 120,000 $ 135,000 $ 142,000 $ 155,000
Head of Tax $ 175,000 $ 200,000 $ 220,000 $ 240,000
TREASURY
Treasurer $ 82,000 $ 95,000 $ 102,000 $ 112,000

$ 75,000 $ 80,000 $ 88,000 $ 95,000
Senior Auditor
$ 100,000 $ 112,000 $ 118,000 $ 125,000
Audit Manager
Audit Director
CONTACT US

MIDPOINT
SYDNEY
ACCOUNTING
Accountant $ 80,000 $ 87,000 $ 95,000 $ 110,000
Finance Manager $ 115,000 $ 122,000 $ 135,000 $ 155,000
CONTACT US

MIDPOINT
CREDIT MANAGEMENT
Credit Analyst $ 55,000 $ 75,000 $ 95,000 $ 110,000
Credit Manager $ 75,000 $ 87,000 $ 100,000 $ 120,000
INTERNAL AUDIT
PAYROLL
Payroll Manager $ 75,000 $ 90,000 $ 115,000 $ 130,000
TAX
Tax Accountant $ 80,000 $ 87,000 $ 95,000 $ 105,000
Tax Manager $ 135,000 $ 145,000 $ 160,000 $ 180,000
Head of Tax $ 165,000 $ 180,000 $ 210,000 $ 270,000
TREASURY
Treasurer $ 110,000 $ 130,000 $ 160,000 $ 190,000

$ 75,000 $ 82,000 $ 90,000 $ 105,000
Senior Auditor
$ 90,000 $ 100,000 $ 115,000 $ 125,000
Audit Manager
Audit Director
CONTACT US

MIDPOINT
AUCKLAND
ACCOUNTING
Accounting Clerk $ 46,000 $ 55,000 $ 60,000 $ 65,000
Accountant $ 75,000 $ 82,000 $ 93,000 $ 100,000
Bookkeeper $ 60,000 $ 68,000 $ 75,000 $ 82,000
Cost Accountant $ 76,000 $ 90,000 $ 110,000 $ 130,000
Finance Manager $ 100,000 $ 120,000 $ 130,000 $ 140,000
CREDIT MANAGEMENT
Credit Manager $ 70,000 $ 85,000 $ 110,000 $ 130,000
INTERNAL AUDIT
PAYROLL
Payroll Manager $ 76,000 $ 85,000 $ 110,000 $ 130,000
TAX & TREASURY

Tax Accountant $ 80,000 $ 100,000 $ 115,000 $ 130,000
Tax Manager $ 100,000 $ 125,000 $ 140,000 $ 160,000
CONTACT US

Salaries
Financial services

MIDPOINT
SYDNEY
COMPLIANCE/ANTI-MONEY LAUNDERING
Analyst $ 70,000 $ 85,000 $ 95,000 $ 110,000
Manager $ 110,000 $ 125,000 $ 130,000 $ 135,000
Senior Manager/Executive Manager $ 135,000 $ 155,000 $ 162,000 $ 170,000
Head of Compliance $ 170,000 $ 200,000 $ 220,000 $ 250,000
CREDIT RISK
Analyst $ 65,000 $ 75,000 $ 85,000 $ 100,000
Manager $ 110,000 $ 120,000 $ 128,000 $ 135,000
Head of Credit Risk $ 170,000 $ 195,000 $ 210,000 $ 220,000
FINANCIAL CONTROL
Analyst $ 55,000 $ 70,000 $ 80,000 $ 95,000
Manager $ 95,000 $ 110,000 $ 120,000 $ 130,000
CFO/Finance Director $ 200,000 $ 220,000 $ 240,000 $ 260,000
FUND ACCOUNTING/ADMINISTRATION
Analyst $ 55,000 $ 65,000 $ 75,000 $ 85,000
Manager $ 85,000 $ 95,000 $ 105,000 $ 115,000
INTERNAL AUDIT
Analyst $ 60,000 $ 70,000 $ 85,000 $ 100,000
Manager $ 100,000 $ 110,000 $ 125,000 $ 135,000
Head of Internal Audit $ 170,000 $ 195,000 $ 220,000 $ 250,000
CONTACT US

MIDPOINT
MANAGEMENT REPORTING
Analyst $ 55,000 $ 70,000 $ 85,000 $ 100,000
Manager $ 100,000 $ 110,000 $ 120,000 $ 130,000
MARKET RISK
Analyst $ 65,000 $ 80,000 $ 95,000 $ 110,000
Manager $ 110,000 $ 120,000 $ 130,000 $ 140,000
Head of Market Risk $ 180,000 $ 200,000 $ 215,000 $ 230,000
OPERATIONAL RISK
Analyst $ 65,000 $ 75,000 $ 85,000 $ 100,000
Manager $ 100,000 $ 115,000 $ 125,000 $ 135,000
Head of Operational Risk $ 170,000 $ 195,000 $ 210,000 $ 220,000
Chief Risk Officer $ 200,000 $ 225,000 $ 250,000 $ 280,000
PRODUCT CONTROL
Analyst $ 60,000 $ 75,000 $ 90,000 $ 105,000
Manager $ 105,000 $ 115,000 $ 125,000 $ 135,000
Head of Product Control $ 170,000 $ 190,000 $ 205,000 $ 220,000
BACK OFFICE OPERATIONS

Analyst $ 55,000 $ 65,000 $ 75,000 $ 85,000
Manager $ 85,000 $ 100,000 $ 110,000 $ 115,000
TAX
Analyst $ 60,000 $ 70,000 $ 85,000 $ 100,000
Manager $ 100,000 $ 110,000 $ 125,000 $ 135,000
TREASURY ACCOUNTING
Analyst $ 55,000 $ 65,000 $ 80,000 $ 95,000
Manager $ 95,000 $ 105,000 $ 120,000 $ 130,000
CONTACT US

Technology
Functional areas
within IT where it’s
most challenging to
find skilled talent
53% IT security
51% IT management
34% Business intelligence
33% Business analysis
33% Data/database management
Source: Independent survey commissioned by Robert Half among 160 CIOs in Australia (multiple answers allowed).

Workplace trends
THE IT SECTOR IS GROWING – AND FAST!
12%
722,000
Predicted number of IT workers in Australia
Growth rate within New Zealand’s
professional sector in 2017,
which includes scientific and
technical occupations**
by 2020 compared to 600,000 in 2014*
The accelerating pace of technological advancement, which has companies increasingly

investing in projects and initiatives to improve customer service, enhance data analytics for
performance management and protect their company from cyber-attacks, continues to
shape the workplace and influence demand for highly-skilled IT talent.
Top IT candidates are likely to be in contention for several roles, with attractive remuneration
packages and advancement opportunities on offer. Hiring managers therefore need to uphold
an efficient and streamlined hiring process to successfully navigate a highly competitive
employment market.
* Deloitte, 2017, Australia’s Digital Pulse 2017.

** New Zealand Stats, 2017, Labour Market Summary.

THE WAR FOR IT TALENT
The skills shortage in Australia and New Zealand continues to shape the market, with highly
skilled IT specialists in high demand and short supply. The 2017 Deloitte Digital Pulse study
from Deloitte Access Economics and the Australian Computer Society (ACS)* identified several
key trends behind the IT skills shortage:
• High demand for candidates with a mix • Low participation of women and over-55s
of both technical and business skills in the IT workforce
• Uncertainty around changes to the 457 • A supply of IT graduates that remains
Australian visa program below early-2000s levels
“To
“ win the ongoing war for IT talent, the business community
needs to work alongside education providers, with potential
support from government initiatives, to establish a steady pipeline
of talent into the IT workforce.”
Andrew Morris, Director at Robert Half Australia
82% of Australian CIOs find it more challenging

to find qualified IT professionals compared
to five years ago.
* Deloitte, 2017, Australia’s Digital Pulse 2017.

DEVOPS IS RISING
The demand on businesses to deliver results faster and to optimise IT collaboration is leading
many businesses to implement Development Operations (DevOps) – a process seeking to
streamline and accelerate interactions between development and infrastructure, bringing
increased efficiency and collaboration within IT teams, as well as speeding up the company’s
innovative character.
Top 5 challenges Australian CIOs face related to DevOps*
41% 38% 36% 36% 27%
Finding IT Lack of DevOps Lack of central Changing Enhancing

professionals with strategy/plan governance company culture/ collaboration
the right skills Traditional within the IT
hierarchical team
structures
DID YOU 31% of Australian CIOs still don’t have a DevOps

KNOW? approach in place in their IT departments.
“There’s
“ strong demand for DevOps professionals as companies
compete against one another to find the necessary talent to
implement this latest technological trend.”
* Source: Independent survey commissioned by Robert Half among 160 CIOs in Australia (multiple answers allowed).

WANTED: IT CONTRACTORS
92% of Australian CIOs plan to increase their

temporary IT headcount in their company
by an average of 21%.
Top 5 drivers behind hiring contract/temporary IT professionals*
44% 43% 42% 39% 39%
Lack of financial Cost Faster hiring Skills Increased

resources to efficiency process shortage flexibility
hire permanent
employees
DID YOU Demand for contract/temporary IT workers

KNOW? is strongest within IT security, systems
administration, networking and database
management.*
REQUEST YOUR TEMPORARY IT TALENT TODAY
CONTACT US

BENEFITS OF CONTRACT/TEMPORARY WORK FOR JOBSEEKERS
1. Access new skills 5. Enjoy increased career flexibility
2. Try out new career paths and industries 6. Increase the chance to secure a
3. Work on a variety of projects permanent role within the company
if available
4. Earn competitive pay with access to
employee benefits
BENEFITS OF HIRING CONTRACT/TEMPORARY WORKERS FOR EMPLOYERS

1. Turn fixed personnel costs into 4. Decrease workplace stress for existing
variable expenses staff by alleviating high workloads
2. Safeguard core employees against 5. Have flexibility to determine whether
redundancies during tough economic an employee is the right fit before
conditions offering a permanent contract
3. Gain access to specialised skillsets
“Industry
“ growth and the changing workplace are driving
employers to hire both temporary and permanent IT staff with the
right mix of strategic and operational skillsets, making contract
workers an intrinsic part of the IT department.”

Positions and
skills in demand
The growing adoption of new technologies is impacting the demand for IT skillsets, specifically
around virtualisation programs and cloud services with the DevOps model in full effect.
The next three to five years are likely to see a rapidly growing uptake of cutting-edge digital
technologies, including:
• Cloud platforms • Artificial Intelligence (AI)

• Data analytics • Internet of Things (IoT)
As these evolving technologies become mainstream in the modern workplace, companies

continue to be challenged by a specific shortage of IT candidates skilled in:
• Functional programming • PowerShell

• GOLANG (Google language) • Amazon Web Services (AWS)
• ReactJS and VueJS (Javascript language) • Microsoft Azure
DID YOU 53% of Australian CIOs say IT security is the

KNOW? functional area within IT where it is most difficult
to recruit skilled talent.
Top 3 IT/technology positions in demand

Cyber-security Specialist Fullstack Senior Developer
Fullstack .Net Developer DevOps Engineer
Cloud Engineer Business Analyst

“As
“ companies accelerate their use of new technologies, training
and professional development for existing staff will become
just as important as recruiting highly skilled talent to fill any
current and future skills gaps.”

Remuneration trends
97% of Australian CIOs are planning to award salary increases to

an average of 21% of their IT staff, with the average increase
expected to be 8%* - which is significantly higher than the
national wage growth average of 2%**.
The ongoing IT skills shortage means employers are willing to pay competitively to secure the
best talent, which puts top candidates in a prime position to negotiate a starting salary well
above the national average. IT employers who are not offering competitive remuneration risk
having their employees search for a higher paying role elsewhere.
Top 5 factors for which Australian CIOs are willing to pay IT

professionals a higher starting salary*
49% 44% 40% 39% 35%
Previous company/ Education/ Previous team Previous Previous project

Industry experience Qualifications lead experience product/service experience
launch
“The
“ Robert Half Salary Guide is simply the best source for IT salary
information in the Australian market. No other source comes close
to correctly benchmarking salaries for IT professionals.”
Bryn Nicholson, Digital Marketing Director at Yellow Brick Road Holdings Limited
** ABS, 2017, Wage Price Index.

Salaries
figures provided:

level experience

certifications

industry for talent
The salaries listed are based on actual placements made by our offices in Australia and New
Zealand, as well as an analysis of the demand for the role, the supply of talent and other
market conditions. In some situations, it’s possible that remuneration will fall above or below
the percentiles provided.

Salaries
Technology

MIDPOINT
BRISBANE
ARCHITECTURE & DEVELOPMENT

Enterprise Architect $ 130,000 $ 150,000 $ 180,000 $ 200,000
Infrastructure Architect $ 100,000 $ 110,000 $ 130,000 $ 150,000
Solutions Architect $ 110,000 $ 120,000 $ 140,000 $ 160,000
BUSINESS INTELLIGENCE
Business Intelligence Analyst $ 80,000 $ 100,000 $ 120,000 $ 140,000
Business Intelligence Developer $ 80,000 $ 100,000 $ 120,000 $ 140,000
Business Intelligence Manager $ 120,000 $ 130,000 $ 160,000 $ 180,000
BUSINESS ANALYSIS
Technical Business Analyst $ 85,000 $ 100,000 $ 120,000 $ 140,000
DATA/DATABASE MANAGEMENT
Database Developer $ 80,000 $ 100,000 $ 120,000 $ 140,000
Database Administrator $ 80,000 $ 90,000 $ 110,000 $ 135,000
Data Architect $ 110,000 $ 125,000 $ 140,000 $ 160,000
TECHNICAL SUPPORT & OPERATIONS

Help Desk Support Officer/
$ 50,000 $ 55,000 $ 65,000 $ 70,000
Level 1/2 Support Analyst
Systems Administrator $ 70,000 $ 80,000 $ 95,000 $ 110,000
INFRASTRUCTURE & ENGINEERING

Network Engineer $ 75,000 $ 85,000 $ 110,000 $ 130,000
Systems Engineer $ 75,000 $ 85,000 $ 100,000 $ 120,000
Infrastructure Manager $ 100,000 $ 115,000 $ 130,000 $ 145,000
Cloud Engineer DevOps $ 90,000 $ 105,000 $ 120,000 $ 140,000
CONTACT US

MIDPOINT
IT MANAGEMENT
IT Manager/Head of IT $ 110,000 $ 125,000 $ 150,000 $ 180,000
IT Director $ 145,000 $ 170,000 $ 185,000 $ 200,000
Chief Information Officer/
$ 150,000 $ 180,000 $ 220,000 $ 250,000
Chief Technology Officer
IT SECURITY/CYBER-SECURITY
Cyber-security Specialist $ 115,000 $ 125,000 $ 135,000 $ 145,000
IT Security Specialist $ 120,000 $ 128,000 $ 136,000 $ 145,000
IT Security Manager $ 140,000 $ 150,000 $ 160,000 $ 170,000
Security Network Engineer $ 115,000 $ 122,000 $ 128,000 $ 135,000
CISO $ 180,000 $ 220,000 $ 240,000 $ 260,000
QUALITY ASSURANCE - TESTING

Manual Test Analyst $ 70,000 $ 80,000 $ 95,000 $ 120,000
Automation Test Analyst $ 80,000 $ 95,000 $ 110,000 $ 130,000
Test Manager $ 100,000 $ 110,000 $ 130,000 $ 140,000
FULLSTACK DEVELOPMENT
Junior Developer $ 45,000 $ 55,000 $ 60,000 $ 70,000
Developer $ 70,000 $ 80,000 $ 90,000 $ 100,000
Senior Developer $ 100,000 $ 110,000 $ 130,000 $ 150,000
Development Manager $ 110,000 $ 130,000 $ 150,000 $ 180,000
FRONT-END DEVELOPMENT OR DESIGN

Developer $ 80,000 $ 90,000 $ 110,000 $ 120,000
PROJECT MANAGEMENT
Project Coordinator $ 55,000 $ 70,000 $ 85,000 $ 100,000
Project Scheduler $ 75,000 $ 85,000 $ 95,000 $ 105,000
Project Manager $ 90,000 $ 105,000 $ 120,000 $ 150,000
Program Manager $ 130,000 $ 150,000 $ 175,000 $ 200,000
BUSINESS TRANSFORMATION
ERP Functional Consultant $ 95,000 $ 110,000 $ 125,000 $ 140,000
ERP Technical Consultant $ 95,000 $ 110,000 $ 125,000 $ 140,000
CRM Consultant $ 85,000 $ 100,000 $ 115,000 $ 130,000
CONTACT US

MIDPOINT
MELBOURNE

BUSINESS ANALYSIS
Data Warehouse Consultant $ 90,000 $ 105,000 $ 120,000 $ 135,000

$ 50,000 $ 55,000 $ 60,000 $ 65,000

IT MANAGEMENT
IT Director $ 150,000 $ 175,000 $ 185,000 $ 190,000
$ 220,000 $ 275,000 $ 325,000 $ 380,000
CISO $ 190,000 $ 235,000 $ 270,000 $ 290,000
CONTACT US

MIDPOINT

Test Manager $ 100,000 $ 120,000 $ 130,000 $ 140,000
Mid-level Developer $ 75,000 $ 85,000 $ 90,000 $ 95,000
FRONT-END DEVELOPMENT
Developer $ 75,000 $ 84,000 $ 92,000 $ 100,000
BACK-END DEVELOPMENT
Developer $ 75,000 $ 80,000 $ 85,000 $ 90,000
PROJECT MANAGEMENT
Project Manager $ 105,000 $ 120,000 $ 145,000 $ 175,000
Program Manager $ 160,000 $ 180,000 $ 200,000 $ 220,000
Project Management Officer $ 105,000 $ 130,000 $ 155,000 $ 180,000
CRM Consultant $ 95,000 $ 115,000 $ 125,000 $ 145,000
CONTACT US

MIDPOINT
PERTH

BUSINESS ANALYSIS

$ 45,000 $ 55,000 $ 62,000 $ 70,000

IT MANAGEMENT
IT Director $ 135,000 $ 150,000 $ 168,000 $ 195,000
$ 190,000 $ 230,000 $ 260,000 $ 300,000
CISO $ 100,000 $ 115,000 $ 120,000 $ 135,000
CONTACT US

MIDPOINT

Test Manager $ 105,000 $ 115,000 $ 125,000 $ 140,000
Junior Developer (front-end/back-end) $ 70,000 $ 78,000 $ 95,000 $ 100,000
Developer $ 86,000 $ 90,000 $ 106,000 $ 115,000
Developer $ 88,000 $ 100,000 $ 110,000 $ 118,000
Developer $ 90,000 $ 97,000 $ 110,000 $ 118,000
PROJECT MANAGEMENT
Project Manager $ 115,000 $ 125,000 $ 135,000 $ 147,000
Program Manager $ 125,000 $ 137,000 $ 150,000 $ 180,000
Project Management Officer $ 130,000 $ 140,000 $ 155,000 $ 185,000
CRM Consultant $ 85,000 $ 98,000 $ 110,000 $ 125,000
CONTACT US

MIDPOINT
SYDNEY

BUSINESS ANALYSIS

$ 52,000 $ 60,000 $ 70,000 $ 80,000

IT MANAGEMENT
IT Director $ 140,000 $ 170,000 $ 195,000 $ 228,000
$ 180,000 $ 210,000 $ 255,000 $ 300,000
CISO $ 180,000 $ 210,000 $ 250,000 $ 280,000
CONTACT US

MIDPOINT

Test Manager $ 110,000 $ 125,000 $ 140,000 $ 160,000
Developer $ 70,000 $ 80,000 $ 90,000 $ 100,000
Developer $ 70,000 $ 80,000 $ 90,000 $ 100,000
Developer $ 70,000 $ 80,000 $ 90,000 $ 100,000
PROJECT MANAGEMENT
Project Manager $ 120,000 $ 135,000 $ 145,000 $ 160,000
Program Manager $ 165,000 $ 175,000 $ 190,000 $ 210,000
Director of Project Management Office $ 180,000 $ 200,000 $ 215,000 $ 230,000
CRM Consultant $ 90,000 $ 105,000 $ 120,000 $ 135,000
CONTACT US

MIDPOINT
AUCKLAND

BUSINESS ANALYSIS
IT MANAGEMENT
IT Director $ 180,000 $ 200,000 $ 220,000 $ 240,000
$ 190,000 $ 220,000 $ 240,000 $ 260,000

Test Manager $ 110,000 $ 117,000 $ 124,000 $ 130,000
Junior Developer (front-end/back-end) $ 55,000 $ 58,000 $ 61,000 $ 65,000
Developer $ 65,000 $ 70,000 $ 80,000 $ 90,000
CONTACT US

MIDPOINT
Developer $ 65,000 $ 70,000 $ 80,000 $ 90,000
Developer $ 65,000 $ 70,000 $ 80,000 $ 90,000
PROJECT MANAGEMENT
Project Manager $ 90,000 $ 110,000 $ 120,000 $ 130,000
Senior Project Manager $ 120,000 $ 130,000 $ 140,000 $ 150,000
CONTACT US

Administration
and office support
Top 5 consequences
of unfilled/vacant
roles impacting
businesses
45% Increased staff stress levels/Poor work-life balance
43% Reduced productivity

41% Low team morale
37% Inability to progress new business/revenue opportunities

33% Limited business growth
Source: Independent survey commissioned by Robert Half among 300 hiring managers in Australia
(multiple answers allowed).

Workplace trends
STAFF RETENTION TOP PRIORITY FOR EMPLOYERS
With an average of 13% of positions remaining unfilled/vacant for more than one month,
companies can experience significant setbacks through not just lost productivity and
revenue, but also low staff morale. Organisations therefore need to concurrently secure
a steady pipeline of skilled talent and make employee retention a crucial business priority.
Encouragingly, the majority (94%) of Australian hiring managers have policies in place to
prevent their staff from leaving the organisation.
DID YOU 55% of Australian hiring managers say

KNOW? voluntary employee turnover has increased
compared to three years ago.
Top 5 employee retention initiatives*
51% 49% 47% 42% 41%
Employee Employee Regular salary Training and Flexible and/or

appreciation wellness reviews professional remote working
initiatives programs development opportunities
programs
* Source: Independent survey commissioned by Robert Half among 300 hiring managers in Australia

THE IMPORTANCE OF THE RIGHT CULTURAL FIT
A lack of cultural fit can be one of the primary reasons why employees leave an organisation,
making it just as important as skills and experience when looking to hire. Hiring managers
need to ascertain early during the recruitment process whether the company’s mission, values
and practices resonate with the candidate’s own desired career path and personal values.
DID YOU 79% of hiring managers have hired

KNOW? an employee who did not fit in well with
their team.
“Employees
“ who are the right cultural fit tend to enjoy higher levels
of job satisfaction, achieve better results, and are more likely to
stay with the company for the long term.”
Top 5 reasons why new employees don’t fit in well with their team*
48% 41% 35% 34% 30%
Lack of team spirit Inability to work Misalignment with Lack of Didn’t get along
collaboratively company culture adaptability with co-workers
* Source: Independent survey commissioned by Robert Half among 300 hiring managers in Australia

AUSTRALIAN COMPANIES LOSING TOP TALENT DUE TO LENGTHY
HIRING PROCESSES
The existing discrepancy between the average recruitment process length and the time
jobseekers say is too long is causing many jobseekers to become disenfranchised and lose
interest in the role. With 78% of Australian hiring managers saying it is more challenging to
find qualified staff compared to five years ago, companies looking to secure top administrative
staff in 2018 and beyond need to streamline and accelerate the time it takes to hire if they
want to avoid losing top contenders in a candidate-short market.
The average recruitment process length*
2.5 months 3 months
For staff-level employees For management-level

employees
How long Australian jobseekers say is too long for a hiring process**
28% 30% 14%

7-14 days 15-21 days 22-28 days
* Source: Independent survey commissioned by Robert Half among 300 hiring managers in Australia.
** Source: Independent survey commissioned by Robert Half among 2,000 office workers in Australia.

How Australian jobseekers react during a lengthy recruitment process*
?
39% 33% 30%
Become Lose interest and Question the company’s ability
disheartened pursue other roles to make other decisions**
“Finding
“ the right candidate to fill the position is tough on its own;
so once found, it is important that the candidate is secured as
fast as possible instead of putting them through long interview
processes. At most, candidates should not have more than a few
days from first interview to receiving an offer.”
Jawid Dadarkar, Managing Director at Lindentech
59% of Australian managers have hired a temporary

staff member to fill a permanent role because the
hiring process was taking too long.
* The period of time from which an applicant initially interviewed for a job to the day a job offer is extended.
** Source: Independent survey commissioned by Robert Half among 2,000 office workers in Australia

?
? FOR A FAST AND EFFICIENT HIRING PROCESS
CHECKLIST
?
1. DO YOUR HOMEWORK
?
Identify and minimise all internal stakeholders involved.
Get budget approval and agree on the salary range with internal stakeholders.
?
2. THE JOB AD
?
Distinguish “must-have” and “nice-to-have” skills for the role.
?
Promote the job ad via job boards, social media, company website and recruiters.
3. EVALUATE RESUMES AND SHORTLIST TOP APPLICANTS

?
Shortlist resumes while keeping the hiring criteria in mind.
?
Does the candidate have the required qualifications/skills/experience?
Did the candidate apply with the job in mind?
?
4. SET A TIMEFRAME FOR INTERVIEWS
?
Consider phone/Skype interviews for the initial interviews.
?
Conduct all in-person interviews the same day/over a couple of days.
5. SHORTLIST CANDIDATES AND MAKE A FINAL DECISION

?
Assess candidates based on the hiring criteria and cultural fit.
Make sure all internal stakeholders agree.
Don’t ?delay in checking references.
6. DON’T KEEP TOP CANDIDATES IN THE DARK

?
Regularly update shortlisted candidates on their progress in the hiring stage.
7. MAKE AN ?
OFFER!
Finalise the contract and employment package, including salary,
?
leave and working arrangements.
Extend the job offer as soon as you’ve made your choice.
8. WELCOME TO THE TEAM

Formally welcome your new hire to the team and company.
Have a well-developed onboarding plan in place.

Positions and
skills in demand
The administration sector has evolved as employers look beyond traditional administrative
responsibilities and seek professionals more adept at technology-based tasks. With digital
disruption impacting many industries, companies need admin support who can not only
weather the change, but who can add significant value to the organisation through a mix of
proficient technical and soft skills.
CRUCIAL TECHNOLOGY-BASED TOP 3 OFFICE SUPPORT

Roles
SKILLS FOR ADMIN
Skills
STAFFIndustries POSITIONS IN DEMAND
Customer Relationship Management Receptionist

software (CRMs)
Customer Service Officer
Web-based tools – e.g. Concur
Executive Assistant
Database management – e.g. Microsoft
Access and FileMaker Pro
Enterprise Resource Planning (ERP) –

e.g. Oracle, SAP and Pronto
Social media management

Remuneration trends
94% of Australian hiring managers are planning to

award salary increases to an average of 26%
of their staff, with the average increase
expected to be 8%.
Australians have had to contend with relatively slow wage growth over the last five years, with
the RBA’s November 2017 Statement on Monetary Policy predicting that it will “increase only
gradually” over time*. In order to avoid staff turnover, employers need to consider non-
monetary incentives if they are not in a financial position to offer higher take-home pay.
“Flexibility
“ and recognition are extremely important initiatives for
employers amidst slow wage growth. When discussing working
conditions, workplace flexibility has become much more attractive
to new staff rather than simply just more pay.”
Nerida Bruyn, Concessions Business Partner at oOh!media
* Reserve Bank of Australia, November 2017 Statement on Monetary Policy.

Salaries
figures provided:

level experience

certifications

industry for talent
The salaries listed are based on actual placements made by our offices in Australia, as well as
an analysis of the demand for the role, the supply of talent and other market conditions. In some
situations, it’s possible that remuneration will fall above or below the percentiles provided.

Salaries
Administration and office support

MIDPOINT
BRISBANE
CUSTOMER SERVICE & SALES

Account Manager $ 60,000 $ 68,000 $ 75,000 $ 80,000
Customer Service Representative $ 50,000 $ 58,000 $ 62,000 $ 66,000
Customer Service Team Leader $ 65,000 $ 70,000 $ 75,000 $ 80,000
Customer Service Manager $ 75,000 $ 84,000 $ 92,000 $ 98,000
Claims Administrator $ 50,000 $ 58,000 $ 63,000 $ 68,000
Outbound Telesales Consultant $ 45,000 $ 50,000 $ 54,000 $ 59,000
Sales Coordinator $ 45,000 $ 54,000 $ 58,000 $ 63,000
HUMAN RESOURCES
HR Administrator $ 48,000 $ 50,000 $ 54,000 $ 58,000
HR Coordinator $ 55,000 $ 62,000 $ 66,000 $ 70,000
HR Advisor/Business Partner $ 70,000 $ 78,000 $ 90,000 $ 110,000
HR Manager $ 105,000 $ 115,000 $ 127,000 $ 143,000
Talent Acquisition Coordinator $ 65,000 $ 72,000 $ 80,000 $ 85,000
Talent Acquisition Manager $ 90,000 $ 105,000 $ 122,000 $ 130,000
MARKETING
Marketing Administrator $ 47,000 $ 52,000 $ 58,000 $ 62,000
Marketing Coordinator $ 52,000 $ 60,000 $ 68,000 $ 77,000
Marketing Manager $ 90,000 $ 107,000 $ 120,000 $ 140,000
Events Coordinator $ 45,000 $ 52,000 $ 60,000 $ 67,000
TO DISCUSS THE RECRUITMENT AND SALARY TRENDS IN YOUR REGION
CONTACT US

MIDPOINT
OFFICE SUPPORT
Data Entry Clerk $ 45,000 $ 48,000 $ 52,000 $ 56,000
Audio Typist $ 60,000 $ 68,000 $ 72,000 $ 80,000
Word Processing Clerk $ 60,000 $ 68,000 $ 72,000 $ 80,000
Receptionist $ 45,000 $ 50,000 $ 55,000 $ 60,000
Legal Administrator/Secretary $ 52,000 $ 62,000 $ 68,000 $ 75,000
Medical Administrator/Secretary $ 52,000 $ 62,000 $ 68,000 $ 75,000
Administrative Assistant $ 45,000 $ 52,000 $ 55,000 $ 58,000
Senior Administrator $ 58,000 $ 62,000 $ 65,000 $ 70,000
Logistics Administrator $ 52,000 $ 65,000 $ 72,000 $ 78,000
Facilities Office Coordinator $ 55,000 $ 62,000 $ 67,000 $ 72,000
Office Manager $ 60,000 $ 65,000 $ 70,000 $ 75,000
Sales Support $ 45,000 $ 52,000 $ 56,000 $ 60,000
Warehouse Administrator $ 52,000 $ 65,000 $ 72,000 $ 78,000
PROJECT SUPPORT
Document Controller $ 57,000 $ 67,000 $ 75,000 $ 80,000
Project Administrator $ 52,000 $ 60,000 $ 65,000 $ 70,000
Contracts Administrator $ 57,000 $ 67,000 $ 75,000 $ 80,000
SENIOR ADMINISTRATION SUPPORT

Team Assistant $ 58,000 $ 62,000 $ 65,000 $ 70,000
Executive Assistant $ 65,000 $ 68,000 $ 75,000 $ 85,000
Personal Assistant $ 60,000 $ 65,000 $ 70,000 $ 80,000
CONTACT US

MIDPOINT
MELBOURNE

HUMAN RESOURCES
HR Coordinator $ 55,000 $ 60,000 $ 67,000 $ 72,000
HR Manager $ 90,000 $ 100,000 $ 115,000 $ 140,000
MARKETING
OFFICE SUPPORT
Data Entry Clerk $ 45,000 $ 50,000 $ 53,000 $ 55,000
Audio Typist $ 50,000 $ 55,000 $ 58,000 $ 60,000
File Clerk/Mail Room Clerk $ 45,000 $ 48,000 $ 50,000 $ 55,000
Receptionist $ 45,000 $ 50,000 $ 55,000 $ 60,000
CONTACT US

MIDPOINT
OFFICE SUPPORT
Logistics Administrator $ 55,000 $ 60,000 $ 65,000 $ 70,000
Office Manager $ 65,000 $ 72,000 $ 80,000 $ 85,000
Sales Support $ 55,000 $ 60,000 $ 65,000 $ 70,000
PROJECT SUPPORT

Team Assistant $ 55,000 $ 60,000 $ 65,000 $ 70,000
CONTACT US

MIDPOINT
SYDNEY

HUMAN RESOURCES
HR Coordinator $ 55,000 $ 62,000 $ 65,000 $ 70,000
HR Manager $ 85,000 $ 100,000 $ 120,000 $ 135,000
MARKETING
OFFICE SUPPORT
Data Entry Clerk $ 45,000 $ 47,000 $ 50,000 $ 53,000
Word Processing Clerk $ 43,000 $ 45,000 $ 47,000 $ 50,000
File Clerk/Mail Room Clerk $ 40,000 $ 42,000 $ 45,000 $ 48,000
Receptionist $ 48,000 $ 55,000 $ 60,000 $ 65,000
CONTACT US

MIDPOINT
OFFICE SUPPORT
Office Manager $ 70,000 $ 80,000 $ 95,000 $ 110,000
Sales Support $ 55,000 $ 60,000 $ 62,000 $ 65,000
PROJECT SUPPORT

Team Assistant $ 50,000 $ 58,000 $ 62,000 $ 68,000
CONTACT US

Calculate your
custom salary
Get current compensation data to help you recruit your new hire or land your next job.
To find the average salary ranges in your area for finance, accounting, administration
and technology professionals, go to the Robert Half Salary Calculator. The online
tool calculates a result for you based on your specialisation, job title and location.
CALCULATE YOUR CUSTOM SALARY

Additional
remuneration trends
Though salary is still often perceived to be the most important element in the remuneration
package, when looking to source and retain the best talent, it’s important to remember that a
competitive and attractive remuneration policy consists of more than just pay.
Top 5 benefits for which Australian workers

would be willing to accept a lower salary*
Flexible working Option to work

hours from home
Increased holiday Travel Medical

allowance allowance benefits
* Source: Independent survey commissioned by Robert Half among 1,000 office workers in Australia

DID YOU 98% of Australian workers would be willing to
KNOW? accept a job offer if they felt they were not being
paid a fair salary with their current employer.
HOW AUSTRALIAN WORKERS FEEL THEY ARE PAID*
63% of Australian workers

feel they are currently
paid a fair salary
37% of Australian workers
feel they are currently
not paid a fair salary
because because
46% 45%
My salary is in proportion to my My salary is not in proportion
workload/responsibilities to my workload/responsibilities
33% 35%
My salary is in line or My salary is lower than
higher than the industry the industry average for
average for similar roles
63% 37% similar roles
17% 10%
My colleagues who have My colleagues who
similar roles receive a have similar roles
similar salary receive a higher salary
4% 10%
My salary has increased in My salary has not increased
the last two years in the last two years
* Source: Independent survey commissioned by Robert Half among 1,000 office workers in Australia.

Building a happy, engaged
and productive team
Ensuring a high level of workplace happiness among employees is no longer just essential for
productivity and business growth. Companies are finding on-the-job satisfaction is a key factor
in securing and retaining top performers.
Here are six steps to help ensure your employees feel satisfied in their jobs*
HIRE FOR FIT PROVIDE MEANINGFUL WORK

Employees who fit in well with Be sure to share how your team’s
the workplace culture are likely contributions support big-picture
to feel more content in their goals.
work environment.
FAIRNESS MATTERS
EMPOWER STAFF
A single instance of unfairness
Let your employees make can turn a happy employee
decisions on their own or with into one who is sceptical of
minimal direction. the company.
SHOW APPRECIATION FOSTER A CULTURE OF

COLLABORATION
Be quick to thank employees
for a job well done. Staff cohesion fuels job satisfaction –
as well as innovation.
“Happy
“ employees are an essential component of any thriving business as workplace
happiness can have a tangible impact on productivity and profitability. Employees who are
happy in their job are generally more productive, engaged, creative and less likely to leave
the organisation, which directly impacts the bottom line, thereby enabling companies to
remain competitive.”
David Jones, Senior Managing Director at Robert Half Asia Pacific
* Source: IT’S TIME WE ALL WORK HAPPY™: The secrets of the happiest companies and employees.

roberthalf.com.au
© 2018 Robert Half. RH-0318-AUS-ENG

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2018

FINANCE AND ACCOUNTING 51 Positions and skills in demand

5 Workplace trends 52 Remuneration trends

9 Positions and skills in demand 53 Salaries

FINANCIAL SERVICES 61 Additional remuneration trends

23 Salaries 63 Building a happy, engaged and

31 Positions and skills in demand

2018 SALARY GUIDE | ROBERTHALF.COM.AU 2

Significant east coast infrastructure investment, as well as the expectation of a recovery in

2018 SALARY GUIDE | ROBERTHALF.COM.AU 1

WHAT’S DIFFERENT ABOUT THE 2018 SALARY GUIDE?

2018 SALARY GUIDE | ROBERTHALF.COM.AU 2

• Megan Alexander, General Manager at Robert Half New Zealand

“I“ have found the Robert Half Salary Guide to be incredibly

2018 SALARY GUIDE | ROBERTHALF.COM.AU 3

of Australian and 93% of New Zealand

2018 SALARY GUIDE | ROBERTHALF.COM.AU 4

Functional areas within finance and accounting where it is

AUSTRALIA NEW ZEALAND

2018 SALARY GUIDE | ROBERTHALF.COM.AU 5

Hiring plans for finance and accounting professionals to

ADDING NEW ADDING NEW TEMPORARY/

46% 39% 36% 28%

Australia New Zealand Australia New Zealand

DID YOU 86% of Australian CFOs and 84% of New

2018 SALARY GUIDE | ROBERTHALF.COM.AU 6

AUSTRALIA NEW ZEALAND

2018 SALARY GUIDE | ROBERTHALF.COM.AU 7

DID YOU The average voluntary turnover rate of finance

Top 5 finance and accounting areas where voluntary

AUSTRALIA NEW ZEALAND

2018 SALARY GUIDE | ROBERTHALF.COM.AU 8

DID YOU 81% of Australian CFOs and 72% of New Zealand

• Predictive analytics • Oracle

2018 SALARY GUIDE | ROBERTHALF.COM.AU 9

Ability to influence ideas Openness to change

Flexibility Openness to new ideas

Top 3 finance and accounting positions in demand

Senior Financial Accountant Accounts Payable Officer

Business Analyst (Business Partner) Financial Accountant

Finance Manager Financial Controller

2018 SALARY GUIDE | ROBERTHALF.COM.AU 10

100% of New Zealand CFOs

98% of Australian CFOs of their staff with an average

of their staff with an average

2018 SALARY GUIDE | ROBERTHALF.COM.AU 11

2018 SALARY GUIDE | ROBERTHALF.COM.AU 12

PERCENTILE 25TH 50TH (MIDPOINT) 75TH 95TH

Candidate Less experience Average More experience Significant,

Candidate Skills require Necessary skills Strong skillset; High level

Job Role may be in Role may be Role may be Role may be

2018 SALARY GUIDE | ROBERTHALF.COM.AU 13

JOB TITLE 25TH 50TH 75TH 95TH

TO DISCUSS RECRUITMENT AND SALARY TRENDS IN YOUR REGION

2018 SALARY GUIDE | ROBERTHALF.COM.AU 14

EXTERNAL AUDIT/BUSINESS ADVISORY SERVICES

Business Advisory Services Senior Accountant/

Business Advisory Services Assistant Manager $ 80,000 $ 85,000 $ 90,000 $ 95,000

TO DISCUSS RECRUITMENT AND SALARY TRENDS IN YOUR REGION

2018 SALARY GUIDE | ROBERTHALF.COM.AU 15