Top Jobs in Demand according to Robert Walters Malaysia Salary Survey 2015


Robert Walters Malaysia Salary Survey 2015 and the Top Jobs in Malaysia

Recruitment in Malaysia remained buoyant across most sectors in 2014, with demand highest within banking and financial services. There was also active recruitment within commercial firms for finance, accounting and IT professionals, as well as sales and marketing specialists. It was a particularly good year for recruitment within insurance.

Positions opened up in both life and general insurance and we saw increased demand for candidates to fill claims, operations and actuarial roles. In the banking sector, a general tightening of regulations drove requests for compliance, risk and legal specialists.

The pharmaceutical sector was another busy area in 2014, with foreign companies expanding operations in Malaysia with a view to building a regional presence. We saw a range of new job opportunities and hiring activity showed no sign of slowing down. Skills gaps were also apparent in niche areas, such as risk and compliance, while compensation and benefits specialists, as well as branding and marketing managers, were in high demand.

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Accounting & Finance Jobs in Demand According to Robert Walters Malaysia Salary Survey 2015

Accounting and finance recruitment was active in 2014 with strong competition for candidates. One key reason was the launch
of the Malaysian government’s MRT project, which led to more job opportunities in both the government and private sector. These included roles for project accountants and analysts as well as positions within corporate strategy and corporate finance divisions.

At the junior end of the market, employers sought quality accounting professionals with up to four years’ work experience as shared services centers (SSC) in Malaysia continued to expand their operations. At the mid to senior level, the market saw Malaysians returning from overseas to enter the finance sector. We expect this trend to continue in 2015, especially as more TalentCorp initiatives are put into action.

In general, 2015 should be a buoyant year for accounting and finance recruitment as Malaysia continues to be the chosen location for regional offices and the government continues to boost the economy with public projects. More specifically, tax professionals with experience in Goods and Services Tax (GST) will continue to be in demand. However, as these candidates are scarce, employers will either have to hire candidates with strong backgrounds in corporate tax or consider candidates from neighbouring countries.

It is worth bearing in mind that finance and accounting professionals are now entering the workforce at an earlier age, generally having gained their professional qualifications at the first attempt. Hiring managers will therefore need to strike a delicate balance between being cost-conscious and meeting the salary expectations of these junior candidates.

In general, salaries for finance and accounting professionals increased steadily in 2014. However, tax professionals with GST
experience commanded a premium, a trend that will continue in 2015. Nevertheless, the annual salary raise or bonus is no longer the strongest enticement for a job. Increasingly, candidates are looking at other benefits such as flexible working hours, regional exposure and training.

Finance Professionals Average Salary Per Year in RM in 2015 (Malaysia)

  • Chief Financial Officer  336 – 540k+
  • Head of Shared Services 336 – 540k+
  • Finance Director – MNC  300 – 420k
  • Finance Director – SME 240 – 300k
  • Financial Controller – MNC 216 – 300k+
  • Head of Functions  216 – 300k+
  • Financial Controller – SME 180 – 240k+
  • Corporate Finance Manager 120 – 216k+
  • Senior Finance Manager 144 – 240k
  • FP&A Manager 120 – 216k+
  • Finance Manager/Team Lead  108 – 180k

Accounting & Taxation Professionals Average Salary Per Year in RM in 2015 (Malaysia)

  • Tax Manager 145 – 216k+
  • Credit Controller 96 – 168k+
  • Senior Tax Accountant 96 – 120k
  • Cost Controller 96 – 168k+
  • Cost Accountant 60 – 102k+
  • Accountant 60 – 108k
  • AP/AR Analyst 54 – 96k
  • Tax Accountant 54 – 90k

Analyst Professionals Average Salary Per Year in RM in 2015 (Malaysia)

  • Senior Financial Analyst  85 – 120k
  • Senior Business Analyst 85 – 120k
  • Business Analyst 60 – 96k
  • Financial Analyst 54 – 96k

Auditing Professionals Average Salary Per Year in RM in 2015 (Malaysia)

  • Internal Auditor – Director 252 – 300k+
  • Internal Auditor – Manager 96 – 144k
  • External Auditor – SM/Manager 84k+
  • External Auditor 30 – 84k+

Treasury Professionals Average Salary Per Year in RM in 2015 (Malaysia)

  • Treasury Manager 150 – 192k+

NB: Figures are basic salaries exclusive of benefits/bonuses unless otherwise

BANKING & FINANCIAL SERVICES in Front Office According to Robert Walters Malaysia Salary Survey 2015

Front Office

Recruitment across the front office was dominated by replacement hiring in 2014, particularly at the mid to senior level. However, demand still outstripped supply, creating a candidate-led market – a pattern likely to continue in 2015. Relationship managers were recruited at all seniority levels and we also saw ongoing demand for treasury sales specialists.

The most noticeable trend was a slowdown in investment banking activity following overall slow growth in investments within the region and anticipation of an impending megamerger between three banks in Malaysia.

In 2015, Malaysian banks will continue to focus on expanding domestic Islamic banking and we anticipate strong recruitment in this area – particularly for Islamic debt securities, client coverage and consumer product specialists. Demand will also increase for senior commercial relationship managers with a minimum of five years’ experience and strong Malaysian networks. Senior consumer banking relationship managers will also be a key hiring priority.

In addition, we anticipate continued demand for wealth management, cash management and transaction banking product specialists – all of whom will be in short supply. The treasury market will also continue to improve in 2015, which will generate recruitment of treasury sales, FX and bond traders. Across investment banking, we will see firms struggle to source mid-level corporate finance professionals with at least four years’ experience.

In addition, investment bankers with regional experience will be sought-after as banks continue to expand their presence outside of Malaysia. In 2014, salaries increased by 20-25% for job-movers and we expect this to continue in 2015. Offering competitive salaries will be crucial in securing talented professionals – in investment banking we expect salaries to increase by 30% for professionals switching jobs.

To attract the best candidates, hiring managers are advised to implement swift recruitment processes and offer training and development opportunities. To counter the shortage of wealth management professionals, hiring managers may want to consider candidates from a non-wealth background with strong development potential.

Key Trends for the Banking & Financial Industry in Malaysia According to the Robert Walters Salary Survey

  • In 2014, demand for skilled professionals outweighed supply, leading to a candidate-driven market.
  • In 2015, Malaysian banks will continue to focus on expanding domestic Islamic banking and we anticipate strong recruitment in this area.
  • We saw a slowdown in investment banking activity, in anticipation of an impending mega-merger between three banks. We anticipate continued demand for wealth management, cash management and transaction banking product specialists – who will be in short supply.
  • “We expect salaries will continue increasing by 20-25% in 2015 for job-movers – rising to 30% in investment banking for professionals switching jobs

PERMANENT SALARY PER YEAR MYR (RM) For Banking & Financial Services Front Office

ROLE
4 – 7 Years Exp 8 – 12 Years Exp 12+ Years Exp
Global Markets
Treasury Sales 72 – 192k 192 – 360k 360k+
Treasury Trader 72 – 180k 180 – 264k 264k+
Investment Banking
Corporate Finance 72 – 144k 144 – 264k 264k
Debt/Equity Capital Markets 72 – 144k 144 – 264k 264k
Investment Management
Private Equity 96 – 240k 240 – 360k 360k+
Fund Manager 84 – 180k 180 – 300k 300k+
Research Analyst 84 – 180k 180 – 300k 300k+
Retail Banking
Retail Sales and Distribution 66 – 90k 90 – 192k 192k+
Retail Products 48 – 96k 96 – 240k 240k+
Transaction Banking
Cash Management 54 – 96k 96 – 240k 240k+
Trade Finance 54 – 96k 96 – 240k 240k+
Wealth Management
Wealth Management Products 60 – 96k 96 – 240k 240k+
Premier/Priority Banking (RM) 60 – 96k 96 – 180k 180k+
Wholesale Banking
Commercial Banking (RM) 54 – 102k 102 – 180k 180k+
Corporate Banking (RM) 54 – 114k 114 – 240k 240k+

NB: Figures are basic salaries exclusive of benefits/bonuses unless otherwise specified

BANKING & FINANCIAL SERVICES IN MIDDLE & BACK OFFICE According to Robert Walters Malaysia Salary Survey 2015

As financial institutions competed for greater market share in 2014, we saw healthy levels of recruitment across a number of areas. In expectation of increasing regulatory scrutiny, risk professionals were a key hiring priority, with particular demand for operational risk, as well as market and credit risk modelling professionals.

As companies sought to be more strategic in their approach to cost and productivity, more regional banking and insurance operations were moved to Malaysia. This generated demand for mid-level and senior managers able to lead migration projects and manage daily operations.

The Central Bank’s 2016 de-tariffication directive increased actuarial recruitment, as companies sought to position themselves competitively in advance of the free market. Demand was also fuelled by the requirement of each insurance company to appoint an actuary by 2016.

In addition to actuaries, employers will continue to hire across risk and audit in 2015, with emphasis on mid and seniorlevel professionals – particularly within credit risk modelling, treasury market risk, traded credit and operational risk. Shared services centres will focus recruitment on candidates with strong product knowledge – particularly of derivatives, FX/MM and fixed income.

We also anticipate competition for those who are Six Sigma-qualified, with business optimisation experience. As banks and insurance companies aim to improve strategy, they will also seek ‘Big 4’ audit consultants who can set-up planning divisions and establish corporate strategy.

Employers will struggle to secure top-tier risk and audit candidates, who are highly soughtafter within Malaysia and Singapore. There is also a small pool of talent within traded credit risk management, while in-demand candidates with a high level of treasury product knowledge will need strong incentives to move roles.

Actuarial talent will remain scarce, as many professionals have already relocated to Singapore and Hong Kong. Attractive compensation, development opportunities and career progression will help companies secure talent, and employers are advised to consider candidates with transferable skills who can develop in the role. Salaries increased steadily throughout 2014 and we expect this to continue.

Actuaries are likely to receive increased compensation, as will candidates with strong treasury product knowledge – who can expect up to a 30% increase when moving roles.

Key Trends For Banking & Financial Services in Middle & Back Office

  • Actuaries will remain in strong demand due to the impending 2016 detariffication of insurance rates.
  • Hiring managers will struggle to secure top-tier risk and audit candidates, who are highly sought-after within Malaysia and Singapore.
  • Employers are advised to consider candidates with transferable skills who can develop in the role.
  • Salaries increased steadily throughout 2014 and we expect this trend to continue.
  • “Professionals with strong treasury product knowledge can expect up to a 30% increase when moving roles

PERMANENT SALARY PER YEAR MYR (RM) For Banking & Financial Services in Middle & Back Office in Malaysia

ROLE          
      4 – 7 Years Exp 8 – 12 Years Exp 12+ Years Exp
Banking Operations
Cash Management 54 – 108k 108 – 144k 144k+
Treasury Operations 54 – 108k 108 – 144k 144k+
Credit Administration 54 – 96k 96 – 120k 120k+
Finance
Product Control 78 – 162k 165 – 216k 216k+
Strategic Planning & Analysis 72 – 168k 150 – 222k 222k+
Financial Control & Tax 78 – 162k 162 – 222k 222k+
Fund Accounting 60 – 108k 108 – 180k 180k+
MIS Reporting 60 – 108k 108 – 180k 180k+
Insurance
Actuarial 72 – 120k 96 – 204k 204k+
Bancassurance 60 – 100k 100 – 215k 215k+
Claims 48 – 102k 96 – 144k 144k+
Insurance Operations 48 – 102k 96 – 144k 144k+
Underwriting 48 – 102k 96 – 144k 144k+
Product Development 44 – 105k 96 – 180k 180k+
Internal Audit
Investment Banking/Treasury 72 – 150k 150 – 204k 204k+
Credit Audit 70 – 144k 144 – 198k 198k+
Branch/Corporate Services 66 – 132k 132 – 186k 186k+
Project Management
Project/Change Management 78 – 156k 150 – 240k 240k+
Process Re-engineering 78 – 144k 150 – 240k 240k+
Risk Management
Market Risk 78 – 168k 168 – 222k 222k+
Operations Risk 78 – 162k 162 – 220k 220k+
Credit Risk 78 – 156k 156 – 216k 216k+

NB: Figures are basic salaries exclusive of benefits/bonuses unless otherwise specified

Human Resource Management

Recruitment for HR professionals remained constant through 2014. The HR function continued to develop from a support function into a role that contributes strategically to the business, resulting in a candidate led market. There was ongoing demand for strategic HR business partners, talent acquisition and management candidates across multinationals and local entities.

A number of regional HR positions also opened up as foreign organisations looked to set up offices in the country. This gave Malaysian candidates the opportunity to gain international exposure. We expect to see increased demand for candidates in the compensation and benefits space as companies seek to source and retain key talent by improving their remuneration structure in 2015.

There is, however, a clear shortage of talent in this area. Hiring managers will also continue to require professionals in talent acquisition and development, along with strategic HR business partners who can improve and strengthen employee engagement and employer branding.

As HR shifts to a function that contributes to the business, hiring managers may find that the best way to retain key talent is to give HR professionals decision-making powers as well as freedom to be creative with HR strategies. In 2014, we saw a rise in all HR salaries as organisations worked to attract and retain top HR talent.

As companies have now improved their remuneration structures, we expect this trend to continue in 2015. “In 2015 we expect to see increased demand for HR business partners who can improve and strengthen employee engagement and employer branding.

PERMANENT SALARY PER YEAR MYR (RM) For Human Resource Management in Malaysia

ROLE     5 – 10 Years Exp 10+ Years Exp
HR Director 220 – 296k 296 – 485k
Organisation Development 108 – 190k 190 – 336k
Talent Management 110 – 185k 185 – 256k
Compensation & Benefits 100 – 185k 185 – 330k
HR Business Partner 100 – 175k 175 – 230k
HR Manager 96 – 168k 168 – 264k
Recruitment Specialist 90 – 150k 150 – 220k
Training Specialist 84 – 144k 144 – 180k
HR Information Systems (HRIS) 84 – 132k 132 – 168k

Information Technology

In 2014, we saw strong demand for developers and infrastructure specialists to roll out projects within financial and shared services. Both local and regional hubs focused on developing cloud services, big data and social computing, which led to a shortage of talent in these areas.

Subsequently, we saw companies sourcing professionals from abroad to counter undersupply in the local market. We also saw businesses moving into web solutions and building new IT applications in 2014, resulting in strong demand for software developers, particularly those skilled in .Net and Java platforms.

In 2015, consulting and IT shared service companies will continue to expand and invest in operations, with Malaysia becoming a regional hub. We also anticipate organisations will continue moving their infrastructure and security to a cloud environment which will create further demand for infrastructure specialists and project managers.

As big data projects are implemented, we will also see competition for developers and data scientists. Hiring managers will struggle to secure experienced senior candidates who are able to manage both technical projects and people at the highest level. Businesses are also likely to face a shortage of Oracle experts and developers as this remains a niche skill set in Malaysia, particularly as only multinationals require a full Oracle e-business suite.

As organisations compete to secure skilled professionals, employers should offer strong career development opportunities and competitive remuneration to attract top talent. As the cost of living continues to rise, salary increases will be key to retaining employees. Communicating clear career progression plans will also be needed to ensure employee engagement and retention for the long-term.

In 2014, employees who remained in-role received salary increases between 5-10%, while those who moved organisations received between 15-25%. We expect this trend to continue in 2015 – potentially rising further for e-commerce professionals who will be in demand as organisations set-up IT hubs in Malaysia.

Key Trends in Information Technology (IT) Jobs in Malaysia

  • In 2014, companies sourced international professionals to counter undersupply in the local market.
  • Consulting and IT shared services companies will invest in and expand their Malaysian operations.
  • Demand for infrastructure specialists and project managers is set to rise, as companies move their infrastructure and security into a cloud environment.
  • A rise in big data projects will increase competition for developers and data scientists.
  • “Employees are likely to receive salary increases between 5-10%, while those moving roles could achieve between 15-25%.

PERMANENT SALARY PER YEAR MYR (RM) For Information Technology (IT) Professionals in Malaysia for 2015

ERP/Business Application Professionals Average Salary Per Year in RM in 2015 (Malaysia)

  • SAP Consultant 100 – 240k
  • Consultant – Functional  100 – 216k
  • Business Analyst Manager 96 – 180k
  • Consultant – Technical 75 – 120k
  • Application Support Analyst 50 – 96k

IT Security, Risk and Control Professionals Average Salary Per Year in RM in 2015 (Malaysia)

  • IT Security Analyst 100 – 144k
  • IT Auditor 85 – 120k

Management Positions in Information Technology (IT) Average Salary Per Year in RM in 2015 (Malaysia)

  • Chief Technology Officer 350 – 540k
  • IT Director 280 – 420k
  • IT Program Manager 216 – 300k
  • Project Manager 210 – 360k
  • Service Delivery Manager 120 – 280k

Software Development Professionals Average Salary Per Year in RM in 2015 (Malaysia)

  • Development Manager 120 – 216k
  • Solution Architect  120 – 192k
  • Test Manager 120 – 156k
  • C++ Software Engineer 85 – 120k
  • Java/J2EE Software Engineer 85 – 144k
  • .Net/C# Software Engineer 85 – 132k
  • Software Developer 85 – 144k
  • ABAP 60 – 120k

Systems Administration Professionals Average Salary Per Year in RM in 2015 (Malaysia)

  • Infrastructure Manager 120 – 240k
  • Infrastructure Team Leader 85 – 144k
  • Voice/Network Engineer 60 – 108k
  • IT Business Analyst 65 – 108k
  • Server Administrator 60 – 108k
  • Database Administrator 60 – 84k
  • Desktop Support Analyst 60 – 72k
  • Help Desk Support Analyst 48 – 60k

NB: Figures are basic salaries exclusive of benefits/bonuses unless othe

Job Demand for Sales & Marketing Professionals in Malaysia

2014 was a candidate-driven market where overall remuneration increased by 10-20% – rising to 15-20% for professionals moving roles. However, this remained dependent both on sector and position. In response to the impending Goods and Services Tax (GST), we anticipate general salary increments in 2015 between 7-10%.

However, we may see reduced recruitment among certain companies in order to offset the cost of GST. We may also see employees taking on increased responsibilities as companies restructure to improve work processes.

Demand for Sales & Marketing Professionals in the Pharmaceuticals Industry in Malaysia 

Demand for professionals within pharmaceuticals and healthcare was consistent in 2014, despite the numerous acquisitions that took place. Marketing candidates, in particular, were highly soughtafter. However, within the medical device industry, while compulsory registration fuelled increased demand for regulatory professionals, the merger and acquisition activity hampered recruitment. Despite this we anticipate that 2015 will be competitive and as businesses look to expand it will stimulate demand for commercial and regulatory professionals within the healthcare industry.

Demand for Sales & Marketing Professionals in the Retail & FMCG Industries in Malaysia 

In 2014, recruitment remained consistent throughout the year and Fast Moving Consumer Goods (FMCG) companies saw increased foreign investment and regional office openings. This led to greater hiring activity and job creation. We expect recruitment to remain strong in 2015.

While candidates are increasingly interested in worklife balance, compensation and benefits will remain the key incentive. In retail, recruitment benefited from market growth and we expect consumer spending to further stimulate job creation. In 2014, leadership professionals received salary increases between 15-20% while floor staff received 10% on average.

Key Trends in Job Demand for Sales & Marketing Professionals in Malaysia

  • Recruitment in information technology and telecommunications was subdued in 2014, as multinational corporations reduced headcount.
  • In financial and professional services, Islamic banking professionals, and business and customer analysts will remain in demand.
  • Across sales and marketing, hiring managers may struggle to secure experienced candidates – from business managers to senior roles.
  • To secure the best professionals, employers will need to offer competitive packages and unique propositions.
  • “In response to the impending Goods and Services Tax (GST), we anticipate general salary increments between 7-10% in 2015.

Demand for Sales & Marketing Professionals in the Information Technology & Telecommunications Industries in Malaysia 

Recruitment was subdued in 2014, as multinational corporations reduced headcount. Mergers and consolidations further inhibited hiring and led to a surplus of enterprise sales and marketing candidates. We expect 2015 to be a challenging year and the industry slowdown in hardware sales will continue due to a shift to cloud data.

However, buoyant e-commerce, digital and online recruitment will continue. In addition, enterprise resource planning, cloud and virtualisation sales professionals will remain in demand. Professionals moving roles can expect salary increases between 8-15%.

Demand for Sales & Marketing Professionals in the Financial & Professional Services Industries in Malaysia

In 2014, we saw recruitment for new and replacement roles, despite concerns over potential mergers. Islamic banking professionals will remain a key hiring option in 2015, as will business and customer analysts. In 2014, we saw minimal salary increases as companies were unwilling to increase hiring budgets, and we anticipate this trend in cautious spending will continue.

Demand for Sales & Marketing Professionals in Sales in Malaysia

2014 was a candidate led market for sales professionals. Upcoming brand launches in Malaysia will continue to stimulate demand for sales professionals, with a focus on leadership recruitment.

Consumer and shopping insight, as well as sales planning specialists, will also be hiring priorities as companies recruit revenue-generating roles to gain market share. Salaries remain competitive with growth of 10-20% when professionals switch jobs.

Across sales and marketing, hiring managers are likely to struggle to secure experienced candidates – from business managers to senior roles. Revenue-generating professionals will also remain in strong demand. To secure the best professionals, employers will need to offer competitive packages and unique propositions, such as stock or share options, flexible working and attractive career development plans.

Sales & Marketing Professionals in the Pharmaceuticals Industry Average Salary Per Year in RM in 2015 (Malaysia)

  • Medical Affairs Manager 120 – 180k
  • Market Access Manager 96 – 180k
  • Clinical Research Manager 96 – 156k
  • Regulatory Affairs Manager 96 – 144k
  • QA/QC Manager 84 – 120k
  • SFE Manager 72 – 120k
  • Medical Scientific Liaison  60 – 96k

Mass Communication, Sales & Marketing Professionals in the Consumer, IT & Telecommunications Industries Average Salary Per Year in RM in 2015 (Malaysia)

ROLE     CONSUMER IT&T/INDUSTRIAL
Managing Director 360 – 550k 360 – 550k
Sales Director 300 – 504k 240 – 420k
Marketing Director 312 – 460k 240 – 450k
Communications Director 180 – 265k 180 – 265k
Marketing Manager 180 – 264k 144 – 240k
Communications Manager 108 – 156k 84 – 120k
Market Research Manager 84 – 132k 84 – 130k
Public Relations Manager 72 – 132k 72 – 120k
Sales Manager 72 – 126k 84 – 125k
Business Development Manager 72 – 120k 72 – 180k
Retail Operations Manager 72 – 120k 72 – 120k
Trade Marketing Manager 72 – 120k 72 – 130k
Account Manager 72 – 102k 72 – 102k
Brand Manager 72 – 108k 72 – 102k
Digital Marketing Manager 72 – 108k 72 – 140k
Customer Service Manager 60 – 96k 60 – 96k

NB: Figures are basic salaries exclusive of benefits/bonuses unless otherwise

SUPPLY CHAIN, PROCUREMENT & ENGINEERING

In 2014, the recruitment market within supply chain, procurement and engineering was driven by new companies setting up manufacturing hubs and existing companies expanding their operations. More companies established shared service centres which led to increased demand for junior to mid-management procurement professionals.

There was also strong interest from Malaysians, who have returned from working abroad, and have brought with them regional and global expertise. In 2015, hiring managers will be looking for candidates with a good understanding of commercial objectives and the ability to support and drive sales, as well as long-term loyalty.

However, companies may struggle to hire the candidates they want with the budgets available. In addition, employers are likely to find it challenging to secure new employees in the labour-scarce engineering sector – which is typically candidate-driven. This is a result of firms expanding their manufacturing operations, creating intense competition for key engineering professionals such as production and maintenance specialists.

Sustained progress in Malaysia’s chemical, FMCG, retail and oil and gas sectors will also contribute to candidate shortages in 2015. Newly-created job opportunities will mean supply chain and procurement professionals are likely to have several options to choose from when considering a career move.

This will be particularly evident in specialised functions with an acute talent shortage, such as demand and supply planning with a category focus. We would advise hiring managers to market their opportunity to professionals as much as the candidates are pitching themselves – slow and indecisive recruitment processes can reflect negatively on a company – especially in a candidate-driven market.

Although salaries were stable in 2014, a number of new start-ups were paying highly competitive salaries to attract talent from established companies. We expect this trend to continue in 2015. The growth in the number of local manufacturing plants in out-of-town locations is also expected to put upward pressure on salaries, as many candidates prefer to work within the Central Business District areas, and as result expect to be compensated for their daily commute.

KEY TRENDS

  • Recruitment will remain buoyant, driven mainly by government initiatives to bring in foreign direct investment.
  • Growth of shared services will continue to fuel the demand for junior to mid-level procurement talent.
  • 2015 will see the growth of manufacturing outside of the Central Business District areas.

Procurement

  • Procurement Director  240 – 336k
  • Category Procurement Manager  144 – 168k
  • Regional Procurement Manager 156 – 216k
  • Strategic Sourcing Manager  120 – 180k
  • Procurement/Contract Manager  96 – 168k

Supply Chain & Logistics

  • Supply Chain Director  360 – 480k
  • Supply/Demand Planning Manager 144 – 216k
  • Supply Chain Manager 132 – 192k
  • Customer Service Manager 120 – 150k
  • Operations Manager 108 – 144k
  • Logistics Manager 96 – 144k
  • Contract Logistics Manager 96 – 144k
  • Warehouse Manager 84 – 144k
  • Production Planning Manager 96 – 156k
  • Shipping Manager 90 – 132k
  • Supply/Demand Planner 66 – 100k

Engineering

  • Quality Director  240 – 300k
  • Operations Director 240 – 312k
  • Plant Manager 156 – 252k
  • Head of Health & Safety  180 – 240k
  • Continuous Improvement Manager  168 – 240k
  • Senior Project Manager 168 – 228k
  • Quality Manager 144 – 180k
  • Production Manager 120 – 180k
  • New Product Development Manager 132 – 180k
  • Project Manager 132 – 180k
  • HSE Manager  132 – 168k
  • Civil & Infrastructure Engineer 96 – 120k
  • Project Engineer  84 – 120k

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Posted on June 11, 2017, in Career Choices, Choosing the right course, Job Outlook, Jobs with high salary, The best jobs and tagged , , , , , , . Bookmark the permalink. Leave a comment.

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