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2013 SALARY AND EMPLOYMENT INSIGHTS1

2013 SALARY & EMPLOYMENT INSIGHTS


”2013 SALARY AND EMPLOYMENT INSIGHTS2

Recruitment in 2012 was widely affected by a deepening of the Eurozone crisis and weak figures for

GDP growth… Despite this, recruitment in Scotland remained relatively positive… in the financial services

sector, temporary and contract markets have remained buoyant during the year – a trend we expect to continue

in 2013 particularly within risk and compliance.

SCOTLAND

2013 SALARY AND EMPLOYMENT INSIGHTS 3

UK Overview 4

Achieve more with less 6

Workplaces remain under stress 6

Rewarding high performance is a business priority 6

Employees are looking for well-rounded packages 8

Achieving a benefit balance 8

Growth is predicted 9

About Hudson Accounting & Finance 10

Salary tables

London – Banking & Financial Services 12

London & The South - Commerce & Industry & Not- for-Profit

20

The Midlands & The North 30

Scotland 36

Our offices 48

CONTENTS

”2013 SALARY AND EMPLOYMENT INSIGHTS 3


UK OVERVIEW

Welcome to the Hudson Accounting & Finance Salary & Employment Insights for 2013. We will give you an overview of all our UK results before focusing in more depth on the Accounting & Finance market. As your trusted advisor, we take pride in our comprehensive understanding of the recruitment business and factors affecting it including the expectations of organisations and their people.

The challenging market conditions faced by UK businesses in recent years show little signs of easing and businesses are being encouraged to adapt to these conditions. Over the next 12 months, UK organisations need to equip themselves with the people they need to move through the next phase of their economic cycles. Never before has it been more vital and beneficial for organisations and job seekers to align their expectations.

To ensure we have a complete understanding of how organisations feel about the upcoming year, we surveyed employers and employees to ascertain what impact the challenging economic environment is having on businesses. We looked at its effect on work practices, compensation and benefits and, importantly, employee engagement, morale, loyalty and job seeking behaviour.

The survey revealed that workplaces are under stress and employees are expected to shoulder more responsibility. When asked what happens when a member of staff leaves, both employers and employees agreed that less than a quarter of roles were replaced and when a colleague is not replaced, 72% of employers and 79% of employees said, the additional workload was distributed amongst the remaining team.

EMPLOYERS VIEW:WHEN THINKING ABOUT THE LAST FEW ROLES THAT HAVEN’T BEEN REPLACED IN YOUR TEAM, PREDOMINANTLY WHAT

HAPPENS TO THE WORK?

72%

WORKLOAD REDISTRIBU

TED

ONLY

24% OF ROLES ARE

ALWAYS REPLACED

WORKLOAD REDISTRIBUTED

ABSORBED BY MANAGER

CONTINUED BY CONTRACTOR

DISCONTINUED

OUTSOURCED

OTHER

72%

9%

5%

5%

1%

8%


UK OVERVIEW

35%

65%

EM

PLOYEES

EM

PLO

YERS

29%

71%

SCOTLAND

45% 55%44% 56%

EM

PLOYEES

E

MP

LO

YERS

MIDLANDS

56% 44%47% 53%

31%

69%

EM

PLOYEES

EM

PLO

YERS

58%

42%

EM

PLO

YEES

E

MP

LOY

ER

S NORTH

71% 29%53% 47%

37%

63%

EM

PLOYEES

EM

PLO

YERS

SOUTH

51% 49%49% 51%

2013 SURVEY RESPONDENT DEMOGRAPHICS

In addition to this employees are working longer hours with 43% saying they work over 40 hours a week and 25% saying that their hours have increased in the past 12 months. Nevertheless, people are optimistic about the year ahead with 52% reporting that morale in their office had increased or remained the same.

With over three quarters of employees surveyed categorising themselves as passively or actively seeking a new role, organisations are encouraged to look at creative benefit packages to attract and retain the best talent. The survey highlighted a level of disparity between the benefits employees are seeking and what is being offered by the market. Organisations who employ a level of flexibility with regard to benefit offerings could quite well find themselves at an advantage in 2013.

In spite of the current economic challenges, employers are prophesying encouraging movements for the coming 12 months. Nearly half of employers are confident there is the potential for growth within their organisations and over a third are predicting head count increases in 2013. Rewarding high performers looks to be a business priority in 2013 and financial reward is back on the table with 72% expecting an increase in salary budgets and nearly half intend to award bonuses in 2013.

Read on to see the full results of our UK and sector wide Salary & Employment Insights survey, as well as proposed salaries and recruitment trends for Accounting & Finance for 2013.

MethodologyThe salary survey was conducted over a three week period in January 2013, in which Hudson surveyed employers and employees online. In-house recruitment specialists and managing directors were surveyed for the purpose of gaining detailed regional and sector specific employment overviews. Current salary information was derived from Hudson’s internal database and quality checked against survey data.

LONDON

53% 47%63% 37%


Recent months have been defined by talk of economic uncertainty and the picture is still evolving. With the Bank of England forecasting growth to remain below 1% and a eurozone outlook that remains troubled it’s not surprising that economic uncertainty is causing many businesses to start making contingency plans.

Whilst the general outlook for the economy is a cautious one, the outlook for business growth and employment is predicted to gradually improve across the UK in 2013. According to the British Chamber of Commerce, business investment recovered strongly in the last two quarters of 2012 and is predicted to grow by 4.3% in 2013. This investment will likely help stimulate growth in the labour market leading to the creation of new jobs.

The future of the UK economy remains unclear. To succeed businesses must remain agile, adapt to a slow growth environment and respond to evolving economic conditions.

Workplaces remain under stress The demanding economic environment looks set to have a continued effect on workplaces with two thirds of employers believing their businesses will face tougher market conditions in 2013.

Of those surveyed, 42% reported redundancies in the past 12 months, while 64% reported greater pressures on budgets, 55% observed increases in employee workload and 54% faced more stringent headcount approvals.

It’s not only employers that are under pressure in this difficult business environment; 1 in 4 employees report an increase in their working hours and 43% now work more than 40 hours per week.

Continued pressure on budgets has meant that only 24% of employers are always replacing roles if a member of the team leaves. In cases where the roles are not replaced, 72% of employers distribute the work amongst the remaining team members, with only 5% employing a contractor and 9% absorbing the extra workload themselves.

Nearly half of employees said they are more stressed at work than a year ago, so it is perhaps not surprising to find a similar trend in morale levels with 48% saying they are more pessimistic than 12 months ago.

Over three quarters of surveyed employees are actively (40%) or passively (36%) seeking new jobs. Of those surveyed, 57% anticipate changing jobs within 12 months.

Levels of employee engagement at work are almost a perfect three way split between more engaged, less engaged and neutral so it is perhaps surprising to also find that 62% are reported as saying that they would recommend their employer.

Rewarding high performance is a business priority While employees are expected to shoulder more responsibility, greater workloads and are working longer hours, the majority of employers appear to be acknowledging this by awarding pay rises.

Most employers (72%) awarded pay rises in the last 12 months and seven in ten anticipate a further increase at the next salary review. The majority (59%) also indicated that modest pay increases of 1-5% were likely to be awarded in 2013.

Interestingly, just over a third of employees believe an increase in salary is warranted in 2013 because their skills and experience are in high demand outside the organisation.

ACHIEVE MORE WITH LESS – IS THIS THE COMMERCIAL REALITY FOR 2013?

64%REPORT GREATER PRESSURE ON BUDGETS

64%

55%55%SAW AN INCREASE IN EMPLOYEE WORKLOAD

54%FACE MORE STRINGENT HEADCOUNT APPROVALS

54%

42%42%HAVE SEEN REDUNDANCIES IN THE PAST 12 MONTHS

33%EXPERIENCED HIRING FREEZES

33%

23%USED MORE STRINGENT ASSESSMENT PROCESSES

23%

HOW ARE CHALLENGING MARKET CONDITIONS IMPACTING BUSINESSES?


The main reasons businesses increased salaries were to retain high performers and ensure pay parity. Over half of the employers (53%) surveyed indicated they would reward high performers with pay rises and a third (34%) are willing to award a pay rise in order to keep up with movements in living costs.

Nearly half (49%) of employers indicated they were worried about losing staff and this concern may be warranted as 43% of employees felt they were inadequately rewarded for their increasing responsibility to the business.

Four in ten employees were awarded a bonus in 2012 and the majority of these equated to between 1-10% of their salary. Larger bonuses were not unheard of with 15% of those awarded being greater than 20% of salary.

Despite the tough environment 47% of employers plan to award bonuses in the next 12 months, with the majority indicating bonuses would be awarded based on either individual (68%) or company performance (67%). A further 26% indicated they were yet to decide whether they would award bonuses, which correlates with the uncertainty in the market.

To retain high performing staff

Maintain employee living standards

To reward contribution to the business

34%

31%

WHAT ARE EMPLOYERS’ MAIN REASONS FOR GIVING A PAY RISE AT THE MOMENT?

53%

To reward high level of performance

Staff are taking on new / greater responsibilities

Salaries for similar roles have increased

23%

22%

30%

The organisation is more profitable than last year

Staff overdue a rise / long time since last increase

20%

16%

7


Employees are looking for well-rounded packages It is not only employers that are feeling the effects of the economic turmoil; employees are all too aware of the on-going economic uncertainty and the effects it has on their lives. Many employees are valuing job security and progression opportunities and are less inclined to expect large salary or bonus packages.

When asked to rank important aspects when considering new job opportunities, employees demonstrated two definite preferences for increased salaries and a better work / life balance. The majority (85%) of employees rated more pay within their top five, interestingly, the expectation of the level of increase was modest, with 71% indicating an acceptable salary increase for external roles was less than 15%.

The second highest consideration was better work / life balance (74%) with 29% of employees ranking this as the number one reason they are attracted to a new opportunity.

In general, employees showed a tendency towards non-monetary based aspects when considering new jobs. When asked to pick from a list of 17 aspects they look for when changing jobs, 61% of employees picked a non-monetary based option as their number one option.

Company culture, convenient location and respected senior / managerial staff were all cited as factors in employees’ decision making processes. This suggests firms that choose to focus their attention on a combination of base salaries and tailored benefit packages are likely to be more attractive to prospective employees.

Achieving a benefit balance With budget squeezes becoming an all too common commercial reality, businesses are showing a commitment to offering a range of benefits as part of the package. But it is important to get it right – 1 in 5 employees indicated a level of dissatisfaction with their current benefit package and there appears to be some disparity between what is offered and what is attractive to employees.

Employers would be advised to look to adopt a range of non-monetary benefits to attract and retain talent. Only 49% of employers offer flexible working opportunities, whereas 65% of employees rated this in their top five most attractive benefits.

After base annual salary, the top benefits offered by employers are contributory pension plan (72%), bonus and recognition (67%) and health benefits / insurances (54%). However, with the government NEST pension scheme being rolled out over the next few years, companies will no longer be able to offer this as an optional benefit so we will likely see a shift here.

When we asked employees to nominate which benefits were most attractive to them, 86% placed bonus and recognition in their top five followed by flexible working opportunities (65%) and contributory pension plan (54%). Those least preferred included child care and paid maternity / paternity leave.

TOP 10 REASONS EMPLOYEES ARE ATTRACTED TO JOB OPPORTUNITIES*

ACHIEVE MORE WITH LESS – IS THIS THE COMMERCIAL REALITY FOR 2013?

EMPLOYEES RATED THIS IN THEIR TOP 5 BENEFITS

BUT ONLY 49% OF EMPLOYERS OFFER THIS* Employees were asked to select their top 5

“FLEXIBLE WORKING OPPORTUNITIES”

65%

Better salary

Work/life balance

Convenient location

74%

61%

85%

Extra benefits

Cultural fit

Good company reputation

37%

37%

37%

Promotion opportunities

Respected leadership

37%

33%

Appealing industry

Greater responsibility

27%

21%


Growth is predicted Despite the current economic uncertainty, 48% of employers stated that they believe their department has growth potential in 2013. This growth is expected to manifest in a number of different ways. One third of employers believe their departments will see an increase in headcount in the next

twelve months, while 44% expect headcounts to remain stagnant. 19% of employers reported an expected decline in headcount in 2013, and it is worth noting that this figure is significantly down from the 30% who reported the same expectation last year.

Bonus & recognition

Health benefits / insurances

Pension plan - contributory

Pension plan - non-contributory

Training benefits

Living / travel allowances

Increased annual leave

Flexible working arrangements

Company car / car allowances

Gym membership

Child care

Paid maternity leave

Paid paternity leave

* Employers were asked to select all that apply ** Employees were asked to select their top 5

67% 86%

54% 39%

72% 54%

19% 35%

43% 34%

10% 22%

42% 48%

49% 65%

31% 33%

15% 14%

19% 10%

39% 10%

28% 10%

BENEFIT Offered by Employers* Most attractive benefits for Employees** Summary

WHAT BENEFITS ARE EMPLOYERS OFFERING COMPARED TO THE BENEFITS EMPLOYEES ARE LOOKING FOR?

The general outlook for 2013 is one of cautious optimism. Businesses are reporting expected growth but the commercial reality could be that employees will shoulder even greater responsibilities, as businesses strive to achieve this under the pressure of already tight budgets.

Employees are taking on more responsibility and working longer hours, resulting in increased workplace stress and pessimism which could explain the large number of employees looking to move on in 2013.

Employees feel they are not being adequately rewarded for increased workload and responsibilities, and want greater rewards. With pressure on remuneration budgets, businesses should increase their focus on non-monetary benefits as a way of retaining and incentivising staff.

Stable jobs with flexible benefits are a key priority for employees rather than ever-increasing salaries. Results indicate that non-monetary benefits alone are enough to sway job seekers’ decisions. Employers who focus their attention on a combination of base salaries and tailored benefit packages are likely to be more attractive to prospective employees.


Hudson is a global talent solutions company with expertise in leadership and specialised recruitment, contracting solutions, recruitment process outsourcing, talent management, outplacement and eDiscovery. The Hudson Accounting & Finance team helps clients and candidates succeed by leveraging our expertise, deep industry and market knowledge, and proprietary assessment tools and techniques.

With approximately 2,000 people in 20 countries, and relationships with millions of specialised professionals, we bring an unparalleled ability to match talent with opportunities by assessing, recruiting, developing and engaging the best and brightest people for our clients. We combine broad geographic presence, world-class talent solutions and a tailored, consultative approach to help businesses and professionals achieve higher performance and outstanding results.

Whether you are looking for a candidate who is Part Qualified / Qualified Accountant or Risk and Compliance Professional Hudson Accounting & Finance can help you with your next hire. Our consultants focus on specific role levels and types within sectors so they can provide specialisation expertise.

Combining our global capabilities with in-depth local market knowledge, we have been able to build strong and trusted relationships with a wide-ranging client base that includes SMEs and multinational companies.

“You deserve a recruitment partner with a strong record of innovation and execution and who will deliver optimised solutions to guide you through the challenges associated with your business lifecycle”

We currently work with:

PRACTICE

` The Big Four audit firms

` Top 20 UK firms

` Top 50 practices

` Audit, tax and advisory specialists

PRIVATE SECTOR

` Financial services and banking

` Retail, media and FMCG

` Pharmaceutical and healthcare

` Technology and telecommunication

` Energy and utilities

` Oil and gas

` Mining

` Professional services

` Manufacturing and distribution

` Construction, property and engineering

PUBLIC SECTOR

` Local authorities

` Central government

` Charities / not-for-profit

` NHS and primary care trusts

` Regulatory bodies

` Associations

` Education

ABOUT HUDSON ACCOUNTING & FINANCE

50%ARE MORE

PESSIMISTIC OR NEGATIVE

HOW DO A&F EMPLOYEES DESCRIBE THEIR MORALE AT WORK COMPARED TO A YEAR AGO?

MORE PESSIMISTIC OR NEGATIVE

MORE OPTIMISTIC OR POSITIVE

NO CHANGE

50%

21%

29%

2013 SALARY AND EMPLOYMENT INSIGHTS 112013 SALARY AND EMPLOYMENT INSIGHTS 11


LONDON BANKING & FINANCIAL SERVICES

SALARY TABLES



LONDON – BANKING & FINANCIAL SERVICES

With London being the centre of financial activity in the UK, and a global financial hub, the accounting, finance and banking sectors are affected by poor economic conditions and negative economic news more than in other regions.

With that in mind, conditions over the past twelve months have been challenging and as a result the prevailing mood is one of uncertainty. Redundancies within many firms have created an apprehensive atmosphere leading to the majority of candidates remaining in their roles as they look for security rather than an increased compensation package. For this reason we expect hiring volumes to remain stagnant in 2013.

We expect salaries to be largely unchanged between 2012 and 2013. In 2012 and moving into 2013 we haven’t seen large pay increases at offer stage with the majority of firms offering 10-15% maximum above the candidate’s current salary. Also, whereas we used to see an increase of candidates in the market following bonus payments this is no longer the case as candidates aren’t necessarily expecting a bonus. In some cases we have actually seen candidates take a pay-cut for the right opportunity.

We have seen a widening in the difference between the top performers and those at the bottom of the scale, with high achievers seeing increases in their bonus, and those at the bottom being left with nothing. As a consequence, candidates are increasingly seeking security, progression opportunities and improved base salaries over bonus pay-outs.

Last year saw a drive in Valuations/IPV recruitment across the majority of Investment banks but this year, where redundancies are expected and offshoring is occurring this is not likely to continue. We expect to see continued delayering at director

level with some activity across key areas such as IFRS and Regulatory Policy. In addition, firms have been recruiting finance business partner/decision support candidates with a particular emphasis on cost and managing spend as well as other business functions such as Technology and Risk.

Contractors are still being utilised but there have been rate reductions as firms look to reduce costs further. Permanent hires are preferred as they are generally more cost effective but due to headcount restrictions often find it easier to hire a contractors. There has been less of an emphasis on temp recruitment over the past twelve months, especially within core finance functions such as product control and financial control as firms have moved the majority of these teams to more cost effective offshore/nearshore locations. Project management and business analyst candidates are still in demand and due to the nature of their work are still hired on a contract basis.

Recruitment in Risk and Compliance proved relatively challenging in 2012 with the exception of a few specific pockets of activity. Jobs in conventional areas of risk management such as Credit and Market Risk analysis were predominantly driven by replacement and, where it was possible, firms sought to leverage internal resources to fill any gaps. If institutions did reach out to the external candidate market in these areas, it was usually because they were looking for a very specific skill (such as a language or particular product experience).

The changing regulatory landscape did provide some respite. A number of banking clients sought to hire people on a permanent basis to help tackle changing rules and regulations and this resulted in a number of roles coming through in Regulatory Capital, Regulatory Risk and certain areas of

Compliance. As well as building out internal teams to focus on regulatory change, a number of firms have been hiring experienced Project Professionals both from an IT and business background on a contract basis.

The outlook for 2013 is set to replicate that of 2012 with salaries remaining constant in most cases and the bulk of recruitment being driven by firms trying to cope with regulatory changes within financial services. Therefore it is necessary for candidates actively looking at new job opportunities to make themselves as marketable as possible to new employers. Top performers across all functions are going to have to prove their worth in the coming months and years, refining and developing their skill sets to ensure they retain their value in the market.

OF ACCOUNTING & FINANCE EMPLOYERS BELIEVE THERE WILL BE GROWTH IN THEIR OWN DEPARTMENTS IN 2013

SK

ILLE

D STAFF CHALLENGE

52%OF ACCOUNTING &

FINANCE EMPLOYERS STATED IT IS CHALLENGING

TO FIND SKILLED PROFESSIONALS

37%

UNDERSTANDING CLIENT REQUIREMENTS MATCHING CANDIDATE SKILLS TO EMPLOYER’S NEEDS


Permanent (Annual)

Role Newly Qualified £ Associate £ AVP £ VP £ Director £

Management Reporting 45 – 55,000 52 – 65,000 60 – 75,000 70 – 110,000 110,000 +

Management Accounting 45 – 55,000 52 – 65,000 60 – 75,000 70 – 110,000 110,000 +

Project/Business Analyst 45 – 60,000 55 – 68,000 62 – 78,000 72 – 120,000 115,000 +

Fund Accounting 42 – 50,000 48 – 55,000 50 – 65,000 65 – 90,000 90,000 +

Financial Control 45 – 60,000 55 – 65,000 60 – 75,000 70 – 110,000 110,000 +

Financial Reporting 45 – 58,000 52 – 60,000 60 – 75,000 70 – 105,000 100,000 +

Financial Planning & Analysis 45 – 55,000 50 – 60,000 60 – 75,000 70 – 105,000 105,000 +

Finance Business Partner / Decision Support 45 – 58,000 55 – 65,000 62 – 78,000 75 – 110,000 115,000 +

Regulatory Reporting / Accounting 50 – 60,000 55 – 65,000 60 – 80,000 80 – 110,000 110,000 +

Product Control 48 – 60,000 55 – 65,000 60 – 80,000 70 – 110,000 110,000 +

Valuations/IPV 48 – 60,000 55 – 65,000 67 – 80,000 75 – 115,000 110,000 +

LONDON - INVESTMENT BANKING & FINANCIAL SERVICES

AVP

VP

DIRECTOR

£75k

£105k

£100k+

HOW MUCH CAN I EARN IN PERMANENT FINANCIAL REPORTING IN LONDON?

NEWLY QUALIFIED

ASSOCIATE

£58k

£60k


NEW

LY Q

UA

L.

AS

SO

CIA

TE

AV

P

£25

0

£40

0

£45

0

VP DIR

EC

TOR

£50

0

£55

0+

LONDON - INVESTMENT BANKING & FINANCIAL SERVICES

HOW MUCH CAN I EARN IN CONTRACT / INTERIM VALUATIONS / IPV IN LONDON?

Contract / Interim (Daily Rate)

Role Newly Qualified £ Associate £ AVP £ VP £ Director £

Management Reporting 180 – 240 225 – 400 350 – 500 450 – 600 550 +

Management Accounting 180 – 240 225 – 400 350 – 500 450 – 600 550 +

Project/Business Analyst 200 - 350 300 – 450 350 – 500 450 – 650 600 +

Fund Accounting 150 – 230 225 – 400 300 – 475 400 – 550 500 +

Financial Control 180 – 240 225 – 400 350 – 500 450 – 600 600 +

Financial Reporting 180 – 240 225 – 400 350 – 500 450 – 600 550 +

Financial Planning & Analysis 180 – 240 225 – 425 350 – 500 450 – 600 550 +

Finance Business Partner / Decision Support 180 – 240 225 – 425 350 – 500 450 – 600 550 +

Regulatory Reporting / Accounting 200 – 250 225 – 425 350 – 500 450 – 600 600 +

Product Control 200 – 250 225 – 400 350 – 450 400 – 500 550 +

Valuations / IPV 200 – 250 225 – 400 350 – 450 400 – 500 550 +


Permanent (Annual) Contract / Interim (Daily Rate)

Role Junior £ Intermediate £ Senior £ Junior £ Intermediate £ Senior £

Investment Banking

Global Head Of Compliance / Country Compliance Officer N/A N/A 160,000 N/A N/A 1500+

CF10 N/A N/A 80 - 150,000+ N/A N/A 800 - 1200+

CF11 / MLRO N/A N/A 80 - 150,000+ N/A N/A 800 - 1200+

Deputy MLRO N/A N/A 75 - 110,000+ N/A N/A 650 - 1000+

Deputy Head Of Compliance N/A N/A 75 - 110,000+ N/A N/A 650 - 1000+

Compliance Manager N/A 50 - 60,000 65 - 85,000 N/A 250 - 400 450 - 650

AML Manager N/A 50 - 60,000 65 - 85,000 N/A 250 - 400 450 - 650

AML Monitoring 35 - 40,000 45 - 55,000 60 - 65,000+ 150 - 200 250 - 350 400 - 450+

KYC / On-Boarding 30 - 35,000 40 - 50,000 55 - 60,000+ 120 - 150 200 - 300 350 - 400+

Reviews 40 - 45,000 45 - 60,000 70 - 90,000+ 200 - 250 300 - 400 450 - 550+

Surveillance 35 - 40,000 45 - 55,000 60 - 65,000+ 150 - 200 250 - 350 400 - 500+

Control Room 35 - 45,000 50 - 70,000 80 - 100,000+ 150 - 200 250 - 350 400 - 600+

Advisory (Sales & Trading) 50 - 60,000 70 - 85,000 95 - 130,000+ 250 - 350 400 - 500 500 - 650+

Advisory (IBD) 45 - 55,000 65 - 80,000 90 - 125,000+ 250 - 350 400 - 500 550 - 650+

Financial Promotions 25 - 35,000 35 - 45,000 55 - 80,000 120 - 150 200 - 250 300 - 400

Training & Competence 25 - 35,000 35 - 45,000 55 - 80,000 120 - 150 200 - 250 300 - 400

Disclosures 35 - 45,000 50 - 70,000 80 - 100,000+ 150 - 250 300 - 400 450 - 550+

Regulatory Affairs / Policy N/A N/A 75 - 110,000+ N/A N/A 400 - 600+

LONDON - COMPLIANCE

JUNIOR

INTERMEDIATE

SENIOR

£200 PD

£350 PD

HOW MUCH CAN I EARN IN CONTRACT SURVEILLANCE IN LONDON?

£500+ PD




Asset Management, Hedge Funds, Private Equity & Brokerage

CF10 N/A N/A 75 - 100,000+ N/A N/A 450 - 600+

CF11 N/A N/A 75 - 100,000+ N/A N/A 450 - 600+



Compliance Manager - Generalist N/A 45 - 60,000 65 - 80,000 N/A 200 - 300 350 - 500

Compliance Associate - Generalist N/A 45 - 55,000 55 - 65,000 N/A 200 - 250 300 - 400

Compliance Analyst - Generalist 40 - 45,000 45 - 50,000 50 - 55,000 150 - 180 180 - 220 250 - 300

Compliance Assistant - Generalist 30 - 40,000 40 - 45,000 45 - 55,000 120 - 150 150 - 200 220 - 250

Guideline Monitoring 35 - 45,000 45 - 50,000 50 - 65,000 150 - 200 250 - 300 320 - 400

Compliance Monitoring 35 - 45,000 45 - 55,000 60 - 80,000+ 150 - 200 250 - 300 320 - 400+

Distributions / Financial Promotions 30 - 35,000 40 - 50,000 55 - 80,000 120 - 150 180 - 200 250 - 400

LONDON - COMPLIANCE

PERMANENT CONTRACT/ INTERIM

JUN

IOR

INTE

RM

ED

IATE

SE

NIO

R

£20

0 P

D

£30

0 P

D

£40

0+ P

D

JUN

IOR

INTE

RM

ED

IATE

SE

NIO

R

£45

k

£55

k

£80

k

HOW MUCH CAN I EARN IN COMPLIANCE MONITORING IN LONDON?



Role Analyst £ AVP £ VP £ D/ED £ Analyst £ AVP £ VP £ D/ED £

Market Risk

Market Risk Reporting 30 - 45,000 45 - 65,000 60 - 90,000 80 - 120,000 150 - 250 200 - 400 350 - 600 550+

Market Risk Management 40 - 55,000 55 - 75,000 70 - 110,000 100 - 140,000 200 - 300 250 - 500 450 - 700 700+

Investment Risk & Performance Attribution 30 - 45,000 40 - 65,000 60 - 85,000 80 - 120,000 200 - 300 250 - 500 450 - 700 600+

Prime Brokerage Risk 40 - 55,000 50 - 75,000 70 - 110,000 100 - 150,000 250 - 350 300 - 550 500 - 700 700+

Regulatory Risk 35 - 50,000 45 - 70,000 65 - 100,000 95 - 130,000 150 - 250 200 - 400 350 - 600 550+

Risk Data 30 - 45,000 45 - 65,000 65 - 85,000 80 - 130,000 150 - 250 200 - 400 350 - 600 550+

Risk Consultancy 40 - 55,000 55 - 75,000 75 - 100,000 95 - 150,000 200 - 350 300 - 450 400 - 550 550+

Market Risk Business Analyst 30 - 50,000 45 - 70,000 65 - 100,000 100 - 150,000 200 - 350 300 - 500 450 - 650 600+

Market Risk Methodology 40 - 60,000 60 - 80,000 75 - 110,000 100 - 150,000 200 - 350 300 - 550 500 - 700 700+

Model Validation 40 - 60,000 60 - 80,000 75 - 110,000 100 - 140,000 200 - 350 300 - 550 500 - 700 650+

Operational Risk

Operational Risk - Capital Markets / Front Office 40 - 55,000 55 - 75,000 75 - 105,000 105 - 130,000 N/A 300 - 450 450 - 650 650+

Operational Risk - Investment Banking Support Functions 35 - 50,000 50 - 65,000 65 - 75,000 95 - 120,000 200 - 250 250 - 400 400 - 550 550+

Operational Risk - Retail & Corporate Banking 25 - 45,000 45 - 60,000 60 - 80,000 80 - 115,000 150 - 200 200 - 350 350 - 500 500+

Operational Risk - Alternative Investments 35 - 55,000 55 - 75,000 75 - 90,000 90 - 120,000 200 - 250 250 - 400 400 - 550 550+

Operational Risk - Group Function (scenario, loss data etc) 40 - 55,000 55 - 75,000 75 - 100,000 100 - 130,000 N/A 250 - 400 400 - 550 550+

Operational Risk - Capital Modelling 35 - 55,000 55 - 75,000 75 - 100,000 100 - 130,000 N/A 250 - 400 400 - 600 600+

Operational Risk Reporting 30 - 45,000 45 - 60,000 60 - 80,000 N/A 150 - 200 200 - 350 350 - 550 N/A

Sustainability Analyst 45 - 55,000 55 - 70,000 70 - 85,000 85 - 110,000 150 - 200 200 - 350 350 - 550 550+

Governance Officer 45 - 55,000 55 - 70,000 70 - 85,000 90 - 120,000 200 - 300 300 - 450 450 - 600 600+

Operational Risk Consultant - Big 4 40 - 55,000 55 - 75,000 75 - 85,000 85 - 120,000 N/A N/A N/A N/A

LONDON - RISK



Role 0-2 Years' £ 2-6 Years' £ 6-10 Years' £ 10+ Years' £ 0-2 Years' £ 2-6 Years' £ 6-10 Years' £ 10+ Years' £

Credit Risk

Credit Analyst - NBFI’s 32 - 45,000 45 - 65,000 65 - 90,000 90 - 120,000 150 - 250 200 - 400 350 - 600 550+

Credit Analyst - FI’s 32 - 45,000 45 - 65,000 65 - 90,000 90 - 120,000 150 - 250 200 - 400 350 - 600 550+

Credit Analyst - Corporates 32 - 45,000 45 - 65,000 65 - 90,000 90 - 120,000 200 - 300 250 - 500 450 - 700 600+

Credit Analyst - Hedge Funds 40 - 50,000 50 - 75,000 75 - 100,000 100 - 120,000 250 - 350 300 - 550 500 - 700 700+

Credit Analyst - Natural Resources 40 - 50,000 50 - 75,000 75 - 100,000 100 - 120,000 200 - 300 250 - 500 450 - 700 600+

Credit Analyst - Leverage / Structured Finance 40 - 50,000 50 - 75,000 75 - 100,000 100 - 120,000 200 - 300 250 - 500 450 - 700 600+

Credit Risk Business Analyst 30 - 50,000 45 - 70,000 70 - 100,000 100 - 150,000 200 - 350 300 - 450 400 - 550 550+

Ratings Analyst 35 - 45,000 45 - 60,000 60 - 80,000 80 - 100,000 200 - 350 300 - 500 450 - 650 600+

Credit Risk Methodology 45 - 55,000 55 - 70,000 70 - 100,000 100 - 130,000 250 - 350 300 - 550 500 - 700 800+

Credit Risk Control 45 - 55,000 55 - 70,000 70 - 100,000 100 - 130,000 150 - 250 200 - 400 350 - 600 550+

Credit Risk Reporting 35 - 50,000 50 - 65,000 65 - 80,000 80 - 100,000 150 - 250 200 - 400 350 - 600 550+

Exposure Management 35 - 50,000 50 - 65,000 65 - 80,000 80 - 100,000 200 - 350 300 - 550 500 - 700 650+

LONDON - RISK


Role Analyst £ 1-3 Years' £ 3-6 Years' £ 6 Years' + £ 1-3 Years' £ 3-6 Years' £ 6 Years' + £

Financial Services

Business / Change Analyst 50 - 65,000 65 - 75,000 75 - 90,000 90 - 100,000 300 - 400 400 - 500 500 - 600

Project / Change Manager N/A 60 - 75,000 85 - 100,000 110 - 130,000 400 - 500 500 - 600 600 - 800

PMO 50 - 58,000 60 - 75,000 75 - 100,000 100 - 115,000 300 - 400 400 - 500 500 - 600

Programme Director N/A N/A N/A 110,000+ 500 - 600 600 - 700 700 - 1000

LONDON - PROJECTS & CHANGE


LONDON & THE SOUTHCOMMERCE & INDUSTRY

& NOT-FOR-PROFIT SALARY TABLES



LONDON & THE SOUTH COMMERCE & INDUSTRY & NOT-FOR-PROFIT

Financial recruitment across the South bore a resemblance to the national picture, showing uncertainty and apprehension following the economic turbulence of the past few years and the expected continuation of the global economic crisis.

Hiring activity across the accounting & finance sector remained flat on a like for like basis during 2012, however job flow did significantly increase in quarter three following the London Olympics. There was however a notable shift in the attitude towards hiring and resource planning as the year progressed, with recruitment clearly being higher on the agenda among senior finance leaders and HR departments.

Despite the overall landscape remaining challenging, there were certain industry sectors which remained resilient with natural resources, oil and gas and technology chief among them. Unsurprisingly, there has been a significant decline in opportunities within the retail sector and this trend looks set to continue during 2013.

From a skillset perspective, client’s hiring strategies within finance have increasingly focused on business facing vacancies with an emphasis on cross functional business partnering and decision support. This is underlined by the ever increasing involvement of finance in all aspects of decision making across organisations. Candidates with these skills remain in high demand and are able to secure reasonable salary increases when moving. Overall however

the volume of such candidates has significantly declined as concerns around the economy coupled with widespread restructuring has undermined confidence.

Opportunities for candidates in senior finance leadership roles remain limited in the present climate, with companies opting to promote from within as opposed to seeking external talent. There remains an exceptional opportunity for clients to bolster their senior finance leadership teams in the current climate, given the calibre of candidates actively seeking to move.

There has been a significant decline in job flow and opportunities for qualified interim and contract professionals. This is a result of cost cutting and the implications of AWR. We envisage a moderate rise in interim opportunities during 2013 as companies seek to adopt more flexible resource planning and as some embark upon significant change projects.

As a consequence of all of these factors, salaries for both interim and permanent finance professionals have remained static and are set to remain at similar levels through 2013.

Recruitment within the not for profit and public sector arenas is set to remain challenging in 2013. With a continued focus on cost control, the time to hire has increased significantly as organisations adopt more robust business case review processes and perform detailed due diligence on pay rates and salaries. The economic climate has also impacted career development, with a marked increase in the number of candidates making sideways moves as promotion

opportunities become more limited. Increased candidate flow has also been fuelled by the competitive commerce market as those candidates broaden their searches to consider roles in the public sector.

Whilst job flow remains static, not for profit and public sector bodies are accordingly faced with a healthier candidate pool when they are able to consider applications from the external market.

WHERE ROLES ARE NOT REPLACED, 82% OF ACCOUNTING & FINANCE EMPLOYERS REPORTED THAT THE WORK IS DISTRIBUTED AMONGST THE REMAINING TEAM

82%


EMPLOYEE LOSS

ST

AFF LOSS CONCERN

44%OF ACCOUNTING &

FINANCE EMPLOYERS ARE CONCERNED ABOUT

LOSING EMPLOYEES IN THE NEXT 12 MONTHS


Permanent (Annual) Contract / Interim

Role Part Qualified £ Newly Qualified £ Qualified (2-5 years) £ Qualified (6 years +) £ Pay Rate (Daily) £

Finance Director / CFO N/A N/A N/A 90 - 350,000 450 - neg

Head of Finance / Finance Controller N/A N/A 50 - 80,000 70 - 120,000 325 - 600

Finance Planning & Analysis Manager N/A N/A 50 - 65,000 60 - 90,000 300 - 500

Finance Manager N/A 42 - 48,000 48 - 55,000 55 - 65,000 250 - 450

Project / Systems Accountant N/A 40 - 45,000 45 - 55,000 50 - 60,000 225 - 400

Financial / Business / Commercial Analyst N/A 40 - 48,000 45 - 55,000 55 - 65,000 250 - 450

Management / Financial Accountant N/A 40 - 48,000 45 - 55,000 55 - 65,000 250 - 450

Internal Audit / Compliance

Head of Audit N/A N/A N/A 60 - 80,000 350 - 500

Manager N/A N/A 50 - 60,000 55 - 65,000 300 - 450

Auditor N/A 40 - 45,000 45 - 55,000 50 - 60,000 250 - 425

Corporate/ Group

Finance Director / CFO N/A N/A N/A 110 - 400,000 450 - neg

Finance Controller N/A N/A 55 - 80,000 80 - 120,000 325 - 600


Group Financial / Business Analyst N/A 42 - 48,000 45 - 55,000 55 - 65,000 260 - 450

Management /Financial Accountant N/A 40 - 50,000 45 - 55,000 55 - 65,000 250 - 450

LONDON - COMMERCE & INDUSTRY

NEWLY QUALIFIED

QUALIFIED (2-5 YEARS)

QUALIFIED (6 YEARS +)

£48k

£55k

£65k

HOW MUCH CAN I EARN AS A PERMANENT FINANCE MANAGER IN LONDON?




Part Qualified & Transactional

Finalist 28 - 42,000 N/A N/A N/A 150 - 275

Intermediate 25 - 35,000 N/A N/A N/A 140 - 225

AP / AR / Credit Control / Payroll Manager 25 - 45,000 N/A N/A N/A 140 - 300

AP / AR / Credit Control / Payroll Supervisor 23 - 40,000 N/A N/A N/A 130 - 250

Assistant Accountant 20 - 30,000 N/A N/A N/A 90 - 180

AP / AR / Credit Control / Payroll Clerk 18 - 26,000 N/A N/A N/A 80 - 150

Foundation / Graduate 18 - 25,000 N/A N/A N/A 80 - 150

Taxation

Tax Director N/A N/A N/A 100 - 250,000 500 - neg

Head of Tax N/A N/A N/A 80 - 120,000 450 - 650

Group Tax Manager N/A N/A 60 - 75,000 70 - 85,000 400 - 600

Tax Manager N/A N/A 50 - 70,000 60 - 75,000 300 - 475

Tax Accountant N/A N/A 40 - 55,000 N/A 235 - 315

Tax Technician N/A N/A 28 - 40,000 N/A 150 - 250

LONDON - COMMERCE & INDUSTRY

HOW MUCH CAN I EARN AS A PERMANENT GROUP TAX MANAGER IN LONDON? Q

UA

LIFI

ED

(2-5

YEA

RS

)

QU

ALI

FIE

D (6

YEA

RS

+)

£75

k

£85

k



Role Big 4 / Top 20 £ Small & Medium Firms £ Pay Rate (Daily) £

Audit & Assurance

Partner 95 - 130,000 80 - 110,000 N/A

Director 85 - 110,000 70 - 90,000 N/A

Senior Manager 65 - 85,000 50 - 70,000 N/A

Manager 54 - 65,000 40 - 60,000 290 - 450

Assistant Manager 45 - 52,000 35 - 50,000 250 - 350

Senior 40 - 45,000 30 - 42,000 175 - 275

Semi Senior 30 - 40,000 22,000+ 125 - 250

Advisory Services / Corporate Finance / Corporate Recovery / Forensics

Partner 100 - 150,000 80 -110,000 N/A

Director 80 - 100,000 68 - 95,000 N/A

Associate Director 65 - 80,000 52 - 68,000 325 - 450

Manager 47 - 60,000 42 - 56,000 220 - 400

Executive 43 - 48,000 35 - 42,000 175 - 290

Taxation

Partner 110 - 250,000 90 - 200,000 N/A

Director 82 - 200,000 70 - 110,000 N/A

Senior Manager 60 - 90,000 50 - 80,000 325 - 500

Manager 48 - 65,000 40 - 60,000 250 - 450


Senior 36 - 45,000 28 - 40,000 175 - 250

Semi Senior 22 - 33,000 22 - 33,000 125 - 200

LONDON - PUBLIC PRACTICE




Finance Director / CFO N/A N/A 50 - 80,000 70,000 + 400 - 800


Chief Accountant N/A N/A 40 - 58,000 50 - 75,000 325 - 500

Finance Planning & Analysis Manager N/A 37 - 50,000 42 - 55,000 45 - 65,000 250 - 475

Finance Manager 28 - 38,000 35 - 48,000 40 - 55,000 42 - 62,000 200 - 425

Project / Systems Accountant 28 - 38,000 35 - 48,000 36 - 52,000 45 - 58,000 180 - 400

Financial/Business / Commercial Analyst 28 - 38,000 35 - 48,000 36 - 55,000 40 - 62,000 180 - 375

Management / Financial Accountant 26 - 36,000 33 - 46,000 36 - 52,000 40 - 55,000 180 - 350

Specialist Roles

Head of Audit N/A N/A 40 - 60,000 50 - 80,000 350 - 550

Auditor 25 - 38,000 35 - 45,000 38 - 50,000 40 - 60,000 180 - 400

Treasury 25 - 38,000 35 - 45,000 38 - 50,000 50 - 80,000 180 - 550

Regulatory / Compliance 24 - 36,000 33 - 42,000 36 - 48,000 40 - 60,000 175 - 375

Part Qualified and Transactional

Finalist 30 - 38,000 N/A N/A N/A 140 - 225




Assistant Accountant / Finance Officer 25 - 35,000 N/A N/A N/A 100 - 170



LONDON - PUBLIC SECTOR & NOT-FOR-PROFIT




Finance Director / CFO N/A N/A 60 - 80,000 75 - 125,000 300 - 550


Commercial Finance Manager N/A N/A 60 - 75,000 70 - 85,000 300 - 450


Finance Manager 30 - 42,000 40 - 45,000 45 - 60,000 50 - 65,000 250 - 350


Financial / Business / Commercial Analyst 30 - 42,000 42 - 48,000 45 - 60,000 50 - 60,000 250 - 350


Corporate/ Group

Finance Director / CFO N/A N/A N/A 100 - 250,000 500 - 1000



Group Financial / Business Analyst 30 - 45,000 45 - 50,000 50 - 65,000 55 - 60,000 250 - 400

Group Reporting Manager / Accountant N/A 45 - 50,000 62 - 70,000 70 - 80,000 250 - 450



Manager N/A N/A 50 - 65,000 55 - 70,000 275 - 400

Auditor 20 - 40,000 38 - 45,000 45 -55,000 50 - 60,000 250 - 350

THE SOUTH - COMMERCE & INDUSTRY

NEWLY QUALIFIED



£45k

£55k

£60k

HOW MUCH CAN I EARN AS AN AUDITOR IN THE SOUTH?

PART QUALIFIED £40k





Finalist 30 - 40,000 N/A N/A N/A 200 - 250







Taxation

Tax Director N/A N/A N/A 80 - 120,000 500 - 800

Head of Tax N/A N/A 60 - 75,000 70 - 100,000 350 - 600

Group Tax Manager N/A N/A 60 - 75,000 70 - 100,000 300 - 600

Tax Manager N/A N/A 50 - 65,000 60 - 75,000 275 - 400

Tax Accountant N/A 40 - 45,000 45 - 55,000 50 - 60,000 250 - 300

THE SOUTH - COMMERCE & INDUSTRY

HOW MUCH CAN I EARN AS A TAX ACCOUNTANT IN THE SOUTH?

QU

ALI

FIE

D (2

-5 Y

EAR

S)

QU

ALI

FIE

D (6

YEA

RS

+)

£55

k

£60

k

CO

NTR

ACT

/ IN

TER

IM

£25

0 -

300

PD




Audit & Assurance

Partner 100,000+ 80,000+ N/A

Director 80 - 100,000 60 - 80,000 N/A

Senior Manager 60 - 75,000 45 - 60,000 200 - 375

Manager 45 - 60,000 38 - 50,000 200 - 300


Senior 30 - 45,000 25 - 38,000 100 - 200

Semi Senior 23 - 32,000 20 - 25,000 80 - 170


Partner 100,000+ 80,000+ N/A

Director 80 - 100,000 60 - 80,000 300+

Associate Director 60 - 80,000 45 - 60,000 220 - 380

Manager 45 - 60,000 38 - 50,000 200 - 350

Executive 35 - 45,000 30 - 40,000 150 - 220

Taxation

Partner 100,000+ 80,000+ N/A

Director 80 - 100,000 60 - 70,000 350+

Senior Manager 70 - 80,000 50 - 60,000 300 - 400

Manager 50 - 60,000 40 - 50,000 250 - 350


Senior 30 - 45,000 25 - 38,000 125 - 220

Semi Senior 23 - 32,000 20 - 25,000 100 - 160

THE SOUTH - PUBLIC PRACTICE




Finance Director / CFO N/A N/A 50 - 80,000 70 ,000+ 400 - 700




Finance Manager 28 - 35,000 35 - 45,000 40 - 55,000 42 - 62,000 200 - 400




Specialist Roles


Auditor 25 - 35,000 35 - 45,000 38 - 50,000 40 - 60,000 180 - 350

Treasury 25 - 35,000 35 - 45,000 38 - 50,000 40 - 60,000 180 - 400



Finalist 30 - 38,000 N/A N/A N/A 140 - 225




Assistant Accountant/Finance Officer 25 - 35,000 N/A N/A N/A 100 - 170



THE SOUTH - PUBLIC SECTOR & NOT-FOR-PROFIT


THE MIDLANDS & THE NORTH SALARY TABLES



THE MIDLANDS & THE NORTH

In general, financial recruitment in the Midlands and the North experienced the same turbulence and uncertainty as the financial markets themselves. With the global economic crisis continuing, organisations are looking to shore up their positions, cut costs and ride out the storm.

There were some notable exceptions that bucked the trend of the economic downturn and displayed strong growth throughout the year. These were typically sectors in highly competitive environments where commercial financial management is regarded as a key element. These included retail, FMCG, hi-tech engineering, media, financial services and natural resources. We expect growth in these areas to continue albeit at a slower rate in the coming year.

Looking forward to 2013, some confidence has returned to financial services organisations in the Midlands and the North which has led to an increase in demand for finance professionals. With the changes to IFRS and Basel 3, we have seen banks recruiting into their Accounting Policy and Regulatory Policy teams and expect this to continue throughout the year. Organisations have been also been recruiting finance business partner/decision support candidates with a particular emphasis on managing costs. Filling these highly technical roles has led to a shortage of available talent and a return to the upward pressure on salaries seen in previous years.

We have seen a significant drop in the volume of interim and contract work available as companies look to cut costs and as a result of the new regulations regarding AWR. We expect the current work volumes to continue throughout the year with a slight increase in quarter four as companies seek to adopt more flexible resource planning.

Confidence in the accounting, finance and banking sectors in the Midlands and the North is still very shaky. Large financial organisations are unwilling to increase staffing levels until the economy is on sturdier ground. There are however still signs of life as increases in regulation and a desire to cut costs has led to firms hiring candidates with very specific skillsets into these in-demand roles.

OF ACCOUNTING & FINANCE EMPLOYERS ANTICIPATE SALARY BUDGET INCREASES IN 2013

GROWTH ON THE HORIZON?

TOP 3 REASONS FOR ACCOUNTING

& FINANCE EMPLOYERS GIVING A PAY

RISE ARE:

123

RETAIN HIGH PERFORMING STAFF

MAINTAIN STANDARD OF LIVING

REWARD HIGH PERFORMERS

70%






Head of Finance / Finance Controller N/A N/A 50 - 70,000 65,000 + 275 - 450

Finance Planning & Analysis Manager N/A N/A 50 - 65,000 60,000 + 275 - 400

Finance Manager 25 - 40,000 32- 45,000 40 - 60,000 55,000 + 250 - 350

Project / Systems Accountant 25 - 40,000 28 - 40,000 35 - 55,000 45,000 + 250 - 350

Financial / Business / Commercial Analyst 30 - 40,000 35 - 50,000 40 - 55,000 50,000 + 250 - 350

Management / Financial Accountant 22 - 30,000 32 - 45,000 40 - 50,000 55,000 + 250 - 350


Head of Audit N/A N/A 50 - 70,000 65,000 + 300 - 600

Manager N/A N/A 45 - 60,000 55,000 + 275 - 400

Auditor 20 - 40,000 35 - 45,000 40 - 55,000 50,000 + 250 - 350

Corporate/ Group


Finance Controller N/A N/A 45 - 80,000 70,000 + 300 - 600

Finance Planning & Analysis Manager N/A N/A 50 - 70,000 60,000 + 300 - 500

Group Financial / Business Analyst 30 - 40,000 35 - 50,000 40 - 55,000 50,000 + 250 - 350

Management / Financial Accountant 22 - 30,000 32 - 45,000 40 - 50,000 55,000 + 250 - 350

THE MIDLANDS & THE NORTH - COMMERCE & INDUSTRY

PAR

T Q

UA

LIFI

ED

NEW

LY Q

UA

LIFI

ED

QU

ALI

FIE

D (2

-5 Y

EAR

S)

£30

k

£45

k

£50

k

QU

ALI

FIE

D (6

YEA

RS

+)

CO

NTR

ACT

/ IN

TER

IM

£55

k +

£35

0+ P

D

HOW MUCH CAN I EARN AS AN MANAGEMENT/ FINANCIAL ACCOUNTANT IN THE MIDLANDS & THE NORTH?





Finalist 25 - 35,000 N/A N/A N/A 200 - 250



AP / AR / Credit Control /Payroll Supervisor 20 - 32,000 N/A N/A N/A 80 - 130


AP / AR / Credit Control /Payroll Clerk 17 - 23,000 N/A N/A N/A 70 - 95


Taxation

Tax Director N/A N/A N/A 75,000 + 500 - 800

Head of Tax N/A N/A 55 - 65,000 60,000 + 350 - 600

Group Tax Manager N/A N/A 55 - 65,000 60,000 + 300 - 600

Tax Manager N/A N/A 45 - 55,000 50,000 + 275 - 400

Tax Accountant N/A N/A 38 - 55,000 50,000 + 250 - 350

Tax Technician N/A N/A 38 - 55,000 50,000 + 200 - 300

THE MIDLANDS & THE NORTH - COMMERCE & INDUSTRY

QU

ALI

FIE

D (2

-5 Y

EAR

S)

£75

k +

HOW MUCH CAN I EARN AS A TAX DIRECTOR IN THE MIDLANDS & THE NORTH?

CO

NTR

ACT

/ IN

TER

IM

£80

0 P

D




Audit & Assurance

Partner 100,000+ 80,000+ 400+

Director 80 - 100,000 60 - 80,000 400

Senior Manager 65 - 75,000 40 - 50,000 300

Manager 50 - 60,000 35 - 45,000 250

Assistant Manager 35 - 45,000 30 - 38,000 160

Senior 28 - 38,000 25 - 34,000 125

Semi Senior 20 - 28,000 15 - 20,000 100


Partner 100,000+ 80,000+ 400+

Director 80 - 100,000 50 - 60,000 300

Associate Director 70 - 80,000 40 - 50,000 250

Manager 50 - 60,000 35 - 45,000 200

Executive 35 - 40,000 30 - 35,000 150

Taxation

Partner 100,000+ 80,000+ 400+

Director 80 - 100,000 60 - 70,000 350

Senior Manager 70 - 80,000 50 - 60,000 300

Manager 50 - 60,000 40 - 50,000 250


Senior 28 - 38,000 25 - 34,000 125

Semi Senior 20 - 28,000 20 - 25,000 100

THE MIDLANDS & THE NORTH - PUBLIC PRACTICE




Finance Director / CFO N/A N/A 50 - 80,000 70,000 - neg 400 - 800




Finance Manager 28 - 38,000 35 - 48,000 40 - 55,000 42 - 62,000 200 - 425





Head of N/A N/A 40 - 60,000 50 - 80,000 350 - 550

Auditor 25 - 38,000 35 - 45,000 38 - 50,000 40 - 60,000 180 - 400

Treasury 25 - 38,000 35 - 45,000 38 - 50,000 40 - 60,000 180 - 400



Finalist 25 - 35,000 N/A N/A N/A 200 - 250




Assistant Accountant / Finance Officer 18 - 25,000 N/A N/A N/A 75 - 100



THE MIDLANDS & THE NORTH - PUBLIC SECTOR & NOT-FOR-PROFIT


SCOTLAND

Recruitment in 2012 was widely affected by a deepening of the Eurozone crisis and weak figures for GDP growth in the UK. Despite this accounting and finance recruitment in Scotland remained relatively positive and consistent through 2012, with growth recorded in a number of key business sectors namely FMCG and financial services with sporadic activity across the SME market.

By the end of 2012, the accounting and finance industries recorded a significant increase in demand for permanent staff. However, with the powerbase moving to London, there are fewer senior commercial opportunities with a greater emphasis on production and increased levels of service centre resource. As a result there has been a significant increase in entry level roles for newly and recently qualified accountants. In addition to this, permanent salaries to the end of 2012 showed consistent increases, with certain skill sets in high demand. The greatest increase in candidate demand and salaries were felt in the Aberdeen area, as the demand in the oil and gas sector continued to outperform other sectors in Scotland.

We are predicting a continued gradual phase of hiring activity off the back of sustained business confidence as well as new entrants into the financial services market. The hiring focus is on permanent and fixed term contract resource with the day rate contract requirements in decline.

In the financial services sector, temporary and contract markets have remained buoyant during the year - a trend we expect to continue in 2013, particularly within risk and compliance. This is fuelled by increased regulation and organisations focusing on risk, which in turn is driving a need for specialist talent that the local market cannot

support. There is also anticipated growth in the business change market due to a number of business transformation projects commencing, regulatory changes including Solvency 2 and Basel 3, and a number of recent entrants to the banking sector competing for market share.

FinanceOffshoring and halted divestment projects saw an influx of mid-level accountancy skills onto the market and significant restructuring within the retail banking sector saw a large number of temporary contractors moving into permanent posts and a greater degree of flexibility around salary expectations for financial services as a whole. Expectation of candidates’ career paths has changed, there is more acceptance of traditionally permanent candidates undertaking contract roles and returning to permanent posts without this negatively impacting careers. This is driven by numerous headcount freezes over the last couple of years and limited permanent opportunities.

RiskThe demand for experienced risk professionals in 2012 was up against 2011 with the “war on talent” between the financial services firms becoming increasingly competitive. The demand for talented executive hires has increased the top end “Head of” salaries by a sizeable margin in some cases across credit, operational and regulatory risk disciplines. Despite the need to attract competent individuals, some firms have introduced a mandatory 10% cap on total packages across the mid-senior manager levels which may limit the attraction of talent.


With a continued regulatory focus throughout the sector, demand across most of the risk management practices throughout 2013 is showing very little sign of slowing down. Specific areas under the spotlight include stress testing, regulatory risk relations, conduct risk, financial crime and anti-money laundering.

ComplianceThe notable demand for compliance specialists that was evident in quarter four of 2012 should continue into 2013 and it is anticipated that candidates with monitoring, policy and assurance experience will remain in high demand. Compliance and regulatory reporting departments are likely to grow both horizontally and vertically on the back of increased regulation and spotlight from the FSA which requires more rigorous reporting. Bonuses for 2012 were lower than those in the years pre-recession but slightly up on the previous two years.

Business changeThe growth in business change activity remained relatively steady in 2012 with change functions generally showing as ‘growth areas’ due to the regulatory and mandatory projects dominating the business change arena. Smaller organisations continued to look to make savings by reducing the reliance on contract resource, moving instead towards permanent and fixed-term recruitment. While this impacted the volumes of contract recruitment seen in the business change space, there was still a significant amount within larger financial services and industry clients in Edinburgh and Glasgow.

Commerce and IndustryThe commerce and industry sector has seen steady growth, especially for permanent placements which have risen as 2012 progressed. Notably newly qualified accountants have been in high demand as companies focus on developing and moulding potential leaders of the future. There has been an increasing demand in permanent requirements within the oil and gas, energy and utilities, FMCG and service sectors, and this has caused a shortage in candidates for specific skill sets including:

` Business partnering ` Commercial finance ` Process reengineering ` Financial reporting ` System accountancy

Public sector recruitment has remained relatively static over the year, with recruitment freezes and re-deployments still in operation across the NHS, central, and local government. There have been pockets of recruitment in the not-for-profit and charity sectors, but generally speaking these have been replacement roles and short-term contracts to cover the financial year end rather than a result of growth in the sector. The higher and further education sectors seem to be potential growth areas due to legislation changes and mergers in the respective sectors.

OF ACCOUNTING & FINANCE EMPLOYEES REPORT TO BE EITHER ACTIVELY OR PASSIVELY SEEKING A NEW JOB.

WHAT CAN YOU DO TO RETAIN YOUR TALENT?

82%








Finance Manager 25,000 - 40,000 40 - 42,000 42 - 48,000 48 - 55,000 200 - 250

Project/Systems Accountant 25,000 - 40,000 35 - 42,000 40 - 48,000 48 - 55,000 250 - 400

Financial/Business/Commercial Analyst 22 - 28,000 35 - 38,000 40 - 45,000 48 - 55,000 150 - 200




Manager N/A N/A 48 - 55,000 55 - 70,000 150 - 200

Auditor 20,000 - 40,000 36 - 42,000 42 - 50,000 50 - 55,000 150 - 200

Corporate / Group

Finance Director / CFO N/A N/A 50 - 75,000 90 - 120,000 400 - 500 +



Group Financial / Business Analyst 30,000 - 40,000 40 - 42,000 40 - 45,000 48 - 55,000 115 - 250

Management / Financial Accountant 25,000 - 40,000 36 - 42,000 40 - 45,000 45 - 50,000 150 - 200

SCOTLAND - COMMERCE & INDUSTRY

NEWLY QUALIFIED



£42k

£48k

£55k

HOW MUCH CAN I EARN AS A PERMANENT PROJECT/SYSTEMS ACCOUNTANT IN SCOTLAND?

PART QUALIFIED £40k





Finalist 23 - 28,000 N/A N/A N/A 88 - 108



AP / AR / Credit Control / Payroll Manager 28 - 34,000 35 - 45,000 30 - 40,000 35 - 50,000 135 - 173

AP / AR / Credit Control / Payroll Supervisor 24 - 30,000 28 - 35,000 25 - 35,000 N/A 107 - 135

AP / AR / Credit Control / Payroll Clerk 16 - 20,000 N/A N/A N/A 61 -76

Assistant Accountant 18 - 24,000 24 - 28,000 N/A N/A 92 - 108

Taxation

Tax Director N/A N/A N/A 75,000 + N/A

Head of Tax N/A N/A 55,000 - 65,000 60,000 + N/A

Group Tax Manager N/A N/A 55,000 - 65,000 60,000 + N/A

Tax Manager N/A N/A 45,000 - 55,000 50,000 + N/A

Tax Accountant N/A N/A 38,000 - 55,000 50,000 + N/A

Tax Technician 38,000 - 55,000 50,000 +

SCOTLAND - COMMERCE & INDUSTRY

NEWLY QUALIFIED

QUALIFIED


£34k

£40k

£50k

HOW MUCH CAN I EARN AS A PERMANENT AP/AR/CREDIT CONTROL/PAYROLL MANAGER IN SCOTLAND?




Audit & Assurance

Partner 100,000 + 80,000 + 400+

Director 80 - 100,000 60 - 80,000 400

Senior Manager 65 - 75,000 40 - 50,000 300

Manager 50 - 60,000 35 - 45,000 250


Senior 28 - 38,000 25 - 34,000 125

Semi Senior 20 - 28,000 15 - 20,000 100


Partner 100,000 + 80,000 + 400+

Director 80 - 100,000 50 - 70,000 300

Associate Director 70 - 80,000 40 - 50,000 250

Manager 50 - 60,000 35 - 45,000 200

Executive 35 - 40,000 30 - 35,000 150

Taxation

Partner 100,000 + 80,000 + 400+

Director 80 - 100,000 50 - 70,000 300

Senior Manager 70 - 80,000 40 - 50,000 250

Manager 50 - 60,000 35 - 45,000 200


Senior 28 - 38,000 25 - 34,000 125

Semi Senior 20 - 28,000 20 - 25,000 100

SCOTLAND - PUBLIC PRACTICE








Finance Manager 28 - 38,000 35 - 48,000 35 - 45,000 45 - 55,000 180 - 220






Manager 25 - 38,000 35 - 45,000 35 - 45,000 40 - 50,000 180 - 215

Treasury 25 - 38,000 35 - 45,000 38 - 50,000 40 - 60,000 180 - 400

Auditor 24 - 36,000 33 - 42,000 34 - 38,000 35 - 45,000 150 - 187

Part qualified & Transactional

Finalist 23 - 28,000 N/A N/A N/A 90 - 120



AP / AR / Credit Control / Payroll Manager 18 - 24,000 28 - 34,000 30 - 40,000 35 - 50,000 100 - 140

AP / AR / Credit Control / Payroll Supervisor 16 - 20,000 24 - 30,000 25 - 35,000 N/A 100 - 140


Assistant Accountant 16 - 19,000 18 - 24 N/A N/A 70 - 90

SCOTLAND - PUBLIC SECTOR & NOT-FOR-PROFIT



Role Newly Qualified £ Associate £ AVP £ VP £ Director £ Part Qualified £ 0-3 Years' £ 3-5 Years' £ 6-8 Years' £ 8+ Years' £

Management Reporting 35 - 45,000 42 - 55,000 55 - 75,000 70 - 95,000 95,000 + 150 - 200 200 - 300 300 - 350 350 - 500 500+

Management Accounting 35 - 45,000 42 - 55,000 55 - 75,000 70 - 95,000 95,000 + 150 - 200 200 - 300 300 - 350 350 - 500 500+

Cost Accountant 35 - 45,000 42 - 57,000 55 - 75,000 80 - 100,000 105,000 + 150 - 200 200 - 300 300 - 350 350 - 500 500+

Finance Business Partner 35 - 45,000 45 - 65,000 66 - 80,000 80 - 100,000 105,000 + 150 - 200 200 - 300 300 - 350 350 - 500 500+

FP&A 35 - 50,000 55 - 65,000 66 - 80,000 80 - 100,000 105,000 + 150 - 200 200 - 300 300 - 350 350 - 500 500+

Project / Business Analyst 35 - 45,000 40 - 60,000 55 - 75,000 70 - 100,000 100,000 + 160 - 250 250 - 350 350 - 400 400 - 500 500+

Fund Accounting 30 - 45,000 45 - 55,000 50 - 65,000 65 - 90,000 90,000 + 150 - 200 200 - 300 300 - 350 350 - 500 500+

Financial Control 35 - 45,000 45 - 65,000 65 - 75,000 70 - 110,000 100,000 + 150 - 200 200 - 300 300 - 350 350 - 500 500+

Financial Reporting 35 - 45,000 42 - 60,000 60 - 70,000 70 - 90,000 90,000 + 150 - 200 200 - 300 300 - 350 350 - 500 500+

Project Accountant 32 - 45,000 42 - 66,000 67 - 80,000 75 - 105,000 100,000 + 150 - 200 200 - 300 300 - 350 350 - 500 500+

Group Accountant 35 - 48,000 45 - 68,000 70 - 85,000 85 - 110,000 100,000 + 150 - 200 200 - 300 300 - 350 350 - 500 500+

Finance Manager 35 - 48,000 45 - 68,000 70 - 85,000 85 - 110,000 100,000 + 150 - 200 200 - 300 300 - 350 350 - 500 500+

Regulatory Reporting / Accounting 35 - 45,000 45 - 65,000 60 - 75,000 70 - 100,000 100,000 + 160 - 250 250 - 350 350 - 400 400 - 500 500+

Regulatory Policy 35 - 47,000 45 - 66,000 67 - 80,000 75 - 105,000 100,000 + 160 - 250 250 - 350 350 - 400 400 - 500 500+

Product Control 30 - 45,000 42 - 55,000 50 - 75,000 70 - 100,000 100,000 + 160 - 250 250 - 350 350 - 400 400 - 500 500+

Valuations 30 - 45,000 42 - 58,000 55 - 80,000 80 - 95,000 105,000 + 160 - 250 250 - 350 350 - 400 400 - 500 500+

SCOTLAND - FINANCIAL SERVICES

NEW

LY

QU

ALI

FIE

D

AS

SO

CIA

TE

AV

P

£45

k

£60

k

£75

k

VP DIR

EC

TOR

£10

0k

£10

0k+

HOW MUCH CAN I EARN AS A PERMANENT PROJECT/BUSINESS ANALYST IN SCOTLAND?


SCOTLAND - INVESTMENT BANKING


Role Newly Qualified £ Associate £ AVP £ VP £ Director £ Part Qualified £ 0-3 Years' £ 3-5 Years' £ 6-8 Years' £ 8+ Years' £

Management Reporting 50 - 60,000 55 - 65,000 65 - 75,000 80 - 95,000 100,000 + 150 - 200 200 - 300 300 - 350 350 - 500 500+

Management Accounting 50 - 58,000 55 - 65,000 66 - 80,000 80 - 100,000 105,000 + 150 - 200 200 - 300 300 - 350 350 - 500 500+

Cost Accountant 50 - 58,000 55 - 65,000 66 - 80,000 80 - 100,000 105,000 + 150 - 200 200 - 300 300 - 350 350 - 500 500+

Finance Business Partner 50 - 58,000 55 - 65,000 66 - 80,000 80 - 100,000 105,000 + 150 - 200 200 - 300 300 - 350 350 - 500 500+

FP&A 50 - 58,000 55 - 65,000 66 - 80,000 80 - 100,000 105,000 + 150 - 200 200 - 300 300 - 350 350 - 500 500+

Project / Business Analyst 52 - 60,000 55 - 65,000 66 - 80,000 85 - 100,000 110,000 + 160 - 250 250 - 350 350 - 400 400 - 500 500+

Fund Accounting 50 - 58,000 58 - 66,000 67 - 80,000 85 - 100,000 100,000 + 150 - 200 200 - 300 300 - 350 350 - 500 500+

Financial Control 50 - 58,000 55 - 68,000 70 - 85,000 85 - 100,000 100,000 + 150 - 200 200 - 300 300 - 350 350 - 500 500+

Financial Reporting 52 - 60,000 55 - 66,000 67 - 80,000 75 - 105,000 100,000 + 150 - 200 200 - 300 300 - 350 350 - 500 500+

Project Accountant 52 - 60,000 55 - 66,000 67 - 80,000 75 - 105,000 100,000 + 150 - 200 200 - 300 300 - 350 350 - 500 500+

Group Accountant 50 - 58,000 55 - 68,000 70 - 85,000 85 - 110,000 100,000 + 150 - 200 200 - 300 300 - 350 350 - 500 500+

Finance Manager 50 - 58,000 55 - 68,000 70 - 85,000 85 - 110,000 100,000 + 150 - 200 200 - 300 300 - 350 350 - 500 500+

Regulatory Reporting / Accounting 52 - 60,000 55 - 66,000 67 - 80,000 75 - 105,000 100,000 + 160 - 250 250 - 350 350 - 400 400 - 500 500+

Regulatory Policy 52 - 60,000 55 - 66,000 67 - 80,000 75 - 105,000 100,000 + 160 - 250 250 - 350 350 - 400 400 - 500 500+

Product Control 52 - 60,000 55 - 68,000 65 - 80,000 80 - 95,000 105,000 + 160 - 250 250 - 350 350 - 400 400 - 500 500+

Valuations 52 - 60,000 58 - 68,000 65 - 80,000 80 - 95,000 105,000 + 160 - 250 250 - 350 350 - 400 400 - 500 500+

AVP

VP

DIRECTOR

£75k

£95k

£100k+

HOW MUCH CAN I EARN IN PERMANENT MANAGEMENT REPORTING IN SCOTLAND?

NEWLY QUALIFIED

ASSOCIATE

£60k

£65k




Investment Banking

Global Head Of Compliance / Country Compliance Officer N/A N/A 160,000+ N/A N/A 1500+

CF10 N/A N/A 80 - 150,000+ N/A N/A 800 - 1200+

Cf11 / MLRO N/A N/A 80 - 150,000+ N/A N/A 800 - 1200+



Compliance Manager N/A 50 - 60,000 65 - 85,000 N/A 250 - 400 450 - 650

AML Manager N/A 50 - 60,000 65 - 85,000 N/A 250 - 400 450 - 650

AML Monitoring 30 - 40,000 40 - 50,000 60 - 65,000+ 150 - 200 250 - 350 400 - 450+

KYC / On-Boarding 30 - 35,000 40 - 50,000 55 - 60,000+ 120 - 150 200 - 300 350 - 400+

Reviews 40 - 45,000 45 - 60,000 70 - 90,000+ 200 - 250 300 - 400 450 - 550+

Surveillance 30 - 40,000 45 - 55,000 60 - 65,000+ 150 - 200 250 - 350 400 - 500+

Control Room 30 - 40,000 50 - 70,000 80 - 100,000+ 150 - 200 250 - 350 400 - 600+

Advisory (Sales & Trading) 45 - 60,000 70 - 85,000 95 - 130,000+ 250 - 350 400 - 500 500 - 650+

Advisory (IBD) 45 - 55,000 65 - 80,000 90 - 125,000+ 250 - 350 400 - 500 550 - 650+

Financial Promotions 30 - 40,000 40 - 50,000 55 - 80,000 120 - 150 200 - 250 300 - 400

Training & Competence 30 - 40,000 40 - 50,000 55 - 80,000 120 - 150 200 - 250 300 - 400

Disclosures 35 - 45,000 50 - 70,000 80 - 100,000+ 150 - 250 300 - 400 450 - 550+

Regulatory Affairs / Policy N/A N/A 75 - 110,000+ N/A N/A 400 - 600+

SCOTLAND - COMPLIANCE

JUNIOR

INTERMEDIATE

SENIOR

£350 PD

£500 PD

HOW MUCH CAN I EARN IN CONTRACT ADVISORY (IBD) IN SCOTLAND?

£650+ PD




Asset Management, Hedge Funds, Private Equity & Brokerage

CF10 N/A N/A 75 - 100,000+ N/A N/A 450 - 600+

CF11 N/A N/A 75 - 100,000+ N/A N/A 450 - 600+



Compliance Manager - Generalist N/A 45 - 60,000 65 - 80,000 N/A 200 - 300 350 - 500

Compliance Associate - Generalist N/A 45 - 55,000 55 - 65,000 N/A 200 - 250 300 - 400

Compliance Analyst - Generalist 40 - 45,000 45 - 50,000 50 - 55,000 150 - 180 180 - 220 250 - 300

Compliance Assistant - Generalist 30 - 40,000 40 - 45,000 45 - 55,000 120 - 150 150 - 200 220 - 250

Guideline Monitoring 35 - 45,000 45 - 50,000 50 - 65,000 150 - 200 250 - 300 320 - 400

Compliance Monitoring 35 - 45,000 45 - 55,000 60 - 80,000+ 150 - 200 250 - 300 320 - 400+

Distributions / Financial Promotions 30 - 35,000 40 - 50,000 55 - 80,000 120 - 150 180 - 200 250 - 400

SCOTLAND - COMPLIANCE

PERMANENT CONTRACT/ INTERIM

JUN

IOR

INTE

RM

ED

IATE

SE

NIO

R

£15

0 P

D

£20

0 P

D

£40

0 P

D

JUN

IOR

INTE

RM

ED

IATE

SE

NIO

R

£35

k

£50

k

£80

k

HOW MUCH CAN I EARN IN DISTRIBUTIONS / FINANCIAL PROMOTIONS IN SCOTLAND?




Market Risk

Market Risk Reporting 30 - 45,000 45 - 65,000 60 - 90,000 80 - 120,000 150 - 250 200 - 400 350 - 600 500+

Market Risk Management 40 - 55,000 55 - 75,000 70 - 110,000 100 - 140,000 200 - 300 250 - 500 450 - 700 700+

Investment Risk & Performance Attribution 30 - 45,000 40 - 65,000 60 - 85,000 80 - 120,000 200 - 300 250 - 500 450 - 700 600+

Prime Brokerage Risk 40 - 55,000 50 - 75,000 70 - 110,000 100 - 150,000 250 - 350 300 - 550 500 - 700 700+

Regulatory Risk 35 - 50,000 45 - 70,000 65 - 100,000 95 - 130,000 150 - 250 200 - 400 350 - 600 550+

Risk Data 30 - 45,000 45 - 65,000 65 - 85,000 80 - 130,000 150 - 250 200 - 400 350 - 600 550+

Risk Consultancy 40 - 55,000 55 - 75,000 75 - 100,000 95 - 150,000 200 - 350 300 - 450 400 - 550 550+

Market Risk Business Analyst 30 - 50,000 45 - 70,000 65 - 100,000 100 - 150,000 200 - 350 300 - 500 450 - 650 600+

Market Risk Methodology 40 - 60,000 60 - 80,000 75 - 110,000 100 - 150,000 200 - 350 300 - 550 500 - 700 700+

Model Validation 40 - 60,000 60 - 80,000 75 - 110,000 100 - 140,000 200 - 350 300 - 550 500 - 700 650+

Operational Risk

Operational Risk - Capital Markets / Front Office 40 - 55,000 55 - 75,000 75 - 95,000 95 - 130,000 N/A 300 - 450 450 - 650 650+

Operational Risk - Investment Banking Support Functions 35 - 50,000 50 - 65,000 65 - 85,000 85 - 110,000 200 - 250 250 - 400 400 - 550 550+

Operational Risk - Retail & Corporate Banking 25 - 45,000 45 - 60,000 60 - 80,000 80 - 110,000 150 - 200 200 - 350 350 - 500 500+

Operational Risk - Alternative Investments 35 - 55,000 55 - 75,000 75 - 100,000 100 - 130,000 200 - 250 250 - 400 400 - 550 550+

Operational Risk - Group Function (Scenario, loss data etc) 40 - 55,000 55 - 75,000 75 - 100,000 100 - 120,000 N/A 250 - 400 400 - 550 550+

Operational Risk - Capital Modelling 35 - 55,000 55 - 75,000 75 - 100,000 100 - 130,000 N/A 250 - 400 400 - 600 600+

Operational Risk Reporting 30 - 45,000 45 - 60,000 60 - 80,000 N/A 150 - 200 200 - 350 350 - 550 N/A

Sustainability Analyst 45 - 55,000 55 - 70,000 70 - 85,000 85 - 110,000 150 - 200 200 - 350 350 - 550 550+

Governance Officer 45 - 55,000 55 - 70,000 70 - 85,000 90 - 120,000 200 - 300 300 - 450 450 - 600 600+

Operational Risk Consultant - Big 4 40 - 55,000 55 - 75,000 75 - 85,000 85 - 120,000 N/A N/A N/A N/A

SCOTLAND - RISK




Credit Risk

Credit Analyst - NBFI’s 32 - 45,000 45 - 65,000 65 - 90,000 90 - 120,000 150 - 250 200 - 400 350 - 600 550+

Credit Analyst - FI’s 32 - 45,000 45 - 65,000 65 - 90,000 90 - 120,000 150 - 250 200 - 400 350 - 600 650+

Credit Analyst - Corporates 32 - 45,000 45 - 65,000 65 - 90,000 90 - 120,000 200 - 300 250 - 500 450 - 700 600+

Credit Analyst - Hedge Funds 40 - 50,000 50 - 75,000 75 - 100,000 100 - 120,000 250 - 350 300 - 550 500 - 700 700+

Credit Analyst - Natural Resources 40 - 50,000 50 - 75,000 75 - 100,000 100 - 120,000 200 - 300 250 - 500 450 - 700 600+

Credit Analyst - Leverage / Structured Finance 40 - 50,000 50 - 75,000 75 - 100,000 100 - 120,000 200 - 300 250 - 500 450 - 700 600+

Credit Risk Business Analyst 30 - 50,000 45 - 70,000 70 - 100,000 100 - 150,000 200 - 350 300 - 450 400 - 550 550+

Ratings Analyst 35 - 45,000 45 - 60,000 60 - 80,000 80 - 100,000 200 - 350 300 - 500 450 - 650 600+

Credit Risk Methodology 45 - 55,000 55 - 70,000 70 - 100,000 100 - 130,000 250 - 350 300 - 550 500 - 700 800+

Credit Risk Control 45 - 55,000 55 - 70,000 70 - 100,000 100 - 130,000 150 - 250 200 - 400 350 - 600 550+

Credit Risk Reporting 35 - 50,000 50 - 65,000 65 - 80,000 80 - 100,000 150 - 250 200 - 400 350 - 600 550+

Exposure Management 35 - 50,000 50 - 65,000 65 - 80,000 80 - 100,000 200 - 350 300 - 550 500 - 700 650+

SCOTLAND - RISK


Role Analyst 1-3 Years' 3-6 Years' 6 Years'+ 1-3 Years' 3-6 Years' 6 Years'+

Financial Services

Business / Change Analyst 30 - 40,000 40 - 50,000 60 -65,000 65 - 85,000 200 - 275 275 - 350 350 - 500

Project / Change Manager 40 - 50,000 45 - 60,000 60 - 80,000 80 - 100,000 300 - 400 400 - 500 500 - 650

PMO 25 - 35,000 35 - 45,000 45 -55,000 55 - 75,000 175 - 250 250 - 325 325 - 450

Programme Director N/A N/A N/A 90,000+ 450 - 550 550 - 650 650 - 850

SCOTLAND - PROJECTS & CHANGE


HUDSON UK AND IRELAND OFFICES



ABERDEEN

4 - 5 Golden Square Aberdeen AB10 1RD

Tel: +44 1224 620 262

EDINBURGH

Caledonian Exchange 19a Canning Street Edinburgh EH3 8EG

Tel: +44 131 555 4321

MANCHESTER

The Chancery 58 Spring Gardens Manchester M2 1EW

Tel: +44 161 832 7728

BIRMINGHAM

Victoria Square House Victoria Square Birmingham B2 4AJ

Tel: +44 121 633 0010

GLASGOW

130 St Vincent Street Glasgow G2 5HF

Tel: +44 141 221 8182

MILTON KEYNES

500 Avebury Boulevard Milton Keynes MK9 2BE

Tel: +44 1908 547 995

DUBLIN

10 Lower Mount Street Dublin 2

Tel: +353 1 676 5000

LONDON

Chancery House 53 - 64 Chancery Lane London WC2A 1QS

Tel: +44 20 7187 6000

READING

Greyfriars Gate 5 - 7 Greyfriars Road Reading Berkshire RG1 1NU

Tel: +44 118 939 1003

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NOTES

2013 SALARY AND EMPLOYMENT INSIGHTS 52UK.HUDSON.COM

2013 salary & employment insights - hudson … salary & employment . insights. 2 ... salary...

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