reed hr 2015 salary guide
TRANSCRIPT
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SALARY
MARKETGUIDE &
INSIGHT2015reedglobal.com/salaryguide
HUMANRESOURCES
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Drawing upon independent research, the report provides valuable insights into the attitudes and concerns of HR professionals in the UK today, as well as a comparison to the UK workforce’s outlook as a whole. It also includes a comprehensive set of salary figures that were compiled using data gained from Reed HR assignments, professionals registered with REED and in conjunction with reed.co.uk.
I hope this guide provides helpful insights and valuable guidance to assist you in dealing with the resourcing challenges our market may present this year.
Our specialist consultants are always happy to meet and discuss how we may be able to support you with your resourcing requirements. We can also answer any questions regarding local market expectations and the current depth of the talent pool.
We look forward to working with you throughout 2015.
Best wishes
Gert Nzimiro Executive Divisional Director Reed HR
Welcome to the Reed HR Salary Guide & Market Insight 2015. This is a comprehensive report containing useful reference material and guidance to assist you in the increasingly complex task of recruiting and retaining high-calibre HR talent.
Introduction
3
Our Salary Guide and Market Insight report has been compiled using data from several sources, including:• Salary information from vacancies in the HR sector on reed.co.uk
• Salary information from a cross-section of HR professionals registered with Reed Human Resources and reed.co.uk
• Assignments managed by Reed Human Resources.
All figures, unless otherwise stated, are from YouGov Plc, with a total sample size of 1,629 workers, of which 316 work in HR roles. Fieldwork was undertaken between 9th - 19th October 2014, with the survey carried out online.
The total sample included workers in the following sectors: property & construction, engineering, financial services, hospitality & leisure, marketing, media & communications, branding, retail, science & research. As well as workers in the following roles: accounting, advertising/direct marketing/PR, business development/sales, HR/recruitment, IT/technology, insurance, procurement/purchasing.
Total market was established then broken down into sectors, this guide covers HR.
Methodology
4
HR Market OverviewThe balance of power returned to candidates during the past year, with more vacancies coming onto the market. Those looking for a new role are likely to be presented with several choices and can therefore be more selective in the roles they pursue.
At the beginning of 2014, the majority of available positions were permanent, but gradually an increasing number of interim positions became available. We expect both permanent and interim roles to increase in the year ahead to support strong recruitment levels across all roles. As employers look to increase their headcount across the board, this creates a greater need for HR professionals and businesses will be looking to strengthen their teams.
Generalist HR practitioners with strong analytical skills are in demand as rewards and benefits become more important to candidates. While there are opportunities across all sectors, not-for-profit organisations are offering good salaries and better benefits packages to secure the best candidates and also look equally favourably on those who can bring commercial experience to their business as well as those with previous experience in the not-for-profit arena. REED has also seen high levels of recruitment activity in manufacturing, largely due to the growing headcount in this sector.
Attraction and Retention Expertise In a more buoyant labour market, HR professionals will be in demand to review and enhance employee engagement activities to safeguard the business’ existing skills base as well as focussing on attracting new talent.
Those with specialist skills in resourcing and talent acquisition will be in demand as the economy continues to improve, particularly those who can demonstrate success in delivering a more tailored approach to meet the needs of particular groups of employees. For example, there has been much discussion on the generational gap between older and younger workers in terms of the working environment and the pay and benefits they are seeking.
The balance of power returned to candidates during the past year, with more vacancies coming onto the market. Those looking for a new role are likely to be presented with several choices and can therefore be more selective in the roles they pursue.
5
HR Market Overview
Regulatory Agenda With shared parental leave available to parents of babies born on or after 5th April 2015, HR professionals will have an increased workload in administrating new systems.
As well as the ongoing introduction of new regulations, case law is also presenting new challenges for HR professionals, such as the recent landmark ruling affecting holiday pay calculations. Feedback from employers to REED suggests there is a shortage of candidates with up to date regulatory knowledge, so candidates who demonstrate expertise in this area will be highly valued. From the candidate’s perspective, organisations who offer ongoing training in regulatory developments will be looked on favourably.
HR analysts also have a role to play in helping businesses to meet their regulatory obligations. Skilled HR analysts will establish systems to manage and interpret data to give the organisation a clear picture of its talent base. This would be useful for monitoring and tracking performance in a fair and consistent way to avoid any question of inequality.
Winning the Role You Want While good candidates have the upper hand in a more active market, there is still a need to prepare well to secure the best roles. CVs must be structured to show the impact the candidate has had on their previous organisations and tailored specifically to the role for which they are applying.
Securing Talent While REED data shows that more than one in four in the sector is looking for a new role, as the number of vacancies continues to grow the skills shortage is likely to persist.
Feedback from candidates to REED is that salaries are not high enough to justify the requirements of a role. Employers need to think carefully about salary levels in the year ahead - just under half (43%) of employees received a pay rise in 2014 and 38% said they would move roles for a pay rise.
But, incentives to attract and retain talent extend beyond the financial. Training and development is particularly important in this environment where techniques are continually evolving. There is also a need to sell the role itself, particularly if salary levels are out of kilter with the candidate’s expectations and there is no room to increase it further. Bringing a role to life in the recruitment process, with detailed information about the requirements and long-term potential of the role will make it more appealing to prospective hires.
In a market where there is a talent shortfall, employers may also need to cast their net a little wider and be open to considering mobile working or relocation packages to secure the best person for the job.
HR professionals have a significant role to play in supporting the growth of an organisation and employers must take steps to safeguard their existing talent, as well as thinking about how they can appeal to candidates to fill new roles.
6
We asked HR professionals how many times they had changed their employer.
51% 27%38%
The changing workplace
I was offered a better salary elsewhere
I was offered a promotion/ better prospects elsewhere
There is/was an improved work/life balance at my
new employer
12%I clashed with my previous boss/
colleagues
26%I was bored with my role
19%Other
12%The company benefits of the new employer
were better
4%Don’t know/ can’t recall
23%I wanted to
move location
5 TIMES 6 TIMES
TWICE 4 TIMESONCE
7 TIMES
NEVER 3 TIMES
8-10 TIMES
>10 TIMES
DON’T KNOW/ CAN’T RECALL
10%6%
13% 15%
7%
14%6%
7%
10%
7% 5%
We asked those who changed their employer what the main reason(s) for their change was.
7
28%
57%
15%
38%
Good job satisfaction
38%
We asked those in the HR sector which one of the following they would say is the most important aspect of their working life.
Asking people to think about their working life, we asked HR professionals whether they had
ever changed* their career path.
Good salary and benefits
17%The
company culture
2%Don’t know
1%Good job security
4%
32%
HR
ALL SECTORS
56%
12%
The changing workplace 21%
of HR professionals are either Dissatisfied or Very Dissatisfied in their current roles.
27% of HR professionals are actively looking for another job.
Colleagues/ boss that I get
on with
12%
25%
A good work/life balance
(i.e. not having to work too many hours)
Yes, I have No, but I plan to in the future
Other
1%
No, and I don’t plan to in the future
* By changing career we mean changing the sector in which someone works
8
We asked HR professionals which of the following benefits they had received in the last 12 months*. More than one benefit could be chosen
We asked those in the HR sector to what extent they agreed or disagreed that there is currently a skills gap** within their organisation.
A PAY RISE N/A
43%
STAFF ENTERTAINMENT(e.g. seasonal company parties, away days etc.)
27%
A BONUS
28%
I have not received any benefits from an employer in the last 12 months
NONE
20%
OTHER BENEFITS
8%
Not applicable - I have been self-employed for the last 12 months
16%
FORMAL TRAINING
28%
Strongly agree
Neither agree nor disagree
18%
10%Strongly disagree
11%
Tend to disagree
27%
Don’t know
4%30%
Tend to agree
**By skills gap we mean the difference in the skills required within an organisation and the actual skills possessed by the organisation’s employees
*Since October 2013
9
50% 34%16%
57%30%
13%
HR
ALL SECTORS
42%
9% 5%
19%
9%
I would have chosen a career which offered better
long-term prospects in terms of pay and benefits
I would have chosen a career with a lower salary
but better work/life balance
None of these
I would have chosen to work for myself/follow a
more entrepreneurial route
I would have delayed the start of my career to allow for more ‘life experiences’
Yes, I would Don’t knowNo, I wouldn’t
Of those that said they would have chosen a different career path, we asked which of the following statements best applies. More than one statement could be chosen.
We asked people, if they had their time again after leaving compulsory education, would they have taken a different career path?
50%I would have selected a career that I think would have given me greater
job satisfaction
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To browse, read and subscribe to any of our news streams, go to www.reedglobal.com/viewpoints
The aim is to bring you career profiles and views from the top across all our industries, as well as details on upcoming events and competitions relevant to you.
Industry InsightOur online hub of expertly crafted content provides insight and analysis for HR, recruitment and industry news.
What should you be paying?Alongside our guides we also have an interactive salary & insight app, containing key stats for each industry and region, as well as useful tips and resources for both jobseekers and employers. To identify new trends, reward existing employees and attract your future teams visit www.reedglobal.com/salaryguide
Introducing Viewpoints
Identify, Reward, Attract
11
Salary Figures
12
Human ResourcesSalary Figures
Training Manager
Trainer
HR Director
Average
Average
Financial & Professional
Services
Financial & Professional
Services
Public Sector & Not-For-Profit
Public Sector & Not-For-Profit
Commerce & Industry
Commerce & Industry
MIN MAX MIN MAX MIN MAX MIN MAX
SOUTH EAST £34,333 £58,000 £37,000 £64,000 £34,000 £57,000 £32,000 £53,000
SOUTH WEST £32,333 £51,767 £35,000 £55,000 £33,000 £54,300 £29,000 £46,000
LONDON £40,333 £64,000 £43,000 £68,000 £39,000 £60,000 £39,000 £64,000
MIDLANDS £31,333 £52,633 £32,000 £55,900 £31,000 £52,000 £31,000 £50,000
WALES £29,000 £48,667 £34,000 £51,000 £28,000 £45,000 £25,000 £50,000
NORTH £27,000 £50,000 £29,000 £55,000 £28,000 £50,000 £24,000 £45,000
SCOTLAND £29,333 £45,828 £32,000 £46,129 £29,000 £46,129 £27,000 £45,225
NORTHERN IRELAND £27,047 £46,775 £28,320 £48,472 £27,821 £46,852 £25,000 £45,000
MIN MAX MIN MAX MIN MAX MIN MAX
SOUTH EAST £25,167 £36,000 £27,000 £39,000 £25,000 £35,000 £23,500 £34,000
SOUTH WEST £24,000 £33,333 £25,000 £35,000 £24,000 £33,000 £23,000 £32,000
LONDON £27,667 £37,500 £32,000 £40,500 £26,000 £37,000 £25,000 £35,000
MIDLANDS £24,833 £34,733 £25,500 £35,700 £26,000 £33,500 £23,000 £35,000
WALES £19,500 £30,400 £21,000 £32,000 £19,500 £30,250 £18,000 £28,950
NORTH £19,000 £33,000 £20,000 £34,000 £17,000 £30,000 £20,000 £35,000
SCOTLAND £22,000 £26,130 £25,000 £26,130 £21,000 £26,130 £20,000 £26,130
NORTHERN IRELAND £18,000 £25,667 £18,500 £27,000 £17,500 £26,000 £18,000 £24,000
AverageFinancial &
Professional Services
Public Sector & Not-For-Profit
Commerce & Industry
MIN MAX MIN MAX MIN MAX MIN MAX
SOUTH EAST £59,476 £122,144 £62,730 £133,133 £60,000 £120,000 £55,699 £113,300
SOUTH WEST £59,584 £114,433 £65,000 £121,231 £60,000 £114,433 £53,751 £107,635
LONDON £74,000 £136,221 £82,000 £164,800 £70,000 £125,660 £70,000 £118,203
MIDLANDS £61,767 £105,433 £63,800 £109,000 £60,500 £108,000 £61,000 £99,300
WALES £53,813 £94,317 £61,500 £113,300 £46,125 £72,100 £53,813 £97,550
NORTH £60,000 £110,000 £70,000 £120,000 £50,000 £110,000 £60,000 £100,000
SCOTLAND £55,588 £98,701 £60,000 £98,831 £55,000 £98,831 £51,764 £98,440
NORTHERN IRELAND £49,333 £79,000 £55,000 £85,000 £48,000 £82,000 £45,000 £70,000
13
HR Manager
Head of HR
HR Business Partner
Average
Average
Average
Financial & Professional
Services
Financial & Professional
Services
Financial & Professional
Services
Public Sector & Not-For-Profit
Public Sector & Not-For-Profit
Public Sector & Not-For-Profit
Commerce & Industry
Commerce & Industry
Commerce & Industry
MIN MAX MIN MAX MIN MAX MIN MAX
SOUTH EAST £30,746 £63,279 £33,118 £66,126 £31,265 £65,000 £27,854 £58,710
SOUTH WEST £30,667 £55,112 £33,000 £55,000 £32,000 £60,337 £27,000 £50,000
LONDON £38,333 £74,915 £50,000 £85,695 £35,000 £72,100 £30,000 £66,950
MIDLANDS £31,633 £56,567 £34,600 £59,800 £30,600 £59,000 £29,700 £50,900
WALES £26,783 £51,417 £29,950 £54,250 £26,900 £52,000 £23,500 £48,000
NORTH £29,917 £49,450 £32,250 £50,500 £30,750 £51,500 £26,750 £46,350
SCOTLAND £34,333 £45,667 £35,000 £50,000 £35,000 £44,000 £33,000 £43,000
NORTHERN IRELAND £28,667 £39,000 £30,000 £42,000 £29,000 £40,000 £27,000 £35,000
MIN MAX MIN MAX MIN MAX MIN MAX
SOUTH EAST £48,158 £87,893 £52,096 £97,850 £46,125 £78,280 £46,253 £87,550
SOUTH WEST £48,207 £93,419 £50,121 £98,969 £50,000 £93,419 £44,500 £87,869
LONDON £53,975 £95,186 £56,375 £100,837 £49,174 £95,187 £56,375 £89,533
MIDLANDS £46,000 £65,887 £48,000 £75,000 £45,000 £64,460 £45,000 £58,200
WALES £46,833 £72,783 £48,250 £85,238 £46,125 £70,760 £46,125 £62,350
NORTH £43,933 £67,383 £45,800 £72,100 £41,000 £61,800 £45,000 £68,250
SCOTLAND £46,038 £66,727 £51,764 £98,831 £46,350 £55,000 £40,000 £46,350
NORTHERN IRELAND £40,500 £53,333 £41,000 £55,000 £41,000 £53,000 £39,500 £52,000
MIN MAX MIN MAX MIN MAX MIN MAX
SOUTH EAST £36,408 £64,777 £35,096 £65,817 £33,128 £70,000 £41,000 £58,514
SOUTH WEST £28,987 £67,859 £30,709 £74,950 £28,987 £70,112 £27,265 £58,514
LONDON £45,898 £75,767 £55,000 £90,000 £38,000 £75,500 £44,695 £61,800
MIDLANDS £35,664 £60,608 £36,250 £65,450 £37,200 £68,000 £33,542 £48,373
WALES £31,316 £46,252 £34,999 £49,955 £30,250 £46,500 £28,700 £42,300
NORTH £31,333 £56,117 £33,250 £72,000 £28,750 £50,000 £32,000 £46,350
SCOTLAND £35,667 £41,406 £40,000 £41,406 £35,000 £41,406 £32,000 £41,406
NORTHERN IRELAND £24,667 £37,000 £26,000 £38,000 £24,000 £37,000 £24,000 £36,000
14
Human ResourcesSalary Figures
HR Office Advisor
Reward Manager
Learning & Development Manager
Average
Average
Financial & Professional
Services
Financial & Professional
Services
Public Sector & Not-For-Profit
Public Sector & Not-For-Profit
Commerce & Industry
Commerce & Industry
MIN MAX MIN MAX MIN MAX MIN MAX
SOUTH EAST £27,094 £37,750 £29,284 £41,200 £26,000 £36,000 £25,999 £36,050
SOUTH WEST £24,645 £37,243 £26,980 £39,455 £23,000 £37,243 £23,954 £35,030
LONDON £28,567 £40,296 £30,000 £43,000 £27,000 £41,000 £28,700 £36,889
MIDLANDS £24,000 £34,667 £25,000 £35,000 £24,000 £35,000 £23,000 £34,000
WALES £20,833 £30,741 £24,250 £33,500 £20,250 £30,000 £18,000 £28,723
NORTH £21,333 £33,990 £24,000 £36,050 £18,999 £32,960 £21,000 £32,960
SCOTLAND £20,000 £27,949 £20,000 £27,949 £20,000 £27,949 £20,000 £27,949
NORTHERN IRELAND £17,167 £25,667 £18,000 £30,000 £18,000 £25,000 £15,500 £22,000
MIN MAX MIN MAX MIN MAX MIN MAX
SOUTH EAST £44,989 £70,178 £46,125 £66,950 £43,563 £70,000 £45,279 £73,583
SOUTH WEST £43,069 £72,152 £49,902 £85,000 £35,000 £61,005 £44,306 £70,452
LONDON £51,838 £81,307 £56,375 £82,812 £48,139 £78,229 £50,999 £82,879
MIDLANDS £40,046 £59,771 £41,700 £65,600 £40,000 £63,551 £38,438 £50,161
WALES £32,117 £50,303 £34,900 £55,000 £32,500 £53,560 £28,950 £42,350
NORTH £34,667 £54,983 £37,500 £61,800 £32,000 £56,650 £34,500 £46,500
SCOTLAND £39,333 £46,581 £45,000 £46,581 £38,000 £46,581 £35,000 £46,581
NORTHERN IRELAND £28,467 £46,167 £28,700 £48,350 £28,700 £46,350 £28,000 £43,800
AverageFinancial &
Professional Services
Public Sector & Not-For-Profit
Commerce & Industry
MIN MAX MIN MAX MIN MAX MIN MAX
SOUTH EAST £35,990 £62,607 £39,463 £66,950 £35,301 £65,000 £33,205 £55,872
SOUTH WEST £34,681 £57,217 £36,741 £60,616 £34,681 £57,217 £32,621 £53,818
LONDON £41,708 £65,497 £46,125 £70,040 £38,000 £59,500 £41,000 £66,950
MIDLANDS £33,537 £54,294 £35,000 £59,100 £33,000 £54,000 £32,610 £49,783
WALES £29,067 £52,100 £32,000 £60,100 £28,700 £48,950 £26,500 £47,250
NORTH £28,817 £48,083 £30,750 £51,500 £27,000 £46,350 £28,700 £46,400
SCOTLAND £32,333 £46,582 £35,000 £46,582 £32,000 £46,582 £30,000 £46,582
NORTHERN IRELAND £29,300 £44,657 £29,700 £46,350 £29,500 £44,270 £28,700 £43,350
15
Organisational Development Manager
Employee Relations Manager
Recruitment Manager
Average
Average
Average
Financial & Professional
Services
Financial & Professional
Services
Financial & Professional
Services
Public Sector & Not-For-Profit
Public Sector & Not-For-Profit
Public Sector & Not-For-Profit
Commerce & Industry
Commerce & Industry
Commerce & Industry
MIN MAX MIN MAX MIN MAX MIN MAX
SOUTH EAST £48,758 £78,646 £51,650 £83,317 £48,760 £78,646 £45,864 £73,975
SOUTH WEST £47,414 £72,821 £50,231 £77,147 £47,414 £72,821 £44,598 £68,495
LONDON £59,375 £84,323 £71,750 £93,318 £56,375 £82,400 £50,000 £77,250
MIDLANDS £41,667 £58,333 £45,000 £65,000 £40,000 £60,000 £40,000 £50,000
WALES £33,375 £63,404 £40,125 £70,223 £35,000 £64,990 £25,000 £55,000
NORTH £36,583 £56,433 £41,000 £61,800 £30,750 £51,000 £38,000 £56,500
SCOTLAND £49,667 £56,933 £52,000 £56,933 £50,000 £56,933 £47,000 £56,933
NORTHERN IRELAND £44,169 £55,083 £46,125 £56,650 £44,257 £54,950 £42,125 £53,650
MIN MAX MIN MAX MIN MAX MIN MAX
SOUTH EAST £30,000 £59,397 £30,000 £70,040 £30,000 £56,650 £30,000 £51,500
SOUTH WEST £34,093 £64,395 £35,999 £68,220 £34,093 £64,395 £32,186 £60,569
LONDON £43,733 £68,348 £49,200 £71,528 £41,000 £67,515 £41,000 £66,000
MIDLANDS £34,456 £45,471 £35,270 £48,718 £35,800 £46,605 £32,299 £41,091
WALES £31,783 £45,454 £34,450 £52,750 £32,200 £43,260 £28,700 £40,352
NORTH £32,867 £46,700 £33,000 £47,500 £30,750 £46,250 £34,850 £46,350
SCOTLAND £31,667 £46,581 £35,000 £46,581 £32,000 £46,581 £28,000 £46,581
NORTHERN IRELAND £28,264 £45,648 £28,521 £46,350 £27,570 £44,245 £28,700 £46,350
MIN MAX MIN MAX MIN MAX MIN MAX
SOUTH EAST £30,000 £57,681 £30,000 £65,000 £30,000 £60,000 £30,000 £48,044
SOUTH WEST £30,954 £49,310 £32,793 £52,240 £30,955 £49,310 £29,115 £46,381
LONDON £36,292 £63,333 £41,000 £75,000 £35,875 £65,000 £32,000 £50,000
MIDLANDS £32,777 £50,017 £37,000 £55,000 £34,000 £55,000 £27,330 £40,051
WALES £25,833 £39,963 £26,750 £45,440 £28,200 £41,500 £22,550 £32,950
NORTH £24,950 £43,683 £26,250 £48,550 £24,100 £42,000 £24,500 £40,500
SCOTLAND £31,333 £41,406 £35,000 £41,406 £31,000 £41,406 £28,000 £41,406
NORTHERN IRELAND £24,958 £41,123 £25,625 £43,220 £25,625 £41,200 £23,625 £38,950
16 Reed Specialist Recruitment
Reed Human Resources
@Reed_HR
Accountancy, Actuarial, Banking, Business Support, Education, Engineering, Finance, Health & Care, Hospitality & Leisure, Human Resources, Insurance, Legal, Marketing & Creative, Mortgages, Procurement & Supply Chain, Property & Construction, Retail, Sales, Scientific, Technology. reedglobal.com/hr