usa salary survey 2011
TRANSCRIPT
The US economy improved during 2010 with encouraging signs of recovery particularly evident in the first half of the year. However, the unemployment rate across the US has remained at around 9.5% for over 16 months; the longest period of high unemployment since recordkeeping began. Many companies in the US attempted to maintain productivity levels with minimal resources in 2010, and only approved hiring for business-critical roles.
However, the US government announced additional measures to support the economy towards the end of 2010, including purchasing treasuries and keeping interest rates low. This action has resulted in cautious optimism for the employment market in 2011.
We expect to see a rise in hiring activity during the second half of 2011 as the economic recovery gains traction. Global growth, technological advancement, new government initiatives and increasing consumer demand will lead to higher employment and economic prosperity. While inflation remains low and the hiring bias in favor of employers, we do not see any significant gains in overall compensation levels in 2011.
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Robert Walters Global Salary Survey 2011
USA USA
ACCOUNTING�&�FINANCECOMMERCE�&�INDUSTRY
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Robert�Walters�Global�Salary�Survey�2011149
Our�commerce�division�recruits�permanentand�temporary�finance�and�accountingprofessionals�at�all�levels,�from�junioraccounting�assistants�through�to�financedirectors�and�chief�financial�officers.�Thedivision�consists�of�specialist�teams�focusingon�specific�industry�sectors�includingretail,�advertising,�media,�pharmaceutical,professional�services�and�manufacturing.Clients�include�Fortune�500�companies,subsidiaries�of�global�conglomerates�andpublicly-listed�companies,�in�addition�to�familyowned�and�operated�boutiques.
Market�OverviewWithin�the�majority�of�industry�sectors,�wewitnessed�substantial�change�and�a�reductionin�hiring�levels�for�qualified�accountants�inthe�first�quarter�of�2010.�The�technology�andtelecoms�sector�saw�a�severe�slowdown�and,as�a�result,�experienced�the�least�hiring�activity.The�retail�sector�was�the�only�exception�asconsumer�spending�remained�high�resultingin�proportionally�greater�opportunities�forcandidates.
As�2010�progressed�and�stock�prices�andbusiness�profits�started�to�rise,�demand�forcandidates�with�highly�technical�skill�setsincreased.�Businesses�were�forced�to�adjustafter�headcount�reductions�in�2009�and�manyrecruited�for�hybrid�positions�requiring�classicalaccounting�and�strategic�financial�backgroundexperience.�Companies�that�implementedhiring�freezes�during�2009�typically�receivedapproval�to�add�necessary�headcount�in�2010.
Due�to�new�compliance�and�regulatorystandards,�CPA-qualified�technicalaccountants�with�experience�in�financialreporting�were�in�demand.�However,�thevolume�of�internal�audit�and�complianceopportunities�within�large�corporatebusinesses�remained�consistent�as�companiessought�to�cut�costs�and�drive�profitability.Towards�the�end�of�the�year,�more�financialplanning-orientated�and�strategic�finance�roleswere�released�to�the�market�as�businessesbegan�to�recover�and�positioned�themselvesfor�future�growth.
A�number�of�organisations�adjusted�basesalaries�to�promote�internal�equality�and�asense�of�security�to�employees.�Bonuseswere�non-existent�within�commerce;�however,other�non-monetary�incentives�(such�as�extraholidays�and�title�promotions)�were�offered.Within�the�larger�private�and�publicly-listedbusinesses,�salary�grading�systems�were�putin�place�to�provide�transparency�for�existingstaff�in�their�annual�reviews�and�to�add�aconsistent�approach�when�making�job�offers.
Outlook�for�2011We�anticipate�hiring�levels�to�increasein�2011�given�the�uplift�in�recruitmentactivity�witnessed�towards�the�end�of�2010.Across�the�board�businesses�in�the�USwill�undergo�changes�around�financialreporting�and�control,�leading�to�demandfor�finance�and�accounting�talent.�With�theimpending�transition�of�US�GAAP�to�IFRSand�departments�looking�to�gain�groundsurrounding�the�implementation�of�morerobust�financial�systems,�there�will�also�bedemand�for�top�finance�and�accounting�talentto�assist�with�these�changes.
ROLE PERMANENTSALARY�PER�ANNUM�$US
2010 2011
Manager/Vice�President�of�Accounting�Policy/Research $175�-�250k $175�-�250kManager�-�International�Tax $175�-�250k $175�-�250kManager�-�Financial�Reporting $125�-�160k $125�-�160kManager�-�Strategic�Planning $110�-�165k $110�-�165kSenior�Tax�Accountant $80�-�125k $80�-�125kCash�Manager�-�Treasury $80�-�125k $80�-�125kSenior�Internal�Audit $80�-�120k $80�-�120kAccounting�Manager $80�-�110k $80�-�110kFinancial�Analyst $65�-�85k $65�-�85kAccounting�Supervisor $60�-�80k $60�-�80kAccountant $40�-�60k $40�-�60k
NB:�Figures�are�basic�salaries�exclusive�of�benefits/bonuses�unless�otherwise�specified.
USA USA
FINANCIAL�SERVICES�ACCOUNTING�AND�OPERATIONS
USA
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Robert�Walters�Global�Salary�Survey�2011 150
Our�New�York�financial�services�accounting&�operations�team�specialises�in�recruitingaccounting,�finance�and�risk�managementand�operations�roles�on�a�permanent�basis.We�provide�recruitment�solutions�for�financialservices�institutions�operating�in�all�areas�ofbanking,�brokerage,�asset�management�andcapital�markets.
Market�OverviewWe�witnessed�increased�hiring�levels�in�2010due�to�economic�growth�and�a�return�inconsumer�confidence.�Most�hiring�took�placeat�the�associate�to�VP�level,�with�turnover�atthe�director/MD�level�relatively�low.�Candidateswith�knowledge�of�the�most�up-to-daterules�and�regulations�(whether�recent�FASannouncements�or�GAAP�requirements)�werehighly�sought-after.
With�a�continuing�focus�on�accuratefinancial�reporting,�candidates�with�internalcontrols/re-engineering/pricing�skill�setswere�in�demand�as�many�banks�looked�toimprove�their�infrastructure.�Candidates�withexceptional�business�analysis�skills�werealso�in�high�demand�as�firms�analysed�theiroperating�practices.
Hiring�levels�in�the�first�half�of�the�year�werestrong�as�boutique�banks�capitalised�on�thetop�talent�available�in�the�market,�recruitingcandidates�out�of�the�larger�banks,�which�inturn�created�more�opportunities�within�theseorganisations�as�they�sought�to�replace�staffwho�had�left.�As�more�firms�offshored�rolesto�cut�costs,�recruitment�within�some�nicheareas�decreased�leading�to�a�slowdown�inhiring�in�some�of�the�largest�banks.�Althoughcandidates�were�keen�to�move�in�2010,�theywere�highly�selective�as�a�small�element�ofuncertainty�remained�in�the�market.
Company�and�role�stability�outweighedcompensation�as�key�factors�for�candidateswhen�considering�a�career�move.�Candidates’salary�expectations�were�down�from�previous
bullish�years,�although�base�salary�rises�inthe�10-15%�range�were�more�commonlyrequested�to�compensate�for�the�lack�of�payincreases�in�2009.
Outlook�for�2011As�banks�hired�in�significant�volumes�in�2010,the�outlook�for�2011�is�mixed�as�many�firmsare�expected�to�focus�on�critical�hires�for�nicheareas�at�the�start�of�the�year.�Implementationof�new�banking�regulations,�such�as�theVolcker�Rule�and�Basel�III�will�affect�hiringpractices�across�the�financial�services�sector.The�need�for�candidates�with�strong�regulatoryunderstanding�will�be�essential�as�firmsseek�to�keep�pace�with�the�ever�changinglandscape.�We�do�not�anticipate�any�increasesin�bonuses�in�2011.
USA USA
FINANCIAL�SERVICES�ACCOUNTING�AND�OPERATIONS
USA
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Robert�Walters�Global�Salary�Survey�2011151
ROLE PERMANENTSALARY�PER�ANNUM�$US
2010 2011
Accounting,�Control�&�AuditChief�Financial�Officer $250�-�450k $250�-�450kFinance�Director $150�-�350k $150�-�350kTaxation�Manager�-�Senior�Vice�President $160�-�200k $160�-�200kTaxation�Manager�-�Vice�President $110�-�140k $110�-�140kController�-�Senior�Vice�President $190�-�400k $190�-�400kController/Deputy�-�Vice�President $145�-�200k $145�-�200kAuditor�Chief�-�Senior�Vice�President $150�-�250k $150�-�250kAuditor�Chief�-�Vice�President $85�-�135k $85�-�135kFinancial�Analyst�-�Senior $85�-�150k $85�-�150k
Product�Control/Middle�OfficeHead�of�Product�Control $225�-�450k $225�-�450kProduct�Control/Pricing�Senior�Vice�President $175�-�285k $175�-�275kProduct�Control/Pricing�Vice�President $145�-�225k $145�-�225kProduct�Control/Pricing�Associate/Assistant�Vice�President $80�-�120k $80�-�120kHead�of�Middle�Office $250�-�425k $250�-�435kSenior�Vice�President�Middle�Office $175�-�275k $175�-�275kVice�President�Middle�Office $125�-�215k $125�-�215kAssociate/Assistant�Vice�President�Middle�Office $80�-�115k $80�-�115kVice�President�Project�Manager $135�-�175k $135�-�175kVice�President�Business�Analyst $135�-�160k $135�-�175k
OperationsChief�Operating�Officer,�Domestic�-�Senior�Vice�President $185�-�300k $185�-�300kInternational�Manager�-�Vice�President $110�-�150k $110�-�150kMoney�Market�Operations�Manager�-�Vice�President $100�-�125k $100�-�125kTreasury�Operations�Manager,�Capital�Markets�-�Vice�President $90�-�165k $90�-�165kLending/Credit�-�Department�Manager/Officer�-�Vice�President $80�-�165k $80�-�165kSVP,�VP�&�Associate,�Cross-Product�Settlements $55�-�150k $55�-�150kSVP,�VP�&�Associate,�Corporate�Actions,�Fixed�Income�&�Equity $60�-�130k $60�-�150kSVP,�VP,�Associate,�Foreign�Exchange�&�Money�Market�Core�Operations $55�-�150k $60�-�175kPrince�2,�Six�Sigma�Project�Management�&�Business�Analysis $150�-�250k $150�-�250k
NB:�Figures�are�basic�salaries�exclusive�of�benefits/bonuses�unless�otherwise�specified.
USA USA
LEGAL�&�COMPLIANCE
USA
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Robert�Walters�Global�Salary�Survey�2011 152
Our�legal�&�compliance�division�primarilyfocuses�on�the�attorney�and�complianceneeds�of�national�and�international�banks,investment�management�firms,�broker-dealers,law�firms�and�Fortune�500�companies.�Wefocus�on�mid�to�senior�level�in-house�counseland�compliance�officer�roles�and�cover�allareas�including�hedge�funds,�private�equity,capital�markets�and�investment�banking.
Market�OverviewMany�law�firms�and�financial�institutions�thatunderwent�internal�restructuring�during�theglobal�recession�began�rebuilding�their�teamsin�2010.�Key�professionals�who�remained�sawtheir�responsibilities�increase�as�market�activityrose�and�uncertainty�ensued�over�the�impactof�the�Dodd-Frank�Act.�As�a�result,�manycompanies�-�while�remaining�cautious�overbudget�-�recruited�attorneys�and�complianceofficers�with�certain�areas�of�expertise.�Sincecompanies�were�generally�operating�onlean�resources,�salaries�for�both�attorneysand�compliance�officers�did�not�return�topre-recession�levels.
Banking�&�Financial�ServicesIn�an�effort�to�cut�costs,�many�legaldepartments�expanded�to�handle�more�workin-house,�resulting�in�demand�for�in-housecounsels.�Attorneys�with�broad�corporatebackgrounds�and�specific�areas�of�expertise,such�as�debt�capital�markets�and�assetmanagement�were�in�demand.
Since�many�firms�bolstered�their�debt�andequities�divisions�in�2010,�there�was�renewedinterest�for�candidates�with�equity�andfixed�income�sales�and�trading�complianceexperience.�In�response�to�problems�facedby�financial�institutions�and�investmentbanks,�many�positions�were�created�in�theareas�of�anti-money�laundering,�surveillance,compliance�testing,�bank�regulatorycompliance�and�control�room.
Private�PracticeSeveral�practice�groups�at�law�firms�havethrived�as�a�result�of�the�recession.�Theseincluded�bankruptcy�and�restructuring,�labourand�employment�and�employee�benefits.�Asthe�search�for�clean�technology�and�renewableenergy�continued,�energy�and�environmentlaw�attorneys�who�advised�clients�on�projectdevelopment,�finance�and�contract�matterswere�sought-after.
Outlook�for�2011As�details�of�rules�stemming�from�theDodd-Frank�Act�and�its�effect�on�financialinstitution�operations�becomes�clearer,demand�for�both�attorneys�and�complianceofficers�is�expected�to�increase�in�early�2011during�the�regulatory�implementation�phase.Firms�that�will�be�most�impacted�includefinancial�services,�investment�advisors,broker-dealers,�hedge�funds�and�privateequity.
ComplianceFirms�are�strengthening�their�complianceprograms�to�prepare�for�the�flood�of�legislationexpected�to�come�their�way.�While�companiesare�still�focusing�on�cost-effective�strategies,many�-�particularly�in�the�alternative�investmentmanagement�industry�-�will�begin�to�hireexperienced�compliance�officers�to�preparefor�registration�with�the�Securities�ExchangeCommission�by�July�2011.
Compliance�officers�will�be�required�to�developpolicies�and�train�employees�to�ensurecompliance�with�federal�and�state�regulations.Candidates�with�a�legal�background�andregulatory�agency�experience�will�beparticularly�sought-after.�We�expect�salariesfor�compliance�officers�to�steadily�improveas�demand�for�these�candidates�increases�inanticipation�of�greater�financial�regulations.
LegalAs�the�country�continues�to�recover�from�therecession,�there�will�be�stricter�regulations,increased�investigations�and�greater�scrutinyprompted�by�government�regulators�againstfirms�from�a�variety�of�industries,�includingfinancial�services,�banks,�pharmaceuticaland�energy�companies.�With�the�Securitiesand�Exchange�Commission�and�CommodityFutures�Trading�Commission�gaining�moreenforcement�authority�under�the�Dodd-FrankAct,�white�collar�defence�attorneys�will�behighly�sought-after,�particularly�those�with�priorSEC�experience.
With�mergers�and�acquisition�activity�bouncingback,�there�will�be�demand�for�deal�attorneyswith�strong�M&A�experience.�Intellectualproperty�will�also�continue�to�grow�asbiotechnology�and�pharmaceutical�companiesseek�to�protect�their�most�valuable�assets.�Assalary�freezes�continue�in�most�law�firms,�legalsalaries�will�remain�at�2010�levels.�We�do�notanticipate�salary�freezes�to�be�lifted�until�theeconomy�has�improved.
USA USA
LEGAL�&�COMPLIANCE
USA
LEGA
L�&�C
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LEGA
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Robert�Walters�Global�Salary�Survey�2011153
ROLE PERMANENTSALARY�PER�ANNUM�$US
2010 2011
General�ComplianceManaging�Director/Global�Head $250�-�500k $260�-�525kHead�of�Compliance�-�Group/Unit $200�-�400k $210�-�420kCompliance�Director $175�-�250k $180�-�260kCompliance�Manager/Vice�President $125�-�160k $130�-�170kCompliance�Manager/Assistant�Vice�President $80�-�110k $85�-�115k
Investment�BankingDirector $175�-�250k $175�-�250kManager/Vice�President $125�-�160k $125�-�160kAnalyst/Assistant�Vice�President $80�-�110k $80�-�110k
Control�RoomDirector $175�-�250k $180�-�260kManager/Vice�President $125�-�160k $130�-�170kAnalyst $80�-�110k $85�-�115k
EquitiesDirector $175�-�250k $180�-�260kManager/Vice�President $125�-�175k $130�-�170kAnalyst/Assistant�Vice�President $80�-�110k $85�-�115k
Fixed�IncomeDirector $175�-�250k $180�-�260kManager/Vice�President $125�-�175k $130�-�170kAnalyst/Assistant�Vice�President $80�-�110k $85�-�115k
Anti-Money�LaunderingDirector $175�-�250k $180�-�260kManager/Vice�President $125�-�175k $130�-�170kAnalyst/Assistant�Vice�President $80�-�110k $85�-�115k
Asset�ManagementDirector $175�-�250k $175�-�250kManager/Vice�President $125�-�175k $125�-�175kAnalyst/Assistant�Vice�President $80�-�110k $80�-�110k
NB:�Figures�are�basic�salaries�exclusive�of�benefits/bonuses�unless�otherwise�specified.
USA USA
RISK�&�QUANT
USA
RISK
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UA
NT
RISK
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UA
NT
Robert�Walters�Global�Salary�Survey�2011
Our�risk�&�quantitative�division�specialisesin�identifying�and�placing�market,�credit,operational�and�quantitative�analysts�fromanalyst�to�managing�director�level.�The�divisionfocuses�on�permanent�hiring�for�our�clients,which�include�banks,�asset�managers�andhedge�funds.
Market�OverviewWe�saw�hiring�demands�in�the�risk�andquantitative�space�increase�in�2010�comparedto�2009.�Banks�and�asset�managers�usedprofits�from�2009�trading�revenues�toincrease�the�size�of�their�risk�managementinfrastructure.�A�number�of�the�banks�thatimplemented�hiring�freezes�for�most�of�2009due�to�the�financial�crisis�were�finally�able�toadd�headcount�in�2010.
As�2010�progressed,�trading�revenues�atseveral�financial�institutions�were�far�below2009�levels�and�institutions�were�forced�toadjust�hiring�plans�as�trading�volumes�fell.In�spite�of�this,�we�saw�steady�growth�inthe�risk�and�quantitative�space�throughoutthe�second�half�of�the�year.�This�was�due�toadded�regulatory�requirements�as�well�as�anemphasis�on�portfolio�risk�analysis.
In-demand�skill�sets�in�2010�includedregulatory�and�economic�capital�roles�(due�tothe�increased�regulatory�requirements)�andproduct�risk�managers�(due�to�the�continuedscrutiny�of�the�risk�appetite�for�their�respectivetrading�areas).�In�addition,�financial�institutionand�hedge�fund�credit�risk�managers�weresought-after�to�meet�the�anticipated�newtrading�and�lending�requirements.
Many�banks�increased�base�salaries�in�2010while,�at�the�same�time,�reducing�bonus�levelsto�minimise�the�effects�of�bonuses�on�totalcompensation.�Total�compensation�levelsgenerally�either�remained�flat�or�declinedslightly�compared�to�2009.
Outlook�for�2011The�outlook�for�2011�is�a�mix�of�positivesentiment�and�some�uncertainty.�Banksand�asset�managers�are�looking�to�addkey�positions�for�2011�within�the�risk�andquantitative�space.�However,�with�newbanking�regulations�due�to�be�implemented,such�as�the�Volcker�Rule�and�Basel�III,there�is�uncertainty�as�to�how�this�will�affecthiring�needs.�Many�institutions�will�have�torestructure�their�risk�and�quantitative�groups�tokeep�up�with�the�ever�changing�landscape�offinancial�services.
ROLE PERMANENTSALARY�PER�ANNUM�$US
2010 2011Market�RiskManaging�Director $600k�-�1.5m $600k�-�1.5mDirector/Senior�Vice�President $300�-�600k $300�-�600kVice�President $175�-�300k $175�-�300kAssociate $100�-�175k $100�-�175kAnalyst $60�-�100k $60�-�100k
Credit�RiskManaging�Director $500k�-�1m $500k�-�1mDirector/Senior�Vice�President $250�-�500k $250�-�500kVice�President $175�-�275k $175�-�275kAssociate $100�-�175k $100�-�175kAnalyst $60�-�100k $60�-�100k
Operational�RiskManaging�Director $400�-�700k $400�-�700kDirector/Senior�Vice�President $250�-�400k $250�-�400kVice�President $125�-�250k $125�-�250kAssociate $90�-�125k $90�-�125kAnalyst $50�-�90k $50�-�90k
NB:�Figures�are�total�compensation�numbers�including�benefits/bonuses�unless�otherwise�specified.
154
USA USA
SALES,�MARKETING�&�RETAIL
USA
SALES,�M
ARKETIN
G�&
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SALES,�M
ARKETIN
G�&
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IL
Robert�Walters�Global�Salary�Survey�2011155
The�sales,�marketing�&�retail�division�in�NewYork�recruits�permanent,�contract�and�interimmanagement�roles�across�all�disciplines�withinconsumer�packaged�goods,�retail,�financialservices�and�commerce�sectors.�Our�teamis�divided�into�three�areas�of�specialisation:business�to�consumer�(B2C),�business�tobusiness�(B2B)�and�retail.
Market�Overview2010�has�been�a�successful�year�across�allindustry�sectors,�particularly�in�quarters�twoand�three.�A�number�of�organisations�beganto�see�tangible�revenue�increases�duringthis�period,�which�resulted�in�higher�levelsof�recruitment�compared�to�2009.�However,many�companies�took�a�cautious�approach�toincreasing�headcount,�focusing�on�specific�skillsets�and�business�critical�roles.
With�consumer�confidence�increasing,�theluxury�retail�sector�thrived,�with�new�storesopening�and�increased�sales�distributionacross�the�US.�We�consequently�saw�ahigh�demand�for�tenured�luxury�retail�storemanagers�and�general�managers.�Fortune500�companies�also�began�re-building�theirmarketing�and�consumer�insights�teams�withtop-tier�professionals.
There�was�a�slight�increase�in�base�salariesacross�the�market,�although�we�witnessedmany�candidates�willing�to�move�at�the�samesalary�level�for�the�right�career�opportunity.However,�many�organisations�adjustedsalaries�to�reflect�an�improved�job�market�afterstagnant�growth�over�the�past�two�years.
Outlook�for�2011With�a�successful�2010�and�an�ever�improvingeconomy,�we�are�optimistic�about�the�jobmarket�in�2011.�We�anticipate�that�Fortune500�and�multinational�companies�will�continueto�grow�their�sales�and�marketing�teamsas�consumer�confidence�returns�and�salesincrease.�Demand�will�continue�for�high-calibreretail�candidates�with�many�luxury�retailersposting�positive�2010�financial�results.�Weanticipate�a�continued�hiring�strength�inearly�2011�and�are�confident�this�will�remainthroughout�the�year.
USA USA
SALES,�MARKETING�&�RETAIL
USA
SALES,�M
ARKETIN
G�&
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IL
SALES,�M
ARKETIN
G�&
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IL
Robert�Walters�Global�Salary�Survey�2011 156
ROLE PERMANENTSALARY�PER�ANNUM�$US
2010 2011
Account�Manager�(3�-�5�yrs'�exp) $70�-�105k $70�-�100kAssistant�Product/Brand�Manager $75�-�95k $75�-�95kBusiness�Development�Manager�(4�-�5�yrs'�exp) $85�-�115k $85�-�115kCustomer�Insights�Manager $80�-�110k $80�-�115kEvents�Manager $55�-�90k $55�-�90kGeneral�Manager�(5+�yrs'�exp) $145�-�255k $150�-�255kMarketing�Communications�Manager�(4�-�5�yrs'�exp) $70�-�90k $80�-�100kMarketing�Director�(6+�yrs'�exp) $120�-�185k $120�-�190kMarketing�Manager�(4�-�5�yrs'�exp) $100�-�175k $100�-�160kMedia�Sales $45�-�80k $45�-�80kMerchandising�Staff $55�-�90k $55�-�100kOnline�Marketing�Manager�(5+�yrs'�exp) $90�-�135k $90�-�140kProduct/Brand�Manager�(4�-�5�yrs'�exp) $90�-�110k $90�-�110kPublic�Relations�Manager�(4�-�5�yrs'�exp) $75�-�120k $65�-�120kRelationship�Manager $75�-�115k $75�-�115kSales�&�Marketing�Director�(6+�yrs'�exp) $155�-�255k $155�-�255kSales�&�Marketing�Manager�(4�-�5�yrs'�exp) $95�-�155k $95�-�155kSales�Director $135�-�205k $135�-�210kSales�Manager�(4�-�5�yrs'�exp) $115�-�150k $110�-�150kSales/Market�Analyst $45�-�75k $45�-�75kSponsorship�&�Event�Manager $50�-�90k $50�-�90kStore�Manager $70�-�140k $70�-�140kTrade�Marketing�Manager $75�-�110k $75�-�110kVisual�Merchandising�Manager $65�-�110k $75�-�110kWeb�Producer�(5+�yrs'�exp) $70�-�100k $70�-�100k
NB:�Figures�are�basic�salaries�exclusive�of�benefits/bonuses�unless�otherwise�specified.