2023 Asia Career Outlook & Salary Trends
Copyright © CGP Collection Limited. All Rights Reserved.
2023 Asia Career Outlook & Salary Trends
Preface: 2023 Career Outlook Report 前言:职场展望调研报告 06
22002233A亚si洲a C职ar场ee展r O望u与tlo薪ok酬&趋S势alary Trends
让Un才le华as自hi由ng施T展ale,n做t, 业En界ab精in英g Entrepreneurs.
Copyright © CGP Collection Limited. All Rights Reserved.
2023 Mainland China Salary Trends 2023 中国大陆地区薪酬趋势Industry 行业:
Consumer Goods 消费品
Design & Property 地产与设计
Emerging Tech and Internet 新兴技术与互联网Energy 能源
Financial Services 金融服务Healthcare 医疗健康
Life Science & Pharmeceutical 生命科学与制药Machinery and Automation 机械与自动化Retail & Luxury 零售与奢侈品
Semiconductor 半导体Travel & Leisure 旅游与休闲Function 职能:
Corporate Finance 企业财务Digital Transformation 数字化转型Human Resources 人力资源
Legal & Compliance 法务与合规Sales & Marketing 销售与市场
2 3 |
28
34
40
50
54
62
68
78
84
90
96
102
106
110
112
114
116
2023 Asia Career Outlook & Salary Trends
2023 Hong Kong SAR Salary Trends 2023 中国香港特别行政区薪酬趋势 2023 Southeast Asia Salary Trends - Vietnam 越南地区薪酬趋势
Banking 银行业
Emerging Technology & Internet 新兴技术与互联网Insurance 保险业
120
124
132
Executive Summary 职场趋势预测
Marketing, Digital & eCommerce 市场、数字化与电商Sales & Retail 销售与零售
190
192
193
2023 Southeast Asia Salary Trends - Singapore 新加坡地区薪酬趋势 2023 Southeast Asia Salary Trends - Malayisa 马来西亚地区薪酬趋势
Executive Summary 前 言Finance & Accounting 财务与会计Financial Services 金融服务
Government & Public Sector 政府与公共部门Healthcare & Clinical 医疗健康与临床
146
150
152
158
162
Executive Summary 前 言Finance & Accounting 财务与会计Human Resources 人力资源Sales & Retail 销售与零售
194
195
196
197
Human Resources 人力资源
164
2023 Japan Salary Trends 日本地区薪酬趋势
Industrial & Engineering 工业生产与工程Sales, Marketing & Digital 销售、市场与数字化Supply Chain & Procurement 供应链与采购Technology IT 信息技术
166
170
176
180
Consumer 消费品
Finance & Accounting 财务与会计Financial Services 金融服务
Human Resources & Office Professional 人力资源与行政Information Technology 信息技术
200
202
204
207
210
2023 Southeast Asia Salary Trends - Thailand
Life Science 生命科学
212
Executive Summary 前 言Sales & Retail 销售与零售
4 5 |
186
188
189
2023 Asia Career Outlook & Salary Trends
2023 职场展望报告 |
Preface: 2023 Career Outlook Report
2023 Asia Career Outlook & Salary Trends —— Mainland China
在防疫管控政策的持续变化中,我们告别 2022,迎来了 2023。大环境的变化必然改变着各行各业的发展格局,而过去三年疫情下的生活,也或多或少影响了雇主和人才的职场行为、习惯与决策方式。
覆盖众多行业与地区,CGP 集团发起的《2023 职场展望调研》收集到了珍贵的资料与数据。以调研结果为基础,结合行业趋势与业务实践,集团的职场专家们展开分析与解读,完成了这份《2023 职场展望报告》,以期洞察各行业的职场新风向。
今年,人才最核心的诉求是什么?企业雇主在吸引优秀人才方面有哪些值得尝试的举措?在这里,您或许会找到答案。
In the continuous changes of epidemic prevention and control policies, we bid farewell to 2022 and step into 2023. Changes in the general environment inevitably alters the development pattern of all industries, while the days under the epidemic in the past three years has more or less influenced the workplace behaviors, habits and decision-making methods of employers and talents.
Covering many industries and regions, the "2023 Career Outlook Survey" initiated by CGP Group has collected valuable information and data. Based on the research results, combined with industry trends and business practices, CGP group's workplace experts conducted analysis and interpretation to complete the "2023 Career Outlook Report", presenting insights into new workplace trends in various industries.
This year, what is the core demand of talents? What measures are worth trying for employers to attract outstanding talents? You may find answers here.
2Ta0le2n3t su年pp人ly l才arg供ely给ex远cee大ds于wo岗rkf位orc需e d求emands in 2023
调研中,11% 的答卷人表示目前不考虑新的工作机会,这一数据略高于去年的 9%,可见 2022 年疫情导致的不确定性让更多的人才对于跳槽持谨慎态度。但总体来看,2023 年,接受新机会的人才依然占据市场大多数, 达到 89%(图 1-1)。
雇主端的数据则显示,岗位预期增长低于 40% 的企业占比高达 94%,其中 41% 的企业在 2023 年没有增加新岗位的计划(图 1-2)。两方数据的大相径庭并不能说是出人意料,因为相比人才而言,经济形势对于企业的影响是更为深远的。2023 的经济复苏态势尚需一段时间才能真正惠及各行业市场,而在此之前雇主们显然仍将持续观望。供求端存在的巨大缺口将导致 2023 年 3-5 月人才市场的岗位争夺呈现更激烈的竞争局面。
Iwnhtihche sisusrlviegyh,tl1y1h%igohfetrhteharenslpaostnydeeanrt'ss sdaaitda twhheyicwh owualsd9n%ot, rceovnesaildinegr ntaelwenjtosb' coapuptioorutusnaitttiietsudaet ptorewsaerndts, snwewitcohpinpgorjotubnsiutineds einr t2h0e23g,roshwoinwginugntcheertsahinatrieesoof 8f 9th%e (gPloicb1a-l1e)c. onomy. But overall, most talents embrace
talent market from March to May 2023. |
53%
Yes | 是
36%
11%
53%
More than 40% | 增长超过 40%
6%
41%
No, but I'm open to new opportunities | 否,但有合适机会也会考虑No | 否
1-1
Less than 40% | 增长低于 40% Maintain the same | 保持不变
1-2
职Tale场nt人s' Id的ea理l an想d R与ea现lity实
与大多数人才对于新机会的开放态度相呼应,调研数据显示,“升职加薪”在人才2023 年的职业愿望中排名第一;而位列第二和第三的分别是“换一份更理想的工作”和“实现工作与生活的平衡”(图 2-1)。
这些愿望的背后是否或多或少也反映出职场人对于现状的不甚满意呢?不同行业的人才对自己当前的工作评价如何呢?
Eanchdosianlgarmyoinstcrteaalesnet"s'raonpkesnfiartsttitiundtealteonwtsa'rdcasrneewr aospiroarttiounsitins2, 0th2e3,swurhvieleytdhaetaseschoonwdsatnhdatt"hpertohmirodtaiorne Dwortkhpelasecea?sWpihratidoonstamleonrtse ionrdlieffsesrerneftliencdtutsatlreienstst'hidnikssoafttishfeaicr tciuornrewnittjhobths?e current conditions of the
respectively "finding a better job" and "achieving work-life balance" (Pic 2-1). |
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达Im成pr更ov高e 业wo绩rk performance 更Le好ad的m管y 理te自am己b的et团te队r 创Ow立n自m己y 的ow公n司company
T各ale行nt业s' s人atis才fac的tio薪n w资ith满sa意lary度in various
在本次调研中,57% 的答卷人认为自己的薪资处于市场平均值,12% 的认为自己的薪资高于市场平均(图 2-2)。总体来看,认可自己薪资水平的人才依然占到大多数。而与去年的数据相比,更多人才认为自己的薪资与市场水平持平,而认为薪资高于市场平均和低于市场平均的占比都略有下降。
从行业来看,科技 / 互联网 / 数据 / 人工智能行业中认为自己薪资高于市场平均水平的答卷人占比最高,同时该行业也是对薪资积极评价(“处于市场平均值”和“高于市场平均值”)占比最高的行业(图 2-3)。可见数字化、人工智能等新兴科技的发展浪潮也体现在了行业人才对薪资的认可上。但值得注意的是,该行业的薪资优势与往年相比有所下降。与去年的调研数据相比,今年该行业中认为自己薪资高于市场平均水平的答卷人占比下降了 10 多个百分点。
2-3
31%
Below average benchmark | 低于市场平At average benchmark | 处于市场平均值
12%
57%
科Te技chn/ o互lo联gy网/In/ t数er据ne/t/人Da工te智/A能I
工Ind业u制str造ial/M汽a车nufacturing/Automobie 矿Mi产nin/g能/E源ne/rg石y油/O与il&天G然as气/Ch/e化m工ical
电Te信lec/o信m息/IT技术
审Ac计cou/ n法ti律ng//L咨eg询al//C培o训nsulting/Training 广Ad告ve/rt媒isi体ng//M出e版dia/Pubishing
制Ph药arm/ 生ac命eu科ti学cal/s医/Li疗fe保Sc健iences/Health care 快FM速CG消/费Re品tai/l/零eC售om/ m电e子rc商e 务
酒Ho店sp餐it饮alit/y旅/T游ra休ve闲l&L/e运isu动re/Sports
银Ba行nk/in金g/融Fin/ a保n险ce/Insurance 交Tra通n运sp输ortation
政Go府ve/rn公m共en组t/织Pu/b非lic盈o利rg机an构ization/Non-profit
其Ot他hers
15% 54% 31%
11% 66% 23%
11% 57% 32%
11% 53% 36%
10% 56% 34%
10% 56% 34%
9% 61% 30%
62% 38%
Above average benchmark | 高于市场平均值
2-2
高于市场平均值 | Above market average 处于市场平均值 | At market average 低于市场平均值 | Below market average
than the market average has decreased slightly. |
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T各ale行nt业s' s人atis才fac的tio工n w作ith与wo生rk-活life平ba衡lan满ce意sal度ary in various
对于自己工作与生活平衡的评价,超过 61% 的答卷人给出了积极的评价(图 2-4)。过去的一年里,由于疫情的猛烈反扑,居家办公的模式再一次被广泛应用,这也使得更多的人才能够节省通勤时间,以更灵活的方式安排自己的作息,兼顾工作与家庭生活。
从行业来看,交通运输行业在“工作与生活平衡状态”的调研中拥有最高的积极评价占比,而政府 / 公共组织
/ 非盈利机构是在该项调研中唯一没有出现负面评价的行业(图 2-5)。这些结果也基本与往年相似。
13%
政Go府ve/rn公m共en组t/织Pu/b非lic盈o利rg机an构ization/Non-profit 交Tra通n运sp输ortation
酒Ho店sp餐it饮alit/y旅/T游ra休ve闲l&L/e运isu动re/Sports
电Te信lec/o信m息/IT技术
银Ba行nk/in金g/融Fin/ a保n险ce/Insurance
矿Mi产nin/g能/E源ne/rg石y油/O与il&天G然as气/Ch/e化m工ical
工Ind业u制str造ial/M汽a车nufacturing/Automobie
制Ph药arm/ 生ac命eu科ti学cal/s医/Li疗fe保Sc健iences/Health care
73% 27%
71% 23% 6%
69% 25% 6%
67% 24% 9%
62% 28% 10%
61%
Fair | 一般Good | 好Poor | 差
26%
2-4
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审Ac计cou/ n法ti律ng//L咨eg询al//C培o训nsulting/Training 广Ad告ve/rt媒isi体ng//M出e版dia/Pubishing
科Te技chn/ o互lo联gy网/In/ t数er据ne/t/人Da工te智/A能I
其Ot他hers
Good | 好 Fair | 一般 Poor | 差
57%
29%
14%
2-5
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employers' cost control |
无论何时,薪资总是雇主与人才之间博弈的重点。在充满不确定性的当下,人才期望和雇主人力成本控制之间的矛盾越发突显。调研数据显示,对于新机会的期望薪资,高达 56% 的受访者期待高于 20% 的涨幅,而仅有
3% 的受访者表示能够接受低于 5% 的涨幅(图 3-1)。但雇主端的数据显示,仅有 9% 的企业能够在 2023 年保证高于 20% 的薪资涨幅,而薪资涨幅低于 5% 的企业占比则高达 69%(图 3-2)。
完全相反的数据分布反映出人才在 2023 年薪资期望与现实环境的巨大鸿沟,而企业或许会面临无法吸引最优秀人才的困境。对于人才和雇主来说,将视线转移至岗位能够带来的除薪资之外的价值,或许是破局的良方。
41% 3%
56%
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proportion of companies with a salary increase of less than 5% is as high as 69% (Pic 3-2). |
9%
69%
22%
Over 20% | 高于 20% Over 20% | 高于 20%
5% - 20% 5% - 20%
Less than 5% | 低于 5%
3-1
Less than 5% | 低于 5%
3-2
职Spa业ce 晋for升car空eer间ad对va人nce才me具nt 有is a强str大on吸g at引tra力ction for talents
在商场、市场的持续变化中,每个行业和企业都可能身处不同的境况,每一份工作也都因此带来不同的挑战与收获。调研数据显示,“换一份更理想的工作”是人才 2023 年的第二大职业愿望。那么,在人才眼中,“理想的工作”的定义是什么?哪些因素影响着他们对工作机会的选择呢?
调研数据显示,除去薪酬福利之外,在人才评估新机会时可能考量的各种因素中,优先级位于第一梯队的是职业晋升空间、对工作内容的兴趣与热情、领导管理方式,以及企业文化;第二梯队为工作与生活平衡、与优秀的人共事的机会,以及充分发挥能力的空间(图 3-3)。由此可见,在薪酬福利之外,企业还能在其他多个维度提升自身对于人才的吸引力,比如管理方式、企业文化的建设与提升,人才梯队、组织架构的合理性,团队氛围与工作灵活度等方面。
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choice of job opportunities? |
3-3
16%
28%
34%
45% 30% 18% 15%
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W工or作k-与lif生e b活a平lan衡ce
Sp充ac分e 发to挥fu能lly力p的la空y y间our
另外,过去三年的疫情让居家办公成为了一种新常态。对于人才来说,这种办公方式具有明显的优势,一方面节省通勤时间,另一方面能够方便照顾家庭,但这为企业员工管理带来的挑战也母庸置疑。在人才端的调研中, 仅有 13% 的答卷人表示青睐完全在办公室办公的方式(图 3-4);而雇主端的调研显示,目前完全在办公室工作的企业占比高达 41%(图 3-5)。可见在办公方式上增加一定的灵活度,也是企业吸引人才的一个考量点。
3-4
IFnoratdadleitniotsn,,tthhise neepwidwemayicoifnwtohrekipnagsht atshroebeviyoeuasrsadhvaasnmtaagdees. wItosrakvinesg cforommmhuotimnge taimnee,wprnoovrimdianlg. ceomnpvleonyieeencmeafnoargteamkienngtc. aInrethoef fsaumrvileyymonemthbeertsa.leHnotwsiedvee,r,ointlyal1so3%broinf gtshethrescphoanlldeenngtessetxoperenstseerdprtihs esir' pcurerrfenretnpcreopfoorrtwioonrkoifngcoemnptiarenliyesinwtohrekionfgfiecent(iPreicly3i-n4)t,hwe hoiflfeictehies eams hpilgohyearss4id1e%d(aPtiac 3sh-5o)w. Tshteharet stuhlet itnodaitctartaecst talaetnatsc.ertain degree of flexibility in the way of working is also a consideration for enterprises
3-5
完Fu全lly远re程m/o居te/家W办FH公
13% 33% 47% 7%
完Fu全lly远re程m/o居te/家W办FH公
41% 44% 9% 6%
可Fle以xi自bl由e i选n a择rr/ag居n家ing或w办o公rk室in办g r公emotely/WFH or in office by yourself 有Arr规an定gi/n计g w划o地rk安in排g r远em程o/te居ly家/W与FH办a公n室d i办n 公office with rules or plans 完Fu全lly在in办o公ffi室ce办公
可Fle以xi自bl由e i选n a择rr/ag居n家ing或w办o公rk室in办g r公emotely/WFH or in office by yourself 有Arr规an定gi/n计g w划o地rk安in排g r远em程o/te居ly家/W与FH办a公n室d i办n 公office with rules or plans 完Fu全lly在in办o公ffi室ce办公
“The适ru配le”r fo的r "标ma尺tching"
每一个岗位从发布到填补,都是人才与雇主双向选择的过程。在这过程中,人才以上述因素考量眼前的新机会是否值得奔赴,而雇主也想方设法评估人才的能力和性格与岗位的适配度。
调研数据显示,雇主最看重候选人的沟通能力、合作能力与适应能力,关注度甚至超过了专业技能(图 4-1)。这一现象背后的原因可能是由于候选人在物色机会时通常会首先衡量自己的专业技能是否匹配岗位的要求,在进入面试流程后出现重大出入的情况不多;而候选人的软实力较难直接反映在职业经历中,但又切实会影响其在团队、项目中的表现,因此便成为了雇主考量的重点。同时,在经济形势不甚明朗的当下,可以预见企业内部将面临更多调整,因此越发突显了候选人软实力的重要性。
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4-1
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调研中,将近半数的首访雇主表示会以测评对候选人的性格与能力进行评估(图 4-2),其中使用最广泛的是DISC 个性测试,而大五人格测试、卡特尔 16 种人格因素问卷,以及 MBTI 职业性格测试也较为常用,还有一定数量的企业会使用自行开发的测评(图 4-3)。
现实中不乏候选人通过了业务面试,却败在测评环节的情况。为了尽可能避免这样的可能性,候选人不妨提前对测评多做一些了解,可以在与企业 HR 沟通时询问测评的种类和考查内容,搜索网上分享的测评经验,或者做一些模拟真题练习。另外,在前置的业务面试中,也应该做个有心人,明确这一岗位、团队或者汇报对象青睐和需要的个性风格是否真的适合自己,如果发现两者确实大相径庭,那么止步于此也不失为一个明智的选择。毕竟未来的工作是候选人将要切实经历的,如果一时以不真实的作答通过了测评,也可能最终因为不适合自己的环境而难以胜任工作,影响绩效表现。
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4-3). |
performance. |
是 | Yes 否 | No
4-2
20%
18%
17%
16%
14%
Disc Personality Assessment | DISC 个性测试
Big Five Personality Trait | 五大人格测试
Cattell's 16 Personality Factors | 卡特尔 16 种人格因素问卷
MBTI Personality Test | MBTI 职业性格测试
Self-Developed Assessment | 公司自行开发的测评
4-3
2023 Asia Career Outlook & Salary Trends
中国大陆地区薪酬趋势 |
2023 Mainland China Salary Trends
让才华自由施展,做业界精英
Unleashing Talent, Enabing Entrepreneurs.
26 27 |
消Con费su品mer
着 2023 年更宽松的防疫和宏观调控政策,中国消费市场也将迎来新的发展格局。 |
续恢复的意见》等重要指示,中国消费市场将迎来探索新场景、新业态和新模式的新阶段,逐步恢复活力。 |
归消费理性、追求悦己体验、拥抱多元创新、绿色可持续 追逐 跃升。不断提升的消费者成熟度对企业提 |
在其是细家分用领电域器,领人域们的增需长求的在健持康续追增求长将。充在分销体售现模在式对方食面品,和线饮上料线产下品相的结选合择的上模。式同将时继,续家得庭到场深景化内。的消费品,尤在预算高控度制竞能争力的及市战场略环眼境光下的,职消业费经品理企人业,将而更候关选注人预在算选控择制企,业用时工将灵对活稳性定与性运和营成效长率空。间企投业入将更更多加关亲注睐。具有高度
CGP Insight
control policies in 2023, the Chinese consumer market will form a new development pattern. |
Iin C20h2in2a, afeslml taojothr ecirteiecsorwdelroewh.iAt sbythteheGerenseurragleOnfficeceofotfhtehe pSitdaetemCico, uthnecilinsduecxcefsosrivceolnysiusmsueerdciomnpfiodretnacnet iwnistthruNcteiwonFsosrumchatassa"nOdpiMnioodneslso"naLnedad"iOngpitnhieonAcscoenlerFautretdheDrevUenlolepamsheinntgoCf NonewsuTmypteisonofPCootnesnutmiapl tainond PexropmloroattiniognCoofnnseuwmspcteinoanrSiouss,tfaoirnmedatRs eacnodvmeroyd",eClsh, iannad'sgcroadnusuamllyerremstaoreevtitwaliiltlyr.each a new stage in the
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28 29
Sales - 销售
Position Title 职位名称 | E Years of e xperienc 从业年数 | Annual Package Range (RMB) 年薪 | Need Indicator (0-100) 需求指数 | |||||
Min | Med | Max | Min | Med | Max | |||
Tier 1 Cities 一线城市 | Tier 2 Cities 二线城市 |
Sales VP | 销售副总裁 | 18 years + | 2.5M | 3M | 80 | ||||
Sales Director | 销售总监 | 15 years + | 1M | 1.6M | 2.5M | 700K | 1.3M | 1.8M | 80 |
Sales Manager | 销售经理 | 8 years + | 350K | 550K | 800K | 250K | 440K | 600K | 85 |
Sales Operations Manager | 销售运营经理 | 5 years + | 350K | 550K | 800K | 70 | |||
Key Account Director | 大客户总监 | 10 years + | 900K | 1.2M | 1.8M | 70 | |||
Key Account Manager | 大客户经理 | 8 years + | 400K | 540K | 700K | 300K | 450K | 650K | 80 |
Business Development Director | 业务发展总监 | 10 years + | 700K | 1M | 1.2M | 500K | 670K | 850K | 75 |
Business Development Manager | 业务发展经理 | 6 years + | 350K | 500K | 700K | 300K | 460K | 600K | 75 |
E-Commerce Director | 电子商务总监 | 10 years + | 800K | 1.5M+ | 2M | 1M+ | 85 | ||
E-Commerce Group Leader | 电子商务负责人 | 6 years + | 700K | 880K | 1.2M | 550K | 720K | 900K | 95 |
E-Commerce Manager | 电子商务经理 | 4 years + | 400K | 550K | 800K | 250K | 410K | 550K | 95 |
E-Commerce Channel Manager | 电商渠道经理 | 4 years + | 300K | 420K | 700K | 95 | |||
Trade Marketing Director | 通路行销总监 | 10 years + | 700K | 1M | 1.5M | 70 | |||
Trade Marketing Manager | 通路行销经理 | 6 years + | 400K | 550K | 650K | 300K | 420K | 550K | 85 |
EC-Trade Marketing Manager | 电商通路行销经理 | 400K | 600K | 800K | 95 |
Corporate Finance - 财务
|
Notes: Roles with limited qualified candidates while HR and company has less bargain power during recruitment process.
指某职位缺乏符合条件的应聘者,符合条件的候选人有较大选择空间。HR 及公司处于卖方市场。
Notes: Roles with poured qualified candidates while many candidates compete for one job. HR and company has more bargain power during recruitment proc ess.
指某职位有大量符合条件的应聘者,候选人竞争激烈。HR 及公司处于买方市场。
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
* 需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺的人才,市场上这样的人才并不充足。
* Aninn.u: aMliPnackuamge, :MBeads.i:cMSeadlaiurym+, MStaaxn.:dMaradxiBmounmus (excluding stocks or other benefits), use local currency, ex: use RMB In China.
* iNnedeicdaItnedsiacantovr:eArsmupeptrlyicitnotmheemasaurrkeetth. eA nsceoerdeoafbtohvees8p0ecinifidcicpaotessitiaonnuorrgteanlteneewdit,hoirnathsceamrcaitrykeint.tAhescmoraerkoeft8.0 indicates an average demand or need. A score below 80
Marketing - 市场营销
Position Title 职位名称 | E Years of e xperienc 从业年数 | Annual Package Range (RMB) 年薪 | Need Indicator (0-100) 需求指数 | |||||
Min | Med | Max | Min | Med | Max | |||
Tier 1 Cities 一线城市 | Tier 2 Cities 二线城市 |
Marketing VP | 市场营销副总裁 | 16 years + | 2.5M | 5M | 85 | ||||
Marketing Director | 市场营销总监 | 12 years + | 1M | 1.7M | 2.2M | 800K | 1.1M | 1.5M | 90 |
Marketing Manager | 市场营销经理 | 8 years + | 700K | 800K | 1.1M | 500K | 660K | 800K | 90 |
Brand Manager | 品牌经理 | 4 years + | 250K | 400K | 600K | 200K | 300K | 400K | 90 |
CRM Manager | 客户管理经理 | 5 years + | 300K | 430K | 900K | 300K | 410K | 500K | 85 |
E-Commerce Marketing Manager | 电子商务市场经理 | 5 years + | 300K | 600K | 900K | 300K | 400K | 500K | 95 |
Digital Marketing Director | 数字营销市场总监 | 12 years + | 800K | 1.4M | 2M | 600K | 900K | 1.2K | 95 |
Digital Marketing Manager | 数字营销市场经理 | 8 years + | 400K | 650K | 1M | 200K | 350K | 500K | 95 |
PR Director | 公关总监 | 10 years + | 800K | 1.2M | 2M | 600K | 700K | 800K | 80 |
PR Manager | 公关经理 | 5 years + | 350K | 600K | 800K | 300K | 375K | 450K | 75 |
Media Manager | 媒介经理 | 6 years + | 300K | 500K | 800K | 250K | 325K | 400K | 80 |
Market Insights Manager | 市场洞察经理 | 7 years + | 300K | 400K | 600K | 200K | 300K | 400K | 85 |
HR - 人力资源
HR Director | 人力资源总监 | 15 years + | 800K | 1M | 1.2M | 400K | 630K | 900K | 85 |
HR Manager | 人力资源经理 | 8 years + | 400K | 500K | 600K | 300K | 400K | 500K | 85 |
C&B Director | 薪酬总监 | 10 years + | 700K | 850K | 1M | 450K | 620K | 800K | 85 |
C&B Manager | 薪酬经理 | 8 years + | 400K | 600K | 800K | 300K | 450K | 650K | 85 |
Talent Acquisition Director | 招聘总监 | 10 years + | 550K | 860K | 1.2M | 350K | 550K | 800K | 85 |
Talent Acquisition Manager | 招聘经理 | 8 years + | 400K | 600K | 800K | 350K | 500K | 700K | 85 |
Training Manager | 培训经理 | 6 years + | 250K | 350K | 500K | 200K | 300K | 400K | 85 |
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
* 需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺的人才,市场上这样的人才并不充足。
* Min.: Minimum, Med.: Medium, Max.: Maximum* N I di m i n i erage demand or need. A score below 80 |
Supply Chain - 供应链
Position Title 职位名称 | E Years of e xperienc 从业年数 | Annual Package Range (RMB) 年薪 | Need Indicator (0-100) 需求指数 | |||||
Min | Med | Max | Min | Med | Max | |||
Tier 1 Cities 一线城市 | Tier 2 Cities 二线城市 |
Supply Chain VP | 供应链副总裁 | 20 years + | 2M+ | 80 | |||||
Supply Chain Director | 供应链总监 | 15 years + | 1M | 1.4M | 1.8M | 700K | 1M | 1.2M | 80 |
Supply Chain Manager | 供应链经理 | 8 years + | 400K | 500K | 600K | 350K | 420K | 500K | 85 |
Logistics Manager | 物流经理 | 8 years + | 300K | 400K | 500K | 250K | 340K | 450K | 85 |
Procurement/Sourcing Manager | 采购经理 | 5 years + | 300K | 450K | 600K | 250K | 410K | 580K | 85 |
Planning Manager | 计划经理 | 5 years + | 300K | 450K | 600K | 300K | 450k | 600K | 85 |
Regulatory Affairs Director | 法规事务总监 | 10 years + | 1M | 1.5M | 2M | 90 | |||
Regulatory Affairs Manager | 法规事务经理 | 8 years + | 350K | 500K | 650K | 300K | 450K | 600K | 90 |
Quality Manager | 质量经理 | 8 years + | 400K | 500K | 600K | 250K | 400K | 550K | 85 |
Plant Manager | 生产经理 | 10 years + | 300K | 500K | 800K | 250K | 470K | 700K | 85 |
R&D Director | 研发总监 | 15 years + | 1M | 1.4M | 2M | 85 | |||
R&D Manager | 研发经理 | 8 years + | 500K | 630K | 800K | 400K | 550K | 700K | 85 |
IT Support - 技术支持
IT Director | IT 技术支持总监 | 15 years + | 800K | 1M | 1.2M | 600K | 800K | 1M | 80 |
IT Manager | IT 技术支持经理 | 8 years + | 500K | 640K | 800K | 450K | 600K | 750K | 80 |
Corporate Legal - 法务
General Counsel | 总法务顾问 | 15 years + | 1M | 1.5M | 2.2M | 80 | |||
Legal Counsel | 法务顾问 | 6 years + | 250K | 300K | 450K | 200K | 300K | 400K | 80 |
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
* 需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺的人才,市场上这样的人才并不充足。
* Min.: Minimum, Med.: Medium, Max.: Maximum* N I di m i n i erage demand or need. A score below 80 |
地De产sig与n &设P计roperty
2大0压22力年。疫同情时持,续住影宅响市下场,受中楼国市房紧地缩产政行策业影增响速,下放行缓趋,势办更公为楼明空显置。率展增望加2,0零23售年物,业随由着于疫消情费改信善心与下消降费承复受苏,较 办示范公作楼用及和商各业类地支产持市性场政预策计持在续第落二地季,度预迎计来将较刺为激明办显公的租增赁长市,场尤的其复以苏北。上广深为代表的城市,由于总部经济的
根还据有目待前考释量。放一的政方策面,信市息,场房的地回产暖行过业程势中必需在要未大来量的营一销个工时作间的点投内入反;弹另,一但方是面否,能房达地到产之行前业黄利金润年率代下的降利导润致率营销地产工设作计的行资业金的投前入景将不下容降乐,观这。意近味年着来地地产产广行告业公人司才已面经临全行面业进转入型低与毛艰利苦时留代守,两无种法选应择对。日益增长的人力成本,
地产式行导业致的作整为体核下心行供导应致商周的边地产业广同告样公受司到很打难击获,得房一地个产健行康业的与资地金产链,设计公司是相的高互依风险托的运营行业会对关系地,产期设房计销人售才的就传达业与稳创定意性启与发自的身职的能行为业核发心展价产值生,很可深以的尝负试面在影更响多。的对外于延地性产产设业计中人寻才求而更言具,潜应力回的归岗职位位。的核心价值,以视觉
CGP Insight
leasing and commercial property market will be recovered soon. |
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34 35
|
|
Notes: Roles with limited qualified candidates while HR and company has less bargain power during recruitment process.
指某职位缺乏符合条件的应聘者,符合条件的候选人有较大选择空间。HR 及公司处于卖方市场。
Notes: Roles with poured qualified candidates while many candidates compete for one job. HR and company has more bargain power during recruitment proc ess.
指某职位有大量符合条件的应聘者,候选人竞争激烈。HR 及公司处于买方市场。
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
* 需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺的人才,市场上这样的人才并不充足。
* Aninn.u: aMliPnackuamge, :MBeads.i:cMSeadlaiurym+, MStaaxn.:dMaradxiBmounmus (excluding stocks or other benefits), use local currency, ex: use RMB In China.
* iNnedeicdaItnedsiacantovr:eArsmupeptrlyicitnotmheemasaurrkeetth. eA nsceoerdeoafbtohvees8p0ecinifidcicpaotessitiaonnuorrgteanlteneewdit,hoirnathsceamrcaitrykeint.tAhescmoraerkoeft8.0 indicates an average demand or need. A score below 80
Commercial & Industrial Property - 商业及产业地产
Position Title 职位名称 | ExYpeearriseonfce从业年数 | Annual Package Range 年薪 | Need Indicator (0-100) 需求指数 | ||
Min | Med | Max |
Project Head | 项目负责人 | 18 years + | 1.2M | 2M | 3M | 80 |
Project Director | 项目总监 | 15 years + | 800K | 1M | 1.5M | 80 |
Project Manager | 项目经理 | 8 years + | 500K | 570K | 650K | 85 |
MEP Director | 机电总监 | 15 years + | 800K | 1.2M | 1.5M | 85 |
MEP Senior Manager | 机电高级经理 | 10 years + | 600K | 700K | 800K | 85 |
MEP Manager | 机电经理 | 8 years + | 500K | 560K | 600K | 85 |
Cost Director | 成本总监 | 12 years + | 700K | 1.1M | 1.5M | 80 |
Cost Manager | 成本经理 | 8 years + | 400K | 500K | 600K | 80 |
BIM Manager | BIM 经理 | 5 years + | 500K | 570K | 650K | 75 |
Structural Director | 结构总监 | 15 years + | 700K | 840K | 1M | 80 |
Structural Senior Manager | 结构高级经理 | 10 years + | 600K | 675K | 750K | 80 |
Structural Manager | 结构经理 | 8 years + | 500K | 540K | 600K | 80 |
EHS Director | EHS 总监 | 15 years + | 800K | 1M | 1.2M | 90 |
EHS Manager | EHS 经理 | 8 years + | 520K | 580K | 650K | 85 |
Scheduling Manager | 计划经理 | 8 years + | 400K | 520K | 600K | 75 |
Residential Property - 住宅地产
Residential Salas VP | 住宅地产销售副总裁 | 15 years + | 1M | 1.5M | 2.5M | 75 |
Residential Salas Director | 住宅地产销售总监 | 10 years + | 700K | 1M | 1.5M | 85 |
Residential Salas Manager | 住宅地产销售经理 | 7 years + | 400K | 480K | 600K | 70 |
Marketing Director | 营销总监 | 12 years + | 800K | 900K | 1M | 75 |
Marketing Senior Manager | 营销高级经理 | 8 years + | 500K | 540K | 600K | 75 |
Marketing Manager | 营销经理 | 5 years + | 200K | 300K | 400K | 75 |
City GM | 城市总经理 | 15 years + | 2M+ | 70 |
* Min.: Minimum, Med.: Medium, Max.: Maximum* N I di m i n i erage demand or need. A score below 80 |
Investment & Asset Management - 投资及资管
Position Title 职位名称 | ExYpeearriseonfce从业年数 | Annua(lRPMacBk)a年ge薪Range | Need Indicator (0-100) 需求指数 | ||
Min | Med | Max |
Chief Investment Officer | 首席投资官 | 15 years + | 2M | 4M | 6M | 50 |
Investment Director | 投资总监 | 10 years + | 700K | 1.4M | 2M | 70 |
Investment Manager | 投资经理 | 5 years + | 300K | 500K | 700K | 80 |
Investment Analyst | 投资分析师 | 3 years + | 200K | 320K | 500K | 80 |
Asset Management Director | 资产管理总监 | 15 years + | 800K | 1.5M | 2M | 90 |
Asset Management Senior Manager | 资产管理高级经理 | 10 years + | 600K | 700K | 800K | 80 |
Asset Management Manager | 资产管理经理 | 6 years + | 500K | 550K | 600K | 70 |
Valuation Director | 估算总监 | 15 years + | 600K | 700K | 800K | 70 |
Valuation Manager | 估算经理 | 6 years + | 300K | 440K | 600K | 70 |
Design Management - 设计管理
Design Head | 设计负责人 | 15 years + | 1M | 2.5M | 3M | 80 |
Archi Design Director | 建筑设计总监 | 15 years + | 600K | 1M | 1.5M | 85 |
Archi Design Senior Manager | 建筑设计高级经理 | 12 years + | 500K | 600K | 800K | 80 |
Archi Design Manager | 建筑设计经理 | 8 years + | 400K | 500K | 700K | 80 |
Urban Planning Director | 城市规划总监 | 15 years + | 800K | 1.4M | 2M | 70 |
Urban Planning Senior Manager | 城市规划高级经理 | 10 years + | 500K | 600K | 700K | 70 |
Urban Planning Manager | 城市规划经理 | 6 years + | 400K | 450K | 500K | 70 |
Landscape Design Director | 景观设计总监 | 15 years + | 700K | 950K | 1.2M | 75 |
Landscape Design Senior Manager | 景观设计高级经理 | 10 years + | 500K | 550K | 600K | 75 |
Landscape Design Manager | 景观设计经理 | 6 years + | 300K | 400K | 500K | 70 |
Interior Design Director | 室内设计总监 | 15 years + | 700K | 800K | 900K | 90 |
Interior Design Senior Manager | 室内设计高级经理 | 10 years + | 400K | 500K | 600K | 90 |
Interior Design Manager | 室内设计经理 | 6 years + | 200K | 300K | 400K | 85 |
* Min.: Minimum, Med.: Medium, Max.: Maximum* N I di m i n i erage demand or need. A score below 80 |
E新me兴rgin技g T术ech与nolo互gie联s & 网The Internet
CGP Insight
2户0消22费年习,惯伴的随升着级全使球得经行济业下需行要压迭力代及既产有业的调产整品,模中式国以科探技索与新互的联增网长行。业面临了较大挑战。外部环境变化及用
提升、中国企业出海业务拓展以及技术革新推动如 Web3.0 等。 |
多驱重动趋多势元将网引络领技术20的23融年合中应国用科,技包与括互5联G,网T行S业N,趋工势业。例PO如N,等企。业5G数+字工化业转互型联及网各项类目新日数益字发化展应,用5场G 工景业需融求将合 终同端时产,品网持络续信完息善安,全由的通主信题运将营继商续主强导化的,包5G括生数态据体出系海将进个一人步信完息善安,全并等降。低地个方层政级府企建业设使数用字5政G 府专也网是的值成本得。关注宙应的用需增求长点期。。此外,以 ChatGPT 为代表的新型 AI 技术,将推动各行业如金融、教育、电商等多行业进入元宇
力的职业经理人将备受青睐。 |
Itnec2h0n2o2lo, gwyitahntdhIentdeorwnentwinadrdusptryesesnucroeuonntetrhgeregalotebraclheaclolennogmesy. Canhadnignedsuisntrtihael aedxtjeursntmaleenntvsi,roCnhminean'st aexnpdlourpegnreawdegsroinwuths.er consumption habits require the industry to iterate existing product models to
Iinfr2a0s2tr3u, cwtuitrhe paondlictyheaddjiugsittaml egnrotswathndtothderivre cdoovmereystoicf tdheemdaonmd ewsitlilcgeivceonthoemIny,tetrhneetdeamndantedchfonronloegwy ionfdCuhsitnraie's Innetwernoeptpaonrtdutneictihensofolorgdyeivnedluosptmryeinntc.lIundtehtehme iendciruemaseanind clounstgotmeremr c, othnesufumtputrieognrdoewmthanddrivaenrds finrenqouveanticoyn, tshuechexapsaWnseibo3n.0o.f Chinese enterprises' overseas business, and the promotion of technological
e-commerce and other industries to enter the metaverse application growth period. |
BWahsieledinotnrotdhuecsiengdetovepl ovemrseenatsttrecnhdnsi,cCalhtinalaenptasy, sthsepeccoiuanl tartyteisnctioomnmtoittiendnotovatthiveecRul&tiDvactaiopnaboifliltoiecas.l iwninllogvraetaivtelyRa&ffDectat ltehnetisr. gFroorwetnhteinrptrhiseens,esxot lfveiwngytehaersg.aTphbeedtwemeeanntdecfohrneicnatletraplreinsetsdaingidtadlitgriatanlsufoprgmraadtiionng adnatdaoapnearlaytsitoannadl tdaaletnatsccieonnttiisntu. eAst thoerissaem, ienctilmudei,nwg ittehcthhneicdailgpitoasl intieoendsssoufcehnatseraprrcisheitsetcoturreedeuncegicnoesetrs, acanpdaibniclirteieasseanedffimciaernkceyt-aonridenimtepdrmovaencaugsetmomenetrceaxppaebriileitniecse,wpilrlobfe fsaivoonraeldm. anagers with both technical
40 41
|
Notes: Roles with limited qualified candidates while HR and company has less bargain power during recruitment process.
指某职位缺乏符合条件的应聘者,符合条件的候选人有较大选择空间。HR 及公司处于卖方市场。
Notes: Roles with poured qualified candidates while many candidates compete for one job. HR and company has more bargain power during recruitment proc ess.
指某职位有大量符合条件的应聘者,候选人竞争激烈。HR 及公司处于买方市场。
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
*
|
* 需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺的人才,市场上这样的人才并不充足。
* Aninn.u: aMliPnackuamge, :MBeads.i:cMSeadlaiurym+, MStaaxn.:dMaradxiBmounmus (excluding stocks or other benefits), use local currency, ex: use RMB In China.
* iNnedeicdaItnedsiacantovr:eArsmupeptrlyicitnotmheemasaurrkeetth. eA nsceoerdeoafbtohvees8p0ecinifidcicpaotessitiaonnuorrgteanlteneewdit,hoirnathsceamrcaitrykeint.tAhescmoraerkoeft8.0 indicates an average demand or need. A score below 80
AI - 人工智能
Position Title 职位名称 | E Years of e xperienc 从业年数 | Annual Package Range (RMB) 年薪 | Need Indicator (0-100) 需求指数 | |||||
Min | Med | Max | Min | Med | Max | |||
Tier 1 Cities 一线城市 | Tier 2 Cities 二线城市 |
Intelligent Driving Chief Scientist | 智能驾驶首席科学家 12 years + | 1.5M | 2.2M | 3M | 800K | 1.1M | 1.5M | 80 |
ADAS Technical Director | ADAS 技术总监 12 years + | 800K | 1.2M | 1.5M | 800K | 900K | 1.3M | 80 |
System Control Expert | 控制系统专家 6 years + | 400K | 510K | 800K | 350K | 420K | 600K | 85 |
Algorithm Expert | 算法专家 7 years + | 600K | 700K | 1M | 500K | 580K | 800K | 80 |
Cloud Computing Engineer | 云计算工程师 5 years + | 500K | 700K | 800K | 450K | 500K | 600K | 85 |
Information Security Engineer | 信息安全工程师 5 years + | 500K | 600K | 700K | 350K | 400K | 500K | 80 |
Function Security | 功能安全 5 years + | 400K | 520K | 700K | 350K | 450K | 550K | 85 |
Sensor Fusion Algorithms | 传感器融合算法 7 years + | 500K | 700K | 1M | 400K | 520K | 700K | 80 |
Positioning Algorithm | 定位算法 5 years + | 450K | 570K | 800K | 350K | 460K | 700K | 80 |
Path Planning Algorithm | 路径规划算法 5 years + | 450K | 575K | 700K | 350K | 450K | 600K | 85 |
HD Map Engineer | 高精地图开发 5 years + | 450K | 520K | 650K | 400K | 500K | 600K | 85 |
Millimeter Wave Radar Algorithm | 毫米波雷达算法 6 years + | 450K | 550K | 700K | 400K | 500K | 600K | 80 |
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
* 需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺的人才,市场上这样的人才并不充足。
* AMninn.u: aMliPnaimckuamge, :MBeads.i:cMSeadlaiurym+, MStaaxn.:dMaradxiBmounmus (excluding stocks or other benefits), use local currency, ex: use RMB In China.
IoT - 物联网
Position Title 职位名称 | E Years of e xperienc 从业年数 | Annual Package Range (RMB) 年薪 | Need Indicator (0-100) 需求指数 | |||||
Min | Med | Max | Min | Med | Max | |||
Tier 1 Cities 一线城市 | Tier 2 Cities 二线城市 |
Product VP/Director | 产品副总裁 / 总监 | 10 years + | 1.5M | 2M | 3.5M | 800K | 1.5M | 2M | 90 |
Product Manager | 产品经理 | 8 years + | 500K | 800K | 1M | 400K | 450K | 800K | 95 |
Technical Director | 技术总监 | 10 years + | 1.5M | 1.8M | 2M | 800K | 1.2M | 1.5M | 80 |
Platform Development Architect | 平台开发架构师 | 8 years + | 800K | 1.1M | 1.5M | 600K | 750K | 1M | 85 |
WiFi/BT Technology Expert | WiFi / 蓝牙技术专家 | 8 years + | 450K | 520K | 800K | 400K | 600K | 700K | 90 |
Software Development Engineer | 软件开发工程师 | 5 years + | 350K | 450K | 600K | 300K | 400K | 500K | 95 |
Industry Solutions Architect | 行业解决方案架构师 | 8 years + | 700K | 900K | 1.5M | 450K | 550K | 700K | 80 |
Project Director | 项目总监 | 10 years + | 500K | 650K | 800K | 450K | 520K | 700K | 85 |
Project Manager | 项目经理 | 5 years + | 300K | 400K | 800K | 200K | 300K | 400K | 90 |
COO | 首席运营官 | 10 years + | 1.5M | 2M | 2.5M | 700K | 850K | 1.5M | 85 |
Operation Director | 运营总监 | 8 years + | 800K | 900K | 1.5M | 600K | 700K | 800K | 90 |
Operation Manager | 运营经理 | 5 years + | 500K | 600K | 800K | 300K | 400K | 500K | 80 |
UX/UI Designer | 交互设计师 | 5 years + | 400K | 600K | 800K | 250K | 400K | 600K | 90 |
Visual Designer | 视觉设计师 | 5 years + | 400K | 600K | 800K | 300K | 400K | 600K | 90 |
BD Director | 业务拓展总监 | 10 years + | 600K | 820K | 1.5M | 400K | 500K | 800K | 80 |
Sales Manager | 销售经理 | 5 years + | 400K | 500K | 600K | 200K | 300K | 400K | 85 |
Data Platform Architect | 数据平台架构师 | 8 years + | 700K | 1.1M | 1.5M | 600K | 780K | 1M | 95 |
Data Warehouse Architect | 数据仓库架构师 | 8 years + | 600K | 1.1M | 1.5M | 500K | 750K | 1M | 90 |
Data Analyst | 数据分析师 | 8 years + | 500K | 900K | 1.2M | 300K | 550K | 800K | 95 |
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
* 需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺的人才,市场上这样的人才并不充足。
* AMninn.u: aMliPnaimckuamge, :MBeads.i:cMSeadlaiurym+, MStaaxn.:dMaradxiBmounmus (excluding stocks or other benefits), use local currency, ex: use RMB In China.
|
Position Title 职位名称 | E Years of e xperienc 从业年数 | Annual Package Range (RMB) 年薪 | Need Indicator (0-100) 需求指数 | |||||
Min | Med | Max | Min | Med | Max | |||
Tier 1 Cities 一线城市 | Tier 2 Cities 二线城市 |
System & IT Supporting - 系统 & IT 支持
Position Title 职位名称 | E Years of e xperienc 从业年数 | Annua(lRPMacBk)a年ge薪Range | Need Indicator (0-100) 需求指数 | ||
Min | Med | Max |
CTO | 首席技术官 | 12 years + | 1.5 | 2M+ | 3.5 | 82 |
IT Director | IT 总监 | 10 years + | 1M | 1.5M | 2M | 84 |
IT Manager | IT 经理 | 5 years + | 500K | 650K | 800K | 84 |
Infrastructure/Engineering Manager | 基础架构 / 工程经理 | 8 years + | 360K | 500K | 800K | 82 |
IT Service/Helpdesk Manager | IT 服务 / 帮助台经理 | 8 years + | 300K | 500K | 700K | 80 |
Infrastructure Team Lead | 基础架构组长 | 5 years + | 250K | 375K | 800K | 82 |
Network/Server Engineer | 网络 / 服务器工程师 | 2 years + | 200K | 350K | 500K | 80 |
Application Manager | 应用经理 | 8 years + | 450K | 575K | 700K | 82 |
System Analyst | 系统分析员 | 3 years + | 250K | 420K | 600K | 84 |
CISO | 首席信息安全官 | 10 years + | 1.5M | 2.5M+ | 5M | 85 |
Cyber Security Manager | 信息安全经理 | 8 years + | 600K | 900K | 1.2M | 83 |
SAP (ERP) Director | SAP 总监 | 8 years + | 1M | 1.4M | 1.8M | 85 |
SAP (ERP) Project Manager | SAP 项目经理 | 5 years + | 400K | 600K | 800K | 82 |
SAP (ERP) Consultant/Business Analyst | SAP 顾问 / 商业分析师 | 2 years + | 300K | 430K | 600K | 82 |
*
* 最小值、中位值、最大值 |
*
的人才,市场上这样的人才并不充足。 |
Developer & Architect - 架构开发
Position Title 职位名称 | E Years of e xperienc 从业年数 | Annual Package Range 年薪 | Need Indicator (0-100) 需求指数 | ||
Min | Med | Max |
Head of Architect | 首席架构师 | 10 years + | 1M | 1.5M | 2M | 90 |
SMoolbuitlieonA/rAchpiptelictation/ | 解移决动方架案构师/ 应用程序 | / 8 years + | 600K | 900K | 1.2M | 88 |
Cloud Architect | 云端架构师 | 5 years + | 400K | 700K | 1.2M | 90 |
IT Programme Manager | IT 开发经理 | 10 years + | 1M | 1.2M | 1.5M | 86 |
IT Project/Product Manager | IT 项目 / 产品经理 | 8 years + | 400K | 700K | 1M | 85 |
IT Business Analyst | IT 商业分析员 | 2 years + | 300K | 510K | 700K | 86 |
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
* 需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺的人才,市场上这样的人才并不充足。
Internet - 互联网
Position Title 职位名称 | E Years of e xperienc 从业年数 | Annual Package Range 年薪 | Need Indicator (0-100) 需求指数 | ||
Min | Med | Max |
Data Scientist | 数据科学家 | 5 years + | 500K | 1M | 1.5M | 91 |
Data Architect | 数据架构师 | 5 years + | 400K | 700K | 1.2M | 92 |
BI Architect | 商业分析架构师 | 5 years + | 400K | 700K | 1.2M | 90 |
Aglorithm (Research) - Ph.D | 算法工程博士(理论研究) | 2 years + | 400K | 820K | 1.2M | 94 |
Aglorithm (Development) - Ph.D | 算法工程博士(开发) | 2 years + | 400K | 600K | 800K | 94 |
UX/UI Director | 交互设计总监 | 10 years + | 700K | 1M | 1.8M | 88 |
UX/UI Manager | 交互设计经理 | 5 years + | 400K | 600K | 800K | 88 |
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
* 需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺的人才,市场上这样的人才并不充足。
能Ene源rgy
中需国要是行能业源保需障求安大全国稳,定2的02供3应年。随其着中宏,观火经力济发复电苏与,产水业力升发级电及仍国然家是经济振生兴产,与能民源生整用体电供的应保需供求主预力计,大同幅时提,升以, 光式将伏从、大风规电模、集地成热方能式、逐生步物转质向能用、户氢分能布等式为发代展表,的形新成能两源者将有得机到结极合大,发提展高。利“用十效四率五与”经期济间效,益中。国能源发展方
质量发展提供政策保障。 |
速行业技术人员培养,整合优化资源,以国家战略为导向加速创新平台建设,加速行业整体发展。 |
CGP Insight
benefits. |
APmlano"ngpethrieomd,, tthhee cpohuonttorvyowltaililccoinndtuinsutreytwo iilml epmrobvreacseuprappoirdtidnegvpeololipcmiesenfot.r Dthuerinpghothtoev"o1lt4atihc Finivdeu-sYterayr, plarrogme-osctealaefpfohrodtaobvloeltpahicoptovwoelrtagiecnperriactiinogn,.and ensure market access and standardize entry policy for
Adet vtehleopsmamenet.tIitmiser,eaflsecatnediminptohretapnotliccyletaonpreonmeorgtey,thweinsidmpuoltwaneeroiunsdluasrgtrey-swcaillel adlesvoelaocpcmeelenrtaotef oints- rinodaudswtrialduppogwraedrinang,daonfdfsrheodruecwe itnhde pcowsteor,f aecleccetlreircaitye cthonespurmogprteiosns .oTfhweingdovpeornwmerentetcwhinlloalolsgoy taankde aguctaiorannsteoensofoprtiimtsihziinggh-tqhueaplitryicdeemveelcohpamneisnmt. of large-scale application of wind power to provide policy
Itnheadlodciatiloizna,t"ioinnnofvahtyidorno"giesnalsstoortahgeethaenmd ekeoyf nmeawteerniaelrsg, ythteclohandoilnogyodf esevmeloi-psomliednbt aintt2e0ri2e3s., Faonrdetxhaemnpelwe, pofhtohteoveonletargicy binadttuesrtyryt,etchhengoolovgeyrnlmedenbtywTiollpfcoocnu.sIonnotrhdeertrtaoinsiunpgpoofrttetchhenidceavl epleorpsmonennetl ainndthienninodvuasttioryn, isntrtaetgergaiteesa. nd optimize resources, accelerate the construction of innovation platforms guided by national
50 51
Engineering & Process - 工程与工艺
Position Title 职位名称 | ExYpeearriseonfce从业年数 | Annua(lRPMacBk)a年ge薪Range | Need Indicator (0-100) 需求指数 | ||
Min | Med | Max |
Process Manager | 工艺经理 | 5 years + | 230K | 300K | 600K | 80 |
Process Supervisor | 工艺主管 | 3 years + | 150K | 200K | 300K | 80 |
Process Engineer | 工艺工程师 | 2 years + | 80K | 150K | 200K | 85 |
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
* 需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺的人才,市场上这样的人才并不充足。
* Min.: Minimum, Med.: Medium, Max.: Maximum* N I di m i n i erage demand or need. A score below 80 |
Energy Digitization - 能源数字化
Position Title 职位名称 | ExYpeearriseonfce从业年数 | Annua(lRPMacBk)a年ge薪Range | Need Indicator (0-100) 需求指数 | ||
Min | Med | Max |
Business Director | 业务总监 | 10 years + | 550K | 800K | 2M | 70 |
Business Manager | 业务经理 | 5 years + | 350K | 500K | 1M | 80 |
Solution Head | 解决方案负责人 | 10 years + | 500K | 800K | 1.5M | 70 |
Solution Manager | 解决方案经理 | 5 years + | 350K | 550K | 700K | 80 |
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
* 需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺的人才,市场上这样的人才并不充足。
* Min.: Minimum, Med.: Medium, Max.: Maximum* N I di m i n i erage demand or need. A score below 80 |
52 53
金Fin融an服cia务l Service
近各年经来济,体在纷新纷冠面疫临情滞、胀俄风乌险冲,突使、得供金应融链市中场断或等直事接件或和间地接缘地政承治受的着叠经加济影动响荡下带,来全的球连经锁济反的应不。确定性持续加剧,
响也不尽相同,因此各细分领域可以采取不同的应对策略来实现稳中求进。 |
力,同时更深入探寻能够为社会与企业解决普遍问题的创新实践。 |
通行对胀信、贷加发息放、的供标应准链可风能险收等紧因;素而的由叠于加违使约得风企险业增正加面,临商比业以贷往款更的严损峻失的也营可商能环有境所。上出升于。对银信行贷可质以量通的过考非量贷,款银、交领域易。性银行产品留住企业存款并深化客户关系;同时,客户服务和数字化工具的部署也是对公业务亟待改进的
正加入人才战。 |
外、更复杂多样的投资组合的需求。 |
ESG 投资策略与合规领域的了解和专业技能,丰富自己职业发展的选择,与时代同行。 |
CGP Insight
Iintreercreunpttiyoenarasn, tdhegecopnoflluiteinccael iosfsiunecsidheanstsbaenedn fianctteonrsi-fyeipnigdethmeicu, nRcuesrstiai-nUtkierasinoef tchoenflgilcotb, saul pepcloyncohmaiyn. Vdairreicotuasnedcionndoirmeciet srihpapvleeetffoefcatcsefrtohme arismkooref sttuargbfulaletniotng,lowbhailcehcroensoumltsy.in the financial market bearing
so the People's Bank of China is expected to flexibly use open market operations and various lending |
the financia market; from a policy rspective, the foundation for economic recovery is n t yet solid, |
environment. In the financial services industry, the impact of macro environment varies in different |
pervasive problems for society and enterprises. |
Tsthresssufpuel repnovsiirtoionnmoefnftafcotor rcsosrupcohraatsesin. flBaatniokns,mhiagyhetirgrhatteens athnedirsulepnpdlyincghastiannrdisakrsdhsaisn pcroondsuidceraatiomnooref caendriteqtauianlictyo,rapnodractoemdmepeorcsiiatsl laonand ldoesseepseanrecuesxtpoemcteerdrteolartisioenbsehciapusstehorof uthgehgnrownlienngdcirnegd,ittraisnks. aBcatniokns baraenaksinthgaptrdoedmucatnsd; satimthperosvaemmeetnimt ien,ccoursptoormateerbsuesrviniceessa.nd the implementation of digital tools are also
industry will continue, while financial technology companies are joining the talent war. |
54 55
金Fin融an服cia务l Service
complex and diverse investment products other than stocks and bonds. |
development choices, and keep pace with the times. |
Notes: Roles with limited qualified candidates while HR and company has less bargain power during recruitment process.
指某职位缺乏符合条件的应聘者,符合条件的候选人有较大选择空间。HR 及公司处于卖方市场。
Notes: Roles with poured qualified candidates while many candidates compete for one job. HR and company has more bargain power during recruitment proc ess.
指某职位有大量符合条件的应聘者,候选人竞争激烈。HR 及公司处于买方市场。
Fin-tech - 金融科技
Position Title 职位名称 | E Years of e xperienc 从业年数 | Annual Package Range (RMB) 年薪 | Need Indicator (0-100) 需求指数 | |||||
Min | Med | Max | Min | Med | Max | |||
Tier 1 Cities 一线城市 | Tier 2 Cities 二线城市 |
CRO | 首席风险官 | 10 years+ | 1.0M | 1.5M | 3.0M | 800K | 1.2M | 1.8M | 50 |
Credit Risk Expert | 信贷风险专家 | 5 years+ | 400K | 600K | 1.8M | 300K | 700K | 1.2M | 85 |
Payment Risk Head | 支付风险总监 | 10 years+ | 800K | 1.2M | 2.5M | 400K | 800K | 1.5M | 90 |
Payment Risk Expert | 支付风险专家 | 5 years+ | 400K | 800K | 1.5M | 250K | 600K | 1.2M | 95 |
Wealth Management Digital Head | 财富管理数字化负责人 | 12 years+ | 800K | 1.5K | 3.0M | 500K | 700K | 1.2M | 90 |
Portfolio Data Management Director | 投后数据分析总监 | 8 years+ | 800K | 1.0M | 2.5M | 500K | 700K | 1.2M | 90 |
User Growth Lead | 用户运营负责人 | 8 years+ | 1.5M | 1.8M | 2.5M | 900K | 1.0M | 1.5M | 85 |
Digital Prodcut Director | 数字化产品总监 | 10 years+ | 700K | 1.0M | 1.2M | 600K | 800K | 1.1M | 90 |
Fintech Pre-sales Expert | 金科售前专家 数字化转型战略 / | 5 years+ | 450K | 700K | 1.5M | 400K | 600K | 900K | 95 |
Fund Investment - 基金投资(二级)
Investment Director | 投资总监 | 8 years + | 1.5M | 2.2M | 5M | 1M | 1.5M | 2M | 80 |
Investment Manager | 投资经理 | 5 years + | 800K | 1.2M | 2M | 500K | 700K | 1M | 82 |
Fund Manager | 基金经理 | 3 years + | 500K | 550K | 700K | 300K | 400K | 550K | 85 |
Researcher | 研究员 | 1 years + | 280K | 410K | 550K | 150K | 165K | 280K | 80 |
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
* 需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺的人才,市场上这样的人才并不充足。
* AMninn.u: aMliPnaimckuamge, :MBeads.i:cMSeadlaiurym+, MStaaxn.:dMaradxiBmounmus (excluding stocks or other benefits), use local currency, ex: use RMB In China.
Venture Capital - 风险投资
Position Title 职位名称 | E Years of e xperienc 从业年数 | Annual Package Range (RMB) 年薪 | Need Indicator (0-100) 需求指数 | |||||
Min | Med | Max | Min | Med | Max | |||
Tier 1 Cities 一线城市 | Tier 2 Cities 二线城市 |
Partner/Managing Director 合伙人 / 董事总经理 15 years+ 5M+ 5M+ 5M+ around 2M - 3M 80 | |||||||||
Executive Director | 执行董事 | 10 years+ | 2M | 2.5M | 3M | 1M | 1.5M | 2M | 80 |
VP | 副总裁 | 6 years+ | 1.3M | 1.6M | 2M | 800K | 1M | 1.5M | 80 |
Senior Associate | 高级投资经理 | 4 years+ | 800K | 1M | 1.5M | 500K | 700K | 900K | 60 |
Associate | 投资经理 | 3 Years+ | 600K | 700K | 900K | 300K | 400K | 500K | 60 |
Analyst | 分析师 | 1 Years+ | 300K | 400K | 500K | 200K | 250K | 300K | 60 |
Private Equity - 私募股权
Position Title 职位名称 | E Years of e xperienc 从业年数 | Annual Package Range (RMB) 年薪 | Need Indicator (0-100) 需求指数 | |||||
Min | Med | Max | Min | Med | Max | |||
Tier 1 Cities 一线城市 | Tier 2 Cities 二线城市 |
Partner/Managing Director | 合伙人 / 董事总经理 | 15 years+ | 5M+ | 5M+ | 5M+ | around 2M | 80 | ||
Executive Director/Director | 执行董事 / 董事 | 10 years+ | 1.8M | 2M | 4M | 1.5M | 1.7M | 2M | 80 |
VP | 副总裁 | 6 years+ | 1.5M | 2M | 3M | 800K | 1M | 1.5M | 80 |
Senior Associate | 高级投资经理 | 4 years+ | 800K | 1M | 2M | 500K | 700K | 900K | 60 |
Associate | 投资经理 | 3 Years+ | 600K | 700K | 1.3M | 300K | 400K | 500K | 60 |
Analyst | 分析员 | 1 Years+ | 300K | 400K | 900K | 200K | 250K | 300K | 60 |
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
* 需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺的人才,市场上这样的人才并不充足。
* AMninn.u: aMliPnaimckuamge, :MBeads.i:cMSeadlaiurym+, MStaaxn.:dMaradxiBmounmus (excluding stocks or other benefits), use local currency, ex: use RMB In China.
Investor Relationship - 投资者关系
Position Title 职位名称 | E Years of e xperienc 从业年数 | Annual Package Range (RMB) 年薪 | Need Indicator (0-100) 需求指数 | ||
Min | Med | Max | |||
Tier 1 Cities 一线城市 |
Partner/Managing Director | 合伙人 / 董事总经理 | 600K | 900K | 2M | 80 |
Investor Relation Director | 投资者关系总监 | 500K | 700K | 1.5M | 80 |
Investor Relation VP | 投资者关系副总裁 | 500K | 700K | 1.2M | 80 |
Investor Relation Manager | 投资者关系经理 | 300K | 500K | 700K | 60 |
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
* 需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺的人才,市场上这样的人才并不充足。
* AMninn.u: aMliPnaimckuamge, :MBeads.i:cMSeadlaiurym+, MStaaxn.:dMaradxiBmounmus (excluding stocks or other benefits), use local currency, ex: use RMB In China.
Financial Analysis - 财务分析
Position Title 职位名称 | E Years of e xperienc 从业年数 | Annual Package Range (RMB) 年薪 | Need Indicator (0-100) 需求指数 | ||
Min | Med | Max | |||
Tier 1 Cities 一线城市 |
Partner | 合伙人 | 800K | 1M | 2M 80 | |
Managing Director | 董事总经理 | 600K | 1.2M | 1.8M | |
Director/Executive Director | 董事 / 执行董事 | 500k | 2M | 2.5M | 80 |
VP | 副总裁 | 400K | 800K | 1.2M | 80 |
Senior Associate | 高级经理 | 200K | 600k | 1M | 60 |
Associate | 经理 | 150K | 250K | 320K | 60 |
Analyst | 分析员 | 120K | 240K | 300K | 60 |
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
* 需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺的人才,市场上这样的人才并不充足。
* AMninn.u: aMliPnaimckuamge, :MBeads.i:cMSeadlaiurym+, MStaaxn.:dMaradxiBmounmus (excluding stocks or other benefits), use local currency, ex: use RMB In China.
医Me疗dic健al康Health
设备将再度迎来一波热潮,随后也将慢慢退场。 |
续影响人们的就医习惯。这一现象直接导致了医院就诊患者数量、收入、收益和绩效的下降。 |
CGP Insight
incidents. |
to upsurge again, and then it gradually withdraw from the market. |
Arinskotthheartmmaajoyroimccpuarcwt ohfilteheviespitiidnegmhiocsips irteafll,ectiteidzeinsthheavfieelrdeodfumceedditchael sfreerqviucens.cTyooafvsoeidektihneginmfedtiicoanl torneamtmedeinctabl yinismtipturotivoings vthiseitirs adwuarirnegnetshseoofusteblrf-ehaekaoltfhtmheaneapgideemmeinct;woilnl cthoentointhueer thoaanfdf,ecret sptreioctpiolen's
药起店,迎就来已股经份被上提涨上。了而日家程庭,医疫生情模的式影的响发进展一早步在推2动0了16这年一国模务式院的发落布实《。关一于方推面进,家老庭人医是生最签易约受服疫务情的与指其导他意见公》共
hpaerbfiotsrmfoarnscoem. e time. The phenomenon has directly lead to a decline in hospitals' visits, revenue, and
疗资源提供支持的先河,因此也能够顺理成章地推进家庭医生服务模式的落实。 |
业变化与新业务模式的敏感度,在深耕领域获得更好的发展机会。 |
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service model. |
better development opportunities in the field that they choose to further cultivate in. |
62 63
|
|
Notes: Roles with limited qualified candidates while HR and company has less bargain power during recruitment process.
指某职位缺乏符合条件的应聘者,符合条件的候选人有较大选择空间。HR 及公司处于卖方市场。
Notes: Roles with poured qualified candidates while many candidates compete for one job. HR and company has more bargain power during recruitment proc ess.
指某职位有大量符合条件的应聘者,候选人竞争激烈。HR 及公司处于买方市场。
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
* 需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺的人才,市场上这样的人才并不充足。
* Aninn.u: aMliPnackuamge, :MBeads.i:cMSeadlaiurym+, MStaaxn.:dMaradxiBmounmus (excluding stocks or other benefits), use local currency, ex: use RMB In China.
* iNnedeicdaItnedsiacantovr:eArsmupeptrlyicitnotmheemasaurrkeetth. eA nsceoerdeoafbtohvees8p0ecinifidcicpaotessitiaonnuorrgteanlteneewdit,hoirnathsceamrcaitrykeint.tAhescmoraerkoeft8.0 indicates an average demand or need. A score below 80
Operation & Management - 运营管理
Position Title 职位名称 | ExYpeearriseonfce从业年数 | Annual Package Range 年薪 | Need Indicator (0-100) 需求指数 | ||
Min | Med | Max |
CEO | 首席执行官 | 20 years + | 4M | 5M | 6M | 80 |
COO | 首席运营官 | 20 years + | 1M | 2M | 3M | 80 |
CMO | 首席医务官 | 18 years + | 4M | 5M | 6M | 80 |
Hospital President | 医院院长 | 20 years + | 500K | 1.2M | 2M | 90 |
Clinical Director | 诊所总监 | 15 years + | 400K | 520K | 700K | 82 |
Clinical Manager | 诊所经理 | 10 years + | 250K | 320K | 400K | 82 |
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
* 需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺的人才,市场上这样的人才并不充足。
* Min.: Minimum, Med.: Medium, Max.: Maximum* N I di m i n i erage demand or need. A score below 80 |
Sales & Marketing - 销售 & 市场
Position Title 职位名称 | ExYpeearriseonfce从业年数 | Annual Package Range 年薪 | Need Indicator (0-100) 需求指数 | ||
Min | Med | Max |
Sales Director | 销售总监 | 15 years + | 1M | 1.2M | 1.5M | 81 |
Sales Manager | 销售经理 | 10 years + | 400K | 600K | 800K | 80 |
Marketing Director | 市场总监 | 15 years + | 800K | 1M | 1.2M | 80 |
Marketing Manager | 市场经理 | 10 years + | 400K | 540K | 700K | 81 |
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
* 需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺的人才,市场上这样的人才并不充足。
* Min.: Minimum, Med.: Medium, Max.: Maximum* N I di m i n i erage demand or need. A score below 80 |
生Life命S科cie学nc与e &制Ph药armeceutical
在重要过角去色三,年也里获,得生了命商科业学上与的制发药展行与业收作益为,人首类当应其对冲新的冠便疫是情疫的苗最与前药线物领的域研,发在。这场国际公共卫生事件里扮演了
疫20苗22研年发国领内域新在冠应疫对情新的冠反的扑过,程使中得不国断内推的陈疫出苗新接,种经率历进了一灭步活提、升重,组目蛋前白全、程病接毒种载率体已和达m9R0N%A 左等右技;术而迭迈代。入 2新0冠23疫年情,为随疫着苗全研民发接与种生因产国带家来对的新阶冠段疫性情红管利控将的逐放渐松消而退基。本实现,以及新冠疫情逐渐接近尾声的态势,预测
姓家,这可能会开启未来治疗性抗体研究发展的新局面。 |
叠加国内的新冠疫情对整体经济环境和研发、临床试验带来的影响,“寒冬”的形成在所难免。 |
从业长的远成来功看率,是人比类较从低化的学。药在进“入寒生冬物”药中时求代生的存趋,势生毋物庸科置技疑公,司但将对面于临生选物择科,技开公辟司C来DM说O,或发C展R成O 业为务生,物制通药过企对 外整授体权出许售可公产司品或、出转售让部项分目核、心承项接目外,包成服为务国开内发外等大,型创医造药现企金业流管以线继或续技支术持体项系目的一研部发分投。入;或者通过企业并购,
整体大健康领域的了解和学习,通过保持自己的竞争力增强职场抗风险能力。 |
于资本、创业者和该行业的人才来说,都应该将关注点转移到公司研发的质量和管线的价值上来。 |
CGP Insight
commercial development and benefits, especially in the research and development of vaccines and medicines. |
Tanhde fhiealsduonfdvearcgcoinee treecshenairccahl aitnedradtieovneslospumcheanst inaccotnivsatatinotnly, riencnoomvabtiinnagnitnptrhoetepinrosc, evsirsaol fveccotpoirnsg, awnidthmthReNAC.oTvihde, cfuolul-nctoeurarstteacvkacocfitnhaetidoonmceosvteicraegpeidheams irceianc2h0e2d2ahbaosufut r9t0h%er;inencrteearisnegd 2th0e23v,aaccsinthaetionnatriaotne.aAl tvpacrecsineanti,otnheisnatlmionoastl cthoamt pvalectceidnedRue&Dtoatnhdepgroovdeurnctmioennht'assloeonsjoeyneindgwciollngtrraodl uaanldlytfhaede. idemic's assuaging posture, the phased dividends
antibodies in the future. |
environment, R&D, and clinical trials, which inevitably caused the downturn of the industry. |
companies. |
Ttahlenmtsogbeilniteyraolflytahleanvte ihs iignhevaictadleemdiucrqinugaltihfiecaptrionessasn. Idnwtheeakfiestldabs ioliftyb.ioDluoegitcoalthsceiecnucrreesnatnudnpcehratraminatcieesutinicathlse, iunndivuesrtsryitiperso, scieecnttsifiacnrdestheearochveirnasltliteuctoionnosmoyr dmoawssnitvuerhne, aRl&thDfitealldenbtassmedaoynshthoewcaontesinddeerantciyontoofflsotwabtiolitcyo. Tllehgeeresfoanred, fpooroelnintearptraisrgeest,eitdismnaencneesrs.aArys tforidtheenttiafyletnatrsgetht etamlesnetlvsefso,rikt eisy nceocrespsoasriytitoonrsei-nclaadrivfayntchee acnadrebeur idldireachtioghn-aend tgaolaelnst, wcohmilpeekteiteivpeinesusptowreitshistthtehekcnaorweelerdrigsek.and trends of the frontier fields and massive health industry, enhancing
value of the pipeline. |
68 69
Notes: Roles with limited qualified candidates while HR and company has less bargain power during recruitment process.
指某职位缺乏符合条件的应聘者,符合条件的候选人有较大选择空间。HR 及公司处于卖方市场。
Notes: Roles with poured qualified candidates while many candidates compete for one job. HR and company has more bargain power during recruitment proc ess.
指某职位有大量符合条件的应聘者,候选人竞争激烈。HR 及公司处于买方市场。
Notes: Roles with limited qualified candidates while HR and company has less bargain power during recruitment process.
指某职位缺乏符合条件的应聘者,符合条件的候选人有较大选择空间。HR 及公司处于卖方市场。
Notes: Roles with poured qualified candidates while many candidates compete for one job. HR and company has more bargain power during recruitment proc ess.
指某职位有大量符合条件的应聘者,候选人竞争激烈。HR 及公司处于买方市场。
NGS - 基因测序
Position Title 职位名称 | ExYpeearriseonfce从业年数 | Annua(lRPMacBk)a年ge薪Range | Need Indicator (0-100) 需求指数 | ||
Min | Med | Max |
CTO/CSO | 首席技术官/ 首席信息官 | 15 years + | 1.2M | 1.8M | 2.5M | 95 |
R&D Director | 研发总监 | 8 years + | 600K | 800K | 1M | 90 |
R&D Manager | 研发经理 | 5 years + | 350K | 450K | 550K | 88 |
Bioinformatics Director | 生物信息总监 | 10 years + | 1M | 1.2M | 1.4M | 85 |
Bioinformatics Manager | 生物信息经理 | 4 years + | 400K | 545K | 650K | 80 |
Medical Director | 医学总监 | 15 years + | 600K | 800K | 1.5M | 90 |
Medical Manager | 医学经理 | 5 years + | 300K | 520K | 600K | 95 |
Sales Director | 销售总监 | 10 years + | 800 | 1M | 1.2M | 80 |
Regional Sales Manager | 区域销售经理 | 6 years + | 400K | 510K | 600K | 90 |
Marketing Director | 市场总监 | 10 years + | 600K | 700K | 800K | 85 |
Product Manager | 产品经理 | 3 years + | 300K | 350K | 400K | 85 |
Manufacturing Director | 生产总监 | 10 years + | 600K | 700K | 800K | 82 |
Regulatory Director | 注册总监 | 10 years + | 600K | 900K | 1M | 92 |
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
* 需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺的人才,市场上这样的人才并不充足。
* AMninn.u: aMliPnaimckuamge, :MBeads.i:cMSeadlaiurym+, MStaaxn.:dMaradxiBmounmus (excluding stocks or other benefits), use local currency, ex: use RMB In China.
Medical Device (Non Commercial) - 医疗器械 ( 非业务类 )
Position Title 职位名称 | ExYpeearriseonfce从业年数 | Annual Package Range (RMB) 年薪 | In(Ndieceadtor 0-100) | |||||
Min | Med | Max | Min | Med | Max | |||
Loc本al 土Co公m司pany | Forei外gn资C公om司pany |
R&D Vice president | 研发副总裁 | 20 years + | 1M | 1.4M | 2M | 2M | 2.3M | 2.6M | 60 |
R&D Director | 研发总监 | 18 years + | 800K | 1.1M | 1.2M | 1M | 1.5M | 2M | 70 |
R&D Manager | 研发经理 | 10 years + | 350K | 495K | 600K | 500K | 750K | 900K | 60 |
Production Director | 生产总监 | 18 years + | 400K | 650K | 700K | 700K | 900K | 1.5M | 70 |
Production Manager | 生产经理 | 12 years + | 350K | 425K | 500K | 450K | 550K | 600K | 60 |
Quality Director | 质量总监 | 18 years + | 400K | 450K | 600K | 700K | 1M | 1.3M | 82 |
Quality Manager | 质量经理 | 7 years + | 250K | 325K | 430K | 350K | 450K | 520K | 88 |
Regulatory Director | 注册总监 | 15 years + | 600K | 700K | 900K | 700K | 1.1M | 1.5M | 90 |
Regulatory Manager | 注册经理 | 8 years + | 300K | 420K | 500K | 400 | 500K | 580K | 93 |
Clinical Director | 临床总监 | 12 years + | 500K | 720K | 1.2M | 700K | 1.2M | 1.5M | 95 |
Clinical Manager | 临床经理 | 7 years + | 300K | 395K | 450K | 450K | 530K | 580K | 98 |
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
* 需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺的人才,市场上这样的人才并不充足。
* AMninn.u: aMliPnaimckuamge, :MBeads.i:cMSeadlaiurym+, MStaaxn.:dMaradxiBmounmus (excluding stocks or other benefits), use local currency, ex: use RMB In China.
Medical Device (Commercial) - 医疗器械 ( 业务类 )
Position Title 职位名称 | ExYpeearriseonfce从业年数 | Annua(lRPMacBk)a年ge薪Range | Need Indicator (0-100) 需求指数 | ||
Min | Med | Max |
Chief Marketing Officer | 首席营销官 | 15 years + | 2M | 2.5M | 3M | 82 |
Marketing Director | 市场总监 | 12 years + | 1M | 1.3M | 1.5M | 82 |
Marketing Manager | 市场经理 | 8 years + | 600K | 740K | 900K | 80 |
Market Research Manager | 市场调研经理 | 3 years + | 300K | 490K | 700K | 80 |
Brand Director | 品牌总监 | 12 years + | 1M | 1M | 1.4M | 90 |
Brand Manager | 品牌宣传经理 | 5 years + | 400K | 500K | 800K | 90 |
Corporate Communication Director | 传播总监 | 12 years + | 1M | 1.8M | 2.5M | 82 |
Product Manager | 产品经理 | 5 years + | 400K | 500K | 800K | 90 |
Chief Commercial Officer | 首席商务官 | 15 years + | 2.5M | 3.3M | 4M | 84 |
Sales VP | 销售副总裁 | 15 years + | 2.5M | 2.8M | 3M | 92 |
Sales Director | 销售总监 | 10 years + | 1M | 1.5M | 2M | 92 |
Sales Manager | 销售经理 | 7 years + | 500K | 700K | 900K | 85 |
BD Manager | 业务拓展经理 | 7 years + | 500K | 700K | 900K | 82 |
Strategy Director | 战略总监 | 7 years + | 1M | 1.5M | 2M | 90 |
Commercial Operation Director | 商业运营总监 | 8 years + | 1M | 1.3M | 1.5M | 85 |
GA Manager | 政务经理 | 5 years + | 400K | 800K | 800K | 91 |
Market Access Manager | 市场准入经理 | 5 years + | 400K | 800K | 800K | 90 |
Medical Affairs Manager | 医学事务经理 | 5 years + | 400K | 700K | 800K | 90 |
Pricing Manager | 定价经理 | 5 years + | 400K | 620K | 800K | 90 |
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
* 需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺的人才,市场上这样的人才并不充足。
IVD (Non Commercial) - 体外诊断 ( 非业务类 )
Position Title 职位名称 | ExYpeearriseonfce从业年数 | Annual Package Range (RMB) 年薪 | In(Ndieceadtor 0-100) | |||||
Min | Med | Max | Min | Med | Max | |||
Loc本al 土Co公m司pany | Forei外gn资C公om司pany |
R&D Vice president | 研发副总裁 | 20 years + | 1M | 1.9M | 3M | 1.8M | 2M | 2.6M | 70 |
R&D Director | 研发总监 | 15 years + | 800K | 1M | 1.2M | 1M | 1.5M | 2M | 90 |
R&D Manager | 研发经理 | 10 years + | 350K | 425K | 500K | 600K | 650K | 700K | 60 |
Production Director | 生产总监 | 18 years + | 400K | 660K | 900K | 700K | 800K | 1.2M | 82 |
Production Manager | 生产经理 | 10 years + | 250K | 325K | 400K | 400K | 500K | 600K | 82 |
Quality Director | 质量总监 | 15 years + | 400K | 510K | 600K | 700K | 810K | 900K | 85 |
Quality Manager | 质量经理 | 10 years + | 300K | 350K | 400K | 400K | 500K | 600K | 85 |
Regulatory Director | 注册总监 | 12 years + | 500K | 660K | 800K | 800K | 950K | 1.5M | 90 |
Regulatory Manager | 注册经理 | 8 years + | 300K | 400K | 500K | 500K | 650K | 700K | 95 |
Clinial Director | 临床总监 | 12 years + | 800K | 1.2M | 1.5M | 1M | 1.4M | 1.6M | 90 |
Clinial Manager | 临床经理 | 6 years + | 350K | 475K | 600K | 400K | 560K | 700K | 90 |
IVD (Commercial) 体外诊断 ( 业务类 )
Position Title 职位名称 | ExYpeearriseonfce从业年数 | Annual Package Range 年薪 | Need Indicator (0-100) 需求指数 | ||
Min | Med | Max |
Sales Director | 销售总监 | 15 years + | 1M | 1.3M | 1.5M | 82 |
Sales Manager | 销售经理 | 8 years + | 500K | 750K | 1M | 82 |
Marketing Director | 市场总监 | 15 years + | 1.2M | 1.3M | 1.5M | 80 |
Product Manager | 产品经理 | 5 years + | 400K | 640K | 900K | 80 |
Application Manager | 应用经理 | 8 years + | 500K | 650K | 800K | 81 |
Service Manager | 服务经理 | 8 years + | 500K | 640K | 800K | 80 |
Research & Clinical - 研发与临床
Position Title 职位名称 | ExYpeearriseonfce从业年数 | Annual Package Range (RMB) 年薪 | In(Ndieceadto)r需0求-1指00数 | |||||
Min | Med | Max | Min | Med | Max | |||
Loc本al 土Co公m司pany | Forei外gn资C公om司pany |
Chief of Drug Discovery | 首席药物研发师 | 20 years + | 2M | 2.5M | 3M | 2M | 3.1M | 4M | 82 |
Drug Discovery Director | 药物研发总监 | 10 years + | 500K | 740K | 1M | 600K | 1.2M | 1.5M | 80 |
Drug Discovery Scientist | 药物研发专家 | 5 years + | 200K | 390K | 600K | 300K | 550K | 800K | 82 |
Chief of Pre Clinical | 首席临床前期专家 | 20 years + | 2M | 2.5M | 3M | 2M | 2.5M | 3M | 83 |
Pre Clinical Director | 临床前期总监 | 10 years + | 500K | 740M | 1M | 800K | 1.2M | 1.5M | 80 |
Pre Clinical Manger | 临床前期经理 | 5 years + | 300K | 440K | 600K | 400K | 600K | 800K | 82 |
Chief of Clinical Development | 首席临床开发专家 | 20 years + | 2M | 2.5M | 3M | 2M | 3.1M | 4M | 90 |
Clinical Development Director | 临床开发总监 | 10 years + | 1M | 1.5M | 2M | 1.2M | 1.6M | 2M | 82 |
Clinical Development Manger | 临床开发经理 | 5 years + | 300K | 540K | 800K | 400K | 650K | 900K | 81 |
Regulatory VP | 注册副总裁 | 20 years + | 1M | 2M | 3M | 1.5M | 2.3M | 3M | 82 |
Regulatory Director | 注册总监 | 10 years + | 500K | 740K | 1M | 800K | 1.5M | 2M | 80 |
Regulatory Manger | 注册经理 | 5 years + | 200K | 390K | 600K | 500K | 650K | 800K | 80 |
Production & Quality - 生产与质量
Chief of Process Development | 首席过程工艺专家 | 20 years + | 2M | 2.5M | 3M | 2M | 3.1M | 4M | 91 |
Process Development Director | 过程工艺总监 | 10 years + | 1M | 1.3M | 1.5M | 1.2M | 1.6M | 2M | 92 |
Process Development Scientist | 过程工艺专家 | 5 years + | 200K | 400K | 600K | 300K | 460K | 600K | 88 |
Chief of Manufacture | 生产总经理 | 20 years + | 2M | 2.3M | 2.5M | 2M | 2.5M | 3M | 84 |
Manufacture Director | 生产总监 | 10 years + | 500K | 650K | 800K | 600K | 800K | 1M | 82 |
Manufacture Engineer | 生产工程师 | 5 years + | 200K | 400K | 600K | 300K | 510K | 700K | 82 |
Quality VP | 质量副总裁 | 20 years + | 1M | 1.3M | 1.5M | 2M+ | 90 | ||
Quality Director | 质量总监 | 15 years + | 800K | 910K | 1M | 1M | 1.1M | 1.2M | 90 |
Quality Manager | 质量经理 | 8 years + | 200K | 360K | 500K | 300K | 460K | 600K | 92 |
Analytical VP | 分析副总裁 | 20 years + | 1.5M | 1.8M | 2M | 2M+ | 84 | ||
Analytical Director | 分析总监 | 10 years + | 800K | 900K | 1M | 1M | 1.1M | 1.2M | 84 |
Analytical Manager | 分析经理 | 8 years + | 200K | 340K | 500K | 300K | 450K | 600K | 84 |
Pharma Commercial - 商务开发
Position Title 职位名称 | ExYpeearriseonfce从业年数 | Annual Package Range (RMB) 年薪 | In(Ndieceadto)r需0求-1指00数 | |||||
Min | Med | Max | Min | Med | Max | |||
Loc本al 土Co公m司pany | Forei外gn资C公om司pany |
Chief Commercial Officer 首席商务官 20 years + | 3M | 4M | 5M | 4M | 5M | 7M | 80 |
Commercial VP 营销副总裁 15 years + | 1.5M | 2M | 2.5M | 2M | 3M | 3.5M | 80 |
BD VP BD 副总裁 15 years + | 1.5M | 2.5M | 3M | 2M | 3M | 5M | 85 |
BD Director BD 总监 10 years + | 600K | 1M | 2.5M | 700K | 1.2M | 3M | 85 |
BD Manager BD 经理 5 years + | 400K | 500K | 700K | 450K | 600K | 800K | 90 |
Market Access VP (Central) 市场准入副总裁(中央)18 years + | 1.5M | 2M | 3M | 2M | 3M | 3.5M | 75 |
Market Access Director (Central) 市场准入总监(中央) 10 years + | 1M | 1.5M | 1.8M | 1.5M | 1.8M | 2M | 78 |
Marketing VP 市场部副总裁 18 years + | 1.5M | 2M | 2.5M | 2M | 3M | 4M | 80 |
Marketing Director 市场总监 15 years + | 800K | 1M | 1.5M | 1M | 1.5M | 2M | 85 |
Marketing Manager 市场经理 10 years + | 600K | 800K | 1M | 800K | 1M | 1.2M | 85 |
Local Marketing Director/Lead 区域市场总监 / 负责人 12 years + | 600K | 800K | 1M | 800K | 1M | 1.5M | 80 |
Local Marketing Manager 区域市场经理 5 years + | 300K | 400K | 600K | 350K | 450K | 600K | 85 |
National Sales Director 全国销售总监 15 years + | 1M | 1.2M | 1.5M | 1.5M | 1.8M | 2M | 85 |
Regional Sales Manager 大区销售经理 10 years + | 500K | 800K | 1M | 800K | 1M | 1.3M | 85 |
Training Director 培训部总监 15 years + | 800K | 1M | 1.2M | 1M | 1.2M | 1.5M | 78 |
SFE Director 销售绩效增效总监 15 years + | 800K | 1M | 1.2M | 1M | 1.2M | 1.5M | 78 |
KA Director 关键客户总监 15 years + | 700K | 1M | 1.3M | 900K | 1.3M | 1.5M | 75 |
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
* 需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺的人才,市场上这样的人才并不充足。
机Ma械ch与ine自ry动& A化utomation
进要的入板工块业,4.对0 时下代游,行工业业的自景动气化度与和数需求字有化着被直认接为影是响智。能制造产业的关键技术,而机械是制造业中游最大、最主
同时,国际局势动荡及经济下行引起的出口乏力等因素也为行业增添了不确定性。 |
随之提国高内。制随造着业制的造升业级升,级产和业机自器动人化等的自比动例化不技断术提的升普,及将诞生越来制越造多型更企高业端的、自专动业化的程岗度位,,对人人才技的能要的求需也 求渡,也以产此生稳了固变行化业。竞从争业力人。员应该密切关注新兴制造业技术,提高自动化、智能化领域的知识技术储备,顺利过
随和经着验自正动面化临进挑程战的。不而断对深新入技,能人的才需之求间也技将能带的来差更距为也可会观越的来工越资大和。福新利职,位对与人职才能来的说产意生味意着味新着的人机才遇现和有挑的战技。能
CGP Insight
Etencthenrionlgogtihees oefrathoef iInntdeullisgterynt4m.0a, ninudfaucstturirainl gauintdoumsatrtyio, annadnmd adcihginiezarytiiosnthaerelacrogensstidaenrdedmotostbime tphoertkaenyt sdeecmtoarnidn othf edomwidnstream ionfdtuhsetrmieasn. ufacturing industry, which has a direct impact on the prosperity and
export caused by the economic downturn have also added uncertainty to the industry. |
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Afusnactuiotonms mateioansptrhoagtretaslseenst,s'theexisstkinilglssgkailpls baentdweexepnertiaelnecnet awreillbgerinogwc. hTahlelencrgeeadt.ioTnheodf enmewanrdolfeosr naenwd sckhialllslewniglleas ltsootbalreinngtsm. ore substantial compensation and benefits, which means both opportunities and
78 79
R&D - 研发
Position Title 职位名称 | ExYpeearriseonfce从业年数 | Annual Package Range (RMB) 年薪 | Need Indicator (0-100) 需求指数 | |||||
Min | Med | Max | Min | Med | Max | |||
Tier 1 Cities 一线城市 | Tier 2 Cities 二线城市 |
R&D Director | 研发总监 | 15 years + | 900K | 1.5M | 2M | 450K | 625K | 800K | 82 |
R&D Manager | 研发经理 | 10 years + | 500K | 700K | 850K | 300K | 410K | 500K | 85 |
R&D Supervisor | 研发主管 | 7 years + | 400K | 480K | 550K | 180K | 250K | 320K | 88 |
R&D Engineer | 研发工程师 | 3 years + | 150K | 195K | 200K | 100K | 170K | 200K | 92 |
Production - 生产
Production Director | 生产总监 | 12 years + | 550K | 690K | 850K | 320K | 400K | 500K | 80 |
Production Manager | 生产经理 | 9 years + | 350K | 475K | 600K | 230K | 315K | 400K | 82 |
Production Supervisor | 生产主管 | 6 years + | 150K | 200K | 260K | 130K | 185K | 240K | 82 |
Production Engineer | 生产工程师 | 3 years + | 100K | 150K | 200K | 90K | 110K | 150K | 82 |
Operation - 运营
Operations Director | 运营总监 | 15 years + | 900K | 1.1M | 1.3M | 550K | 670K | 800K | 82 |
Operations Manager | 运营经理 | 10 years + | 500K | 660K | 800K | 300K | 380K | 450K | 85 |
Notes: Roles with limited qualified candidates while HR and company has less bargain power during recruitment process.
指某职位缺乏符合条件的应聘者,符合条件的候选人有较大选择空间。HR 及公司处于卖方市场。
Notes: Roles with poured qualified candidates while many candidates compete for one job. HR and company has more bargain power during recruitment proc ess.
指某职位有大量符合条件的应聘者,候选人竞争激烈。HR 及公司处于买方市场。
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
* 需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺的人才,市场上这样的人才并不充足。
* Aninn.u: aMliPnackuamge, :MBeads.i:cMSeadlaiurym+, MStaaxn.:dMaradxiBmounmus (excluding stocks or other benefits), use local currency, ex: use RMB In China.
* iNnedeicdaItnedsiacantovr:eArsmupeptrlyicitnotmheemasaurrkeetth. eA nsceoerdeoafbtohvees8p0ecinifidcicpaotessitiaonnuorrgteanlteneewdit,hoirnathsceamrcaitrykeint.tAhescmoraerkoeft8.0 indicates an average demand or need. A score below 80
Sales & Marketing - 市场 & 销售
Position Title 职位名称 | ExYpeearriseonfce从业年数 | Annual Package Range (RMB) 年薪 | Need Indicator (0-100) 需求指数 | |||||
Min | Med | Max | Min | Med | Max | |||
Tier 1 Cities 一线城市 | Tier 2 Cities 二线城市 |
Sales VP | 销售副总裁 | 15 years + | 1.5M | 2M | 2.5M | 85 | |||
Sales Director | 销售总监 | 15 years + | 700K | 960K | 1.2M | 500K | 660K | 800K | 88 |
Sales Manager | 销售经理 | 10 years + | 400K | 535K | 650K | 250K | 420K | 550K | 90 |
Sales Supervisor | 销售主管 | 7 years + | 200K | 275K | 350K | 180K | 230K | 280K | 88 |
BD Director | 业务开发总监 | 12 years + | 500K | 760K | 1M | 88 | |||
BD Manager | 业务开发经理 | 7 years + | 350K | 450K | 550K | 250K | 375K | 500K | 88 |
Marketing Director | 市场总监 | 10 years + | 500K | 640K | 800K | 350K | 465K | 600K | 80 |
Marketing Manager | 市场经理 | 5 years + | 350K | 465K | 600K | 200K | 315K | 450K | 80 |
Service Sales Director | 销售支持总监 | 15 years + | 650K | 885K | 1.1M | 480K | 640K | 780K | 88 |
Service Sales Manager | 销售支持经理 | 10 years + | 380K | 515K | 630K | 230K | 385K | 520K | 90 |
Service Sales Supervisor | 销售支持主管 | 7 years + | 180K | 260K | 320K | 160K | 220K | 260K | 88 |
Application Manager | 技术支持经理 | 10 years + | 500K | 600K | 700K | 350K | 460K | 550K | 89 |
Application Engineer | 技术支持工程师 | 5 years + | 300K | 395K | 450K | 200K | 310K | 380K | 92 |
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
* 需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺的人才,市场上这样的人才并不充足。
* AMninn.u: aMliPnaimckuamge, :MBeads.i:cMSeadlaiurym+, MStaaxn.:dMaradxiBmounmus (excluding stocks or other benefits), use local currency, ex: use RMB In China.
* iNnedeicdaItnedsiacantovr:eArsmupeptrlicitnotmheemasaurrkeetth. eA nsceoerdeoafbtohvees8p0ecinifidcicpaotessitiaonnuorrgteanlteneewdit,hoirnathsceamrcaitrykeint.tAhescmoraerkoeft8.0 indicates an average demand or need. A score below 80
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
* 需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺的人才,市场上这样的人才并不充足。
* AMninn.u: aMliPnaimckuamge, :MBeads.i:cMSeadlaiurym+, MStaaxn.:dMaradxiBmounmus (excluding stocks or other benefits), use local currency, ex: use RMB In China.
* iNnedeicdaItnedsiacantovr:eArsmupeptrlicitnotmheemasaurrkeetth. eA nsceoerdeoafbtohvees8p0ecinifidcicpaotessitiaonnuorrgteanlteneewdit,hoirnathsceamrcaitrykeint.tAhescmoraerkoeft8.0 indicates an average demand or need. A score below 80
零Ret售ail与s &奢Lu侈xu品ry
CGP Insight
2021 年增长 21%。 |
中疫国政大策陆的市大场面在积放20松22,年可由以于预遭计遇中疫国情大反陆扑的带零来售的与挑奢战侈,品表市现场低将于在20220123年年的下水半平年;迎但来随全着面2复02苏2 。年即末便各大城陆市防市 场化。与全球市场的同步性近年来受到影响,行业的最新趋势与增长点也已经在这里初见端倪,并将在未来持续深
首力先的,增与强,20这08得-2益00于9如年今全零球售金与融奢危侈机品时市期场相更比广,的奢消侈费品者市群场体在与本更次以疫客情户环为境中下心的、表多现接展触现点出的其生应态对系经统济,动使荡得能 行奢侈业品能更够为在早混熟乱的中态保度证。市未场来弹几性年。,其Z次世,代代和际A趋lp势h将a 世是代推将动成行为业奢增侈长品的市又场一的个消有费力主因力素。,其背后是年轻一代对
化,打造能够带来独特体验的美学空间的趋势。 |
与也此带同来时了,新时的尚增与长奢点侈。品行业还发挥着其极富包容度的特点,将元宇宙、可持续发展等概念融入其设计与创作,
正趋势如时贝所恩表公达司的合:伙“人20、30E年ME来A临地前区,奢侈品与牌时将尚需业要务利负用责其人文化Fe先de锋ri地ca位L和ev反at叛o 在精分神析克奢服侈未品来挑行战业并未塑来造十世年界关。键” 时性。尚在与此奢过侈程品中行,业富内有蕴创的造前力瞻和性设和计文化思与维,艺并术且属拥性有将的在未多来行得业到经更历多的彰人显才,将行更业多也地将获继得续品探牌索方跨的界亲发睐展;的而可对能于人机会才,来有说利,于有及意时识在地未拓来宽抓眼住界行,业增发进展自的己更对多文机化遇、。艺术领域的了解,或者在工作中主动寻求转岗、跨界项目的
Over the past three years, the way we work, live, and consume has been inevitably affected by the epidemic. The retail and luxury industry, while bearing the brunt of the impact, is also one of the most resilient industries. According to the 21st edition of "Global Luxury Market Research" jointly released by Bain Consulting and Fondazione Altagamma in the fall of 2022, despite the highly uncertain economic and consumer market conditions, the global luxury market still achieved new growth in 2022. It is estimated that the total sales revenue of the global luxury industry would reach approximately 1.4 trillion euros, an increase of 21% compared to 2021.
In 2022, due to the challenges brought by the resurgence of the epidemic, the performance of the Chinese mainland market was lower than that of 2021; however, with the relaxation of epidemic prevention policies in various cities at the end of 2022, it can be expected that the retail and luxury goods market in mainland China will present a full recovery in the second half of 2023. Even if the synchronicity between the mainland market and the global market has been affected in recent years, the latest trends and growth points of the industry have already begun to appear here, and will continue to deepen in the future.
Firstly, compared with its performance in the 2008-2009 global financial crisis, the luxury market under the epidemic environment shows its increased ability to cope with economic turbulence, which is due to the broader consumer base and more customer- centric, multi-touch point ecosystem in the retail and luxury markets today, enabling the industry to ensure market resilience in the midst of chaos. Secondly, the intergenerational trend is another powerful factor driving the growth of the industry, behind which is the more precocious attitude of the younger generation towards luxury goods. In the next few years, Generation Z and Generation Alpha will become the main consumers in the luxury market.
Another major trend in the retail and luxury industry is the return of the importance of stores. With the advent of the retail industry
4.0 era, the boundaries between brand stores and e-commerce will fade away. At the same time, brands will increasingly focus on culture, vision, aesthetics, experience, and personalization in their narratives. In the domestic market, the first-store economy will continue to inject new vitality into urban commerce. In the first half of 2022, despite the impact of the epidemic, Shanghai still welcomed the establishment of 366 first stores, and the number of newly opened first stores in the whole year has reached nearly 600; with the record of 434 first stores settling down from January to September this year, Chengdu has become the third fastest- growing fashion city after Shanghai and Beijing. The Zhangyuan, Dongping Road and Hengfu Style District in Shanghai, the Sino- Ocean Taikoo Li in Chengdu and other high-quality urban areas that are ingeniously integrated with local culture have become popular locations for the brand's first store, reflecting the trends of brand's offline strategy, which is to integrate itself into the local culture and create an aesthetic space that can bring special experiences.
What's more, the retail and luxury industry is also displaying its extremely inclusive characteristics, integrating concepts such as metaverse and sustainable development into its design and creation, and bringing new growth points.
As Federica Levato, partner at Bain & Company and head of luxury and fashion in EMEA, expressed in her analysis of the key trends in the luxury industry over the next decade: "Before 2030, luxury brands will need to leverage their cultural avant-garde and rebellious spirit to overcome future challenges and shapes the world." The inherent forward-looking and cultural and artistic attributes of the fashion and luxury goods industry will be more prominent in the future, and the industry will continue to explore the possibility of cross-border development. In this process, talents with creativity and design thinking and experience in multiple industries will be more favored by the brands; for talents, consciously broaden horizons, enhance understanding of culture and art fields, or actively seek opportunities for job transfers and cross-border projects at work will enable them to seize more opportunities for industry development in a timely manner.
84 85
|
|
指某职位缺乏符合条件的应聘者,符合条件的候选人有较大选择空间。HR 及公司处于卖方市场。
Notes: Roles with poured qualified candidates while many candidates compete for one job. HR and company has more bargain power during recruitment proc ess.
指某职位有大量符合条件的应聘者,候选人竞争激烈。HR 及公司处于买方市场。
Merchandising - 商品
Position Title 职位名称 | ExYpeearriseonfce从业年数 | Annual Package Range 年薪 | Need Indicator (0-100) 需求指数 | ||
Min | Med | Max |
Merchandising VP | 商品副总裁 | 20 years + | 2M | 2.5M | 3.5M | 80 |
Merchandising Director | 商品总监 | 15 years + | 1.2M | 1.6M | 2.5M | 90 |
Merchandising Manager | 商品经理 | 8 years + | 500K | 660K | 850K | 85 |
Luxury Buyer | 奢侈品采购 | 5 years + | 200K | 320k | 400K | 90 |
Ecommerce Merchandising Director | 电商商品总监 | 12 years + | 800K | 1.2M | 1.5M | 95 |
Ecommerce Merchandising Manager | 电商商品经理 | 6 years + | 400K | 550K | 800K | 90 |
Planning & Allocation Director | 计划 & 配货总监 | 15 years + | 800K | 1.2M | 1.5M | 93 |
Planning & Allocation Manager | 计划 & 配货经理 | 8 years + | 400K | 570K | 700K | 93 |
Planning Director | 计划总监 | 15 years + | 800K | 1.2M | 2M | 88 |
Planning Manager | 计划经理 | 8 years + | 400K | 650K | 800k | 85 |
Allocation Director | 配货总监 | 15 years + | 800K | 1M | 1.2M | 70 |
Allocation Manager | 配货经理 | 8 years + | 400K | 500K | 600K | 80 |
Sales Operation - 销售运营
Wholesale VP | 批发副总裁 | 20 years + | 1.5M | 2M+ | 3M | 90 |
Wholesale Director | 批发总监 | 15 years + | 1.2M | 1.7M | 2M | 95 |
Wholesale Manager | 批发经理 | 6 years + | 500K | 660K | 800K | 90 |
Retail VP | 零售副总裁 | 18 years + | 1.2M | 2M+ | 3M | 85 |
Retail Director | 零售总监 | 12 years + | 1.2M | 1.6M | 2M | 90 |
Retail Manager | 零售经理 | 8 years + | 800K | 970K | 1.2M | 95 |
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
* 需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺的人才,市场上这样的人才并不充足。
* Min.: Minimum, Med.: Medium, Max.: Maximum* N I di m i n i erage demand or need. A score below 80 |
Supply Chain - 供应链
Position Title 职位名称 | ExYpeearriseonfce从业年数 | Annua(lRPMacBk)a年ge薪Range | Need Indicator (0-100) 需求指数 | ||
Min | Med | Max |
Supply Chain VP | 供应链副总裁 | 20 years + | 2M+ | 90 | ||
Supply Chain Director | 供应链总监 | 15 years + | 1M | 1.6M | 2M | 95 |
Supply Chain Manager | 供应链经理 | 8 years + | 400K | 510K | 600K | 90 |
Logistics Director | 物流总监 | 15 years + | 1M | 1.6M | 2M | 95 |
Logistics Manager | 物流经理 | 8 years + | 300K | 460K | 600K | 85 |
Warehousing Manager | 仓储经理 | 8 years + | 300K | 460K | 600K | 85 |
Transportation Manager | 运输经理 | 8 years + | 300K | 460K | 600K | 85 |
Demand Planning Manager | 需求计划经理 | 8 years + | 300K | 450K | 600K | 85 |
E-Commerce - 电商
Position Title 职位名称 | ExYpeearriseonfce从业年数 | Annua(lRPMacBk)a年ge薪Range | Need Indicator (0-100) 需求指数 | ||
Min | Med | Max |
Ecommerce VP/GM | 电商副总裁 / 总经理 | 20 years + | 2.2M | 2.5M | 3.5M | 95 |
Ecommerce Director/Senior Director | 电商总监 / 高级总监 | 15 years + | 1.5M | 1.9M | 2.2 M | 95 |
Ecommerce Manager/Senior Manager | 电商经理 / 高级经理 | 8 - 12 years | 600K | 910K | 1.2 M | 90 |
Ecommerce Operation Director | 电商运营总监 | 12 years + | 800K | 1M | 1.3M | 95 |
Ecommerce Operation Manager | 电商运营经理 | 6 years + | 450K | 500K | 800K | 90 |
Ecommerce Merchandising Director | 电商营销总监 | 12 years + | 800K | 1M | 1.3M | 95 |
Ecommerce Merchandising Manager | 电商营销经理 | 6 years + | 450K | 600K | 800K | 90 |
Ecommerce Content/Creative Director | 电商内容 / 创意总监 | 12 years + | 800K | 1M | 1.3M | 95 |
Ecommerce Content/Creative Manager | 电商内容 / 创意经理 | 6 years+ | 500K | 600K | 900K | 90 |
* Min.: Minimum, Med.: Medium, Max.: Maximum* N I di m i n i erage demand or need. A score below 80 |
半Sem导ic体onductor
CGP Insight
近持续年增来长,。随着人工智能、物联网、车联网、5G、云计算等下游新兴产业的蓬勃发展,全球半导体行业市场规模
Iintreellciegnent cyee,aIrnst,ewrniteht tohfeTvhiignogrso,uIns tdeernvetoopfmVehticolefsd, o5wG,nastnrdeacmlouedmceorgminpgutinindgu, stthreiesmsaurckhetassizaertoifficthiael
中商产业研究院整理) |
键技术的研发,强化创新环境,支持行业科研人才培养。 |
global semiconductor industry has continued to grow.
of downstream tracks such as new energy vehicles + intelligence, consumer electronics, and |
semiconductor industry will reach 1.5009 trilli on RM B in 2023. In particular, the prosperi ty |
760 financing cases in the semiconductor field in China, with a financing amount of 124.146 billion RMB. |
various embargo policies of the United States on China, the rising demand for chips has also prompted |
Tohrdeecrotuonptryomatotatechthese gsruesattaiinmapbolertdanevceltoopmthendteovfetlohpemseemnticoofnddoumcteosrtiicndseumstircyoanndducdtorirveinidnudsutsrytr.iIanl usuppgpraodritntgh, ethdeecvelotrpaml aent olofctahlegosevmerincmonednutscthoarviencdounsttirnyuionurselycei ntroyedaurcse.dDpuorilnicgietshteo"e1n4ctohuFraivgee-Yaenadr Ptelachn"nopleorgioieds, tshuecchoausnthriyghw-iellnfdoccuhsiposn, tihnetergersaetaerdchcairncduidtsevaenldopomtheenrt koef ynetewc-hgneoneloragtieiosn, sstermenicgotnhdenuctthoer indnuosvtartyi.on platform, and support the cultivation of domestic scientific research personnel in the
90 91
|
|
Notes: Roles with limited qualified candidates while HR and company has less bargain power during recruitment process.
指某职位缺乏符合条件的应聘者,符合条件的候选人有较大选择空间。HR 及公司处于卖方市场。
Notes: Roles with poured qualified candidates while many candidates compete for one job. HR and company has more bargain power during recruitment proc ess.
指某职位有大量符合条件的应聘者,候选人竞争激烈。HR 及公司处于买方市场。
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
* 需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺的人才,市场上这样的人才并不充足。
* Aninn.u: aMliPnackuamge, :MBeads.i:cMSeadlaiurym+, MStaaxn.:dMaradxiBmounmus (excluding stocks or other benefits), use local currency, ex: use RMB In China.
* iNnedeicdaItnedsiacantovr:eArsmupeptrlyicitnotmheemasaurrkeetth. eA nsceoerdeoafbtohvees8p0ecinifidcicpaotessitiaonnuorrgteanlteneewdit,hoirnathsceamrcaitrykeint.tAhescmoraerkoeft8.0 indicates an average demand or need. A score below 80
Supply Chain - 供应链
Position Title 职位名称 | ExYpeearriseonfce从业年数 | Annual Package Range (RMB) 年薪 | Need Indicator (0-100) 需求指数 | |||||
Min | Med | Max | Min | Med | Max | |||
Tier 1 Cities 一线城市 | Tier 2 Cities 二线城市 |
Supply Chain VP | 供应链副总裁 | 18 years + | 1.2M | 1.4M | 1.5M | 700K | 850K | 1M | 81 |
Supply Chain Director | 供应链总监 | 10 years + | 800K | 1M | 1.2M | 500K | 750K | 1M | 85 |
Supply Chain Manager | 供应链经理 | 5 years + | 400K | 560K | 700K | 300K | 400K | 500K | 87 |
Purchasing Manager | 采购经理 | 6 years + | 300K | 400K | 500K | 200K | 310K | 400K | 88 |
Purchasing Supervisor | 采购主管 | 3 years + | 150K | 175K | 200K | 120K | 170K | 200K | 88 |
Planning Manager | 计划经理 | 4 years + | 180K | 240K | 300K | 150K | 205M | 260K | 85 |
Planner | 计划专员 | 2 years + | 120K | 160K | 200K | 100K | 140K | 180K | 85 |
B2B E-commerce Head | 电子商务渠道业务负责人 | 12 years + | 800K | 1M | 1.2M | 90 | |||
B2B E-commerce Director | 电子商务渠道总监 | 8 years + | 600K | 760K | 900K | 300K | 460K | 600K | 90 |
B2B E-commerce Manager | 电子商务渠道经理 | 5 years + | 300K | 435K | 550K | 200K | 310K | 400K | 90 |
Production & Operation - 生产工艺
Position Title 职位名称 | ExYpeearriseonfce从业年数 | Annual Package Range (RMB) 年薪 | Need Indicator (0-100) 需求指数 | |||||
Min | Med | Max | Min | Med | Max | |||
Tier 1 Cities 一线城市 | Tier 2 Cities 二线城市 |
Production Director | 生产总监 | 15 years + | 1.5M | 2M | 3M | 1.2M | 1.5M | 2M | 80 |
Production Manager | 生产经理 | 10 years + | 800K | 1.2M | 2M | 800K | 1M | 1.3M | 82 |
Production Supervisor | 生产主管 | 6 years + | 600K | 1M | 1.2M | 600K | 800K | 1.2M | 82 |
Process Engineering Director | 工艺总监 | 15 years + | 1.5M | 2M | 3M | 1.2M | 1.8M | 2.5M | 79 |
Process Engineering Manager | 工艺经理 | 9 years + | 800K | 1.2M | 2M | 600K | 800K | 1.5M | 81 |
Process Engineering Supervisor | 工艺主管 | 6 years + | 600K | 1M | 1.2M | 600K | 800K | 1M | 84 |
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
* 需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺的人才,市场上这样的人才并不充足。
* Min.: Minimum, Med.: Medium, Max.: Maximum* N I di m i n i erage demand or need. A score below 80 |
Sales & Marketing - 销售与市场
Position Title 职位名称 | ExYpeearriseonfce从业年数 | Annual Package Range (RMB) 年薪 | Need Indicator (0-100) 需求指数 | |||||
Min | Med | Max | Min | Med | Max | |||
Tier 1 Cities 一线城市 | Tier 2 Cities 二线城市 |
Sales VP | 销售副总裁 | 15 years + | 2M | 2.5M | 3M | 1.5M | 2M | 2.5M | 80 |
Sales Director | 销售总监 | 12 years + | 1.2M | 1.5M | 2M | 1M | 1.5M | 2M | 85 |
Sales Manager | 销售经理 | 10 years + | 800K | 1M | 1.2M | 800K | 1M | 1.2M | 85 |
Sales Supervisor | 销售主管 | 6 years + | 600K | 800K | 1M | 600K | 800K | 1M | 90 |
Application Manager | 技术支持经理 | 10 years + | 800K | 1.2M | 2M | 800K | 1M | 1.5M | 90 |
Application Engineer | 技术支持工程师 | 5 years + | 600K | 800K | 1M | 600K | 800K | 1M | 89 |
Marketing Director | 市场总监 | 10 years + | 1M | 1.5M | 2M | 800K | 1.2M | 1.5M | 92 |
Marketing Manager | 市场经理 | 7 years + | 800K | 1.2M | 1.5M | 600K | 1M | 1.2M | 83 |
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
* 需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺的人才,市场上这样的人才并不充足。
* Min.: Minimum, Med.: Medium, Max.: Maximum* N I di m i n i erage demand or need. A score below 80 |
旅Tra游ve与l &休Le闲isure
历着变化与不确定性带来的冲击与震荡。 |
在合受营影销响服最务严和重餐的饮跨服境务游度市过场难,关众。信在旅酒游店与市凯场撒,旅上业海两多大家巨知头名在豪开华拓酒国店内在游大业规务模的封同控时期,间分推别出依“靠网副课业套——餐”整, 在之时最,大积程极度地减在少市亏场损需的求同中时发,现为机学遇生,与以家拓长展继业续务维模持式工的作方学式习实的现常“态曲提线供救了国更”多,选是择行。业可玩见家,们大交环出境的难答以卷改。变
性。旅游业有望因此恢复生机,但这一过程仍需经历一番曲折,原因在于感染人数可能会在政府退出管控的初 |
CGP Insight
changes and uncertainties. |
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隔离政策的进一步优化,因此将晚于国内游市场。 |
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thus taking longer than the domestic tourism market. |
能力。 |
才需求,在变革之时为自己占得先机。 |
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旅Tra游ve与l &休Le闲isure
sustainable development capabilities. |
diverse talent needs of the industry, and take the lead at the time of change. |
Notes: Roles with limited qualified candidates while HR and company has less bargain power during recruitment process.
指某职位缺乏符合条件的应聘者,符合条件的候选人有较大选择空间。HR 及公司处于卖方市场。
Notes: Roles with poured qualified candidates while many candidates compete for one job. HR and company has more bargain power during recruitment proc ess.
指某职位有大量符合条件的应聘者,候选人竞争激烈。HR 及公司处于买方市场。
Cultural & Tourism, Destination - 文旅,目的地
Position Title 职位名称 | ExYpeearriseonfce从业年数 | Annual Package Range 年薪 | Need Indicator (0-100) 需求指数 | ||
Min | Med | Max | |||
Tier 1 Cities 一线城市 |
Operation Director | 运营总监 | 10 Years+ | 500K | 700K | 1M | 80 |
Operation VP | 常务副总裁 | 15 Years+ | 700K | 1.2M | 2M | 80 |
General Manager | 总经理 | 12-15 Years+ | 800K | 1.3M | 1.8M | 70 |
PR Director | 公关总监 | 10 Years+ | 600K | 800K | 1M | 60 |
Marketing Director | 市场总监 | 10 Years+ | 650K | 800K | 1.3M | 80 |
Director of Sales & Marketing | 市场营销总监 | 15 Years+ | 700K | 1M | 1.8M | 80 |
Senior Digital Marketing Manager | 数字营销资深经理 | 8-10 Years+ | 450K | 600K | 700K | 90 |
Strategic Planning Director | 战略规划总监 | 10 Years+ | 700K | 900K | 1.2M | 70 |
Product VP | 产品副总裁 | 12-15 Years+ | 800K | 1.2M | 1.8M | 70 |
Director of Retail Business | 零售业务总监 | 10 Years+ | 550K | 700K | 1M | 40 |
F&B Consultant | 餐饮顾问 | 10 Years+ | 550K | 700K | 900K | 40 |
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
* 需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺的人才,市场上这样的人才并不充足。
* Min.: Minimum, Med.: Medium, Max.: Maximum* N I di m i n i erage demand or need. A score below 80 |
HToratevelsl &TeRcehsnoorltosgGyrSoeurpv,iCceruPirsoevLiidneer,酒店度假集团,邮轮,旅游技术服务商
Position Title 职位名称 | ExYpeearriseonfce从业年数 | Annual Package Range 年薪 | Need Indicator (0-100) 需求指数 | ||
Min | Med | Max | |||
Tier 1 Cities 一线城市 |
General Manager | 总经理 | 15 Years+ | 650K | 800K | 1.2-1.5M | 70 |
Product/Service Innovation Manager | 产品 / 服务创新经理 | 10 Years+ | 400K | 550K | 700K | 80 |
Regional/Corporate Revenue Director | 区域收益管理总监 | 15 Years+ | 650K | 800K | 1M | 70 |
Regional/Corporate Revenue Manager | 区域收益管理经理 | 10 Years+ | 350K | 500K | 600K | 70 |
Corporate Operation VP | 集团运营副总裁 | 800K | 1M | 1.8M | 80 | |
Corporate Marketing & Sales Director | 集团市场销售总监 | 600K | 900K | 1.3M | 80 | |
Ecommerce Senior Manager | 电商运营资深经理 | 10 Years+ | 400K | 500K | 700K | 80 |
Media Campaign Manager | 媒体投放经理 | 10 Years+ | 300K | 400K | 550K | 70 |
Senior BD Manager, Digital | 数字化业务开发经理 | 12-15 Years | 400K | 550K | 700K | 70 |
F&B Director | 餐饮总监 | 10 Years+ | 500K | 700K | 1M | 70 |
Director of Rooms | 房务总监 | 10 Years+ | 450K | 600K | 800K | 50 |
Procurement Director | 采购总监 | 10 Years+ | 600K | 800K | 1M | 50 |
Procurement Manager | 采购经理 | 10 Years+ | 300K | 450K | 600K | 40 |
Chief Strategic Consultant | 首席战略顾问 | 15 Years+ | 1M | 1.5M | 2M | 50 |
Executive Chef | 行政主厨 | 600K | 900K | 1.3M | 80 |
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
* 需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺的人才,市场上这样的人才并不充足。
* Min.: Minimum, Med.: Medium, Max.: Maximum* N I di m i n i erage demand or need. A score below 80 |
企Cor业po财ra务te Finance
Corporate Finance - 企业财务
|
|
Notes: Roles with limited qualified candidates while HR and company has less bargain power during recruitment process.
指某职位缺乏符合条件的应聘者,符合条件的候选人有较大选择空间。HR 及公司处于卖方市场。
Notes: Roles with poured qualified candidates while many candidates compete for one job. HR and company has more bargain power during recruitment proc ess.
指某职位有大量符合条件的应聘者,候选人竞争激烈。HR 及公司处于买方市场。
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
* 需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺的人才,市场上这样的人才并不充足。
* Aninn.u: aMliPnackuamge, :MBeads.i:cMSeadlaiurym+, MStaaxn.:dMaradxiBmounmus (excluding stocks or other benefits), use local currency, ex: use RMB In China.
* iNnedeicdaItnedsiacantovr:eArsmupeptrlyicitnotmheemasaurrkeetth. eA nsceoerdeoafbtohvees8p0ecinifidcicpaotessitiaonnuorrgteanlteneewdit,hoirnathsceamrcaitrykeint.tAhescmoraerkoeft8.0 indicates an average demand or need. A score below 80
Corporate Finance - 企业财务
Position Title 职位名称 | ExYpeearriseonfce从业年数 | Annual Package Range 年薪 | Need Indicator (0-100) 需求指数 | ||
Min | Med | Max | |||
Tier 2 Cities 二线城市 |
CFO | 首席财务官 | 10 years + | 600K | 1.2M | 2M | 90 |
Finance Director | 财务总监 | 10 years + | 500K | 800K | 1.2M | 80 |
Accounting Manager | 会计经理 | 5 years + | 200K | 300K | 400K | 80 |
Finance Manager | 财务经理 | 8 years + | 250K | 400K | 600K | 70 |
FP&A Manager | 财务分析经理 | 8 years + | 300K | 450K | 600K | 80 |
Finance BP | 财务业务伙伴 | 8 years + | 350K | 500K | 700K | 90 |
Finance Reporting Manager | 财务报表经理 | 5 years + | 300K | 450K | 600K | 80 |
Finance System Manager | 财务系统经理 | 5 years + | 300K | 500K | 600K | 80 |
Treasury Director | 资金总监 | 10 years + | 400K | 500K | 700K | 70 |
Treasury Manager | 资金经理 | 5 years + | 200K | 300K | 400K | 70 |
Tax Director | 税务总监 | 10 years + | 400K | 500K | 700K | 70 |
Tax Manager | 税务经理 | 5 years + | 200K | 300K | 400K | 70 |
Audit Director | 审计总监 | 10 years + | 500K | 700K | 1M | 80 |
Audit Manager | 审计经理 | 5 years + | 250K | 350K | 450K | 80 |
Internal Control Manager | 内控经理 | 5 years + | 250K | 350K | 450K | 80 |
IT Audit Manager | IT 审计经理 | 5 years + | 350K | 450K | 550K | 80 |
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
* 需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺的人才,市场上这样的人才并不充足。
* AMninn.u: aMliPnaimckuamge, :MBeads.i:cMSeadlaiurym+, MStaaxn.:dMaradxiBmounmus (excluding stocks or other benefits), use local currency, ex: use RMB In China.
* iNnedeicdaItnedsiacantovr:eArsmupeptrlicitnotmheemasaurrkeetth. eA nsceoerdeoafbtohvees8p0ecinifidcicpaotessitiaonnuorrgteanlteneewdit,hoirnathsceamrcaitrykeint.tAhescmoraerkoeft8.0 indicates an average demand or need. A score below 80
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
* 需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺的人才,市场上这样的人才并不充足。
* AMninn.u: aMliPnaimckuamge, :MBeads.i:cMSeadlaiurym+, MStaaxn.:dMaradxiBmounmus (excluding stocks or other benefits), use local currency, ex: use RMB In China.
* iNnedeicdaItnedsiacantovr:eArsmupeptrlicitnotmheemasaurrkeetth. eA nsceoerdeoafbtohvees8p0ecinifidcicpaotessitiaonnuorrgteanlteneewdit,hoirnathsceamrcaitrykeint.tAhescmoraerkoeft8.0 indicates an average demand or need. A score below 80
数Dig字ita化l T转ran型sformation
Digital Transformation - 数字化转型
|
|
Notes: Roles with limited qualified candidates while HR and company has less bargain power during recruitment process.
指某职位缺乏符合条件的应聘者,符合条件的候选人有较大选择空间。HR 及公司处于卖方市场。
Notes: Roles with poured qualified candidates while many candidates compete for one job. HR and company has more bargain power during recruitment proc ess.
指某职位有大量符合条件的应聘者,候选人竞争激烈。HR 及公司处于买方市场。
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
* 需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺的人才,市场上这样的人才并不充足。
* Aninn.u: aMliPnackuamge, :MBeads.i:cMSeadlaiurym+, MStaaxn.:dMaradxiBmounmus (excluding stocks or other benefits), use local currency, ex: use RMB In China.
* iNnedeicdaItnedsiacantovr:eArsmupeptrlyicitnotmheemasaurrkeetth. eA nsceoerdeoafbtohvees8p0ecinifidcicpaotessitiaonnuorrgteanlteneewdit,hoirnathsceamrcaitrykeint.tAhescmoraerkoeft8.0 indicates an average demand or need. A score below 80
Digital Transformation - 数字化转型
Position Title 职位名称 | ExYpeearriseonfce从业年数 | Annual Package Range 年薪 | Need Indicator (0-100) 需求指数 | ||
Min | Med | Max | |||
Tier 2 Cities 二线城市 |
Python Engineer | Python 开发工程师 | 3-10 years | 140K | 250K | 350K | 80 |
Java Engineer | Java 开发工程师 | 3-10 years | 140K | 250K | 350K | 100 |
.Net Engineer | .Net 开发工程师 | 3-10 years | 100K | 150K | 250K | 60 |
C++/C Engineer | C++/C 开发工程师 | 3-10 years | 140K | 250K | 350K | 60 |
PHP Engineer | PHP 开发工程师 | 3-10 years | 140K | 250K | 350K | 60 |
iOS Engineer | iOS 开发工程师 | 3-10 years | 150K | 300K | 400K | 80 |
Android Engineer | Android 开发工程师 | 3-10 years | 150K | 300K | 400K | 80 |
Architect | 架构师 | 8-15 years | 250K | 350K | 500K | 70 |
QA Engineer | 测试工程师 | 3-10 years | 100K | 150K | 230K | 80 |
QE Engineer | 测试开发工程师 | 3-10 years | 120K | 220K | 300K | 60 |
Engineering Lead | 研发主管 | 8-15 years | 250K | 320K | 400K | 70 |
Engineering Manager | 研发经理 | 10-20 years | 300K | 450K | 500K | 70 |
Algorithm Engineer | 算法工程师 | 1-10 years | 200K | 300K | 500K+ | 100 |
Algorithm Lead | 算法主管 | 6-10 years | 350K | 500K | 700K+ | 80 |
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
* 需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺的人才,市场上这样的人才并不充足。
* AMninn.u: aMliPnaimckuamge, :MBeads.i:cMSeadlaiurym+, MStaaxn.:dMaradxiBmounmus (excluding stocks or other benefits), use local currency, ex: use RMB In China.
* iNnedeicdaItnedsiacantovr:eArsmupeptrlicitnotmheemasaurrkeetth. eA nsceoerdeoafbtohvees8p0ecinifidcicpaotessitiaonnuorrgteanlteneewdit,hoirnathsceamrcaitrykeint.tAhescmoraerkoeft8.0 indicates an average demand or need. A score below 80
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
* 需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺的人才,市场上这样的人才并不充足。
* AMninn.u: aMliPnaimckuamge, :MBeads.i:cMSeadlaiurym+, MStaaxn.:dMaradxiBmounmus (excluding stocks or other benefits), use local currency, ex: use RMB In China.
* iNnedeicdaItnedsiacantovr:eArsmupeptrlicitnotmheemasaurrkeetth. eA nsceoerdeoafbtohvees8p0ecinifidcicpaotessitiaonnuorrgteanlteneewdit,hoirnathsceamrcaitrykeint.tAhescmoraerkoeft8.0 indicates an average demand or need. A score below 80
人Hu 力ma 资n R源esources
Human Resources - 人力资源
Position Title 职位名称 | ExYpeearriseonfce从业年数 | Annual Package Range 年薪 | Need Indicator (0-100) 需求指数 | |||||
Min | Med | Max | Min | Med | Max | |||
Tier 1 Cities 一线城市 | Tier 2 Cities 二线城市 |
CHO/HRVP 首席人力资源官 / 人力资源副总裁 | 15 Years+ | 1.5M | 2M | 2.5M | 1M | 1.4M | 1.7-1.8M | 75 |
Head of HRBP 人力资源伙伴负责人 | 15 Years+ | 800K | 1M | 1.2M | 500K-600K | 700K | 800K-900K | 75 |
HRBP 人力资源伙伴 | 8 Years+ | 400K | 600K | 800K | 300K | 400K-500K | 600K | 75 |
Rewards Head 薪酬福利负责人 | 15 Years+ | 800K | 1M | 1.2-1.3M | 500K-600K | 700K | 800K-900K | 75 |
Rewards Manager 薪酬负责经理 | 8 Years+ | 400K | 600K | 800K | 300K | 400K-500K | 600K | 75 |
OD/TD/LD Head 组织 / 人才 / 培训发展负责人 | 15 Years+ | 800K | 1M | 1.2-1.3M | 500K-600K | 700K | 800K-900K | 75 |
OD/TD/LD Manager 组织 / 人才 / 培训发展经理 | 8 Years+ | 400K | 600K | 800K | 300K | 400K-500K | 600K | 75 |
Talent Acquisition Head 招聘负责人 | 15 Years+ | 800K | 1M | 1.2M | 500K-600K | 700K | 800K-900K | 75 |
Talent Acquisition Manager 招聘经理 | 8 Years+ | 400K | 600K | 800K | 300K | 400K-500K | 600K | 75 |
HRSSC Head 人力资源共享中心负责人 | 15 Years+ | 800K | 1M | 1.2M-1.3M | 500K-600K | 700K | 800K-900K | 75 |
HRSSC Manager 人力资源共享中心经理 | 8 Years+ | 400K | 600K | 800K | 300K | 400K-500K | 600K | 75 |
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
法Leg务al与& C合om规pliance
In-house Lawyer - 企业内部法务合规律师
Position Title 职位名称 | Years of Experience 从业年数 | |||
Less th<a3n年3 Years | 4-46-6Ye年ars | 7-79-9Ye年ars | O1v0er年1或0 Y以e上ars |
Lawyer | 律师 | 150K-400K | 400K-800K | 800K-1.5M | 1M-4M |
Paralegal | 法律助理 | 100K-200K | 200K-400K | 400K-500K | |
Company Secretary | 公司秘书 | 700K-2M | 700K-4M | 1M-4M | |
Legal Secretary | 法律秘书 | 80K-180K | 80K-200K | 150K-250K | 250K-350K |
International Law Firm - 国际律师事务所
Business Development | 业务发展 | 180K-250K | 250K-400K | 400K-700K | 600K-1M |
Lawyer | 律师 | 500K-800K | 800K-1.5M | 1M-2M | 1.5M-3M |
Paralegal | 法律助理 | 150K-250K | 200K-300K | ||
Legal Secretary | 法律秘书 | 100K-180K | 180K-300K | 250K-350K | 250K-400K |
Office Manager | 行政经理 | 350K-500K | 400K-900K |
Local Law Firm - 本地律师事务所
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
销售与市场
CGP Insight
Sales & Marketing - 销售与市场
Sales & Marketing
Position Title 职位名称 | ExYpeearriseonfce从业年数 | Annual Package Range 年薪 | In(Ndieceadto)r需0求-1指00数 | ||
Min | Med | Max |
GM/BU Head/Commercial Head 总经理 / 事业部负责人 / 商务负责人 | 15-20 Years | 1.2-1.5M | 1.5-3M | 4-5M | 50 |
CMO 首席市场官 | 10-15 Years | 800K-1M | 1-1.5M | 1.5-2.5M | 60 |
Marketing Director 市场总监 | 8-15 Years | 600K-1M | 800K-1.2M | 1.5-1.8M | 70 |
Marketing Manager/Brand Manager 市场经理 / 品牌经理 | 6-10 Years | 400-500K | 500-700K | 700-900K | 80 |
Marketing Research/BI/CMI Manager 市场调研 / 市场分析 / 数据分析经理 | 5-10 Years | 300-400K | 500-700K | 700-900K | 80 |
Media Manager/AD/D 媒介经理 / 副总监 / 总监 | 3-8 Years | 200-300K | 300-500K | 500-800K | 100 |
Design/Creative Manager/AD/D 设计 / 创意经理 / 副总监 / 总监 | 5-15 Years | 300-400K | 500-700K | 800-1.2M | 80 |
Ecommerce Manager/AD/D 电商经理 / 副总监 / 总监 | 3-12 Years | 300-400K | 500-700K | 800-1.2M | 80 |
KA Manager/AD/D 重点经理 / 高级经理 / 副总监 | 5-15 Years | 300-400K | 500-700K | 800-1.2M | 60 |
Sales Operation Manager/Sr Manager/AD 销售运营经理 / 高级经理 / 副总监 | 5-15 Years | 250-350K | 350-500K | 500-600K | 50 |
CRM Manager/AD/D 用户运营经理 / 副总监 / 总监 | 8-15 Years | 300-400K | 500-800K | 1-1.3M | 80 |
Live Operation Mgr/AD/D 直播运营经理 / 副总监 / 总监 | 3-10 Years | 300-400K | 500-800K | 1-1.5M | 90 |
Overseas Ecommerce Mgr/SM/AD/D 海外电商经理 / 高级经理 / 副总监 / 总监 | 5-15 Years | 400-500K | 600-800K | 1-1.2M | 90 |
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
供Sup应pl链y C管ha理in Management
Supply Chain Management - 供应链管理
Position Title 职位名称 | E Years of e xperienc 从业年数 | Annual Package Range 年薪 | Need Indicator (0-100) 需求指数 | |||||
Min | Med | Max | Min | Med | Max | |||
Tier 1 Cities 一线城市 | Tier 2 Cities 二线城市 |
Head of Procurement | 采购负责人 | 15 Years+ | 1.2M | 1.5M | 2M | 1M | 1.3M | 1.5M | 95 |
Supply Chain Head | 供应链负责人 | 15 Years+ | 1M | 1.3M | 1.8M | 800k | 1M | 1.3M | 85 |
Quality Head | 质量负责人 | 20 Years+ | 850k | 1.1M | 1.5M | 800k | 1M | 1.2M | 90 |
Logistic manager | 物流经理 | 10 Years+ | 500k | 700K | 900K | 400k | 600K | 850K | 75 |
(Sr ) Planninig manager | ( 高级 ) 计划经理 | 10 Years+ | 550K | 750K | 950K | 500K | 650K | 750K | 80 |
Manufactory Head | 制造负责人 | 20 Years+ | 1M | 1.3M | 1.8M | 800K | 1M | 1.2M | 80 |
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
2023 Asia Career Outlook & Salary Trends
中国香港特别行政区薪酬趋势 |
2023 Hong Kong SAR Salary Trends
让才华自由施展,做业界精英
Unleashing Talent, Enabing Entrepreneurs.
118 119 |
银Ban行ki业ng CGP Insight
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We believe there some key initiatives will keep on being the mainstream of banking Industry:
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Wealth management
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Investment Banking & Asset Management - 投资银行 & 资产管理
Position Title | ExYpeearriseonfce | Annual Package Range (HKD) | In(Ndieceadtor 0-100) | |||||
Min | Med | Max | Min | Med | Max | |||
Local Company | Foreign Company |
*
|
* 最小值、中位值、最大值
* 需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺的人才,市场上这样的人才并不充足。
*Mninn.u:MalinPiamcukamg,eM: Beads.:iMc eSdailuarmy,+MSatxa.n:MdaxdimBuomnus (excluding stocks or other benefits), use local currency,ex: use RMB In China.
120 |
121
Retail Banking - 零售银行
Position Title | Yeoafrs Experience | Annual Package Range (HKD) | InNdieceadtor (0-100) | |||||
Min | Med | Max | Min | Med | Max | |||
Local Company | Foreign Company |
C客u户st服om务e专r S员ervice Officer | 2 years + | 180K | 210K | 240K | 180K | 230K | 280K | 92 |
S高e级ni客or户Cu服s务to专me员r Service Officer Assistant Branch Operation Manager | 2 years + | 200K | 320K | 450K | 200K | 320K | 450K | 91 |
助理营运经理 Relationship Manager | 5 years + | 300K | 345K | 380K | 300K | 320K | 380K | 92 |
客ns户关系经理 t urance Specialis | 3 years + | 300K | 500K | 700K | 300K | 480K | 700K | 96 |
保Bu险i专ne员s Development Executive (Pension) s s | 3 years + | 280K | 360K | 420K | 300K | 385K | 480K | 96 |
Assistant Manager, Business Development (Pension) | ||||||||
Assistant Marketing Manager | ||||||||
Marketing Manager | ||||||||
Assistant AML Compliance Manager | ||||||||
AML Compliance Manager | ||||||||
Senior AML Compliance Manager | ||||||||
Assistant Operational Risk Manager | ||||||||
Operational Risk Manager | ||||||||
Senior Operational Risk Manager | ||||||||
Senior Dealer II FX | ||||||||
Senior Dealer II Interest rate trading | ||||||||
Investment Product Specialist | ||||||||
Universal Banker | ||||||||
Senior Universal Banker | ||||||||
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
* 需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺的人才,市场上这样的人才并不充足。
*Min.:Minimum, Med.:Medium, Max.:Maximum*N m i m he n i erage demand or need. A score below 80 |
Retail Banking - 零售银行
Position Title | ExYpeearriseonfce | Annual Package Range (HKD) | InNdieceadtor (0-100) | |||||
Min | Med | Max | Min | Med | Max | |||
Local Company | Foreign Company |
Relationship Management Director | 关系管理总监 | 15 years + | 1.5M+ | 2M+ | 75 | ||||
Relationship Management VP | 关系管理副总裁 | 10 years + | 1M | 1M | 1.4M | 1.4M | 1.4M | 2M | 85 |
Relationship Manager | 关系管理经理 | 7 years + | 600K | 600K | 1.M | 800K | 800K | 1.2M | 75 |
Structured Finance Director | 结构金融总监 | 15 years + | 2M+ | 2.5M+ | 70 | ||||
Structured Finance VP | 结构金融副总裁 | 10 years + | 1.2M | 1.2M | 1.6M | 1.4 | 1.4 | 2M | 90 |
Structured Finance Manager | 结构金融经理 | 7 years + | 600K | 600K | 1M | 800K | 800K | 1.2M | 85 |
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
* 需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺的人才,市场上这样的人才并不充足。
*Min.:Minimum, Med.:Medium, Max.:Maximum*N m i m he n i erage demand or need. A score below 80 |
122 123
新Em兴erg技ing术Te与chn互olo联gy网& Internet CGP Insight
Hgooing Koonn. Mg'osstteecmh tpaloleynetrsmfaerekleitt'sisvaetrya cvhearylleingeirnegstonagtstrtacgtenneowwtwecithhtathleenHtsoonrgkKeoenpgthveirrseioxnist"eedxoodnuess". |
IT:行FS业(Fi:n金an融c服ial务Se领rv域ice) Domain
Leadership - 管理层
Position Title | ExYpeearriseonfce | Annual Package Range (HKD) | InNdieceadtor (0-100) | ||
Min | Med | Max |
CIO/CTO | 首席技术官 | 15 + | 2M+ | 50 | ||
IT Director | IT 总监 | 12 + | 1M | 1.4M | 2M | 50 |
Application & Product - 应用与产品
Position Title | ExYpeearriseonfce | Annual Package Range (HKD) | InNdieceadtor (0-100) | ||
Min | Med | Max |
Application Manager | 应用经理 | 8 + | 700K | 900K | 1.2M | 100 |
Systeam Analyst | 系统分析师 | 5 + | 500K | 700K | 1M | 100 |
Full Stack Developer (react.js + node.js) | 全栈开发工程师 | 5 + | 600K | 900K | 1.2M | 100 |
Frontend Developer (react.js) | 前端开发工程师 | 3 - 5 | 400K | 700K | 900K | 100 |
Backend Developer (node.js) | 后端开发工程师 | 3 - 5 | 500K | 700K | 900K | 100 |
Backend Developer (Java) | 后端开发工程师 | 5 + | 500K | 800K | 1M | 100 |
Mobile Developer (react.native) | 移动端开发工程师 | 3 - 5 | 500K | 800K | 1.1M | 100 |
Mobile Developer | 移动端开发工程师 | 3 + | 500K | 700K | 1M | 100 |
IT Product Manager | IT 产品经理 | 5 - 8 | 600K | 1M | 1.3M | 100 |
Agile Coach | 敏捷教练 | 8 + | 1M | 1.5M | 2M | 100 |
Scrum Master | 敏捷专家 | 3 - 8 | 700K | 1M | 1.3M | 100 |
Agile Business Analyst | 商业分析员 | 3 - 8 | 400K | 700K | 900K | 100 |
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
* 需求指标:表示人才在市场中的青睐程度。80 分表示平均水平,也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之,大于 80 表示是企业紧缺的人才,市场上这样的人才并不充足。
124 |
*Min.:Minimum, Med.:Medium, Max.:Maximum*N m i m he n i erage demand or need. A score below 80 |
125
Corporate IT Infrastructure - 企业 IT 基础架构
Position Title | ExYpeearriseonfce | Annual Package Range (HKD) | InNdieceadtor (0-100) | ||
Min | Med | Max |
Infrastructure/Engineering Manager | 基础架构 / 工程经理 | 10 + | 700K | 900K | 1.2M | 100 |
Network/System Team Head | 网络 / 系统组长 | 6 + | 500K | 600K | 800K | 100 |
Network/Server Engineer | 网络 / 服务器工程师 | 2 + | 400K | 500K | 700K | 100 |
Cloud Engineer | 云端工程师 | 2 + | 500K | 600K | 800K | 100 |
DevOps Engineer | 开发运维工程师 | 1 year + | 600K | 900K | 1.8M | 100 |
IT Service/Helpdesk Manager | IT 服务台经理 | 8 + | 600K | 800K | 1M | 100 |
Helpdesk Support Analyst | 服务台支持分析员 | 2 + | 300K | 400K | 600K | 100 |
Project Management - 项目管理
Position Title | ExYpeearriseonfce | Annual Package Range (HKD) | InNdieceadtor (0-100) | ||
Min | Med | Max |
IT Programme Manager | IT 程式 / 专案经理 | 10 + | 1M | 1.2M | 1.5M | 80 |
IT Project Manager | IT 项目经理 | 8 + | 600K | 900K | 1.2M | 80 |
PMO Manager | 项目办公室经理 | 5 + | 400K | 500K | 1.2M | 80 |
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
Architecture - 架构
Position Title | ExYpeearriseonfce | Annual Package Range (HKD) | InNdieceadtor (0-100) | ||
Min | Med | Max |
Head of Architect | 首首席架构师 | 10 + | 1.2M | 1.6M | 2M | 100 |
Enterprise Architect | 企业架构师 | 10 + | 1M | 1.4M | 1.8M | 100 |
Solution Architect | 解决方案架构师 | 8 + | 800K | 1.1M | 1.5M | 100 |
Cloud Architect | 云端架构师 | 8 + | 800K | 1.1M | 1.5M | 100 |
Mobile Architect | 移动端架构师 | 8 + | 700K | 950K | 1.2M | 100 |
Cyber Security Architect | 网络安全架构师 | 8 + | 1M | 1.2M | 1.5M | 100 |
Cyber Security - 网络安全
Position Title | ExYpeearriseonfce | Annual Package Range (HKD) | InNdieceadtor (0-100) | ||
Min | Med | Max |
CISO | 首席信息安全官 | 10 + | 1.5M+ | 100 | ||
IT Security Operation Manager | IT 安全运营经理 | 8 + | 800K | 1.1M | 1.5M | 100 |
Technology Risk Manager | 技术风险经理 | 8 + | 1M | 1.2M | 1.5M | 100 |
IT Audit | 信息技术审计 | 3+ | 500K | 900K | 1.6M | 100 |
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
Data & Analytics - 数据与分析 Application & Product - 应用与产品
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Leadership - 管理层
Corporate IT Infrastructure - 企业 IT 基础架构
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* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
Project Management - 项目管理
Position Title | ExYpeearriseonfce | Annual Package Range (HKD) | InNdieceadtor (0-100) | ||
Min | Med | Max |
IT Programme Manager | IT 程式 / 专案经理 | 10 + | 1.1M | 1.6M | 2.2M | 80 |
IT Project/Product Manager | IT 项目 / 产品经理 | 8 + | 800K | 1.1M | 1.5M | 80 |
PMO Manager | 项目办公室经理 | 5 + | 700K | 1M | 1.5M | 80 |
Architecture & Cloud - 架构与云端
Position Title | ExYpeearriseonfce | Annual Package Range (HKD) | In(Ndieceadtor 0-100) | ||
Min | Med | Max |
Head of Architect | 首席架构师 | 10 + | 1.2M | 1.8M | 2.1M | 100 |
Enterprise Architect | 企业架构师 | 10 + | 1M | 1.4M | 1.8M | 100 |
Solution Architect | 解决方案架构师 | 8 + | 840K | 1.3M | 1.8M | 100 |
Cloud Architect | 云端架构师 | 8 + | 960K | 1.3M | 1.8M | 100 |
Mobile Architect | 移动端架构师 | 5 + | 720K | 1M | 1.2M | 100 |
Cyber Security Architect | 网络安全架构师 | 8 + | 1.2M | 1.4M | 1.8M | 100 |
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
Cyber Security - 网络安全
Position Title | ExYpeearriseonfce | Annual Package Range (HKD) | InNdieceadtor (0-100) | ||
Min | Med | Max |
CISO 首席信息安全官 | 10 + | 1.8M | 100 | ||
Cyber Security Manager 网络安全架构经理 | 8 + | 960K | 1.4M | 1.8M | 100 |
Security Operation Engineer | 1 + | 360K | 720K | 1M | 100 |
Data & Analytics - 数据与分析
Head of Data & Analytics | 数据与分析组长 | 10 + | 1M | 100 | ||
Data Scientist | 数据科学家 | 8 + | 500K | 750K | 1M | 100 |
Data Engineer | 数据工程师 | 5 + | 400K | 600K | 800K | 100 |
ETL Engineer | ETL 工程师 | 1 + | 350K | 600K | 800K | 100 |
BI Function Consultant | BI Function 顾问 | 3 + | 350K | 550K | 800K | 100 |
Blockchain (Overseas) – 区块链(海外)
Blochain Tech Development | blockchain related coding/programming experience | 2+ | 100K | 200K | 300K |
Product Development/Management | blockchain product experience | 2+ | 100K | 180K | 250K |
Cyber Security | blockchain industry cyber security experience | 2+ | 100K | 200K | 300K |
Community Management | 2C product community management experience | 4+ | 80K | 150K | 200K |
Partnership/Business Development | blockchain eco-system BD/Partnership experience | 3+ | 150K | 220K | 300K |
Growth Marketing | B2C finance service user growth marketing experience | 3+ | 90K | 130K | 200K |
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
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CGP Insight
Actuarial - 精算
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Chief Actuary | 首席精算师 | 15 years + | 1.6M | 2M | 2.5M | 1.8M | 2M | 2.8M | 100 |
Department Head | 部门负责人 | 10 years + | 1M | 1.2M | 1.5M | 1.2M | 1.5M | 1.8M | 80 |
Senior Manager | 高级经理 | 8 years + | 700K | 850K | 1M | 840K | 1M | 1.2M | 80 |
Manager | 经理 | 5 years + | 500K | 600K | 700K | 600K | 700K | 780K | 90 |
Associate | 助理 | 1 years + | 140K | 250K | 350K | 180K | 300K | 480K | 95 |
Actuarial - Pricing 精算 - 定价
Position Title | ExYpeearriseonfce | Annual Package Range (HKD) | InNdieceadtor (0-100) | |||||
Min | Med | Max | Min | Med | Max | |||
Local Company | Foreign Company |
Head of Pricing | 定价负责人 | 15 years + | 1.6M | 1.8M | 2M | 1.8M | 2M | 2.2M | 100 |
Director | 总监 | 10 years + | 1M | 1.4M | 1.6M | 1.3M | 1.5M | 1.8M | 90 |
Associate Director | 副总监 | 8 years + | 900K | 1M | 1.1M | 1M | 1.1M | 1.2M | 90 |
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
Actuarial - Audit 精算 - 审计
Position Title | ExYpeearriseonfce | Annual Package Range (HKD) | InNdieceadtor (0-100) | |||||
Min | Med | Max | Min | Med | Max | |||
Local Company | Foreign Company |
Director | 总监 | 10 + | 1.2M | 1.3M | 1.4M | 1.5M | 1.6M | 1.8M | 80 |
Associate Director | 副总监 | 8 + | 900K | 1M | 1.1M | 1M | 1.1M | 1.3M | 80 |
Senior Manager | 高级经理 | 7 + | 600K | 650K | 700K | 720K | 800K | 900K | 85 |
Manager | 经理 | 5 + | 450K | 500K | 600K | 600K | 700K | 780K | 85 |
Assistant Manager | 助理经理 | 3 + | 320K | 380K | 480K | 480K | 500K | 550K | 80 |
Distrubution - 渠道
Position Title | ExYpeearriseonfce | Annual Package Range (HKD) | InNdieceadtor (0-100) | |||||
Min | Med | Max | Min | Med | Max | |||
Local Company | Foreign Company |
Chief Distribution Officer | 首席渠道官 | 15 + | 1M | 1.3M | 1.6M | 1.5M | 2M | 2.5M | 85 |
Chief Agency Officer | 首席顾问行销官 | 15 + | 1.1M | 1.5M | 1.8M | 1.3M | 1.7M | 2M | 85 |
Head of Bancassurance | 银行保险负责人 | 15 + | 1M | 1.3M | 1.6M | 1.2M | 1.5M | 2M | 85 |
Head of Alternate Distribution | 交互分销负责人 | 15 + | 900K | 1M | 1.1M | 1.1M | 1.5M | 1.7M | 85 |
Head of Sales Development | 销售拓展负责人 | 15 + | 900K | 1M | 1.1M | 1.1M | 1.5M | 1.7M | 87 |
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
Agency - 代理
Position Title | ExYpeearriseonfce | Annual Package Range (HKD) | InNdieceadtor (0-100) | |||||
Min | Med | Max | Min | Med | Max | |||
Local Company | Foreign Company |
Agency Director | 代理总监 | 15 + | 800K | 900K | 1M | 1M | 1.3M | 1.6M | 85 |
Senior Manager | 高级经理 | 10 + | 500K | 650K | 800K | 700K | 800K | 960K | 85 |
Manager | 经理 | 7 + | 400K | 420K | 500K | 480K | 550K | 660K | 90 |
Assistant Manager | 助理经理 | 5 + | 330K | 380K | 450K | 360K | 400k | 480K | 100 |
Officer | 专员 | 3 + | 220K | 250K | 300K | 220K | 250K | 300K | 95 |
Bancassurance - 银行保险
Position Title | ExYpeearriseonfce | Annual Package Range (HKD) | InNdieceadtor (0-100) | |||||
Min | Med | Max | Min | Med | Max | |||
Local Company | Foreign Company |
Head of Bancassurance | 银行保险负责人 | 15 + | 1M | 1.3M | 1.6M | 1.2M | 1.5M | 2M | 85 |
Senior Manager | 高级经理 | 10 + | 500K | 650K | 800K | 700K | 800K | 960K | 85 |
Manager | 经理 | 7 + | 400K | 420K | 500K | 480K | 550K | 660K | 95 |
Assistant Manager | 助理经理 | 5 + | 330K | 380K | 450K | 360K | 400K | 480K | 100 |
Officer | 专员 | 3 + | 220K | 250K | 300K | 220K | 250K | 300K | 85 |
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
Pension - 养老金
Position Title | ExYpeearriseonfce | Annual Package Range (HKD) | InNdieceadtor (0-100) | |||||
Min | Med | Max | Min | Med | Max | |||
Local Company | Foreign Company |
Head of Pension | 养老金负责人 | 15 + | 1M | 1.3M | 1.6M | 1.2M | 1.5M | 2M | 85 |
Senior Manager | 高级经理 | 10 + | 500K | 650K | 800k | 700K | 800K | 960K | 85 |
Manager | 经理 | 7 + | 400K | 420K | 500k | 480K | 550K | 660K | 95 |
Assistant Manager | 助理经理 | 5 + | 330K | 380K | 450k | 360K | 400K | 480K | 100 |
Officer | 专员 | 3 + | 220K | 250K | 300k | 220K | 250K | 300K | 85 |
Employee Benefits - 员工福利
Position Title | ExYpeearriseonfce | Annual Package Range (HKD) | InNdieceadtor (0-100) | |||||
Min | Med | Max | Min | Med | Max | |||
Local Company | Foreign Company |
Head of Employee Benefits | 员工福利负责人 | 15 + | 1M | 1.3M | 1.6M | 1.2M | 1.5M | 2M | 85 |
Senior Manager | 高级经理 | 10 + | 500K | 650K | 800K | 700K | 800K | 960K | 85 |
Manager | 经理 | 7 + | 400K | 420K | 500K | 480K | 550K | 660K | 95 |
Assistant Manager | 助理经理 | 5 + | 330K | 380K | 450K | 360K | 400K | 480K | 100 |
Officer | 专员 | 3 + | 220K | 250K | 300K | 220K | 250K | 300K | 85 |
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
Alternate Distribution - 交互分销
Position Title | ExYpeearriseonfce | Annual Package Range (HKD) | InNdieceadtor (0-100) | |||||
Min | Med | Max | Min | Med | Max | |||
Local Company | Foreign Company |
Head of Alternate Distribution | 交互分销主管 | 15 + | 900K | 1M | 1.1M | 1.1M | 1.5M | 1.7M | 85 |
Senior Manager | 高级经理 | 10 + | 500K | 650K | 800K | 700K | 800K | 960K | 85 |
Manager | 经理 | 7 + | 400K | 420K | 500K | 480K | 550K | 660K | 95 |
Assistant Manager | 助理经理 | 5 + | 330K | 380K | 450K | 360K | 400K | 480K | 100 |
Officer | 专员 | 3 + | 220K | 250K | 300K | 220K | 250K | 300K | 85 |
Finance - 财务
Position Title | ExYpeearriseonfce | Annual Package Range (HKD) | InNdieceadtor (0-100) | |||||
Min | Med | Max | Min | Med | Max | |||
Local Company | Foreign Company |
Chief Financial Officer | 首席财务官 | 15 + | 1.5M | 2M | 2.5M | 1.8M | 2M | 3M | 80 |
Finance Director | 财务总监 | 10 + | 1.3M | 1.5M | 1.7M | 1.1M | 1.5M | 1.8M | 80 |
Financial Controller | 财务控制 | 7 + | 1.3M | 1.5M | 1.7M | 1.1M | 1.5M | 1.8M | 85 |
Senior Finance Manger | 高级财务经理 | 5 + | 600K | 800K | 1M | 750K | 900K | 1.1M | 90 |
Finance Manger | 财务经理 | 3 + | 500K | 600K | 750K | 600K | 700K | 800K | 90 |
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
Underwriting - Life Insurance 核保核赔 - 人寿保险
Position Title | ExYpeearriseonfce | Annual Package Range (HKD) | InNdieceadtor (0-100) | |||||
Min | Med | Max | Min | Med | Max | |||
Local Company | Foreign Company |
Chief Underwriter | 首席核保员 | 15 + | 900K | 1M | 1.1M | 1.1M | 1.5M | 1.7M | 85 |
Director | 总监 | 10 + | 850K | 900K | 1M | 900K | 1.1M | 1.2M | 85 |
Senior Manager | 高级经理 | 7 + | 700K | 800K | 900K | 850K | 900K | 1M | 95 |
Manager | 经理 | 5 + | 400K | 420K | 500K | 480K | 550K | 660K | 100 |
Assistant Manager | 助理经理 | 3 + | 330K | 380K | 450K | 360K | 400K | 480K | 100 |
Underwriting - General Insurance 核保核赔 - 一般保险
Position Title | ExYpeearriseonfce | Annual Package Range (HKD) | InNdieceadtor (0-100) | |||||
Min | Med | Max | Min | Med | Max | |||
Local Company | Foreign Company |
Chief Underwriter | 首席核保员 | 15 + | 900K | 1.2M | 1.5M | 1.1M | 1.5M | 2M | 80 |
Head of Business Line | 业务负责人 | 10 + | 1M | 1.2M | 1.4M | 900K | 1.6M | 1.7M | 80 |
Senior Manager | 高级经理 | 7 + | 650K | 700K | 750K | 600K | 700K | 800K | 80 |
Manager | 经理 | 5 + | 550K | 580K | 600K | 550K | 600K | 650K | 85 |
Assistant Manager | 助理经理 | 3 + | 300K | 400K | 450K | 400K | 450K | 480K | 85 |
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
Claims - Life Insurance 理赔 - 人寿保险
Position Title | ExYpeearriseonfce | Annual Package Range (HKD) | InNdieceadtor (0-100) | |||||
Min | Med | Max | Min | Med | Max | |||
Local Company | Foreign Company |
Head of Claims | 首席理赔师 | 15 + | 800K | 900K | 1M | 1M | 1.1M | 1.2M | 85 |
Senior Manager | 高级经理 | 10 + | 650K | 700K | 750K | 700K | 750K | 800K | 90 |
Manager | 经理 | 7 + | 500K | 550K | 600K | 550K | 600K | 650K | 95 |
Assistant Manager | 助理经理 | 3 + | 350K | 400K | 500K | 400K | 500K | 550K | 95 |
Claims - General Insurance 理赔 - 一般保险
Position Title | ExYpeearriseonfce | Annual Package Range (HKD) | InNdieceadtor (0-100) | |||||
Min | Med | Max | Min | Med | Max | |||
Local Company | Foreign Company |
Head of Claims | 首席理赔师 | 15 + | 750K | 800K | 1M | 800K | 1M | 1.2M | 80 |
Head of Business Line | 业务负责人 | 10 + | 700K | 720K | 780K | 720K | 750K | 800K | 80 |
Senior Manager | 高级经理 | 7 + | 650K | 700K | 750K | 700K | 720K | 750K | 85 |
Manager | 经理 | 3 + | 300K | 350K | 420K | 400K | 420K | 450K | 85 |
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
Projects - 项目
Position Title | ExYpeearriseonfce | Annual Package Range (HKD) | InNdieceadtor (0-100) | |||||
Min | Med | Max | Min | Med | Max | |||
Local Company | Foreign Company |
Program Head | 项目负责人 | 15 + | 1.3M | 1.5M | 2M | 1.8M | 2M | 2.2M | 80 |
Senior Pr ojec t | 高级项目经理 | 10 + | 750K | 850K | 950K | 850K | 900K | 1.1M | 85 |
Manager | 项目经理 | 7 + | 550K | 650K | 800K | 600K | 700K | 850K | 95 |
Project Manager | 助理经理 | 3 + | 350K | 400K | 480K | 380K | 450K | 500K | 95 |
Assistant Manager | 业务分析师 | 2 + | 250K | 300K | 400K | 300K | 350K | 450K | 95 |
Strategic - 战略
Position Title | ExYpeearriseonfce | Annual Package Range (HKD) | InNdieceadtor (0-100) | |||||
Min | Med | Max | Min | Med | Max | |||
Local Company | Foreign Company |
Chief Strategy Officer | 首席战略官 | 15 + | 2.5M | 2.6M | 2.7M | 2.6M | 2.7M | 2.8M | 75 |
Director | 总监 | 10 + | 1.4M | 1.6M | 1.9M | 1.5M | 1.9M | 2.2M | 80 |
Associate Director | 副总监 | 7 + | 900K | 1.1M | 1.2M | 1M | 1.2M | 1.4M | 85 |
Manager | 经理 | 3 + | 600K | 700K | 800K | 700K | 780K | 850K | 90 |
Analyst | 分析师 | 2 + | 280K | 350K | 450K | 300K | 400K | 550K | 90 |
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
Operation - 运营
Position Title | ExYpeearriseonfce | Annual Package Range (HKD) | InNdieceadtor (0-100) | |||||
Min | Med | Max | Min | Med | Max | |||
Local Company | Foreign Company |
Chief Operation Officer | 首席运营官 | 15 + | 1.8M | 2M | 2.2M | 2M | 2.2M | 2.5M | 75 |
Senior Manager | 高级经理 | 10 + | 700K | 800K | 900K | 750K | 850M | 950K | 85 |
Manager | 经理 | 7 + | 550K | 600K | 700K | 600K | 650M | 750K | 90 |
Assistant Manager | 助理经理 | 3 + | 330K | 380K | 450K | 360K | 400M | 480K | 90 |
Officer | 专员 | 2 + | 220K | 250K | 300K | 220K | 250K | 30K | 95 |
Compliance - 合规
Position Title | ExYpeearriseonfce | Annual Package Range (HKD) | InNdieceadtor (0-100) | |||||
Min | Med | Max | Min | Med | Max | |||
Local Company | Foreign Company |
Chief Compliance Officer | 首席合规官 | 15 + | 2.5M | 2.6M | 2.7M | 2.6M | 2.7M | 2.8M | 75 |
Senior Director | 高级总监 | 10 + | 1.4M | 1.6M | 1.9M | 1.5M | 1.9M | 2.2M | 85 |
Director | 总监 | 7 + | 900K | 1.1M | 1.2M | 1M | 1.2M | 1.4M | 90 |
Senior Manager | 高级经理 | 3 + | 700K | 800K | 900K | 750K | 850K | 950K | 90 |
Manager | 经理 | 2 + | 550K | 650K | 800K | 600K | 700K | 800K | 95 |
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
Audit - 审计
Position Title | ExYpeearriseonfce | Annual Package Range (HKD) | InNdieceadtor (0-100) | |||||
Min | Med | Max | Min | Med | Max | |||
Local Company | Foreign Company |
Chief Auditor | 首席审计师 | 15 + | 2.5M | 2.6M | 2.7M | 2.6M | 2.7M | 2.8M | 75 |
Senior Director | 高级总监 | 10 + | 1.4M | 1.6M | 1.9M | 1.5M | 1.9M | 2.2M | 85 |
Director | 总监 | 7 + | 900K | 1.1M | 1.2M | 1M | 1.2M | 1.4M | 90 |
Senior Manager | 高级经理 | 3 + | 700K | 800K | 900K | 750K | 850K | 950K | 90 |
Manager | 经理 | 2 + | 550K | 650K | 800K | 600K | 700K | 800K | 95 |
Customer Service - 客户服务
Position Title | ExYpeearriseonfce | Annual Package Range (HKD) | InNdieceadtor (0-100) | |||||
Min | Med | Max | Min | Med | Max | |||
Local Company | Foreign Company |
Head of Customer Service | 客服负责人 | 15 + | 850K | 900K | 950K | 870K | 930K | 980K | 80 |
Senior Manager | 高级经理 | 10 + | 700K | 750K | 800K | 750K | 800K | 900K | 85 |
Manager | 经理 | 7 + | 450K | 500K | 600K | 500K | 600K | 680K | 95 |
Assistant Manager | 助理经理 | 3 + | 320K | 350K | 400K | 350K | 400K | 480K | 95 |
Senior Officer | 高级专员 | 2 + | 240K | 280K | 300K | 260K | 300K | 340K | 100 |
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
Policy Administration - 策略管理
Position Title | ExYpeearriseonfce | Annual Package Range (HKD) | InNdieceadtor (0-100) | |||||
Min | Med | Max | Min | Med | Max | |||
Local Company | Foreign Company |
Head of Policy Adminstration | 15 + | 850K | 900K | 950K | 870K | 930K | 980K | 80 |
Senior Manager | 10 + | 700K | 750K | 800K | 750K | 800K | 900K | 90 |
Manager | 7 + | 450K | 500K | 600K | 500K | 600K | 680K | 95 |
Assistant Manager | 3 + | 320K | 350K | 400K | 350K | 400K | 480K | 100 |
Senior Officer | 2 + | 240K | 280K | 300K | 260K | 300K | 340K | 100 |
* 年薪:基本工资加奖金(不包括股权或者其他福利),货币单位为当地货币,如在中国,货币单位是人民币。
* 最小值、中位值、最大值
2023 Asia Career Outlook & Salary Trends
东南亚地区薪酬趋势 |
2023 Southeast Asia Salary Trends
让才华自由施展,做业界精英
Unleashing Talent, Enabing Entrepreneurs.
144 145 |
2023 Asia Career Outlook & Salary Trends 2023 Asia Career Outlook & Salary Trends —— Singapore
Executive Summary
TALENT TRENDS IN SINGAPORE
This surpassed the previous quarter's growth of 66,500. |
Trehciesnist ydeeafirnsi.tHeloywseovmeer,tthhinagt itsoncoetletobrsaatye 2g0iv2e2nhCaosvbide’ens anebgeadtiovferiomsepsacats oenvitdheenclaebdobuyr tmhaermkeatjoinr lraeycoenfftsbaatnTkercuhptccoymopf carnyipetsoseuxcchhans gTewFiTttXe.r and Meta, not to mention the cooling of Crypto and the
However, rising inflation will mean that number will more likely land at around 3%. |
Wrehcoilveetrhyeinrermecoevnatl oqfuCaOrtVeIrDs,-1t9hererestarircetisoignns sanodf sblowrdienrgmmeoamsuernetsuhmavine sthueppthoirrtdedquthaertlearb, oauccromrdairnkgett'os
Oinnrethcenfltiypesairdse. TinheSirnegaaspoonrsefoersptheicsiainllcyl,utdeechthneolonggyojionbgstheachvetaaltetnratcstheodrtahgeel asgaesrtesualt royf iCnOcVreIDas, eins Cslowvdeorwsenlya,ndthtehims wanillumfaocsttulrikineglysceocnttoinruheaisntboe2e0n23fa. cing increasing headwinds amid the global
continue to plague organisations across the region. |
combination with Singapore’s aim to become the tech capital of Asia. |
MasOwMe.ll"aIns gtheeopcolmiticagl mteonnsitohns,s,awdielltiemripoaract tnhgeglalobboaulremcoanrkoemt,i"c ietnavdidroendm.
ent, higher global inflation,
Iinfo2r0m22a,tiIohna&vecoombsmeurvneicdataiornisse, pinrotfheessnioeneadl fsoerrvpircoefseasnsidonfianlasnicniatlhseerovuictewsa. rdIn-oardiednittieodn,stehcetroershaosf bcoesetns adopwernioadnodfimraptiroonvaeliisnawtioarndams oabniulimtybienrcoefrtsaein ocrasreosle. sHhoawveevbeere, nthdeorwe nisgsratidllead dinrivoerdfeorr tCo-Skueietpe pusoisnitgioSninsgsaupcohreasasCtEhOe, ACsMiaOn-abnadseCdOhOu,bptaortliacunlacrhly. in the start-up space as these companies scale up
General Manager, Executive Search |
Talent Trends in Singapore
Accounting & Finance
•paTrhtenreer wisitinhcbruesaisneedssdfeumncatniodnfsor accounting professionals to add commercial value in their roles to
•asDtehmeairnAdsfiaorPFaPci&fiAc pHreoafedsqsuioanrtaelrssc/Honutbinues to be on the rise with more multinationals having Singapore
•auTthoemtarteionndafnodr daigtaitalization in finance processes is on the rise with more emphasis in process
Financial Services
•traAnhsfiogrhmpartoiopnoirntiAoPnACof financial services institutions are still in the incremental stage of tech
•nBexlot ctwkcohyaeinarasnd digital assets become a major point of focus for banking and insurance firms during the
•wKoerkyinfogcus would remain on nurturing talent and culture, introducing new mindsets and ways of
Government & Public Sector
•enDtiegritparlistreasnyssftoermsatniaomn weliyllfirnemanacienaankdehyudmrivaenrriensGoouvrceersnment & Public Sectors – especially in corporate
•asWgeosvhearnllmaelsnotaelxopregcatnoisragtainoinssatciontailntureantosfroerdmeafitnioenthineiitriaEtViPvessinaiamceodmaptedtirtiivvientgacleunlttulraendtrsacnaspfoermation
Healthcare & Clinical
•inInimlinpelewmitehnMtiOngH'csopmumshufnroitmy hHeeaalltth caanred ttoelHee-haeltahlt–hwperoshgarallmexsp. eTchtismwoirlel pdrivaetein-pcurebaliscecdodllaebmoarnatdiofnosr community health workers and digital project & program managers
project managers, and quality audit / assurance talents |
Human Resources
•yeGaerographical tensions, inflation, and organizational restructures can result in challenging and volatile
•foSottaprrti-nutp firms will still view Singapore as a strategic geographical location to expand their business
•beOirnggaonfiseamtiopnlosyweeilsl iaslswoepllutat kmenorceafroecoufsatsowdeelsl iagsnkheoeplisintigc twheamys ei ngwahgiecdh the physical and mental well-
InThde utrestrfoiraelng&ineEerningg iisnoen tehre irnisegwith more emphasis on civil engineering, chemical
engineering, and automation |
upskilling of workforce on a priority |
Sales, Marketing & Digital
• Candidates with a great understanding of the online ecosystem remain in high demand
•pMroNfeCsssisotinllavlsiewwhSoinagreapmoorestalys bailpinrigmuealloacreatiinonhitgohsdeet mupanthdeir regional offices. As a result, white-collar
•coCmopnefitditeivnecaenrdeumnacienrstahinigmhaarknedt.key skillsets will continue to differentiate candidates in this
Supply Chain & Procurement
•prDoicgeistiszeasttioninicsreinacsereeaffseinctgivlyenceosms manodneaffisccieonmcypanies across sectors are scaling up automation
•wLoorgkintgicesnbvuirsoi nmsesenst,wthilul scokneteipniunegttoheoffaeprpaealol ht imghorfeorflteoxpib-tialilteynwt hen it comes to providing a hybrid
•foWotipthrinmt,otrheecreomis paasnigineisfidcaenfitniinncgreEaSsGe iansthaesntaunmdbaelroonfeEsStGrartoelgeiscinfusnucptpiolyncthoairneadsuwceelhl igh carbon
Technology
•wCoyrlbdewrisdeecurity will remain a top priority, not just within organisations, but for governments
•SoAutthoemaastiAosniah–asthpeoAsustibolmy aptrionvemnatrokebteisthsteilltoup anredacominintgerest globally – namely Singapore and
centric skillsets |
Accounting & Finance
Talent Trends in Singapore
CGP Insight
Accounting & Finance
transactional approach to a setting that is more analytical and proactive. |
|
|
Aasfowceuslooonk rienlteova2n02t 3k,nwoiwthlejdogbeuanncderstkaiilnlstyetosntothredruiscee, cthoemspkainlliegsapwailnl ldooimk ptorouvpeswkiollrkemefpfilcoiyeenecsy waintdh icnonlloavbaotriaotniornasteb.etAwcceoenunctliienngtsparancdtietmiopnleorysewesi.llDnaetaedbrteoacbheems woirlel atlescohc-osanvtivnyuetotoacbceoomnme oofdtahteeboignglienset saeccoruintytitnhgreteaatsmisnttohebefivniagnilcaentdaenpdarbtme aebnlte, wtohsepreotcaonmopmaanliieess amreorienveeasstiilny.g in training programs to help
* AMninn.u: aMliPnaimckuamge, :MBeads.i:cMSeadlaiurym+, MStaaxn.:dMaradxiBmounmus (excluding stocks or other benefits), use local currency, ex: use RMB In China.
* iNnedeicdaItnedsiacantovr:eArsmupeptrlyicitnotmheemasaurrkeetth. eA nsceoerdeoafbtohvees8p0ecinifidcicpaotessitiaonnuorrgteanlteneewdit,hoirnathsceamrcaitrykeint.tAhescmoraerkoeft8.0 indicates an average demand or need. A score below 80
150 151
Financial Services
Talent Trends in Singapore
CGP Insight
Banking
|
|
Sacecvelrearlaitnesdurtahnactetrceonmdp, acnhiaensgairnegucnudsetorgmoeinrgedxpigeitcatal thiaounls, and ctrleaanrslfyo, rtmheinpganthdeemwiacyhtahseyunpduerncihaabsley i(nMsiluleranniuem. sOannedoGfetnhZe) tmoainjosur roeb-tsetcahcsl.es for traditional insurers is losing the younger generation
Managers to Senior Managers. |
the political climate in North Asia, leading to more headcounts to hire. |
centricity in the coming years. |
* AMninn.u: aMliPnaimckuamge, :MBeads.i:cMSeadlaiurym+, MStaaxn.:dMaradxiBmounmus (excluding stocks or other benefits), use local currency, ex: use RMB In China.
* iNnedeicdaItnedsiacantovr:eArsmupeptrlyicitnotmheemasaurrkeetth. eA nsceoerdeoafbtohvees8p0ecinifidcicpaotessitiaonnuorrgteanlteneewdit,hoirnathsceamrcaitrykeint.tAhescmoraerkoeft8.0 indicates an average demand or need. A score below 80
152 153
Banking Asset Management & Investment
|
|
|
|
FinTech Insurance
|
|
|
|
Government & Public Sector
Talent Trends in Singapore
CGP Insight
Human Resources
management and employees. |
|
|
talents with dependants/elderly, medical insurance, and flexi cash for unconsumed benefits. |
* Min.: Minimum, Med.: Medium, Max.: Maximum* N I di m n i erage demand or need. A score below 80 |
158 159
Accounting & Finance
Position Title | ExYpeearriseonfce | Annual Package Range | InNdieceadtor (0-100) | ||
Min | Med | Max | |||
Tier 1 Cities |
Head of Finance | 20+ | 216k | 286k | 325k | 70 |
Finance Director | 15+ | 156k | 195k | 260k | 75 |
FP&A Director | 15+ | 156k | 195k | 260k | 75 |
Finance Manager | 10+ | 78k | 104k | 143k | 85 |
FP&A Manager | 10+ | 78k | 104k | 156k | 85 |
Finance Business Partner | 10+ | 78k | 104k | 156k | 85 |
Head of Finance Shared Services | 15+ | 156k | 195k | 260k | 75 |
Shared Services Manager, Finance | 10+ | 78k | 104k | 156k | 80 |
* Min.: Minimum, Med.: Medium, Max.: Maximum* N I di m i n i erage demand or need. A score below 80 |
Marketing & Communications
Position Title | ExYpeearriseonfce | Annual Package Range | InNdieceadtor (0-100) | ||
Min | Med | Max | |||
Tier 1 Cities |
Head of Marketing Communications | 20+ | 216k | 286k | 325k | 70 |
Head of Communications | 20+ | 216k | 286k | 325k | 70 |
Marketing Communications Director | 15+ | 156k | 195k | 260k | 75 |
Communications Director | 15+ | 156k | 195k | 260k | 75 |
Marketing Communications Manager | 10+ | 78k | 104k | 156k | 80 |
Communications Manager | 10+ | 78k | 104k | 156k | 80 |
Digital Marketing Manager | 10+ | 78k | 104k | 156k | 85 |
Digital Product Director | 15+ | 195k | 235k | 286k | 85 |
Digital Product Manager | 10+ | 117k | 156k | 195k | 85 |
Digital Program Director | 15+ | 195k | 234k | 260k | 85 |
Digital Program Manager | 10+ | 130k | 156k | 195k | 85 |
Digital Transformation Lead | 15+ | 195k | 234k | 260k | 90 |
Digital Transformation Manager | 10+ | 130k | 156k | 195k | 90 |
Strategy Director | 15+ | 195k | 234k | 260k | 80 |
Strategy Manager | 10+ | 130k | 156k | 195k | 80 |
* Min.: Minimum, Med.: Medium, Max.: Maximum* N I di m i n i erage demand or need. A score below 80 |
160 161
Healthcare & Clinical
Talent Trends in Singapore
CGP Insight
Healthcare & Clinical
evangelisation – which would allow seniors in Singapore to age with grace. |
|
|
residents. |
without driving healthcare costs exponentially. |
* Min.: Minimum, Med.: Medium, Max.: Maximum* N I di m n i erage demand or need. A score below 80 |
162 163
Human Resources
Talent Trends in Singapore
CGP Insight
Human Resources
strategic geographical location to expand their business footprint. |
|
|
optimized business performance, and continuously seek the best HR contemporary practices. |
* AMninn.u: aMliPnaimckuamge, :MBeads.i:cMSeadlaiurym+, MStaaxn.:dMaradxiBmounmus (excluding stocks or other benefits), use local currency, ex: use RMB In China.
* iNnedeicdaItnedsiacantovr:eArsmupeptrlyicitnotmheemasaurrkeetth. eA nsceoerdeoafbtohvees8p0ecinifidcicpaotessitiaonnuorrgteanlteneewdit,hoirnathsceamrcaitrykeint.tAhescmoraerkoeft8.0 indicates an average demand or need. A score below 80
164 165
Industrial & Engineering
Talent Trends in Singapore
Dsteesapdiitley mreacojovretreincghnfroolmogtihcaeliimmpparcotvoefmtheentpsaindtehme iicn.dTuhsetriinadl uasntdriaelnagnindeenrignignesercitnogr,stehcetoinr disuflsotruyriisshsitnilgl wmiothree. xciting developments across real estate, manufacturing, digitalization & industry 4.0 and many
sectors. |
Wskiitlhlstreecqhuniorelodginatloaddavya'nscteimenatns,dthneeednsgitnoeebreintgrawinoerdkftoorcbeeisonnopt ayretwfiutlhlytehqeuliaptpeestdtwecithhntohleogreielesvlaiknet sSmcieanrtcem, aAnuutofamcatutiroin, e, tAcr.tificial Intelligence, Blockchain, Machine Learning, Augmented Reality, Data
skilled talent to meet the targets. |
the present is increasingly advanced. |
CGP Insight
166 167
Industrial, Energy and Engineering
Position Title | ExYpeearriseonfce | Annual Package Range | InNdieceadtor (0-100) | ||
Min | Med | Max | |||
Local Company |
Project Director | 20+ | 120K | 140K | 160K | 85 |
Associate Director (M&E) | 15+ | 100K | 120K | 140K | 85 |
Project Manager | 15+ | 90K | 100K | 120K | 80 |
Construction Manager | 10+ | 80K | 90K | 100K | 80 |
Site Manager | 10+ | 70K | 80K | 90K | 60 |
Design Manager | 10+ | 90K | 100K | 120K | 85 |
Engineering Manager | 15+ | 120K | 150K | 180K | 85 |
Business Development Manager | 15+ | 100K | 130K | 160K | 85 |
Senior Safety Officer | 10+ | 70K | 80K | 90K | 80 |
Senior Mechanical Engineer | 10+ | 70K | 80K | 100K | 85 |
Project Engineer | 10+ | 60K | 70K | 90K | 85 |
Site Engineer | 10+ | 50K | 60K | 70K | 80 |
* Min.: Minimum, Med.: Medium, Max.: Maximum* N I di m i n i erage demand or need. A score below 80 |
Industrial, Energy and Engineering
Position Title | ExYpeearriseonfce | Annual Package Range | InNdieceadtor (0-100) | ||
Min | Med | Max | |||
Foreign Company |
Project Director | 20+ | 180K | 220K | 280K | 85 |
Associate Director (M&E) | 15+ | 120K | 150K | 180K | 85 |
Project Manager | 15+ | 120K | 150K | 180K | 80 |
Construction Manager | 10+ | 120K | 140K | 160K | 80 |
Site Manager | 10+ | 80K | 100K | 120K | 60 |
Design Manager | 10+ | 120K | 150K | 180K | 85 |
Engineering Manager | 15+ | 150K | 180K | 240K | 85 |
Business Development Manager | 15+ | 120K | 150K | 180K | 85 |
Senior Safety Officer | 10+ | 80K | 90K | 100K | 80 |
Senior Mechanical Engineer | 10+ | 80K | 90K | 120K | 85 |
Project Engineer | 10+ | 70K | 85K | 100K | 85 |
Site Engineer | 10+ | 50K | 70K | 80K | 80 |
* Min.: Minimum, Med.: Medium, Max.: Maximum* N I di m i n i erage demand or need. A score below 80 |
168 169
Sales, Marketing & Digital
Talent Trends in Singapore
W20i2th2 tahnedeinxpcreecatseeddgprorowjethctaiocnros sfsurtthheerreingtio 2,0G2D3,PaicncoSridnignagptoorethise eMxipneiscttreydotfoTraedaechanbdetIwnedeunst3ry-.4W%itinh bevoordlveer.s slowly easing and as we move past the pandemic, the talent landscape has also started to
On hiring trends for 2023, please refer to the following:
Skills Industry & Talent Insights
CGP Insight
Thhyberdideswiroerkfoinrgflesextibtiinligtythfreomstacgaenfdoirdatnees whansorrem-e. vCaalureaeter ddethvelodpynmaemnitcospopf othrteuneimtiepsloaynmdemntosbcielintye hwaivthe adlesvoeilnocprmeaesnetdatnhdetnaleeendt fmorancoamgepmaennietstotorelotaoikn masowreelcllaos ealtytraancdt troepvitsailteknetys.fundamental areas in talent
TcohrepAoPraAtCiornesgiaonndhdaesslpointeg tbheeenparencdoegmnicse, dthaiss saehnytipmere-ngtrowwiltlhlilkaenldyscoanpteinfoure mstarnoynginlyveinsto s20a2n3d. Canodnfiudnecnecrteairne mairnkseth.igh and key skill sets will continue to differentiate candidates in this competitive
Sales, Marketing & Digital talent as companies look to position themselves well in the coming year. |
eCommerce
Marketing / Media / CRM |
/ Marketing Analytics
•asThFeMrCeGh,aBsebaeuetyn &a Rgleotbaaillhsahvifet ninavwighaictehdptrheeviarlednirteicnt-dtuos-ctroynsucmtoerrs(DsuTcCh)
and targeting strategies. |
•nIunmrebceernotfyBe2aCrsm(purletinaantdiopnoasltsp(FaMndCeGm/Bice)a,uwtey/hRaevtaeinl)omtiocevdinagnthinecirredaigsitnagl &HoenCgoKmomngeracnedhburbosaidnetor SSEinAgmapaorkretsla. rgely from North Asia markets like
omni-channel excellence. |
•wTithhe mnoatnioyntroafddiitgioitnalaml marakrekteintegrhsaisnctarekaesninag3l6y0bteuirnnginmtahdeererceednutnydeaanrst adodpttoindgatyh'es nmeawrkaegtee.rs are forced to re-think the traditional, while
•hFeMavCiGly, iBneaDuigtyit,aRleMtaailrkaestwinegl,l aMseedCiao,mCmReMrc&e MseatrukpestincognAtinnauleyttiocsinwveitsht sfuonmdeincgofrmopmabnoieths tghoeinpgubalsicfandasprsievactuerisnegctsoirzienagboleodinmv eatsmureen. ts and
•loSciantgioanpoforre ecCoonmtinmueerscetoorrgeamniaziantiaonsstrastewgeicll aansdSererigeisonFuanl dcehdoisctearot-f ubpeasuwtyit/hhogsrepaittaelritsyk/ihllesaelttshrceaqreuiirnedadadcirtoiosns toeeCaroemasmoefrpcelamnta-brkaestepdlafcoeosd./
increased |
170 171
Sales, Marketing & Digital |
Sales, Marketing & Digital |
|
|
|
|
Sales, Marketing & Digital |
Position Title | ExYpeearriseonfce | Annual Package Range | InNdieceadtor (0-100) | ||
Min | Med | Max | |||
Tier 1 Cities |
Account Director | 7+ | 84k | 108k | 120k | 90 |
Account Manager | 3+ | 60k | 78k | 90k | 90 |
Creative Manager | 4+ | 60k | 80k | 95k | 80 |
Creative Director | 7+ | 84k | 108k | 120k | 85 |
Art Director | 7+ | 84k | 108k | 120k | 75 |
SEO Specialist | 3+ | 54k | 72k | 90k | 75 |
SEM Specialist | 3+ | 54k | 72k | 90k | 75 |
Performance Marketing Specialist | 3+ | 60k | 75k | 96k | 80 |
Marketing Automation Specialist | 3+ | 51k | 63k | 76k | 70 |
Public Relations Manager | 4+ | 66k | 78k | 96k | 85 |
Public Relations Director | 7+ | 96k | 110k | 126k | 80 |
Social Media Manager | 4+ | 48k | 60k | 72k | 80 |
Media Buyer | 5+ | 54k | 78k | 90k | 70 |
Media Planner | 4+ | 58k | 72k | 96k | 70 |
Media/Data Analyst | 3+ | 51k | 60k | 72k | 75 |
Digital Strategist | 5+ | 60k | 70k | 80k | 70 |
Copywriter | 4+ | 54k | 66k | 80k | 70 |
Content Creator/Manager | 3+ | 50k | 65k | 78k | 70 |
Supply Chain & Procurement
Talent Trends in Singapore
CGP Insight
Procurement/Purchasing
|
|
Athneohtheeigrhptrof tihseinpgasnudpepmlyicc,hcaoinsturemnedr isnp2e0n2d3inisg toonsgeoeoadcsosnktyirnoucekdetdeodwannwdacradrrtireerncdafpoarccitayrrdieimr riantieshs.eAdt. Aas laabreosuurlts,hcoarrtraiegresshainkeddloucpkdraotwesnfsocrabuostehdsteranasnpdolratantdiotnrabnascpkolrotgasti.oDni,gaitnizdastieornviicseallesvoelisncwreoarsseinngeldy ceoffimcimenocnya. Tseccohmnpoalongieysthacartopsrsiosreictitzoerss daaretasacanldinvgisuibpilaituytowmillabtieoninpcreodceibslsyesotuoginhct-raefateser ienff2e0c2ti3v.eness and Lasvteornf malle,nstusrteagiunlaabtiiloitnysisaonndeamdopretiboing otrfesnoduirnci2n0g23sudsutaeitnoaebvle rr-acwhamngaitnegricaolnsaucmroesrsdbeumsainnedsss,esst.riOctneer nthoetnabreletuerxnaomrpsleellwbiallckbetoccirocnuslaurmseurps.ply chains, where manufacturers refurbish discarded products to
* Min.: Minimum, Med.: Medium, Max.: Maximum* N I di m n i erage demand or need. A score below 80 |
176 177
Supply Chain Management
Position Title | ExYpeearriseonfce | Annual Package Range | InNdieceadtor (0-100) | ||
Min | Med | Max | |||
Tier 1 Cities |
Supply Chain Analyst | 35K | 40K | 48k | 90 |
Supply Chain Director | 120K | 160K | 250K | 50 |
Supply Chain Manager | 90K | 140K | 170K | 90 |
Supply Chain Specialist | 42K | 55K | 75K | 90 |
Warehouse Manager | 60K | 80K | 100K | 90 |
* Min.: Minimum, Med.: Medium, Max.: Maximum* N I di m n i erage demand or need. A score below 80 |
178 179
Technology
Talent Trends in Singapore
spearhead digital transformation. |
CTyhbeererserecumraitiyniss aonsetroofntghedteomp apnridorfiotiress,knilolet djusatnwditchainpaobrgleanciysabteiorsnesc, ubruittyfopr rgoofveesrsnimoneanltss, weosprledcwiaidlley. swpoercldiawlidstespirnepcaloreudfosrepcousrsiitbyl,eacpybpelirctahtrioeantsdaenvdelroispkms.ent security, and network security, as nations
deliver key projects. We are, however, expecting this phenomenon to change over the next 12 months. |
profits. |
and connectivity within remote work setups. |
Ojovbesraelel,ktehrse fdroem snedctfoorrstwecithhtlaolwenetrsvwacilal nccoinetsinrauteettooraisceq.uTirheesSkiinllgsaapnodreqguoavliefircnamtioens iisneinfcoorumraagtionng tech inodlougsytr. yT.his pool of candidates may form another alternative resource to cater to the needs in the
CGP Insight
180 181
Technology
Talent Trends in Singapore
CGP Insight
— General Management —
Position Title | Annual Package Range | InNdieceadtor (0-100) | ||
Min | Med | Max | ||
Tier 1 Cities |
Chief Technology Officer (CTO) | 250 - 480 k | 25 |
Chief Information Officer (CIO) | 250 - 520 k | 20 |
Chief Data Officer (CDO) | 200 - 420 k | 10 |
Chief Information Security Officer (CISO) | 250 - 500 k | 25 |
Technology |
Technology |
Position Title | Annual Package Range | InNdieceadtor (0-100) | ||
Min | Med | Max | ||
Tier 1 Cities |
Full Stack/Backend Software Engineer | 60 - 150K | 120 - 200K | 150 - 300K | 100 |
Frontend Software Engineer | 61 - 120K | 100 - 150K | 150 - 200K | 100 |
Mobile/Web Software Engineer | 62 - 100K | 100 - 150K | 150 - 200K | 85 |
Solutions Architect | 80 - 120K | 120 - 180K | 180 - 260K | 80 |
Quality Assurance | 60 - 100K | 100 - 130K | 130 - 200K | 75 |
* Min.: Minimum, Med.: Medium, Max.: Maximum* N I di m n i erage demand or need. A score below 80 |
Technology |
Position Title | Annual Package Range | InNdieceadtor (0-100) | ||
Min | Med | Max | ||
Tier 1 Cities |
Infrastructure Management | 60 - 100K | 880 - 145K | 140 - 200K | 50 |
Infrastructure & Cloud Architecture | 85 - 120K | 120 - 200K | 200 - 400K | 50 |
DevOps | 75 - 120K | 120 - 280K | 180 - 250K | 60 |
Network Engineering and Design | 60 - 120K | 85 - 160K | 120 - 200K | 40 |
System Engineering | 54 - 84K | 84 - 105K | 100 - 120K | 75 |
Database Administration | 75 - 120K | 100 - 205K | 200 - 300K | 50 |
IT Change and Transformation | 70 - 100K | 100 - 150K | 120 - 150K | 75 |
Technology |
Position Title | Annual Package Range | InNdieceadtor (0-100) | ||
Min | Med | Max | ||
Tier 1 Cities |
Information Security (Infrastructure, Application) | 55 - 100K | 100 - 150K | 150 - 220K | 75 |
C(SybOeCr, SIAeMcu,IrnitcyidEenngtinResrpionngse, Threat Hunter) | 60 - 120K | 120 - 180K | 180 - 250K | 50 |
Penetration Tester | 70 - 100K | 100 - 180K | 180 - 250K | 50 |
IT Governance | 55 - 90K | 90 - 150K | 150 - 220K | 25 |
* Min.: Minimum, Med.: Medium, Max.: Maximum* N I di m i n i erage demand or need. A score below 80 |
— IT Administration —
Position Title | Annual Package Range | InNdieceadtor (0-100) | ||
Min | Med | Max | ||
Tier 1 Cities |
Helpdesk and IT Support | 60 - 90K | 90 - 120K | 120 - 250K | 100 |
IT Operations Management | 65 - 100K | 100 - 120K | 120 - 250K | 75 |
IT Services Management | 65 - 100K | 100 - 120K | 120 - 250K | 50 |
IT Training/Enablement | 65 - 100K | 100 - 150K | 150 - 190K | 15 |
Technology |
Technology |
Position Title | Annual Package Range | InNdieceadtor (0-100) | ||
Min | Med | Max | ||
Tier 1 Cities |
Business Intelligence | 80 - 120K | 120 - 150K | 150 - 250K | 75 |
Data Analysis | 80 - 120K | 120 - 150K | 150 - 250K | 75 |
Data Science | 90 - 130K | 130 - 200K | 200 - 300K | 80 |
Data Engineering | 90 - 130K | 130 - 200K | 200 - 300K | 75 |
* Min.: Minimum, Med.: Medium, Max.: Maximum* N I di m i n i erage demand or need. A score below 80 |
2023 Asia Career Outlook & Salary Trends 2023 Asia Career Outlook & Salary Trends —— Thailand
Executive Summary
TALENT TRENDS IN THAILAND
employers for years and will continue in 2023. |
DdruirvienrgotfhtehpeaTnhdaeimeicco,nthoemtye,cahnndoltohgisy isseecxtoprehctaesddteovecloonpteinduseigin fi20ca2n3.tlIyn. DTihgaitilaalnizda,titohnehbaigs gbeesetnsaeckteoyr wcoitnhtiinuteecsh, ninovloegsytmiseenCtoimn mstaerct-eu, pfoclloomwpedanbiyesFihnatescshl,oFwoeodd dDoewlivnearys athnde ogtlohberasl. eWchoinleomdiygidtaelcizlaintieosn. Tsthaertr-eufporceo, mthpeanteiecshnwoitlohgfiynsaencctioarl bhacskbuepefnrommaivnelnytdurrievecnapbityal.oTcahlaTi lhisatiecdocnogmlopmaenriaetsehsarvaethaedrotphtaend disigfriotamliztahteioFninaanndciraelfSoermrveicdesthseeicrtbour sainndesesCeosmacmcoercdein. gly. The highest demand for technology talents
Tthheeremareergmeanncye eomf neerwginingdiunsdturisetsriiesse, xspuechctaesd etolebctercicoaml eveahkicelyesd,rGivreereonfEenmeprgloyy, mAretinfitciinal2I0n2t3e.llRigeecnecnetl&y DthaetahiArninaglyatcictisv–itystfaorrtitnhgetToheamilaenrgdejoinb Tmhaariklaent din. T2h02es3e. new sectors will continue to develop and drive
C• RuerrceonvteHryiroinfgecTorennodmsyaanfdteTrhtahielapnadnEdmemplioc,yrmeseunlttiOnugtilnooakloinw2e0r2u3nemployment rate
• DThigeiteamlizeartgieoncceoonftinneuwesin, wduitshtrhieigshiner2d0e2m3 and of hiring than pre-pandemic across all sectors
Co-Founder & Managing Director |
2023 Asia Career Outlook & Salary Trends
Sales & Retail
2023 Asia Career Outlook & Salary Trends —— Thailand
Marketing, Digital & eCommerce
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* AMninn.u: aMliPnaimckuamge, :MBeads.i:cMSeadlaiurym+, MStaaxn.:dMaradxiBmounmus (excluding stocks or other benefits), use local currency, ex: use RMB In China.
* iNnedeicdaItnedsiacantovr:eArsmupeptrlyicitnotmheemasaurrkeetth. eA nsceoerdeoafbtohvees8p0ecinifidcicpaotessitiaonnuorrgteanlteneewdit,hoirnathsceamrcaitrykeint.tAhescmoraerkoeft8.0 indicates an average demand or need. A score below 80
* AMninn.u: aMliPnaimckuamge, :MBeads.i:cMSeadlaiurym+, MStaaxn.:dMaradxiBmounmus (excluding stocks or other benefits), use local currency, ex: use RMB In China.
* iNnedeicdaItnedsiacantovr:eArsmupeptrlicitnotmheemasaurrkeetth. eA nsceoerdeoafbtohvees8p0ecinifidcicpaotessitiaonnuorrgteanlteneewdit,hoirnathsceamrcaitrykeint.tAhescmoraerkoeft8.0 indicates an average demand or need. A score below 80
2023 Asia Career Outlook & Salary Trends 2023 Asia Career Outlook & Salary Trends —— Vietnam
Executive Summary
TALENT TRENDS IN VIETNAM
and Financial Services are expected to see the highest growth. |
same heading into 2023. |
Apascakraegseusltb, uwteahlsaovcehwaintgniensgsethdemwoarye tahnedymenograegeemtphleowyeorrsknfoortcoen. Tlyhrinevgiselwikceohmybpreindswatoiorkninagn,dfrbeeenlaenfictes oVirectnoanmtr.actor engagements, and task-specific hiring are increasingly becoming more popular in
Vcoierptnoaramti'osnsinefsotramblaisthioinng taepcrhensoenlocgeyth(eITre) amnadrtkheet ciosugnatriny iins gemtrearcgtiniogna,swthitehfamstaensty-girnotwerinngatdiiognital ethciosntormenyd. Aelxl proelcetsedinttohceotnetcihnnuoelothgryoaungdhoduata2a0n2a3lybteicausseectofr tchoentoi ngeoitnogbteecinhnhoiglohgdyeamnadndigwiittahl strkainllsfoshrmorattaigoen.aTnhdisdsrihvoerthaegier,ditigwitalsinhitgihatliigvheste."d, comes as companies "compete to accelerate the
aforementioned areas. Throughout 2022 there was a ratio of 2.5 vacancies for each candidate. |
SgraolewsinagndraMpiadrlkye. tMinegdwiailalncdonPtRindueeptaortbmeeantsstraornegaalwreaaysthrreoquugirheoduto20re2p3rwesiethntVtihetencaommepsaenmy eadnida condtiuncuteps rto boetoinnge/obfrathnedihnighaecsttivsihtioerst.aWgeitshoaf hreuqmuairnermeesonut rocfems ionrVeiethtnaanm1.0,000 per year, marketing
headwinds. |
Vietnam Employment Outlook in 2023
•opRpeocrtuuintmitieenstaannddskrielltsesnhtoiorntagheasve been a challenge in Vietnam for some years due to increased
•faVsiteetsnta-gmro'swiinnfgordmigaitaiolnectoecnhonmoylogy (IT) market is gaining traction and the country is emerging as the
•beHcyobmriidngwmorokreinpgo, pfruelearlaincVeieotnr acmontractor engagements, and task-specific hiring are increasingly
Director General |
2023 Asia Career Outlook & Salary Trends
Markting, Digital & eCommerce
2023 Asia Career Outlook & Salary Trends —— Vietnam
Sales & Retail
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* AMninn.u: aMliPnaimckuamge, :MBeads.i:cMSeadlaiurym+, MStaaxn.:dMaradxiBmounmus (excluding stocks or other benefits), use local currency, ex: use RMB In China.
* iNnedeicdaItnedsiacantovr:eArsmupeptrlyicitnotmheemasaurrkeetth. eA nsceoerdeoafbtohvees8p0ecinifidcicpaotessitiaonnuorrgteanlteneewdit,hoirnathsceamrcaitrykeint.tAhescmoraerkoeft8.0 indicates an average demand or need. A score below 80
* AMninn.u: aMliPnaimckuamge, :MBeads.i:cMSeadlaiurym+, MStaaxn.:dMaradxiBmounmus (excluding stocks or other benefits), use local currency, ex: use RMB In China.
* iNnedeicdaItnedsiacantovr:eArsmupeptrlicitnotmheemasaurrkeetth. eA nsceoerdeoafbtohvees8p0ecinifidcicpaotessitiaonnuorrgteanlteneewdit,hoirnathsceamrcaitrykeint.tAhescmoraerkoeft8.0 indicates an average demand or need. A score below 80
2023 Asia Career Outlook & Salary Trends 2023 Asia Career Outlook & Salary Trends —— Malaysia
Executive Summary
TALENT TRENDS IN MALAYSIA
IrnebMoaulnadyisniga,toemprpel-opyaenedsemcaicn lleovoeklsfaosrwseaernd itno2a01m9.eIdtiraenfle5c%tsignrcorweainsge oinpttihmeiisrms almaroinegs enmexptloyyeearrs, yaebaoru, texthceeirdbinugsipnrees-spandeomveicralellvmelasrokfe4t.o4u%tliono2k0,1w9h. ereby the GDP is estimated to grow by 6.4% this
lowest in the region. |
Rinectraeiml aenndtscofn5s%uminer20g2o3o,duspinfrdoumstr4i.e5s%aarendpa4r.t6i%curlaerslpyeecxtipvelyteind 2to02s2e.eMtehaenbwighgile, tshuaprteudrnseinrvsicaelasr&y oreultastoivuercsitnagbi(lSitSyOo)fabnodthhinhd-utsetcrhieisnadmusitdrsiet sinmflatniotanianreydptrheesisru5r%es ianncdresauspepflryomchathinisisyseuaer,ss.ignalling the
talent remains highly sought after. |
headcount, while 1% (vs 3% in 2022) plan to decrease their headcount in 2023. |
by the consumer goods industry with an increase to 16%, from 13.7% the previous year. |
Malaysia Employment Outlook 2003
• Higher salary increments across most industries
• Malaysia's median salary increment is also above the Asia-Pacific average of 4.4%
• Voluntary attrition is still below pre-pandemic levels for most industries
2023 Asia Career Outlook & Salary Trends
Finance & Accounting
2023 Asia Career Outlook & Salary Trends —— Malaysia
Sales & Retail
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HR
HR Director | 15+ | 420k | 540k |
Head of HR | 10+ | 300k | 360k |
HR manager | 10+ | 144k | 156k |
Compensation & Benefits Manager | 8+ | 120k | 144k |
Assistant Manager HR | 5+ | 84k | 96k |
Talent Acquisition | 5+ | 72k | 84k |
Head of Talent Acquisition | 10+ | 180k | 192k |
HR Executive | 4+ | 60k | 72k |
Chief People Officer | 12+ | 300k | 360k |
* AMninn.u: aMliPnaimckuamge, :MBeads.i:cMSeadlaiurym+, MStaaxn.:dMaradxiBmounmus (excluding stocks or other benefits), use local currency, ex: use RMB In China.
* iNnedeicdaItnedsiacantovr:eArsmupeptrlyicitnotmheemasaurrkeetth. eA nsceoerdeoafbtohvees8p0ecinifidcicpaotessitiaonnuorrgteanlteneewdit,hoirnathsceamrcaitrykeint.tAhescmoraerkoeft8.0 indicates an average demand or need. A score below 80
* AMninn.u: aMliPnaimckuamge, :MBeads.i:cMSeadlaiurym+, MStaaxn.:dMaradxiBmounmus (excluding stocks or other benefits), use local currency, ex: use RMB In China.
* iNnedeicdaItnedsiacantovr:eArsmupeptrlicitnotmheemasaurrkeetth. eA nsceoerdeoafbtohvees8p0ecinifidcicpaotessitiaonnuorrgteanlteneewdit,hoirnathsceamrcaitrykeint.tAhescmoraerkoeft8.0 indicates an average demand or need. A score below 80
2023 Asia Career Outlook & Salary Trends
日本地区薪酬趋势 |
2023 Japan Asia Salary Trends
让才华自由施展,做业界精英
Unleashing Talent, Enabing Entrepreneurs.
198 199 |
Consumer
Talent Trends in Japan
CGP Insight
Sales and Marketing
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Finance & Accounting
Talent Trends in Japan
CGP Insight
Sales and Marketing
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Financial Services
Talent Trends in Japan
CGP Insight
Sales - Asset Management
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Private Equity
Human Resources & Office Professional
Talent Trends in Japan
CGP Insight
Position Title | ExYpeearriseonfce | Annual Package Range (JPY) | InNdieceadtor (0-100) | |||||
Min | Med | Max | Min | Med | Max | |||
Tier 1 Cities | Tier 2 Cities |
Managing Director | 20 + | 35M | 42M | 50M | 25M | 27.5M | 30M | 80 |
Director | 10 - 20 | 22M | 26M | 30M | 18M | 19M | 20M | 80 |
Vice President/Principal | 6 - 10 | 18M | 21M | 25M | 12M | 13.5M | 15M | 80 |
Senior Associate | 5 - 8 | 15M | 17.5M | 20M | 10M | 11M | 12M | 85 |
Associate | 3 - 6 | 12M | 13.5M | 15M | 8M | 9M | 10M | 90 |
Analyst | 1 - 3 | 10M | 11M | 12M | 7M | 8M | 9M | 95 |
* Aninn.u: aMliPnackuamge, :MBeads.i:cMSeadlaiurym+, MStaaxn.:dMaradxiBmounmus (excluding stocks or other benefits), use local currency, ex: use RMB In China.
* iNnedeicdaItnedsiacantovr:eArsmupeptrlyicitnotmheemasaurrkeetth. eA nsceoerdeoafbtohvees8p0ecinifidcicpaotessitiaonnuorrgteanlteneewdit,hoirnathsceamrcaitrykeint.tAhescmoraerkoeft8.0 indicates an average demand or need. A score below 80
Notes: Roles with limited qualified candidates while HR and company has less bargain power during recruitment process.
Notes: Roles with poured qualified candidates while many candidates compete for one job. HR and company has more bargain power during recruitment proc ess.
Human Resources
Position Title | ExYpeearriseonfce | Annual Package Range (JPY) | InNdieceadtor (0-100) | |||||
Min | Med | Max | Min | Med | Max | |||
Tier 1 Cities | Tier 2 Cities |
Head of HR/HR Director | 10 + | 18M | 25M | 30M | 13M | 15M | 28M | 90 |
HR Manager | 6 + | 12M | 15M | 20M | 8M | 10M | 13M | 90 |
HRBP | 3 + | 10M | 12M | 20M | 6M | 8M | 11M | 85 |
Talent Acquisition Manager | 6 + | 10M | 12M | 20M | 8M | 12M | 15M | 90 |
Talent Acquisition Specilist | 3 + | 6.5M | 8.5M | 12M | 5M | 6.5M | 8M | 90 |
Talent Acquisition Coordinator | 3 + | 5M | 6M | 7M | 4M | 5M | 6M | 70 |
C&B Manager/Director | 10 + | 12M | 16M | 22M | 8M | 10M | 13M | 60 |
C&B/Reward Speciliast | 3 + | 6M | 8M | 13M | 5M | 6.5M | 8M | 70 |
Payroll Specialist | 3 + | 6M | 7M | 9M | 5M | 6M | 7M | 80 |
L&D Manager | 6 + | 10M | 12M | 20M | 8M | 12M | 15M | 70 |
Training Specialist | 3 + | 6.5M | 8.5M | 12M | 5M | 6.5M | 8M | 70 |
* Min.: Minimum, Med.: Medium, Max.: Maximum* N I di m i n i erage demand or need. A score below 80 |
Office Administration Professional
Position Title | ExYpeearriseonfce | Annual Package Range (JPY) | InNdieceadtor (0-100) | |||||
Min | Med | Max | Min | Med | Max | |||
Tier 1 Cities | Tier 2 Cities |
Executive Assistant | 5 + | 6.5M | 8M | 12M | 4.5M | 6M | 8M | 80 |
Sales/Marketing/Group Assistant | 3 + | 5M | 6M | 7M | 4M | 5M | 6M | 90 |
Office Manager | 5 + | 10M | 11M | 15M | 6M | 8M | 10M | 80 |
Receiptionist | Entry Level | 4M | 5M | 6M | 3.5M | 4.2M | 5M | 70 |
Office General Administration | 3 + | 5M | 6M | 7M | 4M | 5M | 6M | 80 |
Translator | 5 + | 6M | 8M | 13M | 5M | 7M | 9M | 80 |
Interpreter | 5 + | 6M | 8M | 13M | 5M | 7M | 9M | 80 |
* Min.: Minimum, Med.: Medium, Max.: Maximum* N I di m i n i erage demand or need. A score below 80 |
Information Technology
Talent Trends in Japan
CGP Insight
R & D
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Life Science
Talent Trends in Japan
CGP Insight
Sales and Marketing
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2023 Asia Career Outlook & Salary Trends
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