Salary Guide: Banking & Financial Services

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Salary Guide
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Table of Contents
From the Managing Director Using the Salary Guide Finance, Accounting & Banking Hiring outlook in Asia Hiring outlook and salaries in Hong Kong Hiring outlook and salaries in Singapore Hiring outlook and salaries in Japan Remuneration trends Technology Hiring outlook in Asia Salaries in Hong Kong Salaries in Singapore Salaries in Japan The finance growth challenge: Increasing productivity The rise of the super contract professional Robert Half: Your recruitment expert
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From the Managing Director

Dear colleague, The banking and financial services sector is in the midst of a significant transition driven by new skills, shifting regulations, and cutting-edge technologies like mobile and cloud computing. Where once technical skills were all that was required to land a job, employers are now looking for people who are more well-rounded and versatile with the experience of managing change, the ability to communicate complex information, and equipped with the quality leadership skills every organisation needs. Robert Halfs 2013 Banking & Financial Services Salary Guide brings together market intelligence and pay data to help you identify recruitment trends, and establish competitive pay levels. Our recruiting managers are in daily discussions with both companies and candidates, allowing us to know what the market is willing to pay. We also supplement this data with our own research into how companies intend to remunerate in the future. This salary guide plays a crucial role for both employers and job candidates. Knowing what constitutes a competitive salary allows you to attract top professionals to your organisation and, just as importantly, retain them. For candidates, knowing their market worth will help guide their next career move. I hope you find our 2013 Salary Guide informative and welcome you to contact one of our specialised recruiting managers with questions about the survey findings and broader hiring trends, or to discuss your recruitment needs. Regards,
David Jones Managing Director Robert Half Asia Pacific
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Robert Half 2013 Salary Guide
Using the Salary Guide

The 2013 Salary Guide from Robert Half gives you quick access to the latest salaries for positions within the financial services industry throughout Asia. It can help you determine remuneration levels for new and existing employees, plan budgets and navigate todays hiring environment.
Growth Leadership Adapt
Strategy
Pivot tables
Training ERP Change Management Relationships ModellingAccounting Negotiation Productivity GAAP Strategic decision-making Regulations Adapt XBRL Collaboration Management Accounting Soft skills Regulations Adviser Expert
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IT Business partnering Compliance Enhance Business demands TAXFinancial insight Business acumen Customer service Adviser
XBRL Do More With Less Collaboration Leadership Adviser Accounting GAAP Connections
ERP Reconciliations Technology Negotiation Leadership Soft skills Strong Process Analysis Pivot tables Collaboration Compliance Connections Forecasting Ethics Integrity Well-rounded Global Audits Upskill Technology
TAX Modelling Audits
Our comprehensive analysis of current and future hiring trends This guide also includes insights into the hiring environment, skills in demand and practical hiring advice, as well as companies remuneration plans for existing employees based on our survey of senior business leaders within the financial services industry.
Relationships
Independent research we conduct regularly among senior business and financial leaders in the region
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Budgeting
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Financial systems
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Insights from our senior managers
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Project Implementation
Revenue growth
Our recruiting managers who specialise in banking and financial services, and make placements throughout Robert Half locations in Asia
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Commercial acumen Adviser Connections Connections Business acumen
Pivot tables
The information in this guide is collected from various sources, including:
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Well-rounded
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Reporting General ledger Global Connections Accounting Regulations
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Communication
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Global Audits Forecasting
Connections
Negotiation Year-end Audits
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TAX Strategy
Our Salary Guide provides projected average salary ranges for banking and financial services positions across Asia. The salary ranges represent average remuneration only, because factors such as seniority, skills and industry can impact pay levels. Bonuses, incentives and other forms of remuneration, such as benefits and pension schemes, are also not taken into account.
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The hiring landscape in Asia

The Asia Pacific region is expected to remain the most important driver for the worlds economic growth, despite concerns about the Eurozone economic woes and moderate growth from the regions emerging giants. Asias economy is expected to expand faster than the world average, and it remains home to some of the worlds leading financial centres.
While Asias senior business and finance leaders feel confident about their economy and companys growth prospects, hiring intentions would not be uniform across the board in all markets. Some markets will enjoy strong hiring demand and increased headcount while for other markets, the number of new hires will be fewer. Much of what will occur in the job market will depend on the confidence of management within each different martket. In Hong Kong, the battle for top talent continues to intensify as companies compete with the regional financial hubs of Singapore and Shanghai. Singapore companies remain positive about their prospects and expect demand for new hires to be robust. A challenge would be to retain the staff they have on board as competition for talent will remain fierce. The Japanese economy is a mixed one, with certain industries experiencing decline while others continue to pursue expansion and acquisition plans. One thing that is constant across all Asian countries is the growth in new regulations. Many of these new regulations are a result of the financial crisis of 2008, and are a response by policymakers to the publics demand for greater certainty in financial markets. The burden and responsibility for managing these new regulatory requirements inevitably fall on professionals in the banking and financial services sector. This development will see professionals with compliance experience in hot demand in all major markets.
93%
of senior business and financial services leaders in Asia find it challenging to locate skilled financial services professionals today
92%
of senior business and financial services leaders in Asia are concerned about losing top performers in the coming year
Source for statistics: Robert Half survey of 550 senior business and financial services leaders in Asia.
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r nt2o e Global trends affecting hiring in 2013

Chinas growth While there are reports that the rate of expansion of the Chinese economy is slowing, there is no doubt that it is still one of the fastest growing economies in the world. The impact of the slowdown may be more psychological than physical. Chinas astounding growth was credited with helping the worlds economy get back on track after the global meltdown, causing economists to worry where growth will come from if Chinas economic transformation moderates. The fate of Europe Europe continues to confound economic and political commentators. While there is still fear of a continent-wide meltdown, the leadership seems adept at resolving short-term problems without ever fully resolving the main structural issues. If Europes outlook worsens, market confidence will take a hit, resulting in a weaker employment outlook in Asia. New regulations Banks and financial services companies are dealing with a constant flow of changes to the rules under which they operate. The liquidity requirements from reform initiatives such as the Dodd-Frank Act and Basel III are having the most impact on the business of banking. This is good news if you are a skilled compliance or risk management specialist. Professionals with the right mix of technical knowledge and experience in the field of compliance will be in hot demand. Information Technology (IT) An area where banks and financial institutions are committing resources in is information technology. IT is crucial to the way modern banks operate, offering better ways to interact with customers, utilise customer data as well as improve regulatory compliance. Increased IT budgets will result in additional IT headcount.
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Highly sought-after skills
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Employers in the banking and financial services sector are all unanimous on one thing academic qualifications are simply not enough in todays market. What they are looking for are the intangible qualities that make a candidate stand out from the rest. Top on the list is communication skills. The value of good communication is best defined by its absence without communication skills, you can never lead a team or push through changes in an organisation. Employees with good communication skills tend to be noticed more, and rise quickly through the ranks. Closely related to communication skills is the ability to speak a second language. With the rise of China, an increasing number of companies are looking for banking and financial services professionals with Mandarin language skills. While English may exist as a common platform, it will be challenging to really understand the nuances of what a person is thinking unless you can talk to them in their own language. Regional experience is also highly prized as it comes with cultural awareness that allows a professional to operate effectively across borders. As modern organisations increasingly comprise of people from different backgrounds, an in-depth understanding of diverse cultures will help a professional to bring a team together. Personal networks are highly regarded as an asset a candidate can bring to a position. By being active in industry associations and professional bodies, individuals can develop extensive contacts. Sometimes a good personal network can be a source of industry intelligence, an effective way to meet potential customers or a means to find a person with a critical skill to join the team. In addition, demonstrated proficiency with software applications such as advanced knowledge of Microsoft Excel, as well as ERP systems and other financial systems are important across the region. In terms of the qualifications that are most in demand, many organisations continue looking for professionals who are CFA, CPA or ACCA qualified, and FRM for risk roles.
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Positions in demand
Compliance / Regulatory Reporting Professionals in banking and financial services have felt the impact of the changes to the regulations under which they operate. The last three years have seen an explosion in new compliance and disclosure requirements. In response, financial companies have been building a strong compliance team. Professionals with an excellent track record in compliance and risk management especially those in more senior roles will find their expertise highly sought after in 2013. Internal Auditors Much of the debate about the causes of the financial crisis has focused on the internal controls within financial institutions. As a result, Board members and senior management are demanding greater visibility from their accounting processes, elevating the role of the internal auditor. Internal auditors are the whistle blowers within an organisation, identifying poor processes and potential problems that might arise. That is why good internal auditors are highly valued by progressive companies. Financial Controllers Similar to internal auditors, the role of the financial controller has become more important since the global financial crisis. While the auditor reviews other peoples actions, the Financial Controller must take ownership of the work of their team and provide timely advice to the CEO. As every company is different, financial controllers with experience in a particular area or with specific product knowledge will be in high demand in 2013. Business Analysts Financial institutions, like all companies, are striving to do more with less. Being able to analyse a companys numbers and to identify where savings and efficiencies can be made is a powerful skill that is highly sought after. People with the analytical skills to improve overall efficiency and reduce costs are valuable to any organisation, especially to a complex company like a financial services firm.
Hiring outlook in Hong Kong

The outlook for 2013 is cautiously optimistic and the job market in Hong Kong is expected to remain stable. Within the banking and financial services sector in Hong Kong, available positions will more likely be for replacements rather than for new roles.
The large foreign banks the ones that felt the brunt of the 2008 downturn and i-banks will continue to be subdued in their hiring activity, having already replaced many of the roles cut during the crisis. It will be the newer and growing Asian banks that are expected to be the most active in the job market in 2013. Chinese banks in particular, will ramp up recruitment in 2013. Continued wealth creation is also driving demand for asset management, brokerage and insurance services, which will create employment opportunities for talented professionals. The hiring process is likely to remain drawn out in Hong Kong. Employers in the banking and financial services industry will require several rounds of interviews and assessments before a candidate is offered a position. This scenario is likely to continue in the first half of 2013. The reason for this trend goes back to the process that hiring managers have to go through to get approval for increased headcount. Once approval is given, they want to be sure they get the right person on board. Employees in the financial services sector are also increasingly apprehensive about changing jobs, and only proceed with a high degree of caution. Job security and stability are becoming important factors when making employment decisions, whereas previous career choices would have been more financially motivated. Candidates today have higher expectations in terms of workplace culture and career development opportunities. The offshoring of jobs, including moving them to other low cost bases in Asia, is a concern for the employment prospects of those in the Hong Kong market. However, these positions tend to be more functional than strategic. The higher value-added roles are kept within the main offices of the banks and financial institutions. If a senior role is relocated, it is usually to another major financial centre such as Singapore or Shanghai. Within risk and compliance, the skills in demand include advanced Microsoft Excel, data management, along with strong analytical, interpersonal and communication abilities. Talented professionals who possess strong structured product knowledge and AML advisory experience are also in high demand. In addition, it is becoming increasingly important for financial services professionals within operations and middle office to be adept at managing change, and be able to adapt to the fast changing environment.
Salaries in Hong Kong

Job Title
Risk
2012
2013
% Change
Project Management Analyst 300,000 - 500,000 300,000 - 500,000 Associate / Manager / AVP 450,000 - 650,000 450,000 - 650,000 VP 600,000 - 1,200,000 600,000 - 1,200,000 SVP / MD 1,200,000 + 1,200,000 + Market Risk Analyst 300,000 - 480,000 300,000 - 480,000 Associate / Manager / AVP 450,000 - 800,000 450,000 - 800,000 VP 850,000 - 1,300,000 850,000 - 1,300,000 SVP / MD 1,300,000 + 1,300,000 + Credit Risk Analyst 300,000 - 480,000 330,000 - 528,000 Associate / Manager / AVP 450,000 - 800,000 495,000 - 880,000 VP 850,000 - 1,300,000 977,500 - 1,495,000 SVP / MD 1,300,000 + 1,495,000 + Operational Risk Analyst 300,000 - 400,000 330,000 - 440,000 Associate / Manager / AVP 450,000 - 700,000 477,000 - 742,000 VP 700,000 - 1,100,000 763,000 - 1,188,000 SVP / MD 1,100,000 + 1,188,000 + Compliance / Anti-Money Laundering Analyst 300,000 - 450,000 330,000 - 528,000 Associate / Manager / AVP 450,000 - 800,000 517,500 - 920,000 VP 800,000 - 1,500,000 960,000 - 1,800,000 SVP / MD 1,500,000 + 1,800,000 + Finance & Accounting / Control
0% 0% 0% 0%
0% 0% 0% 0%
10% 10% 15% 15%
10% 6% 8% 8%
14% 15% 20% 20%
Management Reporting Analyst 300,000 - 420,000 300,000 - 420,000 Associate / Manager / AVP 420,000 - 900,000 420,000 - 900,000 VP 900,000 - 1,100,000 900,000 - 1,100,000 SVP / MD 1,100,000 + 1,100,000 + Product Control Analyst 360,000 - 450,000 360,000 - 450,000 Associate / Manager / AVP 450,000 - 900,000 450,000 - 900,000 VP 900,000 - 1,300,000 900,000 - 1,300,000 SVP / MD 1,300,000 + 1,300,000 + Financial Control Analyst 300,000 - 450,000 300,000 - 450,000 Associate / Manager / AVP 420,000 - 900,000 420,000 - 900,000 VP 900,000 - 1,100,000 900,000 - 1,100,000 SVP / MD 1,100,000 + 1,100,000 +
0% 0% 0% 0%
0% 0% 0% 0%
0% 0% 0% 0%
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Job Title 2012 2013 % Change
Treasury Accounting Analyst 300,000 - 420,000 310,000 - 420,000 Associate / Manager / AVP 420,000 - 780,000 430,000 - 780,000 VP 760,000 - 1,100,000 770,000 - 1,100,000 SVP / MD 1,100,000 + 1,110,000 + Tax Analyst 300,000 - 450,000 300,000 - 450,000 Associate / Manager / AVP 450,000 - 900,000 450,000 - 900,000 VP 900,000 - 1,300,000 900,000 - 1,300,000 SVP / MD 1,300,000 + 1,300,000 + Internal Audit Analyst 300,000 - 450,000 315,000 - 450,000 Associate / Manager / AVP 450,000 - 900,000 472,000 - 900,000 VP 900,000 - 1,300,000 935,000 - 1,300,000 SVP / MD 1,300,000 + 1,320,000 + Project Management Analyst 300,000 - 420,000 300,000 - 420,000 Associate / Manager / AVP 420,000 - 780,000 420,000 - 780,000 VP 760,000 - 1,100,000 760,000 - 1,100,000 SVP / MD 1,100,000 + 1,100,000 + Operations
1% 1% 1% 1%
0% 0% 0% 0%
2% 2% 2% 2%
0% 0% 0% 0%
Project Management Analyst 240,000 - 360,000 240,000 - 360,000 Associate / Manager / AVP 360,000 - 800,000 360,000 - 800,000 VP 800,000 - 1,200,000 800,000 - 1,200,000 SVP / MD 1,200,000 + 1,200,000 + Treasury Operations Analyst 240,000 - 350,000 240,000 - 350,000 Associate / Manager / AVP 350,000 - 620,000 350,000 - 620,000 VP 620,000 - 950,000 620,000 - 950,000 SVP / MD 950,000 + 950,000 + Middle Office / Trade Support (all products) Analyst 300,000 - 420,000 300,000 - 420,000 Associate / Manager / AVP 400,000 - 700,000 400,000 - 700,000 VP 600,000 - 1,150,000 600,000 - 1,150,000 SVP / MD 1,150,000 + 1,150,000 + Fund Accounting / Administrator Analyst 216,000 - 330,000 216,000 - 330,000 Associate / Manager / AVP 330,000 - 500,000 330,000 - 500,000 VP 500,000 - 900,000 500,000 - 900,000 SVP / MD 900,000 + 900,000 +
0% 0% 0% 0%
0% 0% 0% 0%
0% 0% 0% 0%
0% 0% 0% 0%
Please note, salaries are in HK$, represent average remuneration, and do not include pension schemes, bonuses or any other benefits.
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Client Services / Marketing Support Analyst 300,000 - 420,000 300,000 - 420,000 Associate / Manager / AVP 380,000 - 700,000 380,000 - 700,000 VP 700,000 - 1,150,000 700,000 - 1,150,000 SVP / MD 1,150,000 + 1,150,000 + Equity Settlements / Fixed Income Settlements Analyst 240,000 - 300,000 240,000 - 300,000 Associate / Manager / AVP 300,000 - 500,000 300,000 - 500,000 VP 500,000 - 950,000 500,000 - 950,000 SVP / MD 950,000 + 950,000 + Corporate Actions Analyst 240,000 - 300,000 240,000 - 300,000 Associate / Manager / AVP 300,000 - 500,000 300,000 - 500,000 VP 500,000 - 950,000 500,000 - 950,000 SVP / MD 950,000 + 950,000 + Documentation Specialist Analyst 300,000 - 420,000 300,000 - 420,000 Associate / Manager / AVP 400,000 - 700,000 400,000 - 700,000 VP 600,000 - 1,150,000 600,000 - 1,150,000 SVP / MD 1,150,000 + 1,150,000 + Loans Administrations / Documentations Analyst 180,000 - 300,000 180,000 - 300,000 Associate / Manager / AVP 300,000 - 500,000 300,000 - 500,000 VP 500,000 - 765,000 500,000 - 765,000 SVP / MD 765,000 + 765,000 +
0% 0% 0% 0%
0% 0% 0% 0%
0% 0% 0% 0%
0% 0% 0% 0%
0% 0% 0% 0%
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Hiring outlook in Singapore

The job market in Singapore continues to be robust as companies are still in hiring mode. Positions offered are for both replacing staff who have left the company, as well as fielding candidates in newly created financial services positions.
As Singapore continues to promote itself as a financial hub, the country is poised to benefit as banks and financial services companies from emerging countries look to expand their regional reach and manage their business activities in Singapore. In 2013, it will be the growing Asian banks that are expected to be the most active in the job market, along with commodities, real estate, private and corporate banks. With shifting regulations, hiring remains robust for risk and regulatory professionals. In addition, financial controllers with specific industry and product knowledge, finance business partners, as well as internal audit, regulatory reporting and tax professionals are in demand. The roles which are hardest to hire for are the more senior positions Assistant Vice Presidents and above. At the same time, the skills in demand include advanced Excel, strong product knowledge and project management skills, as well as good interpersonal, communication and networking skills. Like many other markets, the internal controls on new hires have become more stringent in Singapore. This means the hiring process has become longer and many employers find they lose candidates to competitors who are able to make an offer more quickly. Singapore employees are also open to working in regional roles outside of Singapore, and are highly sought after by international companies. Many talented professionals leave the Singapore market for a certain period to gain experience, further reducing the pool of financial services talent available at any point in time.
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Salaries in Singapore
Job Title
Risk
5%
2013 % Change
2012
4% 7% 3% 0%
Project Management Analyst 36,000 - 80,000 36,000 - 85,000 Associate / Manager / AVP 75,000 - 140,000 80,000 - 150,000 VP 130,000 - 220,000 140,000 - 220,000 SVP / MD 220,000 + 220,000 + Risk Management Analyst 36,000 - 80,000 36,000 - 85,000 Associate / Manager / AVP 75,000 - 140,000 80,000 - 150,000 VP 130,000 - 220,000 140,000 - 220,000 SVP / MD 220,000 + 220,000 + Market Risk Analyst 45,000 - 85,000 45,000 - 90,000 Associate / Manager / AVP 83,000 - 140,000 80,000 - 150,000 VP 130,000 - 250,000 140,000 - 250,000 SVP / MD 250,000 + 250,000 + Credit Risk Analyst 36,000 - 88,000 36,000 - 90,000 Associate / Manager / AVP 85,000 - 135,000 85,000 - 150,000 VP 130,000 - 220,000 140,000 - 240,000 SVP / MD 200,000 + 220,000 + Operational Risk Analyst 36,000 - 80,000 36,000 - 85,000 Associate / Manager / AVP 80,000 - 140,000 80,000 - 150,000 VP 140,000 - 220,000 140,000 - 240,000 SVP / MD 220,000 + 220,000 + Compliance / Anti-Money Laundering Analyst 40,000 - 90,000 40,000 - 100,000 Associate / Manager / AVP 80,000 - 170,000 80,000 - 180,000 VP 150,000 - 220,000 150,000 - 250,000 SVP / MD 220,000 + 220,000 + Finance & Accounting / Control
4% 7% 3% 0%
4% 3% 3% 0%
2% 7% 9% 10%
4% 5% 6% 0%
8% 4% 8% 0%
Management Reporting Analyst 40,000 - 75,000 40,000 - 75,000 Associate / Manager / AVP 70,000 - 120,000 70,000 - 120,000 VP 115,000 - 150,000 120,000 - 150,000 SVP / MD 150,000 + 150,000 + Product Control Analyst 40,000 - 75,000 40,000 - 75,000 Associate / Manager / AVP 70,000 - 120,000 70,000 - 120,000 VP 115,000 - 150,000 115,000 - 150,000 SVP / MD 150,000 + 150,000 +
0% 0% 2% 0%
0% 0% 0% 0%
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Financial Control Analyst 40,000 - 75,000 50,000 - 75,000 Associate / Manager / AVP 70,000 - 120,000 70,000 - 120,000 VP 115,000 - 150,000 120,000 - 150,000 SVP / MD 150,000 + 150,000 + Treasury Accounting Analyst 50,000 - 74,000 50,000 - 76,000 Associate / Manager / AVP 72,000 - 120,000 72,000 - 123,000 VP 110,000 - 183,000 110,000 - 185,000 SVP / MD 183,000 + 185,000 + Tax Analyst 40,000 - 80,000 42,000 - 81,000 Associate / Manager / AVP 74,000 - 140,000 75,000 - 145,000 VP 130,000 - 180,000 135,000 - 185,000 SVP / MD 180,000 + 185,000 + Internal Audit Analyst 48,000 - 75,000 50,000 - 75,000 Associate / Manager / AVP 70,000 - 130,000 72,000 - 132,000 VP 120,000 - 180,000 123,000 - 182,000 SVP / MD 180,000 + 183,000 + Project Management Analyst 48,000 - 80,000 50,000 - 80,000 Associate / Manager / AVP 75,000 - 130,000 75,000 - 130,000 VP 120,000 - 180,000 120,000 - 180,000 SVP / MD 210,000 + 210,000 + Operations
9% 0% 2% 0%
2% 2% 2% 1%
3% 3% 3% 3%
2% 2% 2% 2%
0% 0% 0% 0%
Project Management Analyst 36,000 - 60,000 36,000 - 60,000 Associate / Manager / AVP 60,000 - 100,000 60,000 - 100,000 VP 100,000 - 150,000 100,000 - 150,000 SVP / MD 165,000 + 165,000 + Treasury Operations Analyst 40,000 - 60,000 40,000 - 60,000 Associate / Manager / AVP 60,000 - 100,000 60,000 - 100,000 VP 100,000 - 150,000 100,000 - 150,000 SVP / MD 165,000 + 165,000 + Middle Office / Trade Support (all products) Analyst 40,000 - 60,000 40,000 - 60,000 Associate / Manager / AVP 60,000 - 110,000 60,000 - 110,000 VP 100,000 - 160,000 100,000 - 160,000 SVP / MD 175,000 + 175,000 +
0% 0% 0% 0%
0% 0% 0% 0%
0% 0% 0% 0%
Please note salaries are in S$, represent average remuneration, and do not include pension schemes, bonuses or any other benefits.
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Fund Accounting / Administrator Analyst 40,000 - 60,000 40,000 - 60,000 Associate / Manager / AVP 60,000 - 100,000 60,000 - 100,000 VP 100,000 - 160,000 100,000 - 160,000 SVP / MD 175,000 + 175,000 + Client Services / Marketing Support Analyst 38,000 - 60,000 38,000 - 60,000 Associate / Manager / AVP 60,000 - 100,000 60,000 - 100,000 VP 100,000 - 160,000 100,000 - 160,000 SVP / MD 175,000 + 175,000 + Equity Settlements / Fixed Income Settlements Analyst 38,000 - 60,000 38,000 - 60,000 Associate / Manager / AVP 60,000 - 100,000 60,000 - 100,000 VP 100,000 - 160,000 100,000 - 160,000 SVP / MD 175,000 + 175,000 + Pricing Analyst Analyst 40,000 - 60,000 40,000 - 60,000 Associate / Manager / AVP 60,000 - 100,000 60,000 - 100,000 VP 100,000 - 160,000 100,000 - 160,000 SVP / MD 175,000 + 175,000 + Corporate Actions Analyst 40,000 - 60,000 40,000 - 60,000 Associate / Manager / AVP 60,000 - 108,000 60,000 - 108,000 VP 100,000 - 160,000 100,000 - 160,000 SVP / MD 175,000 + 175,000 + Documentation Specialist Analyst 36,000 - 60,000 36,000 - 60,000 Associate / Manager / AVP 60,000 - 100,000 60,000 - 100,000 VP 100,000 - 160,000 100,000 - 160,000 SVP / MD 175,000 + 175,000 + Loans Administrations / Documentations Analyst 36,000 - 60,000 36,000 - 60,000 Associate / Manager / AVP 63,000 - 100,000 63,000 - 100,000 VP 105,000 - 160,000 105,000 - 160,000 SVP / MD 175,000 + 175,000 + Front Office Corporate Finance / M&A Analyst 50,000 - 90,000 50,000 - 90,000 Associate / Manager / AVP 86,000 - 140,000 86,000 - 140,000 VP 140,000 - 250,000 140,000 - 250,000 SVP / MD 250,000 + 250,000 +
0% 0% 0% 0%
0% 0% 0% 0%
0% 0% 0% 0%
0% 0% 0% 0%
0% 0% 0% 0%
0% 0% 0% 0%
0% 0% 0% 0%
0% 0% 0% 0%
16
Investment Advisory / Research Analyst Analyst 50,000 - 80,000 50,000 - 85,000 Associate / Manager / AVP 80,000 - 120,000 80,000 - 135,000 VP 120,000 - 200,000 120,000 - 220,000 SVP / MD 200,000 + 220,000 + Relationship Manager (Wholesale Banking) Analyst 40,000 - 80,000 42,000 - 80,000 Associate / Manager / AVP 80,000 - 120,000 82,000 - 122,000 VP 120,000 - 200,000 122,000 - 205,000 SVP / MD 240,000 + 244,000 + Dealer Analyst 36,000 - 90,000 36,000 - 90,000 Associate / Manager / AVP 80,000 - 120,000 80,000 - 120,000 VP 120,000 - 200,000 120,000 - 200,000 SVP / MD 240,000 + 240,000 + Insurance Analyst 36,000 - 70,000 36,000 - 75,000 Associate / Manager / AVP 70,000 - 110,000 75,000 - 120,000 VP 100,000 - 180,000 100,000 - 200,000 SVP / MD 215,000 + 220,000 +
4% 8% 6% 10%
2% 2% 2% 2%
0% 0% 0% 0%
5% 8% 7% 2%
Please note, salaries are in S$, represent average remuneration, and do not include pension schemes, bonuses or any other benefits.
17
Hiring outlook in Japan

Employment opportunities in the banking and financial services sector will largely depend on the performance of the Japanese economy. The yen has weakened considerably in recent months and the Nikkei is predicted to perform well this year. However, Japans economic growth appears poised to continue at a moderate pace, with a limited number of new positions created within the banking and financial services sector in Japan.
The strongest demand is for internal audit, management reporting, finance and IT projects talent with three to eight years of relevant experience, as well as professionals experienced in navigating Dodd-Frank Act compliance readiness. Employers are looking for candidates who not only have technical skills and a combination of US CPA, Japan CPA, CIA, CFE or PMP, but also have good business acumen and strong soft skills. Some companies in Japan are also looking at plans to move part of their operations to lower cost countries. As companies take advantage of their purchasing power to explore acquisitions in both Asia and further afield, there will be opportunities created by these corporate shifts, from managing changes in an organisation to re-aligning finances and business processes. Another group which will do well from the changes in the corporate landscape is the large consulting and accounting firms. These companies will need to grow their teams if they are to benefit from the increase in merger and acquisition advisory work, as well as the resulting demand for due diligence work. Companies seeking to replace a vacant post or fill a new one can be extremely demanding when it comes to the quality of candidate they desire. Japan however, has a strong pool of experienced financial services professionals to tap on. The challenge is to convince a talented professional to change to a new company or to take on a new role, as some employees tend to be more conservative when making choices about their careers.
18
Salaries in Japan
Job Title
Risk
2012
2013
% Change
0% 0% 0% 0% 0%
Credit Risk Analyst 5,000,000 - 7,000,000 5,000,000 - 7,000,000 Associate / Manager / AVP 7,000,000 - 12,500,000 7,000,000 - 12,500,000 VP 12,000,000 - 19,000,000 12,000,000 - 19,000,000 SVP / Director 18,000,000 - 24,000,000 18,000,000 - 24,000,000 Managing Director 23,000,000 - 32,500,000 23,000,000 - 32,500,000 Operational Risk Analyst 5,000,000 - 7,200,000 5,150,000 - 7,250,000 Associate / Manager / AVP 7,000,000 - 11,200,000 7,250,000 - 11,250,000 VP 11,000,000 - 16,200,000 11,200,000 - 16,500,000 SVP / Director 16,000,000 - 18,200,000 16,300,000 - 18,500,000 Compliance Analyst 6,000,000 - 10,500,000 6,200,000 - 10,800,000 Associate / Manager / AVP 10,000,000 - 14,000,000 10,500,000 - 14,200,000 VP 15,000,000 - 21,000,000 15,500,000 - 21,500,000 SVP / Director 18,000,000 - 25,000,000 18,500,000 - 25,800,000 Managing Director 25,000,000 - 37,000,000 25,800,000 - 37,800,000 Management Reporting Analyst 6,000,000 - 7,200,000 6,000,000 - 7,200,000 Associate / Manager / AVP 7,000,000 - 12,100,000 7,000,000 - 12,100,000 VP 13,000,000 - 18,000,000 13,000,000 - 18,000,000 SVP / Director 18,000,000 - 24,000,000 18,000,000 - 24,000,000 Financial Control Analyst 6,000,000 - 8,000,000 6,000,000 - 8,000,000 Associate / Manager / AVP 8,000,000 - 13,000,000 8,000,000 - 13,000,000 VP 13,000,000 - 17,500,000 13,000,000 - 17,500,000 SVP / Director 18,000,000 - 24,500,000 18,000,000 - 24,500,000 Managing Director 25,000,000 - 31,000,000 25,000,000 - 31,000,000 Tax Analyst 6,000,000 - 8,000,000 6,000,000 - 8,000,000 Associate / Manager / AVP 8,000,000 - 14,000,000 8,000,000 - 14,000,000 VP 15,000,000 - 18,000,000 15,000,000 - 18,000,000 SVP / Director 18,000,000 - 21,000,000 18,000,000 - 21,000,000 Managing Director 22,000,000 - 25,000,000 22,000,000 - 25,000,000 Internal Audit Analyst 6,000,000 - 10,000,000 6,040,000 - 10,200,000 Associate / Manager / AVP 9,000,000 - 14,500,000 9,100,000 - 14,800,000 VP 14,000,000 - 20,000,000 14,200,000 - 20,400,000 SVP / Director 20,000,000 - 23,000,000 20,500,000 - 23,500,000 Managing Director 23,000,000 - 33,000,000 23,500,000 - 33,500,000 Finance
2% 2% 2% 2%
3% 3% 3% 3% 3%
0% 0% 0% 0%
0% 0% 0% 0% 0%
0% 0% 0% 0% 0%
2% 2% 2% 2% 2%
Please note, salaries are in , represent average remuneration, and do not include pension schemes, bonuses or any other benefits.
19
Salaries in Japan
Finance Projects Analyst 5,000,000 - 7,500,000 5,040,000 - 7,650,000 Associate / Manager / AVP 8,000,000 - 13,000,000 8,020,000 - 13,300,000 VP 13,000,000 - 19,000,000 13,200,000 - 19,300,000 SVP / Director 19,000,000 - 22,500,000 19,400,000 - 22,800,000 Managing Director 22,000,000 - 28,000,000 22,300,000 - 28,500,000 Financial and Transaction Advisory Associate 4,800,000 - 6,900,000 5,000,000 - 7,000,000 Senior Associate 6,800,000 - 8,800,000 7,000,000 - 9,000,000 Manager 8,900,000 - 10,500,000 9,000,000 - 11,000,000 Senior Manager / Vice President 11,000,000 - 13,300,000 11,000,000 - 14,000,000 Director 14,000,000 - 17,200,000 14,000,000 - 18,000,000 Partner 17,500,000 - 29,000,000 18,000,000 - 30,000,000 Operations and Transformation
2% 2% 2% 2% 2%
3% 3% 3% 3% 3% 3%
Operations Analyst 5,000,000 - 7,000,000 5,000,000 - 7,000,000 Associate / Manager / AVP 7,000,000 - 10,000,000 7,000,000 - 10,000,000 VP 10,000,000 - 12,000,000 10,000,000 - 12,000,000 SVP / Director 11,700,000 - 13,000,000 11,700,000 - 13,000,000 Managing Director 12,800,000 - 14,000,000 12,800,000 - 14,000,000 Project Management Business Analyst 5,000,000 - 8,000,000 5,050,000 - 8,300,000 Junior Project Manager 5,000,000 - 8,000,000 5,050,000 - 8,300,000 Project Manager 6,000,000 - 10,000,000 6,050,000 - 10,500,000 Program Manager / Senior Project Manager 10,000,000 - 15,000,000 10,200,000 - 15,500,000 Head of PMO / Program Director 13,000,000 - 20,000,000 13,200,000 - 20,800,000 Management Consulting Associate 5,000,000 - 7,000,000 5,000,000 - 7,000,000 Senior Associate 7,000,000 - 9,000,000 7,000,000 - 9,000,000 Manager 9,000,000 - 12,000,000 9,000,000 - 12,000,000 Senior Manager / Vice President 12,000,000 - 16,000,000 12,000,000 - 16,000,000 Director 15,000,000 - 19,000,000 15,000,000 - 19,000,000 Partner 18,000,000 - 25,000,000 18,000,000 - 25,000,000
0% 0% 0% 0% 0%
3% 3% 3% 3% 3%
0% 0% 0% 0% 0% 0%
20
Remuneration trends
The market for skilled professionals is more competitive than it has been in several years. In this environment, employers are losing out on the best applicants by moving too slowly or failing to make a competitive offer. Retention concerns are also rising and businesses need to make extra effort to ensure their compensation is competitive and appealing to their employees. This is reflected in the latest Robert Half survey of senior Financial Services leaders in Asia, which revealed that 51% of respondents in Singapore, 47% in Hong Kong and 41% in Japan are planning to increase salary levels in 2013.
In the next 12 months, how much do you expect salaries to increase for existing financial services employees? > 10% 9-10% 7-8% 5-6% 3-4% 1-2%
Hong Kong: 14% Singapore: 11% Japan: 13% Hong Kong: 14% Singapore: 15% Japan: 16% Hong Kong: 0% Singapore: 3% Japan: 5% Hong Kong: 38% Singapore: 36% Japan: 31% Hong Kong: 24% Singapore: 16% Japan: 17% Hong Kong: 11% Singapore: 19% Japan: 18%
Source: Robert Half survey of 450 senior Financial Services leaders in Asia. Note: Percentages may not total 100% due to rounding.
21
Hiring outlook for Technology

Technology is one area where banks and financial institutions are looking to increase their capabilities, as well as their headcount. Whether it is providing better online services for customers, improving productivity or making compliance easier, financial firms are turning to technology to provide answers.
There is intense competition among companies to get the best IT talent, and recruitment is not limited to the country where the position needs to be filled. Our survey of Chief Technology Officers (CTOs) and Chief Information Officers (CIOs) working within financial services organisations in Asia reveal that many are finding it challenging to recruit IT professionals with the skills and experience they require. 84% of those surveyed in Hong Kong, 82% in Singapore and 75% in Japan are experiencing challenges finding skilled technology staff today. CTOs and CIOs in Hong Kong are expected to be the most active in their hiring plans with 32% of those surveyed indicating they plan to add permanent IT headcount in the first half of 2013. Singapore is close behind with 26% planning to add IT headcount, followed by 20% in Japan. Within the banking and financial services sector, there is also an increase in the number of companies reducing costs and outsourcing IT functions to other Asia Pacific locations. The roles which remain within the organisation are the more strategic ones or those where the information used is of a sensitive nature.
84% 82% 75%
of Hong Kong CTOs and CIOs find it challenging to locate skilled technology staff today
read
8
of Singapore CTOs and CIOs find it challenging to locate skilled technology staff today
she 3 et s
8
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22 Robert Half 2013 Salary Guide
6
2
1
of Japan CTOs and CIOs find it challenging to locate skilled technology staff today
81
a Qu
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Technology skills in demand

The last 12 months has seen a growth in the demand for IT professionals focused on solutions for cloud, mobile, and social networking technologies. In addition, IT professionals who possess certifications, including CISA, ITIL and PMI are most in demand across the region. Like all other positions in the banking and financial services industry, employers want candidates with strong management and communication skills. It is not good enough to be able to talk tech with other IT professionals. A strong candidate will possess the ability to communicate problems and solutions effectively to managers that may not be as technologically literate as they are.
In which functional area is it most challenging to find skilled IT professionals?

Software development Security Systems administration Applications development Networking Data / database management Help desk / technical support Project management Business analysis Web development / Web design Quality assurance 18% 12% 11% 10% 10% 8% 8% 5% 5% 2% 2% 11%
ly Close arter
+ 6 Bus 2 inein Asia. 1 Yesurvey Source: Robert Half of 200 CTOs and CIOs ar-e ss Note: Percentages may not total 100% due to rounding. nd Ac 5 u
Other / Dont know 7
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23
Which of the following technical skill sets are most in demand in your IT department?
Database management Network administration / engineering Systems administration Business intelligence / reporting services Programming languages Wireless network management Application development Desktop support Windows administration / engineering Web development Virtualization Quality assurance ERP implementation Telecommunications support (VoIP) Big data analysis Other / Dont know
Source: Robert Half survey of 200 CTOs and CIOs in Asia. Multiple responses were allowed.
30% 24% 23% 23% 23% 20% 19% 18% 18% 16% 11% 11% 9% 9% 9% 10%
24

1% 1% 3% 1% 2% 1% 3% 1% 1% 1% 2% 2% 1% 2% 1% 3% 1% 3% 3% 2% 1% 1% 1% 1% 1% 2% 5% 1% 1% 2% 1% 1% 1% 1% 1% 2% 1% 1% 2% Analyst Programmer 240,000 - 470,000 240,000 - 480,000 Application / Production Support Manager 420,000 - 980,000 420,000 - 1,000,000 Architect (Applications, Solutions, Systems, Data) 720,000 - 950,000 720,000 - 1,000,000 Back Office Application / Production Support 300,000 - 770,000 300,000 - 780,000 Business Analyst 350,000 - 830,000 360,000 - 840,000 Business Intelligence Specialist 360,000 - 950,000 360,000 - 960,000 CIO / CTO 1,350,000 + 1,400,000 + Data Warehousing Specialist 360,000 - 770,000 360,000 - 780,000 Database Administrator / Developer 300,000 - 770,000 300,000 - 780,000 Desktop Analyst 235,000 - 540,000 240,000 - 540,000 ERP Consultant 300,000 - 700,000 300,000 - 720,000 Front Office Application / Production Support 400,000 - 830,000 420,000 - 840,000 Helpdesk Analyst 240,000 - 530,000 240,000 - 540,000 Helpdesk Lead / Manager 460,000 - 720,000 480,000 - 720,000 Infrastructure Manager 470,000 - 960,000 480,000 - 960,000 IT Auditor 350,000 - 820,000 360,000 - 840,000 IT Manager 470,000 - 950,000 480,000 - 960,000 IT Security / IT Risk 350,000 - 700,000 360,000 - 720,000 Lead Software Developer 600,000 - 1,150,000 600,000 - 1,200,000 Network Administrator 280,000 - 720,000 300,000 - 720,000 Network Engineer 285,000 - 720,000 300,000 - 720,000 Network Manager 580,000 - 960,000 600,000 - 960,000 Programme Manager 700,000 - 1,400,000 720,000 - 1,400,000 Project Coordinator 240,000 - 530,000 240,000 - 540,000 Project Management Officer 240,000 - 530,000 240,000 - 540,000 Project Manager 470,000 - 980,000 480,000 - 1,000,000 Security Analyst / Consultant 320,000 - 820,000 360,000 - 840,000 Senior Business Analyst 480,000 - 770,000 480,000 - 780,000 Service Delivery Manager 480,000 - 950,000 480,000 - 960,000 Software Development Manager 720,000 - 1,450,000 720,000 - 1,500,000 Storage Consultant 360,000 - 710,000 360,000 - 720,000 Systems Analyst 360,000 - 590,000 360,000 - 600,000 Test / QA Lead / Manager 600,000 - 950,000 600,000 - 960,000 Test / QA Analyst 300,000 - 710,000 300,000 - 720,000 Trade Floor Support 360,000 - 530,000 360,000 - 540,000 Unix Administrator 300,000 - 580,000 300,000 - 600,000 Unix Manager 710,000 - 1,000,000 720,000 - 1,000,000 Voice / Data / Telephony Engineer 300,000 - 590,000 300,000 - 600,000 Windows Admistrator 300,000 - 580,000 300,000 - 600,000
25
2% 10% 11% 11% 2% 11% 2% 9% 0% 6% 10% 2% 2% 0% 6% 0% 3% 11% 2% Application Analyst 45,000 - 130,000 48,000 - 130,000 Application Manager 75,000 - 180,000 80,000 - 200,000 Architect 45,000 - 220,000 75,000 - 220,000 (Applications, Solutions, Systems, Data) Business Analyst 45,000 - 130,000 55,000 - 140,000 Developer 45,000 - 190,000 50,000 - 190,000 Helpdesk Manager 45,000 - 140,000 55,000 - 150,000 IT Director / Chief Information Officer 110,000 - 300,000 120,000 - 300,000 IT Manager 75,000 - 160,000 75,000 - 180,000 Network / Infrastructure Manager 75,000 - 150,000 75,000 - 150,000 Network Engineer 35,000 - 120,000 45,000 - 120,000 Programme Manager 120,000 - 280,000 140,000 - 300,000 Project Management Officer 55,000 - 220,000 60,000 - 220,000 Project Manager 75,000 - 250,000 80,000 - 250,000 Security Analyst / Consultant 45,000 - 145,000 45,000 - 145,000 Senior Business Analyst 120,000 - 220,000 140,000 - 220,000 Support Analyst 45,000 - 140,000 45,000 - 140,000 Systems Analyst 45,000 - 140,000 50,000 - 140,000 Test Analyst 40,000 - 122,000 40,000 - 140,000 Test Manager 75,000 - 200,000 80,000 - 200,000
Please note, salaries are in S$, represent average remuneration, and do not include pension schemes, bonuses or any other benefits.
26
Salaries in Japan
0% 0% 0% 1% 5% 0% 0% 2% 0% 0% 0% 0% 2% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% 5% 0% 0% 0% 0% 2% 1% 0% 0% 0% 0% 0% 0% 0% 0% 0% 0% Application Development Manager 10,000,000 - 24,000,000 10,000,000 - 24,000,000 (Front, Middle, Back Office) Application Support 6,000,000 - 15,000,000 6,000,000 - 15,000,000 Architect (Applications, Solutions, Systems, 10,000,000 - 20,000,000 10,000,000 - 20,000,000 Data, Infrastructure) Business Analyst 6,000,000 - 16,000,000 6,120,000 - 16,000,000 Business Intelligence Specialist 6,000,000 - 13,000,000 6,500,000 - 13,500,000 Change Manager 7,000,000 - 14,000,000 7,000,000 - 14,000,000 Client Relationship Manager 7,000,000 - 14,000,000 7,000,000 - 14,000,000 Database Administrator 6,000,000 - 14,000,000 6,300,000 - 14,000,000 Data Center Manager 8,000,000 - 15,000,000 8,000,000 - 15,000,000 Data Warehousing / Modelling Specialist 6,000,000 - 13,000,000 6,000,000 - 13,000,000 Desktop Support / Analyst 5,000,000 - 11,000,000 5,000,000 - 11,000,000 E-Business Manager 6,000,000 - 15,000,000 6,000,000 - 15,000,000 ERP Consultant 6,000,000 - 14,000,000 6,300,000 - 14,000,000 Front Office Developer / Architect 8,000,000 - 18,000,000 8,000,000 - 18,000,000 Front Office Market Data Engineer 7,000,000 - 16,000,000 7,000,000 - 16,000,000 Helpdesk / Desktop Support 4,000,000 - 8,000,000 4,000,000 - 8,000,000 Helpdesk Manager 7,000,000 - 12,000,000 7,000,000 - 12,000,000 IT Audit / IT Security / IT Risk 7,000,000 - 16,000,000 7,000,000 - 16,000,000 IT Director / Chief Information Officer 8,000,000 - 30,000,000 8,000,000 - 30,000,000 Infrastructure / Operations Manager 8,000,000 - 16,000,000 8,000,000 - 16,000,000 IT Manager 7,000,000 - 15,000,000 7,000,000 - 15,000,000 Middle / Back Office Developer / Architect 7,000,000 - 15,000,000 7,000,000 - 15,000,000 Network Engineer / Manager 6,000,000 - 18,000,000 6,000,000 - 18,000,000 Network Support / Engineer / Manager 5,000,000 - 15,000,000 5,000,000 - 15,000,000 Pre-sales / Post-sales (ERP / Software / 6,000,000 - 18,000,000 6,500,000 - 18,600,000 Solution / Infrastructure) Professional Services Manager / Director 11,000,000 - 25,000,000 11,000,000 - 25,000,000 Programme Manager 10,000,000 - 22,000,000 10,000,000 - 22,000,000 Programmer / Developer 4,000,000 - 12,000,000 4,000,000 - 12,000,000 Project Coordinator 6,000,000 - 11,000,000 6,000,000 - 11,000,000 Project Manager 6,000,000 - 20,000,000 6,200,000 - 20,300,000 Sales / Business Development Director 8,000,000 - 30,000,000 8,200,000 - 30,000,000 Sales Representative (ERP / Software / 6,000,000 - 18,000,000 6,000,000 - 18,000,000 Solution / Infrastructure) Security Consultant 6,000,000 - 13,000,000 6,000,000 - 13,000,000 Service Delivery Manager 9,000,000 - 20,000,000 9,000,000 - 20,000,000 Storage Consultant 7,000,000 - 15,000,000 7,000,000 - 15,000,000 System Administrator (Wintel / Network / 5,000,000 - 8,000,000 5,000,000 - 8,000,000 Database) Systems Analyst 7,000,000 - 14,500,000 7,000,000 - 14,500,000 Test / Quality Assurance Analyst 5,000,000 - 10,000,000 5,000,000 - 10,000,000 Unix Administrator 7,000,000 - 14,000,000 7,000,000 - 14,000,000 Voice / Data / Telephony Engineer 6,000,000 - 14,000,000 6,000,000 - 14,000,000 Windows Administrator 6,000,000 - 13,000,000 6,000,000 - 13,000,000
27
The finance growth challenge: Increasing productivity

With teams charged with taking on additional responsibilities, often without corresponding headcount additions, finance departments will have to learn how to be more productive. In fact, nearly all (99%) CFOs in a recent survey conducted in Asia said that their companies are more productive than one year ago.
Which three of the following factors, if any, has most contributed to your company becoming more productive than one year ago? Technology improvements............................................................. Hiring of additional permanent headcount..................... Staff are doing more with existing resources............... Hiring of additional temporary / interim headcount... Offering overtime pay / benefits............................................. Process / infrastructure improvements............................. Remote working....................................................................................
Source: Robert Half survey of 300 CFOs in Asia. Multiple responses permitted.
43%
43% 42% 38% 25% 21% 9%
Studies have shown the link between a higher degree of employee engagement and improved organisational performance and productivity. Employees who are genuinely engaged with their organisation experience more job satisfaction and will often show a willingness to go over and above their specific role to help their manager. This will ultimately have a positive effect on organisational productivity. However, companies should be mindful that expecting employees to do more with the same resources may not be a viable long-term solution. If companies are overly reliant on this strategy, they run the risk of employee burnout.
28
Four tips for making your department more productive:
Enhance IT Streamlining financial management processes through financial systems and ERP solutions allows companies to capture operating efficiencies while aligning data with organisational strategy. Improvements in technology also allow companies to enhance their financial management controls and satisfy increasingly stringent regulatory compliance obligations, leading to enhanced productivity. Challenge processes Holding discussions with other business units as well as team members will allow managers to assess areas for process improvement as well as strategies for implementation. This helps finance leaders create a roadmap to identify where efficiencies exist through centralisation and what should be left to the business units. This in turn will allow the finance function to focus on more strategic initiatives. Tackle training Ensuring your team stays up to date with the latest regulatory and technology changes will not only keep their skills sharp but also help you improve productivity. Enhancing their interpersonal and presentation skills will also improve communication across inter-departmental teams. With numerous e-learning options to supplement traditional course work, ongoing professional development can be both cost effective and impactful. Re-organise As departments continue to be stretched thin, it is often important to play to each individuals strengths. This may mean a re-evaluation and re-organisation of the team, allowing individuals to focus on areas where they are strongest and most productive. Whereas tackling regulatory requirements may be better suited to a strong technical accountant, business partnering and strategy may be more fitting for the commercially minded.
29
The rise of the super contract professional

They arrive with the right expertise for the job and they get it done professionally, effectively and with minimum fuss.
TAX Accounting Regulations Technology Compliance Well-rounded Compliance Strategy Technology Connections Relationships Adviser Integrity Collaboration Quarterly Close Hiring Activity XBRL Spreadsheets Quarterly Close Modelling Accounting Financial Reporting SAPExpert Enhance IT Ethics Global Guidance Do More With Less TAX Audits Negotiation Spreadsheets SAP Spreadsheets Budgeting Change management Collaboration Pivot Tables Strategic decision-makingStrong Year-end Process Analysis Customer service Business partnering Growth Well-rounded Soft Skills Regulations Expert Collaboration Strategic decision-making Business Acumen Guidance Forecasting Enhance IT
54
4
They are the super contract professionals highly talented and skilled people who eschew the traditional path of building a career within a company to offer their services as contract staff to the highest bidder. More and more professionals are drawn to temporary work because of the flexibility and opportunities it provides.
XBRL Integrity Strategic Customer service Technology
Lean teams Soft Skills Global Rising workloads
Audits GAAP Leadership
263
4+
2 78
7
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3 7 1
Regulations Management Negotiation Business demands Collaboration GAAP Accounting Growth IFRS Connections Compliance Regulatory Project Implementation Business Acumen Growth Negotiation Management Strategy Integrity Financial Reporting Ethics XBRL Pivot Tables Leadership Financial insight Business Acumen General ledger
3
TAX Continuous learning 8
+
3
6
Communication
9
#
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Adviser
TAX
Financial Reporting
Leadership
1. Adjust staffing levels to the peaks and troughs of business demands, helping you keep costs under control 2. Ease the burden on employees who may already be spread too thin 3. Handle special projects outside the expertise of current staff 4. Ease the concerns of permanent workers, who may otherwise be subject to nerve-racking cycles of hiring and redundancies 5. Assess prospective permanent employees The bottom line: flexible staffing gives a company resource and cost-control options it wouldnt otherwise have.
72
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9 #
4 5
5 8
2
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30
Integrity
Here are five advantages you gain by using temporary and interim professionals as part of your workforce mix. You can:
#
2
Financial systems Communication
Communication
New Revenue Sources Do More With Less Forecast Well-rounded Forecast
A flexible staffing approach gives companies greater control over their human resources budget and access to skilled talent as and when they need it. As companies continually rebalance their workforce in good and difficult times, many find that a year-round mix of core permanent employees and temporary workers is the best way to meet business demands and remain competitive.
Pivot Tables
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Process Improvement
Theres also a change taking place in the way businesses staff their operations. Finance teams are increasingly attracted to the flexibility they can gain by employing a combination of permanent, temporary and interim workers.
42
Connections
Strategy
6 8 9
62
Robert Half: Your recruitment expert

Robert Half is the worlds leading specialised recruitment firm. Our Robert Half Financial Services division is the premier provider of recruitment solutions to financial institutions in top markets around the world. Through our Robert Half Finance & Accounting and Robert Half Management Resources divisions, we place highly skilled accounting, finance and business systems professionals on a temporary, permanent and senior-level project or interim basis, respectively.
There is no substitute for the human touch when hiring. While any number of online or technology tools can identify potential hires, they cant tell you about the person behind the profile. We take the time to understand the unique needs and cultures of the businesses we serve. Then, we carefully choose professionals with skills, work styles and career goals that align with those businesses.
The many benefits we offer your business include:
1 2 3 4 5
The right match We can help you locate even the most hard-to-find professionals. Our global candidate database includes hundreds of thousands of talented professionals who are pre-evaluated, skills-tested and available to work. Quick results When you have a job opening, chances are you need immediate help. Our recruitment experts use leading technology to shorten the search process. In addition, we take the time to understand your businesss unique needs. A range of candidates We can offer a selection for professionals at various experience levels to meet your budget, skills and experience requirements. Choices We provide a number of options to fit your needs, whether its a permanent hire, temporary professionals to assist with peak workloads or an experienced consultant to manage a special initiative. Exceptional service The hiring process is more complex than ever. We can guide you every step of the way and handle the most challenging aspects for you.
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Hong Kong +852 3 653 73 00 hongkong@roberthalf.com.hk roberthalf.com.hk Singapore +65 6533 7778 singapore@roberthalf.com.sg roberthalf.com.sg Tokyo +81 3 5219 6 633 tokyo@roberthalf.jp roberthalf.jp Osaka +81 6 456 0 5522 osaka@roberthalf.jp roberthalf.jp
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5 4 7 5

Sprea 1 3 dsh eet s

BANKING & Financial Services

Pivot tablesSAP Financial reporting

Financial reporting Relationships Leadership

Connections Compliance Collaboration

Finance ERP Regulations

Tax Management Ethics Guidance

Presentation skills Reconciliations Quarterly close Accounting Well-rounded Management Growth

Leadership Strategic decision making

Continuous learning Connections

Management Audits Strategy Pivot tables Accounting

From the Managing Director

David Jones Managing Director Robert Half Asia Pacific

Robert Half 2013 Salary Guide

Using the Salary Guide

Growth Leadership Adapt

TAX Modelling Audits

Spreadsheets Soft skills

Robert Half 2013 Salary Guide

Insights from our senior managers

Commercial acumen Adviser Connections Connections Business acumen

The information in this guide is collected from various sources, including:

Reporting General ledger Global Connections Accounting Regulations

Global Audits Forecasting

Negotiation Year-end Audits

The hiring landscape in Asia

Robert Half 2013 Salary Guide

r nt2o e Global trends affecting hiring in 2013

Robert Half 2013 Salary Guide

Robert Half 2013 Salary Guide

Robert Half 2013 Salary Guide

Hiring outlook in Hong Kong

Robert Half 2013 Salary Guide

Salaries in Hong Kong

10% 10% 15% 15%

14% 15% 20% 20%

Robert Half 2013 Salary Guide

Salaries in Hong Kong

Robert Half 2013 Salary Guide

Salaries in Hong Kong

Hiring outlook in Singapore

on 6 entati 2 lem p 1 m I 3 ct 2 oje ss Improvement e c o 8 r P

Robert Half 2013 Salary Guide

Robert Half 2013 Salary Guide

Robert Half 2013 Salary Guide

Robert Half 2013 Salary Guide

Robert Half 2013 Salary Guide

Hiring outlook in Japan

Robert Half 2013 Salary Guide

Robert Half 2013 Salary Guide

Robert Half 2013 Salary Guide

Robert Half 2013 Salary Guide

Hiring outlook for Technology

84% 82% 75%

Technology skills in demand

In which functional area is it most challenging to find skilled IT professionals?

Robert Half 2013 Salary Guide

Salaries in Hong Kong

Robert Half 2013 Salary Guide

Robert Half 2013 Salary Guide

Robert Half 2013 Salary Guide

The finance growth challenge: Increasing productivity