K e l ly M a l ay s i a

2016/17
SALARY
GUIDE
Kelly in Malaysia
Kelly Services, Inc. (NASDAQ: KELYA, KELYB) is a leader in providing workforce solutions. SPECIALIST SEARCH
Kelly offers a comprehensive array of outsourcing and consulting services as well as
world-class staffing on a temporary, temporary-to-hire, and direct-hire basis. Serving Kelly Malaysia’s Specialist Search solutions offer a high touch, permanent recruitment
clients around the globe, Kelly provided employment to more than 550,000 employees service to some of the most esteemed organisations in Malaysia. Our consultants are
with a revenue of $5.5 billion. experts in Professional and Technical recruitment and know the local market, adding value
to clients at all stages of the recruitment process.
Since 1984, Kelly Malaysia has been partnering with the finest local companies,
key Government agencies and some of the world’s most prominent and successful We have the resources, the know-how and the commitment to partner with global, national
multinational companies to deliver the best talent in the market. Kelly’s team of dedicated and local clients in providing the best possible talent solution in the following industries:
professional and technical consultants successfully recruit and place more than 10,000 • Financial Services
talents annually with reputable companies, positioning us as one of the preferred working • Property & Construction
partners for these companies in the country. • Shared Services & BPO
• Contact Centre
Our services include: • Fast Moving Consumer Goods (FMCG)
• Temporary & Contract Recruitment • Life Sciences & Healthcare
• Business Process Outsourcing • Manufacturing & Industrial
• Specialist Search • Retail Services
• Outsourcing & Consulting Services • Tourism, Hospitality and Food & Beverage
• Information, Communication & Technology (ICT)

Connect with us on Facebook, LinkedIn and Twitter.

Visit www.kellyservices.com.my

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Contents

Methodology: Salary figures included in the 2016/17 Malaysia Salary Guide are derived by combining the expert market knowledge of senior recruitment professionals, within the network of the
Kelly Malaysia’s Specialist Search, with input from clients and the latest job placement data recorded on the database of Kelly Malaysia’s Specialist Search division.

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We are pleased to present the 2016/17 Malaysia Salary Guide, a comprehensive reference tool
which provides an insight to the latest average salaries for various professional and technical
positions across key industries in Malaysia for the past year.
These data were derived through a compilation of salaries and job titles recorded on the
database of Kelly Malaysia’s Specialist Search division. The key roles and industries presented
are Finance & Accounting, Financial Services, Engineering, Information Technology, Logistics,
Property & Construction, Human Resources & Administration and Sales & Marketing.
Malaysia’s Economic Overview
The Malaysia economy is expected to slow to around 4.4% in 2016 due to weak commodity
prices and public spending cuts, according to the World Bank. However, it expects growth to
rebound gradually in 2017 and 2018 as commodity prices stabilise and reforms are implemented.
Various initiatives under Budget 2016 supported by strong economic fundamentals will help the
nation weather challenges in the external environment, as well as enable the economy to register
steady growth. The nominal gross national income (GNI) per capita is expected to increase by
5.6% to RM38,438 in 2016 from RM36,397 in 2015, with total investment surpassing savings.
The savings-investment gap is expected to narrow to between 0.5 to 1.5% of GNI.
Despite the weak ringgit, inflation is expected to remain between 2 to 3%, attributed to low
oil prices and the waning impact of the Goods and Services Tax (GST).
The Malaysia Government is implementing structural reforms on a wide front in support of the
country’s goal of achieving a high-income status by 2020. Hence investment in infrastructure,
and research and development will continue to spur home-grown innovation and increase
incomes. Together with improvements in the quality of education, these efforts can help raise
labour productivity, support higher sustainable growth and foster a more inclusive society.
Malaysia’s Labour Force Outlook
Unemployment remained stable at 3.4% in the latest reading in May from the Department of
Statistics. 14.2 million people or 96.6% of the labour force were employed, with 67.7% of the
population participating in the labour market.
76.1% of graduates from universities, polytechnics and community colleges found employment
within six months of completing their studies, as of May 2016. While this number is healthy,
initiatives such as the Integrated Cumulative Grade Point Average, the work-based 2u2i learning
programme where students spend two years in university and two years in industry, efforts to
improve English proficiency and a national level Massive Open Online Courses platform will
make Malaysian graduates even more employable.
Malaysia’s Skilled Talent Trends
Since the launching of Talent Roadmap 2020 by Prime Minister Datuk Seri Najib Tun Razak
in 2012, Malaysia has focused on developing talent and enhancing the availability of talent
to meet the needs of the economy. The Institute for Management Development’s World
Talent Report 2015 ranked Malaysia among the top five countries worldwide for its positive
talent environment.
However, to emerge as a high income nation by the end of this decade, the talent pool needs
to meet the requirements of key industries that form the backbone of Malaysia’s economy.
Based on a survey of close to 3,000 Malaysian employers in key sectors since 2011, TalentCorp
(an agency under the Prime Minister’s Department) has found that leading employers continue
to have high demand for top talent and need a highly skilled workforce, both at the entry
and experienced levels. Top talent is required to support organisational transformation as an
increasing number of Malaysian companies are emerging as regional champions in addition to
multinationals establishing regional operations in the country.
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To narrow the skills gap and lift the economy to greater heights, TalentCorp has focused on
an integrated approach to nurture, attract and retain top talent and create a highly-skilled
workforce. These include:
• Interventions which focus primarily on Malaysians in Malaysia, supplemented by measures
to target Malaysian professionals abroad and attract top foreign talent needed by the
priority sectors.
• Refinements of government policy to catalyse collaborations with employers and relevant
agencies to address critical skill gaps.
• Engagement with a broad cross-section of Malaysia’s talent pool with partners in the public
and private sectors.
• Encouraging Malaysian women on a career break to return to the workforce.

In an era of intense global competition, the strength of Malaysia’s talent pool will be the
determining factor to realise Vision 2020’s goals.

To that end, we trust you will find the 2016/17 Malaysia Salary Guide a useful resource for your
business. We are always on hand to provide you with current data and up-to-date insights
to the relevant key roles and industries in Malaysia. We are also available to support you in
developing recruiting strategies and programs to suit your hiring needs.

Melissa Norman
Managing Director
Kelly Services Malaysia

Disclaimer: Monthly salary ranges are subject to economic fluctuations. Monthly salary ranges exclude bonuses, allowances and Employer EPF contributions.

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 Hot Jobs for 2016/17

Industries
Expecting Strong Anti-Money
Growth in 2016/17 Laundering

Manufacturing,

Construction
Compliance
Services

Agriculture
Relationship
Manager

Application
Development
Top Paying Industries

Banking

4%-5% 3.50% 2%-3% Pharmaceutical

Supply Chain
Expected GDP Expected Expected
growth unemployment inflation rate
rate
Information Technology

RM5,000 Median monthly

household Income
Shared Services
Project Heads –
Construction

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As employees’ expectations of work are changing and employers have to keep up to retain their talents. According to our recent Kelly Global
Workforce Index Survey, there is a growing number of people interested in jobs that empower them to achieve both career and personal
aspiration. In Malaysia, employees are looking to “design” the perfect balance between their personal and professional lives. Hence, for
employers to retain the loyalties of their talents, they need to do more than offer traditional inducements.

The Work-Life Design palette Skill sector comparisons

Workers in Malaysia nominate different Work-Life Design Highly skilled workers in professional and technical fields know their
elements that they consider important. talent is prized in the marketplace. And a growing number are seeking
employers who will help them achieve balance in all areas of their lives.

Factors that positively impact

work-life balance Top 3 work-Life Design I feel I am in a position
elements that professional of high demand in the
and technical workers value workplace

74% Flexible work schedules and arrangements

such as working remotely or telecommuting
74%
80%
74%

50% 49%
IT / 67%
IT
Finance
Engineering
/
/
/
67%
62%
58%
Average / 55%
80% 60% Finance / 62%

49% Limitations on working outside typical

business hours 60%
40%
50%
20%
49%
Engineering / 58%
Average / 55%

40%

24%
0%
Paid time off, including vacation days, sick
days, and holidays
20% ■ Flexible work arrangements
■ Wellness programs offered by your
employer

50%
Wellness programs such as on-site fitness 0%
■ Limitations for working beyond typical
centers, health club memberships, and stress-
business hours
reduction programs

37% The opportunity to work on innovative

projects or initiatives during work hours
Trading it off
74% IT / 67%
50%
37% 26%
A fostered environment of friendships in The80%
opportunity to volunteer or give back Finance / 62%
Many talented workers
Engineering / 58% in the Asia-
the workplace to the community through50%the company
49%
60% Pacific region are /increasingly
Average 55% willing Willingness to sacrifice
to pass up promotions and pay rises higher pay for flexible
40%

33% 25%
Encouragement from employer to utilize all Limitations on workplace email in return for a more balanced life. To work arrangements
allotted vacation time 20%
communications outside typical business hours a slightly lesser extent, this is also the
0%
case in Malaysia.

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Malaysia has been internationally recognised for its ability and excellent production in diverse engineering
activities. Sectors to look out for include the semiconductor, transport equipment and building materials
industries. With continued demands for smart phones, semiconductor companies may continue to outperform.
Transport equipment, mainly aerospace, received an injection of RM5.36 billion out of the RM49.5 billion
investment approved for the manufacturing sector. Industry Growth semiconductor companies
Expected to expected to outperform

remain With continued

The industry is anticipated to flourish largely due to its wealth of oil and gas, solid infrastructure, a robust base
of supporting services, the country’s cost competitiveness, as well as Malaysia’s strategic setting within ASEAN
and its close vicinity to major markets in the Asia Pacific. These could translate into new business opportunities high demands
for smart phones
for petrochemicals manufacturers to build plants all over Malaysia, increasing the demand for Chemical and
Laboratory Engineers.

Demand for Chemical and laboratory

engineers expected to

remain high

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Engineering

SALARY RANGE (PER MONTH)

EXPERIENCE (YEARS) MIN MAX

Plant Manager 10 & above 19,570 26,250

Head of Production 10 & above 17,510 21,000
Engineering Manager 8-10 13,390 23,100
Utilities Manager 8-10 16,480 22,050
Head of Quality 8-10 13,390 19,950
Senior Project Manager 8-10 12,360 17,850
Lead Electrical Engineer 8 8,755 13,650
Construction Manager 8 9,785 13,650
Project Manager 8 9,785 13,650
Quality Manager 7-8 9,270 13,650
Program Managers (Electronics / Semicon) 7-8 8,755 13,650
Operations Manager 7 7,725 13,650
Automation Manager 6 8,755 16,800
Piping Engineer 5-7 7,725 13,650
Process Engineer 5-7 7,725 11,550
Mechanical Engineer 5-7 7,725 9,975
Project Sales Manager 5 7,725 13,650
HSE Manager (Health, Safety & Environment) 5 7,725 10,000
Production Supervisor 5 6,695 8,500
Firmware Engineer 4-6 5,665 8,200
Supplier Quality Engineer 4-6 5,665 7,875
Product Engineer 4-6 5,665 7,875
Electrical & Instrument Engineer 4-6 6,180 8,400
Quality Engineer 4-6 5,665 7,350
NPI Engineer 4-6 5,150 7,875
Associate Engineer 4-5 3,914 5,775
QA Inspector 4-5 3,605 5,500
Technical Manager 4-5 6,695 8,925

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Engineering

SALARY RANGE (PER MONTH)

EXPERIENCE (YEARS) MIN MAX

Automation Engineer 4 4,635 7,875

Charge Man 4 3,914 6,825
Welding Engineer 4 4,635 6,825
Project Manager 4 6,695 9,800
Senior Design Engineer 3-5 5,665 8,925
Service Engineer 3-4 3,914 6,300
Design Engineer 3-4 3,914 6,825
Chemical Engineer 3-4 4,635 6,825
Mechanical Engineer 3-4 4,635 6,825
Civil Engineer 3-4 3,914 5,775
Sales Engineer 3-4 3,605 5,775
Quantity Surveyor 3-4 4,635 7,350
Maintenance Engineer 3-4 3,900 6,000
R&D Engineer 2-3 3,605 5,775
Assembly Engineer 2-3 3,605 5,775

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It is business as usual for most organisations despite dampened economic activity, making Finance &
Accountancy professionals constantly in demand across industries. This team is critical in creating a solid base
for the organisation’s entire operation, managing the ins and out of cashflows, payroll, reporting and financial

60,000
statements, financial control, inventory control and tracking. With the implementation of GST in 2015, the Industry
Expected To
entire tax system has been reformed, making individuals with knowledge on taxation even more valuable. Grow by

With the coming implementation of the ASEAN Economic Community (AEC) which will transform ASEAN
into a single market and production base, talent mobility will increase, enabling accountants in Malaysia 15%-20% high quality talents
will be available by 2020

and ASEAN to work in other countries in the region. Those who can perform in a diverse, multimarket,
multilingual and multicultural work environment will be the most successful.

To date, there are 32,000 registered accountants with Malaysian Institute of Accounting (MIA). The sector
is part of the National Key Economic Areas (NKEA), where there are on-going efforts by the government,
organisations, universities and professional bodies to groom 60,000 high-quality talents the country needs talent mobility
by 2020. To ensure the goal is achieved, capacity building and recruitment is crucial.
increase
with the implementation of the AEC

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Finance and Accounting

SALARY RANGE (PER MONTH)

EXPERIENCE (YEARS) MIN MAX

Chief Financial Officer (MNC) 15-20 40,000 55,000

Finance Director 15-20 30,000 35,000
Financial Controller (MNC / LC) 10-15 15,000 22,000
Finance Head 10-15 12,360 18,500
Tax Manager 10-15 12,360 18,500
Corporate Finance / Corporate Planning Manager 10-15 10,300 18,000
Finance Manager 6-7 8,755 13,700
Internal Audit Manager 6-7 8,755 13,700
Senior Accountant 6-7 8,240 13,000
Finance and Administrative Manager 6-7 8,240 11,000
Audit Senior 5-6 7,210 9,500
Accountant 4-5 6,180 8,400
Credit Control Manager 4-5 5,665 7,800
Financial Analyst 3-4 4,635 7,800
Accounts Payable Manager 4-5 5,150 7,400
Cost Accountant 3-4 4,635 7,300
Team Leader-Accounts 3-4 4,120 6,800
Auditor 3-4 3,605 6,300
Senior Accounts Executive 3-4 3,605 6,300
Finance Executive 2-4 3,605 5,200
Accounts Executive 1-3 3,090 4,700
Accounts Specialist (AP / AR) 1-3 2,884 4,700
Credit Control Officer 1-3 2,884 4,700

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A weak economy and cautious consumer sentiments will reduce earnings for the Financial Services sector,
with banks seeing lower net interest margins. Banks will try to attract deposits to enhance liquidity, which in
turn will give rise to price-based competition. The upside to this would be lower loss provisioning which is
Industry Growth Economic uncertainty
expected to peak and bring higher earnings in 2017. Continuous uncertainty in the local and global economy Expected to could depress
could depress banks earnings and share prices further amid the declining ringgit. However, as economic
remain banks
Steady earnings &
uncertainties dissipate, foreign shareholding will rise.

In addition, with the extension of Basel III capital adequacy requirements to financial holding companies
in Malaysia - originally applicable only to licensed bank entities - most of the country’s major banking
share prices
groups will be affected, according to Fitch Ratings. These rules may lead to shifts in issuance strategies and
structures for some banking groups.

The changing business environment, with the mergers of local banks, some becoming Islamic banks and
demand for anti-money laundering, Risk &
modifications in financial regulatory settings, have urged banks and financial institutions to reinforce their
compliance and relationship managers
compliance and risk management functions. There has been increased demand for Anti-Money Laundering,
Risk & Compliance and Relationship Managers. Talent in these domains are limited, giving rise to attractive
remain high
salaries for those specialising in these areas.

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Banking & Financial Services

SALARY RANGE (PER MONTH)

Grade EXPERIENCE (YEARS) MIN MAX

Front Office

SVP >15 28,000 48,000

Relationship Manager
VP 10-15 15,000 36,000
(Corporate Banking / Global Wholesale Banking / Investment Banking)
AVP 8-12 11,000 18,000
SVP >15 25,000 38,000
Relationship Manager
VP 10-15 14,500 20,000
(Commercial Banking / Mid Corp)
AVP 8-12 11,000 13,500
SVP >15 24,000 35,000
Relationship Manager
VP 10-15 14,500 20,000
[Private (IB) / Premier / Preffered / Priority Banking]
AVP 8-12 9,000 13,500
SVP >15 28,000 38,000
Debt Capital Markets VP 10-15 15,000 20,000
AVP 8-12 12,000 15,000
SVP >15 28,000 42,000
Equity Capital Markets VP 10-15 15,000 23,000
AVP 8-12 12,000 15,000
SVP >15 20,000 40,000
Treasury / Markets VP 10-15 18,000 25,000
AVP 8-12 9,000 13,500
SVP >15 20,000 38,000
Fund Management VP 10-15 18,000 24,000
AVP 8-12 9,000 13,500
VP >15 14,500 20,000
Merchant Sales (Retail Banking)
AVP 8-12 9,000 13,500
Branch Manager (Retail Banking) AVP / VP >8 8,000 15,000

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Banking & Financial Services

SALARY RANGE (PER MONTH)

Grade EXPERIENCE (YEARS) MIN MAX

Middle Office

SVP >15 28,000 38,000

Strategic Planning & Financial Analysis VP 10-15 15,000 20,000
AVP 8-12 12,000 15,000
SVP >15 20,000 30,000
Fund Accounting (Shared Service Centre) VP 10-15 12,000 19,000
AVP 8-12 7,000 12,000
SVP >15 21,000 29,000
Product Development (Retail Banking) VP 10-15 14,000 18,000
AVP 8-12 9,000 14,000
SVP >15 22,000 28,000
MIS Reporting VP 10-15 14,000 18,000
AVP 8-12 8,000 13,000
SVP >15 24,000 40,000
Credit Analyst
VP 10-15 18,000 26,000
(Corporate Banking / Global Wholesale Banking / Investment Banking)
AVP 8-12 11,000 15,000
SVP >15 24,000 32,000
Credit Risk
VP 10-15 18,000 24,000
(Corporate Banking / Global Wholesale Banking / Investment Banking)
AVP 8-12 11,000 15,000
SVP >15 24,000 32,000
Operational Risk
VP 10-15 18,000 24,000
(Corporate Banking / Global Wholesale Banking / Investment Banking)
AVP 8-12 11,000 15,000

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Banking & Financial Services

SALARY RANGE (PER MONTH)

Grade EXPERIENCE (YEARS) MIN MAX

SVP >15 25,000 36,000

Market Risk (ALM & CBSM) VP 10-15 18,000 23,000
AVP 8-12 12,000 17,000
SVP >15 24,000 32,000
Internal Auditor VP 10-15 18,000 24,000
AVP 8-12 11,000 15,000
SVP >15 24,000 32,000
Group Compliance
VP 10-15 18,000 24,000
(Investment Banking / Commercial Banking & Insurance)
AVP 8-12 11,000 15,000
SVP >15 25,000 35,000
AML (Investigations) VP 10-15 15,000 23,000
AVP 8-12 9,000 15,000

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Banking & Financial Services

SALARY RANGE (PER MONTH)

Grade EXPERIENCE (YEARS) MIN MAX

Back Office

SVP >15 25,000 32,000

Process Re-engineering (BPI / Operations) VP 10-15 15,000 22,000
AVP 8-12 10,000 15,000
SVP >15 25,000 32,000
Project Change Management VP 10-15 15,000 22,000
AVP 8-12 10,000 15,000
SVP >15 18,000 23,000
Facility Management (Investment Banking) VP 10-15 13,000 17,000
AVP 8-12 8,500 12,000
SVP >15 18,000 22,000
Credit Administration (Commercial Banking) VP 10-15 12,000 15,000
AVP 8-12 8,000 11,000
SVP >15 25,000 32,000
Treasury Operations (Shared Service Centre) VP 10-15 15,000 22,000
AVP 8-12 10,000 15,000
SVP >15 25,000 32,000
Custodian Services (Shared Service Centre) VP 10-15 15,000 22,000
AVP 8-12 10,000 15,000
SVP >15 25,000 32,000
AML-Monitoring (Shared Service Centre) VP 10-15 15,000 20,000
AVP 8-12 10,000 15,000

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19
HR professionals are perceived as strategic partners offering insights in screening and hiring the best talent
to propel their organisations further. As talent continues to be the biggest challenge for many businesses,
talent management strategies in organisations need to be reviewed to attract, retain and develop talent to fill
roles across all levels. It is imperative to complement programs developed by the Government to transform Hiring Outlook Change in hiring focus to
to remain
the nation’s workforce by creating new opportunities all around for employers and high-skilled talent. Being
multi-functional in their approach to deal with an increasingly sophisticated organisational landscape is a highly STEADY Mid-Senior
level positions
specialised skill, which will help the country develop a robust talent pipeline in the future.

TalentCorp’s Returning Expert Program launched in 2011 facilitates the return of Malaysian professionals from
abroad to overcome the shortage of professional and technical experts in the country. These efforts are made
towards creating a world-class workforce. Female labour participation is on the rise, reaching 54.1% in 2015
from 46.8% in 2010. The country is on track to meet its 30% target of women in decision-making roles in the
corporate sector by this year.
30%
of women involved in

Government initiatives such as the Career Comeback programme to incentivise employers to recruit and
decision-
retain women who have taken career breaks, and measures for a more family-friendly workplace and work-life making roles
integration have gained traction.

20
Human Resources & Administrative

SALARY RANGE (PER MONTH)

EXPERIENCE (YEARS) MIN MAX

human resources

Chief HR Officer 20 & above 40,000 50,000

HR Director (SME) 15 & above 15,450 31,500
Head Recruitment 9-15 15,000 25,000
Vice President, Learning & Development 8-10 15,000 25,000
Senior HR Manager 8-10 9,270 18,900
Regional HR Manager 7-10 15,000 25,000
Senior Recruitment Manager 7-10 10,300 15,750
Head of Rewards 7-10 11,330 15,750
Head of Human Resources Business Partner 7-10 15,000 25,000
Head of Change Management 6-8 10,300 15,750
Head of Talent Management 6-8 15,000 25,000
Head of Organizational Development 6-8 15,000 25,000
Head of Performance Management 6-8 15,000 25,000
Talent Acquisition Manager 6-8 8,240 10,500
Training & Development Manager 6-8 8,000 10,000
Head of Industrial Relations 6-8 12,875 17,325
Compensation and Benefits Manager 6-8 10,000 15,000
HR Manager 6-8 8,000 12,000
HR Manager 3-4 5,150 7,350
Recruitment Manager 3-4 5,000 8,000
Recruitment Specialist 2-3 3,090 5,250
Compensation and Benefits Specialist 2-3 4,000 6,000
HR Generalist 2-3 4,000 6,000
HR Officer/ Executive 2-3 3,090 4,725
IR Executive 2-3 3,090 4,725
Training Specialist 2-3 3,090 4,725
Recruitment Executive 2 3,000 5,000
HR Assistant 1-2 2,060 3,150

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Human Resources & Administrative

SALARY RANGE (PER MONTH)

EXPERIENCE (YEARS) MIN MAX

office support

Personal Assistant to CEO 8-10 6,695 9,450

Office Manager 4-6 6,180 7,875
Safety Officer 4-7 4,635 6,300
Administrator 3-5 3,605 5,250
Document Controller 2-5 3,605 5,775
Secretary 2-3 3,605 5,250
Administrative Executive 2-3 2,266 3,675

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23
Growth in the Information Technology (IT) sector has been phenomenal in the areas of web and mobile
applications development, online shopping and trading services. The hardware market promises rising incomes
and improved access to affordable data connectivity, while the enterprise software and services subsector
continues to have robust growth with cloud computing and the Internet of Things (IOT) dominating the market.
Industry Growth
The tool that integrates cloud computing and IOT is SAP High Performance Application Appliance (SAP HANA), cloud Expected to
which enables business departments to analyse business as it happens, creating flexible analytical models based computing remain
on real-time data originating from business applications. Malaysian organisations across different sectors are
moving to this platform to solve their toughest business challenges.
& IOT
expected to dominate
high
the market
This has created a strong job demand for SAP Systems Engineer, SAP Consultant and SAP Developer. There is
also high demand for Senior Network Engineers, Database Engineers, Security Engineers and Project Manager
within the infrastructure vertical this year. The need for application development roles such as Mobile Developer,
Java Architect and .net Developer is increasing, with demand for such expertise expected to continue to rise for Strong job demand for
many years.
SAP Systems
related positions

24
Information & Technology

SALARY RANGE (PER MONTH)

EXPERIENCE (YEARS) MIN MAX

Management

Chief Information Officers 12-18 22,660 37,000

Program Director 12-18 22,660 37,000
Project Director 12-18 16,480 26,000
Service Delivery Directors 12-18 16,480 26,000
Sales Directors 12-18 16,480 26,000
Inside Sales Manager 4-5 5,665 9,500
Project Manager 3-5 7,210 11,000
Business Development Manager 3-5 5,665 8,500
IT Supply Chain Manager 3-5 5,665 8,500
Account Manager 3-4 5,665 7,500
IT Procurement Specialist 2-4 4,635 6,500
IT Marketing Communications Executive 2-4 3,605 5,000
IT Trainers 2-3 4,635 7,500
Channel Sales Specialist 2-3 4,120 6,500
Inside Sales Specialists 2-3 4,120 6,500

25
Information & Technology

SALARY RANGE (PER MONTH)

EXPERIENCE (YEARS) MIN MAX

Application

SAP Team Lead 8-12 22,660 32,000

Software Development Manager 8-12 13,390 19,000
Solutions Architect-Senior 6-10 11,330 16,000
Lead Software Developer 5-8 9,785 16,000
Business Consultant 5-7 6,695 9,500
SAP Consultants 4-6 6,695 13,500
Software Sales Manager 4-6 6,695 9,500
ETL Developers 3-6 5,665 8,500
Websphere Application Developer 3-5 6,695 10,500
BI Consultant 3-5 6,695 10,500
Systems Analyst 3-5 6,180 9,000
Quality Assurance Specialist 3-5 5,150 7,500
Solutions Architect-Junior 2-4 5,665 7,500
Software Engineer 2-3 4,635 6,300
Systems Programmer 2 4,635 5,800
Web Designer 2 4,635 5,300
Analyst Programmer 2 4,635 6,300
Java Developer 1-3 5,150 7,500
Programmer 1-2 3,914 4,800

26
Information & Technology

SALARY RANGE (PER MONTH)

EXPERIENCE (YEARS) MIN MAX

Infrastructure

Billing Systems Specialist 6-10 8,755 15,500

Implementation & Technical Support Manager 6-8 11,330 15,500
Information Security Manager 5-8 11,330 15,500
Unix Specialist 5-8 8,755 12,500
Service Delivery Manager 5-8 6,695 10,500
Senior Systems Engineer 5 6,180 8,500
Wintel Specialist 4-8 5,665 9,500
IT Manager 4-6 6,180 8,500
Problem & Change Management Specialist 3-5 5,665 8,500
Security Analyst 3-5 5,150 8,500
Technical Writer 3-5 5,665 8,500
Unix / Linux OS Engineer 2-5 5,150 8,500
Pre-sales Engineer 2-4 4,635 6,300
Billing Systems Engineer 2-4 4,635 6,300
Database Administrator 2-3 5,150 8,000
Systems Engineer 2-3 4,635 6,500
Technical Consultant 2-3 4,635 6,300
Network Administrator 2-3 4,635 5,800
Helpdesk Tech Support (Foreign Language Expertise) 2-3 5,150 8,400
Help Desk Analyst 2-3 4,635 5,800
IT Executive 2 3,605 4,700
Automation Support Engineer 1-3 3,914 5,700
Technician 1-3 2,884 4,700
IT Administrator 1-2 3,090 4,200

27
Construction is one of the more resilient sectors in Malaysia, having successfully weathered numerous economic
dips the past two decades. However, data from the Construction Industry Development Board (CIDB) indicates the
number of public and private projects undertaken in 2015 has taken a dip compared to the previous year. There is
a reduction of 30% in public projects and private sector spending to RM51.96 billion from RM70.96 billion, even

99%
as analysts are expecting Construction and Infrastructure to receive a boost from mega projects outlined in the
11th Malaysia Plan (11MP) which runs from 2016 to 2020. Under 11MP, RM260 billion is earmarked for RM260
development expenditure, a 14% increase from the previous plan, with half going towards infrastructure. of the population in billion
rural areas expected to is earmarked for
Government forecast of 10.7% growth for 2016 for the sector is driven by projects such as the KL-Singapore high have access to water and development expenditure
speed rail, Southern Double Tracking line, Klang Valley Integrated Transit System, RM4.2 billion Damansara-Shah electricity by 2020 under 11MP, with
half going towards
Alam Elevated Expressway, RM5.3 billion Sungai Besi-Ulu Klang Elevated Expressway as well as additional Bus infrastructure
Rapid Transit projects. Other projects lined up include the construction of 3,000 km of paved roads in rural areas
that will ensure 99% of the population has access to water and electricity by 2020. The Malaysia Vision Valley,
an integrated economic development valley in the western part of Negeri Sembilan, is one such project, with Demand for Site & Project Engineers
and Managers expected to
a proposed area of 108,000ha and an initial forecasted investment of RM5 billion in 2016. By the end of 11MP,
Malaysia anticipates it will be a high-income nation. The mega infrastructure projects lined up would sequentially remain high
create more opportunities for Site and Project Engineers and Managers.

28
Property & Construction

SALARY RANGE (PER MONTH)

EXPERIENCE (YEARS) MIN MAX

Construction Director 15 & above 28,840 37,000

Project Director-High Rise 8-10 25,750 31,500
Project Director-Residential 7-10 25,750 31,500
Technical Director 7-10 25,750 31,500
Commercial Manager 7-10 18,540 26,250
GM Business Development 7-10 18,540 26,250
Head of HSSE 7-10 15,450 18,900
HSSE Manager 7-10 8,240 10,500
Project Manager 6-8 8,240 15,750
Civil & Structural Manager 6-8 9,270 15,750
Mechanical & Electrical Manager 6-8 7,210 15,750
Mechanical Engineers 6-8 7,210 15,750
Resident Engineer 6-8 7,210 15,750
Electrical Engineers 6-8 7,210 15,750
Infrasturcture Engineers 6-8 7,210 15,750
Facilities Manager 6-8 7,210 12,600
QA / QC Managers 6-8 8,240 10,500
Site Manager 6-8 8,240 10,500
QA / QC Engineers 2-3 4,635 6,300
Site Executive 2-3 3,605 5,775

29
Talents in Sales & Marketing with great business acumen, account management experience and a successful
track record of business growth across corporate and consumer segments are highly in demand. They are key
individuals in any organisation representing the brand, who can make or break a deal.

Though sales and marketing functions may differ greatly, they both have the same goal. Sales is the department Hiring Outlook for Sales & marketing
that generates revenue, requiring Business Consultants and Strategists who provide opportunities for customers E-commerce sector to roles are expected

with innovative ideas and solution while demonstrating value. Marketing creates favourable conditions for remain to become more

Specialised
the sale to take place, with Marketing Executives providing the tools to discover, create, incite and fulfil
customers’ needs.
High
As the Internet continues to play a significant role, more organisations are expanding their e-commerce activities.
The online media space is a big area of job growth in digital marketing. It is projected for E-commerce to reach
25% globally, with Malaysia likewise making significant strides in the area. Malaysia has one of the most complete
Talents with great business acumen and
E-commerce laws in ASEAN, which covers electronic transactions, privacy, cybercrime and consumer protection. account management experience are
The Government’s E-Commerce Globalisation Initiative will also help develop and enhance competitiveness of the
local E-Marketplace players, and expand their market in the region.
highly in demand

30
Sales & Marketing

SALARY RANGE (PER MONTH)

EXPERIENCE (YEARS) MIN MAX

Sales Director, Asia Pacific 10 & above 30,000 35,000

Sales Director-Industrial Engineering 10 & above 18,540 23,100
Vice President, Sales & Marketing 10 & above 15,450 26,250
Sales Channel Director 10 & above 15,450 26,250
GM Marketing & Sales Property 10 & above 15,450 26,250
Senior Global Brand Manager 10 & above 15,450 26,250
Head of Sales & Marketing 10 & above 15,450 26,250
Sales Director 10 & above 15,450 26,250
VP Marketing-Regional 8-10 12,360 26,250
Corporate Communications Director 8-10 12,360 21,000
Business Development Director 8-10 12,360 18,900
VP Corporate Strategy & Planning 7-10 12,360 26,250
Assistant Country Manager 7-10 12,360 18,900
Head of Channel Management 8 8,240 15,750
Sales Manager 8 7,725 15,750
Marketing Communication Manager 8 7,210 10,500
Key Account Manager 8 8,755 13,650
Business Development Manager 8 7,725 12,600
Marketing Manager 8 7,210 10,500
Brand Manager 5-8 7,210 10,500
Area Sales Manager 5-8 9,270 15,750
Channel Sales Manager 5-7 5,150 8,400

31
Sales & Marketing

SALARY RANGE (PER MONTH)

EXPERIENCE (YEARS) MIN MAX

PR Manager 5-6 7,210 12,600

Channel Manager 4-5 5,150 8,400
Marketing Manager 4-5 5,150 8,400
Sales Manager 4-5 5,150 8,400
Advertising Manager 4-5 5,150 8,400
PR Manager 4-5 5,150 8,400
Key Account Manager 3-5 5,000 8,000
Senior Sales Executive 3-5 5,000 7,000
Retail Supervisor / Retail Executive 3-5 3,000 5,000
Brand/Product Manager 3-4 5,150 8,400
Marketing Executive 2-4 3,090 4,725
Market Research 2-4 3,000 4,000
Customer Service Executive 2-3 3,000 4,000

32
33
The Logistics industry took a sharp dip after GST was implemented in 2015, with the decline exacerbated by
a dampened economic and political climate.

However, E-commerce has been growing rapidly. The country has one of the highest proportion of online
shoppers in the region. Coupled with its regional growth prospects, logistics is transforming to a whole new
spectrum of supply chain management, adapting to increasing needs and a wide distribution network. 18,677 Logistics sector
expected to grow

Nonetheless, competition is intense. To thrive, organisations must diversify and provide logistics as a service.
Industry experts forecast the sector to continue posting annual growth between 10% to 15% from 2014
Professionals are
employed in the
logistics sector
10%-15%
from 2014 to 2018
to 2018.

Businesses with strong operations functions will be looking to increased efficiencies within the supply chain
management sector. Professionals with experience in logistics management, the segment of supply chain
management that plans, organises, implements, and controls the efficient, effective forward and reverse flow
and storage of goods, services and related information, are in strong demand. E-commerce
expected to drive logistics
sector growth

34
Supply Chain & Logistics

SALARY RANGE (PER MONTH)

EXPERIENCE (YEARS) MIN MAX

Director of Supply Chain 10-15 20,600 27,000

Strategic Sourcing Manager 8-10 13,390 18,900
Senior Warehouse Manager 8-10 8,755 12,600
Purchasing Manager 8-10 9,270 12,600
Senior Buyer 8-10 7,725 12,600
Purchasing Manager 6-8 7,210 9,450
Supply Chain Manager 5-8 7,725 12,600
Logistic & Planning Manager 5-8 7,725 12,600
Warehouse Manager 4-5 6,180 8,400
Assistant Distribution Manager 4-5 5,665 7,350
Purchasing Executive 4-5 3,605 5,250
Warehouse Supervisor 3-5 3,090 5,250
Logistic Coordinator 3-5 3,090 5,250
Procurement Executive 3-5 3,605 5,250
Shipping Supervisor 3-5 2,575 4,200
Buyer 2-3 3,605 5,250
Operations Executive 2-3 3,090 4,725
Warehouse Executive 2-3 2,266 4,200
Stock Controller 2-3 2,369 3,150

35
Malaysia Offices

Klang Valley Melaka

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No 22, Jalan Perak, 50450 Kuala Lumpur.
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Fax: (60) 3 2203 0909
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Fax: (60) 7 2272663
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Fax: (60) 3 2203 2653
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