Economic subjects | Economical geography » Hong Kong Salary and Employement Outlook

Source: http://www.doksinet 2017 Hong Kong Salary & Employment Outlook I N THIS REPO RT 1- 5% salary increase expected Rise of domestic brands Page 04 35% will increase headcount Effective employer branding Page 06 F I ND OU T W H AT YOU ’R E W ORTH Worldwide leaders in specialist recruitment www.michaelpagecomhk Source: http://www.doksinet Contents 03 Seizing New Opportunities Key Trends Made in Asia: Rise of Domestic Brands 04 Asia: The World’s Next Technology Hub? 05 Strong Employer Branding: A Key to Success 06 Continued Growth of Contract Employment 07 Numbers at a Glance 08 Hong Kong Overview 10 Insights & Salary Benchmarks Digital 11 Procurement & Supply Chain 45 Finance & Accounting 13 Property & Construction 49 Financial Services 17 Retail & Sourcing 52 Human Resources 32 Sales 55 Legal 34 Secretarial & Business Support 59 Marketing 40 Technology 62 2 | 2017 Hong Kong Salary & Employment

Outlook Source: http://www.doksinet Seizing new opportunities Healthcare, technology and digital sectors earmarked for growth in Asia Companies in Asia are ramping up efforts to seize growth opportunities in the region, despite slightly weaker global economic sentiment. By investing heavily in mobile-technology start-ups and other innovations, including financial technology (fintech) services, employers are creating new positions with an emphasis on digital skills. Hiring is expected to continue to grow in the next 12 months across the technology sector. Likewise, the healthcare sector is expected to be a bright spot in 2017, due largely to ageing populations as well as a higher demand for quality services. Countries across Asia are expected to continue building up their healthcare systems, resulting in an increase in hiring demand for qualified professionals across the board. Digital also shows no signs of slowing down, as companies continue to build up their online platforms and

e-commerce capabilities. In terms of hiring intentions, 44% of employers surveyed across China, Hong Kong, Taiwan, Indonesia, Malaysia, and Singapore said they would be increasing their company headcount; while 49% said they would maintain their current headcount. Mid-level employees appear to be the most sought-after by companies (60%). Contracting appears to have risen in popularity as a talent solution. In Hong Kong and Singapore, more than half (60%) of companies surveyed currently use contractors, primarily to overcome challenges in permanent headcount approvals. Currently, most contractors are in operations, technology, financial services (reflecting the tightening sector) and business support/administration positions. Overall, salary increases in Asia are expected to remain modest – almost half surveyed (48%) indicated that the average increment within their companies in the next 12 months will be between 1 and 5%. While employers have agreed that salaries are an important

retention tool, other popular employee engagement initiatives include opportunities for career progression and learning and development. Throughout the region, diversity and inclusion (D&I) continues to play an important part in company programmes. D&I’s popularity in Asia has been on the rise as companies become more aware of the benefits in having different perspectives and skills in their teams. Forty-four per cent of employers in China, Hong Kong, Taiwan, Indonesia, Malaysia and Singapore said they were strongly committed to D&I initiatives. The breadth of D&I coverage in Asia is slowly beginning to evolve as well, developing from an emphasis on purely gender to cover other less-represented groups. Currently, over half (53%) of D&I programmes in the region are primarily focused on gender, followed by age (42%) and minority ethnic groups (34%). 2017 Hong Kong Salary & Employment Outlook | 3 Source: http://www.doksinet Made in Asia: Rise of domestic

brands Asian-headquartered companies have become increasingly competitive with their employee value propositions Across most of Asia’s diverse markets, competition for talent is more intense than ever as domestic brands historically seen as second place to overseas multinationals, as far as candidate preferences are concerned compete with their foreign counterparts for top candidates. The only exception, it appears, is Japan, where working in a wellestablished domestic firm, like the Toyotas and Panasonics of the country, is seen as more prestigious and stable than top foreign multinationals. Professionals who hope to gain international experience would rather choose to join a local firm and opt for an overseas transfer than join a foreign company. Outside of Japan, the rise and globalisation of domestic brands in other parts of Asia have caught the eye of many employees, who now see the potential and advantages of joining a local firm. China, in particular, has seen the meteoric

rise of various local brands, now multinationals in their own right and visible to the world. Of these organisations, 21, including Internet giant Alibaba and online travel agency Ctrip, have been listed in Forbes’ Asia’s Fab 50 Companies list. The list also includes companies in Hong Kong, Taiwan, Thailand, Indonesia and Malaysia. Successes and challenges For many domestic companies, success usually comes from ensuring compatibility between products/services offered and market demands as well as localising their talent pool to leverage employees’ market knowledge, among other reasons. However, many face the perennial challenge of finding candidates who have an international perspective, strong knowledge of local markets and the requisite language skills. As they find success within their home countries and look to expand overseas or execute successful IPOs (initial public offerings), the search for talent would have to be taken a step further this means acquiring true Asian

knowledge plus experience in other markets. In the past, domestic brands have had to work hard at making themselves more attractive to prospective hires, be it through creating a more international corporate culture, introducing better pay/benefits, and ensuring clearer project and performance management processes. This is working in China where 44% of domestic employers surveyed said they would provide increments of 6-10%, almost on par with foreign multinationals (46%). Those who are highly successful at hiring have two secrets to success: they simply hire the right people for the job those who have the right skill sets and share company values and they figure out the most effective platforms to engage their target audiences. 4 | 2017 Hong Kong Salary & Employment Outlook 3 WAYS TO HIRE THE RIGHT PEOPLE 1. PROMOTE YOUR COMPANY VALUES Does your culture reward teamwork or competitiveness? Or do you value customer service, creativity or innovation? Promoting your company values

will help attract like-minded individuals and increase the likelihood of finding the perfect match. 2. HAVE A COMPELLING EMPLOYEE VALUE PROPOSITION (EVP). Top performers want to know what sets your company apart. What does it stand for? How is achievement recognised and rewarded? Aim to promote these attributes through your online platforms, public relations or even word-of-mouth. Remember to separate your employment brand from your consumer brand. 3. BE OPEN-MINDED Often, the best candidates exist outside of your industry. A high-potential candidate with strong transferable skills will often do well even in another industry, when given the right training. They may also bring with them new and innovative perspectives that will help move your business forward. Source: http://www.doksinet Asia: The world’s next technology hub? The race to secure top talent is heating up as companies move to build up technology capabilities Technological innovation in Asia is set to gather further

pace in 2017, led by sizeable investments from established companies and startups looking to grow and streamline costs, and stay ahead of their competition. Fuelled by a myriad of factors, including Asia’s rapid smartphone adoption, the rise of e-commerce and the rush for productivity/ automation, almost every company in Asia is investing more in technology and making their business more mobile/tablet-friendly. Within mainland China especially, large amounts of investment are moving towards Shenzhen, where there is an established infrastructure for technology-led manufacturing. In other markets such as Taiwan and Malaysia, a greater concentration of digital innovation will likely be observed in areas like mobile and software development, Internet of Things (IoT), and cloud-computing. Japan too, is expected to explore ways of further building up an ecosystem that would help leverage its status as a technological giant, reported the Wall Street Journal. This includes building bridges

between large, established companies and less risk-averse start-ups. 5 TIPS TO RETAIN TOP TECHNOLOGY TALENT Fintech’s growth With the rise of financial technology services, also known as fintech, and governmental support in this area, start-ups as well as established global and regional financial institutions are investing heavily to develop their own technological capabilities in-house. In markets where mobile and online payment systems remain under-developed, such as in Indonesia and Thailand, fintech services are an opportunity for new players to enter the market. Already, Indonesia has granted new banking licenses to conglomerates, allowing them to launch digital banks. Hong Kong’s push for the movement has culminated in several notable outcomes, including the annual Finnovasia conference, which regularly brings together hundreds of attendees from different countries to chart fintech’s future in Asia. In Singapore, the country’s monetary authority has also committed to

invest S$225 million in fintech over five years. 1. KEEP ON TOP OF MARKET SALARY RATES Specialists can command material increases, so the first step in retaining your technology talent is to frequently review the market rates on offer. It is essential that you communicate to internal stakeholders the vital importance of at least matching – if not exceeding – the going rate, and getting budget allocation accordingly. The laws of supply and demand apply 2. LOOK TO THE START-UP WORLD With Silicon Valley setting the standard for technology employment, it may be wise to look to start-up culture and try to replicate some aspects of what makes technology start-ups so attractive. For example, technology specialists thrive on challenges and new experiences. On an international level, more foreign companies are setting up regional headquarters in Asia, drawn by the region’s lower operating costs, excellent infrastructure and strategic location that make it easier to expand into new

markets. 3. FLEXIBILITY If budget is still difficult to find, there may be an opportunity to make up for it with perks like flexible working options. Bearing in mind that a technology specialist may work best uninterrupted at home, or even at night, a lenient work schedule can also be a way to get the most out of your team. As a relatively young industry, the technology market is expected to face a considerable shortage of talent in this space. Employee recruitment and retention will become increasingly competitive, as the rate of technological growth outpaces talent development. Adding to such challenges is the tendency of candidates moving around more frequently than in other sectors, attracted by better opportunities and remuneration packages. 4. INVEST IN TRAINING Training is an investment to maximise your team’s capacity and improve your employee retention rate. Hence, this should be an important piece of the budget puzzle – not an afterthought. Technology employees

typically enjoy learning new skills. The opportunity to earn CV-enhancing qualifications like CCNA, MCP, PRINCE2 or Certified ScrumMaster, is valued. To overcome this shortage, companies are beginning to recruit beyond their industries and national borders. Talent flow is likely to be technology-focused rather than business-focused. Salaries are likely to increase as well. 5. DISCUSS CAREER PATHS To prevent technology staff becoming dissatisfied or restless with their job, it is worthwhile at annual review time and throughout the year to ask what each employee is looking for in their career – whether it is the opportunity to try new things, new roles or to transfer to another location. 2017 Hong Kong Salary & Employment Outlook | 5 Source: http://www.doksinet Strong employer branding: A key to success Companies that are able to effectively communicate their culture and values to employees are staying ahead More companies in Asia are paying attention to employer branding as

a way to stand out in the increasingly competitive field of talent acquisition and retention. Already, 56% of employers surveyed said that their organisations practise employer branding actively. Traditional incentives such as salary increases remain one of the top considerations for candidates, especially in mainland China and emerging markets like Thailand and Indonesia. But other factors, such as career progression, training, work-life balance, and corporate values, are also rapidly becoming more of a “pull” factor for an increasing number of employees, particularly the millennials. This is especially true in Taiwan where salaries tend to stay relatively flat. Companies that succeed in employer branding are those that can communicate clearly to employees what they stand for, and the culture and values the organisation promotes. Often, such companies have multi-channel digital strategies to promote their brand internally and externally. Almost two-thirds (55%) of the companies

that practise employer branding engage with potential and current employees using internal and external social media platforms. In Indonesia, for example a relatively young market that is among the world’s most active users of Facebook and Twitter 50% of employers use social media to reach talent under the age of 30. Start-ups that do not have enough resources to build their employer branding also often turn to social media to communicate their corporate journey and mission as part of their attraction and retention strategy. Diversity and inclusion Increasingly, more companies are ramping up their efforts in diversity and inclusion (D&I) to build their employer brand. International firms are typically at the head of the curve with D&I, often because they have policies mandated by regional or head offices, and many of them are seeking to localise their workforces to become more representative in the markets they operate in. 5 WAYS TO PUSH D&I IN YOUR ORGANISATION 1.

HAVE RELEVANT PROGRAMMES To support a diversified workforce, companies should ideally have programmes that retain talent from different backgrounds. Some initiatives that have worked among our clients included leadership development schemes for women and fair performance reviews, with processes that neutralise bias. 2. MAKE IT A GENUINE PRIORITY For diversity and inclusion (D&I) programmes to truly make a difference, senior leaders will need to support the cause whole-heartedly and make it a point to personally practice D&I. While D&I efforts can be better encouraged on the domestic front, local companies that are taking the biggest strides in this area are typically those looking to expand abroad: for example, several Chinese banks opening in Hong Kong and technology businesses expanding across the globe have made determined efforts to look more attractive to international talent, and this has included having clear policies on D&I. 3. CREATE AN ENVIRONMENT THAT SHOWS

SUPPORT For example, if your company has a work-from-home policy, ensure that leaders are supporting this initiative 100% and that the employees have the tools, like laptops and remote access permissions, to telecommute productively. Otherwise, employees might feel that the policies are just for show. The good news is that majority of employers across Asia (93%), comprising local firms and foreign multinationals, have said that they are committed, in varying levels, to supporting their D&I efforts. Among all, Singapore stood out, with 91% of employers affirming their commitment to D&I, as the local government continues to champion such efforts. 4. AVOID UNCONSCIOUS BIAS Train managers to be more aware of their hidden biases. People tend to recruit talent who are most similar to their backgrounds and personality. However, such an approach reduces diversity and in the long run, new ideas and perspectives. Throughout Asia, gender appears to be the top focus of most companies’

D&I programmes, with slightly over half (53%) of companies making a clear push for recruiting and promoting women in organisations. Beyond gender, companies are also focusing programmes on age (42%) and minority ethnic groups (34%). 6 | 2017 Hong Kong Salary & Employment Outlook 5. DO NOT FORGET INCLUSION Once a diverse workplace is set in place, companies should follow up by introducing programmes that foster collaboration among the different groups. This can be done through organisation-wide projects, like corporate social responsibility initiatives, which allow employees of all levels to work with different groups. Source: http://www.doksinet Continued growth of contract employment More employers in the region offering better salaries and benefits to attract top talent While contracting has been a popular talent solution in more mature employment markets like Australia and the United Kingdom for years, its acceptance in Asia, including Hong Kong and Singapore, has only

started gaining speed in recent years. In mature contracting markets, contract work is seen as a way to achieve better work-life balance, pick up new skill sets, or as a means for moving into full-time employment. On the employer front, contracting allows companies to adjust their workforces with the ebb and flow of the economy. This flexibility associated with contract work, both for employers and employees, has been one of the key reasons for the boost in Singapore’s and Hong Kong’s contracting market. In fact, 85% of employers surveyed across the two cities said that they were planning to increase or keep to the same number of contractors over the next 12 months. While contracting has been popular across the financial services sector, primarily within the functions of operations, technology, administration and project management, we are now seeing a notable increase in demand for contracting resources within the human resources and marketing functions. Companies in these two

cities now have a ready pool of candidates, including experienced and qualified mid to senior-level managers, to choose from as more professionals warm to the idea of contract work. On the remuneration front, more forward-looking organisations are rewarding high-calibre talent with attractive pay and benefits, in addition to the possibility of being offered a permanent job. Some companies are even engaging senior executives on a contract basis for the unique skills they bring to specific projects. Interestingly, smaller financial institutions have been quick to offer good remuneration and benefits packages compared with more established companies in a bid to woo top contracting talent. Still, a key challenge in both Singapore and Hong Kong is making contract staff feel motivated and included. More can be done by way of training opportunities, bonuses and other job perks, which are widely offered to contract staff in more mature contract employment markets. 5 WAYS TO MAINTAIN COMPANY

CULTURE WHEN HIRING CONTRACTORS 1. HAVE STRONG INDUCTION AND ONBOARDING PROCESSES. Share the company’s aims, values and culture as well as its code of conduct and allocated payday. Give contractors a chance to ask questions as well. 2. PROVIDE ADEQUATE TRAINING Many employees take on contract work to acquire new skills. By taking the time to train them, they can jump straight into projects and be motivated to add those skills to their CVs. 3. HAVE STRONG TEAM BUILDING PRACTICES This will help contractors build rapport with permanent team members, who might otherwise stick together. Try consistent lowkey team building activities like weekly lunches or informal brainstorming sessions. 4. AVOID SUBTLE DIFFERENTIATORS Eliminate elements, like different-coloured ID badges or introducing contract workers as a temporary employee as these can make contractors feel like outsiders. 5. REMEMBER YOUR PERMANENT STAFF Clarify with both contractors and permanent employees what their role

allocations and project aims are and make sure there is no potential for conflict. Ensure that managers are the ones who bring contractors up to speed on the office culture so that other team members are not left having to do this extra job each time a new contractor comes on board. 2017 Hong Kong Salary & Employment Outlook | 7 Source: http://www.doksinet Numbers at a glance Hong Kong has experienced a challenging 2016, with bright spots observed in the fast-expanding financial and digital sectors. What are employers’ hiring intentions for 2017? HEADCOUNT INCREASES HIRING ACTIVITY SALARY INCREASES 8 | 2017 Hong Kong Salary & Employment Outlook 35% of employers surveyed are expected to recruit new hires 63% of employers who plan to increase headcount say that their organisations are actively seeking mid-level employees 58% of Hong Kong employers expect to increase salaries by ≤5% in the next 12 months for managerial to senior-level employees Source:

http://www.doksinet TALENT ATTRACTION & RETENTION INITIATIVES 1 64% 37% 2 3 68% Salary increases Career progression DIVERSITY & INCLUSION TOP 3 FOCUS POINTS FOR DIVERSITY AND INCLUSION PROGRAMMES Workplace flexibility 86% say their organisations support diversity and inclusion 1 23% 19% 2 3 47% Gender Minority ethnic groups LGBT (lesbian, gay, bisexual and transgender) 2017 Hong Kong Salary & Employment Outlook | 9 Source: http://www.doksinet Hong Kong overview One of the more notable shifts in the Hong Kong market last year was the rising prominence of Chinese-headquartered conglomerates and financial services firms. Such firms have been aggressively growing their footprint, and using their Hong Kong-based businesses as springboards for international growth opportunities. This trend is expected to continue this year, with the majority of these companies offering prospective candidates highly-attractive remuneration packages that will be materially better

than previous years. However, as a result of the weakening market sentiment across the property, luxury retail and financial services sectors, employers across these sectors are expected to adopt a more cautious approach to hiring. About 35% of employers surveyed said headcount would increase, a slight dip from the previous year, where 41% had the same intention. Hiring activity in large Hong Kong-listed companies has remained resilient, although their threshold for quality hires has sharpened. Multinationals have seen a decline in permanent hiring activity as these international brands continue to battle for headcount approval with headquarters. To move past these difficulties, one alternative talent solution that employers have been turning to is contract employment. In addition to increasing the number of contractors on their teams, they have also started to outsource large-scale contract recruitment to external agencies. This is a flexible solution that does not take up headcount

allowances. Within the digital and financial technology (fintech) sectors, which continue to face acute talent attraction challenges, employers are seeking new hires with relatively novel skills, such as app development, social media and marketing. Demand is strong in Hong Kong, which is viewed as a strategic launchpad for a number of start-ups due to its proximity to China. Companies that were first movers in the digital space are thus enjoying the benefits of foresight. Their digital talent pool has grown more organically than later adopters of digital strategies, who are grappling with the high cost of putting together digital teams. Top talent can command up to a 30% increment with each job switch. 10 | 2017 Hong Kong Salary & Employment Outlook Source: http://www.doksinet Digital Insights The digital sector is expected to continue with its strong growth across various industries. In particular, financial technology (fintech) and payment solutions are dominating the

sector’s growth rates as technology and financial institutions try to create user-friendly approaches that support faster transactions. Hot jobs At the same time, companies in “traditional” sectors like fast-moving consumer goods, consumer electronics and retail sectors will continue investing and strengthening their e-commerce platforms. Some international brands may break into Asia by going online first, rather than opening brick-and-mortar stores. As a result of the sector’s exponential growth, the shortage of highcalibre candidates may affect companies that want to expand their digital offerings. Because of the high demand for talent, digital professionals, both at the senior and junior levels, tend to change jobs frequently, making it tough for companies to identify candidates that have strong and solid track records. Roles in regional digital marketing, social media, search engine marketing/optimisation, and strategic positions focused on improving mature e-commerce

platforms. More companies are investing in their digital functions and have shifted their budgets accordingly to accommodate this new direction. Consequently, there will be an increase in digital headcount in the near future. However, because of talent shortages, employers may have to offer increments of 20-30% to attract quality candidates. 2017 Hong Kong Salary & Employment Outlook | 11 Source: http://www.doksinet Salary Benchmarks DIGITAL Agency ROLE SALARY RANGE (HKD000) MIDPOINT (HKD000) SEO/SEM Executive 180 – 360 270 SEO/SEM Manager 360 – 660 510 SEO/SEM Director 660 – 960 810 Affiliates Manager 360 – 850 605 Advertising Operations Manager 360 – 800 580 Head of Search 600 – 1,500 1,050 SALARY RANGE (HKD000) MIDPOINT (HKD000) In-house ROLE Digital Producer 180 – 420 300 Web Designer 180 – 600 390 Online/Digital Marketing Manager 300 – 780 540 Digital Acquisition Manager 300 – 780 540 Content Production Manager 240

– 720 480 Online Product Manager 336 – 840 588 Digital Project Manager 300 – 900 600 Director/Head of Digital 1,000 – 2,000 1,500 Social Media Executive 180 – 300 240 Social Media Manager 300 – 500 400 Senior Social Strategist 300 – 360 330 SEO/SEM Executive 180 – 300 240 Web Analytics Specialist 200 – 1,500 850 User Experience Specialist 200 – 1,200 700 E-commerce Executive 180 – 300 240 E-commerce Manager 300 – 840 570 Director/Head of e-commerce 900 – 1,500 1,200 Please note: 1. Market rates are becoming much less homogeneous; while we have taken great care, these salary ranges can only be approximate guides Since there are often specific circumstances relating to individual companies, please call us for additional information. 2 These figures are generally the total guaranteed remuneration (ie cash), excluding bonus/incentive schemes. 3 Variable and incentive schemes are becoming more common through the different

levels of management and are not included in these figures. 12 | 2017 Hong Kong Salary & Employment Outlook Source: http://www.doksinet Finance & Accounting Insights This year, the trend of having lean and efficient teams will continue, largely due to companies restructuring or re-engineering their processes. To cut costs and remain competitive, many companies are centralising their accounting functions to one location. Some companies have transferred their accounting operations to shared services centres in India or China. Many others have kept key functions in Hong Kong to ensure quality. The number of newly-created roles is expected to remain fairly consistent with 2016 and many companies remain optimistic about the sector’s health. In 2016, there was a strong flow of finance and accounting job opportunities largely replacement headcount particularly at the middle-management level. This trend is expected to continue through 2017. Fast-growing Chinese companies are

expected to continue to break into Hong Kong and expand, building up their finance teams and back office functions in the process. High quality finance and accounting talent, particularly middle managers, are expected to remain in strong demand. Top candidates are likely to consider multiple offers before making a decision. Hot jobs Internal auditors, financial planning and analysis roles, senior accountants, finance managers and corporate finance positions. Skills-wise, junior accounting candidates are now expected to be all-rounders rather than specialists and a hybrid of candidates with accounting and IT experience (for SAP and Oracle systems) are sought after. With the current emphasis on restructuring and re-engineering work processes, companies may hire candidates on a temporary basis to assist with these efforts. Financial planning and analysis professionals with strong business partnering skills and the ability to provide high-quality analysis and insight to key decision

makers are also in demand. 2017 Hong Kong Salary & Employment Outlook | 13 Source: http://www.doksinet Salary Benchmarks FINANCE & ACCOUNTING Transactional Accounting ROLE SALARY RANGE (HKD000) MIDPOINT (HKD000) Finance Assistant/Accounts Clerk 144 – 168 156 Accounts Payable/Receivable Assistant Accountant 192 – 240 216 AP/AR Accountant 264 – 312 288 Accounts Payable Manager (Qualified) 420 – 540 480 Senior Accounts Payable Manager 600 – 850 725 Payroll Officer/Payroll Executive 168 – 216 192 Senior Payroll Officer/Senior Payroll Executive 240 – 336 288 Assistant Payroll Manager 360 – 420 390 Payroll Manager 456 – 715 585 Credit Manager 480 – 660 570 Credit Controller 660 – 780 720 Shared Service Center Director 1,000 – 1,500 1,250 Please note: 1. Market rates are becoming much less homogeneous; while we have taken great care, these salary ranges can only be approximate guides Since there are often specific

circumstances relating to individual companies, please call us for additional information. 2 These figures are generally the total guaranteed remuneration (ie cash), excluding bonus/incentive schemes. 3 Variable and incentive schemes are becoming more common through the different levels of management and are not included in these figures. 14 | 2017 Hong Kong Salary & Employment Outlook Source: http://www.doksinet Salary Benchmarks FINANCE & ACCOUNTING Qualified Accounting ROLE SALARY RANGE (HKD000) MIDPOINT (HKD000) Assistant Accountant (PQ/ Qualified) 264 – 288 276 Accountant (PQ/Qualified) 318 – 408 363 Senior Accountant (Qualified) 360 – 460 410 Financial Analyst/Business Analyst 348 – 400 374 Senior Financial Analyst 400 – 540 470 Internal Auditor (Regional/Local) 360 – 420 390 Assistant Audit Manager (Regional/ Local) 420 – 600 540 Audit Manager (Regional/Local) 600 – 1,000 800 Audit Director (Regional/Local) 1,000 – 2,000

1,500 Plant Controller, China 800 – 1,100 950 Country Finance Manager 600 – 720 660 Regional Finance Manager 600 – 840 720 Country Financial Controller 800 – 1,000 900 Country Financial Director 1,000 – 1,400 1,200 Regional Financial Controller 1,000 – 1,400 1,200 Regional Finance Director 1,400 – 2,000 1,700 Group Financial Controller (Listed Group) 1,000 – 1,800 1,400 Chief Financial Officer (Established Company) 1,500 – 3,000 2,250 Financial Planning and Analysis Manager 600 – 840 720 Head of Financial Planning and Analysis 1,000 – 1,600 1,300 Please note: 1. Market rates are becoming much less homogeneous; while we have taken great care, these salary ranges can only be approximate guides Since there are often specific circumstances relating to individual companies, please call us for additional information. 2 These figures are generally the total guaranteed remuneration (ie cash), excluding bonus/incentive schemes. 3 Variable

and incentive schemes are becoming more common through the different levels of management and are not included in these figures. 2017 Hong Kong Salary & Employment Outlook | 15 Source: http://www.doksinet Salary Benchmarks FINANCE & ACCOUNTING Treasury ROLE SALARY RANGE (HKD000) MIDPOINT (HKD000) Treasury Analyst (Regional/Local) 300 – 540 420 Treasury Manager (Regional/Local) 720 – 1000 860 Treasury Director (Regional/Local) 1,200 – 2,000 1,600 SALARY RANGE (HKD000) MIDPOINT (HKD000) Taxation ROLE Tax Analyst (Regional/Local) 420 – 540 480 Tax Manager (Regional/Local) 600 – 1,000 800 Tax Director (Regional/Local) 1,200 – 2,000 1,600 Regional Business Unit Controller 840 – 1,200 1,020 Corporate Finance/Investor Relations ROLE SALARY RANGE (HKD000) MIDPOINT (HKD000) Investor Relations Analyst 360 – 540 450 Investor Relations Manager 600 – 1,000 800 Investor Relations Director 1,000 – 1,800 1,400 Corporate Finance

Analyst 420 – 600 510 Corporate Finance Manager 720 – 1,200 960 Corporate Finance Director 1,000 – 2,000 1,500 Head of Corporate Finance/ Mergers & Acquisitions 1,500 – 3,000 2,250 Please note: 1. Market rates are becoming much less homogeneous; while we have taken great care, these salary ranges can only be approximate guides Since there are often specific circumstances relating to individual companies, please call us for additional information. 2 These figures are generally the total guaranteed remuneration (ie cash), excluding bonus/incentive schemes. 3 Variable and incentive schemes are becoming more common through the different levels of management and are not included in these figures. 16 | 2017 Hong Kong Salary & Employment Outlook Source: http://www.doksinet Financial Services Insights Insurance would be the key growth market for Hong Kong’s financial services sector in 2017. Main reasons include a focus on driving customer-centricity; the push

to sell insurance products online; and government flexibility surrounding regulations for insurers. Elsewhere, FCC (financial crime compliance) departments have continued their growth, with AML (anti-money laundering) being the biggest area of demand. In addition, AB&C (anti-bribery and corruption) and anti-fraud/investigations, once niche areas, are now also developing quickly. As a result, mid to senior-level Big 4 candidates looking to transition in-house will be able to do so relatively easily due to their sought-after forensic accounting skill sets. With an increase in newly-established Chinese trading platforms, professionals with market risk experience and skills are in great demand. Such professionals are needed to build up risk management teams that can effectively navigate volatile trading markets. To prevent unexpected losses, credit risk professionals are also sought after in banks that have lending functions. Hot jobs Senior operations leaders with securities

backgrounds as well as roles in fund administration, asset management, finance, compliance, risk, audit, product compliance advisory and financial crime compliance. In the corporate and investment banking (CIB) space, senior-level professionals (assistant vice-presidents and above) are in high demand. With the talent pool for such professionals being small, job seekers, especially those with good experience in financial markets/securities, can look forward to higher-than-average salary increments when moving to new roles. In general, junior-level employees may expect an average of 10-15% salary increment when shifting between roles. However, the increments for mid to senior-level candidates are slightly flatter and range between 0 and 15%. 2017 Hong Kong Salary & Employment Outlook | 17 Source: http://www.doksinet Salary Benchmarks FINANCIAL SERVICES Finance Financial Control – Investment Banking 2017 BONUS 2017 BONUS 2017 BONUS ROLE EXPERIENCE 2017 SALARY (HKD000)

LOW (%) MEDIUM (%) HIGH (%) Analyst 1 – 3 years 240 – 480 5 15 30 Associate/Assistant Vice President 3 – 6 years 500 – 750 5 15 30 Vice President 6 – 10 years 750 – 1,000 5 15 30 Senior Vice President/Director 10+ years 1,000 – 1,500 5 15 40 Country Chief Financial Officer 12+ years 1,500+ 5 20 50 Regional Chief Financial Officer 15+ years 2,000+ 5 25 60 Management Reporting/FP&A ROLE EXPERIENCE 2017 SALARY (HKD000) 2017 BONUS 2017 BONUS 2017 BONUS LOW (%) MEDIUM (%) HIGH (%) Analyst 1 – 3 years 240 – 500 5 15 25 Associate/Assistant Vice President 3 – 6 years 500 – 750 5 15 30 Vice President 6 – 10 years 800 – 1,200 5 15 30 Executive Director 10+ years 1,200 – 1,500 5 15 40 Managing Director/Head 15+ years 1,500+ 5 25 60 2017 BONUS 2017 BONUS 2017 BONUS LOW (%) MEDIUM (%) HIGH (%) Regulatory Finance ROLE EXPERIENCE 2017 SALARY (HKD000) Analyst 1 – 3 years

240 – 500 5 15 25 Associate/Assistant Vice President 3 – 6 years 500 – 750 5 15 30 Vice President 6 – 10 years 800 – 1,200 5 15 30 Executive Director 10+ years 1,200 – 1,500 5 15 40 Managing Director/Head 15+ years 1,500+ 5 25 60 Please note: 1. Market rates are becoming much less homogeneous; while we have taken great care, these salary ranges can only be approximate guides Since there are often specific circumstances relating to individual companies, please call us for additional information. 2 These figures are generally the total guaranteed remuneration (ie cash), excluding bonus/incentive schemes. 3 Variable and incentive schemes are becoming more common through the different levels of management and are not included in these figures. 18 | 2017 Hong Kong Salary & Employment Outlook Source: http://www.doksinet Salary Benchmarks FINANCIAL SERVICES Finance Product Control 2017 BONUS 2017 BONUS 2017 BONUS ROLE EXPERIENCE 2017

SALARY (HKD000) LOW (%) MEDIUM (%) HIGH (%) Analyst 1 – 3 years 300 – 500 5 15 25 Associate/Assistant Vice President 3 – 6 years 500 – 950 5 15 30 Vice President 6 – 10 years 950 – 1,300 5 15 30 Executive Director 10+ years 1,300 – 1,600 5 20 50 Manging Director/Head 15+ years 1,600 10 25 60 2017 BONUS 2017 BONUS 2017 BONUS Valuations ROLE EXPERIENCE 2017 SALARY (HKD000) LOW (%) MEDIUM (%) HIGH (%) Analyst 1 – 3 years 300 – 500 5 15 25 Associate/Assistant Vice President 3 – 6 years 500 – 950 5 15 30 Vice President 6 – 10 years 950 – 1,300 10 15 30 Executive Director 10+ years 1,300 – 1,600 10 20 50 Managing Director/Head 15+ years 1,600 10 20 60 2017 BONUS 2017 BONUS 2017 BONUS Tax ROLE EXPERIENCE 2017 SALARY (HKD000) LOW (%) MEDIUM (%) HIGH (%) Analyst 1 – 3 years 300 – 600 5 10 25 Associate/Assistant Vice President 3 – 6 years 600 – 900 5 15 30 Vice

President 6 – 10 years 900 – 1,300 5 20 30 Executive Director 10+ years 1,300 – 1,500 5 20 50 Managing Director/Head 15+ years 1,500+ 5 20 50 Please note: 1. Market rates are becoming much less homogeneous; while we have taken great care, these salary ranges can only be approximate guides Since there are often specific circumstances relating to individual companies, please call us for additional information. 2 These figures are generally the total guaranteed remuneration (ie cash), excluding bonus/incentive schemes. 3 Variable and incentive schemes are becoming more common through the different levels of management and are not included in these figures. 2017 Hong Kong Salary & Employment Outlook | 19 Source: http://www.doksinet Salary Benchmarks FINANCIAL SERVICES Finance Treasury 2017 BONUS 2017 BONUS 2017 BONUS ROLE EXPERIENCE 2017 SALARY (HKD000) LOW (%) MEDIUM (%) HIGH (%) Analyst 1 – 3 years 300 – 600 5 10 25 Associate/Assistant

Vice President 3 – 6 years 600 – 900 5 15 50 Vice President 6 – 10 years 900 – 1,300 5 20 50 Executive Director 10+ years 1,300 – 1,500 5 20 60 Managing Director/Head 15+ years 1,500+ 5 20 60 2017 BONUS 2017 BONUS 2017 BONUS Project Accounting ROLE EXPERIENCE 2017 SALARY (HKD000) LOW (%) MEDIUM (%) HIGH (%) Analyst 1 – 3 years 200 – 450 0 15 25 Associate/Assistant Vice President 3 – 6 years 450 – 700 5 15 30 Vice President 6 – 10 years 700 – 1,100 5 15 30 Executive Director 10+ years 1,100 – 1,400 5 15 50 Head 15+ years 1,400+ 5 20 50 2017 BONUS 2017 BONUS 2017 BONUS Fund Accounting – Investment Management ROLE EXPERIENCE 2017 SALARY (HKD000) LOW (%) MEDIUM (%) HIGH (%) Analyst 1 – 3 years 180 – 300 5 10 25 Associate/Assistant Manager 3 – 5 years 300 – 500 5 10 30 Manager 5 – 7 years 500 – 800 5 10 30 Senior Manager 7 – 10 years 800 – 1,200 5 15 50

Director/Head 10+ years 1,200+ 5 15 50 Please note: 1. Market rates are becoming much less homogeneous; while we have taken great care, these salary ranges can only be approximate guides Since there are often specific circumstances relating to individual companies, please call us for additional information. 2 These figures are generally the total guaranteed remuneration (ie cash), excluding bonus/incentive schemes. 3 Variable and incentive schemes are becoming more common through the different levels of management and are not included in these figures. 20 | 2017 Hong Kong Salary & Employment Outlook Source: http://www.doksinet Salary Benchmarks FINANCIAL SERVICES Finance Corporate Accounting – Investment Management 2017 BONUS 2017 BONUS 2017 BONUS ROLE EXPERIENCE 2017 SALARY (HKD000) LOW (%) MEDIUM (%) HIGH (%) Analyst 1 – 3 years 180 – 300 5 10 25 Associate/Assistant Manager 3 – 5 years 300 – 600 5 10 30 Manager 5 – 7 years 600 – 800

5 10 30 Senior Manager 7 – 10 years 800 – 1,000 5 25 60 Director 10+ years 1,000 – 1,800 10 25 60 Country Chief Financial Officer 12+ years 1,800 – 2,500 10 30 50 Regional Chief Financial Officer 15+ years 2,500+ 10 25 60 2017 BONUS 2017 BONUS 2017 BONUS 2017 SALARY (HKD000) LOW (%) MEDIUM (%) HIGH (%) Financial Control – Insurance ROLE EXPERIENCE Analyst 1 – 3 years 240 – 480 5 15 30 Assistant Manager 3 – 5 years 500 – 750 5 15 30 Manager 5 – 7 years 750 – 1,000 5 15 30 Senior Manager 7 – 10 years 900 – 1,200 5 15 40 Financial Controller 10+ years 1,000+ 10 20 40 Country Chief Financial Officer 12+ years 1,200+ 10 20 50 Regional Chief Financial Officer 15+ years 2,000+ 5 25 50 Please note: 1. Market rates are becoming much less homogeneous; while we have taken great care, these salary ranges can only be approximate guides Since there are often specific circumstances relating to

individual companies, please call us for additional information. 2 These figures are generally the total guaranteed remuneration (ie cash), excluding bonus/incentive schemes. 3 Variable and incentive schemes are becoming more common through the different levels of management and are not included in these figures. 2017 Hong Kong Salary & Employment Outlook | 21 Source: http://www.doksinet Salary Benchmarks FINANCIAL SERVICES Internal Audit Investment Banking 2017 BONUS 2017 BONUS 2017 BONUS ROLE EXPERIENCE 2017 SALARY (HKD000) LOW (%) MEDIUM (%) HIGH (%) Analyst 1 – 3 years 300 – 420 5 15 25 Associate/Assistant Vice President 3 – 6 years 450 – 900 10 20 30 Vice President 6 – 10 years 900 – 1,400 15 20 30 Executive Director 10+ years 1,400 – 1,900 30 30 50 Managing Director/Head 15+ years 1,900 40 40 50 2017 BONUS 2017 BONUS 2017 BONUS EXPERIENCE 2017 SALARY (HKD000) LOW (%) MEDIUM (%) HIGH (%) Investment Management

ROLE Analyst 1 – 3 years 320 – 400 0 15 30 Associate/Assistant Manager 3 – 5 years 400 – 650 0 15 40 Manager 5 – 7 years 650 – 1,000 10 25 60 Senior Manager 7 – 10 years 1,000 – 1,400 10 25 60 Director/Head of Audit 10+ years 1,400+ 10 25 60 2017 BONUS 2017 BONUS 2017 BONUS EXPERIENCE 2017 SALARY (HKD000) LOW (%) MEDIUM (%) HIGH (%) Insurance ROLE Auditor 1 – 3 years 320 – 400 5 10 25 Assistant Manager 3 – 5 years 400 – 650 5 10 30 Manager 5 – 7 years 650 – 1,000 10 25 40 Senior Manager 7 – 10 years 1,000 – 1,400 15 25 50 Director/Head of Audit 10+ years 1,400+ 20 25 50 Please note: 1. Market rates are becoming much less homogeneous; while we have taken great care, these salary ranges can only be approximate guides Since there are often specific circumstances relating to individual companies, please call us for additional information. 2 These figures are generally the total guaranteed

remuneration (ie cash), excluding bonus/incentive schemes. 3 Variable and incentive schemes are becoming more common through the different levels of management and are not included in these figures. 22 | 2017 Hong Kong Salary & Employment Outlook Source: http://www.doksinet Salary Benchmarks FINANCIAL SERVICES Risk Management Operational Risk 2017 BONUS 2017 BONUS 2017 BONUS ROLE EXPERIENCE 2017 SALARY (HKD000) LOW (%) MEDIUM (%) HIGH (%) Analyst 1 – 3 years 240 – 480 5 15 25 Associate/Assistant Vice President 3 – 6 years 500 – 850 5 15 30 Vice President 6 – 10 years 850 – 1,500 5 15 35 Executive Director 10+ years 1,500 – 2,000 5 20 40 Managing Director/Head 15+ years 2,000+ 5 20 50 2017 BONUS 2017 BONUS 2017 BONUS EXPERIENCE 2017 SALARY (HKD000) LOW (%) MEDIUM (%) HIGH (%) Market Risk ROLE Analyst 1 – 3 years 240 – 480 5 15 30 Associate/Assistant Vice President 3 – 6 years 500 – 900 10 15 30

Vice President 6 – 10 years 900 – 1,500 10 20 35 Executive Director 10+ years 1,500 – 2,000 10 20 40 Managing Director/Head 15+ years 2,000+ 10 20 60 2017 BONUS 2017 BONUS 2017 BONUS EXPERIENCE 2017 SALARY (HKD000) LOW (%) MEDIUM (%) HIGH (%) Credit Risk ROLE Analyst 1 – 3 years 240 – 480 5 15 30 Associate/Assistant Vice President 3 – 6 years 500 – 900 10 15 30 Vice President 6 – 10 years 900 – 1,500 10 20 35 Executive Director 10+ years 1,500 – 2,000 10 20 40 Managing Director/Head 15+ years 2,000+ 10 20 60 Please note: 1. Market rates are becoming much less homogeneous; while we have taken great care, these salary ranges can only be approximate guides Since there are often specific circumstances relating to individual companies, please call us for additional information. 2 These figures are generally the total guaranteed remuneration (ie cash), excluding bonus/incentive schemes. 3 Variable and incentive

schemes are becoming more common through the different levels of management and are not included in these figures. 2017 Hong Kong Salary & Employment Outlook | 23 Source: http://www.doksinet Salary Benchmarks FINANCIAL SERVICES Risk Management Quantitative Analysis 2017 BONUS 2017 BONUS 2017 BONUS ROLE EXPERIENCE 2017 SALARY (HKD000) LOW (%) MEDIUM (%) HIGH (%) Analyst 1 – 3 years 250 – 480 10 15 30 Associate/Assistant Vice President 3 – 6 years 500 – 800 5 10 30 Vice President 6 – 10 years 800 – 1,400 5 15 35 Executive Director 10+ years 1,400 – 2,000 10 20 40 Managing Director/Head 15+ years 2,000+ 10 20 60 2017 BONUS 2017 BONUS 2017 BONUS LOW (%) MEDIUM (%) HIGH (%) Compliance Investment Banking ROLE EXPERIENCE 2017 SALARY (HKD000) Analyst 1 – 3 years 300 – 500 5 15 30 Associate/Assistant Vice President 3 – 6 years 500 – 900 10 20 40 Vice President 6 – 10 years 950 – 1,400 10 20 40

Executive Director 10+ years 1,400 – 2,000 15 25 50 Managing Director/Head 15+ years 2,000+ 20 30 70 2017 BONUS 2017 BONUS 2017 BONUS Investment Management ROLE EXPERIENCE 2017 SALARY (HKD000) LOW (%) MEDIUM (%) HIGH (%) Analyst 1 – 3 years 320 – 450 0 15 30 Associate/Assistant Manager 3 – 5 years 450 – 700 0 15 40 Manager 5 – 7 years 700 – 1,100 10 25 60 Senior Manager 7 – 10 years 1,100 – 1,600 10 25 60 Director/Head 10+ years 1,600+ 10 25 60 Please note: 1. Market rates are becoming much less homogeneous; while we have taken great care, these salary ranges can only be approximate guides Since there are often specific circumstances relating to individual companies, please call us for additional information. 2 These figures are generally the total guaranteed remuneration (ie cash), excluding bonus/incentive schemes. 3 Variable and incentive schemes are becoming more common through the different levels of management

and are not included in these figures. 24 | 2017 Hong Kong Salary & Employment Outlook Source: http://www.doksinet Salary Benchmarks FINANCIAL SERVICES Compliance Insurance 2017 BONUS 2017 BONUS 2017 BONUS ROLE EXPERIENCE 2017 SALARY (HKD000) LOW (%) MEDIUM (%) HIGH (%) Assistant 1 – 3 years 300 – 500 5 15 30 Assistant Manager 3 – 5 years 500 – 900 10 20 40 Manager 5 – 7 years 950 – 1,400 10 20 40 Senior Manager 7 – 10 years 1,400 – 2,000 15 25 50 Director/Head 10+ years 1,800+ 20 30 70 2017 BONUS 2017 BONUS 2017 BONUS ROLE EXPERIENCE 2017 SALARY (HKD000) LOW (%) MEDIUM (%) HIGH (%) Analyst 1 – 3 years 300 – 500 10 20 30 Anti Money Laundering Associate/Assistant Vice President 3 – 6 years 500 – 900 10 20 40 Vice President 6 – 10 years 1,000 – 1,600 10 20 40 Executive Director 10+ years 1,600 – 2,200 15 25 50 Managing Director/Head 15+ years 1,800+ 20 30 70 Please note:

1. Market rates are becoming much less homogeneous; while we have taken great care, these salary ranges can only be approximate guides Since there are often specific circumstances relating to individual companies, please call us for additional information. 2 These figures are generally the total guaranteed remuneration (ie cash), excluding bonus/incentive schemes. 3 Variable and incentive schemes are becoming more common through the different levels of management and are not included in these figures. 2017 Hong Kong Salary & Employment Outlook | 25 Source: http://www.doksinet Salary Benchmarks FINANCIAL SERVICES Operations Settlements and Corporate Actions 2017 BONUS 2017 BONUS 2017 BONUS ROLE EXPERIENCE 2017 SALARY (HKD000) LOW (%) MEDIUM (%) HIGH (%) Analyst 1 – 3 years 180 – 300 5 10 25 Associate/Assistant Vice President 3 – 8 years 300 – 600 5 10 25 Vice President 8 – 12 years 600 – 840 5 15 30 Executive Director 12+ years 840 –

1,200 5 15 30 Managing Director/Head 15+ years 1,200+ 5 15 30 Trade and Sales Support 2017 BONUS 2017 BONUS 2017 BONUS ROLE EXPERIENCE 2017 SALARY (HKD000) LOW (%) MEDIUM (%) HIGH (%) Analyst 1 – 3 years 300 – 450 5 10 25 Associate/Assistant Vice President 3 – 8 years 450 – 800 5 15 25 Vice President 8 – 12 years 800 – 1,300 5 20 30 Executive Director 12+ years 1,300 – 1,600 5 20 30 Managing Director/Head 15+ years 1,600+ 5 25 40 2017 BONUS 2017 BONUS 2017 BONUS Client Services & Onboarding ROLE EXPERIENCE 2017 SALARY (HKD000) LOW (%) MEDIUM (%) HIGH (%) Analyst 1 – 3 years 180 – 360 5 15 25 Associate/Assistant Vice President 3 – 8 years 360 – 800 5 15 25 Vice President 8 – 12 years 800 – 1,000 5 15 30 Executive Director 12+ years 1,000 – 1,400 5 15 30 Managing Director/Head 15+ years 1,400+ 5 20 40 Please note: 1. Market rates are becoming much less homogeneous;

while we have taken great care, these salary ranges can only be approximate guides Since there are often specific circumstances relating to individual companies, please call us for additional information. 2 These figures are generally the total guaranteed remuneration (ie cash), excluding bonus/incentive schemes. 3 Variable and incentive schemes are becoming more common through the different levels of management and are not included in these figures. 26 | 2017 Hong Kong Salary & Employment Outlook Source: http://www.doksinet Salary Benchmarks FINANCIAL SERVICES Operations Project Operations 2017 BONUS 2017 BONUS 2017 BONUS ROLE EXPERIENCE 2017 SALARY (HKD000) LOW (%) MEDIUM (%) HIGH (%) Analyst 1 – 3 years 300 – 400 5 10 25 Associate/Assistant Vice President 3 – 8 years 450 – 800 5 15 25 Vice President 6 – 10 years 800 – 1,300 5 20 30 Executive Director 10+ years 1,300 – 1,600 5 20 30 Managing Director/Head 15+ years 1,600+ 5

25 40 Operations – Investment Management 2017 BONUS 2017 BONUS 2017 BONUS ROLE EXPERIENCE 2017 SALARY (HKD000) LOW (%) MEDIUM (%) HIGH (%) Analyst 1 – 3 years 300 – 450 0 15 30 Associate/Assistant Manager 3 – 5 years 450 – 840 0 15 30 Manager 5 – 7 years 840 – 1,300 10 25 50 Senior Manager 7 – 10 years 1,300 – 1,600 10 25 60 Director/Head 10+ years 1,600+ 10 25 60 Please note: 1. Market rates are becoming much less homogeneous; while we have taken great care, these salary ranges can only be approximate guides Since there are often specific circumstances relating to individual companies, please call us for additional information. 2 These figures are generally the total guaranteed remuneration (ie cash), excluding bonus/incentive schemes. 3 Variable and incentive schemes are becoming more common through the different levels of management and are not included in these figures. 2017 Hong Kong Salary & Employment Outlook | 27

Source: http://www.doksinet Salary Benchmarks FINANCIAL SERVICES Global Markets – Front Office Banking & Financial Markets Corporate Finance 2017 BONUS 2017 BONUS 2017 BONUS ROLE EXPERIENCE 2017 SALARY (HKD000) LOW (%) MEDIUM (%) HIGH (%) Analyst 1 – 3 years 300 – 720 5 25 50 Associate 3 – 6 years 720 – 1,500 20 35 100 Vice President 6 – 10 years 1,400 – 2,170 25 50 100 Director 10+ years 1,550 – 2,700 35 50 150 Managing Director 15+ years 2,300+ 35 50 100+ 2017 BONUS 2017 BONUS 2017 BONUS ROLE EXPERIENCE 2017 SALARY (HKD000) LOW (%) MEDIUM (%) HIGH (%) Research Associate 1 – 3 years 480 – 850 15 25 70 Equity Research Senior Research Associate 3 – 5 years 600 – 960 15 35 70 Writing Analyst 5 – 7 years 840 – 1,800 20 40 75+ Sector Head 7+ years 2,000+ 35 50 100+ 2017 BONUS 2017 BONUS 2017 BONUS Sales & Trading ROLE EXPERIENCE 2017 SALARY (HKD000) LOW (%) MEDIUM

(%) HIGH (%) Analyst 1 – 3 years 420 – 720 20 30 50 Associate 3 – 6 years 720 – 1,400 15 50 75 Vice President 6 – 10 years 1,400 – 2,170 25 50 75+ Director 10+ years 1,550 – 2,700 25 50 75+ Managing Director 15+ years 2,300+ 25 75 100+ Please note: 1. Market rates are becoming much less homogeneous; while we have taken great care, these salary ranges can only be approximate guides Since there are often specific circumstances relating to individual companies, please call us for additional information. 2 These figures are generally the total guaranteed remuneration (ie cash), excluding bonus/incentive schemes. 3 Variable and incentive schemes are becoming more common through the different levels of management and are not included in these figures. 28 | 2017 Hong Kong Salary & Employment Outlook Source: http://www.doksinet Salary Benchmarks FINANCIAL SERVICES Global Markets – Front Office Banking & Financial Markets Corporate

Banking Relationship Manager 2017 BONUS 2017 BONUS 2017 BONUS ROLE EXPERIENCE 2017 SALARY (HKD000) LOW (%) MEDIUM (%) HIGH (%) Analyst 1 – 3 years 300 – 500 5 12 25 Associate 3 – 6 years 450 – 850 8 25 50 Vice President 5 – 7 years 850 – 1,650 25 50 70 Director 7 – 12 years 1,600 – 2,200 35 50 70 Managing Director 12+ years 1,900+ 35 50 75 Structured and Project Finance 2017 BONUS 2017 BONUS 2017 BONUS ROLE EXPERIENCE 2017 SALARY (HKD000) LOW (%) MEDIUM (%) HIGH (%) Analyst 1 – 3 years 300 – 700 10 20 30 Associate 3 – 6 years 700 – 1,200 10 25 50 Vice President 5 – 7 years 1,150 – 1,650 25 50 70 Director 7 – 12 years 1,600 – 2,200 35 50 70 Managing Director 12+ years 1,900+ 35 50 75+ Transaction Banking and Trade & Commodity Finance ROLE EXPERIENCE 2017 SALARY (HKD000) 2017 BONUS 2017 BONUS 2017 BONUS LOW (%) MEDIUM (%) HIGH (%) Analyst 1 – 3 years 300 – 500

5 12 25 Associate 3 – 6 years 450 – 850 8 25 50 Vice President 5 – 7 years 850 – 1,650 25 50 70 Director 7 – 12 years 1,600 – 2,200 35 50 70 Managing Director 12+ years 1,900+ 35 50 75 Please note: 1. Market rates are becoming much less homogeneous; while we have taken great care, these salary ranges can only be approximate guides Since there are often specific circumstances relating to individual companies, please call us for additional information. 2 These figures are generally the total guaranteed remuneration (ie cash), excluding bonus/incentive schemes. 3 Variable and incentive schemes are becoming more common through the different levels of management and are not included in these figures. 2017 Hong Kong Salary & Employment Outlook | 29 Source: http://www.doksinet Salary Benchmarks FINANCIAL SERVICES Global Markets – Sector, Investment Management Investment Research (Equity and Fixed Income) 2017 BONUS 2017 BONUS 2017 BONUS

ROLE EXPERIENCE 2017 SALARY (HKD000) LOW (%) MEDIUM (%) HIGH (%) Analyst 1 – 3 years 300 – 700 5 12 25 Associate 3 – 6 years 700 – 1,200 15 25 50 Vice President 6 – 10 years 900 – 2,000 25 50 75 Director 10+ years 1,600 – 2,500 25 50 100 Managing Director 15+ years 1,800+ 25 50 100+ Portfolio and Fund Management 2017 BONUS 2017 BONUS 2017 BONUS ROLE EXPERIENCE 2017 SALARY (HKD000) LOW (%) MEDIUM (%) HIGH (%) Vice President 6 – 10 years 1,000 – 1,800 15 35 75 Director 10+ years 1,400 – 2,500 25 50 100 Managing Director 15+ years 1,800+ 25 50 100+ 2017 BONUS 2017 BONUS 2017 BONUS Institutional and Retail Fund Sales & Distribution ROLE EXPERIENCE 2017 SALARY (HKD000) LOW (%) MEDIUM (%) HIGH (%) Analyst 1 – 3 years 336 – 550 5 12 20 Associate 3 – 6 years 620 – 1,000 15 35 50 Vice President 6 – 10 years 720 – 1,680 15 50 65 Director 10+ years 1,300 – 2,000 25

50 75 Managing Director 15+ years 1,800+ 35 50 100 Please note: 1. Market rates are becoming much less homogeneous; while we have taken great care, these salary ranges can only be approximate guides Since there are often specific circumstances relating to individual companies, please call us for additional information. 2 These figures are generally the total guaranteed remuneration (ie cash), excluding bonus/incentive schemes. 3 Variable and incentive schemes are becoming more common through the different levels of management and are not included in these figures. 30 | 2017 Hong Kong Salary & Employment Outlook Source: http://www.doksinet Salary Benchmarks FINANCIAL SERVICES Global Markets – Sector, Investment Management Private Banking 2017 BONUS 2017 BONUS 2017 BONUS ROLE EXPERIENCE 2017 SALARY (HKD000) LOW (%) MEDIUM (%) HIGH (%) Private Banking Assistant 1 – 8 years 300 – 660 15 25 50 Assistant Private Banker 3 – 8 years 600 – 1,000 15

35 50 Junior Private Banker 5 – 10 years 1,000 – 1,950 15 50 100 Director 10+ years 1,600 – 2,500 25 50 100 Managing Director 15+ years 2,000+ 25 60 100+ 2017 BONUS 2017 BONUS 2017 BONUS ROLE EXPERIENCE 2017 SALARY (HKD000) LOW (%) MEDIUM (%) HIGH (%) Analyst 1 – 3 years 420 – 720 20 30 50 Private Equity Associate 3 – 6 years 720 – 1,500 25 50 100 Vice President 6 – 10 years 1,100 – 1,900 35 60 100 Director 10+ years 1,500 – 2,700 35 65 100+ Managing Director 15+ years 1,950+ 35 75 100+ Please note: 1. Market rates are becoming much less homogeneous; while we have taken great care, these salary ranges can only be approximate guides Since there are often specific circumstances relating to individual companies, please call us for additional information. 2 These figures are generally the total guaranteed remuneration (ie cash), excluding bonus/incentive schemes. 3 Variable and incentive schemes are becoming

more common through the different levels of management and are not included in these figures. 2017 Hong Kong Salary & Employment Outlook | 31 Source: http://www.doksinet Human Resources Insights The Human Resources (HR) landscape in Hong Kong is dominated by the accelerated growth of technology businesses and increased prominence of Chinese-headquartered businesses, which places pressure on the supply of highly qualified talent management professionals in the market. Hot jobs Medium-sized companies are hiring more HR generalists rather than specialists in order to streamline costs. In addition to senior HR business partners, entry to mid-level generalists who are flexible, able to multi-task, and willing to work across the full HR spectrum are in demand. Traditional specialist positions in recruitment, compensation and benefits, training and organisational change are still available, however mostly within larger organisations. Efforts to boost diversity have been gaining

ground in Hong Kong. For example, a number of international sell-side firms now have diversity champions located in Hong Kong, rather than abroad. The most highly sought-after HR professionals continue to be those who can partner businesses to further their priorities and provide tangible value as opposed to those who adopt a ‘service centre’ mindset. In addition, candidates who can demonstrate a track record of working with multiple large-scale HRIS systems will always be at an advantage, as Hong Kong organisations generally look to transition their manual systems to more sophisticated and digital platforms. Entry to mid-level HR professionals moving between roles can expect average salary increases of 10-15%. However, the average salary increase for senior and mid-level positions has now lowered to 8-10%. 32 | 2017 Hong Kong Salary & Employment Outlook HR business partners, HR generalists, talent management specialists, diversity specialists. Source: http://www.doksinet

Salary Benchmarks HUMAN RESOURCES Financial & Professional Services ROLE SALARY RANGE (HKD000) MIDPOINT (HKD000) HR Officer 240 – 420 330 HR Assistant Manager 420 – 540 480 HR Manager 600 – 900 750 HR Director 900 – 1,300 1,100 HR Vice President 1,200 – 1,500 1,350 HR Senior Vice President 1,500 – 2,200 1,850 Compensation & Benefits Manager 600 – 900 750 Compensation & Benefits Director 900 – 1,300 1,100 Recruiter 350 – 750 550 Campus Recruiter 600 – 1,200 900 Talent Acquisition/Recruitment Manager 600 – 1,000 800 Director of Talent Acquisition 1,000 – 1,600 1,300 Training Manager 600 – 800 700 HRIS Manager 600 – 800 700 Head of Organisational Development 1,000 – 1,300 1,100 Head of Learning & Development 1,000 – 1,300 1,100 Commerce ROLE SALARY RANGE (HKD000) MIDPOINT (HKD000) HR Officer 180 – 400 290 HR Assistant Manager 360 – 480 420 HR Manager 450 – 800 600 HR

Director 900 – 1,400 1,200 Regional HR Director 1,300 – 1,700 1,500 APAC Head of Human Resources 1,500 – 2,200 1,800 Compensation & Benefits Manager 480 – 700 600 Compensation & Benefits Director 1,000 – 1,500 1,200 Recruiter 300 – 600 450 Talent Acquisition/Recruitment Manager 480 – 650 550 Director of Talent Acquisition 840 – 1,200 1,000 Training Manager 500 – 700 600 HRIS Manager 480 – 850 650 Please note: 1. Market rates are becoming much less homogeneous; while we have taken great care, these salary ranges can only be approximate guides Since there are often specific circumstances relating to individual companies, please call us for additional information. 2 These figures are generally the total guaranteed remuneration (ie cash), excluding bonus/incentive schemes. 3 Variable and incentive schemes are becoming more common through the different levels of management and are not included in these figures. 2017 Hong Kong Salary

& Employment Outlook | 33 Source: http://www.doksinet Legal Insights Hong Kong’s legal sector enjoyed a steady 2016 although elements of caution did exist as a result of various macroeconomic factors. This year is expected to trend similarly, with an increasing number of new based-in-Hong Kong Chinese financial services firms seeking legal talent. Buy side will continue to grow within the financial services sector and employers will typically seek talent with asset management, private equity and fund house experience. Given the rising trend of Chinese securities and other buy side houses slowly establishing themselves in Hong Kong, lawyers who are familiar with SFC (Securities and Futures Commission) License Types (in particular 1, 4, 6 and 9) are massively in demand. However, global banks and multinational firms have slowed down recruiting due to the weaker economic climate and headcount issues. This may be a challenge for candidates who are keen to explore only positions in

global corporations as there will be fewer openings available. Within the in-house commerce sector, strong and stable activity across the technology, digital, real estate, media, telecommunications sectors as well as mainland Chinese companies with bases in Hong Kong is expected to continue. The hiring trends within private practice are similar to past years, although firms are now more cautious with hiring. Increasingly, more employers, especially Chinese companies based in Hong Kong, are seeking lawyers who have native Mandarin skills. Job seekers without this skill set will find it challenging to secure a new role as the demand for Mandarin speakers is rising exponentially. 34 | 2017 Hong Kong Salary & Employment Outlook Hot jobs Junior to mid-level lawyers in financial services, heads of legal/ general counsel (for start-ups), junior lawyers/senior paralegals (in in-house commerce) and all levels of company secretaries. Source: http://www.doksinet Salary Benchmarks LEGAL

Lawyer Private Practice SALARY RANGES (HKD’000) PLUS BONUS ROLE NEWLY QUALIFIED 1 PQE 2 PQE 3 PQE 4 PQE 5 PQE 6 PQE 7 – 8 PQE 9+ PQE Lawyers, International Law Firms1 720 – 1,020 840 – 1,032 936 – 1,248 936 – 1,248 1,020 – 1,440 1,044 – 1,440 1,080 – 1,500 1,200 – 1,800 1,440+ Lawyers, Magic Circle Firms2 960 – 984 1,008 – 1,128 1,068 – 1,200 1,344 – 1,404 1,188 – 1,440 1,236 – 1,680 1,620 – 1900 1,700+ 1,800+ The above table includes salary data collected from international law firms of varying sizes. The above table includes salary data collected from Magic Circle law firms. 1 2 Private Practice3 SALARY RANGES (USD’000) PLUS BONUS ROLE 1ST YEAR (CLASS OF 2015) 2ND YEAR 3RD YEAR 4TH YEAR 5TH YEAR 6TH YEAR 7TH YEAR 8TH YEAR 9TH YEAR Associate, New York rates USD180 USD190 USD210 USD235 USD260 USD280 USD300 USD315 USD330+ The above table includes salary data collected from US law firms

or US practices of international law firms where lawyers are paid on New York rates. 3 In-house Corporate4 SALARY RANGES (HKD’000) PLUS BONUS ROLE 0 – 2 YEARS 3 – 4 YEARS 5 – 6 YEARS 7 – 9 YEARS 10 – 15 YEARS 16 – 20 YEARS Non Listed Companies (Non Transactional Role) 420 – 600 576 – 720 660 – 960 720 – 1,200 1,000 – 1,500 1,200 – 1,560+ Non Listed Companies (Transactional Role) 480 – 660 576 – 780 660 – 1,020 960 – 1,320 1,200 – 1,560 1,300 – 1,680+ HK Listed Companies (Non Transactional Role) 540 – 780 600 – 1,000 720 – 1,200 960 – 1,380 1,200 – 1,680 1,320 – 1,800+ HK Listed Companies (Transactional Roles) 680 – 980 780 – 1,200 900 – 1,320 1,200 – 1,440 1,380 – 1,800+ 1,800 – 2,280+ Multinationals (Regional Coverage) 600 – 900 780 – 1,080 840 – 1,140 1,116 – 1,440 1,200 – 1,800+ 1,680 – 2,180+ Rates are not inclusive of General Counsels, for more detailed

information, please contact us directly. Bonus is often discretionary within though we have observed most candidates receiving around 1 to 3 months depending on the role/organisation. 4 Please note: 1. Market rates are becoming much less homogeneous; while we have taken great care, these salary ranges can only be approximate guides Since there are often specific circumstances relating to individual companies, please call us for additional information. 2 These figures are generally the total guaranteed remuneration (ie cash), excluding bonus/incentive schemes. 3 Variable and incentive schemes are becoming more common through the different levels of management and are not included in these figures. 2017 Hong Kong Salary & Employment Outlook | 35 Source: http://www.doksinet Salary Benchmarks LEGAL Lawyer In-house Financial Services1 SALARY RANGES (HKD’000) PLUS BONUS ROLE 0 – 2 YEARS 3 – 4 YEARS 5 – 6 YEARS 7 – 9 YEARS 10 – 14 YEARS 15+ YEARS

HEAD OF LEGAL Insurance Houses 480 – 660 600 – 840 720 – 1,020 936 – 1,300 1,140 – 1,440 1,380 – 1,600 1,500+ Asset Management & Other Buy Side Houses 600 – 780 720 – 1,080 900 – 1,200 1,100 – 1,450 1,350 – 1,700 1,500 – 2,500 1,680+ Global Banks 720 – 900 840 – 1,200 1,020 – 1,300 1,140 – 1,440 1,320 – 1,620 1,560 – 2,300 1,800+ Local Banks 480 – 660 540 – 780 660 – 900 744 – 1,100 960 – 1,440 1,320+ 1,600+ Chinese Investment Banks 540 – 660 660 – 1,000 720 – 1,200 960 – 1,380 1,020 – 1,500 1,300+ 1,800 – 2,200+ The above table includes salary data collected from international/investment banks, local banks, local and global insurance companies and buy side houses (such as fund/ private equity/security houses). Bonus is often discretionary within financial services though we have observed most candidates receiving at least 2 – 3 months There may be variance when a lawyer is working

in a buy side house or sitting with the business as a desk lawyer within an investment bank where bonus range tends to be higher on a case by case basis. 1 Regulatory Bodies SALARY RANGES (HKD’000) PLUS BONUS ROLE 0 – 2 YEARS 3 – 4 YEARS 5 – 6 YEARS 7 – 9 YEARS 10 – 14 YEARS 15+ YEARS Financial Regulators2 480 – 720 720 – 960 840 – 1,080 1,020 – 1,260 1,020 – 1,500 1,320 – 1,800+ Rates are not inclusive of Directors/Vice Presidents, for more detailed information, please contact us directly. Bonus is often discretionary/performance – based though we have observed most candidates receiving around 1 to 4 months depending on the role/organisation. 2 Please note: 1. Market rates are becoming much less homogeneous; while we have taken great care, these salary ranges can only be approximate guides Since there are often specific circumstances relating to individual companies, please call us for additional information. 2 These figures are

generally the total guaranteed remuneration (ie cash), excluding bonus/incentive schemes. 3 Variable and incentive schemes are becoming more common through the different levels of management and are not included in these figures. 36 | 2017 Hong Kong Salary & Employment Outlook Source: http://www.doksinet Salary Benchmarks LEGAL Company Secretaries Private Practice ROLE EXPERIENCE HKICS/ICSA QUALIFICATION SALARY RANGE (HKD’000) PLUS BONUS Clerk (Search and Filing) 0 – 2 years N/A 144 – 240 Company Secretarial Assistant 3 – 4 years Student Member 162 – 300 Senior Company Secretarial Assistant 5 – 6 years Student/Associate Member 216 – 324 Company Secretarial Supervisor I/II 7 – 9 years Associate Member 324 – 576 Company Secretary Manager 10+ years Associate Member 500+ Department Head (Corporate Services) 10+ years Associate Member 700+ ROLE EXPERIENCE HKICS/ICSA QUALIFICATION SALARY RANGE (HKD’000) PLUS BONUS Company

Secretarial Assistant 0 – 2 years Student Member 180 – 300 Company Secretarial Officer 3 – 4 years Student Member 240 – 396 Senior Company Secretarial Officer 5 – 6 years Student/Associate 312 – 540 Assistant Company Secretarial Manager 7 – 9 years Associate Member 450 – 680 Company Secretarial Manager 10 – 13 years Associate Member 600 – 900 Company Secretary 14+ years Associate Member 900+ ROLE EXPERIENCE HKICS/ICSA QUALIFICATION SALARY RANGE (HKD’000) PLUS BONUS Company Secretarial Assistant 0 – 2 years Student Member 144 – 250 Company Secretarial Officer 3 – 4 years Student Member 250 – 400 Senior Company Secretarial Officer 5 – 6 years Student/Associate 336 – 540 Assistant Company Secretarial Manager 7 – 9 years Associate Member 420 – 660 Company Secretarial Manager 10 – 13 years Associate Member 600 – 816 Senior Company Secretary Manager 14+ years Associate Member 660 – 840+ Named

Company Secretary 15+ years Associate Member 660 – 960+ Financial Services In-house Commerce Please note: The above table includes salary data collected from international law firms, HK private and listed companies, multinational corporation, international/investment banks, local banks, local and global insurance companies and fund/private, equity/security houses, individual companies. Please call us for additional information 2017 Hong Kong Salary & Employment Outlook | 37 Source: http://www.doksinet Salary Benchmarks LEGAL Paralegals and Other Legal Support Roles Private Practice SALARY RANGES (HKD’000) PLUS BONUS ROLE EXPERIENCE DOMESTIC INTERNATIONAL Paralegal 0 – 3 years 144 – 240 228 – 360 Paralegal 4 – 7 years 220 – 360 300 – 432 Senior Paralegal 5+ years 300+ 432 – 576+ Translator Entry level – 144 – 216 Translator 2 – 6 years – 192 – 480 Translator 6+ years – 400+ Librarian/Knowledge Management Officer 0

– 2 years – 216 – 276 Librarian/Knowledge Manager 3 – 7 years – 300 – 480 Knowledge Manager (Department Head) 8+ years – 600+ In-house – Financial Services1 SALARY RANGES (HKD’000) PLUS BONUS ROLE EXPERIENCE DOMESTIC INTERNATIONAL PRC BASED Paralegal/Legal Assistant 0 – 2 years 180 – 250 240 – 336 180 – 300 Paralegal/Legal Executive or Officer/Contracts Specialist 3 – 5 years 216 – 420 330 – 420 280 – 420 Senior Paralegal/Senior Legal Executive or Officer/Senior Contracts Specialist 5 – 6 years 360 – 480 390 – 504 384 – 510 Assistant Manager or Legal Manager/Contracts Manager 7 – 8 years 420 – 540 480 – 660 480 – 624 Legal Manager/Contracts Manager 9 – 10 years 516 – 720 636 – 780 600 – 750 Senior Legal Manager/Senior Contracts Manager 10+ years 600+ 750+ 696+ Titles are less uniform and may vary for non-qualified/paralegals within in-house corporate. The roles include those

specialising in at least two of the following areas – legal, compliance, corporate governance, FCPA/Anti-bribery, company secretarial, intellectual property. 1 Please note: 1. Market rates are becoming much less homogeneous; while we have taken great care, these salary ranges can only be approximate guides Since there are often specific circumstances relating to individual companies, please call us for additional information. 2 These figures are generally the total guaranteed remuneration (ie cash), excluding bonus/incentive schemes. 3 Variable and incentive schemes are becoming more common through the different levels of management and are not included in these figures. 38 | 2017 Hong Kong Salary & Employment Outlook Source: http://www.doksinet Salary Benchmarks LEGAL Paralegals and Other Legal Support Roles In-house – Commerce1 SALARY RANGES (HKD’000) PLUS BONUS ROLE EXPERIENCE HK LISTED/DOMESTIC COMPANIES MULTINATIONAL CORPORATIONS Legal

Assistant/Contracts Administrator 0 – 2 years 144 – 300 180 – 330 Paralegal/Legal Executive or Officer 3 – 5 years 300 – 450 330 – 480 Senior Paralegal/Senior Legal Executive or Officer 6 – 8 years 450 – 600 480 – 680 Assistant Manager or Legal Manager/Contracts Manager 9 – 12 years 520 – 820 520 – 840 Senior Legal Manager/Senior Contracts Manager 13+ years 780+ 820+ Titles are less uniform and may vary for non-qualified/paralegals within in-house corporate. The roles include those specialising in at least two of the following areas – legal, compliance, corporate governance, FCPA/Anti-bribery, company secretarial, intellectual property. 1 Please note: The above table includes salary data collected from international law firms, HK private and listed companies, multinational corporation, international/investment banks, local banks, local and global insurance companies and fund/private, equity/security houses, individual

companies. Please call us for additional information 2017 Hong Kong Salary & Employment Outlook | 39 Source: http://www.doksinet Marketing Insights From a marketing perspective, the insurance sector is poised to grow further this year, due in part to Hong Kong’s position as a key regional finance hub and it is a significant growth focus within this sector. The property sector is also expected to be a high growth industry as well, with companies recruiting for integrated marketers or seasoned CRM (customer relationship management) professionals to support digitalisation efforts. Lifestyle and food and beverage brands are expected to do well this year, and marketing professionals with experience in these sectors are likely to be sought after. On the same note, law firms and advertising agencies are also recruiting more marketers and business developers to pitch and win new businesses across a competitive landscape. In general, integrated marketing professionals will continue to

be in high demand as most companies go digital or set up e-commerce platforms. Candidates with strong Chinese language skills will also be sought after. With Hong Kong being a good springboard for Western companies to enter Greater China and for mainland Chinese companies to go global, marketing professionals with solid exposure to the Chinese market will be in demand. Such candidates will need to have solid work experience in China and a deep grasp of the country’s culture. Those who are able to effectively translate Chinese to English and vice-versa, and are able to demonstrate their creativity will be attractive to employers as well. Overall, candidates switching between roles may look forward to a 10-15% salary increase. 40 | 2017 Hong Kong Salary & Employment Outlook Hot jobs CRM and digital roles, business development managers, account directors, integrated marketing specialists. Source: http://www.doksinet Salary Benchmarks MARKETING Consumer Products and FMCG

Brand & Product Development ROLE SALARY RANGE (HKD000) MIDPOINT (HKD000) Brand Executive/Product Executive 192 – 264 228 Assistant Brand Manager/Assistant Product Manager 276 – 348 312 Brand Manager/Product Manager 348 – 540 444 Senior Brand Manager/Senior Product Manager 500 – 720 610 Research, Product Development and Planning Manager 450 – 900 675 Marketing ROLE SALARY RANGE (HKD000) MIDPOINT (HKD000) Trade Marketing Executive 216 – 336 276 Trade Marketing Manager 384 – 700 542 Marketing Executive 216 – 336 276 Marketing Manager 384 – 800 592 Marketing Director 1,000 – 1,500 1,250 ROLE SALARY RANGE (HKD000) MIDPOINT (HKD000) Public Relations Executive 180 – 320 250 Public Relations Manager 360 – 700 530 Public Relations Director 1,000 – 1,200 1,100 Public Relations Please note: 1. Market rates are becoming much less homogeneous; while we have taken great care, these salary ranges can only be approximate

guides Since there are often specific circumstances relating to individual companies, please call us for additional information. 2 These figures are generally the total guaranteed remuneration (ie cash), excluding bonus/incentive schemes. 3 Variable and incentive schemes are becoming more common through the different levels of management and are not included in these figures. 2017 Hong Kong Salary & Employment Outlook | 41 Source: http://www.doksinet Salary Benchmarks MARKETING Financial Services Marketing, Public Relations & Communications ROLE SALARY RANGE (HKD000) MIDPOINT (HKD000) Philanthropy/Corporate Social Responsibility 216 – 360 288 Marketing Communications Assistant/Executive 216 – 360 288 Marketing Communications Manager 360 – 800 580 Marketing Communications Director 1,000 – 1,500 1,250 Internal Communications Executive 216 – 360 288 Internal Communications Manager 360 – 800 580 Internal Communications Director 900 – 1,200

1,050 Public Relations/Corporate Communications Executive 216 – 360 288 Public Relations/Corporate Communications Manager 360 – 800 580 Public Relations/Corporate Communications Director 900 – 1,700 1,300 Event Management ROLE SALARY RANGE (HKD000) MIDPOINT (HKD000) Event Coordinator 216 – 360 288 Event Planner 240 – 360 300 Events Manager 360 – 700 530 Head of Events 1,000 – 1,500 1,250 SALARY RANGE (HKD000) MIDPOINT (HKD000) Research ROLE Market Research Executive 144 – 240 192 Market Research Manager 300 – 700 500 Market Research Director 900 – 1,400 1,150 Please note: 1. Market rates are becoming much less homogeneous; while we have taken great care, these salary ranges can only be approximate guides Since there are often specific circumstances relating to individual companies, please call us for additional information. 2 These figures are generally the total guaranteed remuneration (ie cash), excluding bonus/incentive

schemes. 3 Variable and incentive schemes are becoming more common through the different levels of management and are not included in these figures. 42 | 2017 Hong Kong Salary & Employment Outlook Source: http://www.doksinet Salary Benchmarks MARKETING Financial Services Media ROLE SALARY RANGE (HKD000) MIDPOINT (HKD000) Media Relations Executive 144 – 240 192 Media Relations Manager 300 – 420 360 Media Relations Director 900 – 1,400 1,150 IT & Telecommunications Marketing, Public Relations & Communications ROLE SALARY RANGE (HKD000) MIDPOINT (HKD000) Assistant Marketing Communications Manager 300 – 450 375 Marketing Communications Manager/Regional Communications Manager/Public Relations Manager 360 – 900 630 Marketing Communications Director/Public Relations Director 900 – 1,500 1,200 Manufacturing/Industrial Marketing ROLE SALARY RANGE (HKD000) MIDPOINT (HKD000) Marketing Specialist 156 – 336 246 Product Marketing Manager

360 – 600 480 Marketing Manager 500 – 800 650 Please note: 1. Market rates are becoming much less homogeneous; while we have taken great care, these salary ranges can only be approximate guides Since there are often specific circumstances relating to individual companies, please call us for additional information. 2 These figures are generally the total guaranteed remuneration (ie cash), excluding bonus/incentive schemes. 3 Variable and incentive schemes are becoming more common through the different levels of management and are not included in these figures. 2017 Hong Kong Salary & Employment Outlook | 43 Source: http://www.doksinet Salary Benchmarks MARKETING Media/Entertainment Event Management & Marketing ROLE SALARY RANGE (HKD000) MIDPOINT (HKD000) Assistant Marketing Manager 300 – 500 400 Circulation/Marketing Manager 300 – 600 450 Marketing Manager 360 – 700 530 Events Manager 300 – 700 500 Circulation/Marketing Director 900 –

1,200 1,050 Professional Services Marketing, Public Relations & Communications ROLE SALARY RANGE (HKD000) MIDPOINT (HKD000) Marketing Executive 216 – 600 408 Marketing Manager 360 – 800 580 Marketing Director 900 – 1,500 1,200 Research Manager 360 – 800 580 Public Relations/Media Communications Manager 360 – 850 605 Please note: 1. Market rates are becoming much less homogeneous; while we have taken great care, these salary ranges can only be approximate guides Since there are often specific circumstances relating to individual companies, please call us for additional information. 2 These figures are generally the total guaranteed remuneration (ie cash), excluding bonus/incentive schemes. 3 Variable and incentive schemes are becoming more common through the different levels of management and are not included in these figures. 44 | 2017 Hong Kong Salary & Employment Outlook Source: http://www.doksinet Procurement & Supply Chain Insights Hong

Kong is still a buoyant place for procurement, as companies see the strategic importance of having procurement experts in the region to liaise with Asia Pacific stakeholders. However, most organisations across sectors and industries are expected to be cautious in their hiring plans for 2017 due to weaker global trade. Hot jobs As Hong Kong’s population continues to rise, the healthcare sector has also seen a corresponding increase in medical institutions and facilities as well as new products. This has resulted in a rise in demand for research and development, regulatory, quality and field service engineering roles. On the same note, more companies are now applying advanced technology to their products for higher efficiency, in line with customer demands. The connected device market, in particular, has been enjoying high growth in recent years and this trend is expected to continue in 2017. Roles in regional/global procurement, process improvement, costing, technical engineering

and advanced technology engineering. More fashion brands are now establishing online platforms and supply chain processes in Hong Kong, and a small number of lifestyle start-ups have started importing fine foods and consumer electronics through e-commerce channels. As a result, there is a growing need for logistic experts or fourth-party logistic companies to manage inventories, turnaround times, courier costs and custom clearances. Skill set-wise, companies are gradually moving away from procurement generalists, preferring to hire category managers who are able to work across markets. With companies streamlining processes, Lean/Six Sigma practitioners are now highly sought after. Already, there is rising demand for such practitioners from the banking, insurance and legal sectors. Job seekers moving between jobs can expect salary increments of 10-15%, similar to 2016. 2017 Hong Kong Salary & Employment Outlook | 45 Source: http://www.doksinet Salary Benchmarks PROCUREMENT

& SUPPLY CHAIN Procurement ROLE SALARY RANGE (HKD000) MIDPOINT (HKD000) Procurement Officer 140 – 180 160 Senior Procurement Officer 168 – 330 249 Assistant Procurement Manager 340 – 480 410 Procurement Manager 420 – 780 600 Senior Procurement Manager/ Regional Manager 600 – 840 720 Director 780 – 1,000 890 Regional Head 1,000 – 1,500 1,250 Global Head 1,800+ – Logistics/Warehousing/Distribution Warehousing ROLE SALARY RANGE (HKD000) MIDPOINT (HKD000) Warehouse Supervisor 200 – 260 230 Assistant Warehouse Manager 260 – 360 310 Warehouse Manager 360 – 500 430 Warehouse Operations and Logistics Manager 420 – 720 570 Regional Warehouse Operations and Logistics Manager 720 – 1,100 910 Logistics ROLE SALARY RANGE (HKD000) MIDPOINT (HKD000) Logistics Supervisor 200 – 280 240 Assistant Logistics Manager 300 – 400 350 Logistics Manager 400 – 660 530 Senior Logistics Manager 480 – 780 640 Director

900 – 1,000 950 Vice President – Operations and Logistics 1,250 – 1,500 1,375 Please note: 1. Market rates are becoming much less homogeneous; while we have taken great care, these salary ranges can only be approximate guides Since there are often specific circumstances relating to individual companies, please call us for additional information. 2 These figures are generally the total guaranteed remuneration (ie cash), excluding bonus/incentive schemes. 3 Variable and incentive schemes are becoming more common through the different levels of management and are not included in these figures. 46 | 2017 Hong Kong Salary & Employment Outlook Source: http://www.doksinet Salary Benchmarks PROCUREMENT & SUPPLY CHAIN Supply Chain ROLE SALARY RANGE (HKD000) MIDPOINT (HKD000) Planner/Analyst 140 – 320 230 Senior Planner/Senior Analyst 300 – 360 330 Assistant Supply Chain/Planning Manager 330 – 450 390 Supply Chain Manager 480 – 600 540 Regional

Supply Chain Manager (APAC) 600 – 840 720 Supply Chain Director 780 – 1,000 890 Head of Supply Chain 1,200+ – ROLE SALARY RANGE (HKD000) MIDPOINT (HKD000) Project Management 144 – 1,200 672 Engineering (Manufacturing, Mechanical, Electrical and Electronic) 144 – 1,200 672 Engineering Manufacturing & Production ROLE SALARY RANGE (HKD000) MIDPOINT (HKD000) Material Planning and Control Supervisor 300 – 360 330 Material Planning and Control Manager 360 – 500 430 Production Manager 400 – 650 525 Factory/Plant Manager 480 – 840 660 General Manager 720 – 1,200 960 Please note: 1. Market rates are becoming much less homogeneous; while we have taken great care, these salary ranges can only be approximate guides Since there are often specific circumstances relating to individual companies, please call us for additional information. 2 These figures are generally the total guaranteed remuneration (ie cash), excluding bonus/incentive

schemes. 3 Variable and incentive schemes are becoming more common through the different levels of management and are not included in these figures. 2017 Hong Kong Salary & Employment Outlook | 47 Source: http://www.doksinet Salary Benchmarks PROCUREMENT & SUPPLY CHAIN Quality/Compliance/Process Improvement Operations ROLE SALARY RANGE (HKD000) MIDPOINT (HKD000) Senior Officer, Process Improvement 234 – 325 280 Assistant Manager, Process Improvement 325 – 400 363 Manager of Process Improvement/ Operations Excellence 400 – 720 560 Director of Process Improvement/ Operations Excellence 720 – 1,200 960 Quality Assurance & Compliance ROLE SALARY RANGE (HKD000) MIDPOINT (HKD000) Quality Assurance Officer 180 – 320 250 Quality Assurance Senior Officer 240 – 320 280 Quality Assurance Assistant Manager 390 – 450 420 Quality Assurance Manager 420 – 650 535 Quality Assurance Director 780 – 1,000 890 Head of Quality Assurance

1,300+ – Please note: 1. Market rates are becoming much less homogeneous; while we have taken great care, these salary ranges can only be approximate guides Since there are often specific circumstances relating to individual companies, please call us for additional information. 2 These figures are generally the total guaranteed remuneration (ie cash), excluding bonus/incentive schemes. 3 Variable and incentive schemes are becoming more common through the different levels of management and are not included in these figures. 48 | 2017 Hong Kong Salary & Employment Outlook Source: http://www.doksinet Property & Construction Insights Overall, the property and construction market has been affected by the weak retail sector, property tax policy and market sentiment. Therefore, Hong Kong property investors have started diversifying their real estate investment focus to overseas markets like Vietnam, Myanmar, Indonesia and Saipan. As a result, professionals who have

international real estate experience will be sought after. However, investors from China have started to inject more funds into Hong Kong because of the Renminbi’s depreciation, government policy and evident market slowdown in China. Therefore, quantity surveyors, architects and building services specialists with expertise in residential projects will be in demand. With the Hong Kong government’s emphasis on technological innovation, demand for candidates with experience working on sustainable building projects is likely to increase. On the financial services side, more real estate equity funds are recruiting professionals like investment managers, architects, engineers and investment managers to study the return on investments on Hong Kong and China’s redevelopment projects. This is because real estate companies are shifting their focus from developing new projects to enhancing assets on existing properties for sales purposes. Hot jobs Project managers, architects, building

services engineers, facilities managers, real estate managers, leasing professionals, portfolio managers. Skills in demand include expertise in residential projects, data centres, green development projects, large mixed-use developments in Asia, facilities management and leasing. Job seekers moving between jobs may expect average salary increases of 10 to 15%. 2017 Hong Kong Salary & Employment Outlook | 49 Source: http://www.doksinet Salary Benchmarks PROPERTY & CONSTRUCTION Consultancy ROLE SALARY RANGE (HKD000) MIDPOINT (HKD000) Property Officer 150 – 320 235 Property Manager 400 – 600 500 Project Engineer 280 – 350 315 Project Manager 600 – 750 675 Project Director 1,000 – 1,500 1,250 Leasing Officer 220 – 320 270 Leasing Manager 350 – 500 425 Design Manager 420 – 850 635 Facilities Officer 210 – 300 255 Facilities Manager 360 – 550 455 Facilities Director 900 – 1,500 1,200 Valuations Manager 360 – 600 480

Head of Valuations 900 – 1,500 1,200 SALARY RANGE (HKD000) MIDPOINT (HKD000) Corporate Real Estate ROLE Building Services Engineer 360 – 550 455 Technical Services Manager 420 – 750 585 Facilities Officer 220 – 320 270 Facilities Manager 420 – 650 535 Project Manager 600 – 850 725 Construction Project Director 800 – 1,200 1,000 Head of Facilities 1,000 – 1,800 1,400 Head of Engineering 1,000 – 1,800 1,400 Head of Security 1,000 – 1,800 1,400 Regional Head of Facilities 1,000 – 1,800 1,400 Regional Head of Engineering 1,000 – 1,800 1,400 Regional Head of Security 1,000 – 1,800 1,400 Regional Head of Corporate Real Estate 1,200 – 2,000 1,600 Please note: 1. Market rates are becoming much less homogeneous; while we have taken great care, these salary ranges can only be approximate guides Since there are often specific circumstances relating to individual companies, please call us for additional information. 2 These

figures are generally the total guaranteed remuneration (ie cash), excluding bonus/incentive schemes. 3 Variable and incentive schemes are becoming more common through the different levels of management and are not included in these figures. 50 | 2017 Hong Kong Salary & Employment Outlook Source: http://www.doksinet Salary Benchmarks PROPERTY & CONSTRUCTION Developer/Client Side ROLE SALARY RANGE (HKD000) MIDPOINT (HKD000) Property Officer 150 – 320 235 Property Manager 400 – 600 500 Head of Property Management 1,000 – 1,500 1,250 Leasing Officer 220 – 320 270 Leasing Manager 380 – 550 465 Leasing Director 750 – 1,500 1,125 Building Services Engineer 360 – 550 455 Technical Services Manager 450 – 750 600 Technical Services Director 800 – 1,000 900 Project Officer 220 – 450 335 Project Manager 600 – 950 775 Project Director 1,500 – 2,000 1,750 Interior Designer 220 – 450 335 Design Manager 480 – 840 660

Quantity Surveyor 350 – 500 425 Quantity Surveying/Contracts Manager 540 – 750 645 Development Officer 220 – 450 335 Development Manager 540 – 850 695 Head of Development 1,000 – 1,500 1,250 Retail/F&B Operator ROLE SALARY RANGE (HKD000) MIDPOINT (HKD000) Leasing Officer 220 – 320 270 Leasing Manager 360 – 650 505 Leasing Director 780 – 1,000 890 Facilities Officer 220 – 320 270 Facilities Manager 360 – 540 450 Interior Designer 220 – 320 270 Design Manager 360 – 540 450 Project Manager 400 – 800 600 Project Director 1,000 – 1,200 1,100 Real Estate Planning Manager 360 – 540 450 Head of Real Estate 1,000 – 1,800 1,400 Please note: 1. Market rates are becoming much less homogeneous; while we have taken great care, these salary ranges can only be approximate guides Since there are often specific circumstances relating to individual companies, please call us for additional information. 2 These figures

are generally the total guaranteed remuneration (ie cash), excluding bonus/incentive schemes. 3 Variable and incentive schemes are becoming more common through the different levels of management and are not included in these figures. 2017 Hong Kong Salary & Employment Outlook | 51 Source: http://www.doksinet Retail & Sourcing Insights Compared with the previous year, there has been a slight slowdown in Hong Kong’s luxury retail market due to a reduction in Chinese consumer spending. These new spending patterns have impacted the watch and jewellery luxury segments in particular. The ‘entry-level’ fast fashion and affordable luxury market, however, has seen a boost, due largely to brands setting up e-commerce platforms and outlet stores selling inventory to boost revenue. Overall, hiring activity is expected to stay steady. The market is still active in hiring across all levels, but mostly to replace employees who have left. The trend of luxury retailers shifting their

preferences from aggressive sales-driven staff to those who are adept at client servicing and brand education is still going strong. However, with the weaker market sentiment, companies are now more cautious about making hiring decisions and most are reluctant to pay top dollar unless the candidate is an ideal fit. Various restructuring efforts in specific functions, including retail buying and merchandising, have resulted in the creation of new headcount, some employee redundancy and, therefore, fluctuating salary increments. On the sourcing side, some buying offices are relocating their operations to mainland China or neighbouring cities like Singapore, Bangladesh and India to streamline costs. However, there are also a number of small and medium-sized retailers opening buying offices in Hong Kong for tax reasons. While a significant number of junior positions will either be offshored or changed to contract basis for cost-saving purposes, a number of key functions such as social

compliance, technical, quality, costing and merchandising will still remain in Hong Kong due to the city’s high compliance standards. Hong Kong is expected to hold on to its status as a retail regional hub and key department heads will still be based in the city, managing teams in China and other offshore regions. Candidates moving between jobs may expect average increases of 8-15%. However, companies should be prepared to offer pay increments of 20-25% to secure the best candidates in the market. 52 | 2017 Hong Kong Salary & Employment Outlook Hot jobs Regional training managers, VIP personal stylists, allocation planners, costing specialists and technical managers. Source: http://www.doksinet Salary Benchmarks RETAIL & SOURCING Buying ROLE SALARY RANGE (HKD000) MIDPOINT (HKD000) Buying Assistant/Assistant Merchandiser 130 – 170 150 Associate Buyer 170 – 240 205 Buyer 240 – 350 295 Senior Buyer 350 – 420 385 Assistant Buying Manager/Buying

Manager 360 – 540 450 Senior Buying Manager 540 – 720 630 Merchandising Director 720 – 1,200 960 ROLE SALARY RANGE (HKD000) MIDPOINT (HKD000) Designer 150 – 220 185 Senior Designer 300 – 364 332 Chief Designer 520 – 650 585 Design Manager 390 – 780 585 Creative Director 900 900 Design Merchandising/Sourcing/Product Development ROLE SALARY RANGE (HKD000) MIDPOINT (HKD000) Merchandiser/Product Developer 144 – 216 180 Senior Merchandiser/Product Developer 286 – 364 325 Assistant Merchandising Manager/ Assistant Product Development Manager 390 – 455 423 Merchandising/Sourcing/Product Development Manager 455 – 585 520 Senior Merchandising/Sourcing/ Product Development Manager 600 – 884 742 Merchandising/Product Development/Director 1,000 1,000 Head of Merchandising 1,500 1,500 Please note: 1. Market rates are becoming much less homogeneous; while we have taken great care, these salary ranges can only be approximate

guides Since there are often specific circumstances relating to individual companies, please call us for additional information. 2 These figures are generally the total guaranteed remuneration (ie cash), excluding bonus/incentive schemes. 3 Variable and incentive schemes are becoming more common through the different levels of management and are not included in these figures. 2017 Hong Kong Salary & Employment Outlook | 53 Source: http://www.doksinet Salary Benchmarks RETAIL & SOURCING Retail Operations & Store Management ROLE SALARY RANGE (HKD000) MIDPOINT (HKD000) Sales Associate 120 – 240 180 Senior Sales Associate/Supervisor 240 – 340 300 Supervisor 300 – 420 360 Store Manager (Single Store) 360 – 600 480 Retail Operation Manager 360 – 720 540 Retail Operation Director 540 – 900 720 General Manager 780 – 1,200 990 SALARY RANGE (HKD000) MIDPOINT (HKD000) Visual Merchandising ROLE Visual Merchandiser 140 – 350 245 Senior

Visual Merchandiser 300 – 450 375 Assistant Visual Merchandising Manager 390 – 550 470 Visual Merchandising Manager 500 – 850 675 Visual Merchandising Director 850 850 Please note: 1. Market rates are becoming much less homogeneous; while we have taken great care, these salary ranges can only be approximate guides Since there are often specific circumstances relating to individual companies, please call us for additional information. 2 These figures are generally the total guaranteed remuneration (ie cash), excluding bonus/incentive schemes. 3 Variable and incentive schemes are becoming more common through the different levels of management and are not included in these figures. 54 | 2017 Hong Kong Salary & Employment Outlook Source: http://www.doksinet Sales Insights Companies are gradually investing more resources in developing IoT (Internet of Things)-related technology and applications to expand their service and product offerings. In particular, there is

a growing demand for green technology and energy-saving solutions for both household and industrial products. Hot jobs Within the fast-moving consumer goods (FMCG) sector, brands are strengthening their public personas through social media platforms instead of traditional methods like television commercials. With e-commerce’s continuing popularity, sales professionals may have to manage online buying platforms and participate in digitalisation projects. Increasingly, they would also have to resolve any conflicts between the e-commerce arm of their business and retailers/distributors as well as formulate proper pricing strategies to maintain reasonable margins. With the slowdown in consumer spending from Chinese tourists, companies have gradually shifted their focus back to the local consumers. The mass market and entry-level brands, in particular, have seen healthy revenue growth as consumers adjust their spending habits in favour of more affordable shopping options. Regional

business development managers, general manager/sales directors for newly set-up Hong Kong offices, sales managers for new business expansions, travel retail managers and key account managers (FMCG industry). Financial technology (fintech) and cloud-based business solutions will continue to be fast-growing markets for Hong Kong in 2017. With Brexit happening alongside the uncertainty in the US and European markets, many fintech startups and mid-sized firms will continue to direct their expansion plans towards Asia, particularly in Hong Kong and Singapore. Because of Hong Kong’s proximity to China, there is a high demand of Mandarin-speaking candidates. Companies who are looking to expand beyond the Greater China region (Hong Kong, Taiwan and mainland China) are also seeking professionals with strong Japanese and Korean language skills. 2017 Hong Kong Salary & Employment Outlook | 55 Source: http://www.doksinet Salary Benchmarks SALES Advertising & Public Relations

Agencies ROLE SALARY RANGE (HKD000) MIDPOINT (HKD000) Account Manager 324 – 550 437 Account Director 380 – 750 565 Group Account Director 650 – 900 775 Business Director 580 – 1,020 800 Managing Director/General Manager 1,200 – 1,500 1,350 Consumer Products & FMCG Account Management ROLE SALARY RANGE (HKD000) MIDPOINT (HKD000) Key Account Executive 144 – 216 180 Assistant Key Account Manager 288 – 320 304 Key Account Manager 336 – 540 438 SALARY RANGE (HKD000) MIDPOINT (HKD000) Sales ROLE Sales Manager 480 – 800 600 Business Manager 600 – 1,100 850 Sales Director 1,000 – 1,300 1,150 General Manager 1,200 – 2,500 1,850 Financial Services ROLE SALARY RANGE (HKD000) MIDPOINT (HKD000) Sales Executive 240 – 360 300 Sales Manager 360 – 720 540 Sales Director 600 – 2,000 1,300 Please note: 1. Market rates are becoming much less homogeneous; while we have taken great care, these salary ranges can only be

approximate guides Since there are often specific circumstances relating to individual companies, please call us for additional information. 2 These figures are generally the total guaranteed remuneration (ie cash), excluding bonus/incentive schemes. 3 Variable and incentive schemes are becoming more common through the different levels of management and are not included in these figures. 56 | 2017 Hong Kong Salary & Employment Outlook Source: http://www.doksinet Salary Benchmarks SALES IT & Telecommunication Sales & Account Management ROLE SALARY RANGE (HKD000) MIDPOINT (HKD000) Channel Account Manager/ Account Manager 180 – 480 330 Sales Manager/Global Account Director 400 – 800 600 Division Manager/Sales and Marketing Manager/General Sales Manager 360 – 1,200 780 Vice President/Sales and Marketing/Sales and Marketing Director/Marketing Director 900 – 1,800 1,350 Managing Director/General Manager 1,500 – 2,500 2,000 Sales Director/Business

Development Director 800 – 1,500 1,150 Manufacturing/Industrial Sales ROLE SALARY RANGE (HKD000) MIDPOINT (HKD000) Sales Engineer/Senior Sales Engineer 200 – 600 400 Sales Manager/Business Development Manager 264 – 600 432 Regional Sales Manager 600 – 900 750 Regional Sales Director 800 – 1,200 1,000 General Manager/Director 900 – 1,600 1,250 Media/Entertainment Sales & Business Development ROLE SALARY RANGE (HKD000) MIDPOINT (HKD000) Assistant Sales Manager 180 – 280 230 Sales/Business Development Manager 300 – 360 330 Advertising/Media Sales Manager 300 – 360 330 Sales/Business Development Director 700 – 1,000 850 Advertising/Media Sales Director 550 – 800 675 General Manager 1,000 – 1,200 1,100 Please note: 1. Market rates are becoming much less homogeneous; while we have taken great care, these salary ranges can only be approximate guides Since there are often specific circumstances relating to individual

companies, please call us for additional information. 2 These figures are generally the total guaranteed remuneration (ie cash), excluding bonus/incentive schemes. 3 Variable and incentive schemes are becoming more common through the different levels of management and are not included in these figures. 2017 Hong Kong Salary & Employment Outlook | 57 Source: http://www.doksinet Salary Benchmarks SALES PR Agencies ROLE SALARY RANGE (HKD000) MIDPOINT (HKD000) Account Executive 144 – 240 192 Account Manager 264 – 360 312 Account Director 380 – 480 430 Director 480 – 590 535 Executive Director 590 – 890 740 Managing Director/General Manager 890 – 1,030 960 Professional Services Business Development & Research ROLE SALARY RANGE (HKD000) MIDPOINT (HKD000) Business Development Executive 240 – 384 312 Business Development Manager/ Senior Manager 420 – 1,020 720 Business Development Director 1,200 – 1,500 1,350 Please note: 1.

Market rates are becoming much less homogeneous; while we have taken great care, these salary ranges can only be approximate guides Since there are often specific circumstances relating to individual companies, please call us for additional information. 2 These figures are generally the total guaranteed remuneration (ie cash), excluding bonus/incentive schemes. 3 Variable and incentive schemes are becoming more common through the different levels of management and are not included in these figures. 58 | 2017 Hong Kong Salary & Employment Outlook Source: http://www.doksinet Secretarial & Business Support Insights Having adequate resources in secretarial and business support will continue to be critical to the success of any business operation. However, as companies are expected to be more cost conscious moving into 2017, the demand for candidates who are willing and able to take on hybrid roles which utilise multiple skill sets is expected to rise. For example, executive

assistants now have to double as office managers. Office managers will have more human resource responsibilities incorporated into their roles as well. The real estate and construction sectors continue to be material sectors in the Hong Kong economy and there is a notable increase in the demand for office support professionals with strong project management and writing skills. Executive assistants who have strong commercial acumen, can write business proposals, and are willing to travel for client meetings will be also sought after. Hot jobs Executive assistants, senior secretaries, legal secretaries and administrative assistants. Likewise, law firms are now actively recruiting for secretaries with strong language and organisation skills. Firms who are willing to recruit highcalibre candidates from outside of the industry will have a larger talent pool to select from. There is a higher demand for trilingual candidates, especially those who can speak Mandarin, due to an increased

focus on China markets. In terms of salary increments, candidates will still receive an average of 10-15% when switching roles, especially those with the relevant industry experience. Those who lack the necessary experience, or have taken a considerable period of time off from work, may expect increments from 0-10%. 2017 Hong Kong Salary & Employment Outlook | 59 Source: http://www.doksinet Salary Benchmarks SECRETARIAL & BUSINESS SUPPORT Secretarial & Business Support Financial Services ROLE SALARY RANGE (HKD000) MIDPOINT (HKD000) Administration Assistant 180 – 600 375 Executive Assistant/Personal Assistant 180 – 650 415 Office Manager 240 – 680 460 Secretary 180 – 540 360 Receptionist 160 – 420 290 Presentation Specialist 180 – 480 330 Commerce & Industry ROLE SALARY RANGE (HKD000) MIDPOINT (HKD000) Administration Assistant 150 – 480 315 Executive Assistant/Personal Assistant 180 – 500 340 Office Manager 216 – 540

378 Receptionist 144 – 300 222 Secretary 168 – 420 294 Administration Manager 300 – 480 390 Legal Secretaries/Personal Assistants Private Practice (Non-Inclusive of U.S Firms) ROLE SALARY RANGE (HKD000) MIDPOINT (HKD000) Junior Legal Secretary 150 – 300 225 Legal Secretary 240 – 480 360 Senior Legal Secretary 320 – 480 400 Partner Secretary 240 – 480 360 Office Manager 300 – 680 490 Legal Support Manager 360 – 780 570 Please note: 1. Market rates are becoming much less homogeneous; while we have taken great care, these salary ranges can only be approximate guides Since there are often specific circumstances relating to individual companies, please call us for additional information. 2 These figures are generally the total guaranteed remuneration (ie cash), excluding bonus/incentive schemes. 3 Variable and incentive schemes are becoming more common through the different levels of management and are not included in these figures. 60 |

2017 Hong Kong Salary & Employment Outlook Source: http://www.doksinet Salary Benchmarks SECRETARIAL & BUSINESS SUPPORT Legal Secretaries/Personal Assistants Private Practice (U.S Firms) ROLE SALARY RANGE (HKD000) MIDPOINT (HKD000) Junior Legal Secretary 170 – 300 230 Legal Secretary 260 – 480 380 Senior Legal Secretary 350 – 540 445 Partner Secretary 330 – 540 435 Office Manager 330 – 660 495 Legal Support Manager 420 – 660 540 ROLE SALARY RANGE (HKD000) MIDPOINT (HKD000) Legal Secretary (Assisting a team of around 3 to 6) 180 – 400 290 Senior Legal Secretary (Assisting a team of around 3 to 6) 240 – 450 345 Senior Legal Secretary (Assisting only General Counsel/Head of Legal) 336 – 480 408 Commerce & Industry Please note: 1. Market rates are becoming much less homogeneous; while we have taken great care, these salary ranges can only be approximate guides Since there are often specific circumstances relating to

individual companies, please call us for additional information. 2 These figures are generally the total guaranteed remuneration (ie cash), excluding bonus/incentive schemes. 3 Variable and incentive schemes are becoming more common through the different levels of management and are not included in these figures. 2017 Hong Kong Salary & Employment Outlook | 61 Source: http://www.doksinet Technology Insights Hong Kong’s technology market is expected to remain buoyant, especially in the financial services and commercial sectors. Many insurance companies, for example, are investing heavily into Asia to strengthen their regional footprint. Local banks that are looking to build up their IT (information technology) frameworks are also actively hiring. As a result, the demand for IT developers and project managers is set to rise. With stricter regulation frameworks being established in the financial services sector, professionals in IT risk and control will be greatly sought after

as well. While cyber security remains important, Hong Kong remains a talent-short market for such professionals. Companies may have to bring in such expertise from Singapore, which is more established in cyber security. Due to foreign investment banks offshoring their infrastructure teams, there have been several layoffs across the senior level, including executive directors. Many project-based roles are now hired on contract, instead of a permanent basis. Still, the trend of Chinese banks establishing themselves in Hong Kong continues to be strong, thus driving hiring demands. Demand for CRM (customer relationship management), data mining, business intelligence and digital talent has increased across the board. On the commercial side, headcount has significantly increased in wellestablished international sourcing companies running IT revamp and transformation programmes. There is a high demand for talent with strong track records in managing IT change management, business process

re-engineering and IT business assignments. On the start-up side, there is a continuous stream of new software-based firms opening and expanding in Hong Kong keen to hire talent in web, mobile development, data warehousing and business intelligence. Some start-ups are also hiring contract IT developers to support ad-hoc project and business needs. 62 | 2017 Hong Kong Salary & Employment Outlook Hot jobs Roles in web/mobile development, cyber security, data warehousing, business intelligence and change management/transformation. Source: http://www.doksinet Salary Benchmarks TECHNOLOGY Banking & Financial Services Development, Design & Architecture ROLE <3 YEARS 3 – 7 YEARS 8+ YEARS FO Developer 360 – 480 480 – 720 720 – 1,100 Developer 180 – 360 300 – 420 – Mobile Developer 180 – 420 360 – 540 – Mobile Architect – 480 – 700 700 – 1,100 Analyst Programmer 200 – 360 360 – 480 480 – 540 System Analyst 380 –

550 550 – 600 600 – 720 Solution Architect 480 – 540 540 – 840 840 – 1,500 Application Development Manager – 600 – 840 840 – 960 Head of Application Development – 900 – 1,200 1,200 – 1,500 ROLE <3 YEARS 3 – 7 YEARS 8+ YEARS Database Administrator (Oracle/ SQL) 360 – 660 660 – 720 720 – 780 Data Architect 480 – 540 540 – 720 720 – 840 ROLE <3 YEARS 3 – 7 YEARS 8+ YEARS Network Administrator 300 – 360 360 – 480 480 – 560 Network Engineer 300 – 420 420 – 600 600 – 780 Network Architect (CCIE) – 600 – 900 900 – 1,400 System Administrator 300 – 360 360 – 480 480 – 540 Information Security 300 – 420 420 – 720 720 – 1,200 Cyber Security 300 – 480 480 – 720 720 – 1,200 Infrastructure Manager 540 – 720 720 – 840 840 – 1,200 Head of Infrastructure – 780 – 1,000 1,000 – 1,400 Database Management Infrastructure/Network Please note: 1. Market

rates are becoming much less homogeneous; while we have taken great care, these salary ranges can only be approximate guides Since there are often specific circumstances relating to individual companies, please call us for additional information. 2 These figures are generally the total guaranteed remuneration (ie cash), excluding bonus/incentive schemes. 3 Variable and incentive schemes are becoming more common through the different levels of management and are not included in these figures. 2017 Hong Kong Salary & Employment Outlook | 63 Source: http://www.doksinet Salary Benchmarks TECHNOLOGY Banking & Financial Services Project Management ROLE <3 YEARS 3 – 7 YEARS 8+ YEARS UAT Analyst 180 – 250 250 – 500 – Business Analyst 240 – 380 380 – 540 540 – 720 Project Manager 400 – 540 540 – 660 660 – 1,000 Project Director – 840 – 1,000 1,000 – 1,400 Programme Director – 960 – 1,300 1,300 – 2,200 ROLE <3 YEARS 3

– 7 YEARS 8+ YEARS IT Manager 580 – 720 720 – 840 900 – 1,100 Chief Technology Officer – – 1,300 – 2,200 Chief Information Officer – – 2,200+ ROLE <3 YEARS 3 – 7 YEARS 8+ YEARS IT Helpdesk 168 – 300 300 – 480 – Desktop Support Analyst 300 – 420 420 – 480 480 – 600 Service Desk Manager 420 – 540 540 – 600 600 – 720 Head of Operation and Support – 960 – 1,380 1,380 General Management Support/Administration Please note: 1. Market rates are becoming much less homogeneous; while we have taken great care, these salary ranges can only be approximate guides Since there are often specific circumstances relating to individual companies, please call us for additional information. 2 These figures are generally the total guaranteed remuneration (ie cash), excluding bonus/incentive schemes. 3 Variable and incentive schemes are becoming more common through the different levels of management and are not included in these

figures. 64 | 2017 Hong Kong Salary & Employment Outlook Source: http://www.doksinet Salary Benchmarks TECHNOLOGY Commerce and IT&T Development, Design & Architecture ROLE <3 YEARS 3 – 7 YEARS 8+ YEARS Developer/Programmer 180 – 300 300 – 360 360 – 540 Web Developer 180 – 336 336 – 420 420 – 540 Mobile Developer 180 – 360 360 – 540 540 – 720 Analyst Programmer 200 – 360 360 – 420 420 – 480 Software Engineer 240 – 360 360 – 500 500 – 600 System Analyst – 360 – 500 500 – 600 IT Architect – 420 – 660 660 – 1,080 Development Manager/Team Lead – 420 – 600 600 – 780 Head of Application Development – – 960 – 1,200 Database Management/Data Warehousing/Business Intelligence ROLE <3 YEARS 3 – 7 YEARS 8+ YEARS Database Administrator (Oracle/ SQL) 300 – 360 360 – 540 540 – 600 Data Analyst 150 – 300 300 – 500 504 – 600 Data Architect/Scientist 240 –

360 360 – 540 540 – 720 Business Intelligence Developer 180 – 336 336 – 480 480 – 540 Head of Business Intelligence/Data Warehousing – 480 – 600 600 – 1,200 Please note: 1. Market rates are becoming much less homogeneous; while we have taken great care, these salary ranges can only be approximate guides Since there are often specific circumstances relating to individual companies, please call us for additional information. 2 These figures are generally the total guaranteed remuneration (ie cash), excluding bonus/incentive schemes. 3 Variable and incentive schemes are becoming more common through the different levels of management and are not included in these figures. 2017 Hong Kong Salary & Employment Outlook | 65 Source: http://www.doksinet Salary Benchmarks TECHNOLOGY Commerce and IT&T Infrastructure/Network/Support ROLE <3 YEARS 3 – 7 YEARS 8+ YEARS IT Helpdesk/Support Analyst 168 – 300 300 – 384 384 – 480 IT Trainer –

360 – 456 456 – 600 Service Desk/IT Operation Manager – 420 – 600 600 – 720 System/Network Administrator 180 – 300 300 – 480 480 – 540 Infrastructure Manager – 420 – 660 660 – 840 Network Engineer 180 – 300 300 – 480 480 – 600 Network Architect – 480 – 720 720 – 1,080 Network Manager – 600 – 720 720 – 960 Head of Infrastructure & Operation – – 720 – 1,200 Information Security Analyst/ Specialist 300 – 400 400 – 540 540 – 600 Information/Cyber Security Manager – 480 – 600 600 – 840 Head of IT Security/Cyber Security – 600 – 960 960 – 1,320 Project Management/ Pre-Sales/Consultant ROLE <3 YEARS 3 – 7 YEARS 8+ YEARS UAT Analyst 180 – 250 250 – 420 420 – 540 Business Analyst 144 – 240 240 – 360 360 – 540 Project Manager 216 – 300 300 – 420 420 – 660 Functional Consultant 216 – 300 300 – 420 420 – 696 IT Business Process

Re-Engineering 216 – 300 300 – 420 420 – 696 ERP Specialist 216 – 300 300 – 420 420 – 660 ERP/System Manager – 420 – 660 660 – 840 IT Change and Transformation Manager 216 – 360 360 – 600 600 – 1,200 Project/Programme Director – 660 – 840 840 – 1,300 Pre-Sales Consultant 216 – 300 300 – 420 420 – 660 Head of Pre-Sales – 600 – 840 840 – 1,300 Please note: 1. Market rates are becoming much less homogeneous; while we have taken great care, these salary ranges can only be approximate guides Since there are often specific circumstances relating to individual companies, please call us for additional information. 2 These figures are generally the total guaranteed remuneration (ie cash), excluding bonus/incentive schemes. 3 Variable and incentive schemes are becoming more common through the different levels of management and are not included in these figures. 66 | 2017 Hong Kong Salary & Employment Outlook Source:

http://www.doksinet Salary Benchmarks TECHNOLOGY Commerce and IT&T General Management ROLE <3 YEARS 3 – 7 YEARS 8+ YEARS IT Manager – 360 – 576 576 – 780 IT Director – 720 – 900 900 – 1,300 Chief Technology Officer – 720 – 900 900 – 1,300 Chief Information Officer – 960 – 1,200 1,200 – 1,800 Please note: 1. Market rates are becoming much less homogeneous; while we have taken great care, these salary ranges can only be approximate guides Since there are often specific circumstances relating to individual companies, please call us for additional information. 2 These figures are generally the total guaranteed remuneration (ie cash), excluding bonus/incentive schemes. 3 Variable and incentive schemes are becoming more common through the different levels of management and are not included in these figures. 2017 Hong Kong Salary & Employment Outlook | 67 Source: http://www.doksinet HONG KONG Pacific Place Suite 611, One Pacific

Place 88 Queensway Hong Kong Island, Hong Kong S.AR, China T +852 2530 6100 | F +852 2530 6101 enquiries@michaelpage.comhk Admiralty Centre Suite 1408, Admiralty Centre Tower 1 18 Harcourt Road Admiralty, Hong Kong S.AR, China T +852 3602 2400 | F +852 3602 2401 enquiries@michaelpage.comhk Kowloon Suite 1512, Tower 1, Grand Century Place 193 Prince Edward Road West Mongkok, Kowloon, Hong Kong S.AR, China T +852 3476 6300 | F +852 3476 6301 enquiries@michaelpage.comhk Part of