2024薪酬指南介紹2024+Salary+Guide

2024

SalaryGuide

MainlandChina

AboutUs

KOSInternationalHoldingsLimited(KOSGroup)isthefirstlocalrecruitmentcompanylistedontheHKEX

(8042.HK).OurbrandsincludeKOSRecruitment,KOSStaffing,KOSExecutiveandKOSSolutions.

OperatingacrossmainlandChina,HongKongSAR,

MacauSARandSingapore,wespecialiseindeliveringrecruitment,staffingandawiderangeofhuman

resourcessolutionstoclientsacrossdiverseindustries.

KOSenvisionscreatingAsia'sleadingone-stopHR

solutionplatform,drivenbythepillarsofquality,serviceandtrust.Weaimtobeyourstrategicpartner,offeringunwaveringsupport,throughoutthehiringprocessandbeyond.

Ourmissionistowalkalongsideourcandidatesandclients,fosteringgrowththroughknowledge,

opportunityandsynergytogether.

2,000+Clients

500,000+Candidates

4,000+Placements

50%MidtoSeniorRoles

2009

Fourco-founders

2015

KOSExecutive

2018

KOSexpandstomainland

2019

KOSSolutions

2024

KOSestablishes

established

establishKOSinHongKong

establishedShanghaioffice

ChinaandestablishesShenzhenoffice

2009o2013o2015o2018ooo2019o2020o20232024o

20132018201820202023

KOSexpands

KOSStaffing

Becomesthefirst

KOSestablishesKOSexpandsto

businesstoMacau

established

localrecruitmentcompanylistedontheHKEX

GuangzhouOfficeSingaporeandSoutheastAsia

Contents

00.Preface01

01.

HumanResources

02

02.

Finance&Accounting

05

03.

Legal&Compliance

09

04.

Fintech

12

05.

ConsumerGoods/Retail

16

06.

FinancialServices

20

07.

Property

23

08.

Digital

28

09.

Industrial/Manufacturing

31

10.

RenewableEnergy

35

11.Education39

Preface

In2024,theeconomiclandscapeismarkedbysteadyyetslowinggrowth,

influencingtalentdemandandcompensationacrossindustries.Keythemes

includedigitaltransformation,globalisation,sustainabilityandcost-efficiency.

Thejobmarkethascooled,withstableorslightlyrisingsalariesforHR

executives.Legalprofessionalsskilledincomplianceandinternational

matterscommandhigherpay,whiledigitaltransformationboostsdemandforfinanceexecutiveswithdataanalysisskills.Fintechexperiencesslowingsalarygrowthduetouncertainty,whilethedigitalsectormaintainssteadycompensationgrowthdrivenbymarketdemands.Theconsumergoodsandretailsectorfocusesonskill-basedandperformance-drivenpay.The

financialsectorfacesconservativesalarygrowth,andpropertyemphasisesproductivitywithrationalisedincreases.Industrialmanufacturingsees

higherincrementsinprivateandnewtechnologyfields.Thenewenergy

sectorcontinuesrobustgrowthwithhigherpayforkeyroles.Theeducationsectorundergoestransformation,withvariedinfluencesoncompensation.

Toprovideacomprehensiveunderstandingofmarkettrends,KOSInternationalreleasesthe“KOS2024SalaryGuide”,coveringhuman

resources,financeandaccounting,legalandcompliance,fintech,consumerandretail,financialservices,property,digital,industrialmanufacturing,

renewableenergy,andeducationsectors.

Salarylevelsareinfluencedbyvariousfactors,includinggeography,

industry,companysize,andindividualexperience;thus,thedatainthisreportshouldbeusedforreferenceonly.

Forfurtherrecruitmentorjobsearchneeds,pleasecontactus!

01

Human

Resources

In2024,HRprofessionalsareexpectedto

experienceaslowdowninrecruitmentactivity,withmanyHRexecutivesadoptingacautious

outlookduetothebroadereconomicenvironment.

RingHuangDirector

TheongoingdevelopmentoftheGreaterBayAreaisexpectedtogeneratesubstantialjob

opportunitiesinthearea,positivelyimpactingexecutivecompensationintheHRandadministrativesectors.SeveralHRconsultingfirmsprojecta5.0%

salarygrowthrateintheChinesemarketfor2024,excludingsalaryfreezes.

Amidasluggishmarketandintensifiedtalentcompetition,jobseekersare

increasinglyrecognisingthenecessitytoenhancetheirskillsandadjusttheirsalaryexpectationstoremaincompetitive.Overall,mid-tosenior-levelHRandadministrativeexecutivescanexpectsalarychangesrangingfromlateral

movestomodestincreases(5%to20%).

TalentshortagesareprimarilyconcentratedinareassuchasHRBusinessPartners,SharedServiceCentres,EmployeeRelations,Organisational

Development,andHRInformationSystems.Candidatesinthesepositionspossessgreaterleverageinsalarynegotiations.Themostcompetitive

positionsincludeChiefHumanResourcesOfficer,VicePresidentofHumanResources,andCompensationandBenefitsManager.Professionalswithexpertiseindataanalysis,strategicthinkingandcommunicationarehighlysoughtafter.

02

HumanResources

JobTitle

AnnualSalaryRange(RMB’000)

Increase%

ChiefHumanResourcesOfficer

2,000-3,500

0%-10%

HumanResourcesVicePresident

1,000-2,200

0%-10%

HumanResourcesDirector

800-1,200

0%-10%

HRBP(Manager-Director)

300-1,800

5%-15%

SSC(Manager-Director)

400-1,500

10%-20%

EmployeeRelationship(Manager-Director)

400-1,200

15%-25%

Compesation&Benefit,

PerformanceManagement,

Payroll

(Manager-Director)

400-2,000

5%-18%

TalentDevelopment&

OrganisationDevelopment

(Manager-Director)

600-2,500

8%-20%

TalentAcquisition,Recruitment

(Manager-Director)

400-2,000

0%-10%

03

HumanResources

JobTitle

AnnualSalaryRange(RMB’000)

Increase%

Training,Learning&

Development

(Manager-Director)

300-1,500

5%-10%

HRIS(Manager-Director)

400-1,200

10%-20%

OfficeSupport

JobTitle

AnnualSalaryRange(RMB’000)

Increase%

OfficeManager

400-600

0%-10%

ExecutiveAssistant/PersonalAssistant

300-500

5%-15%

04

Finance&

Accounting

Inthefinancialandaccountingsector,theongoingdigitaltransformationisdriving

demandforexecutiveswithadvanceddataanalyticsandfinancialplanning

capabilities,potentiallyleadingto

increasedsalarylevels.Thegrowing

emphasisonflexibleworkarrangementsandjobstabilitymayalsoinfluencesalarystructuresandgrowthexpectations.

RingHuangDirector

However,salarygrowthwillbetemperedbycorporatecostmanagementandoptimisationstrategies.Inhighlycompetitiveandeconomicallypressured

industriesandregions,salarygrowthmaybemodest.

In2024,financialrecruitmentwillnotonlydemandcandidateswithbusiness

insightsanddataanalysisskillsbutalsoexpectfinancialexecutivestoleveragedigitaltoolstosupportoverallcorporatestrategywhilemanagingrisksrelatedtodigitalisationanddataprivacy.

Overall,thereremainshighdemandforrolesinfinancialmanagementand

analysis,internalcontrolandaudit,andcorporatestrategy,thoughthecurrentmarketsituationhasnarrowedthescopeforsalarynegotiations.However,

professionalswithexpertiseintaxation,treasury,costanalysis,strategic

planning,financialforecasting,riskmanagementandcompliancehavegreaterleverageinsalarynegotiations.Talentshortagesaremostpronouncedin

overseasfinancialpositions,internalcontrolandauditroles,andfinancialsharedservicecentres,whilethemostcompetitiverolesincludeChiefFinancialOfficer,HeadofCapitalMarkets,andDirectorofInvestorRelations.

05

C-SUITE4

JobTitle

AnnualSalaryRange(RMB’000)

Increase%

ChiefFinancialOfficer

1,500-6,000

0%-10%

Audit

JobTitle

AnnualSalaryRange(RMB’000)

Increase%

HeadofInternalAudit

800-1,500

0%-15%

AuditManager

300-700

10%-15%

Analytics&BP

JobTitle

AnnualSalaryRange(RMB’000)

Increase%

FinanceBPDirector/Head

1,000-3,000

0%-20%

FP&ADirector/Head

800-2,000

10%-20%

FinanceBP

300-800

10%-20%

06

Control&Accounting

JobTitle

AnnualSalaryRange(RMB’000)

Increase%

FinancialController/HeadofFinancialControlling

800-1,500

0%-15%

SSCDirector/Head

800-1,500

10%-15%

HeadofGL&Reporting

500-800

10%-15%

AccountingManager

300-600

10%-20%

Tax&Treasury

JobTitle

AnnualSalaryRange(RMB’000)

Increase%

TaxDirector

800-1,800

10%-25%

TaxManager

300-600

10%-20%

TreasuryDirector/Head

800-1,800

15%-30%

07

CorporateStrategy

JobTitle

AnnualSalaryRange(RMB’000)

Increase%

HeadofCapitalMarkets

1,000-2,000

0%-20%

IRDirector

600-1,500

0%-15%

Cost

JobTitle

AnnualSalaryRange(RMB’000)

Increase%

CostingAnalysisDirector

800-1,500

10%-25%

08

Legal&

Compliance

Thelegalfunctionisincreasingly

transitioningfromatraditional"cost

center"toacriticalcomponentin

corporatestrategicdecision-making.

Companiesarenolongerfocusingsolelyonlegaltransactionprocessingbutareplacinggreateremphasisoncomplianceassessmentandlegalriskforecasting.

RingHuangDirector

Asregulatoryenvironmentsevolveandcorporatecompliancerequirements

tighten,thedemandforlegalandcomplianceprofessionalshassurged.Thereisasignificanttalentshortageincomplianceandinternationalbusinesslaw,drivenbygeopoliticalandtraderisks,presentinguniquelocalbusiness

opportunitiesandcompliancechallenges.Consequently,legalandcompliance

executivesmustpossessadvancedexpertiseandriskmanagement

capabilities.Toattractandretainsuchtalent,companiesarelikelytoofferhighercompensationpackages.Additionally,therisingdemandfordata

protectionexpertiseisexpectedtofurtherdrivesalarygrowthforrelevantlegalandcomplianceroles.

Compensationvariesacrosspositionsandregions,withhighersalariesprevalentinfirst-tiercitiesandhigh-techsectors,whilegrowthremainsmodestforbasicroles.Somefirmsareutilisingstockoptionsandotherincentivestoattractandretaintoptalent.

09

CorporateLawyer

JobTitle

AnnualSalaryRange(RMB’000)

Increase%

GeneralCounsel/ChiefLegalOfficer

1,500-5,000

0%-10%

LegalDirector

800-2,000

0%-15%

LegalManager/CorporateCounsel

300-600

5%-20%

HeadofInternationalLegalAffairs

600-1,500

15%-25%

IntellectualProperty

JobTitle

AnnualSalaryRange(RMB’000)

Increase%

IPDirector/Head

600-1,200

15%-30%

IPManager

350-500

20%-30%

IP/PatentSpecialist

350-600

15%-30%

10

Compliance

JobTitle

AnnualSalaryRange(RMB’000)

Increase%

HeadofCompliance

800-2,000

0%-15%

ComplianceDirector

600-1,200

0%-15%

ComplianceManager

300-500

10%-15%

InternalInvestigation

JobTitle

AnnualSalaryRange(RMB’000)

Increase%

HeadofInvestigation

600-1,200

0%-20%

11

Fintech

Thefluctuatingeconomicenvironmenthassignificantlyimpactedthefintechindustry,particularlyintermsofsalarygrowth.Duetoincreaseduncertainty,salarygrowthinthefintechsectorisexpectedtoslow,withaverageincreasesprojectedtorangefrom0%to15%in2024.Additionally,the

overflowoftalentfromtheinternetsectorhasintensifiedjobcompetitioninfintech,promptingcompaniestoprioritise

candidateswithcomprehensiveskillsandexperience.

RachelLunDirector

Theimportanceofcutting-edgetechnologiessuchasblockchain,bigdataand

artificialintelligencecontinuestorisewithinthefintechindustry.These

technologiesaredrivinginnovationinfinancialmarketsandbusinessmodels,profoundlyaffectingthetalentmarket.Fintechcompanieshaveanurgent

needforprofessionalswithablendoftechnicalandfinancialexpertise,oftenofferingsignificantsalaryincreasestoattractsuchtalent.

Despitethesechallenges,thefintechindustryremainspoisedtoattractanddeveloptalent.Governmentpolicysupportandtheindustry'sowndigital

transformationeffortswillhelpsustaingrowth.Thefutureofthefintechindustrymaywitnesstheemergenceofnewjobrolesandupdated

compensationstandards,withsalarystructuresincreasinglyemphasising

performanceandindividualcontributionstoadapttotechnologicaladvancementsandmarketdemands.

12

C-SUITE4

JobTitle

AnnualSalaryRange(RMB’000)

Increase%

ChiefTechnologyOfficer

800-3,000

0%-10%

ChiefDataOfficer

600-2,500

0%-10%

ChiefInformationOfficer

800-2,500

0%-10%

Development

JobTitle

AnnualSalaryRange(RMB’000)

Increase%

SoftwareDevelopmentEngineer

200-1,000

0%-10%

DataScientist/Analyst

300-800

0%-10%

BlockchainDeveloper

400-1,500

15%-30%

ArtificialIntelligenceEngineer

400-1,500

15%-30%

ApplicationDevelopmentEngineer

200-800

0%-10%

13

Development

JobTitle

AnnualSalaryRange(RMB’000)

Increase%

TestEngineer

150-500

0%-10%

CloudComputingEngineer

300-800

0%-20%

Product

JobTitle

AnnualSalaryRange(RMB’000)

Increase%

PaymentProductManager

300-800

0%-10%

PersonalFinancialManagementProductManager

250-700

0%-10%

DataProductManager

350-850

0%-20%

RiskManagementProductManager

400-900

0%-20%

ComplianceProductManager

300-800

0%-20%

14

Product4

JobTitle

AnnualSalaryRange(RMB’000)

Increase%

InsuranceTechnologyProductManager

250-750

0%-15%

BlockchainProductManager

400-1,500

20%-30%

Others

JobTitle

AnnualSalaryRange(RMB’000)

Increase%

ITPMO

300-800

0%-10%

CyberandInformationSecurity

400-1,500

10%-20%

15

Consumer

Goods&Retail

Theconsumergoodsandretailsectorisexperiencingsignificanttransformationsdrivenbyqualityenhancement,

digitalisation,sustainabilityand

glocalisation.Companiesareincreasinglyseekingtalentwithdigitalskills,crossovercollaborationandinnovationcapabilities,andsustainability-orientedmindsets.

CalvinLam

ManagingDirector

Employerswilldeterminecompensationbasedonskillsandperformance,

incorporatinglong-termincentives,andpersonalisedandflexiblepackages.

Salaryincreasesformostrolesrangefrom0%to15%,withhigherincrementsforperformance-linkedmid-tosenior-levelpositionssuchase-commercedirectorsandsalesdirectors.Sociale-commerceroles,whichblendsocialmediaande-

commerceexpertise,alsoseehighersalarygrowth.

Companiesarefocusingonattractingmid-tosenior-leveltalentbyofferingcompetitivecompensation,benefitsanddevelopmentopportunities,

highlightingthestrategicimportanceoftheseroles.

16

Food&Beverage

JobTitle

AnnualSalaryRange(RMB’000)

Increase%

GeneralManager

5,000-12,000

0%-5%

ChiefMarketingOfficer

4,000-6,000

0%-5%

ChiefSalesOfficer

4,000-6,000

0%-5%

MarketingVicePresident

3,000-4,000

0%-10%

SalesVicePresident

2,500-4,000

0%-5%

NationalKASalesDirector

1,500-2,200

0%-10%

RegionalSalesDirector

1,500-2,200

0%-10%

TradeMarketingDirector

1,500-2,000

10%-15%

MarketingManager

800-1,200

10%-15%

17

Beauty

JobTitle

AnnualSalaryRange(RMB’000)

Increase%

BrandGeneralManager

3,000-5,000

5%-15%

ChiefMarketingOfficer

3,000-5,000

10%-15%

MarketingDirector

1,500-2,500

10%-15%

NationalSalesDirector

1,500-3,500

10%-15%

Foodservice

JobTitle

AnnualSalaryRange(RMB’000)

Increase%

GeneralManager

1,500-8,000

0-5%

ChiefOperationOfficer

1,000-3,000

0-5%

ChiefMarketingOfficer

2,000-5,000

10%-15%

18

AllSectors

JobTitle

AnnualSalaryRange(RMB’000)

Increase%

EcommerceDirector

1,500-2,500

10%-15%

SocialCommerecDirector

1,500-2,000

15%-25%

19

FinancialServices

In2024,compensationintheprimaryfinancialmarketswillbeinfluencedby

severalfactors,includingthe

macroeconomicenvironment,industry

DaphnyLiangDirector

trends,andtechnologicaladvancements.Equityinvestmentsinprimarymarkets,

particularlyfundraising,directlyimpactcompensationstructures.Giventhe

stagnationofChinesestocksanddatasecurityconcernsindomestictechfirms,

dual-currencyandUSDfundsareshiftingtoestablishRMBteams,potentiallyleadingtoadjustmentsincompensationstructures.Positively,leading

institutionsandtechventurefundsareincreasingdemandforhigh-skilled,multidisciplinarytalent,likelydrivingupsalarylevels.

Meanwhile,theassetmanagementsectorfacessignificantchangesand

challenges.TheMinistryofFinance'ssalarycapforstate-ownedfinancial

institutionshasledtowidespreadsalaryreductions.In2023,salariesin

securitiesfirmsfell,with40%offirmsreducingtotalcompensationandhalfseeingadeclineinaveragepay.Executiveandkeypositionswerecappedat35%oftotalcompensation,withover40%ofperformancepaydeferred.

Publicfundsalarieshavegenerallydecreasedduetoindustryperformance

declinesandregulatoryadjustments.Thistrendreflectsatransformationinthefinancialsector,movingawayfromtheeraofhighsalaries.In2024,policy

supportforneweconomysectorsandgreenfinancemaypresentnew

investmentopportunitiesandgrowthareas,potentiallyenhancingtheoverallindustrylandscape.

20

PE/VC

JobTitle

AnnualSalaryRange(RMB’000)

Increase%

Partner/

ChiefInvestmentOfficer

3,000-6,000

0%

ManagingDirector

2,000-3,000

0%

InvestmentDirector/InvestmentVP

600-1,500

0%

Associate/Analyst

300-600

0%

Legal&Compliance

500-1,500

0%-10%

PostInvestmentIntegration

600-1,200

0%

DirectorofIR(USD)

1,500-2,500

10%-15%

VP/AVPofIR(USD)

800-1,500

15%-20%

DirectorofIR(RMB)

800-2,000

10%-15%

ManagerofIR(RMB)

500-800

10%-15%

21

AssetManagement

JobTitle

AnnualSalaryRange(RMB’000)

Increase%

ChiefExecutiveOfficer/ChiefInvestmentOfficer

4,000-8,000

0%

ManagingDirector

2,000-3,000

0%

DirectorofBusiness

Development(ForeignAsset)

2,000-3,000

0%

HeadofSales

(DomesticInstitutions)

1,200-1,900

0%

DirectorofBusiness

Development

(DomesticInstitutions)

1,300-1,800

0%

Risk&ComplianceDirector

1,200-1,800

0%-10%

Risk&ComplianceManager

500-800

0%-10%

HeadofFinance

1,200-2,000

0%-10%

Strategy&Analyst

800-2,000

0%-10%

22

Property

Basedonourdatabaseandtheanalysisofannualrecruitmentmarkettrends,we

forecastthatsalariesinmainlandChina's

commercialpropertysectorwillreturntoarationalgrowthrateofapproximately2%to11%in2024.Notably,keycitiesand

positionsareseeingsalaryincreases,

althoughtheoverallindustryaverage

remainsflat.Employeesintheresidentialpropertysectormayfacesalarycuts

exceeding30%.

CeciliaLiangSeniorManager

In2024,propertycompanieswillfocusoncostreductionandefficiencyimprovementstoenhanceproductivity.Employeecompensationwillbeinfluencedbycostmanagement,businessgrowthandorganisational

expansion.Recruitmentstrategieswillprioritisecost-efficiencytomitigatetheimpactofbusinesscontractions.Whiletalentacquisitionwillbecautious,coretalentsessentialforstrategicbusinessdevelopmentwillremainindemand.

Contrarytotheconservativesignalsfromemployers,jobseekers'expectationsforsalaryincreaseswhenchangingjobsrangefrom10%to28%.However,

promotionsandsignificantsalaryhikesarebecomingrareduetothebroadereconomicclimate.Instead,jobseekersshouldfocusonfindingopportunitieswithgrowthpotential,asinflatedsalaryexpectationsarenolongerviable.

Ultimately,compensationisnotthesolemeasureofcareervalue.

23

CommercialProperty

JobTitle

AnnualSalaryRange(RMB’000)

Increase%

GroupGeneralManager/

President/

ChiefExecutiveOfficer/

Director

3,000-8,000

5%-20%

GroupRetailGeneralManager

2,000-5,000

5%-20%

GroupOfficeGeneralManager

1,200-3,000

2%-12%

RegionalGeneralManager

1,200-3,000

8%-15%

MallGeneralManager

600-2,500

10%-25%

OfficeGeneralManager

800-1,200

0%-15%

GroupRetailLeasinginCharge

800-2,000

10%-25%

RegionalRetailLeasinginCharge

600-1,200

8%-20%

MallLeasinginCharge

400-1,000

5%-20%

GroupOfficeLeasinginCharge

1,000-1,500

2%-10%

24

CommercialProperty

JobTitle

AnnualSalaryRange(RMB’000)

Increase%

RegionalOfficeLeasinginCharge

600-1,000

2%-10%

OfficeLeasinginCharge

600-800

5%-10%

GroupOfficeGeneralManager

1,200-3,000

2%-12%

GroupMarketinginCharge

1,000-1,800

0%-15%

RegionalMarketinginCharge

600-1,200

0%-12%

ProjectMarketinginCharge

400-1,000

2%-10%

GroupCRMinCharge

1,000-1,800

18%-22%

RegionalCRMinCharge

600-1,000

15%-20%

ProjectCRMinCharge

400-800

12%-20%

NationalPropertyManagementinCharge

1,000-2,500

10%-20%

25

CommercialProperty

JobTitle

AnnualSalaryRange(RMB’000)

Increase%

RegionalPropertyManagementinCharge

600-1,500

0%-15%

ProjectPropertyManagementinCharge

600-1,200

0%-20%

NationalHeadofSecurity/EHS

400-700

5%-10%

NationalBusinessDevelopmentHeadofLightAsset

1,000-2,000

10%-25%

RegionalBusinessDevelopmentHeadofLightAsset

800-1,000

10%-25%

NationalAssetManagementinCharge

2,000-4,000

10%-22%

RegionalAssetManagementinCharge

800-2,000

8%-22%

ResidentialProperty

JobTitle

AnnualSalaryRange(RMB’000)

Increase%

GroupResidentialSalesinCharge

2,000-4,000

-50%-100%

26

ResidentialProperty

JobTitle

AnnualSalaryRange(RMB’000)

Increase%

RegionalResidentialSalesinCharge

1,000-2,000

-50%-70%

CityResidentialSalesinCharge

600-1,000

-30%-50%

ProjectResidentialSalesinCharge

400-600

-30%-50%

Design&Construction

JobTitle

AnnualSalaryRange(RMB’000)

Increase%

GroupDesignGeneralManager/Director

1,000-2,000

0%-5%

ArchitecturalDesignSeniorManager/Manager

600-1,000

0%-10%

InteriorDesignSeniorManager/Manager

600-1,000

0%-10%

NationalConstructionManagementinCharge

1,000-2,000

0%-5%

ProjectManagementDirector

800-1,500

0%-10%

27

Digital

In2024,compensationinthedigital

industryisexpectedtobedrivenby

technologicaladvancementsandmarket

demand.Professionalsinkeyareassuchas

artificialintelligence,bigdata,cloudcomputingandcybersecuritywillseehighersalarygrowth.Ascompanies

deepentheirdata-driventransformations,

thedemandfordatascientistsand

analystswillcontinuetorise,alongwiththeircompensationlevels.

JoyceZhou

SeniorManager

Companieswillplacegreateremphasisontalentdevelopmentandincentives,implementingdiversecompensationstructuresincludingbasesalary,

performancebonusesandequityincentives.Traininganddevelopment

opportunitieswillbecomecrucialforattractingandretainingtalent.Salarylevelswillcontinuetobeinfluencedbyregionaldifferencesandcompanysize,with

first-tiercitiesandlargetechcompaniesofferingmorecompetitivecompensation.

However,globaleconomicfluctuationsandrapidtechnologicalchanges

introduceuncertaintiesincompensationstrategies.Companiesmustflexibly

adjusttheirpayandtalentstrategiestoadapttomarketchangeswhileensuringthatcompensationalignswithtalentvalue.Consideringthemacroeconomic

environmentandindustrytrends,salariesinthedigitalindustryareexpectedtomaintainrobustgrowthin2024.

28

Executives4

JobTitle

AnnualSalaryRange(RMB’000)

Increase%

ChiefInformationOfficer/ChiefTechnologyOfficer

1,000-1,500

5%-15%

ERPDirector

700-1,000

8%-18%

ITSecurityDirector/DataProtectionOfficer

1,000-1,500

15%-20%

Product/Development

JobTitle

AnnualSalaryRange(RMB’000)

Increase%

DigitalProductExpert/DigitalisationExpert

800-1,000

15%-20%

ERP/CRMProductManager

300-600

10%-20%

SoftwareEngineer(Frontend/

Backend)

250-500

15%-20%

DeVopsArchitect

500-800

18%-25%

29

Data

JobTitle

AnnualSalaryRange(RMB’000)

Increase%

DataArchitect

500-800

20%-25%

DataProductExpert

400-700

15%-23%

DataScientist

400-800

23%-30%

DataAnalyst

300-600

10%-20%

AlgorithmEngineer

400-800

20%-30%

30

Industrial&

Manufacturing

In2024,theindustrialmanufacturingsectorfacessignificanteconomic

challenges,withmanytraditional

manufacturingfirmsundersubstantial

operationalpressure.Toreducecosts,

companiesareoptimisingstaffacross

production,R&D,salesandafter-sales

services.However,emergingtechnology

AndyZhang

AssociateDirector

fieldslikechipproduction,autonomousdriving,IoTandsmartcockpitssee

salaryincreasesof20%to30%forprofessionalstransitioningbetweenjobs,unliketraditionalsectors.

Rapidlygrowingandexpandingtop-tierfirmsandnewmarketentrantsare

investingheavilyinR&D,offeringcompetitivesalariesforbothexperiencedhiresandfreshgraduates,puttingpressureontraditionalenterprises.Particularly,

privatefirmsprovidehigheroverallcompensationthanstate-owned

enterprises,withmoreflexiblepaystructures,includingstockdividends.

ThedemandforprofessionalswithIndustry4.0skills,suchasdataanalysts,

roboticsengineersandautomationexperts,isexceptionallyhigh.Additionally,therisingfocusonenvironmentalsustainabilityhasledtoincreaseddemandforexpertsingreentechnologiesandenergyefficiency.

31

C-SUITE

JobTitle

AnnualSalaryRange(RMB’000)

Increase%

ChiefExecutiveOfficer

4,000-6,000

20%-30%

Sales&Marketing

JobTitle

AnnualSalaryRange(RMB’000)

Increase%

MarketingGeneralManager

1,000-3,000

10%-20%

HeadofDomesticBusiness

1,000-3,000

10%-20%

HeadofOverseasBusiness

1,000-3,000

10%-20%

RegionalHeadofSales(NorthAmerica/Europe/Japan/Korea)

1,000-1,500

10%-20%

R&D

JobTitle

AnnualSalaryRange(RMB’000)

Increase%

HeadofR&D/CTO

1,500-3,000

10%-20%

32

R&D

JobTitle

AnnualSalaryRange(RMB’000)

Increase%

ChipR&DDirector

2,000-5,000

10%-30%

AIProductDirector

1,200-2,000

10%-20%

Head/DirectorofIntelligentCockpitR&D

1,200-2,000

20%-30%

Head/DirectorofAutonomousDrivingR&D

1,200-2,000

20%-30%

Manufacturing&SupplyChain

JobTitle

AnnualSalaryRange(RMB’000)

Increase%

Manufacturing&OperationGeneralManager

1,500-2,000

10%-20%

PlantGeneralManager

800-1,200

10%-20%

ProcessExpert

600-800

10%-20%

SupplyChainVP

1,000-1,200

10%-20%

33

Manufacturing&SupplyChain

JobTitle

AnnualSalaryRange(RMB’000)

Increase%

HeadofQuality

1,000-1,500

10%-20%

HeadofProcurement

1,000-1,500

10%-20%

HeadofLogistics

800-1,200