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BELGIUM

2014 was a year of recovery for Belgium.

Confidence was reflected in increased hiring levels across

a range of sectors including manufacturing, retail, services

and even banking. Companies focused on filling senior

roles during the first half of the year, followed by a shift to

more mid-level positions as the year progressed.

Overall, we expect the positive outlook to continue in

2015, although a general shortage of talent means

competition for the best candidates will be fierce.

(2)

N

ew government regulation mandating trial periods for all new employees drove demand for contract hires during 2014. Language skills remained a critical requirement in all areas, with Dutch, French and English essential for all candidates looking to join larger companies. However, mid-level professionals with bilingual and trilingual skills proved extremely difficult to source, and those who could meet these criteria were able to command higher salaries than their peers.

Senior accountants and customer service professionals for contract roles were also in short supply in 2014, with a general lack of technical skills and knowledge making it a highly challenging hiring environment. Candidates for permanent positions were equally scarce in certain areas – especially engineering, where we expect companies to begin looking overseas to meet their resourcing needs (although language requirements may restrict hiring options). For permanent and contract roles, candidate shortages are likely to continue in 2015. In order to recruit and retain the professionals they need, Belgian companies may need to be more flexible in their approach and outlook. Keeping an open mind to both junior and senior candidates, and looking for transferable skills that can be adapted to fit present requirements, are advisable. Offering a work-life balance, remote-access working, training

Salaries are likely to go up in 2015, given the general shortage of skilled candidates for permanent and contract roles. For the first time in five or six years we saw signing bonuses being offered, as well as salary increases of 10-15% for job movers and 5-10% for non-movers. These trends are likely to continue in 2015, with counter-offers also driving salaries up as companies look to hold on to talent internally. Furthermore, as the market looks set to continue growing, hiring managers will need to move fast and offer competitive financial packages if they want to secure their ideal candidates.

BELGIUM

COUNTRY OVERVIEW

Salaries are likely to go

up in 2015, given the

general shortage of

skilled candidates for

permanent and contract

(3)

BELGIUM

BANKING & FINANCIAL SERVICES

Robert Walters Global Salary Survey 2015 89

Recruitment was relatively active in 2014 as banking and financial services organisations focused on business transformation and profitability. As assets continue to return to Belgium, we saw healthy demand for front office and sales professionals - particularly in asset management and private banking. In 2015, we anticipate business

transformation and regulatory requirements will remain key recruitment drivers. Financial services firms are likely to strengthen core management positions and will continue recruiting risk managers, compliance and auditing professionals. In terms of risk, as the function continues to grow and the pool of

available candidates remains relatively small, firms are likely to struggle to secure specialists.

To recruit the best talent, hiring managers will need to focus on employee satisfaction as well as offering flexible compensation packages. Businesses will also benefit from building strong employer branding to differentiate themselves from competitors. Companies are also encouraged to invest in risk and compliance training - both to counter the shortage of available candidates and to retain current employees through development opportunities.

Salaries in 2014 remained relatively stable. However, in 2015 risk and compliance candidates are in a strong position to negotiate higher salaries because of the shortage of available professionals.

Salaries in 2014

remained relatively

stable. However,

risk and compliance

candidates are in a

strong position to

negotiate higher

salaries.

ROLE PERMANENT SALARY PER ANNUM EUR (€)

5 - 9 YRS’ EXP 9 - 15 YRS’ EXP 15+ YRS' EXP 2014 2015 2014 2015 2014 2015 Managing Director 207 - 400k 207 - 400k Finance Director/CFO 102 - 189k 102 - 189k 103 - 195k 103 - 195k 155 - 300k 155 - 300k Internal Auditor/Manager/Director 79 - 137k 79 - 137k 103 - 206k 103 - 206k 155 - 300k 155 - 300k Risk Director/Manager 75 - 110k 85 - 125k 85 - 140k 93 - 150k 120 - 270k 155 - 300k Legal/Compliance Manager 79 - 137k 90 - 150k 103 - 206k 110 - 210k 155 - 200k 165 - 230k Life/Non-Life Actuary 74 - 130k 74 - 125k 83 - 142k 83 - 142k 106 - 186k 106 - 186k HR Manager/Director 74 - 111k 74 - 111k 88 - 132k 93 - 150k 110 - 190k 104 - 250k

Institutional Sales Manager 74 - 105k 74 - 105k 83 - 121k 83 - 121k 95 - 222k 95 - 222k

Financial Controller/Analyst 60 - 105k 60 - 105k 70 - 121k 80 - 121k 80 - 150k 80 - 150k

Corporate Finance Specialist 69 - 100k 69 - 100k 83 - 121k 83 - 121k 95 - 179k 95 - 179k

Asset/Portfolio Manager 69 - 100k 69 - 100k 72 - 105k 72 - 105k 90 - 142k 90 - 142k

Private/Corporate Banker 69 - 100k 69 - 100k 83 - 121k 83 - 121k 95 - 222k 95 - 222k

Accounting Manager 63 - 111k 63 - 111k 88 - 127k 88 - 127k 100 - 148k 100 - 148k

Production/Claims Manager 53 - 74k 53 - 74k 62 - 84k 62 - 84k 72 - 90k 72 - 90k NB: Figures are basic salaries exclusive of benefits/bonuses unless otherwise specified.

(4)

BELGIUM

COMMERCE & INDUSTRY

In 2014, recruitment levels rose as market confidence improved and businesses hired for both new and replacement roles. As candidate confidence increased, mid-level professionals with five to 12 years’ experience and finance specialists were most keen to move jobs.

Encouragingly, companies switched focus to create their financial impact through investment and strategy changes rather than cost-cutting in 2014. This led to strong demand for business controllers as well as internal auditors and finance managers. As companies focus increasingly on growth, we expect demand for these professionals to continue in 2015.

Due to investment in Antwerp and Ghent harbours, the need for professionals experienced in oil and gas, engineering, and logistics will remain strong in 2015. The focus in these areas will be on financial control and we will see strong recruitment for plant and project control roles. Competition for professionals with sector experience, soft skills and those who are trilingual - speaking Dutch, French and English fluently - will continue to remain high as they are in short supply.

Recruitment will continue to grow in 2015 and we anticipate that candidates with relevant sector experience will receive slight salary increases. However, to secure the best,

companies also need to offer progression opportunities and flexible working as these became a more important motivator than remuneration.

Candidates with

relevant sector

experience may

receive slight

salary increases in

2015.

ROLE PERMANENT SALARY PER ANNUM EUR (€)

5 - 7 YRS' EXP 7 - 15 YRS' EXP 15+ YRS' EXP 2014 2015 2014 2015 2014 2015

Chief Financial Officer 150 - 400k 150 - 400k

Finance Director 110 - 200k 110 - 200k F&A Manager 75 - 85k 75 - 90k 90 - 110k 90 - 115k Internal Audit 50 - 65k 50 - 70k 70 - 90k 75 - 100k 100 - 120k 100 - 120k Accounting Manager/Director 65 - 75k 65 - 80k 75 - 120k 80 - 120k Financial Analyst/Controller 50 - 65k 50 - 70k 65 - 90k 65 - 90k 90 - 110k 90 - 115k Business Analyst/Controller 50 - 65k 55 - 75k 65 - 90k 70 - 95k 90 - 110k 90 - 120k Consolidation Manager 75 - 85k 75 - 85k 90 - 100k 90 - 100k Tax Manager/Director 75 - 120k 80 - 120k 120 - 180k 120 - 180k Treasurer/Group Treasurer 50 - 70k 50 - 75k 80 - 100k 80 - 110k 110 - 140k 110 - 140k Treasury Analyst 50 - 65k 50 - 65k 65 - 80k 65 - 80k Legal Manager/Director 80 - 120k 85 - 120k 100 - 190k 100 - 190k Legal Counsel 65 - 85k 65 - 90k 85 - 110k 90 - 120k 95 - 120k 100 - 140k NB: Figures are basic salaries exclusive of benefits/bonuses unless otherwise specified.

(5)

BELGIUM

ENGINEERING

Robert Walters Global Salary Survey 2015 91

In 2014, the trend towards hiring specialists in the engineering recruitment market grew. With this set to continue, hiring managers may be forced to look to the international job market in 2015.

Legal changes triggered a greater need for quality, safety, health and environment (QSHE) professionals in 2014 and these professionals are likely to remain in demand during 2015. As companies sought to reduce operational costs, we also saw strong demand for senior maintenance professionals within operations, site and asset management. However, there

is a clear shortage of available talent.

Candidates showed preference for SMEs over large organisations, although professionals seeking to switch from large companies did not always display the entrepreneurial flair needed by SMEs.

We also expect hiring managers to continue looking for experienced engineering and supply chain professionals with strong communication skills in 2015. Companies will increasingly seek specialists with strong commercial insight, in addition to technical knowledge. We are likely to see a skills shortage in some areas, with a notable lack of

energy specialists, technical service engineers and heating, ventilation and air conditioning (HVAC) project managers. As demand for these roles increases, we anticipate that candidates who are able to fill hybrid roles combining two or more functions will be highly sought-after.

At all levels, professionals with in-demand skills and technical experience will be able to negotiate salary increases and we anticipate that mid-level managers will particularly benefit from salary uplifts when changing roles.

ROLE PERMANENT SALARY PER ANNUM EUR (€)

3 - 6 YRS' EXP 6 - 10 YRS' EXP 10+ YRS' EXP 2014 2015 2014 2015 2014 2015

Expert & Technical

Research & Development 60 - 75k 55 - 70k 75 - 90k 65 - 90k 90 - 150k+ 90 - 150k+

Process Design 50 - 75k 50 - 72k 60 - 80k 60 - 75k 75 - 95k 75 - 95k

Product/Application Engineering 52 - 64k 50 - 65k 70 - 82k 68 - 82k 75 - 95k 82 - 105k Manufacturing

Site Operations Management 90 - 130k 90 - 135k

Engineering & Technical Services 55 - 65k 50 - 65k 65 - 100k 65 - 100k 90 - 130k 90 - 130k

Production & Operations 55 - 65k 55 - 65k 70 - 80k 70 - 85k 80 - 100k 85 - 110k

Maintenance/Facilities 51 - 60k 50 - 62k 60 - 80k 60 - 85k 80 - 100k 85 - 115k Supply Chain Purchasing/Procurement 52 - 60k 52 - 60k 65 - 85k 65 - 85k 85 - 130k 85 - 130k+ Logistics/Warehousing/Methods 50 - 60k 50 - 60k 60 - 72k 60 - 75k 75 - 110k 75 - 115k Projects/Methods Contract Management 65 - 85k 65 - 90k 90 - 140k 90 - 150k Construction Engineering 50 - 65k 50 - 68k 60 - 85k 65 - 85k 85 - 135k 85 - 150k+ Methods/Technology Engineering 50 - 65k 50 - 65k 80 - 100k 80 - 100k 100 - 150k 100 - 150k Health/Safety/Environmental 50 - 65k 50 - 65k 70 - 90k 70 - 95k 90 - 110k+ 95 - 135k Quality Assurance/Methods 45 - 55k 45 - 55k 60 - 80k 60 - 80k 75 - 95k 80 - 100k NB: Figures are basic salaries exclusive of benefits/bonuses unless otherwise specified.

(6)

BELGIUM

HUMAN RESOURCES

In 2014, we saw consistent levels of HR recruitment, with greater demand for generalists rather than specialists. We expect an increase in activity going forward, providing more movement and opportunities for career progression.

We also anticipate that companies will place greater emphasis on business planning and strategy, as well as strengthening their career development offerings. Hiring managers will seek HR generalists able to meet the broad range of skills required, with a strong track record of implementing performance management. In addition, trilingual professionals with transferable skills will be highly sought-after; however, we expect demand for these practitioners to exceed supply.

In 2014, we saw a slight increase in remuneration and we expect this trend to continue. As the economy improves and candidate confidence grows, retention will be a key priority for companies. HR functions will need to deliver strong business partnering and implement effective retention strategies. To secure talent, employers are encouraged to offer competitive compensation packages as well as non-financial benefits, such as flexible working, training and career development. We note that candidates are increasingly influenced by companies’ online brand, particularly within social media. Companies will benefit from developing a strong digital presence to ensure they remain competitive in communicating their value.

In 2014, we noticed

a slight increase in

remuneration and we

expect this trend to

continue.

ROLE PERMANENT SALARY PER ANNUM EUR (€) 2014 2015

HR Director 120 - 250k 120 - 250k

HR Manager 70 - 110k 75 - 110k

HR Business Partner 50 - 85k 55 - 85k

Comp & Ben Manager 70 - 140k 75 - 140k

Comp & Ben Specialist 50 - 75k 55 - 75k

Training & Development Manager 50 - 100k 50 - 100k

Training & Development Specialist 45 - 60k 50 - 65k

Recruitment & Selection Manager 50 - 90k 55 - 90k

Recruitment & Selection Specialist 45 - 60k 50 - 65k

(7)

BELGIUM

INFORMATION TECHNOLOGY

Robert Walters Global Salary Survey 2015 93

The IT market experienced an uplift in recruitment during 2014, encouraging professionals already in employment to consider new opportunities.

Demand for IT professionals was driven by a sector-wide emphasis on applications, infrastructure, big data and cloud solutions -which will persist in 2015. Restructuring was also a key focus for companies, who sought business process managers to create lean workforces. We noted that the IT function is increasingly shifting from a support role into a key differentiator that enables companies to position themselves competitively in the market.

In 2015, companies will focus on recruiting permanent employees in order to embed knowledge in the business. They will

particularly seek expert project leaders who can interact effectively throughout the organisation. Business intelligence analysts, infrastructure analysts and IT architects with more than ten years’ experience will be in high demand.

The struggle to source skilled developers and SAP consultants will also intensify during 2015. We anticipate SMEs will increase demand for permanent SAP consultants, in order to reduce outsourcing costs. However, the scarcity of available talent will be compounded by these practitioners’ preference for independent working. To secure the best talent, companies will benefit from streamlining their recruitment process, making swift decisions and offering competitive compensation.

Salaries will

continue to grow in

2015 – particularly

for specialists

experienced in the

latest technologies.

ROLE PERMANENT SALARY PER ANNUM EUR (€)

5 - 7 YRS' EXP 7 - 15 YRS' EXP 15+ YRS' EXP 2014 2015 2014 2015 2014 2015 Head of IT 115 - 165k 120 - 170k Application Manager 75 - 105k 80 - 110k 95 - 125k 100 - 130k Infrastructure Manager 78 - 103k 82 - 112k 97 - 121k 101 - 128k Security Manager 78 - 103k 82 - 112k 97 - 121k 101 - 128k Programme Manager 68 - 92k 68 - 92k 90 - 115k 90 - 115k Project Manager 52 - 62k 52 - 62k 62 - 82k 62 - 84k 74 - 111k 75 - 112k ERP/CRM Manager 42 - 50k 42 - 50k 45 - 56k 45 - 60k 70 - 105k 70 - 105k

Business Intelligence Analyst 42 - 50k 42 - 50k 45 - 70k 45 - 70k 70 - 110k 70 - 120k

SAP Consultant 50 - 60k 50 - 60k 52 - 70k 52 - 70k 62 - 92k 62 - 92k

Business Analyst 45 - 56k 45 - 56k 60 - 80k 60 - 80k 70 - 100k 70 - 100k

IT Engineer 45 - 55k 45 - 55k 52 - 70k 52 - 70k 70 - 110k 70 - 110k

NB: Figures are basic salaries exclusive of benefits/bonuses unless otherwise specified.

(8)

BELGIUM

INTERIM MANAGEMENT

A positive economic climate, combined with a focus on process improvement, led to increased recruitment within interim management. We saw strong demand for technical project managers with an engineering background, as well as for legal and compliance and HR interim managers. Professionals responded to the economic upturn by seeking greater flexibility and opportunities for career redirection. We therefore witnessed an increase in

practitioners moving from permanent to interim employment, particularly within IT management, HR, project and programme management.

In 2015, we anticipate companies will initiate a greater volume of business efficiency projects. They will also focus on finding candidates who combine technical ability with strong soft skills, such as people management. Companies will seek to capitalise on the strengthening economy by expanding their

business - technical project managers with an engineering background will be in strong demand as a result. Hiring managers will most likely struggle to secure strong candidates within business process reengineering and they will also face fierce competition for HR, legal, risk and compliance managers. In 2014, daily rates remained relatively stable. We expect a slight increase in 2015 -especially for HR interim managers who will be in particular demand.

ROLE DAILY RATE EUR (€) 2014 2015

General Management

CEO/Business Unit Director 1400 - 1800 1400 - 1800 Finance

Chief Financial Officer 1140 - 1400 1140 - 1400

Group Controller/Finance Director 1000 - 1350 1000 - 1350

Controller/Finance Manager 900 - 1100 900 - 1100

Risk/Tax/Treasury Manager 900 - 1100 900 - 1100

Senior Financial Analyst 750 - 950 750 - 950

Accounting Manager 720 - 900 720 - 900 Human Resources Group HR Director 1140 - 1400 1200 - 1400 HR Manager 900 - 1100 1000 - 1250 HR Business Partner 860 - 1000 900 - 1100 Production/Logistics/Purchasing Plant Director 1000 - 1350 1000 - 1350

Supply Chain Director 1000 - 1350 1000 - 1350

ERP Specialist 1000 - 1300 1000 - 1300

Purchase Manager 860 - 1100 860 - 1100

Quality/Safety Manager 800 - 1000 800 - 1000 IT

Chief Information Officer 1100 - 1400 1100 - 1400

IT Manager 950 - 1200 950 - 1200 Programme/Project Management

Programme Manager 1200 - 1500 1200 - 1500

(9)

BELGIUM

CONTRACT BUSINESS SUPPORT

Robert Walters Global Salary Survey 2015 95

In 2014, demand for contract business support professionals remained stable and there was increased hiring of junior professionals. Harmonisation of white and blue-collar employment law led companies to replace probation periods with interim or fixed term contracts. Consequently, we saw increased candidate confidence in interim roles.

In recent years, companies have undergone reorganisations, acquisitions and cost-cutting measures operating with only a lean workforce. As a result, hiring managers routinely expect candidates to be multi-skilled. In 2015, we anticipate companies will seek

innovative, commercially-minded junior professionals with two to three years’ experience and technical, linguistic and numerical skills.

We also anticipate strong demand for sales assistants and customer service representatives with technical backgrounds. In addition, employers are likely to struggle to secure experienced bilingual candidates in the €2.5-€3k per month salary range.

In 2014, hiring managers expected candidates to show more flexibility when negotiating salaries. In 2015, while permanent professionals might be able to reject offers

below their expectations, temporary

candidates are advised to be flexible in theirs. To counter the shortage of affordable, skilled candidates, employers are advised to consider senior professionals, who offer experience, stability and greater flexibility around salaries. To secure the best talent, hiring managers should be realistic about their needs, prioritise requirements and consider professionals with strong development potential. Providing training and career opportunities will be key to retention and offering additional benefits will create a competitive advantage.

ROLE CONTRACT SALARY PER MONTH EUR (€)

0 - 3 YRS' EXP 3 - 6 YRS' EXP 6+ YRS' EXP 2014 2015 2014 2015 2014 2015 Administration Office Assistant 1800 - 2200 1800 - 2100 2000 - 2400 2000 - 2500 2500 - 2800 2400 - 2800 Management Assistant 1800 - 2300 1800 - 2400 2100 - 2900 2200 - 2900 2500 - 3500 2500 - 3500 Personal Assistant 2400 - 3000 2400 - 3000 2800 - 4800 2800 - 4800 Office Manager 2300 - 3000 2300 - 3000 2500 - 3500 2500 - 3800 Legal Assistant/Secretary 1800 - 2300 1800 - 2500 2200 - 2800 2100 - 2800 2500 - 3200 2500 - 3400 Sales & Marketing

Marketing Officer 1800 - 2300 1800 - 2400 2300 - 2800 2300 - 2800 2500 - 3000 2500 - 3000

Sales Assistant 1800 - 2300 1800 - 2300 2200 - 2600 2300 - 2700 2400 - 3200 2400 - 3200

Customer Service Representative 1800 - 2300 1800 - 2500 2000 - 2800 2200 - 2800 2400 - 3500 2500 - 3500

Customer Service Team Leader 2500 - 3800 2500 - 3800 3000 - 5000 3000 - 5000 Logistics & Supply Chain

Supply Chain Officer 1800 - 2300 1800 - 2400 2200 - 2800 2200 - 2800 2400 - 3200 2500 - 3200

Purchasing Officer 1800 - 2100 1800 - 2200 2100 - 2500 2100 - 2800 2500 - 3000 2500 - 3200 Logistics Assistant 1600 - 2200 1600 - 2300 2200 - 2600 2200 - 2600 2300 - 2800 2300 - 2800 Human Resources HR Officer 2000 - 2500 2000 - 2500 2200 - 3000 2200 - 3000 2450 - 4000 2500 - 4000 Payroll Officer 2000 - 2500 1800 - 2500 2300 - 3200 2300 - 3200 2500 - 4000 2500 - 4000 HR Assistant 1800 - 2300 1800 - 2200 2100 - 2800 2200 - 2800 2400 - 3000 2400 - 3000

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BELGIUM

CONTRACT FINANCE

Recruitment in Flemish Brabant picked up from the second half of 2014. As international companies moved finance functions to shared services, demand focused on financial professionals with strong technical skills. In 2015, experienced multilingual cash collectors and credit controllers will be in demand, as will technically skilled, general ledger accountants. Competition will be fierce for junior professionals fluent in Dutch, French and English.

In Brussels, recruitment improved as the year progressed and we saw SMEs recruit both junior and experienced professionals. As companies become increasingly automised,

we expect initial demand for professionals able to implement new systems, followed by demand for highly qualified candidates, particularly analysts, to manage post-transformation phases. We also expect a continued challenge to source accountants as companies are all searching for trilingual candidates who are able to work at a strategic level. We anticipate that the lack of Dutch-speaking candidates willing to work in Brussels will persist.

In East Flanders we saw cautious growth as hiring managers focused their activities on replacement hiring rather than team growth. As a result of renewed market confidence

many contract positions became permanent, impacting the amount of available temporary staff on the market. Certain roles remained unfilled as there was a lack of suitable candidates. We expect that the demand for controllers and analysts will also increase. We anticipate that 2015 will see a

competitive, candidate-led market. To secure talent we advise companies to streamline recruitment processes and invest in training and career development. Competitive remuneration and flexible working will also be important. We expect slight salary increases in 2015, particularly for risk and compliance professionals.

ROLE CONTRACT SALARY PER MONTH EUR (€)

0 - 3 YRS’ EXP 3 - 6 YRS’ EXP 6+ YRS' EXP 2014 2015 2014 2015 2014 2015

Brussels & Flemish Brabant

Financial Controller 2000 - 2500 2200 - 2700 2500 - 3500 2700 - 3600 3200 - 4500 3500 - 4800

Business Analyst 2000 - 2500 2100 - 2600 2500 - 3200 2600 - 3500 3200 - 3800 3400 - 4400

Senior/Chief Accountant 2800 - 3600 3000 - 3600 3000 - 4200 3300 - 4400

General Ledger Accountant 2000 - 2500 2000 - 2500 2200 - 2800 2400 - 3000 2800 - 3300 3000 - 3500

Junior Accountant/AP/AR 1900 - 2000 1900 - 2200 Credit Collector 2000 - 2300 2000 - 2500 2300 - 2700 2400 - 2900 2700 - 3300 2800 - 3500 Payroll Specialist 1800 - 2500 2000 - 2500 2500 - 3000 2500 - 3200 3000 - 4000 3100 - 4000 East Flanders Financial Controller 2000 - 2500 2100 - 2600 2500 - 3500 2600 - 3500 3200 - 4000 3300 - 4100 Business Analyst 2000 - 2300 2000 - 2500 2200 - 2800 2400 - 3000 2500 - 3500 2600 - 3600 Senior/Chief Accountant 2500 - 3200 2800 - 3500 3000 - 4200 3100 - 4300

General Ledger Accountant 2000 - 2500 2000 - 2500 2200 - 2800 2300 - 2900 2500 - 3000 2600 - 3100

Junior Accountant/AP/AR 1800 - 2000 1700 - 2000

Credit Collector 1800 - 2400 1900 - 2400 2000 - 2800 2100 - 2700 2500 - 3000 2600 - 3100

Payroll Specialist 1800 - 2500 1900 - 2500 2300 - 2800 2400 - 3000 2700 - 3500 2800 - 3600

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