Contents
The hiring climate . . . . . . 4
Trends by specialism . . . . . . 5
Finance and accounting salaries . . . . . . 10
Financial services salaries . . . . . . .12
Human resources salaries . . . . . . 13
Technology salaries . . . .14
Legal salaries . . . .16
Spotlight on expatriate recruitment . . . .17
Using the salary guide
Consider the 2013 Salary Guide your business and recruitment handbook, offering starting salaries in the areas of finance and accounting, financial services, human resources, technology and legal throughout the UAE. This guide can help you determine remuneration levels for new employees, plan budgets and navigate today’s hiring environment.The salary ranges represent the starting remuneration for new hires in US dollars, including housing allowance and transport (based on gross or pre-tax amounts). The salary ranges represent starting remuneration only; ongoing pay is not reported due to the difficulty in measuring factors such as seniority, job performance and pay review policies. Bonuses and other remuneration, such as benefits and pension schemes, are also not taken into account.
The most authoritative resource
We collect information from various sources, including: • Permanent placements made through our branch locations • Insight from our senior recruitment managers
• Independent research we conduct among senior executives • Our comprehensive analysis of current and future hiring
trends
We recognise that salary ranges may vary by industry and are influenced by other factors such as hard-to-find skill sets. Please speak with one of our Robert Half consultants to find out specific factors affecting your organisation.
From the Senior
Managing Director
Dear colleagueThe UAE job market is gaining momentum, with companies hiring the talent they need to manage rising workloads and deliver growth. Despite continued uncertainty in the eurozone and the resulting caution expressed by some multinational organisations, many companies realise that they can no longer remain efficient without additional human capital, particularly within specialist occupations.
Access to the most up-to-date remuneration and hiring information can help you create competitive salary and benefits packages to attract, recruit and retain the best and brightest. Benchmarking salaries against other local organisations, however, is just the start. As the UAE gains in prominence on an international stage, you have to compete for the best talent on offer worldwide. Working with a recruitment consultancy with operations around the globe can help you ensure you have access to both national and international players.
We hope you find the Robert Half UAE 2013 Salary Guide useful for your recruitment needs. Please speak to one of our specialist consultants for specific trends affecting your specialism and sector.
Regards
Ian Graves
Senior Managing Director
The hiring climate
Despite lingering global job market uncertainty, the UAE has experienced relatively strong economic growth, which has resulted in increased hiring across specialist occupations. While many multinational organisations are taking a more cautious approach, waiting to see what happens in the eurozone, many local companies are taking the opportunity to recruit both local and expatriate candidates to help manage growth initiatives and rising workloads.
Financial executives are optimistic, with eight in 10 confident about both their countries’ and their companies’ economic prospects, signalling additional hiring across the organisation. While volume has risen, the time it takes departments to hire has increased as well, often the result of multiple interview rounds for both permanent and temporary candidates, and more senior-level sign-offs are needed before an offer is extended. With some profiles in short supply, many organisations realise that their top choices are accepting offers from competing organisations.
Staff retention and effective management strategies are therefore moving to the top of the business agenda for the coming year as companies look to keep their top performers. Many have turned to counter-offers to hold on to their star employees, although this is often only a short-term solution because these individuals generally move on once another opportunity presents itself.
Expatriate versus local candidate recruitment
Demand remains for expatriate candidates, particularly for some highly technical roles in financial services, risk and compliance. In these areas UAE countries look to some of the more mature economies of UK and Europe for the talent and experience that is unavailable locally. There remains an inflow of candidates from eurozone countries and the UK, as job market concerns prompt professionals to turn eastwards for career growth. Likewise, Arab expats from countries in political turmoil have increased as well.
Government targets to increase nationalisation among private sector companies has affected organisations that are both looking for expertise from international talent and are unable to compete with many of the salaries on offer from the public sector. Many organisations, however, are looking for Arab-speakers with international experience and education who return to the UAE to pursue their careers.
Issues that will affect hiring
A global perspective – Continued financial instability across the eurozone and political unrest in some Gulf countries has affected recruitment plans, with many multinational organisations taking a wait-and-see approach before committing to additional headcount. In contrast, emerging markets appear to remain a focus for companies looking to expand. Many are concentrating on merger and acquisition strategies, particularly in Latin America, Asia and Eastern Europe. Companies in the UAE need to be aware that they are competing for top talent on a global stage and that attraction strategies need to reflect this.
Regulatory environment – Regulatory change remains top of mind for executives who not only need to navigate fluctuating requirements but also need to find staff with relevant experience in such unchartered territory. The time and expenditure executives spend on regulatory change has increased, and many companies now look to more mature markets for individuals with the education, knowledge and experience to help them remain compliant.
There also remains a significant requirement for risk, regulatory and compliance professionals, and as demand outweighs supply, companies face increased budgetary pressure to secure the market’s most sought-after individuals.
85%
of finance leadersare concerned about losing top performers in the next year
Recruitment for finance and accounting professionals continues to gain momentum, and it is expected to remain buoyant throughout the year. Finance leaders now look for business-savvy individuals with strong commercial acumen, not only to perform traditional accounting functions but also to drive revenue growth while partnering with other departments. Companies that want to tighten controls on spending and find alternative ways to generate income streams covet the financial insight these individuals provide.
Many companies look to interview more candidates to be absolutely certain before they decide to hire. This has lengthened the hiring process, and with the best candidates receiving multiple offers, companies risk losing their top choices to competing organisations. In contrast, with 81% of finance leaders challenged to find the skilled talent they need, some companies look to interview even if no role exists, then create opportunities should the right individual come along.
Companies look for candidates who meet specific requirements and no longer look for a generalist accountant, but rather a specialist with the requisite skills, experience and qualifications to add immediate value. Finance leaders cite finance (29%), audit (24%), operational support (17%), compliance (12%) and accounting (12%) as the functional areas most challenging to recruit into.
FINANCE AND ACCOUNTING
Industries in demand • Pharmaceuticals • FMCG
• Aerospace • Alternative energy • Oil and gas Skills in demand
• Recognised global accountancy qualifications (ACA, ACCA, CIMA, CPA)
• Language skills, particularly Arabic
• ERP systems: SAP, Oracle and full implementation experience
• Commerciality and business acumen Roles in demand
• Financial analysts
• Financial managers/controllers • Audit and compliance professionals
Trends by specialism
The financial services sector continues to evolve and adjust to the recent global banking inquiries with new regulations and a focus on product profitability dominating most executives’ agendas. Much of the hiring revolves around business-critical roles, with a mix of mid- and senior-level talent seeing the greatest opportunity. Companies under pressure to do more with less expect employees to be both specialists and generalists, demonstrating high-level experience and knowledge across multiple areas. The eurozone crisis has prompted more financial services professionals to look to the UAE, with audit, compliance, risk and regulatory specialists seeing the strongest demand and remuneration prospects. Companies look for candidates who have worked in a developed market and can bring their outside expertise – particularly in Basel III, Advanced Measurement Approach and sanctions – to the local marketplace.
A Robert Half global survey found that, since the beginning of the recession, six in 10 (61%) financial services organisations have increased their compliance budgets, with permanent headcount receiving the largest rise. Not surprisingly, 85% of executives have found regulatory change a challenge on their business and as such, CFOs and COOs spend 18% of their time, or one full day a week, on regulatory change.
FINANCIAL SERVICES
Sub-sectors in demand • Insurance • Corporate banking • Private banking Skills in demand • International experience • Enterprise risk management • Ability to implement controls • Recognised global qualifications(ACA, ACCA, CA, CFA, CIA, CIMA, CPA) Roles in demand
• Internal auditors
• Risk specialists (credit, operational, market) • Financial planning and analysis managers • Corporate banking specialists
As hiring increases across departments and throughout organisations, recruiting HR professionals is slowly following suit, with rising workloads (42%) and business growth or expansion (33%) prompting the need to increase headcount. Companies are looking for bi-lingual HR generalists, although as organisations continue to mirror western HR departments, there is more desire for specialists to create a performance-led culture. Many roles that need fewer than five years’ experience are filled by local professionals because the HR profession on the whole has benefitted from nationalisation schemes. Demand for mid- and senior-level professionals has increased, especially as many multinational organisations split what was once EMEA functions into a regional UAE focus, occasionally including north Africa and parts of Asia in the remit. There remains a candidate-short market on the mid- to senior-level as the most in-demand professionals are already employed. This has increased expatriate recruitment, although at a more modest level than other professions like accounting, financial services and IT.
HUMAN RESOURCES
Industries in demand • FMCG • Professional services • Financial services • Pharmaceutical • Manufacturing • Energy/oil and gas • Real estate/construction Skills in demand • International experience • Western education • Regional exposure • CIPD qualification • Arabic speaking Roles in demand • Regional/UAE HR managers• Specialist positions (learning and development/ recruitment/compensation and benefits/employee relations)
• Senior regional/group HR directors
TECHNOLOGY
Technology professionals remain in demand within the UAE as organisations win projects and need the requisite talent to manage rising workloads and business demands. E-commerce has emerged as a strong growth area across the UAE, with estimates as high as 300% annual growth driving the need for Java and .NET developers and security professionals.
More companies are moving towards cloud technologies as they enhance their IT security and compliance processes, increasing demand for security managers, architects and engineers. This is especially important for financial services firms as they face enhanced security concerns due to the sensitivity of their offerings. Meanwhile, retail banks will focus on multi-channel customer engagement and enhanced experience, with integrated and more functional web and mobile offerings prompting the need for mobile applications developers.
Companies are balancing the need to access expatriate recruitment with calls for further Emiratisation, as greater demands for IT talent prompts an overall shortage of skilled professionals throughout the UAE. Companies also realise that top candidates often get multiple offers, resulting in increased pace of hiring from initial interview through to offer. Remuneration has moved towards a one-figure salary, with housing, relocation and schooling allowance being reflected in the base salary or removed altogether. Industries in demand • IT consultancies/providers • Aviation • Real estate Skills in demand
• Project Management Professional (PMP) certification • Project Management Institute (PMI) certification • E-commerce expertise
• Lean transformation experience Software in demand
• ERP/CRM: SAP, Oracle, SharePoint, MS Dynamics • Infrastructure:
• UNIX (AIX, Solaris, HP-UX, Linux, IBM) • Backup and Restore (TSM, Veritas, Data
Protector)
• Storage Management (ESS 800, DS Series) • Intel/Windows, Citrix (IBM)
• Database (SQL, Oracle, DB2) • Systems Management (Tivoli, SRM) • SAN Management (FC
Switches/Directors-Brocade, McData, Cisco, EFCM)
• Virtualization (VMware, Cloud Computing) • Data Centre
• Windows Server Roles in demand
• IT consultants
• Infrastructure architects & project managers • ERP specialists (SAP, Oracle)
• Enterprise architects: Solution architects, data architects • Development managers
• Storage architects
LEGAL
Continued tensions in some areas of the Middle East have resulted in growth for the legal profession in the UAE because Dubai and Abu Dhabi have provided relative security compared with some less stable jurisdictions.
In the corporate world, renewed business activity and ongoing regulatory requirements create demand for specialised in-house counsel. Corporate legal departments seek associates not only to handle legal and regulatory matters but also to support the organisation’s business objectives by identifying new opportunities. Many multinational organisations look for regional counsel to be based in the UAE whereas these roles used to exist within the European or American operations.
There is more demand for Arabic-speaking and western-trained lawyers with three to 10 years of post-qualification experience. The number of opportunities has increased, although organisations are engaging in multiple interview rounds to ensure they make the right hiring decision. In some cases this has resulted in their first candidate choices receiving offers from competing organisations.
Industries in demand • FMCG • Pharmaceutical • Financial services • Real estate/construction Skills in demand • Islamic finance • Compliance • Western qualifications • Arabic speaking
• International law firm experience Roles in demand
• Regional counsel within multinational corporations with three to 10 years post-qualification experience • Mid- to senior- level associates
ROBERT HALF FINANCE AND ACCOUNTING SALARIES
(in USD)Job title Size of business 2012 2013 % Change
CFO S/M 200,000 - 450,000 206,750 - 475,000 4.9% Large 225,000 - 500,000 229,500 - 525,000 4.1% Finance Director S/M 162,250 - 298,500 167,500 - 312,500 4.2% Large 198,500 - 315,750 205,750 - 332,250 4.6% Chief Accountant S/M 89,750 - 128,500 90,750 - 137,500 4.6% Large 94,250 - 134,000 97,500 - 142,500 5.1% Financial Controller S/M 96,000 - 178,500 99,500 - 188,500 4.9% Large 101,250 - 181,500 104,750 - 190,750 4.5% Assistant Financial Controller S/M 78,500 - 115,250 81,250 - 122,500 5.2% Large 90,750 - 118,500 93,750 - 125,750 4.9% Treasurer S/M 108,500 - 130,500 114,000 - 136,750 4.9% Large 118,750 - 198,500 127,500 - 205,000 4.8% Assistant Treasurer S/M 95,500 - 111,250 98,750 - 116,750 4.2% Large 96,250 - 112,750 103,250 - 115,500 4.7% Finance Manager S/M 87,500 - 147,250 91,250 - 153,000 4.0% Large 98,750 - 158,500 102,250 - 166,500 4.5% Senior Finance Associate S/M 68,250 - 89,500 72,750 - 92,500 4.8% Large 72,000 - 101,250 75,750 - 104,750 4.2% Tax Director S/M 98,500 - 147,500 102,500 - 158,750 6.2% Large 118,750 - 151,250 121,500 - 166,500 6.7% Tax Manager S/M 64,250 - 98,500 68,750 - 103,250 5.7% Large 70,500 - 121,250 76,500 - 125,750 5.5% Senior Tax Associate S/M 49,750 - 63,500 52,500 - 67,000 5.5% Large 52,000 - 79,750 53,750 - 85,500 5.7% Senior Financial Analyst S/M 68,500 - 92,500 69,500 - 98,500 4.3% Large 70,750 - 99,500 74,750 - 103,500 4.7% Financial Analyst S/M 57,000 - 84,500 59,750 - 88,250 4.6% Large 59,250 - 87,500 63,500 - 90,250 4.8% Compliance Director S/M 71,250 - 94,500 76,500 - 101,500 7.4% Large 75,750 - 101,000 79,750 - 110,500 7.6% Compliance Manager S/M 71,250 - 96,250 74,250 - 104,500 6.7% Large 76,000 - 98,750 78,250 - 108,500 6.9% Compliance Officer S/M 56,250 - 69,750 59,750 - 72,500 5.0% Large 60,250 - 73,750 64,250 - 76,500 5.0%
ROBERT HALF FINANCE AND ACCOUNTING SALARIES
(in USD)ROBERT HALF FINANCE AND ACCOUNTING SALARIES
(in USD)Job title Size of business 2012 2013 % Change
Audit Manager S/M 111,250 - 168,500 118,250 - 178,250 6.0% Large 112,500 - 200,000 120,000 - 212,500 6.4% Senior Internal Auditor S/M 67,000 - 114,250 72,500 - 118,500 5.4% Large 68,250 - 130,500 75,750 - 135,000 6.0% Internal Auditor S/M 49,000 - 64,500 52,750 - 66,500 5.1% Large 52,250 - 66,500 55,750 - 69,250 5.3% Management Accountant > 5 years’ experience S/M 72,000 - 109,500 76,000 - 113,750 4.5% Large 73,500 - 115,250 77,250 - 120,750 4.9% < 5 years’ experience S/M 60,750 - 93,500 64,000 - 97,250 4.5% Large 62,500 - 98,250 66,500 - 101,500 4.5% Payroll Manager S/M 68,750 - 89,750 70,500 - 94,250 3.9% Large 74,250 - 99,500 78,250 - 102,500 4.0% Payroll Supervisor S/M 64,250 - 88,750 67,750 - 91,500 4.1% Large 67,000 - 97,500 69,500 - 101,750 4.1% Credit Manager S/M 73,500 - 97,750 75,750 - 102,250 3.9% Large 76,250 - 100,500 78,750 - 105,000 4.0% Assistant Credit Manager S/M 65,250 - 72,250 67,500 - 75,250 3.8% Large 66,750 - 73,750 68,500 - 77,500 3.9% Credit Controller S/M 44,750 - 61,000 47,500 - 62,500 4.0% Large 50,000 - 62,250 52,000 - 65,000 4.2% Assistant Credit Controller S/M 32,250 - 45,250 33,500 - 47,000 3.9% Large 37,000 - 50,250 38,500 - 52,250 4.0% General Ledger Accountant
> 5 years’ experience S/M 72,000 - 107,500 75,500 - 111,250 4.0% Large 70,750 - 112,250 77,250 - 113,500 4.2% < 5 years’ experience S/M 60,000 - 88,500 62,500 - 91,750 3.9% Large 61,250 - 94,500 65,000 - 96,750 3.9% AP / AR Manager S/M 67,500 - 104,250 69,750 - 109,000 4.1% Large 68,250 - 110,000 70,750 - 114,500 3.9% AP/AR Accountant S/M 41,000 - 65,750 43,500 - 67,750 4.2% Large 43,500 - 68,000 45,750 - 70,500 4.3% Assistant Accountant S/M 32,000 - 58,500 33,500 - 60,500 3.9% Large 37,500 - 61,250 38,500 - 64,000 3.8%
ROBERT HALF FINANCE AND ACCOUNTING SALARIES
(in USD)ROBERT HALF FINANCIAL SERVICES SALARIES
(in USD)Job title 2012 2013 % Change
Risk Chief Risk Officer 250,000 - 400,000+ 254,000 - 425,000+ 4.5% Head of Risk Management 123,250 - 170,000 128,250 - 182,500 6.0% Head of Credit Risk 118,750 - 160,250 122,750 - 172,500 5.8% Credit Risk Manager 88,750 - 147,000 92,500 - 156,500 5.6% Senior Credit Risk Analyst 74,000 - 89,500 78,250 - 95,750 6.4% Credit Risk Analyst 50,000 - 75,500 54,500 - 79,750 7.0% Market Risk Manager 98,000 - 150,250 106,500 - 157,250 6.2% Senior Market Risk Analyst 68,500 - 99,500 73,750 - 104,000 5.8% Market Risk Analyst 40,500 - 69,750 42,500 - 74,000 5.7% Operational Risk Manager 95,000 - 121,500 97,750 - 132,500 6.4% Operational Risk Analyst 54,500 - 96,250 58,750 - 100,250 5.5% Credit Analysis Manager 88,750 - 118,500 92,250 - 127,250 5.9% Senior Credit Analyst 49,750 - 90,500 55,750 - 91,750 5.2% Credit Analyst 35,000 - 51,250 38,500 - 52,500 5.5%
Front Office, Mergers &
Acquisitions Managing DirectorDirector 250,000220,000 -- 290,000+280,000+ 262,500241,500 -- 285,000+300,000+ 4.2%5.3%
Vice President 146,500 - 222,500+ 165,000 - 225,000+ 5.7% Associate 110,250 - 162,000+ 112,750 - 174,000+ 5.3% Senior Analyst 88,500 - 114,250 95,500 - 117,750 5.2% Analyst 65,000 - 95,750 69,000 - 100,000 5.1%
Compliance Head of Compliance 130,000 - 300,000 143,750 - 314,500 6.6%
Compliance/AML Manager 80,750 - 138,500 91,250 - 142,000 6.4% Compliance/AML Officer 50,000 - 83,750 55,250 - 86,750 6.2%
Corporate Banking Head of Transaction Banking 192,750 - 273,500 200,750 - 284,500 4.1% Trade Sales 98,250 - 194,500 102,500 - 202,500 4.2%
Finance & Accounting Product Control 95,250 - 178,500 102,500 - 185,250 5.1%
Fund Accountant 94,750 - 177,250 101,500 - 185,750 5.6%
ROBERT HALF FINANCIAL SERVICES SALARIES
(in USD)ROBERT HALF HUMAN RESOURCES SALARIES
(in USD)Job title 2012 2013 % Change
Human Resources Head of HR 150,000 - 232,750+ 160,500 - 245,500+ 6.1%
HR Director 118,750 - 152,250 121,750 - 164,750 5.7% Regional HR Manager 98,750 - 131,750 104,750 - 138,500 5.5% HR Manager 74,000 - 107,750 76,750 - 115,750 5.9% HR Generalist 58,750 - 75,250 61,500 - 80,250 5.8% HR Officer 45,000 - 60,500 48,250 - 62,250 4.7%
Recruitment Head of Recruitment 110,000 - 155,000+ 115,000 - 165,000+ 5.7%
Regional Recruitment Manager 88,500 - 110,750 94,500 - 115,750 5.5% Senior Recruitment Manager 74,250 - 91,000 77,000 - 96,250 4.8% Recruitment Manager 65,000 - 75,750 68,250 - 78,500 4.3%
Learning & Development Head of Learning & Development 110,000 - 150,000+ 113,500 - 160,000+ 5.2% Learning & Development Manager 73,500 - 105,250 77,500 - 109,500 4.6%
Compensation & Benefits Head of Compensation & Benefits 110,000 - 150,000+ 113,250 - 162,000+ 5.9% Compensation & Benefits Manager 74,250 - 105,250 78,250 - 110,000 4.1%
ROBERT HALF HUMAN RESOURCES SALARIES
(in USD)ROBERT HALF TECHNOLOGY SALARIES
(in USD)Job title 2012 2013 % Change
Leadership Chief Information Officer (CIO) 300,000 - 380,000+ 310,000 - 400,000+ 4.4%
Chief Technology Officer (CTO) 260,000 - 320,000+ 265,000 - 340,000+ 4.3% Chief Security Officer (CSO) 150,000 - 210,000+ 150,000 - 225,000+ 4.2% Chief Architect 150,000 - 200,000+ 152,000 - 215,000+ 4.9% Director Information Technology 165,000 - 260,000 175,000 - 270,000 4.7% Information Technology Manager
> 10 years’ experience 78,500 - 147,500 80,250 - 157,750 5.3% < 10 years’ experience 65,250 - 99,500 67,750 - 106,500 5.8%
IT Security Security Engineer 99,500 - 148,750 105,500 - 160,500 7.2%
IT Security Security Analyst 73,250 - 101,500 78,500 - 108,250 6.9%
Security Administrator 58,500 - 74,500 62,500 - 77,500 5.3%
Applications Development Manager 158,000 - 172,500 166,250 - 182,000 5.4%
Product Manager 108,500 - 161,500 114,000 - 169,500 5.0% Applications Developer 71,000 - 106,750 74,500 - 112,000 4.9%
Business Analysis &
Project Management Business Systems ManagerSenior Business Systems Analyst 118,50079,500 -- 151,250116,000 125,50084,500 -- 123,250160,750 6.1%6.3%
Business Systems Analyst 52,250 - 100,750 55,500 - 106,750 6.0% Business Intelligence Manager 130,000 - 195,500 138,000 - 206,500 5.8% Senior Business Intelligence Specialist 100,000 - 147,500 106,250 - 154,750 5.5% Business Intelligence Specialist 78,500 - 101,250 83,750 - 107,000 6.1% Project Management Officer (PMO) Head 148,500 - 200,000 157,750 - 212,500 6.2% Project Management Officer (PMO) Analyst 97,500 - 152,500 103,250 - 161,250 5.8% Senior Project/Programme Manager 89,750 - 121,250 95,500 - 128,750 6.3% Project/Programme Manager 77,250 - 93,500 82,500 - 98,500 6.0%
Systems Administration Senior Systems Analyst 65,500 - 101,500 69,250 - 108,250 6.3%
Systems Analyst 49,000 - 66,250 51,500 - 70,500 5.9% Systems Administrator 32,500 - 50,500 34,750 - 52,500 5.1%
ROBERT HALF TECHNOLOGY SALARIES
(in USD)ROBERT HALF TECHNOLOGY SALARIES
(in USD)Job title 2012 2013 % Change
Architecture Enterprise Architect
16+ years’ experience 150,000 - 200,000 159,500 - 212,250 6.2% 10–15 years’ experience 97,750 - 147,500 103,000 - 154,750 5.1% 6–9 years’ experience 71,000 - 112,500 75,500 - 117,500 5.2% Solutions Architect 16+ years’ experience 145,500 - 197,500 154,750 - 212,000 6.9% 10–15 years’ experience 98,500 - 147,500 103,750 - 154,250 4.9% 6–9 years’ experience 71,000 - 112,500 74,500 - 116,250 4.0%
Networking Network Architect 125,500 - 200,000 128,500 - 212,000 4.6%
Network Manager 113,750 - 131,250 117,000 - 138,250 4.2% Network Engineer 78,500 - 91,500 80,500 - 97,500 4.7% Network Administrator 58,750 - 78,500 59,000 - 84,750 4.7% Data/Database Administration Database Developer 94,250 - 147,500 98,500 - 154,500 4.7% Database Administrator 58,750 - 83,250 60,250 - 87,500 4.0%
Technical Services Senior Technical Support Specialist 70,250 - 85,750 75,250 - 87,750 4.5% Technical Support Specialist 48,750 - 71,750 51,250 - 74,000 3.9%
ROBERT HALF TECHNOLOGY SALARIES
(in USD)ROBERT HALF LEGAL SALARIES
(in USD)Job title 2012 2013 % Change
In-house Chief Legal Officer/Head of Legal 325,000+ 340,000+ 4.6%
General Counsel 227,750 - 325,000 239,750 - 341,250 5.1% Regional Legal Counsel 228,500 - 300,000 241,250 - 315,000 5.3% Legal Manager 145,250 - 230,000 150,250 - 240,750 4.2% Legal Counsel 6–9 years’ experience 145,250 - 247,750 152,500 - 257,000 4.2% 3–5 years’ experience 81,500 - 149,000 85,750 - 154,750 4.3% 0–2 years’ experience 48,500 - 82,750 50,250 - 86,250 4.0% Paralegal 6–9 years’ experience 90,250 - 124,250 93,250 - 128,000 3.1% 3–5 years’ experience 64,500 - 97,250 66,500 - 101,500 3.9% 0–2 years’ experience 32,250 - 64,250 33,000 - 66,500 3.1% Legal Secretary 63,250 - 100,000 66,250 - 102,750 3.5% Legal Assistant 31,500 - 65,500 32,750 - 67,500 3.4%
Private Practice Senior Partner 260,000 - 360,000 269,000 - 375,500 4.0%
Partner 194,500 - 271,250 201,500 - 283,500 4.1% Senior Associate 142,250 - 200,000 151,750 - 205,750 4.5% Mid-level Associate 113,500 - 162,000 117,500 - 168,750 3.9% Junior Associate 63,500 - 114,250 67,250 - 117,750 4.1% Senior Paralegal 96,500 - 136,750 101,500 - 141,500 4.2% Mid-level Paralegal 80,250 - 98,250 84,500 - 102,000 4.5% Paralegal 48,250 - 83,500 50,500 - 86,500 4.0%
ROBERT HALF LEGAL SALARIES
(in USD)Spotlight on expatriate recruitment
Challenged to find the requisite skills and experience locally,many organisations continue to look to expatriate recruitment to fill the gap. Continued economic and job market concerns in the eurozone may have prompted some candidates to look to the UAE for their next career opportunity. However, lower overall compensation may dissuade some individuals in good roles within their home countries from relocating.
Certain lingering impressions about the UAE employment market may mean some expat candidates expect remuneration prospects that are inconsistent with market demand. Overall, much of the relocation and housing allowance that was once on offer has been rolled into base salaries, with only roughly one in four (28%) companies now offering this benefit. At the same time, the cost of housing has dropped in Dubai and Abu Dhabi, among others, which means what may appear as lower overall compensation has more purchasing power.
Despite more modest remuneration prospects overall, candidates with the most sought-after specialist skills will still be in a position to command high levels of compensation. Robert Half offers the following four tips when looking to secure expatriate talent:
Find them early: Companies that can leverage their networks to access talent before their arrival in the UAE will find themselves in good stead. Working with a global recruitment consultancy gives you better access to talented expatriates while they’re still in their home countries.
Determine their motivations: Are expats looking to the UAE for the strong potential remuneration prospects or the lifestyle that is on offer – or possibly both? Finding out what motivates candidates and tailoring compensation packages accordingly will make your organisation an attractive place to work. Make hiring decisions quickly: In a candidate-short market, companies cannot afford to drag their heels in making a hiring decision, or they risk their top choices accepting offers elsewhere. Ensuring you have the right decision makers involved from the beginning and moving the process along swiftly will help keep these individuals interested in your organisation.
Provide guidance: Moving overseas is a big step and making the process as smooth as possible will help candidates feel secure in their decision. Providing guidance on the cost of living, housing and schooling costs, among other considerations, will show that your company has a vested interest in the individual.
56% Yes
39% No – expectations are higher
5% No – expectations are lower
Thinking about the recruitment of overseas candidates, are expectations for total package
remuneration in line with local market conditions?
Robert Half: your partner for growth
Robert Half is the world’s leading specialised recruitmentconsultancy. Our specialist divisions place accounting and finance, financial services, information technology, human resources and legal professionals on a permanent basis.
There is no substitute for the human touch when hiring. While any number of online or technology tools can identify potential hires, they can’t tell you about the person behind the profile. We take the time to understand the unique needs and cultures of the businesses we serve. Then, we carefully choose professionals with skills, work styles and career goals that align with those businesses.
The right match – We can help you get hard-to-find professionals. Our global candidate database includes more than seven million pre-screened, skills-tested individuals who are pre-qualified and available to work right away.
Quick results – When you have a job opening, chances are you need immediate help. Our recruitment experts use leading-edge technology to shorten the search process. In addition, we take the time to understand your business’s unique needs.
Options to fit your needs – We offer a choice of skilled candidates with varying levels of experience. So, whatever your budget or needs, we can find the right professional for your organisation. Exceptional service – The hiring process is more complex than ever. We can guide you every step of the way and handle the most challenging aspects for you. Communication is our speciality. Reliability – Few firms can match our experience and reputation for excellence. In fact, nine out of 10 clients and candidates would recommend our service to a colleague.
Further information
Please contact us for more information about Robert Half’s recruitment services and how we can help meetyour specific needs:
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Robert Half Technology is a leading provider of IT professionals on a contract and permanent basis.
Robert Half Human Resources
Robert Half Human Resources specialises in the placement of highly skilled HR professionals on a project, interim and permanent basis.
Robert Half Legal
Robert Half Legal specialises in the recruitment and selection of highly qualified legal professionals for law firms and corporations.
Robert Half International (UAE) Ltd Dubai International Financial Centre (DIFC) Gate Village 1, Level 1 PO Box 482100 Dubai, United Arab Emirates
Telephone: +971 (0) 4 3826700
roberthalf.ae
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