accounting finance salary survey 2012

table of contentsintroduction

ABout HudSon AccountinG & FinAncE

tHE nAtionAL PicturE

SALAry tABLES

london

tHe soUtH

tHe MIdlands and noRtH

scotland

our oFFicES

1

2

3

4

11

18

25

32

accoUntInG & fInance | HUdson salaRy GUIde 2012 1 UK

IntRodUctIon

the guide will show you how salaries have fluctuated across the accounting and finance profession with market overviews and salary information for each industry sector. the salary data has been researched thoroughly by our consultants, and is based on candidates’ disclosure of salaries, advertised salaries and job offers by clients. they also take into account current market conditions and forecasts.

as we work with many of the UK’s leading accountancy and finance firms, we are able to forecast how remuneration packages for professionals will look in the coming months. It is important to note that salaries are influenced by company size, location, sector, hiring profile and benefits packages – this is in addition to qualifications, skills, experience and job remit. We haven’t been able to accommodate all of these variables in the figures presented, therefore please use this publication as a guide to current salaries only.

If you’d like to speak to us about what you’ve read in this booklet or have a general enquiry regarding recruitment or careers in accounting and finance, please do not hesitate to get in touch. you’ll find our contact details on the back page of this guide.

We look forward to hearing from you.

Mike Game ceo, Hudson europe

Welcome to the Hudson accounting & finance salary Guide for 2012. In this year’s edition we discuss salaries and benefits in 2011 and recruitment trends for the sector in 2012.

2 accoUntInG & fInance | HUdson salaRy GUIde 2012

Hudson is a leading global provider of specialised recruitment, contract professionals, recruitment outsourcing and talent management solutions. We employ more than 2,000 professionals who serve clients and candidates in approximately 20 countries.

Hudson accounting & finance helps its clients to achieve greater organisational performance by assessing, recruiting, developing and engaging the best and brightest people for their businesses. the team spans four continents, giving it the broadest understanding of an ever-changing global financial marketplace.

Whether you are looking for a candidate who is part qualified or someone to fill a chief financial officer (cfo) role, we can help you with your next hire. our consultants focus on specific role levels and types within sectors so they can provide deep specialisation expertise.

aboUt HUdson accoUntInG & fInance

combining our global capabilities with in-depth local market knowledge, we have been able to build strong and trusted relationships with a wide-ranging client base that includes sMes and multinational companies.

We currently work with:

PRactIce

| the big four audit firms | top 20 UK firms | top 50 practices | audit, tax and advisory specialists

PRIVate sectoR

| Retail, media and fMcG | Pharmaceutical and healthcare | technology and telecommunication | energy and utilities | oil and gas | Mining | Professional services | Manufacturing and distribution | construction, property and

engineering

PUblIc sectoR

| local authorities | central Government | charities / not-for-profit | associations | nHs and primary care trusts | education | Regulatory bodies


Recruitment in the UK financial sectors showed strong positive growth during the first three quarters of 2011. towards the end of the year the demand for permanent appointments softened, but the growth in interim recruitment continued, albeit at a slower rate.

While some UK sectors found trading difficult in 2011, an increasing focus on commercial financial management, cost control, finance business partnering and the controls environment meant the demand for accountants generally remained strong. Macroeconomic conditions were also favourable for certain sectors of the economy. fMcG, export manufacturing, hi-tech engineering, media and renewable energy all experienced consistent, sustained growth.

throughout the year, clients remained cost-conscious. they continued to search for the best talent at the lowest price and became increasingly diligent in their selection, turning to innovative screening solutions as a way to manage the volumes of applicants, increasing their use of assessment tools, employing extended interview processes, and

tHe natIonal PIctUReinvolving more people in decision-making. this led to a spike in demand for various talent management solutions – from online screening, behavioural and psychometric assessments to bespoke assessment centres and talent acquisition/management teams.

We expect the tailored partnership approach to grow further in 2012. Protracted recruitment processes have led to some disappointment as high quality candidates are still in high demand and are moving fast.

In general, 2011 has been a positive year for senior finance professionals. While some conventionally in demand skills that relate to investor relations and raising finance have been less sought after, the demand for skills in cost management, refinancing and business restructuring has risen sharply. More significant in the overall makeup of the market for senior finance professionals is a rapid increase in the number of finance directors and chief financial officers (cfos) that have moved into chief executive posts over the last three years, as companies consider strong financial husbandry a key element

to overall business success. as a result of this shift of profile within the chief executive officer (ceo) population, and a re-energised appeal for finance directors, we expect the strong demand for senior and executive finance appointments to continue through 2012, despite the challenging economic conditions.

Recruitment typically slows through december, but this year’s slowdown was more exaggerated as the eurozone crisis deepened and weak figures for GdP growth in the UK were announced, both of which dampened consumer confidence. the financial services sectors were hit the hardest in the final quarter as their exposure to the eurozone and PPI mis-selling liabilities brought some caution around hiring. the early signs for 2012 are still positive with caution. talented individuals remain in short supply and are highly sought after which results in a “war for talent”.

4 accoUntInG & fInance | HUdson salaRy GUIde 2012

salaRy tables— london

6 accoUntInG & fInance | HUdson salaRy GUIde 2012 london

In stark contrast to the relatively low levels of recruitment in 2009 and 2010, the market for finance professionals in london grew significantly during 2011, in line with an increase in confidence across almost every market sector. demand in a number of sectors including retail, property, utilities and energy remained exceptionally strong. However, most significant in the overall economic context was the search for finance staff in professional services, which showed a marked increase over the year. this development could be seen as significant because the professional services sector typically leads the economic cycle by around six months.

like the rest of the UK, the demand for accountancy and finance personnel in london slowed a little in the final quarter of the year, fuelled by a weakening in confidence around europe and challenges relating to the worsening financial crisis.

londonfor executive finance recruitment though, the overall picture for the year was extremely positive, with double digit growth in london. this growth was encouraged by many of the capital’s businesses recognising the need for strong financial and cost management, as well as greater financial input into commercial and strategic decision making. the demand for senior finance professionals is set to continue as 2012 promises further economic uncertainty. Increasingly, finance professionals are being appointed into ceo roles – another trend that will heighten the demand for the top finance talent.

the introduction of the agency Worker Regulations (aWR) in october 2011 had some impact on the interim market but predominantly at the junior clerical/part qualified end. However, the numbers of contract professionals in london continued to grow throughout the year. the demand for permanent staff weakened slightly in the final quarter, though much of this translated into an increasing need for workers on fixed-term contracts as companies managed the economic uncertainty by reducing their exposure to permanent hires.

the public and not-for-profit sectors have been through a period of immense change and transition over the last couple of years. there has been insecurity around jobs and recruitment requirements have been unclear, but certain parts of these sectors have been more resilient, including charities and housing associations. the Government and education sectors appear to be the hardest hit as cost cuts, mergers and restructuring has prevented recruitment.

the outlook for the first quarter of 2012 remains positive, despite continuing uncertainties within the eurozone. there is already a heightened demand for high calibre candidates across retail, utilities and energy, and growth is predicted to continue in these sectors in the coming year. In many other sectors, the outlook is more uncertain beyond easter 2012. activity will largely be driven by the evolving political landscape in europe, as well as the ability of the UK economy to maintain positive GdP growth through the first quarter of 2012.


CoMMerCe & Industry

PaRt QUalIfIed neWly QUalIfIed QUalIfIed (2 - 5 yeaRs)

QUalIfIed (6 yeaRs +) Pay Rate

PerMAnent(£ PeR annUM)

ContrACt / teMPorAry(£ PeR day)

finance director / cfo n/a n/a n/a 90,000 + 450 +

Head of finance / finance controller n/a n/a 50,000 - 80,000 70,000 - 120,000 325 - 600

finance Planning & analysis Manager n/a n/a 50,000 - 70,000 60,000 - 90,000 300 - 500

finance Manager 30,000 - 45,000 42,000 - 48,000 48,000 - 60,000 55,000 - 65,000 250 - 350

Project / systems accountant 30,000 - 42,000 40,000 - 45,000 45,000 - 55,000 50,000 - 65,000 225 - 400

financial / business / commercial analyst 30,000 - 42,000 40,000 - 48,000 45,000 - 55,000 55,000 - 65,000 250 - 450

Management / financial accountant 30,000 - 40,000 40,000 - 48,000 45,000 - 55,000 55,000 - 65,000 250 - 350

InternAL AudIt / CoMPLIAnCe

Head of audit n/a n/a n/a 60,000 - 100,000 350 - 500

Manager n/a n/a 50,000 - 60,000 55,000 - 70,000 300 - 400

auditor 25,000 - 40,000 40,000 - 45,000 45,000 - 55,000 50,000 - 60,000 250 - 350

CorPorAte / GrouP

finance director / cfo n/a n/a n/a 110,000 + 450 +

finance controller n/a n/a 55,000 - 80,000 80,000 - 120,000 325 - 600


Group financial / business analyst n/a 42,000 - 48,000 45,000 - 55,000 55,000 - 65,000 260 - 450

Management / financial accountant n/a 40,000 - 50,000 45,000 - 55,000 55,000 - 65,000 250 - 350


CoMMerCe & Industry





PArt QuALIFIed & trAnsACtIonAL

finalist 30,000 - 42,000 n/a n/a n/a 150 - 275

Intermediate 25,000 - 35,000 n/a n/a n/a 140 - 225

aP / aR / credit control / Payroll Manager 28,000 - 45,000 n/a n/a n/a 140 - 300

aP / aR / credit control / Payroll supervisor 23,000 - 40,000 n/a n/a n/a 130 - 250

assistant accountant 20,000 - 30,000 n/a n/a n/a 90 - 180

aP / aR / credit control / Payroll clerk 18,000 - 26,000 n/a n/a n/a 80 - 150

foundation / Graduate 18,000 - 25,000 n/a n/a n/a 80 - 150

tAXAtIon

tax director n/a n/a n/a 100,000 - 250,000 500 +

Head of tax n/a n/a n/a 80,000 - 120,000 450 - 650

Group tax Manager n/a n/a 60,000 - 75,000 70,000 - 100,000 400 - 600

tax Manager n/a n/a 50,000 - 70,000 60,000 - 75,000 300 - 475

tax accountant n/a n/a 40,000 - 55,000 50,000 - 60,000 235 - 315

tax technician n/a n/a 28,000 - 40,000 n/a 150 - 250


PubLIC PrACtICe

bIG 4 / toP 20 sMall & MedIUM fIRMs Pay Rate



AudIt & AssurAnCe

Partner 95,000 + 80,000 + n/a

director 85,000 - 110,000 70,000 - 90,000 n/a

senior Manager 65,000 - 85,000 50,000 - 70,000 400 +

Manager 54,000 - 65,000 40,000 - 60,000 290 - 450

assistant Manager 45,000 - 52,000 35,000 - 50,000 250 - 350

senior 40,000 - 45,000 30,000 - 42,000 175 - 250

semi senior 30,000 - 40,000 22,000 - 30,000 125 - 200

AdVIsory serVICes / CorPorAte FInAnCe / CorPorAte reCoVery / ForensICs

Partner 100,000 + 80,000 + n/a

director 80,000 - 100,000 68,000 - 95,000 n/a

associate director 65,000 - 90,000 52,000 - 68,000 325 - 450

Manager 47,000 - 70,000 42,000 - 56,000 220 - 450

executive 43,000 - 48,000 35,000 - 42,000 175 - 290

tAXAtIon

Partner 110,000 + 90,000 + n/a

director 85,000 - 200,000 70,000 - 110,000 n/a

senior Manager 60,000 - 90,000 50,000 - 80,000 325 - 500

Manager 48,000 - 65,000 40,000 - 60,000 250 - 450


senior 36,000 - 45,000 28,000 - 40,000 175 - 250

semi senior 22,000 - 33,000 22,000 - 33,000 125 - 200


PubLIC seCtor & not-For-ProFIt





finance director / cfo n/a n/a 50,000 - 80,000 70,000 + 400 - 800


chief accountant n/a n/a 40,000 - 58,000 50,000 - 75,000 325 - 500

finance Planning & analysis Manager n/a 37,000 - 50,000 42,000 - 55,000 45,000 - 65,000 250 - 475

finance Manager 28,000 - 38,000 35,000 - 48,000 40,000 - 55,000 42,000 - 62,000 200 - 425




sPeCIALIst roLes

Head of n/a n/a 40,000 - 60,000 50,000 - 80,000 350 - 550

auditor 25,000 - 38,000 35,000 - 45,000 38,000 - 50,000 40,000 - 60,000 180 - 400

treasury 25,000 - 38,000 35,000 - 45,000 38,000 - 50,000 40,000 - 60,000 180 - 400

Regulatory / compliance 24,000 - 36,000 33,000 - 42,000 36,000 - 48,000 40,000 - 60,000 175 - 375


finalist 30,000 - 38,000 n/a n/a n/a 140 - 225




assistant accountant / finance officer 25,000 - 35,000 n/a n/a n/a 100 - 170




salaRy tables — tHe soUtH

12 accoUntInG & fInance | HUdson salaRy GUIde 2012 tHe soUtH


financial recruitment across the south bore a resemblance to the national picture, showing sequential, positive growth through the first three quarters of 2011 and a dip in permanent and temporary recruitment during the fourth.

Generally speaking, there has been a return in confidence across the south and a corresponding increase in the demand for qualified finance professionals. this returning confidence manifested most sharply in technical roles like audit, tax and statutory/financial accounting, where the competition for talent remained strong and there was a high demand for a dwindling number of acas coming out of accounting practices into industry. this shortage of available talent has resulted in an upward pressure on salaries, as well as a reduction in recruitment timescales to bring good quality candidates through to offer in record times.

tHe soUtHthe thames Valley, which has historically thrived on the ‘hi-tech’ sectors (as the UK’s version of silicon Valley), has not been as buoyant over recent years, with It spend capped across all markets. In 2011, though, there was a reasonable bounce back to form. as client companies in the region started to win and deliver business again, they were inclined towards hiring professionals for ‘commercial finance’ and ‘business partner’ roles to support their sales and bid functions. other resilient sectors were the pharmaceutical, natural resources and engineering markets, where clients had committed to major long-term investment in overseas capital-heavy projects and these projects needed to be delivered.

the northern Home counties are traditionally strong in retail, manufacturing, food production and supply chain. companies in these sectors expect new employees to have the relevant industry experience so they can hit the ground running and make an immediate impact in their new posts. as a result, there is still a high demand for individuals with sector experience.

some factors are still causing some hesitation in recruitment though. the cost of hiring the wrong person is too high for many companies and the worry of making a mistake can stall recruitment processes. Macroeconomic issues (globally and in europe) can also cause hesitation, not only in recruiting companies, but also in jobseekers, exacerbating the shortage in available talent.

the final noteworthy trend of 2011 is the returning interest in venture capital/private equity-backed businesses, which are starting to have an impact again. elevated exit activity and stronger capital markets have brought confidence back to company valuations. Private equity-backed clients across the south have begun to invest in their internal infrastructure and corporate governance to make sure that if the stock market performance continues to be strong into 2012, the resulting liquidity and financing available in the market will enable them to maximise the value of their exit strategy.


CoMMerCe & Industry





finance director / cfo n/a n/a 60,000 - 80,000 75,000 - 125,000 300 +



finance Manager 30,000 - 42,000 40,000 - 45,000 45,000 - 60,000 50,000 - 65,000 250 - 350





Head of audit n/a n/a 55,000 - 70,000 70,000 - 90,000 300 - 600

Manager n/a n/a 50,000 - 65,000 55,000 - 70,000 275 - 400

auditor 20,000 - 40,000 38,000 - 45,000 45,000 - 55,000 50,000 - 60,000 250 - 350

CorPorAte / GrouP

finance director / cfo n/a n/a n/a 100,000 - 250,000 500 - 1000



Group financial / business analyst 30,000 - 45,000 45,000 - 50,000 50,000 - 65,000 55,000 - 60,000 250 - 400



CoMMerCe & Industry






finalist 30,000 - 40,000 n/a n/a n/a 200 - 250







tAXAtIon

tax director n/a n/a n/a 80,000 - 120,000 500 - 800

Head of tax n/a n/a 60,000 - 75,000 70,000 - 100,000 350 - 600


tax Manager n/a n/a 50,000 - 65,000 60,000 - 75,000 275 - 400




PubLIC PrACtICe




AudIt & AssurAnCe

Partner 100,000 + 80,000 + n/a

director 80,000 - 100,000 60,000 - 80,000 n/a

senior Manager 60,000 - 75,000 40,000 - 50,000 300 +

Manager 50,000 - 60,000 35,000 - 45,000 250 - 300


senior 28,000 - 38,000 25,000 - 34,000 100 - 150

semi senior 20,000 - 28,000 15,000 - 20,000 80 - 130


Partner 100,000 + 80,000 + n/a

director 70,000 - 100,000 50,000 - 80,000 300 +


Manager 45,000 - 60,000 35,000 - 45,000 200 - 350

executive 35,000 - 40,000 30,000 - 35,000 100 - 220

tAXAtIon

Partner 100,000 + 80,000 + n/a

director 80,000 - 100,000 60,000 - 70,000 350 +

senior Manager 70,000 - 80,000 50,000 - 60,000 300 - 400

Manager 50,000 - 60,000 40,000 - 50,000 250 - 350


senior 28,000 - 38,000 25,000 - 34,000 125 - 170

semi senior 20,000 - 28,000 20,000 - 25,000 100 - 150











finance Manager 28,000 - 35,000 35,000 - 45,000 40,000 - 55,000 42,000 - 62,000 200 - 400




sPeCIALIst roLes

Head of n/a n/a 40,000 - 60,000 50,000 - 80,000 350 - 500

auditor 25,000 - 35,000 35,000 - 45,000 38,000 - 50,000 40,000 - 60,000 180 - 350

treasury 25,000 - 35,000 35,000 - 45,000 38,000 - 50,000 40,000 - 60,000 180 - 350



finalist 30,000 - 38,000 n/a n/a n/a 140 - 225







tHe MIdlands and noRtH18 accoUntInG & fInance | HUdson salaRy GUIde 2012

salaRy tables — tHe MIdlands and noRtH

UK accoUntInG & fInance | HUdson salaRy GUIde 2012 19


In general, financial recruitment in the Midlands and north mirrored the national picture in 2011, showing strong positive growth during the first three quarters and a softening in activity towards the end of the year, as business and economic confidence worsened. there were some notable exceptions where sectors displayed strong growth across the whole year – typically from those in highly-competitive environments where commercial financial management is regarded as a key element, or where macroeconomic conditions were favourable. some of the most resilient sectors were retail, fMcG, export manufacturing, hi-tech engineering, media and natural resources.

looking at the year as a whole, some confidence returned to the Midlands and north, and this corresponded with increased demand for finance professionals. this confidence manifested most sharply in financial and professional services, where the competition for talent remained strong and there was continuing demand for newly qualified accountants in the fields

tHe MIdlands and noRtH

of risk, audit and compliance. these highly technical roles have been mostly filled by recently qualified acas, and this has led to a shortage of available talent and a return to the upward pressure on salaries we saw in the mid 2000s.

Many organisations turned their attention back to managing their cost base effectively towards the end of the year. this resulted in a sharp increase in demand for highly skilled commercial analysts and finance business partners, and a decline in requests for candidates in traditional reporting roles. In the senior and executive finance arenas, the recruitment market continued its strong recovery through 2011, as client businesses that had shed staff during the height of the recession set about rebuilding their senior teams and positioning themselves for growth. again, strong activity was focused around the sectors where trading conditions were most competitive or most economically favourable.

confidence is still fragile in the sMe sector, but there are many examples of businesses that continue to grow well – especially in sectors where companies can offer specialised products with a high degree of intellectual property, thus adding significant value. these successes include clusters of organisations in the north east that are focused on renewable energy, a group of medical instrumentation companies in yorkshire, a cluster of innovative automotive businesses in the Midlands, and the ‘Media city’ project in Greater Manchester, which has been a huge success and has inspired the relocation of parts of the bbc.


CoMMerCe & Industry








finance Manager 25,000 - 40,000 32,000 - 45,000 40,000 - 60,000 55,000 - 60,000 250 - 300






Manager n/a n/a 45,000 - 60,000 55,000 - 65,000 275 - 350

auditor 20,000 - 40,000 35,000 - 45,000 40,000 - 55,000 50,000 - 55,000 250 - 300

CorPorAte / GrouP




Group financial / business analyst 30,000 - 40,000 35,000 - 50,000 40,000 - 55,000 50,000 - 55,000 250 - 300



CoMMerCe & Industry






finalist 25,000 - 35,000 n/a n/a n/a 200 - 250







tAXAtIon

tax director n/a n/a n/a 75,000 - 100,000 500 - 800

Head of tax n/a n/a 55,000 - 65,000 60,000 - 80,000 350 - 500


tax Manager n/a n/a 45,000 - 55,000 50,000 - 65,000 275 - 375




PubLIC PrACtICe




AudIt & AssurAnCe

Partner 100,000 + 80,000 + n/a

director 80,000 - 100,000 60,000 - 80,000 n/a

senior Manager 65,000 - 75,000 40,000 - 50,000 300 +

Manager 50,000 - 60,000 35,000 - 45,000 200 - 280


senior 28,000 - 38,000 25,000 - 34,000 100 - 150

semi senior 20,000 - 28,000 15,000 - 20,000 80 - 130


Partner 100,000 + 80,000 + n/a

director 80,000 - 100,000 50,000 - 80,000 300 +


Manager 50,000 - 60,000 35,000 - 45,000 200 - 275

executive 35,000 - 40,000 30,000 - 35,000 100 - 200

tAXAtIon

Partner 100,000 + 80,000 + n/a

director 80,000 - 100,000 60,000 - 70,000 350 +

senior Manager 70,000 - 80,000 50,000 - 60,000 300 - 375

Manager 50,000 - 60,000 40,000 - 50,000 200 - 280


senior 28,000 - 38,000 25,000 - 34,000 100 - 150

semi senior 20,000 - 28,000 20,000 - 25,000 80 - 130











finance Manager 28,000 - 32,000 35,000 - 42,000 40,000 - 50,000 42,000 - 60,000 200 - 400




sPeCIALIst roLes

Head of n/a n/a 40,000 - 60,000 50,000 - 80,000 350 - 500

auditor 25,000 - 38,000 35,000 - 45,000 38,000 - 50,000 40,000 - 60,000 180 - 350

treasury 25,000 - 38,000 35,000 - 45,000 38,000 - 50,000 40,000 - 60,000 180 - 350



finalist 25,000 - 35,000 n/a n/a n/a 140 - 220








salaRy tables — scotland

scotland26 accoUntInG & fInance | HUdson salaRy GUIde 2012


following some notable trends at the end of 2010, the overall market for accounting and finance recruitment in scotland remained positive through 2011, with strong growth recorded in a number of key business sectors.

by the end of 2011, the accounting and finance industries recorded the second highest increase in demand for temporary and permanent staff – second only to the It and computing industries. furthermore, permanent salaries to the end of 2011 showed consistent increases, with certain skill sets in high demand. the greatest increase in candidate demand and salaries was felt in the aberdeen area, as the demand in the oil and gas sector continued to outperform other sectors in scotland.

scotlandIn the financial services sector, temporary and contract markets have remained very buoyant during the year – a trend we expect to continue in 2012. this is fuelled, in part, by ongoing and significant change management and transformation projects that are being actioned by many of the larger financial service companies. scotland’s reputation and ability to attract new and expanding financial service operations is another reason for a heightened demand for temporary and permanent staff. However, as a result of the present challenging market conditions, we anticipate there will be some recruitment freezes across these organisations as we move into 2012.

there is a particular demand for candidates with the following skills:

| Risk, compliance, governance and assurance

| financial reporting | business and project management/

analysis | Investment accounting and operations

the commerce and industry sector has seen strong growth – especially for permanent placements, which have risen significantly over the year. there has been an increasing demand for permanent and temporary requirements in the oil and gas, energy and utilities, fMcG and outsourced service sectors, and this has caused a shortage in candidates for specific skill sets including:

| Payroll | credit control and sales ledger | financial reporting | system accountancy | commercial finance

Public sector recruitment has remained relatively static over the year, with recruitment freezes still in operation across the nHs and for local government authorities. there have been pockets of recruitment in the not-for-profit and charity sectors, but generally speaking these have been replacement roles and short-term contracts to cover the financial year-end rather than a result of growth in the sector. Higher education recruitment seems to be the one potential growth area due to legislation changes in the sector.


CoMMerCe & Industry








finance Manager 25,000 - 40,000 40,000 - 42,000 42,000 - 48,000 48,000 - 55,000 200 - 250






Manager n/a n/a 48,000 - 55,000 55,000 - 70,000 150 - 200

auditor 20,000 - 40,000 36,000 - 42,000 42,000 - 50,000 50,000 - 55,000 120 - 150

CorPorAte / GrouP


finance controller n/a n/a n/a 70,000 - 90,000 300 - 400


Group financial / business analyst 30,000 - 40,000 40,000 - 42,000 40,000 - 45,000 48,000 - 55,000 175- 200



CoMMerCe & Industry






finalist 23,000 - 28,000 n/a n/a n/a 88 - 108





aP / aR / credit control / Payroll clerk 16,000 - 20,000 n/a n/a n/a 61 -76


tAXAtIon

tax director n/a n/a n/a 95,000 + 450 - 700

Head of tax n/a n/a 55,000 - 65,000 80,000 + 350 - 450

Group tax Manager n/a n/a 55,000 - 65,000 70,000 + 350 - 450

tax Manager n/a n/a 45,000 - 55,000 60,000 + 250 - 350

tax accountant n/a n/a 38,000 - 55,000 60,000 + 225 - 300



PubLIC PrACtICe




AudIt & AssurAnCe

Partner 100,000 + 80,000 + n/a

director 80,000 - 100,000 60,000 - 80,000 n/a

senior Manager 65,000 - 75,000 40,000 - 50,000 300 +

Manager 50,000 - 60,000 35,000 - 45,000 200 - 280


senior 28,000 - 38,000 25,000 - 34,000 100 - 150

semi senior 20,000 - 28,000 15,000 - 20,000 80 - 130


Partner 100,000 + 80,000 + n/a

director 80,000 - 100,000 50,000 - 80,000 300 +


Manager 50,000 - 60,000 35,000 - 45,000 200 - 275

executive 35,000 - 40,000 30,000 - 35,000 100 - 200

tAXAtIon

Partner 100,000 + 80,000 + n/a

director 80,000 - 100,000 50,000 - 80,000 300 +

senior Manager 70,000 - 80,000 40,000 - 50,000 250 - 325

Manager 50,000 - 60,000 35,000 - 45,000 200 - 250


senior 28,000 - 38,000 25,000 - 34,000 100 - 150

semi senior 20,000 - 28,000 20,000 - 25,000 80 - 130







finance director / cfo n/a n/a 45,000 - 55,000 55,000 - 70,000 250 - 350




finance Manager 28,000 - 38,000 35,000 - 48,000 35,000 - 45,000 40,000 - 50,000 180 - 215






Manager 25,000 - 38,000 35,000 - 45,000 35,000 - 45,000 40,000 - 50,000 180 - 215

treasury 25,000 - 38,000 35,000 - 45,000 38,000 - 50,000 40,000 - 60,000 180 - 400

auditor 24,000 - 36,000 33,000 - 42,000 34,000 - 38,000 35,000 - 45,000 150 - 190


finalist 23,000 - 28,000 n/a n/a n/a 90 - 120


aP / aR / credit control / Payroll Manager 18,000 - 24,000 28,000 - 34,000 30,000 - 40,000 35,000 - 50,000 100 - 140

aP / aR / credit control / Payroll supervisor 16,000 - 20,000 24,000 - 30,000 25,000 - 35,000 n/a 100 - 140

assistant accountant 16,000 - 19,000 18,000 - 24,000 n/a n/a 70 - 90



oUR offIces

bIrMInGhAM

Victoria square House Victoria square birmingham b2 4aJ tel: +44 121 633 0010 fax: +44 121 633 0862

dubLIn

10 lower Mount street dublin 2 tel: +353 1 676 5000 fax: +353 1 676 5111

edInburGh

caledonian exchange 19a canning street edinburgh eH3 8eG tel: +44 131 555 4321 fax: +44 131 555 4224

GLAsGow

130 st Vincent street Glasgow G2 5Hf tel: +44 141 221 8182 fax: +44 141 248 6008

London

chancery House 53 - 64 chancery lane london Wc2a 1Qs tel: +44 20 7187 6000 fax: +44 20 7187 6001

MAnChester

the chancery 58 spring Gardens Manchester M2 1eW tel: +44 161 832 7728 fax: +44 161 839 1375

MILton Keynes

500 avebury boulevard Milton Keynes MK9 2be tel: +44 1908 547 995 fax: +44 1908 547 987

reAdInG

Greyfriars Gate 5 - 7 Greyfriars Road Reading, berkshire RG1 1nU tel: +44 118 939 1003 fax: +44 118 939 3331

Aberdeen

4 - 5 Golden square aberdeen ab10 1Rd tel: +44 1224 620 262 fax: +44 1224 620 362

MiLton KEynES

rEAdinGLondon

BirMin GHAM

duBLin

ABErdEEn

EdinBurGH

GLASGoW

MAncHEStEr

aberdeen +44 1224 620 262

birmingham +44 121 633 0010

dublin +353 1 676 5000

edinburgh +44 131 555 4321

Glasgow +44 141 221 8182

london +44 20 7187 6000

Manchester +44 161 832 7728

Milton Keynes +44 1908 547 995

Reading +44 118 939 1003

uk.hudson.com

http://uk.hudson.com

accounting finance salary survey 2012

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