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2013 Salary GuideA Valuable Resource For Assessing Compensation Trends
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remain competitive as the economy recovers with insights
on compensation and workforce trends.”
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Table of Contents
Preparing You For Growth And Economic Opportunity . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
A Look At The Workforce By Employment Types . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
Insights On Workforce Trends . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4
Retain Your Top Talent. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
Recognize and Reward . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7
About the Salary Data and Variances. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8
Salaries and Job Descriptions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
Administrative . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
Customer Service. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11
Engineering . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
Executive Management . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16
Finance & Accounting . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17
human resources. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
Information Technology . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21
legal. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .23
Marketing. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .25
Operations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .27
Sales. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .28
Technical . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .30
What does a compensation package say about a company?
The total compensation package reveals the value the company
places on employee performance, loyalty, wellness, family
and community.”
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2 2013 Salary Guide
Preparing You For Growth And Economic Opportunity
As the economy continues its recovery, employers are placing increasing importance on finding, hiring
and keeping the best people in order to meet new business demands. A crucial element in any company’s
talent strategy is to know exactly what to pay your workforce.
Even with ongoing economic uncertainty, there is one thing you can rely on — our 2013 Salary Guide.
This year’s guide features the latest salary data and labor market insights you need to make the most
informed decisions concerning your employees and prospective hires. Inside, you will find:
› Accurate, up-to-date salary data and job descriptions for full-time positions
› Insights on job market developments and industry trends
Growth and economic opportunity translate into a stronger workforce. Our 2013 Salary Guide will be a
valuable resource to help you manage your talent. You can count on it.
3www.lhh.com
A Look At The Workforce By Employment Types
Full-time EmployeeA regular full-time employee typically works 40 hours a
week; however, many employers consider employees as
full time working different schedules, i.e. over 30 hours,
35 hours, 37.5 hours, etc. A regular full-time employee
may be provided with benefi ts, including a pension,
health insurance, paid vacation, and sick time. Full-time
employment offers additional benefi ts, including:
• Prospect of longer-term job stability
• Clearer paths for career advancement
• Formal career development programs
• Eligibility for severance and outplacement benefi ts
if laid off
Part-time EmployeeA regular part-time employee is scheduled to work at
least 20 hours per week but less than 40 hours per
week on a regular basis. A regular part-time employee
is generally not eligible for benefi ts but may be eligible
for prorated paid time-off for sick, vacation and holidays.
Workers choose part-time employment for various
reasons, including:
• Economic reasons, e.g., lack of full-time job
opportunities
• Non-economic reasons, e.g., personal obligations
• In school or training
• retired or social security earnings limit
Contract Employee
A contract employee is a regular employee of the
company who is engaged for a set term. The length of
the engagement of a contract employee will vary and is
typically associated with a particular project. A contract
may include a provision for renewal under specifi c
circumstances. Contract employees are defi ned as
workers who:
• Come with specifi c expertise and are hired for a
defi ned project
• have the federal employment status of W2
• Can negotiate a contract
• upon completion of project, contract and
employment ends
Independent Contractor An independent contractor is a self-employed
freelancer, an independent agent who is engaged to
provide certain services for a business. An independent
contractor is not eligible for benefi ts or paid time-off for
sick, vacation and holidays. An independent contractor
is defi ned as someone who:
• Supplies his or her own equipment, materials
and tools
• Chooses assignments and controls the hours
of employment
• Negotiates a contract and can be paid hourly
or per project
• Can be discharged at anytime
4 2013 Salary Guide
Twitte
r
Face
book
Linke
dIn
Twitte
r
Face
book
Linke
dIn
“Big Data” opening doors to new job opportunities.
Though social recruiting is still in its infancy, it is already credited
with helping to fi ll tens of millions of jobs. And at the heart
of social recruiting is “Big data” – transforming the recruiting
process by giving organizations access to vast amounts of data
collected on every Internet user. Gathering and analyzing the
data, recruiters and hr Managers glean valuable insights into
today’s workforce: who they are, what they like to do, where
their skills lay and what they are looking for. Identifying talent
is no longer fi nding a needle in a haystack. The information
collected enables recruiters and hr Managers to be very
competitive – digging through the piles of information to
make data-based hiring decisions that are smarter, faster
and more effi cient.
Multi-directional career paths satisfying critical
talent need.
In today’s fl atter organizations, there are limited vertical career
advancement opportunities. As straight-line career paths
become increasingly diffi cult to support, other types of growth
are increasingly considered as a basis for career development,
including growth within an existing role and within a function.
Careers today are more often defi ned by a series of lateral, as
well as upward, moves. “Multi-directional career paths” offer
fl exibility and growth opportunities that are very attractive to
today’s top talent. Organizations willing to move employees
laterally and provide roles or assignments in other areas of
the company are fi nding the strategy to be a unique and
effective method for engaging their workforce, developing
their competencies and careers, and ultimately, retaining
them longer.
Insights On Workforce Trends
TOP ThrEE SOCIAl NETWOrKING SITES IN
hIrING CANdIdATES
how effective are each of the following social
networking sites in terms of resulting in the successful
hire/placement of candidates?
Base: 203 hr Managers; 200 recruiters
*Top 2 box scores show (extremely/very effective)
28%
60%
14%
11%
9%
16%
5www.lhh.com
Role of coaching is expanding, leading to the
emergence of “coaching cultures.”
As coaching becomes an integral part of an organization’s
talent development strategy, we’re seeing “coaching cultures”
emerge – cultures where leaders play a key role in the
development of employees through coaching, mentoring and
knowledge transfer. Organizations are utilizing coaching as a
strategic talent development tool that impacts the performance
of the entire workforce. As coaching plays an increasingly
important role for employees at all levels in an organization, it
is being used to address a wide range of developmental and
competency needs. Coaching as a leadership skill has become
vital as managers need to develop employees, retain key talent,
build productive teams and infl uence change.
Communication skill key differentiator for job seekers.
In a recent study conducted by lhh, communication skills
were selected by hr Managers and recruiters as the top
factor when evaluating candidates, followed closely by
interview preparedness. What does this mean? While aptitude
and attitude are important, it’s even more important how a
candidate talks about himself and his experience – projecting
confi dence while making a clear business case for hiring.
Further, the study found that approximately half of hr Managers
and two-thirds of recruiters agree that candidates who have
used an outplacement service are better prepared for their
interviews. Both groups agree these candidates who’ve used
outplacement have a more professional approach to the job
search process and also indicate a higher likelihood to hire
such a candidate.
49%
64%
43%
52%
18%
29%
ThE IMPACT OF OuTPlACEMENT ON hIrINGIndicate how strongly you agree with the
following statements.
Base: 203 hr Mangers, 200 recruiters
*Top 2 box scores show (strongly/somewhat agree)
Candidates who have used an outplacement service are
more prepared for their interview
Candidates who have used an outplacement service are
more professional in their approach to the job search process.
I am more likely to hire/place a candidate who has been
through an outplacement program.
6 2013 Salary Guide
Retain Your Top Talent
Are you offering the most competitive compensation packages? What does a compensation package say
about a company? Today, it says a lot. The total compensation package reveals the value the company places
on employee performance, loyalty, wellness, family and community. For that reason, organizations should
consider the compensation package a key strategic business initiative – one that helps brand a company as
an employer of choice capable of attracting and retaining top talent. With the tech industry acting as standard
bearer, the traditional compensation package of salary, medical insurance and vacation time has been
expanded to include benefi ts that appeal to the broad demographic spectrum within an organization.
here is a simple checklist when considering an overall compensation package:
Medical Plan (employee cost and company cost) Medical
dental plan
Eye care
Employee assistance program
Life, Disability, Accident Size and scope of benefi ts
Cost to employee
Travel insurance
Insurance protection for personal liability arising from
execution of job duties
Company-Paid Relocation Assistance Moving costs
hotel and travel costs for employee and family
Spousal assistance with job search
Mortgage assistance and brokerage fees
Financial Bonus eligibility
401(k) match
Profi t-sharing plan
Company match for charitable giving
Pre-paid legal services
Vacation �Number of days fi rst year
�Schedule for subsequent years
�Compensation for unused days
�Supplemental vacation
Automobile/Travel Expenses Subsidized transportation
Free parking
Company car (make/model, personal use,
gas and upkeep)
Car allowance in lieu of car
Company-paid airline, VIP lounge, fi rst class
Cafeteria or Dining Room Meals fully paid or discounted
Club Membership or Dues health/golf/tennis clubs
luncheon clubs
Professional/Trade Association Memberships or Dues Certifi cation or license costs
Fees for association meetings
Educational/Training Programs Percentage of actual costs reimbursed
Work-related only or other limitations
In-house mentoring program
Work/Life Benefi ts Flex time and/or telecommuting
Sabbaticals
Company-supported volunteer activities in the community
On-site child care, dry cleaning, fi tness center, etc.
Pet insurance
Bring-dogs-to-work program
7www.lhh.com
Recognize and Reward
Trends continue to point to decreasing levels of employee engagement. It is incumbent upon employers to
understand the drivers of engagement within their organizations and take action, or risk poor performance.
Compensation is one of many factors that contribute to overall job satisfaction, and it should not be overlooked.
Our Salary Guide is a great way to determine what your employees should be earning. Companies can also
explore ways to creatively recognize and reward employees through alternative means, such as awards
programs, recognition during meetings, or a simple thank you email or note with a gift certifi cate. These
efforts can go a long way towards effectively demonstrating appreciation for hard work and dedication.
Listen to your people.
According to our own research, fewer than
one-fourth of employees felt supported in their
professional development. Employees are
explicitly asking for more coaching and regular
performance feedback from their managers.
They want to know what they are doing well and
where they can improve. Without this kind of
feedback, employees are left guessing about the
value and impact of their contributions. Encourage
managers to look for opportunities to integrate
career conversations into business meetings and
discussions. Managers can check-in regularly
with employees about the work they are doing,
the challenges they are facing, and the support
they need to be successful. Asking questions and
listening to employee concerns sends a message
that leaders are interested in team members and
value their contributions.
8 2013 Salary Guide
About the Salaries in this Guide
Where do we get our data?
All employees are curious how their pay compares to others
with similar job titles, while analyzing how the market values
their specific skills. Our real-time salary data, compiled by
CareerBliss, represent regional averages for positions across
multiple industries, functions and levels. The guide also
features job descriptions for key positions. CareerBliss is the
repository of millions of real-time salary data points provided
by employees around the world. CareerBliss compares this
real-time salary data with employer data which is provided by
CyberCoders, a full-time staffing company. This combination of
two key components provides data which enables us to produce
statistically accurate, individualized salary reports on thousands
of job titles.
Salaries may be affected by many factors, including company
size, benefits offered, location with your region, educational
requirements and local supply/demand trends. The data in our
guide represents average base salary only.
Get the most accurate salary data from your local
job market.
We realize that salaries in your region may not be the same
as salaries in another area of the country. That’s why we’ve
provided variances for 78 key markets in the chart on the next
page. These variances are vital in helping you determine the
most accurate salary ranges for your specific market.
How to use the variances.
The percentages listed in our variance chart will help you
calculate a more accurate salary range for your area as
compared to the entire region – just follow these simple steps:
If the variance for a selected area is a positive
percentage, add the variance percentage
to both the low and high regional averages on the
salary chart.
Example: Financial Analyst working for small company in the
Northeast has a salary between $41,000 and $65,000. The
company is based in Boston, MA.
Here is the calculation you should use:
$41,000 + 11.96% (of $41,000) = $45,904
$65,000 + 11.96% (of $65,000) = $72,774
The salary range for Boston, MA would be:
$45,904 – $72,774
If the variance for a selected area is a negative
percentage, subtract the variance percentage
from both the low and high regional averages on the
salary chart.
Example: A Customer Services Manager working for a large
company in the West has a salary between $41,000 and
$56,000. The company is based in Tucson, AZ.
Here is the calculation you should use:
$41,000 – 9.3% (of $41,000) = $37,187
$56,000 – 9.3% (of $56,000) = $50,792
The salary range for Tucson, AZ would be:
$37,187 – $50,792
+
-
9www.lhh.com
MarketVariance to National Average
Albuquerque, NM -3.24%
Arlington, TX 1.64%
Atlanta, GA 1.82%
Austin, TX -2.67%
Baltimore, MD 5.88%
Bloomington, MN 6.97%
Boston, MA 11.96%
Boulder, CO 2.52%
Burbank, CA 3.32%
Charlotte, NC 1.47%
Chicago, IL 7.94%
Cincinnati, OH -0.64%
Cleveland, OH 2.82%
Colorado Springs, CO -6.12%
Columbus, OH 1.23%
Dallas, TX 1.33%
Denver, CO 2.52%
Detroit, MI 4.02%
Duluth, GA 1.78%
Edison, NJ 14.47%
El Paso, TX -4.37%
Fort Worth, TX -0.70%
Fresno, CA -7.56%
Greensboro, NC -0.99%
Hartford, CT 8.43%
Herndon, VA 10.06%
Honolulu, HI 11.71%
Houston, TX 1.64%
Indianapolis, IN -0.73%
Jacksonville, FL -1.84%
Kansas City, MO -0.15%
La Palma, CA 8.60%
Las Vegas, NV 1.70%
Livingston, NJ 14.71%
Long Beach, CA 10.79%
Los Angeles, CA 10.23%
Louisville, KY -0.89%
Melville, NY 2.84%
Memphis, TN +0.60%
MarketVariance to National Average
Mesa, AZ +1.26%
Miami, FL +0.21%
Milwaukee, WI -2.70%
Minneapolis, MN +5.92%
Nashville, TN -4.23%
New Orleans, LA +1.69%
New York, NY +15.59%
Newport Beach, CA +10.59%
Northbrook, IL +7.94%
Oakland, CA +8.23%
Oklahoma City, OK -2.37%
Omaha, NE -3.07%
Ontario, CA +5.37%
Orlando, FL -3.31%
Paramus, NJ +12.57%
Philadelphia, PA +5.07%
Phoenix, AZ +1.24%
Pittsburgh, PA -0.17%
Portland, OR +3.04%
Princeton, NJ +14.71%
Raleigh, NC +1.20%
Richmond, VA +0.91%
Sacramento, CA +8.23%
Saint Louis, MO +0.21%
Salt Lake City, UT -2.19%
San Antonio, TX -4.37%
San Diego, CA +6.51%
San Francisco, CA +18.57%
San Jose, CA +14.64%
San Mateo, CA +18.60%
Schaumburg, IL +6.95%
Seattle, WA +8.26%
Stamford, CT +8.43%
Tacoma, WA +8.17%
Tampa, FL -2.90%
Tucson, AZ -9.30%
Tulsa, OK -2.14%
Virginia Beach, VA -2.40%
Washington, DC +10.17%
10 2013 Salary Guide
Administrative
Company size and annual revenues:
S = under $250 million
M = $250 million to $1 billion
L = over $1 billion
Salaries are all in $ thousands
Office
Manager
Executive
Assistant
Billing
Clerk
Client
Relations
Manager
NORTHEAST CT, MA, ME, NH, NY, RI, VT
S 46 – 88 44 – 70 28 – 45 74 – 134
M 65 – 107 56 – 82 36 – 53 101 – 162
L 88 – 131 70 – 96 45 – 62 134 – 195
MIDDLE ATLANTIC DE, MD, NJ, PA, VA, WV, Washington DC
S 46 – 88 44 – 70 28 – 45 74 – 134
M 65 – 108 56 – 82 36 – 53 102 – 163
L 88 – 131 70 – 96 45 – 62 135 – 196
MIDWEST IA, IL, IN, KS, MI, MN, MO,
ND, NE, OH, SD, WI
S 42 – 82 41 – 65 26 – 42 69 – 125
M 60 – 100 52 – 77 34 – 49 94 – 151
L 82 – 122 65 – 90 42 – 57 125 – 181
SOUTH AL, AR, FL, GA, KY, LA, MS,
NC, OK, SC, TN, TX
S 41 – 79 39 – 63 25 – 41 67 – 122
M 58 – 97 50 – 74 33 – 48 92 – 147
L 79 – 118 63 – 87 41 – 56 122 – 177
WEST AK, AZ, CA, CO, HI, ID, MI,
NM, NV, OR, UT, WA, WY
S 45 – 87 43 – 69 28 – 45 74 – 135
M 64 – 107 55 – 82 36 – 53 102 – 163
L 87 – 130 69 – 96 45 – 62 135 – 196
Office ManagerSupervises office activities to achieve maximum expense control
and productivity. Develops procedures and policies for office
activities, such as filing, dictating, records maintenance, typing, word
processing, faxing and mail distribution. May also be responsible for
the maintenance of office equipment and supplies. Requires a high
school diploma or its equivalent with at least 7 years of experience in
the field. Relies on experience and judgment to plan and accomplish
goals. Typically reports to a senior manager.
Executive AssistantRelieves the executive of administrative type functions in order to
increase the time an executive has available for executive-level
responsibilities. May handle a wide variety of situations and conflicts
involving the clerical and administrative function of the office.
Responsible for confidential and time-sensitive material. Prepares
routine and advanced correspondence including letters, memoranda,
and reports. Requires an associate’s degree or its equivalent with at
least 4 years of experience in the field or in a related area. Familiar
with a variety of the field’s concepts, practices, and procedures. Relies
on experience and judgment to plan and accomplish goals. May
direct and lead the work of others. Typically reports to an executive.
A wide degree of creativity and latitude is expected.
Billing ClerkResponsible for compiling amounts owed by the company to vendors,
suppliers, or other organizations/individuals. Gathers purchase
orders, charge slips, sales tickets etc., and prepares payments.
Maintains all payment or other transaction records. Requires a
high school diploma or its equivalent with 0-2 years of experience
in the field or in a related area. Has knowledge of commonly-used
concepts, practices, and procedures within a particular field. Relies on
instructions and pre-established guidelines to perform the functions
of the job. Works under immediate supervision. Primary job functions
do not typically require exercising independent judgment. Typically
reports to a supervisor or manager.
Client Relations ManagerManages a team of channel sales representatives to achieve sales
and profit goals by selling goods and services through resellers/
channels. Identifies and approaches key or strategic partners and
sets short- and long-term channel strategies. Recommends product
or service enhancements to improve customer satisfaction and sales
potential. Typically requires a bachelor’s degree or its equivalent with
at least 7 years of experience in the field or in a related area. Familiar
with a variety of the field’s concepts, practices, and procedures. Relies
on extensive experience and judgment to plan and accomplish goals.
Performs a variety of complicated tasks. Leads and directs the work of
others. A wide degree of creativity and latitude is expected. Typically
reports to a head of a unit/department.
11www.lhh.com
Administrative
Data
Entry
Project
Coordinator
23 – 36 39 – 69
29 – 42 53 – 82
36 – 49 69 – 99
23 – 36 40 – 69
29 – 42 53 – 83
36 – 49 69 – 99
22 – 34 37 – 65
27 – 39 49 – 77
34 – 46 64 – 92
21 – 32 36 – 63
26 – 38 48 – 75
32 – 44 63 – 90
23 – 36 40 – 70
29 – 42 53 – 83
36 – 49 70 – 99
Data EntryOperates a data entry device to input lists, records, or other data
points into an electronic format. Requires a high school diploma or
its equivalent with 0-2 years of experience in the field or in a related
area. Has knowledge of commonly-used concepts, practices, and
procedures within a particular field. Relies on instructions and pre-
established guidelines to perform the functions of the job. Works
under immediate supervision. Primary job functions do not typically
require exercising independent judgment. Typically reports to a
supervisor or manager.
Project CoordinatorPlans and coordinates project scheduling, budgeting, and
administrative tasks. Supports the project staff by facilitating project
logistics such as meetings, conference rooms, conference calls,
etc. Takes meeting minutes and action items during meetings and
performs basic follow-up. Assists in development of presentations.
Requires a bachelor’s degree in a related area and 4-6 years of
experience in the field or in a related area. Familiar with a variety of
the field’s concepts, practices, and procedures. Relies on experience
and judgment to plan and accomplish goals. Performs a variety of
tasks. Typically reports to a project leader or manager.
Customer Service RepresentativeProcesses orders, prepares correspondence, and fulfills customer
needs to ensure customer satisfaction. Requires a high school
diploma or equivalent and 0-3 years of experience in the field or in a
related area. Has knowledge of commonly-used concepts, practices,
and procedures within a particular field. Relies on instructions and
pre-established guidelines to perform the functions of the job. Works
under immediate supervision. Primary job functions do not typically
require exercising independent judgment. Typically reports to a
supervisor or manager.
Customer Service ManagerManages a staff of customer service representatives and ensures that
customers are retained, satisfied, and that their needs are fulfilled.
Responsible for designing and implementing improved process or
operational policies. Recommends changes to products or services
to fulfill customer needs. Requires a bachelor’s degree in business,
marketing, or related area, and at least 7 years of experience in
the field. Familiar with a variety of the field’s concepts, practices,
and procedures. Relies on experience and judgment to plan and
accomplish goals. Typically reports to a senior manager.
Customer Service
Customer Service
Representative
Customer
Service
Manager
27 – 42 58 – 109
33 – 48 80 – 131
42 – 56 109 – 160
27 – 42 58 – 109
33 – 48 80 – 132
42 – 56 109 – 161
25 – 39 54 – 102
31 – 45 75 – 123
39 – 53 102 – 150
24 – 37 52 – 98
30 – 43 72 – 118
37 – 51 98 – 144
27 – 41 58 – 108
33 – 47 80 – 130
41 – 56 108 – 159
12 2013 Salary Guide
Customer Service
Company size and annual revenues:
S = under $250 million
M = $250 million to $1 billion
L = over $1 billion
Salaries are all in $ thousands
Customer
Relationship
Manager
Technical
Support
Representative
Account
Manager
NORTHEAST CT, MA, ME, NH, NY, RI, VT
S 53 – 111 26 – 44 73 – 160
M 76 – 133 34 – 52 112 – 199
L 111 – 168 44 – 62 160 – 247
MIDDLE ATLANTIC DE, MD, NJ, PA, VA, WV, Washington DC
S 54 – 111 27 – 45 73 – 161
M 77 – 134 35 – 53 113 – 201
L 111 – 169 45 – 63 161 – 249
MIDWEST IA, IL, IN, KS, MI, MN, MO,
ND, NE, OH, SD, WI
S 50 – 103 25 – 41 68 – 149
M 71 – 124 32 – 49 104 – 186
L 103 – 157 41 – 58 149 – 230
SOUTH AL, AR, FL, GA, KY, LA, MS,
NC, OK, SC, TN, TX
S 48 – 100 24 – 40 66 – 145
M 69 – 121 31 – 48 102 – 181
L 100 – 152 40 – 57 145 – 224
WEST AK, AZ, CA, CO, HI, ID, MI,
NM, NV, OR, UT, WA, WY
S 54 – 111 27 – 45 73 – 161
M 77 – 134 35 – 53 113 – 201
L 111 – 169 45 – 63 161 – 249
Customer Relationship ManagerProvides customer service to affluent professional customers in
order to increase client satisfaction and portfolio growth. Researches
new products or services that may enhance relationship with the
client or fulfill the client’s short- and long-term financial needs.
Requires a bachelor’s degree with at least 3-5 years of experience
in the field. Familiar with a variety of the field’s concepts, practices,
and procedures. Relies on experience and judgment to plan and
accomplish goals. Performs a variety of tasks. A certain degree of
creativity and latitude is expected. May lead and direct the work of
others. Typically reports to a manager or head of a unit/department.
Technical Support RepresentativeProvides basic technical support to clients via email, phone, or other
methods; does not work on site. Possesses a basic understanding of
the organization’s products and services, but escalates more complex
inquiries. Requires a high school diploma or equivalent and 0-3 years
of experience in the field or in a related area. Has knowledge of
commonly-used concepts, practices, and procedures within a
particular field. Relies on instructions and pre-established guidelines
to perform the functions of the job. Works under immediate
supervision. Primary job functions do not typically require exercising
independent judgment. Typically reports to a supervisor or manager.
Account ManagerManages and develops client accounts to initiate and maintain
favorable relationship with clients. Responsible for leading a team
of account managers dedicated to meeting the operational needs of
assigned client segments. Requires a bachelor’s degree in area of
specialty and at least 5 years of experience in the field or in a related
area. Familiar with a variety of the field’s concepts, practices, and
procedures. Relies on extensive experience and judgment to plan and
accomplish goals. Performs a variety of tasks. Leads and directs the
work of others. A wide degree of creativity and latitude is expected.
Typically reports to head of a unit/department.
13www.lhh.com
Engineering
Chemical
Engineer
Civil
Engineer
Electrical
Engineer
Design
Engineer
55 – 84 49 – 69 56 – 74 53 – 76
69 – 97 59 – 80 65 – 83 64 – 87
84 – 112 69 – 90 74 – 93 76 – 99
55 – 84 49 – 70 56 – 75 53 – 77
69 – 98 60 – 80 65 – 84 64 – 88
84 – 113 70 – 90 75 – 94 77 – 100
51 – 78 46 – 65 52 – 70 49 – 71
64 – 90 55 – 74 60 – 78 59 – 81
78 – 105 65 – 84 69 – 87 71 – 93
50 – 76 44 – 63 50 – 67 48 – 69
62 – 88 54 – 72 59 – 76 57 – 79
76 – 102 63 – 81 67 – 84 69 – 90
55 – 84 49 – 70 56 – 75 53 – 77
69 – 98 60 – 80 65 – 84 64 – 88
84 – 113 70 – 90 75 – 94 77 – 100
Chemical EngineerDesigns and initiates processes for the manufacturing of chemicals
and related products such as cement, detergents, gasoline, plastics,
and synthetics. Runs experiments and tests to aid in the development
of improved manufacturing procedures and processes. May require
a bachelor’s degree in engineering and 0-2 years of experience in
the field or in a related area. Has knowledge of commonly-used
concepts, practices, and procedures within a particular field. Relies on
instructions and pre-established guidelines to perform the functions
of the job. Works under immediate supervision. Primary job functions
do not typically require exercising independent judgment. Typically
reports to a supervisor or manager.
Civil EngineerDesigns and supervises construction projects such as airports,
bridges, channels, dams, railroads, and roads. Responsibilities
also include estimating costs and personnel and material needs,
preparing proposals and establishing completion dates. May require
a bachelor’s degree in engineering and 0-2 years of experience in
the field or in a related area. Has knowledge of commonly-used
concepts, practices, and procedures within a particular field. Relies on
instructions and pre-established guidelines to perform the functions
of the job. Works under immediate supervision. Primary job functions
do not typically require exercising independent judgment. Typically
reports to a supervisor or manager.
Electrical EngineerDesigns, tests, installs, and maintains large-scale electronic
equipment or machinery for use in manufacturing or power
generation or transmission. May use computer-assisted engineering
and design software and equipment to perform assignments. Applies
principles and techniques of electrical engineering to accomplish
goals. Requires a bachelor’s degree in engineering and 0-2 years
of experience in the field or in a related area. Has knowledge of
commonly-used concepts, practices, and procedures within a
particular field. Relies on instructions and pre-established guidelines
to perform the functions of the job. Works under immediate
supervision. Primary job functions do not typically require exercising
independent judgment. Typically reports to a supervisor or manager.
Design EngineerDesigns new products and makes improvements to existing products.
May evaluate products, parts, or processes for cost efficiency and
reliability. Works with other members of the engineering staff to
ensure that production is completed in a timely manner. Requires a
bachelor’s degree in area of specialty and 0-2 years of experience
in the field or in a related area. Has knowledge of commonly-used
concepts, practices, and procedures within a particular field. Relies on
instructions and pre-established guidelines to perform the functions
of the job. Works under immediate supervision. Typically reports to a
supervisor or manager.
14 2013 Salary Guide
Engineering
Company size and annual revenues:
S = under $250 million
M = $250 million to $1 billion
L = over $1 billion
Salaries are all in $ thousands
Environmental
Engineer
Manufacturing
Engineer
Mechanical
Engineer
Metallurgical
Engineer
NORTHEAST CT, MA, ME, NH, NY, RI, VT
S 47 – 70 54 – 75 54 – 74 52 – 74
M 57 – 81 64 – 85 64 – 84 62 – 84
L 70 – 94 75 – 96 74 – 95 74 – 96
MIDDLE ATLANTIC DE, MD, NJ, PA, VA, WV, Washington DC
S 47 – 71 54 – 75 54 – 75 53 – 75
M 58 – 82 64 – 84 64 – 85 63 – 85
L 71 – 95 75 – 96 75 – 95 75 – 97
MIDWEST IA, IL, IN, KS, MI, MN, MO,
ND, NE, OH, SD, WI
S 43 – 65 51 – 70 50 – 69 49 – 69
M 53 – 76 60 – 79 59 – 79 58 – 78
L 65 – 88 70 – 89 69 – 88 69 – 89
SOUTH AL, AR, FL, GA, KY, LA, MS,
NC, OK, SC, TN, TX
S 42 – 64 49 – 67 49 – 67 47 – 67
M 52 – 74 58 – 76 58 – 77 57 – 77
L 64 – 86 67 – 86 67 – 86 67 – 87
WEST AK, AZ, CA, CO, HI, ID, MI,
NM, NV, OR, UT, WA, WY
S 47 – 71 54 – 74 54 – 75 53 – 75
M 58 – 82 64 – 84 64 – 85 63 – 85
L 71 – 95 74 – 95 75 – 95 75 – 97
Environmental EngineerIdentifies, assesses and resolves problems concerning the
environment. May also design, install, operate and maintain measuring
apparatus to determine the level of pollutants involving air, land, and
water. Performs experiments and reports findings on environmental
consequences of equipment, tools, and procedures. Ensures the
organization’s conformance to federal, state, and local environmental
legislation. Requires a bachelor’s degree in area of specialty and 0-2
years of experience in the field or in a related area. Has knowledge
of commonly-used concepts, practices, and procedures within a
particular field. Relies on instructions and pre-established guidelines
to perform the functions of the job. Works under immediate
supervision. Typically reports to a supervisor or manager.
Manufacturing EngineerPlans and designs manufacturing processes in industrial plant.
Maximizes efficiency by analyzing layout of equipment, workflow,
assembly methods, and workforce utilization. Determines parts and
tools needed in order to achieve manufacturing goals according to
product specification. May require a bachelor’s degree in engineering
and 0-3 years of experience in the field or in a related area. Has
knowledge of commonly-used concepts, practices, and procedures
within a particular field. Relies on instructions and pre-established
guidelines to perform the functions of the job. Works under immediate
supervision. Primary job functions do not typically require exercising
independent judgment. Typically reports to a supervisor or manager.
Mechanical EngineerDesigns, develops, and tests all aspects of mechanical components,
equipment, and machinery. Applies knowledge of engineering
principles to design products such as engines, instruments, controls,
robots, machines, etc. May be involved in fabrication, operation,
application, installation, and/or repair of mechanical products.
May require a bachelor’s degree in engineering and 0-3 years
of experience in the field or in a related area. Has knowledge of
commonly-used concepts, practices, and procedures within a
particular field. Relies on instructions and pre-established guidelines
to perform the functions of the job. Works under immediate
supervision. Primary job functions do not typically require exercising
independent judgment. Typically reports to a supervisor or manager.
Metallurgical EngineerDesigns and initiates processes for the manufacturing of metals
from ores and for the operation of the related production equipment.
Performs analysis and tests to aid in the development of new and
improved metals and alloys as well as their applications to various
products. May require a bachelor’s degree in engineering and 0-2
years of experience in the field or in a related area. Has knowledge
of commonly-used concepts, practices, and procedures within a
particular field. Relies on instructions and pre-established guidelines
to perform the functions of the job. Works under immediate
supervision. Primary job functions do not typically require exercising
independent judgment. Typically reports to a supervisor or manager.
15www.lhh.com
Project EngineerPerforms engineering design evaluations and works to complete
projects within budget and scheduling restraints. Reviews industry
policies and procedures to ensure data accuracy, security, and
regulatory compliance. Reviews reports of production, malfunction,
and maintenance to determine or address problems. Provides
technical support for the engineering process. Requires a bachelor’s
degree and 0-3 or more years of experience in the field or in a related
area. Has knowledge of commonly-used concepts, practices, and
procedures within a particular field. Relies on instructions and pre-
established guidelines to perform the functions of the job. Works
under immediate supervision. Primary job functions do not typically
require exercising independent judgment. Typically reports to a
supervisor or manager.
Process EngineerResponsible for designing and implementing manufacturing
processes, equipment, and plants (from pilot to fully operational)
to achieve the production goals of the organization. Identifies and
develops process and equipment needed to produce specific
products, parts, and components. Requires a bachelor’s degree
in area of specialty and 0-2 years of experience in the field or in a
related area. Has knowledge of commonly-used concepts, practices,
and procedures within a particular field. Relies on instructions and
pre-established guidelines to perform the functions of the job. Works
under immediate supervision. Typically reports to a manager or head
of a unit/department.
Software EngineerDesigns, modifies, develops, writes and implements software
programming applications. Supports and/or installs software
applications/operating systems. Participates in the testing process
through test review and analysis, test witnessing and certification
of software. Requires a bachelor’s degree in a related area and 0-2
years of experience in the field or in a related area. Has knowledge
of commonly-used concepts, practices, and procedures within a
particular field. Relies on instructions and pre-established guidelines
to perform the functions of the job. Works under immediate
supervision. Primary job functions do not typically require exercising
independent judgment. Typically reports to a manager.
MachinistAssembles, repairs, and fabricates metal parts by operating
mechanical equipment. Assembles parts into sub-units or complete
units. Uses blueprints and design sketches to ensure the proper
dimensions and tolerance levels of the finished product. Requires a
high school diploma or its equivalent. May be required to meet certain
certifications in field and to have at least 0-2 years of experience. Has
knowledge of commonly-used concepts, practices, and procedures
within a particular field. Relies on instructions and pre-established
guidelines to perform the functions of the job. Works under immediate
supervision. Primary job functions do not typically require exercising
independent judgment. Typically reports to a supervisor/manager.
Engineering
Project
Engineer
Process
Engineer
Software
Engineer
Machinist
54 – 86 49 – 76 52 – 74 30 – 52
67 – 99 63 – 90 63 – 85 40 – 61
86 – 118 76 – 104 74 – 97 52 – 73
54 – 87 49 – 77 52 – 75 30 – 52
67 – 99 63 – 91 63 – 85 40 – 62
87 – 119 77 – 105 75 – 97 52 – 74
50 – 80 45 – 71 49 – 70 28 – 48
62 – 92 58 – 84 59 – 80 37 – 57
80 – 110 71 – 97 70 – 90 48 – 68
49 – 78 44 – 69 47 – 67 27 – 47
60 – 89 57 – 82 57 – 77 36 – 56
78 – 107 69 – 94 67 – 87 47 – 66
54 – 87 49 – 77 52 – 74 30 – 51
67 – 99 63 – 91 63 – 85 40 – 62
87 – 119 77 – 105 74 – 96 52 – 74
16 2013 Salary Guide
Executive Management
Company size and annual revenues:
S = under $250 million
M = $250 million to $1 billion
L = over $1 billion
Salaries are all in $ thousands
Chief
Executive
Officer
Chief
Marketing
Officer
Chief
Information
Officer
Chief
Financial
Officer
NORTHEAST CT, MA, ME, NH, NY, RI, VT
S 552 – 2,732 125 – 437 161 – 528 234 – 993
M 1,284 – 3,465 251 – 563 302 – 670 505 – 1,264
L 2,733 – 4,913 437 – 748 528 – 895 993 – 1,752
MIDDLE ATLANTIC DE, MD, NJ, PA, VA, WV, Washington DC
S 556 – 2,753 126 – 440 161 – 529 235 – 998
M 1,294 – 3,490 253 – 567 303 – 671 507 – 1,270
L 2,753 – 4,949 440 – 754 529 – 897 998 – 1,760
MIDWEST IA, IL, IN, KS, MI, MN, MO,
ND, NE, OH, SD, WI
S 514 – 2,544 117 – 407 150 – 493 217 – 923
M 1,196 – 3,226 234 – 524 282 – 626 469 – 1,175
L 2,544 – 4,575 407 – 697 493 – 836 923 – 1,628
SOUTH AL, AR, FL, GA, KY, LA, MS,
NC, OK, SC, TN, TX
S 501 – 2,480 114 – 396 144 – 474 212 – 900
M 1,166 – 3,145 228 – 511 272 – 601 458 – 1,146
L 2,480 – 4,459 396 – 679 474 – 804 900 – 1,589
WEST AK, AZ, CA, CO, HI, ID, MI,
NM, NV, OR, UT, WA, WY
S 557 – 2,754 126 – 440 159 – 524 235 – 997
M 1,294 – 3,491 253 – 567 300 – 664 507 – 1,270
L 2,754 – 4,951 440 – 754 524 – 888 997 – 1,760
Chief Executive OfficerPlans and directs all aspects of an organization’s policies, objectives,
and initiatives. Responsible for the short- and long-term profitability
and growth of the company. May require a bachelor’s degree with
at least 15 years of experience in the field. Demonstrates expertise in
a variety of the field’s concepts, practices, and procedures. Relies on
extensive experience and judgment to plan and accomplish goals.
Performs a variety of tasks. Leads and directs the work of others. A
wide degree of creativity and latitude is expected. May preside over
board of directors.
Chief Marketing OfficerResponsible for directing the marketing function of the division. Plans
and directs all aspects of a division’s marketing policies, objectives,
and initiatives. Identifies changes in the marketing environment
or competitive strategies and evaluates, adjusts, or redrafts the
organization’s marketing plan and philosophy accordingly. Requires
a bachelor’s degree and at least 10 years of direct experience in
the field. Demonstrates expertise in a variety of the field’s concepts,
practices, and procedures. Relies on extensive experience and
judgment to plan and accomplish goals. Performs a variety of tasks.
Leads and directs the work of others. A wide degree of creativity and
latitude is expected. Typically reports to top management.
Chief Information OfficerEstablishes and directs the strategic long-term goals, policies and
procedures for an information technology department. Determines
an organization’s long-term systems needs and any hardware
acquisitions needed to accomplish the organization’s business
objectives. May require an advanced degree in a related area with
at least 10 years of experience in the information technology field.
Demonstrates expertise in a variety of the field’s concepts, practices,
and procedures. Relies on extensive experience and judgment to
plan and accomplish goals. Performs a variety of tasks. Leads and
directs the work of others. A wide degree of creativity and latitude is
expected. Typically reports to a CEO or COO.
Chief Financial OfficerResponsible for directing an organization’s overall financial policies.
Oversees all financial functions including accounting, budget, credit,
insurance, tax, and treasury. Designs and coordinates a wide variety
of accounting and statistical data and reports. Requires a bachelor’s
degree and at least 15 years of direct experience in the field.
Demonstrates expertise in a variety of the field’s concepts, practices,
and procedures. Relies on extensive experience and judgment to
plan and accomplish goals. Performs a variety of tasks. Leads and
directs the work of others. A wide degree of creativity and latitude is
expected. Typically reports to CEO or COO.
17www.lhh.com
Chief Operating OfficerPlans and directs all aspects of an organization’s operational
policies, objectives, and initiatives. Responsible for the attainment
of short- and long-term financial and operational goals. Directs the
development of the organization to ensure future growth. Requires
a bachelor’s degree with at least 15 years of experience in the field.
Demonstrates expertise in a variety of the field’s concepts, practices,
and procedures. Relies on extensive experience and judgment to
plan and accomplish goals. Performs a variety of tasks. Leads and
directs the work of others. A wide degree of creativity and latitude is
expected. Typically reports to chief executive officer.
Chief Compliance OfficerDirects programs, policies, and practices to ensure that all
business units are in compliance with financial policy and reporting
regulations. Tracks laws and regulations that might affect the
organization’s policies and implements necessary changes. Requires
a bachelor’s degree in area of specialty and at least 10 years of
experience in the field or in a related area. Demonstrates expertise in
a variety of the field’s concepts, practices, and procedures. Relies on
extensive experience and judgment to plan and accomplish goals.
Performs a variety of tasks. Leads and directs the work of others. A
wide degree of creativity and latitude is expected. Typically reports to
top management.
Chief Financial OfficerResponsible for directing an organization’s overall financial policies.
Oversees all financial functions including accounting, budget, credit,
insurance, tax, and treasury. Designs and coordinates a wide variety
of accounting and statistical data and reports. Requires a bachelor’s
degree and at least 15 years of direct experience in the field.
Demonstrates expertise in a variety of the field’s concepts, practices,
and procedures. Relies on extensive experience and judgment to
plan and accomplish goals. Performs a variety of tasks. Leads and
directs the work of others. A wide degree of creativity and latitude is
expected. Typically reports to CEO or COO.
Senior AccountantPrepares balance sheets, profit and loss statements, and other
financial reports. Responsibilities also include analyzing trends, costs,
revenues, financial commitments, and obligations incurred to predict
future revenues and expenses. Reports organization’s finances to
management, and offers suggestions about resource utilization,
tax strategies, and assumptions underlying budget forecasts.
Requires a bachelor’s degree in area of specialty, and 4-6 years of
experience in the field or in a related area. Familiar with a variety of
the field’s concepts, practices, and procedures. Relies on experience
and judgment to plan and accomplish goals. Performs a variety of
complicated tasks. May lead and direct the work of others. A wide
degree of creativity and latitude is expected. Typically reports to a
manager or head of a unit/department.
Executive Management
Chief
Operating
Officer
Chief
Compliance
Officer
320 – 1,467 100 – 172
709 – 1,856 126 – 198
1,467 – 2,614 172 – 244
323 – 1,478 100 – 173
714 – 1,869 127 – 199
1,478 – 2,633 173 – 246
298 – 1,366 93 – 160
660 – 1,728 117 – 184
1,366 – 2,434 160 – 227
291 – 1,331 90 – 156
643 – 1,684 114 – 180
1,331 – 2,372 156 – 222
323 – 1,478 100 – 173
714 – 1,870 127 – 199
1,478 – 2,634 173 – 246
Finance & Accounting
Chief
Financial
Officer
Senior
Accountant
234 – 993 55 – 86
505 – 1,264 69 – 100
993 – 1,752 86 – 116
235 – 998 56 – 86
507 – 1,270 70 – 101
998 – 1,760 86 – 117
217 – 923 51 – 80
469 – 1,175 65 – 93
923 – 1,628 80 – 108
212 – 900 50 – 78
458 – 1,146 63 – 91
900 – 1,589 78 – 106
235 – 997 56 – 86
507 – 1,270 70 – 101
997 – 1,760 86 – 117
18 2013 Salary Guide
AccountantPrepares balance sheets, profit and loss statements, and other
financial reports. Responsibilities also include analyzing trends, costs,
revenues, financial commitments, and obligations incurred to predict
future revenues and expenses. Reports organization’s finances to
management, and offers suggestions about resource utilization,
tax strategies, and assumptions underlying budget forecasts. May
require a bachelor’s degree in area of specialty and 0-2 years
of experience in the field or in a related area. Has knowledge of
commonly-used concepts, practices, and procedures within a
particular field. Relies on instructions and pre-established guidelines
to perform the functions of the job. Works under immediate
supervision. Primary job functions do not typically require exercising
independent judgment. Typically reports to a supervisor or manager.
ControllerResponsible for directing an organization’s accounting functions.
These functions include establishing and maintaining the
organization’s accounting principles, practices, procedures, and
initiatives. Prepares financial reports and presents findings and
recommendations to top management. Requires a bachelor’s degree
and at least 15 years of direct experience in the field. Typically requires
a CPA. Demonstrates expertise in a variety of the field’s concepts,
practices, and procedures. Relies on extensive experience and
judgment to plan and accomplish goals. Performs a variety of tasks.
Leads and directs the work of others. A wide degree of creativity and
latitude is expected. Typically reports to top financial officer or CEO.
A/P – A/R ManagerResponsible for all activities in the accounts payable/receivable
function. Ensures timely payments of vendor invoices and expense
vouchers and maintains accurate records and control reports.
Manages collection activities such as sending follow-up inquiries,
negotiating with past due accounts, and referring accounts to
collection agencies. May require a bachelor’s degree in area of
specialty and at least 7 years of experience in the field or in a related
area. Familiar with a variety of the field’s concepts, practices, and
procedures. Relies on extensive experience and judgment to plan and
accomplish goals. Performs a variety of tasks. Leads and directs the
work of others. A wide degree of creativity and latitude is expected.
Typically reports to top management.
Financial AnalystCompiles and analyzes financial information for an organization.
Develops integrated revenue/expense analyses, projections, reports,
and presentations. Creates and analyzes monthly, quarterly, and
annual reports and ensures financial information has been recorded
accurately. Identifies trends and developments in competitive
environments and presents findings to senior management. Performs
financial forecasting and reconciliation of internal accounts. Requires
a bachelor’s degree and 0-2 years of experience in the field or in a
related area. Has knowledge of commonly-used concepts, practices,
and procedures within a particular field. Relies on instructions and pre-
established guidelines to perform the functions of the job. Works under
immediate supervision. Typically reports to a supervisor or manager.
Finance & Accounting
Company size and annual revenues:
S = under $250 million
M = $250 million to $1 billion
L = over $1 billion
Salaries are all in $ thousands
Accountant Controller A/P – A/R
Manager
Financial
Analyst
NORTHEAST CT, MA, ME, NH, NY, RI, VT
S 39 – 57 118 – 381 58 – 114 41 – 65
M 47 – 66 221 – 484 83 – 140 53 – 77
L 57 – 76 381 – 643 114 – 170 65 – 89
MIDDLE ATLANTIC DE, MD, NJ, PA, VA, WV, Washington DC
S 39 – 58 119 – 383 58 – 115 42 – 66
M 48 – 66 222 – 486 84 – 141 53 – 77
L 58 – 76 383 – 646 115 – 172 66 – 90
MIDWEST IA, IL, IN, KS, MI, MN, MO,
ND, NE, OH, SD, WI
S 36 – 53 110 – 354 54 – 106 38 – 61
M 44 – 61 205 – 449 78 – 130 49 – 72
L 53 – 70 354 – 598 106 – 159 61 – 83
SOUTH AL, AR, FL, GA, KY, LA, MS,
NC, OK, SC, TN, TX
S 35 – 52 107 – 345 53 – 104 37 – 59
M 43 – 60 200 – 439 76 – 127 48 – 70
L 52 – 69 345 – 583 104 – 155 59 – 81
WEST AK, AZ, CA, CO, HI, ID, MI,
NM, NV, OR, UT, WA, WY
S 39 – 58 119 – 383 58 – 115 42 – 66
M 48 – 66 222 – 486 84 – 140 53 – 77
L 58 – 76 383 – 646 115 – 171 66 – 90
19www.lhh.com
Finance & Accounting
Tax Accountant Tax Manager
40 – 64 85 – 161
52 – 75 119 – 195
64 – 87 161 – 237
40 – 64 85 – 162
52 – 76 120 – 196
64 – 88 162 – 234
37 – 59 79 – 150
48 – 70 111 – 182
59 – 81 150 – 221
37 – 58 77 – 146
47 – 68 108 – 177
58 – 79 146 – 215
40 – 64 85 – 162
52 – 76 120 – 196
64 – 88 162 – 239
Human Resources
Vice President,
Human Resources
Manager,
Training &
Development
142 – 495 112 – 303
282 – 635 192 – 384
495 – 849 303 – 494
142 – 496 112 – 305
282 – 635 194 – 387
496 – 849 305 – 498
133 – 462 104 – 282
263 – 593 179 – 357
462 – 792 282 – 460
128 – 445 101 – 275
253 – 570 175 – 348
445 – 762 275 – 448
141 – 491 112 – 305
279 – 629 194 – 387
491 – 841 305 – 498
Tax AccountantMaintains tax records and prepares tax returns, related schedules,
and related reports. Prepares paperwork for local, state and
federal level returns. May require a bachelor’s degree and 0-2
years of experience in the field or in a related area. Has knowledge
of commonly-used concepts, practices, and procedures within a
particular field. Relies on instructions and pre-established guidelines
to perform the functions of the job. Works under immediate
supervision. Primary job functions do not typically require exercising
independent judgment. Typically reports to a supervisor or manager.
Tax ManagerResponsible for managing the tax reporting, tax planning, and
compliance function. Oversees the completion of accurate tax returns
in order to minimize the tax obligations of an organization. Must
be familiar with regulations at the federal, state and local level.
Requires a bachelor’s degree in a related area and at least 7 years
of experience in the field. Relies on experience and judgment to plan
and accomplish goals. Manages the tax accounting staff and typically
reports to top management.
Vice President, Human ResourcesPlans and directs all aspects of an organization’s human resources
policies, objectives, and initiatives. Responsible for employment,
placement, orientation and training, labor relations, compensation,
benefits, and employee services. Ensures company compliance with
current, applicable labor laws. Requires a bachelor’s degree with at
least 15 years of experience in the field. Demonstrates expertise in
a variety of the field’s concepts, practices, and procedures. Relies on
extensive experience and judgment to plan and accomplish goals.
Performs a variety of tasks. Leads and directs the work of others. A
wide degree of creativity and latitude is expected. Typically reports to
top management.
Manager, Training & DevelopmentResponsible for all aspects of an organization’s corporate training
policies, objectives, and initiatives. Plans and directs new training
techniques and suggests enhancements to existing training programs.
Oversees relationship with vendors to ensure appropriate employee
participation in outside training programs. Requires a bachelor’s
degree in area of specialty and at least 15 years of experience in the
field or in a related area. Familiar with a variety of the field’s concepts,
practices, and procedures. Relies on extensive experience and
judgment to plan and accomplish goals. Performs a variety of tasks.
Leads and directs the work of others. A wide degree of creativity and
latitude is expected. Typically reports to top management.
20 2013 Salary Guide
Human Resources
Company size and annual revenues:
S = under $250 million
M = $250 million to $1 billion
L = over $1 billion
Salaries are all in $ thousands
Manager,
Benefits
Employee
Relations
Advisor
Recruitment
Specialist
NORTHEAST CT, MA, ME, NH, NY, RI, VT
S 68 – 130 58 – 99 49 – 93
M 97 – 159 77 – 118 68 – 113
L 130 – 193 99 – 139 93 – 138
MIDDLE ATLANTIC DE, MD, NJ, PA, VA, WV, Washington DC
S 68 – 131 59 – 99 49 – 93
M 97 – 159 78 – 118 68 – 113
L 131 – 193 99 – 140 93 – 138
MIDWEST IA, IL, IN, KS, MI, MN, MO,
ND, NE, OH, SD, WI
S 64 – 122 54 – 92 46 – 87
M 91 – 149 72 – 110 64 – 105
L 122 – 180 92 – 130 88 – 129
SOUTH AL, AR, FL, GA, KY, LA, MS,
NC, OK, SC, TN, TX
S 61 – 117 53 – 89 44 – 84
M 87 – 143 70 – 107 61 – 101
L 117 – 173 89 – 126 84 – 124
WEST AK, AZ, CA, CO, HI, ID, MI,
NM, NV, OR, UT, WA, WY
S 68 – 129 59 – 99 48 – 93
M 96 – 158 78 – 119 67 – 112
L 129 – 191 99 – 140 93 – 137
Manager, BenefitsDesigns, plans, and implements corporate benefits programs,
policies, and procedures. Responsible for ensuring programs meet
employee needs, comply with legal requirements, and are cost
effective. Requires a bachelor’s degree in a related area and at least
7 years of experience in the field or in a related area. Familiar with a
variety of the field’s concepts, practices, and procedures. Relies on
extensive experience and judgment to plan and accomplish goals.
Performs a variety of tasks. Leads and directs the work of others. A
wide degree of creativity and latitude is expected. Typically reports
to a head of a unit/department.
Employee Relations AdvisorDesigns and administers human resources policies and procedures
that pertain to employee relations. Researches and analyzes data
pertaining to human resources. Requires a bachelor’s degree in a
related area and 4-8 years of experience in the field or in a related
area. Familiar with a variety of the field’s concepts, practices,
and procedures. Relies on experience and judgment to plan and
accomplish goals. Performs a variety of complicated tasks. May
lead and direct the work of others. May report directly to an executive
or head of a unit/department. A wide degree of creativity and
latitude is expected.
Recruitment SpecialistScreens, interviews, and recommends prospective employees for
employment in entry-level and experienced technical positions. Works
with search firms or other placement agencies, and determines
optimum recruitment method to develop and maintain a highly
qualified candidate pool. May require a bachelor’s degree in area
of specialty and 2-4 years of experience in the field or in a related
area. Familiar with a variety of the field’s concepts, practices,
and procedures. Relies on experience and judgment to plan and
accomplish goals. Performs a variety of tasks. Works under general
supervision. A certain degree of creativity and latitude is expected.
Typically reports to a supervisor or manager.
21www.lhh.com
Chief Information OfficerResponsible for the long-range direction of an organization’s
technology function. Directs the strategic design, acquisition,
management, and implementation of an enterprise-wide technology
infrastructure. Maintains technology standards for the organization.
Directs the activities necessary to keep the technology infrastructure
running effectively while ensuring compliance with established
standards and policies. May require an advanced degree in a
related area with at least 15 years of experience in the information
technology field. Relies on extensive experience and judgment to plan
and accomplish goals. Leads and directs the work of others. A wide
degree of creativity and latitude is expected. Typically reports to a
Chief Information Technology Officer or a Chief Executive Officer.
Information Systems ManagerManages the information technology department. Implements and
maintains policies and goals that support the organization’s IT needs.
Ensures proper functioning of the information processing system
and oversees necessary upgrades. Helps business operations
groups utilize information systems to improve their efficiency. Ensures
computer equipment, hardware, and software are updated to meet
organizational needs. Requires a bachelor’s degree and at least 5
years of experience in the field or in a related area. Familiar with a
variety of the field’s concepts, practices, and procedures. Relies on
extensive experience and judgment to plan and accomplish goals.
Performs a variety of tasks. Leads and directs the work of others. A
wide degree of creativity and latitude is expected. Typically reports
to top management.
Operating Systems Programming ManagerOversees a staff responsible for the development, installation, and
modification of computer operating systems. Develops policies
and procedures related to the deployment and maintenance of the
organization’s operating systems. Explores the future operating
system needs of the organization and provides technical leadership
to the operating team. Requires a bachelor’s degree in area of
specialty and at least 8 years of experience in the field or in a related
area. Familiar with a variety of the field’s concepts, practices, and
procedures. Relies on extensive experience and judgment to plan and
accomplish goals. Performs a variety of tasks. Leads and directs the
work of others. A wide degree of creativity and latitude is expected.
Typically reports to top management.
Programmer/AnalystReviews, analyzes, and modifies programming systems including
encoding, testing, debugging and installing to support an
organization’s application systems. Consults with users to identify
current operating procedures and to clarify program objectives.
May be expected to write documentation to describe program
development, logic, coding, and corrections. Writes manual for users
to describe installation and operating procedures. May require a
bachelor’s degree in a related area and 2-5 years of experience in
the field or in a related area. Familiar with relational databases and
client-server concepts. Relies on experience and judgment to plan
and accomplish goals. Performs a variety of tasks. Works under
general supervision; typically reports to a project leader or manager.
A certain degree of creativity and latitude is required.
Information Technology
Chief
Information
Officer
Information
Systems
Manager
Operating Systems
Programming
Manager
Programmer/
Analyst
147 – 372 86 – 167 90 – 171 57 – 92
237 – 463 121 – 202 126 – 207 73 – 108
372 – 597 167 – 249 171 – 253 92 – 127
148 – 375 86 – 167 90 – 173 57 – 92
239 – 466 121 – 203 126 – 209 74 – 108
375 – 601 167 – 249 173 – 255 92 – 127
136 – 346 80 – 156 84 – 160 53 – 86
221 – 431 113 – 189 117 – 193 69 – 101
346 – 556 156 – 232 160 – 240 86 – 118
133 – 338 77 – 150 81 – 156 51 – 82
215 – 420 109 – 182 114 – 188 66 – 97
338 – 542 150 – 223 156 – 230 82 – 114
148 – 375 85 – 166 90 – 173 56 – 91
239 – 466 120 – 201 126 – 209 73 – 107
375 – 602 166 – 247 173 – 255 91 – 126
22 2013 Salary Guide
Project ManagerResponsible for the coordination and completion of projects within
the information technology department. Oversees all aspects of
projects. Sets deadlines, assigns responsibilities, and monitors
and summarizes progress of project. Builds and maintains working
relationships with team members, vendors, and other departments
involved in the projects. Prepares reports for upper management
regarding status of project. May require a bachelor’s degree and
2-4 years of experience in the field or in a related area. Familiar with
a variety of the field’s concepts, practices, and procedures. Relies
on limited experience and judgment to plan and accomplish goals.
Performs a variety of tasks. Leads and directs the work of others. A
wide degree of creativity and latitude is expected. Typically reports to
a manager or head of a unit/department.
Software Development ManagerManages a team of software engineers that architect and design
enterprise software products and operating systems. Writes product
requirement documents, implements and tracks development
timelines, and negotiates feature sets with the development leads
and product teams. Requires a bachelor’s degree in a related area
and at least 7 years of experience in software development. Familiar
with a variety of the field’s concepts, practices, and procedures. Relies
on experience and judgment to plan and accomplish goals. Performs
a variety of tasks. Leads and directs the work of others. A wide degree
of creativity and latitude is expected. Typically reports to a head of
a unit/department.
Network EngineerAssists in the development and maintenance of network
communications. Uses knowledge of LAN/WAN systems to help
design and install internal and external networks. Tests and evaluates
network systems to eliminate problems and make improvements.
Requires a bachelor’s degree in area of specialty and 0-2 years
of experience in the field or in a related area. Has knowledge of
commonly-used concepts, practices, and procedures within a
particular field. Relies on experience, and judgment to perform the
functions of the job. Works under general supervision. Typically
reports to a supervisor.
Security AnalystAnalyzes information security systems and applications and
recommends and develops security measures to protect information
against unauthorized modification or loss. Requires a bachelor’s
degree with at least 5 years of experience in the field. Familiar with
a variety of the field’s concepts, practices, and procedures. Relies
on extensive experience and judgment to plan and accomplish
goals. Performs a variety of tasks. A wide degree of creativity and
latitude is expected. Typically reports to a manager or head of
a unit/department.
Information Technology
Company size and annual revenues:
S = under $250 million
M = $250 million to $1 billion
L = over $1 billion
Salaries are all in $ thousands
Project
Manager
Software
Development
Manager
Network
Engineer
Security
Analyst
NORTHEAST CT, MA, ME, NH, NY, RI, VT
S 60 – 107 101 – 167 47 – 81 52 – 144
M 82 – 130 129 – 195 63 – 97 102 – 195
L 107 – 155 167 – 233 81 – 116 144 – 237
MIDDLE ATLANTIC DE, MD, NJ, PA, VA, WV, Washington DC
S 60 – 108 101 – 168 47 – 82 52 – 145
M 82 – 130 130 – 197 63 – 97 102 – 195
L 108 – 156 168 – 234 82 – 116 145 – 238
MIDWEST IA, IL, IN, KS, MI, MN, MO,
ND, NE, OH, SD, WI
S 56 – 100 94 – 155 44 – 76 48 – 135
M 77 – 122 120 – 182 58 – 90 95 – 182
L 100 – 145 155 – 217 76 – 108 135 – 222
SOUTH AL, AR, FL, GA, KY, LA, MS,
NC, OK, SC, TN, TX
S 53 – 96 91 – 151 42 – 73 46 – 130
M 74 – 117 117 – 177 56 – 87 92 – 175
L 96 – 140 151 – 211 73 – 104 130 – 213
WEST AK, AZ, CA, CO, HI, ID, MI,
NM, NV, OR, UT, WA, WY
S 59 – 107 102 – 168 47 – 81 51 – 143
M 82 – 129 130 – 197 62 – 96 101 – 193
L 107 – 154 168 – 234 81 – 115 143 – 235
23www.lhh.com
Software EngineerDesigns, modifies, develops, writes and implements software
programming applications. Supports and/or installs software
applications/operating systems. Participates in the testing process
through test review and analysis, test witnessing and certification
of software. Requires a bachelor’s degree in a related area and 0-2
years of experience in the field or in a related area. Has knowledge
of commonly-used concepts, practices, and procedures within a
particular field. Relies on instructions and pre-established guidelines
to perform the functions of the job. Works under immediate
supervision. Primary job functions do not typically require exercising
independent judgment. Typically reports to a manager.
WebmasterDevelops and maintains the company’s portal. Performs backups
and ensure user accessibility to the site. Monitors site traffic and
helps scale site capacity to meet traffic demands and performance
expectations. Improves the portal’s efficiency and designs the look
and feel for the site. May require a bachelor’s degree and 2-4 years
of experience. Must have a working knowledge of HTML, JavaScript,
and SQL. Relies on experience and judgment to plan and accomplish
goals. Performs a variety of tasks. Works under general supervision.
A certain degree of creativity and latitude is required. Typically reports
to a manager.
Corporate CounselPlans and directs all aspects of an organization’s legal affairs and
ensures maximum protection of its legal rights. Leads the defense of
the organization in lawsuits and the prosecution of lawsuits on behalf
of the organization against others. Provides legal expertise to other
departments where needed. Must be a graduate of an accredited law
school with at least 15 years of experience and be admitted into the
state bar. Demonstrates expertise in a variety of the field’s concepts,
practices, and procedures. Relies on extensive experience and
judgment to plan and accomplish goals. Performs a variety of tasks.
Leads and directs the work of others. A wide degree of creativity and
latitude is expected. Typically reports to top management.
Special CounselAssists in protecting an organization’s legal interest and maintaining
its operations within the scope established by law. Provides hands-on
counsel to all levels of executive staff and manages the operations
of legal department. Responsible for identifying and analyzing legal
issues, drafting key documents, presenting clear recommendations,
and assuring legal compliance. Must be a graduate of an accredited
law school with at least 10 years of experience as an attorney and
admitted into the state bar. Familiar with a variety of the field’s
concepts, practices, and procedures. Relies on extensive experience
and judgment to plan and accomplish goals. Performs a variety
of complicated tasks. Leads and directs the work of others. A wide
degree of creativity and latitude is expected. Typically reports to the
Top Legal Executive.
Information Technology
Software
Engineer
Webmaster
52 – 74 50 – 100
63 – 85 73 – 122
74 – 97 100 – 149
52 – 75 50 – 100
63 – 85 73 – 123
75 – 97 100 – 150
44 – 70 47 – 93
59 – 80 68 – 114
70 – 90 93 – 140
47 – 67 45 – 90
57 – 77 65 – 110
67 – 87 90 – 134
52 – 74 50 – 99
63 – 85 72 – 121
74 – 96 99 – 148
Legal
Corporate
Counsel
Special
Counsel
206 – 776 147 – 369
424 – 994 240 – 462
776 – 1,346 369 – 591
207 – 781 148 – 371
427 – 1,001 241 – 465
781 – 1,356 371 – 595
191 – 722 137 – 343
395 – 926 223 – 430
722 – 1,253 343 – 550
187 – 704 133 – 335
385 – 902 218 – 419
704 – 1,222 335 – 536
207 – 782 148 – 372
427 – 1,002 242 – 465
782 – 1,356 372 – 595
24 2013 Salary Guide
Legal
Company size and annual revenues:
S = under $250 million
M = $250 million to $1 billion
L = over $1 billion
Salaries are all in $ thousands
Senior
Associate
Associate Law Clerk
NORTHEAST CT, MA, ME, NH, NY, RI, VT
S 52 – 87 38 – 66 32 – 50
M 68 – 102 51 – 80 34 – 52
L 87 – 121 66 – 94 50 – 67
MIDDLE ATLANTIC DE, MD, NJ, PA, VA, WV, Washington DC
S 53 – 87 38 – 66 32 – 50
M 68 – 103 51 – 80 34 – 52
L 87 – 122 66 – 95 50 – 68
MIDWEST IA, IL, IN, KS, MI, MN, MO,
ND, NE, OH, SD, WI
S 49 – 81 35 – 61 30 – 46
M 63 – 95 47 – 74 32 – 48
L 81 – 113 61 – 87 46 – 63
SOUTH AL, AR, FL, GA, KY, LA, MS,
NC, OK, SC, TN, TX
S 47 – 79 34 – 60 29 – 45
M 62 – 93 46 – 72 31 – 47
L 79 – 110 60 – 85 45 – 61
WEST AK, AZ, CA, CO, HI, ID, MI,
NM, NV, OR, UT, WA, WY
S 53 – 87 38 – 66 32 – 50
M 68 – 103 51 – 80 34 – 52
L 87 – 122 66 – 95 50 – 68
Senior AssociateProvides support to attorneys. Under the direction of an attorney,
resolves routine legal issues. Researches and analyzes law sources
such as statutes, recorded judicial decisions, legal articles, treaties,
constitutions, and legal codes to prepare legal documents, such
as briefs, pleadings, appeals, wills, contracts, etc. May require a
bachelor’s degree and 5-8 years of experience in the field or in a
related area. Familiar with a variety of the field’s concepts, practices,
and procedures. Relies on experience and judgment to plan and
accomplish goals. Performs a variety of tasks. May lead and direct the
work of others. A wide degree of creativity and latitude is expected.
Typically reports to an attorney.
AssociateProvides support to attorneys. Under the direction of an attorney,
resolves routine legal issues. Researches and analyzes law sources
such as statutes, recorded judicial decisions, legal articles, treaties,
constitutions, and legal codes to prepare legal documents, such
as briefs, pleadings, appeals, wills, contracts, etc. May require an
associate’s degree or its equivalent and 0-2 years of experience in
the field or in a related area. Has knowledge of commonly-used
concepts, practices, and procedures within a particular field. Relies on
instructions and pre-established guidelines to perform the functions
of the job. Works under immediate supervision; typically reports
to an attorney.
Law Clerk Files, indexes and codes legal documents. Assists in quality check
and proper storage of documents. Provides attorneys and legal staff
with requested information on a daily basis. Requires a bachelor’s
degree and 0-2 years of experience in the field or in a related
area. Has knowledge of commonly-used concepts, practices, and
procedures within a particular field. Relies on instructions and pre-
established guidelines to perform the functions of the job. Works
under immediate supervision. Typically reports to a supervisor.
25www.lhh.com
Senior Vice President, MarketingPlans and directs all aspects of an organization’s marketing policies,
objectives, and initiatives. Identifies changes in the marketing
environment or competitive strategies and evaluates, adjusts,
or redrafts the organization’s marketing plan and philosophy
accordingly. Requires a bachelor’s degree with at least 15 years of
experience in the field. Demonstrates expertise in a variety of the
field’s concepts, practices, and procedures. Relies on extensive
experience and judgment to plan and accomplish goals. Performs
a variety of tasks. Leads and directs the work of others. A wide
degree of creativity and latitude is expected. Typically reports to
top management.
Director MarketingDirects and oversees an organization’s marketing policies, objectives,
and initiatives. Conducts market research and develops marketing
plans for specific products, services, or business lines. Reviews
changes to the marketplace and industry and adjusts marketing plan
accordingly. Requires a bachelor’s degree with at least 10 years of
experience in the field. Familiar with a variety of the field’s concepts,
practices, and procedures. Relies on extensive experience and
judgment to plan and accomplish goals. Performs a variety of tasks.
Leads and directs the work of others. A wide degree of creativity and
latitude is expected. Typically reports to top management.
Events ManagerCoordinates and implements marketing communication projects
with responsibilities that include public relations, special events
management, advertising, and creating brand awareness. Organizes
the preparation of proposals and presentations using marketing
resource materials such as brochures, data, slides, photographs, and
reports. Prepares status reports on marketing efforts. May require a
bachelor’s degree in area of specialty and 0-2 years of experience
in the field or in a related area. Familiar with standard concepts,
practices, and procedures within a particular field. Relies on limited
experience and judgment to plan and accomplish goals. Performs a
variety of tasks. Works under general supervision. A certain degree
of creativity and latitude is required. Typically reports to a supervisor
or manager.
Communications SpecialistCreates communications programs that effectively describe and
promote the organization and its products including graphics,
brochures, company or product fact sheets, logos, or other promotional
products. Researches and develops content for publication of
products. Prepares presentations and/or speeches geared towards
employees. Requires a bachelor’s degree in area of specialty and
2-4 years of experience in the field or in a related area. Familiar with
a variety of the field’s concepts, practices, and procedures. Relies on
experience and judgment to plan and accomplish goals. Performs a
variety of tasks. A certain degree of creativity and latitude is expected.
Typically reports to a supervisor or manager.
Marketing
Senior Vice
President,
Marketing
Director
Marketing
Events
Manager
Communications
Specialist
136 – 474 96 – 237 40 – 73 46 – 82
269 – 607 155 – 296 54 – 87 63 – 98
474 – 812 237 – 378 73 – 106 82 – 118
137 – 478 97 – 239 40 – 73 46 – 83
271 – 611 156 – 298 54 – 87 63 – 99
478 – 818 239 – 381 73 – 106 83 – 119
127 – 441 90 – 221 37 – 68 43 – 76
250 – 565 145 – 276 51 – 81 58 – 92
441 – 756 221 – 352 68 – 99 76 – 110
124 – 430 87 – 215 36 – 65 42 – 74
244 – 551 141 – 269 49 – 78 57 – 89
430 – 737 215 – 343 65 – 95 74 – 107
137 – 478 97 – 239 40 – 72 47 – 83
271 – 611 156 – 298 54 – 86 63 – 99
478 – 818 239 – 381 72 – 105 83 – 119
26 2013 Salary Guide
Marketing
Company size and annual revenues:
S = under $250 million
M = $250 million to $1 billion
L = over $1 billion
Salaries are all in $ thousands
Director of
Inbound
Marketing
Internet Marketer Content Marketer Social Media
Manager
NORTHEAST CT, MA, ME, NH, NY, RI, VT
S 89 – 191 46 – 94 45 – 80 64 – 138
M 142 – 244 68 – 116 60 – 95 106 – 180
L 191 – 293 94 – 142 80 – 116 138 – 213
MIDDLE ATLANTIC DE, MD, NJ, PA, VA, WV, Washington DC
S 90 – 192 47 – 95 45 – 81 65 – 139
M 143 – 246 69 – 117 60 – 96 107 – 182
L 192 – 295 95 – 143 81 – 116 139 – 214
MIDWEST IA, IL, IN, KS, MI, MN, MO,
ND, NE, OH, SD, WI
S 83 – 178 43 – 88 42 – 75 60 – 129
M 132 – 227 63 – 108 56 – 89 99 – 168
L 178 – 273 88 – 132 75 – 108 129 – 198
SOUTH AL, AR, FL, GA, KY, LA, MS,
NC, OK, SC, TN, TX
S 81 – 173 42 – 85 41 – 72 58 – 126
M 129 – 221 62 – 105 54 – 86 96 – 164
L 173 – 266 85 – 129 72 – 104 126 – 193
WEST AK, AZ, CA, CO, HI, ID, MI,
NM, NV, OR, UT, WA, WY
S 90 – 192 47 – 95 45 – 80 65 – 140
M 143 – 246 69 – 117 60 – 95 107 – 182
L 192 – 295 95 – 143 80 – 115 140 – 214
Director of Inbound MarketingDirects the marketing activities of one or more products or product
lines within the organization. Oversees product lifecycles from
initial proposal through production and sales. Identifies trends
in the marketplace when suggesting new products or product
enhancements. Involved in producing product projections in order to
ensure that the strategic direction of a product is in line with overall
company goals and objectives. Requires a bachelor’s degree with
at least 10 years of experience in the field. Familiar with a variety of
the field’s concepts, practices, and procedures. Relies on extensive
experience and judgment to plan and accomplish goals. Performs a
variety of tasks. Leads and directs the work of others. A wide degree of
creativity and latitude is expected. Typically reports to top management.
Internet MarketerCollects and analyzes data to evaluate existing and potential
online markets. Uses traffic tracking applications to recognize
user patterns and trends to help formulate effective marketing
techniques. Requires a bachelor’s degree in area of specialty and
2-4 years of experience in the field or in a related area. Familiar
with standard concepts, practices, and procedures within a particular
field. Relies on experience and judgment to plan and accomplish
goals. Performs a variety of tasks. Works under general supervision.
A certain degree of creativity and latitude is required. Typically
reports to a supervisor or manager.
Content MarketerAssists in the development and implementation of content on
websites. May be involved with integrating work of writers and
designers to produce a final layout compatible with corporate
standards. Requires a bachelor’s degree with 0-2 years of experience.
May be expected to have knowledge of HTML, DHTML and JavaScript
programming language. Relies on experience, and judgment to
perform the functions of the job. Works under general supervision.
Typically reports to a supervisor or manager.
Social Media ManagerDevelops and implements the organization’s social media strategy,
including marketing plans that leverage social media outlets.
Responsible for development and maintenance of online content that
attracts attention, generations interest, and is easily shared with social
networks. Establishes relationships with bloggers and other members
of the online community. May work with technical personnel in the
development of tools that allow for easy integration with a social
network. Requires a bachelor’s degree with at least 7 years of
marketing experience. Familiar with a variety of the field’s concepts,
practices, and procedures. Relies on extensive experience and
judgment to plan and accomplish goals. Performs a variety of tasks.
Leads and directs the work of others. A wide degree of creativity and
latitude is expected. Typically reports to top management.
27www.lhh.com
Vice President, General ManagerProvides general management over finance, marketing, sales,
manufacturing, engineering, materials, quality assurance/control,
human resources, and information systems for a plant or other
production facility. Makes decisions regarding improving productivity,
quality, and efficiency of operations. May be required to meet certain
certifications in field. Requires a bachelor’s degree and at least 10
years of experience in the field or in a related area. Familiar with a
variety of the field’s concepts, practices, and procedures. Relies on
extensive experience and judgment to plan and accomplish goals.
Performs a variety of complicated tasks. Leads and directs the work
of others. A wide degree of creativity and latitude is required. Typically
reports to top management.
Operations ManagerManages the day-to-day activities of an organization’s non-
manufacturing operations department. Assists in evaluating current
and proposed systems and procedures. Recommends changes
when necessary and assists in implementation of new processes.
Requires a bachelor’s degree with at least 8 years of experience in
the field. Familiar with a variety of the field’s concepts, practices, and
procedures. Relies on extensive experience and judgment to plan and
accomplish goals. Performs a variety of tasks. Leads and directs the
work of others. A wide degree of creativity and latitude is expected.
Typically reports to a senior manager or head of unit/department.
General ManagerManages the daily activities of an operations unit. Responsible for
planning and directing budgets, goals, and business objectives.
Requires a bachelor’s degree or its equivalent with at least five years’
experience in the field or in a related area. Familiar with a variety of
the field’s concepts, practices, and procedures. Relies on experience
and judgment to plan and accomplish goals. Performs a variety of
complicated tasks. May lead and direct the work of others. Typically
reports to a senior manager.
District ManagerManages technical service-related operations for an organization
within an assigned district. Oversees the work of engineering
or maintenance staff to ensure that all jobs are completed on
time, within budget, and to customer specifications. Ensures that
physical inventory levels are monitored and replenished as needed.
Has responsibility for the profitability of the department. May
be responsible for selling the organization’s services to existing
or potential clients. Requires a bachelor’s degree with at least 8
years of experience in the field. Familiar with a variety of the field’s
concepts, practices, and procedures. Relies on extensive experience
and judgment to plan and accomplish goals. Performs a variety
of complicated tasks. Leads and directs the work of others. A wide
degree of creativity and latitude is expected. Typically reports to
top management.
Operations
Vice President,
General Manager
Operations
Manager
General Manager District
Manager
83 – 222 68 – 138 40 – 69 82 – 189
151 – 290 98 – 168 52 – 80 132 – 238
222 – 360 138 – 208 69 – 98 189 – 295
84 – 223 68 – 138 40 – 69 83 – 190
153 – 292 98 – 168 52 – 81 133 – 240
223 – 363 138 – 209 69 – 98 190 – 297
77 – 206 63 – 129 37 – 64 77 – 176
141 – 270 91 – 157 48 – 75 123 – 222
206 – 336 129 – 194 64 – 91 176 – 275
75 – 201 61 – 124 36 – 62 75 – 171
137 – 263 88 – 151 47 – 73 120 – 216
201 – 327 124 – 187 62 – 89 171 – 268
84 – 223 67 – 137 40 – 69 83 – 190
153 – 292 97 – 167 52 – 81 133 – 240
223 – 363 137 – 207 69 – 98 190 – 297
28 2013 Salary Guide
Operations
Company size and annual revenues:
S = under $250 million
M = $250 million to $1 billion
L = over $1 billion
Salaries are all in $ thousands
Operations
Director
Plant
Manager
NORTHEAST CT, MA, ME, NH, NY, RI, VT
S 122 – 288 101 – 227
M 187 – 353 154 – 280
L 288 – 453 227 – 352
MIDDLE ATLANTIC DE, MD, NJ, PA, VA, WV, Washington DC
S 123 – 290 102 – 228
M 189 – 355 155 – 282
L 290 – 456 228 – 355
MIDWEST IA, IL, IN, KS, MI, MN, MO,
ND, NE, OH, SD, WI
S 114 – 268 94 – 211
M 174 – 328 144 – 260
L 268 – 422 211 – 328
SOUTH AL, AR, FL, GA, KY, LA, MS,
NC, OK, SC, TN, TX
S 111 – 261 92 – 206
M 170 – 320 140 – 254
L 261 – 411 206 – 320
WEST AK, AZ, CA, CO, HI, ID, MI,
NM, NV, OR, UT, WA, WY
S 123 – 290 102 – 228
M 189 – 355 156 – 282
L 290 – 457 228 – 355
Operations DirectorDirects and oversees an organization’s non-manufacturing
operational policies, objectives, and initiatives. Responsible for
evaluating current and proposed systems and procedures and
determining and implementing changes as necessary. Requires
a bachelor’s degree with at least 10 years of experience in the
field. Familiar with a variety of the field’s concepts, practices, and
procedures. Relies on extensive experience and judgment to plan and
accomplish goals. Performs a variety of tasks. Leads and directs the
work of others. A wide degree of creativity and latitude is expected.
Typically reports to top management.
Plant ManagerManages and oversees overall plant operations which may include
finance, manufacturing, manufacturing engineering, materials,
quality assurance/control, human resources and information systems.
Makes recommendations to improve productivity, quality, and
efficiency of operations. May be required to meet certain certifications
in field. Requires a bachelor’s degree and 7-10 years of experience
in the field or in a related area. Familiar with a variety of the field’s
concepts, practices, and procedures. Relies on extensive experience
and judgment to plan and accomplish goals. Performs a variety
of complicated tasks. A wide degree of creativity and latitude is
required. Typically reports to top management.
Senior Vice President, SalesPlans and directs all aspects of an organization’s sales policies,
objectives, and initiatives. Develops the sales plan to fulfill the
growth and revenue goals of the organization. Responsible for
ensuring maximum sales volume of an organization’s products and/
or services. Manages all aspects of the sales function including
inside sales, outside sales and customer service teams. Requires a
bachelor’s degree with at least 15 years of experience in the field.
Demonstrates expertise in a variety of the field’s concepts, practices,
and procedures. Relies on extensive experience and judgment to
plan and accomplish goals. Performs a variety of tasks. Leads and
directs the work of others. A wide degree of creativity and latitude is
expected. Typically reports to top management.
Director of SalesDirects and oversees an organization’s sales policies, objectives, and
initiatives. Sets short- and long-term sales strategies and evaluates
effectiveness of current sales programs. Recommends product or
service enhancements to improve customer satisfaction and sales
potential. Requires a bachelor’s degree with at least 10 years of
experience in the field. Familiar with a variety of the field’s concepts,
practices, and procedures. Relies on extensive experience and
judgment to plan and accomplish goals. Performs a variety of tasks.
Leads and directs the work of others. A wide degree of creativity and
latitude is expected. Typically reports to top management.
Sales
Senior Vice
President,
Sales
158 – 519
296 – 657
519 – 880
159 – 523
299 – 662
523 – 886
147 – 483
276 – 612
483 – 819
143 – 471
269 – 597
471 – 798
159 – 523
299 – 662
523 – 886
29www.lhh.com
Account ManagerManages and develops client accounts to initiate and maintain
favorable relationship with clients. Responsible for leading a team
of account managers dedicated to meeting the operational needs of
assigned client segments. Requires a bachelor’s degree in area of
specialty and at least 5 years of experience in the field or in a related
area. Familiar with a variety of the field’s concepts, practices, and
procedures. Relies on extensive experience and judgment to plan and
accomplish goals. Performs a variety of tasks. Leads and directs the
work of others. A wide degree of creativity and latitude is expected.
Typically reports to head of a unit/department.
Business Development ManagerIdentifies and helps to develop strategic relationships with partners
or potential customers. Manages the marketing, sales and product
development teams to implement business development initiatives.
Requires a bachelor’s degree in business, finance or marketing with
4 years of experience in the field or a related area. Familiar with a
variety of the field’s concepts, practices, and procedures. Relies on
experience and judgment to plan and accomplish goals. Performs a
variety of complicated tasks. May lead and direct the work of others.
May report to an executive or a manager. A wide degree of creativity
and latitude is expected.
Sales RepresentativeDevelops new prospects and interacts with existing customers to
increase sales of an organization’s products and/or services. Requires
a minimum of an associate’s degree or its equivalent with 3-6 years
of experience in the field or in a related area. Familiar with standard
concepts, practices, and procedures within a particular field. Relies
on limited experience and judgment to plan and accomplish goals.
Performs a variety of tasks. Works under general supervision. A
certain degree of creativity and latitude is required. Typically reports to
a supervisor or manager.
Senior Client ManagerDirects a team responsible for the development, implementation, and
troubleshooting of enterprise hardware, software, and networking
systems. Generates timelines, estimates costs, and ensures projects
meet the needs of the client organization. Oversees the operations of
a team of project managers, business technology consultants, and
implementation specialists who interface with the client organization.
Requires a bachelor’s degree in area of specialty and at least 10
years of experience in the field or in a related area. Familiar with a
variety of the field’s concepts, practices, and procedures. Relies on
extensive experience and judgment to plan and accomplish goals.
Performs a variety of tasks. Leads and directs the work of others. A
wide degree of creativity and latitude is expected. Typically reports to
top management.
Sales
Director
of Sales
Account
Manager
Business
Development
Manager
Sales
Representative
Senior
Client
Manager
122 – 325 73 – 160 78 – 162 52 – 130 101 – 227
201 – 403 112 – 199 115 – 199 93 – 171 170 – 295
325 – 527 160 – 247 162 – 245 130 – 208 227 – 352
123 – 325 73 – 161 79 – 163 53 – 131 102 – 229
201 – 404 113 – 201 116 – 200 93 – 172 171 – 297
325 – 528 161 – 249 163 – 247 131 – 210 228 – 354
114 – 303 68 – 149 73 – 150 49 – 121 94 – 211
187 – 376 104 – 186 107 – 185 86 – 159 158 – 275
303 – 492 149 – 230 150 – 228 121 – 194 211 – 328
110 – 297 66 – 145 71 – 147 47 – 118 92 – 206
180 – 362 102 – 181 105 – 180 84 – 155 154 – 268
292 – 473 145 – 224 147 – 222 118 – 189 206 – 319
121 – 322 73 – 161 79 – 163 53 – 131 102 – 228
199 – 400 113 – 201 116 – 200 93 – 172 171 – 297
322 – 523 161 – 249 163 – 247 131 – 210 228 – 355
30 2013 Salary Guide
Technical
Company size and annual revenues:
S = under $250 million
M = $250 million to $1 billion
L = over $1 billion
Salaries are all in $ thousands
Project
Manager
Quality
Assurance
Manager
Technical
Writer
NORTHEAST CT, MA, ME, NH, NY, RI, VT
S 60 – 107 74 – 139 39 – 63
M 82 – 130 104 – 169 50 – 74
L 107 – 155 139 – 204 63 – 87
MIDDLE ATLANTIC DE, MD, NJ, PA, VA, WV, Washington DC
S 60 – 108 74 – 139 39 – 63
M 82 – 130 104 – 169 50 – 74
L 108 – 156 139 – 204 63 – 88
MIDWEST IA, IL, IN, KS, MI, MN, MO,
ND, NE, OH, SD, WI
S 56 – 100 69 – 130 36 – 59
M 77 – 122 97 – 158 47 – 69
L 100 – 145 130 – 190 59 – 82
SOUTH AL, AR, FL, GA, KY, LA, MS,
NC, OK, SC, TN, TX
S 53 – 96 66 – 125 35 – 57
M 74 – 117 93 – 152 45 – 67
L 96 – 140 125 – 183 57 – 78
WEST AK, AZ, CA, CO, HI, ID, MI,
NM, NV, OR, UT, WA, WY
S 59 – 107 73 – 138 39 – 63
M 82 – 129 103 – 168 50 – 74
L 107 – 154 138 – 202 63 – 87
Project ManagerResponsible for the coordination and completion of projects within
the information technology department. Oversees all aspects of
projects. Sets deadlines, assigns responsibilities, and monitors
and summarizes progress of project. Builds and maintains working
relationships with team members, vendors, and other departments
involved in the projects. Prepares reports for upper management
regarding status of project. May require a bachelor’s degree and
2-4 years of experience in the field or in a related area. Familiar with
a variety of the field’s concepts, practices, and procedures. Relies
on limited experience and judgment to plan and accomplish goals.
Performs a variety of tasks. Leads and directs the work of others. A
wide degree of creativity and latitude is expected. Typically reports to
a manager or head of a unit/department.
Quality Assurance ManagerResponsible for the design and implementation of policies and
procedures to ensure that quality standards are met during
production. Oversees testing of processes and products. Requires
a bachelor’s degree in area of specialty and at least 6 years of
experience in the field or in a related area. Familiar with a variety of
the field’s concepts, practices, and procedures. Relies on extensive
experience and judgment to plan and accomplish goals. Performs a
variety of tasks. Leads and directs the work of others. A wide degree
of creativity and latitude is expected. Typically reports to a head of
a unit/department.
Technical WriterWrites a variety of technical articles, reports, brochures, and/
or manuals for documentation for a wide range of uses. May
be responsible for coordinating the display of graphics and the
production of the document. May require a bachelor’s degree in a
related area and 0-2 years of experience in the field or in a related
area. Has knowledge of commonly-used concepts, practices, and
procedures within a particular field. Relies on instructions and pre-
established guidelines to perform the functions of the job. Primary
job functions do not typically require exercising independent
judgment. Works under immediate supervision; typically reports
to a supervisor or manager.
31www.lhh.com
Quality Control ManagerOversees the evaluation of a finished product for quality and
reliability. May assist in the development of quality control standards.
Requires a bachelor’s degree in area of specialty and 7-10 years of
experience in the field or in a related area. Familiar with a variety of
the field’s concepts, practices, and procedures. Relies on extensive
experience and judgment to plan and accomplish goals. Performs a
variety of tasks. Leads and directs the work of others. A wide degree
of creativity and latitude is expected. Typically reports to a head of
a unit/department.
TechnicianMaintains, repairs, and troubleshoots desktop hardware and
software packages. Also responsible for customer service and
end-user training. May require a bachelor’s degree or its equivalent
and 0-2 years of related experience. Has knowledge of commonly-
used concepts, practices, and procedures within a particular field.
Relies on instructions and pre-established guidelines to perform the
functions of the job. Works under immediate supervision. Typically
reports to a supervisor.
Technical
Quality
Control
Manager
Technician
72 – 128 43 – 78
98 – 154 59 – 94
128 – 184 78 – 114
73 – 129 43 – 79
99 – 155 59 – 95
129 – 185 79 – 115
67 – 119 40 – 73
91 – 144 55 – 87
119 – 171 73 – 106
65 – 116 39 – 71
89 – 140 53 – 85
116 – 167 71 – 103
73 – 129 43 – 79
99 – 155 59 – 95
129 – 185 79 – 115
32 2013 Salary Guide
Organizations that are willing to move employees laterally and
provide roles or assignments in other parts of the company are
fi nding this talent strategy to be a unique and effective method
for engaging their workforce.”
,,
lhh.com | 1-800-611-4544
©2013 lee hecht harrison
lhhMK7020
lee hecht harrison
lee hecht harrison (www.lhh.com) is the global talent
development leader. We connect people to jobs through
innovative career transition services and help individuals
improve performance through career and leadership
development. lhh assists organizations in supporting
restructuring efforts, developing leaders at all levels,
engaging and retaining critical talent, and maintaining
productivity through change – helping organizations
increase profitability by maximizing their return on
investment in developing people, while assisting
individuals to achieve their full potential.
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