reed hr 2015 salary guide

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SALARY

MARKETGUIDE &

INSIGHT2015reedglobal.com/salaryguide

HUMANRESOURCES

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Drawing upon independent research, the report provides valuable insights into the attitudes and concerns of HR professionals in the UK today, as well as a comparison to the UK workforce’s outlook as a whole. It also includes a comprehensive set of salary figures that were compiled using data gained from Reed HR assignments, professionals registered with REED and in conjunction with reed.co.uk.

I hope this guide provides helpful insights and valuable guidance to assist you in dealing with the resourcing challenges our market may present this year.

Our specialist consultants are always happy to meet and discuss how we may be able to support you with your resourcing requirements. We can also answer any questions regarding local market expectations and the current depth of the talent pool.

We look forward to working with you throughout 2015.

Best wishes

Gert Nzimiro Executive Divisional Director Reed HR

Welcome to the Reed HR Salary Guide & Market Insight 2015. This is a comprehensive report containing useful reference material and guidance to assist you in the increasingly complex task of recruiting and retaining high-calibre HR talent.

Introduction

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Our Salary Guide and Market Insight report has been compiled using data from several sources, including:• Salary information from vacancies in the HR sector on reed.co.uk

• Salary information from a cross-section of HR professionals registered with Reed Human Resources and reed.co.uk

• Assignments managed by Reed Human Resources.

All figures, unless otherwise stated, are from YouGov Plc, with a total sample size of 1,629 workers, of which 316 work in HR roles. Fieldwork was undertaken between 9th - 19th October 2014, with the survey carried out online.

The total sample included workers in the following sectors: property & construction, engineering, financial services, hospitality & leisure, marketing, media & communications, branding, retail, science & research. As well as workers in the following roles: accounting, advertising/direct marketing/PR, business development/sales, HR/recruitment, IT/technology, insurance, procurement/purchasing.

Total market was established then broken down into sectors, this guide covers HR.

Methodology

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HR Market OverviewThe balance of power returned to candidates during the past year, with more vacancies coming onto the market. Those looking for a new role are likely to be presented with several choices and can therefore be more selective in the roles they pursue.

At the beginning of 2014, the majority of available positions were permanent, but gradually an increasing number of interim positions became available. We expect both permanent and interim roles to increase in the year ahead to support strong recruitment levels across all roles. As employers look to increase their headcount across the board, this creates a greater need for HR professionals and businesses will be looking to strengthen their teams.

Generalist HR practitioners with strong analytical skills are in demand as rewards and benefits become more important to candidates. While there are opportunities across all sectors, not-for-profit organisations are offering good salaries and better benefits packages to secure the best candidates and also look equally favourably on those who can bring commercial experience to their business as well as those with previous experience in the not-for-profit arena. REED has also seen high levels of recruitment activity in manufacturing, largely due to the growing headcount in this sector.

Attraction and Retention Expertise In a more buoyant labour market, HR professionals will be in demand to review and enhance employee engagement activities to safeguard the business’ existing skills base as well as focussing on attracting new talent.

Those with specialist skills in resourcing and talent acquisition will be in demand as the economy continues to improve, particularly those who can demonstrate success in delivering a more tailored approach to meet the needs of particular groups of employees. For example, there has been much discussion on the generational gap between older and younger workers in terms of the working environment and the pay and benefits they are seeking.

The balance of power returned to candidates during the past year, with more vacancies coming onto the market. Those looking for a new role are likely to be presented with several choices and can therefore be more selective in the roles they pursue.

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HR Market Overview

Regulatory Agenda With shared parental leave available to parents of babies born on or after 5th April 2015, HR professionals will have an increased workload in administrating new systems.

As well as the ongoing introduction of new regulations, case law is also presenting new challenges for HR professionals, such as the recent landmark ruling affecting holiday pay calculations. Feedback from employers to REED suggests there is a shortage of candidates with up to date regulatory knowledge, so candidates who demonstrate expertise in this area will be highly valued. From the candidate’s perspective, organisations who offer ongoing training in regulatory developments will be looked on favourably.

HR analysts also have a role to play in helping businesses to meet their regulatory obligations. Skilled HR analysts will establish systems to manage and interpret data to give the organisation a clear picture of its talent base. This would be useful for monitoring and tracking performance in a fair and consistent way to avoid any question of inequality.

Winning the Role You Want While good candidates have the upper hand in a more active market, there is still a need to prepare well to secure the best roles. CVs must be structured to show the impact the candidate has had on their previous organisations and tailored specifically to the role for which they are applying.

Securing Talent While REED data shows that more than one in four in the sector is looking for a new role, as the number of vacancies continues to grow the skills shortage is likely to persist.

Feedback from candidates to REED is that salaries are not high enough to justify the requirements of a role. Employers need to think carefully about salary levels in the year ahead - just under half (43%) of employees received a pay rise in 2014 and 38% said they would move roles for a pay rise.

But, incentives to attract and retain talent extend beyond the financial. Training and development is particularly important in this environment where techniques are continually evolving. There is also a need to sell the role itself, particularly if salary levels are out of kilter with the candidate’s expectations and there is no room to increase it further. Bringing a role to life in the recruitment process, with detailed information about the requirements and long-term potential of the role will make it more appealing to prospective hires.

In a market where there is a talent shortfall, employers may also need to cast their net a little wider and be open to considering mobile working or relocation packages to secure the best person for the job.

HR professionals have a significant role to play in supporting the growth of an organisation and employers must take steps to safeguard their existing talent, as well as thinking about how they can appeal to candidates to fill new roles.

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We asked HR professionals how many times they had changed their employer.

51% 27%38%

The changing workplace

I was offered a better salary elsewhere

I was offered a promotion/ better prospects elsewhere

There is/was an improved work/life balance at my

new employer

12%I clashed with my previous boss/

colleagues

26%I was bored with my role

19%Other

12%The company benefits of the new employer

were better

4%Don’t know/ can’t recall

23%I wanted to

move location

5 TIMES 6 TIMES

TWICE 4 TIMESONCE

7 TIMES

NEVER 3 TIMES

8-10 TIMES

>10 TIMES

DON’T KNOW/ CAN’T RECALL

10%6%

13% 15%

7%

14%6%

7%

10%

7% 5%

We asked those who changed their employer what the main reason(s) for their change was.

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28%

57%

15%

38%

Good job satisfaction

38%

We asked those in the HR sector which one of the following they would say is the most important aspect of their working life.

Asking people to think about their working life, we asked HR professionals whether they had

ever changed* their career path.

Good salary and benefits

17%The

company culture

2%Don’t know

1%Good job security

4%

32%

HR

ALL SECTORS

56%

12%

The changing workplace 21%

of HR professionals are either Dissatisfied or Very Dissatisfied in their current roles.

27% of HR professionals are actively looking for another job.

Colleagues/ boss that I get

on with

12%

25%

A good work/life balance

(i.e. not having to work too many hours)

Yes, I have No, but I plan to in the future

Other

1%

No, and I don’t plan to in the future

* By changing career we mean changing the sector in which someone works

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We asked HR professionals which of the following benefits they had received in the last 12 months*. More than one benefit could be chosen

We asked those in the HR sector to what extent they agreed or disagreed that there is currently a skills gap** within their organisation.

A PAY RISE N/A

43%

STAFF ENTERTAINMENT(e.g. seasonal company parties, away days etc.)

27%

A BONUS

28%

I have not received any benefits from an employer in the last 12 months

NONE

20%

OTHER BENEFITS

8%

Not applicable - I have been self-employed for the last 12 months

16%

FORMAL TRAINING

28%

Strongly agree

Neither agree nor disagree

18%

10%Strongly disagree

11%

Tend to disagree

27%

Don’t know

4%30%

Tend to agree

**By skills gap we mean the difference in the skills required within an organisation and the actual skills possessed by the organisation’s employees

*Since October 2013

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50% 34%16%

57%30%

13%

HR

ALL SECTORS

42%

9% 5%

19%

9%

I would have chosen a career which offered better

long-term prospects in terms of pay and benefits

I would have chosen a career with a lower salary

but better work/life balance

None of these

I would have chosen to work for myself/follow a

more entrepreneurial route

I would have delayed the start of my career to allow for more ‘life experiences’

Yes, I would Don’t knowNo, I wouldn’t

Of those that said they would have chosen a different career path, we asked which of the following statements best applies. More than one statement could be chosen.

We asked people, if they had their time again after leaving compulsory education, would they have taken a different career path?

50%I would have selected a career that I think would have given me greater

job satisfaction

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To browse, read and subscribe to any of our news streams, go to www.reedglobal.com/viewpoints

The aim is to bring you career profiles and views from the top across all our industries, as well as details on upcoming events and competitions relevant to you.

Industry InsightOur online hub of expertly crafted content provides insight and analysis for HR, recruitment and industry news.

What should you be paying?Alongside our guides we also have an interactive salary & insight app, containing key stats for each industry and region, as well as useful tips and resources for both jobseekers and employers. To identify new trends, reward existing employees and attract your future teams visit www.reedglobal.com/salaryguide

Introducing Viewpoints

Identify, Reward, Attract

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Salary Figures

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Human ResourcesSalary Figures

Training Manager

Trainer

HR Director

Average

Average

Financial & Professional

Services


Services

Public Sector & Not-For-Profit


Commerce & Industry

Commerce & Industry

MIN MAX MIN MAX MIN MAX MIN MAX

SOUTH EAST £34,333 £58,000 £37,000 £64,000 £34,000 £57,000 £32,000 £53,000

SOUTH WEST £32,333 £51,767 £35,000 £55,000 £33,000 £54,300 £29,000 £46,000

LONDON £40,333 £64,000 £43,000 £68,000 £39,000 £60,000 £39,000 £64,000

MIDLANDS £31,333 £52,633 £32,000 £55,900 £31,000 £52,000 £31,000 £50,000

WALES £29,000 £48,667 £34,000 £51,000 £28,000 £45,000 £25,000 £50,000

NORTH £27,000 £50,000 £29,000 £55,000 £28,000 £50,000 £24,000 £45,000

SCOTLAND £29,333 £45,828 £32,000 £46,129 £29,000 £46,129 £27,000 £45,225

NORTHERN IRELAND £27,047 £46,775 £28,320 £48,472 £27,821 £46,852 £25,000 £45,000


SOUTH EAST £25,167 £36,000 £27,000 £39,000 £25,000 £35,000 £23,500 £34,000

SOUTH WEST £24,000 £33,333 £25,000 £35,000 £24,000 £33,000 £23,000 £32,000

LONDON £27,667 £37,500 £32,000 £40,500 £26,000 £37,000 £25,000 £35,000

MIDLANDS £24,833 £34,733 £25,500 £35,700 £26,000 £33,500 £23,000 £35,000

WALES £19,500 £30,400 £21,000 £32,000 £19,500 £30,250 £18,000 £28,950

NORTH £19,000 £33,000 £20,000 £34,000 £17,000 £30,000 £20,000 £35,000

SCOTLAND £22,000 £26,130 £25,000 £26,130 £21,000 £26,130 £20,000 £26,130


AverageFinancial &

Professional Services


Commerce & Industry


SOUTH EAST £59,476 £122,144 £62,730 £133,133 £60,000 £120,000 £55,699 £113,300

SOUTH WEST £59,584 £114,433 £65,000 £121,231 £60,000 £114,433 £53,751 £107,635

LONDON £74,000 £136,221 £82,000 £164,800 £70,000 £125,660 £70,000 £118,203

MIDLANDS £61,767 £105,433 £63,800 £109,000 £60,500 £108,000 £61,000 £99,300

WALES £53,813 £94,317 £61,500 £113,300 £46,125 £72,100 £53,813 £97,550

NORTH £60,000 £110,000 £70,000 £120,000 £50,000 £110,000 £60,000 £100,000

SCOTLAND £55,588 £98,701 £60,000 £98,831 £55,000 £98,831 £51,764 £98,440


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HR Manager

Head of HR

HR Business Partner

Average

Average

Average


Services


Services


Services




Commerce & Industry

Commerce & Industry

Commerce & Industry


SOUTH EAST £30,746 £63,279 £33,118 £66,126 £31,265 £65,000 £27,854 £58,710

SOUTH WEST £30,667 £55,112 £33,000 £55,000 £32,000 £60,337 £27,000 £50,000

LONDON £38,333 £74,915 £50,000 £85,695 £35,000 £72,100 £30,000 £66,950

MIDLANDS £31,633 £56,567 £34,600 £59,800 £30,600 £59,000 £29,700 £50,900

WALES £26,783 £51,417 £29,950 £54,250 £26,900 £52,000 £23,500 £48,000

NORTH £29,917 £49,450 £32,250 £50,500 £30,750 £51,500 £26,750 £46,350

SCOTLAND £34,333 £45,667 £35,000 £50,000 £35,000 £44,000 £33,000 £43,000



SOUTH EAST £48,158 £87,893 £52,096 £97,850 £46,125 £78,280 £46,253 £87,550

SOUTH WEST £48,207 £93,419 £50,121 £98,969 £50,000 £93,419 £44,500 £87,869

LONDON £53,975 £95,186 £56,375 £100,837 £49,174 £95,187 £56,375 £89,533

MIDLANDS £46,000 £65,887 £48,000 £75,000 £45,000 £64,460 £45,000 £58,200

WALES £46,833 £72,783 £48,250 £85,238 £46,125 £70,760 £46,125 £62,350

NORTH £43,933 £67,383 £45,800 £72,100 £41,000 £61,800 £45,000 £68,250

SCOTLAND £46,038 £66,727 £51,764 £98,831 £46,350 £55,000 £40,000 £46,350



SOUTH EAST £36,408 £64,777 £35,096 £65,817 £33,128 £70,000 £41,000 £58,514

SOUTH WEST £28,987 £67,859 £30,709 £74,950 £28,987 £70,112 £27,265 £58,514

LONDON £45,898 £75,767 £55,000 £90,000 £38,000 £75,500 £44,695 £61,800

MIDLANDS £35,664 £60,608 £36,250 £65,450 £37,200 £68,000 £33,542 £48,373

WALES £31,316 £46,252 £34,999 £49,955 £30,250 £46,500 £28,700 £42,300

NORTH £31,333 £56,117 £33,250 £72,000 £28,750 £50,000 £32,000 £46,350

SCOTLAND £35,667 £41,406 £40,000 £41,406 £35,000 £41,406 £32,000 £41,406


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Human ResourcesSalary Figures

HR Office Advisor

Reward Manager

Learning & Development Manager

Average

Average


Services


Services



Commerce & Industry

Commerce & Industry


SOUTH EAST £27,094 £37,750 £29,284 £41,200 £26,000 £36,000 £25,999 £36,050

SOUTH WEST £24,645 £37,243 £26,980 £39,455 £23,000 £37,243 £23,954 £35,030

LONDON £28,567 £40,296 £30,000 £43,000 £27,000 £41,000 £28,700 £36,889

MIDLANDS £24,000 £34,667 £25,000 £35,000 £24,000 £35,000 £23,000 £34,000

WALES £20,833 £30,741 £24,250 £33,500 £20,250 £30,000 £18,000 £28,723

NORTH £21,333 £33,990 £24,000 £36,050 £18,999 £32,960 £21,000 £32,960

SCOTLAND £20,000 £27,949 £20,000 £27,949 £20,000 £27,949 £20,000 £27,949



SOUTH EAST £44,989 £70,178 £46,125 £66,950 £43,563 £70,000 £45,279 £73,583

SOUTH WEST £43,069 £72,152 £49,902 £85,000 £35,000 £61,005 £44,306 £70,452

LONDON £51,838 £81,307 £56,375 £82,812 £48,139 £78,229 £50,999 £82,879

MIDLANDS £40,046 £59,771 £41,700 £65,600 £40,000 £63,551 £38,438 £50,161

WALES £32,117 £50,303 £34,900 £55,000 £32,500 £53,560 £28,950 £42,350

NORTH £34,667 £54,983 £37,500 £61,800 £32,000 £56,650 £34,500 £46,500

SCOTLAND £39,333 £46,581 £45,000 £46,581 £38,000 £46,581 £35,000 £46,581


AverageFinancial &

Professional Services


Commerce & Industry


SOUTH EAST £35,990 £62,607 £39,463 £66,950 £35,301 £65,000 £33,205 £55,872

SOUTH WEST £34,681 £57,217 £36,741 £60,616 £34,681 £57,217 £32,621 £53,818

LONDON £41,708 £65,497 £46,125 £70,040 £38,000 £59,500 £41,000 £66,950

MIDLANDS £33,537 £54,294 £35,000 £59,100 £33,000 £54,000 £32,610 £49,783

WALES £29,067 £52,100 £32,000 £60,100 £28,700 £48,950 £26,500 £47,250

NORTH £28,817 £48,083 £30,750 £51,500 £27,000 £46,350 £28,700 £46,400

SCOTLAND £32,333 £46,582 £35,000 £46,582 £32,000 £46,582 £30,000 £46,582


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Organisational Development Manager

Employee Relations Manager

Recruitment Manager

Average

Average

Average


Services


Services


Services




Commerce & Industry

Commerce & Industry

Commerce & Industry


SOUTH EAST £48,758 £78,646 £51,650 £83,317 £48,760 £78,646 £45,864 £73,975

SOUTH WEST £47,414 £72,821 £50,231 £77,147 £47,414 £72,821 £44,598 £68,495

LONDON £59,375 £84,323 £71,750 £93,318 £56,375 £82,400 £50,000 £77,250

MIDLANDS £41,667 £58,333 £45,000 £65,000 £40,000 £60,000 £40,000 £50,000

WALES £33,375 £63,404 £40,125 £70,223 £35,000 £64,990 £25,000 £55,000

NORTH £36,583 £56,433 £41,000 £61,800 £30,750 £51,000 £38,000 £56,500

SCOTLAND £49,667 £56,933 £52,000 £56,933 £50,000 £56,933 £47,000 £56,933



SOUTH EAST £30,000 £59,397 £30,000 £70,040 £30,000 £56,650 £30,000 £51,500

SOUTH WEST £34,093 £64,395 £35,999 £68,220 £34,093 £64,395 £32,186 £60,569

LONDON £43,733 £68,348 £49,200 £71,528 £41,000 £67,515 £41,000 £66,000

MIDLANDS £34,456 £45,471 £35,270 £48,718 £35,800 £46,605 £32,299 £41,091

WALES £31,783 £45,454 £34,450 £52,750 £32,200 £43,260 £28,700 £40,352

NORTH £32,867 £46,700 £33,000 £47,500 £30,750 £46,250 £34,850 £46,350

SCOTLAND £31,667 £46,581 £35,000 £46,581 £32,000 £46,581 £28,000 £46,581



SOUTH EAST £30,000 £57,681 £30,000 £65,000 £30,000 £60,000 £30,000 £48,044

SOUTH WEST £30,954 £49,310 £32,793 £52,240 £30,955 £49,310 £29,115 £46,381

LONDON £36,292 £63,333 £41,000 £75,000 £35,875 £65,000 £32,000 £50,000

MIDLANDS £32,777 £50,017 £37,000 £55,000 £34,000 £55,000 £27,330 £40,051

WALES £25,833 £39,963 £26,750 £45,440 £28,200 £41,500 £22,550 £32,950

NORTH £24,950 £43,683 £26,250 £48,550 £24,100 £42,000 £24,500 £40,500

SCOTLAND £31,333 £41,406 £35,000 £41,406 £31,000 £41,406 £28,000 £41,406


16 Reed Specialist Recruitment

Reed Human Resources

@Reed_HR

Accountancy, Actuarial, Banking, Business Support, Education, Engineering, Finance, Health & Care, Hospitality & Leisure, Human Resources, Insurance, Legal, Marketing & Creative, Mortgages, Procurement & Supply Chain, Property & Construction, Retail, Sales, Scientific, Technology. reedglobal.com/hr

reed hr 2015 salary guide

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