QI’m looking to move jobs and I’m wondering what you can tell me about current HR salary and benefit trends?
AIt’s been an interesting year for salary trends. Previously it was all
about pay rises and benefits – now it’s about stability.
As a result, you might find there is no increase on the table this year.
This is unlikely to be a surprise given the global economic downturn and
the cooling of the local climate, which has slowed the previously overheat
ed and unsustainable job market.
A significant change to current salary trends is not anticipated this fi
nancial year either, so expect salaries to remain largely at current levels.
But there are other ways you can derive rewards from your career. For
example, you can seek out opportunities to increase your experience and
skills. Even in small organisations, opportunities for career development
are available, and could include chairing meetings, managing projects or
coaching and training others. Make yourself a career goal and set a clear
path of progress to achieve it.
Such learning and development opportunities should also be driving
any job search. In fact, many candidates looking for a new role are aware
of candidate volumes and their focus has become long-term job security
and career development over short-term salary increases.
You might also be interested to know that the premium salary that em
ployers once offered to attract a new recruit has all but disappeared. So if
you are considering changing roles, take into account that starting salaries
for new employees are now in line with the salaries of existing employees.
Sign-on bonuses have also become a thing of the past.
It’s worth noting that, despite pressure on costs and headcount, for
ward-thinking employers continue to focus on their human resources
planning. They remain committed to rewarding their top performers, par
ticularly those who add demonstrable value to the organisation.
While salary is not as critical to this process as it once was, non-mone
tary benefits have grown in importance to candidates. Employers are con
sidering training and development, paid maternity leave, and clear career
Of course, there are always exceptions to the rule. There have been
some instances of salary pressure for roles where candidate demand re
mains high. Such roles generally incorporate revenue generation, cost re
duction and risk management elements – all of which are crucial in today’s
A sample of typical human resources salaries in Sydney follows:
• $80,000 for HR consultants and advisors
• $120,000 for HR managers
• $160,000 for change managers
• $85,000 for learning and development consultants
• $125,000 for industrial relations managers
• $70,000 for occupational health and safety consultants
For typical salaries in other locations, and for more than 1000 job titles
in 16 sectors, see the 2009 Hays Salary Survey at www.hays.com.au/salary
Emma Egan, manager, Hays Human Resource