Indonesia 2017 report highlights salary growth, rise of domestic brands

2017
Indonesia
Salary & Employment Outlook
I N THIS REPO RT
>5%
salary increase
expected
Rise of Effective
domestic employer
brands
53% branding
will increase
Page 05 headcount Page 07
F I ND OU T W H AT
YOU ’R E W ORTH
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Contents
Seizing New Opportunities 04
Key Trends
Made in Asia: Rise of Domestic Brands 05
Tech Growth to Boost Asia’s Job Market 06
Strong Employer Branding: A Key to Success 07
Numbers at a Glance 08
Indonesia Overview 10
Insights & Salary Benchmarks
Digital 11 Marketing 26
Engineering & Manufacturing 13 Procurement & Supply Chain 31
Finance & Accounting 15 Property & Construction 35
Healthcare & Life Sciences 18 Sales 38
Human Resources 21 Technology 42
Legal 23
2017 Indonesia Salary & Employment Outlook | 3

Seizing new opportunities
Healthcare, technology and digital

sectors earmarked for growth in Asia
Companies in Asia are ramping up efforts to seize growth opportunities
in the region, despite slightly weaker global economic sentiment. By
investing heavily in mobile-technology start-ups and other innovations,
including financial technology (fintech) services, employers are creating
new positions with an emphasis on digital skills. Hiring is expected to
continue to grow in the next 12 months across the technology sector.
Likewise, the healthcare sector is expected to be a bright spot in 2017,

due largely to ageing populations as well as a higher demand for quality
services. Countries across Asia are expected to continue building up their
healthcare systems, resulting in an increase in hiring demand for qualified
professionals across the board.
Digital also shows no signs of slowing down, as companies continue to

build up their online platforms and e-commerce capabilities.
In terms of hiring intentions, 44% of employers surveyed across China,

Hong Kong, Taiwan, Indonesia, Malaysia, and Singapore said they would
be increasing their company headcount; while 49% said they would
maintain their current headcount. Mid-level employees appear to be the
most sought-after by companies (60%).
Contracting appears to have risen in popularity as a talent solution. In

Hong Kong and Singapore, more than half (60%) of companies surveyed
currently use contractors, primarily to overcome challenges in permanent
headcount approvals. Currently, most contractors are in operations,
technology, financial services (reflecting the tightening sector) and
business support/administration positions.
Overall, salary increases in Asia are expected to remain modest – almost

half surveyed (48%) indicated that the average increment within their
companies in the next 12 months will be between 1 and 5%. While
employers have agreed that salaries are an important retention tool, other
popular employee engagement initiatives include opportunities for career
progression and learning and development.
Throughout the region, diversity and inclusion (D&I) continues to play

an important part in company programmes. D&I’s popularity in Asia has
been on the rise as companies become more aware of the benefits in
having different perspectives and skills in their teams. Forty-four per cent
of employers in China, Hong Kong, Taiwan, Indonesia, Malaysia and
Singapore said they were strongly committed to D&I initiatives.
The breadth of D&I coverage in Asia is slowly beginning to evolve as

well, developing from an emphasis on purely gender to cover other
less-represented groups. Currently, over half (53%) of D&I programmes
in the region are primarily focused on gender, followed by age (42%) and
minority ethnic groups (34%).
4 | 2017 Indonesia Salary & Employment Outlook

Made in Asia: Rise of domestic brands
Asian-headquartered companies have

become increasingly competitive with
their employee value propositions
Across most of Asia’s diverse markets, competition for talent is more
intense than ever as domestic brands — historically seen as second
place to overseas multinationals, as far as candidate preferences are
concerned — compete with their foreign counterparts for top candidates.
The only exception, it appears, is Japan, where working in a well-

established domestic firm, like the Toyotas and Panasonics of the
country, is seen as more prestigious and stable than top foreign
multinationals. Professionals who hope to gain international experience
would rather choose to join a local firm and opt for an overseas transfer
than join a foreign company.
Outside of Japan, the rise and globalisation of domestic brands in other

parts of Asia have caught the eye of many employees, who now see the
potential and advantages of joining a local firm.
China, in particular, has seen the meteoric rise of various local brands,
now multinationals in their own right and visible to the world. Of these
organisations, 21, including Internet giant Alibaba and online travel
agency Ctrip, have been listed in Forbes’ Asia’s Fab 50 Companies
list. The list also includes companies in Hong Kong, Taiwan, Thailand, 3 WAYS TO HIRE THE RIGHT PEOPLE
Indonesia and Malaysia.
Successes and challenges 1. PROMOTE YOUR COMPANY VALUES. Does your culture
reward teamwork or competitiveness? Or do you value
For many domestic companies, success usually comes from ensuring
customer service, creativity or innovation? Promoting your
compatibility between products/services offered and market demands
company values will help attract like-minded individuals and
as well as localising their talent pool to leverage employees’ market
increase the likelihood of finding the perfect match.
knowledge, among other reasons.
2. HAVE A COMPELLING EMPLOYEE VALUE
However, many face the perennial challenge of finding candidates who
PROPOSITION (EVP). Top performers want to know what
have an international perspective, strong knowledge of local markets
sets your company apart. What does it stand for? How is
and the requisite language skills. As they find success within their home
achievement recognised and rewarded? Aim to promote
countries and look to expand overseas or execute successful IPOs (initial
these attributes through your online platforms, public
public offerings), the search for talent would have to be taken a step
relations or even word-of-mouth. Remember to separate your
further — this means acquiring true Asian knowledge plus experience in
employment brand from your consumer brand.
other markets.
In the past, domestic brands have had to work hard at making 3. BE OPEN-MINDED. Often, the best candidates exist outside
themselves more attractive to prospective hires, be it through creating of your industry. A high-potential candidate with strong
a more international corporate culture, introducing better pay/benefits, transferable skills will often do well even in another industry,
and ensuring clearer project and performance management processes. when given the right training. They may also bring with them
This is working in China where 44% of domestic employers surveyed new and innovative perspectives that will help move your
said they would provide increments of 6-10%, almost on par with foreign business forward.
multinationals (46%).
Those who are highly successful at hiring have two secrets to success:
they simply hire the right people for the job — those who have the right
skill sets and share company values — and they figure out the most
effective platforms to engage their target audiences.

Tech growth to boost Asia’s job market
The race to secure top talent is heating

up as companies move to build up
technology capabilities
Technological innovation in Asia is set to gather further pace in 2017,
led by sizeable investments from established companies and start-
ups looking to grow and streamline costs, and stay ahead of their
competition.
Fuelled by a myriad of factors, including Asia’s rapid smartphone

adoption, the rise of e-commerce and the rush for productivity/
automation, almost every company in Asia is investing more in
technology and making their business more mobile/tablet-friendly. Within
mainland China especially, large amounts of investment are moving
towards Shenzhen, where there is an established infrastructure for
technology-led manufacturing.
In other markets such as Taiwan and Malaysia, a greater concentration of

digital innovation will likely be observed in areas like mobile and software
development, Internet of Things (IoT), and cloud-computing.
Japan too, is expected to explore ways of further building up an

ecosystem that would help leverage its status as a technological giant,
reported the Wall Street Journal. This includes building bridges between
large, established companies and less risk-averse start-ups. 5 TIPS TO RETAIN TOP TECHNOLOGY TALENT
Fintech’s growth
1. KEEP ON TOP OF MARKET SALARY RATES. Specialists
With the rise of financial technology services, also known as fintech, and
can command material increases, so the first step in retaining
governmental support in this area, start-ups as well as established global
your technology talent is to frequently review the market
and regional financial institutions are investing heavily to develop their
rates on offer. It is essential that you communicate to internal
own technological capabilities in-house. In markets where mobile and
stakeholders the vital importance of at least matching – if not
online payment systems remain under-developed, such as in Indonesia
exceeding – the going rate, and getting budget allocation
and Thailand, fintech services are an opportunity for new players to enter
accordingly. The laws of supply and demand apply.
the market.
2. LOOK TO THE START-UP WORLD. With Silicon Valley
Already, Indonesia has granted new banking licenses to conglomerates,
setting the standard for technology employment, it may be
allowing them to launch digital banks. Hong Kong’s push for the
wise to look to start-up culture and try to replicate some
movement has culminated in several notable outcomes, including the
aspects of what makes technology start-ups so attractive. For
annual Finnovasia conference, which regularly brings together hundreds
example, technology specialists thrive on challenges and new
of attendees from different countries to chart fintech’s future in Asia. In
experiences.
Singapore, the country’s monetary authority has also committed to invest
S$225 million in fintech over five years.
3. FLEXIBILITY. If budget is still difficult to find, there may be an
On an international level, more foreign companies are setting up regional opportunity to make up for it with perks like flexible working
headquarters in Asia, drawn by the region’s lower operating costs, options. Bearing in mind that a technology specialist may work
excellent infrastructure and strategic location that make it easier to best uninterrupted at home, or even at night, a lenient work
expand into new markets. schedule can also be a way to get the most out of your team.
As a relatively young industry, the technology market is expected to face 4. INVEST IN TRAINING. Training is an investment to maximise
a considerable shortage of talent in this space. Employee recruitment your team’s capacity and improve your employee retention
and retention will become increasingly competitive, as the rate of rate. Hence, this should be an important piece of the
technological growth outpaces talent development. Adding to such budget puzzle – not an afterthought. Technology employees
challenges is the tendency of candidates moving around more frequently typically enjoy learning new skills. The opportunity to earn
than in other sectors, attracted by better opportunities and remuneration CV-enhancing qualifications like CCNA, MCP, PRINCE2 or
packages. Certified ScrumMaster, is valued.
To overcome this shortage, companies are beginning to recruit
5. DISCUSS CAREER PATHS. To prevent technology staff
beyond their industries and national borders. Talent flow is likely to be
becoming dissatisfied or restless with their job, it is worthwhile
technology-focused rather than business-focused. Salaries are likely to
at annual review time and throughout the year to ask what
increase as well.
each employee is looking for in their career – whether it is
the opportunity to try new things, new roles or to transfer to
another location.

Strong employer branding: A key to success
Companies that are able to effectively

communicate their culture and values to
employees are staying ahead
More companies in Asia are paying attention to employer branding as a
way to stand out in the increasingly competitive field of talent acquisition
and retention. Already, 56% of employers surveyed said that their
organisations practise employer branding actively.
Traditional incentives such as salary increases remain one of the top

considerations for candidates, especially in mainland China and emerging
markets like Thailand and Indonesia. But other factors, such as career
progression, training, work-life balance, and corporate values, are also
rapidly becoming more of a “pull” factor for an increasing number of
employees, particularly the millennials. This is especially true in Taiwan
where salaries tend to stay relatively flat.
Companies that succeed in employer branding are those that can

communicate clearly to employees what they stand for, and the culture
and values the organisation promotes. Often, such companies have
multi-channel digital strategies to promote their brand internally and
externally. Almost two-thirds (55%) of the companies that practise
employer branding engage with potential and current employees using
internal and external social media platforms.
5 WAYS TO PUSH D&I IN YOUR
In Indonesia, for example — a relatively young market that is among the
world’s most active users of Facebook and Twitter — 50% of employers ORGANISATION
use social media to reach talent under the age of 30. Start-ups that do
not have enough resources to build their employer branding also often 1. HAVE RELEVANT PROGRAMMES. To support a diversified
turn to social media to communicate their corporate journey and mission workforce, companies should ideally have programmes that
as part of their attraction and retention strategy. retain talent from different backgrounds. Some initiatives
that have worked among our clients included leadership
Diversity and inclusion
development schemes for women and fair performance
Increasingly, more companies are ramping up their efforts in diversity reviews, with processes that neutralise bias.
and inclusion (D&I) to build their employer brand. International firms are
typically at the head of the curve with D&I, often because they have 2. MAKE IT A GENUINE PRIORITY. For diversity and inclusion
policies mandated by regional or head offices, and many of them are (D&I) programmes to truly make a difference, senior leaders
seeking to localise their workforces to become more representative in the will need to support the cause whole-heartedly and make it a
markets they operate in. point to personally practice D&I.
While D&I efforts can be better encouraged on the domestic front, local 3. CREATE AN ENVIRONMENT THAT SHOWS SUPPORT.
companies that are taking the biggest strides in this area are typically For example, if your company has a work-from-home policy,
those looking to expand abroad: for example, several Chinese banks ensure that leaders are supporting this initiative 100% and
opening in Hong Kong and technology businesses expanding across that the employees have the tools, like laptops and remote
the globe have made determined efforts to look more attractive to access permissions, to telecommute productively. Otherwise,
international talent, and this has included having clear policies on D&I. employees might feel that the policies are just for show.
The good news is that majority of employers across Asia (93%), 4. AVOID UNCONSCIOUS BIAS. Train managers to be more
comprising local firms and foreign multinationals, have said that they are aware of their hidden biases. People tend to recruit talent
committed, in varying levels, to supporting their D&I efforts. Among all, who are most similar to their backgrounds and personality.
Singapore stood out, with 91% of employers affirming their commitment However, such an approach reduces diversity and in the long
to D&I, as the local government continues to champion such efforts. run, new ideas and perspectives.
Throughout Asia, gender appears to be the top focus of most
5. DO NOT FORGET INCLUSION. Once a diverse workplace
companies’ D&I programmes, with slightly over half (53%) of
is set in place, companies should follow up by introducing
companies making a clear push for recruiting and promoting women in
programmes that foster collaboration among the different
organisations. Beyond gender, companies are also focusing programmes
groups. This can be done through organisation-wide projects,
on age (42%) and minority ethnic groups (34%).
like corporate social responsibility initiatives, which allow
employees of all levels to work with different groups.

Numbers at a glance
Indonesia has experienced a steady 2016, with bright spots observed in the
fast-expanding real estate and e-commerce sectors. What are employers’ hiring
intentions for 2017?
HEADCOUNT 53%
INCREASES of employers surveyed are expected
to recruit new hires
HIRING ACTIVITY
60%
of employers who plan to increase
headcount say they are actively
seeking mid-level employees
SALARY INCREASES
82%
of Indonesia employers expect to
increase salaries by >5% in the
next 12 months

TALENT
ATTRACTION
1 72%
Salary increases
2 3
& RETENTION
INITIATIVES 65% 36%
Career progression Workplace
flexibility
DIVERSITY & 96%

INCLUSION say their organisations support
diversity and inclusion
TOP 3
FOCUS POINTS
1 55%
Gender
FOR DIVERSITY
AND INCLUSION
PROGRAMMES 2 38% 3 30%
Religion Minority ethnic
groups

Indonesia overview
Amid active growth across various sectors, some elements of caution do
exist in Indonesia as a result of the current global market sentiment. Still,
companies are confident in 2017, due in part to stronger commitment
towards infrastructure spending and general positivity surrounding the
country.
Hiring activity will also be buoyed by businesses looking to invest or

establish operations in the country. For many companies, having a
presence in Indonesia has progressed from a nice-to-have to a must-
have. Already, 53% of companies surveyed are planning to increase
headcount in 2017, higher than the Asia average of 44%.
The country’s real estate sector is also growing, bolstered by mainland

Chinese firms’ land investments. The e-commerce sector is another
bright spot experiencing healthy growth both from major players as well
as a steady flow of start-ups.
Generally, the country’s positive economic sentiment has generated high

demand for qualified candidates across various industries with 60% of
companies actively looking for middle-management staff.
However, this has presented serious challenges where hiring is

concerned: in many sectors, talent is thinly spread. Candidates switch
jobs frequently, often before they have completed projects they have
been working on. Competition for qualified talent is fierce, as companies
often seek candidates with similar expertise, and want to compare
several candidates before making hiring decisions.
In the digital sector, hiring is no easier – employers face a dearth

of creative talent, marketing, public relations and e-commerce
professionals. This is due to the large number of e-commerce firms
rapidly expanding in Indonesia, who are hitting the market hard and fast
with large human capital requirements.
Furthermore, the fact that businesses demand local Indonesian talent

gives little relief to an already tight hiring market. The ability to attract
overseas Indonesians back to the country will help alleviate this challenge
— more than half of the companies surveyed (58%) have employed
returning Indonesians over the past year and this trend will continue in
2017.

Digital
Insights
2017 will be a year of significant growth for the country’s digital sector, as
e-commerce continues to flourish. E-commerce companies are expected
to seek candidates with strong digital skills and product knowledge,
particularly in fashion and electronics.
In addition, there is likely to be strong demand for fintech (financial Hot jobs
technology), logistics fulfillment, and big data services. The market is
generally evenly split between local and multinational players, who are
seeking candidates of a similar profile.
More traditional businesses in the fast-moving consumer goods,

consumer and retail sector are beginning to recognise the importance of
going digital. However, many are limited in their understanding of what Roles in performance marketing,
digital exactly entails, which could result in wrong candidate fits for job CRM (customer relationship
types. management) and analytics, and
product managers.
Adding to such challenges is a shallow talent pool exacerbated by
candidates moving around more frequently than in other sectors. As a
result, it is difficult to determine what keeps these candidates motivated.
In addition, government regulations within the industry, especially within

sectors such as e-commerce, payment and fintech, are fast-changing.
While current growth may be exponential, funding for e-commerce

businesses might slow down in 2018. Consolidation may take place as
smaller players exit the industry, or are sold to local conglomerates who
are aggressively diversifying their businesses.
In this market, candidates can expect to receive between 20 and

30% increments when they switch jobs, in addition to stock options.
Candidates who are skilled in search engine optimisation and social
media will be highly sought after.

Salary Benchmarks DIGITAL
Agency
ROLE SALARY RANGE (IDR IN MIL) MEDIAN (IDR IN MIL)
SEO/SEM Executive 65 65
SEO/SEM Manager 195 – 260 227.5
SEO/SEM Director 390 – 650 520
Affiliates Manager 325 – 520 422.5
Advertising Operations Manager 260 – 390 325
In-house
Online/Digital Marketing Manager 195 – 650 422.5
Content Production Manager 195 – 325 260
Online Product Manager 260 – 650 455
Director/Head of Digital 780 – 1,040 910
Social Media Executive 65 – 130 97.5
Social Media Manager 195 – 325 260
SEO/SEM Executive 65 – 130 97.5
User Experience Specialist 195 – 325 260
E-commerce Manager 325 – 780 552.5
Director/Head of e-commerce 910 – 1,300 1,105
Please note: 1. Market rates are becoming much less homogeneous; while we have taken great care, these salary ranges can only be approximate guides. Since there
are often specific circumstances relating to individual companies, please call us for additional information. 2. These figures are generally the total remuneration (i.e. cash),
excluding bonus/incentive schemes. 3. Variable and incentive schemes are becoming more common through the different levels of management and are not included in
these figures.

Engineering &
Manufacturing
Insights
Indonesia’s consumer goods sector has seen a steady recovery, which

is expected to continue through 2017. As a result, related business-
to-business companies, such as those in chemicals, packaging and
ingredients, are likely to recover as well.
Despite a generally brighter outlook, challenges still exist for businesses. Hot jobs
Some manufacturing firms, for example, have started shifting operations
to greater Jakarta and cities like Surabaya, Palembang and even Bali
to fulfill consumer demands while streamlining costs. Many potential
candidates may be unwilling to relocate and firms may not be able to hire
the skilled technical professionals needed.
However, this presents career opportunities for qualified candidates Roles in manufacturing
who are not based in Jakarta, and those who are looking to return excellence, lean managers,
to Indonesia. As candidates switch jobs, they can expect to receive engineering managers.
between 20 and 25% in increments.
The most sought-after candidates in this market are technical experts

who have business acumen – in particular, skills relating to manufacturing
effectiveness, such as lean manufacturing, Six Sigma, Kaizen, Total
Productive Maintenance and 5S (sort, straighten, shine, standardise and
sustain).

Salary Benchmarks ENGINEERING & MANUFACTURING
R&D Engineering/R&D
Design Engineer 104 – 156 130
Application Engineer 195 – 234 214.5
Senior Design Engineer 260 – 325 292.5
Senior Application Engineer 325 – 455 390
Engineering Manager 195 – 520 357.5
Engineering Director 910 – 1,430 1,170
Production/Manufacturing Engineering
Production Engineer 78 – 195 136.5
Production Engineering Manager 195 – 520 357.5
Quality Control/Assurance
Quality Engineer 78 – 104 91
Senior Quality Engineer 117 – 156 136.5
Quality Manager 195 – 455 325
Quality Director 650 – 910 780
Project/Programme Management
Project Manager 325 – 416 370.5
Senior Project Manager 455 – 780 617.5
Project/Programme Director 975 – 1,300 1,137.5
these figures.

Finance &
Accounting
Insights
Indonesia’s digital, technolgy and e-commerce sectors are positioned for

strong growth in 2017. The industrial sector remains a significant source
of growth, while the country’s consumer business sector is likely to
rebound from a lacklustre 2015.
Top financial talent is in short supply, as many candidates tend to move Hot jobs
around frequently to develop a sufficient depth of skills. As a result, top
candidates will command premium salaries. Candidates have also shown
more interest in joining local firms which have more centralised decision-
making processes compared with mulitnational companies. Uncertainty
in wider macro-economic conditions will also impact hiring in 2017.
In this talent-strapped market, candidates are requesting for between Chief financial officers, financial
25 and 35% increments as well as sign-on bonuses to compensate for directors, financial controllers,
long-term incentive plans or lost equity as they switch jobs. However, business controllers, business
businesses are keeping a keen eye on costs and capping increments at analysts, commercial finance
about 20%. partners, tax specialists at all levels,
Candidates with the following skillsets will be highly sought after: those and finance managers.
with experience in commercial finance and who are able to plan and
analyse financial data; those with experience in change management
involving cost-reduction projects and new business integration; and tax
experts who are skilled at navigating Indonesia’s complex tax system.

Salary Benchmarks FINANCE
General
Accountant 150 – 240 195
Tax Accountant 160 – 250 205
Financial Accountant 200 – 280 240
Cost Accountant 150 – 240 195
Senior Tax Accountant 200 – 420 310
Group Accountant – Consolidation 420 – 660 540
Financial/Business Analyst 170 – 250 210
Senior Financial Analyst 270 – 380 325
Finance Manager
260 – 480 370
(Small/Medium Organisation)
Finance Manager
540 – 660 600
(Shared Services Centre)
Finance Manager
420 – 600 510
(Large Organisation)
Senior Finance Manager

420 – 600 510

660 – 780 720
(Shared Services Centre)

540 – 720 630
Costing Manager 360 – 540 450
Financial & Planning Analysis

480 – 600 540
Manager
Financial Controller
420 – 600 510
Financial Controller
660 – 900 780
Finance Director 960 – 1,440 1,200
Chief Financial Officer 1,600 – 2,000 1,800
these figures.

Salary Benchmarks FINANCE
Specialist
Treasury Analyst 140 – 180 160
Internal Auditor 160 – 240 200
Senior Internal Auditor 280 – 380 330
Corporate Finance Manager 420 – 660 540
Treasury Manager 420 – 660 540
Internal Audit Manager 420 – 660 540
Tax Manager 420 – 720 570
Corporate Finance Director 960 – 1,440 1,200
Treasury Director 720 – 1,200 960
Internal Audit Director 750 – 1,200 975
Tax Director 720 – 1,200 960
Head of Tax 700 – 900 800
these figures.

Healthcare &
Life Sciences
Insights
Within Indonesia’s life sciences sector, the fast-moving consumer goods

(FMCG) and food and beverage (F&B) sectors are poised for growth
as companies predominantly in the business-to-business space are
expanding and building more production lines.
On the healthcare front, medical technology, or medtech, looks to be Hot jobs

a bright spot as more technology start-up companies focus more on
e-commerce rather than traditional business models.
Increasingly, candidates are required to possess certain product-specific

skill sets. This could include having experience as a flavourist, nutritionist,
or in formulation. Such candidates are limited and few employers have
large enough budgets to attract potential hires. Roles in research and development,
top-level medical roles.
However, several flavour houses are shifting their labs and plants to
Indonesia, presenting an opportunity for candidates.
A significant number of pharmaceutical businesses are also likely to

undergo mergers as a result of challenging business conditions. Such
companies will seek candidates with international exposure, expatriates,
or returning Indonesians, who are limited in supply. As a result of
these mergers, some redundancies are likely, meaning more potential
candidates will be widely available.
Against this backdrop, candidates are likely to receive between 15 and

20% increments when they switch jobs. Candidates with experience as
flavourists, in formulation and in product development are likely to be
highly sought after, as are candidates with medical experience.

Salary Benchmarks HEALTHCARE & LIFE SCIENCES
Clinical Research
Drug Safety/Pharmacovigilence 117 – 156 136.5
Data Management 117 – 156 136.5
Clinical Operations 143 – 195 169
Biostatistician 195 – 260 227.5
SAS Programmer 260 – 390 325
Medical Affairs 455 – 585 520
Research & Development

Scientists (non-PhDs) 520 – 650 585
Scientists (PhDs) 780 – 1,040 910
Quality & Compliance

Quality Control 234 – 325 279.5
Microbiology 260 – 364 312
Regulatory Affairs 390 – 585 487.5
Quality Assurance (GMP) 390 – 585 487.5
Operations
Manufacturing (Manager Level) 325 – 520 422.5
Process Engineering
195 – 520 357.5
(Engineer Level)
Mechanical Engineering
195 – 390 292.5
(Engineer Level)
Electrical Engineering
195 – 390 292.5
(Engineer Level)
Controls/Automation
195 – 325 260
(Engineer Level)
EHS (Manager Level) 260 – 585 422.5
these figures.

Salary Benchmarks HEALTHCARE & LIFE SCIENCES
Commercial
Product Manager 195 – 325 260
Senior/Group Product Manager 260 – 455 357.5
Marketing Manager 455 – 845 650
Head of Marketing 650 – 1,300 975
Area Sales Manager 195 – 325 260
Regional Sales Manager 260 – 520 390
National Sales Manager 455 – 845 650
Head of Sales 650 – 1,300 975
Sales Director 975 – 1,690 1,332.5
Marketing Director 975 – 1,690 1,332.5
General Manager/Country Head 1,235 – 2,340 1,787.5
these figures.

Human Resources
Insights
Manufacturing, logistics, e-commerce/digital services and mining look to

be areas of strong growth for Indonesia in 2017.
This growth is driven by several factors. The government, for one, has
encouraged foreign investment, resulting in more manufacturers shifting
their plants to Indonesia. Labour (blue collar) in Indonesia is also cheaper Hot jobs
relative to other South East Asian countries.
The government has also made plans to improve the quality of life for
Eastern Indonesia residents by building better infrastructure, resulting in
an increased demand for services required.
Mining firms have increasingly been complying with new regulations, a Roles in talent management,
signal that the mining sector might see growth in 2017. organisation development, learning
The technology sector is also set to perform well. Since mid-2016, and development as well as HR
digital financing and financial technology have started gaining ground in business partners.
Indonesia and are expected to develop further this year. Many companies
are expected to strengthen their mid to senior-level management
positions to drive organisational transformation in support of this change.
These developments bode well for the market – a significant number

of new firms have been established and existing ones are expanding,
particularly in manufacturing and logistics. Candidates who switch roles
can look forward to increments in the region of 20-25%.
In this market, English proficiency, as well as strong leadership skills

and experience in change management and business development, are
particularly valued.
Those who have strong strategic skills, business acumen and the ability
to turn concepts into reality will be in demand.

Salary Benchmarks HUMAN RESOURCES
Banking & Financial Services

Payroll Specialist 130 – 195 162.5
Mobility Specialist 156 – 390 273
HRIS Specialist 156 – 390 273
Learning and Development

156 – 390 273
Specialist
Recruitment Specialist 156 – 390 273
HR Generalist/Business Partner 325 – 780 552.5
Organisational Development 390 – 650 520
Compensation and Benefits

156 – 390 273
Specialist
Head of Human Resources 780 – 1,560 1,170
Commerce & Industry

Payroll Specialist 130 – 195 162.5
Mobility Specialist 156 – 390 273
HRIS Specialist 156 – 390 273
Learning and Development

156 – 390 273
Specialist
Recruitment Specialist 156 – 390 273
HR Generalist/Business Partner 195 – 455 325
Organisational Development 390 – 585 487.5
Compensation and Benefits

195 – 455 325
Specialist
Head of Human Resources 650 – 1,560 1,105
these figures.

Legal
Insights
The year looks promising for businesses across diverse sectors, namely
insurance, digital and e-commerce and construction.
The country’s fast-moving consumer goods sector, which has traditionally

held steady, is also poised for growth, due in part to a strengthening of
the country’s middle class. Construction and infrastructure are also likely Hot jobs
to grow, driven largely by government intervention.
The impact of new regulations will be significant on the country’s

insurance industry. New digital technologies are also likely to draw
customers to insurance companies who have modernised their services
and service capabilities to go digital.
Roles in legal and compliance,
Unsurprisingly, the digital and e-commerce sector continues to grow. government relations, public policy
More companies in this space have also become aware of the need
and external affairs.
for legal expertise and services. Law firms are doing well, particularly in
intellectual property, information technology (IT) and financial services.
Over the next 12 months, there will be opportunities for international

law firms seeking to expand their regional businesses. Inflows of foreign
investment will also boost businesses across various industries and make
local players more competitive when hiring high-calibre staff.
In this competitive hiring market, candidates with financial services, digital

and e-commerce as well as natural resources and legal experience can
command between 20 and 30% increments when they switch jobs.
Those in the IT/telco sector, pharmaceuticals, fast-moving consumer

goods and construction/infrastructure can command between 20 and
25%.
Candidates with experience in compliance and stakeholder management,

as well as those with IT/intellectual property technical skills, will be in high
demand.

Salary Benchmarks LEGAL
Pharmaceutical & FMCG

Legal Manager 260 – 390 325
Legal Head 390 – 845 617.5
Legal Director 845 – 1,500 1,172.5
Government Relations 390 – 845 617.5
Corporate Affairs Manager 260 – 390 325
Corporate Affairs Director 845 – 1,105 975
Construction & Infrastructure

Legal Head 325 – 845 585
Legal Director 845 – 1,430 1,137.5
Government Relations 325 – 845 585
Corporate Affairs Manager 260 – 390 325
Corporate Affairs Director 845 – 1,105 975
Telecommunications & IT
Legal Head 325 – 520 422.50
Legal Director 845 – 1,105 975
Government Relations 325 – 845 585
Financial Services
Legal Head 390 – 650 520
Legal and Compliance Director 780 – 1,300 1,040
these figures.

Salary Benchmarks LEGAL
Digital/IT
Legal Head 390 – 715 552.5
Law Firm
FIRST TIER FIRST TIER SECOND TIER SECOND TIER
ROLE SALARY RANGE (IDR IN MIL) MEDIAN (IDR IN MIL) SALARY RANGE (IDR IN MIL) MEDIAN (IDR IN MIL)
Associate 390 – 585 487.5 260 – 390 325
Senior Associate 650 – 910 780 390 – 650 520
these figures.

Marketing
Insights
The nutrition sector is likely to grow in 2017 as consumers demand more

healthy food options, drinks, and multi-vitamins, due to better health
awareness. On the flip side, growth in the baby nutrition sector is likely
to slow, though companies will likely invest more in marketing to engage
their loyal customers. Hot jobs
More domestic companies are looking to put together local management
teams. However, high-calibre candidates in marketing are still in short
supply, particularly at the director level. The lack of local talent is a
concern for start-ups that typically need candidates with a broad
spectrum of marketing skills and a certain degree of maturity.
In the talent-strapped technology sector, technology start-ups often look Digital marketing managers,
to recruit fast-moving consumer goods talent because of the latter’s marketing leads, brand managers
skill sets. Candidates are also often happy to make the switch due to and marketing directors.
generous increments.
Opportunities abound in digital marketing. More companies are investing

in the function and adding headcount – even developing entire divisions
to focus on this area.
Against this hiring backdrop, candidates can expect to receive between

20 and 35% increments when they switch jobs. Those who are skilled
in digital marketing, social media management, brand activation, brand
development, and new product development will be particularly sought
after.

Salary Benchmarks MARKETING
Consumer Products and FMCG
Brand & Product Development
Brand Executive/
104 – 156 130
Product Executive
Assistant Brand Manager/

130 – 195 162.5
Assistant Product Manager
Brand Manager/Product Manager 195 – 260 227.5
Senior Brand Manager/

325 – 715 520
Senior Product Manager
Research, Product Development

390 – 910 650
and Planning Manager
Marketing
Trade Marketing Executive 195 – 390 292.5
Trade Marketing Manager 390 – 780 585
Marketing Executive 65 – 156 110.5
Marketing Manager 650 – 975 812.5
Head of Marketing 910 – 1,300 1,105
Marketing Director 1,040 – 1,950 1,495
Public Relations
Public Relations Executive 65 – 195 130
Public Relations Manager 195 – 390 292.5
these figures.

Financial Services
Marketing, Public Relations & Communications
Marketing Communications
65 – 104 84.5
Assistant/Executive
130 – 325 227.5
Manager
325 – 520 422.5
Director
Internal Communications
65 – 104 84.5
Executive
Internal Communications Manager 130 – 260 195
Internal Communications Director 390 – 520 455
Public Relations/Corporate
65 – 104 84.5
Communications Executive
130 – 390 260
Communications Manager
390 – 1,300 845
Communications Director
Event Management
Event Coordinator 65 – 104 84.5
Event Planner 104 – 130 117
Events Manager 130 – 195 162.5
Head of Events 195 – 260 227.5
Research
Market Research Executive 65 – 195 130
Market Research Manager 130 – 520 325
Market Research Director 390 – 910 650
these figures.

IT & Telecommunications
Assistant Marketing
195 – 390 292.5
Communications Manager
Manager/Regional
390 – 520 455
Communications Manager/
Public Relations Manager
520 – 1,040 780
Director/Public Relations Director
Manufacturing/Industrial
Marketing
Marketing Specialist 130 – 260 195
Product Marketing Manager 260 – 390 325
Media/Entertainment
Event Management & Marketing
Assistant Marketing Manager 65 – 130 97.5
Circulation/Marketing Manager 130 – 390 260
Events Manager 130 – 195 162.5
Circulation/Marketing Director 390 – 650 520
these figures.

Professional Services
Marketing Executive 65 – 130 97.5
Marketing Director 650 – 1,560 1,105
Research Manager 195 – 390 292.5
Public Relations/
195 – 520 357.5
Media Communications Manager
these figures.

Procurement &
Supply Chain
Insights
The year ahead looks bright for Indonesia’s manufacturing, fast-moving

consumer goods and e-commerce sectors. Indonesia is making
important strides towards becoming the largest market for e-commerce
in ASEAN as the country continues to make online shopping platforms’
development a priority. As a result, supply chain, transport and logistics Hot jobs
businesses – which are an integral part of e-commerce – are set to
receive a huge boost as well. Indonesia’s geography as an archipelago of
islands as well as its strategic location along major sea lanes also bode
well for its transformation into a logistics hub.
These market conditions present both challenges and opportunities.

On the one hand, there is a disparity between the actual calibre of job Roles in planning, procurement
candidates and employer demands, particularly in the area of operational
and customer service.
excellence which is experiencing an acute shortage of talent. On the
other hand, overseas Indonesians are particularly in demand for the skills
they bring, as well as their international exposure.
In such competitive conditions, candidates who switch jobs can expect

between 15 and 25% increments. Candidates with skills in commercial
supply chain, planning, operational excellence and transformation
management will be highly sought after.

Salary Benchmarks PROCUREMENT & SUPPLY CHAIN
Logistics/Warehousing/Distribution
Warehousing
Warehouse Supervisor 78 – 195 136.5
Assistant Warehouse Manager 104 – 234 169
Warehouse Manager 143 – 338 240.5
Warehouse Operations and

195 – 390 292.5
Logistics Manager
Regional Warehouse Operations

260 – 520 390
and Logistics Manager
Logistics
Logistics Supervisor 104 – 195 149.5
Assistant Logistics Manager 156 – 260 208
Logistics Manager 195 – 455 325
Senior Logistics Manager 260 – 650 455
Director/Vice President —
780 – 1,300 1,040
Operations and Logistics
Manufacturing & Production

Material Planning and

78 – 195 136.5
Control Supervisor
Material Planning and

156 – 325 240.5
Control Manager
Production Manager 195 – 520 357.5
Factory/Plant Manager 390 – 780 585
General Manager 520 – 910 715
Engineering
Project Management 325 – 416 370.5
Engineering
(Manufacturing, Mechanical, 78 – 195 136.5
Electrical and Electronic)
these figures.

Procurement
Procurement Officer 52 – 104 78
Senior Procurement Officer 78 – 156 117
Assistant Procurement Manager 143 – 260 201.5
Procurement Manager 195 – 455 325
Senior Procurement Manager/

325 – 585 455
Regional Manager
Director 845 – 1,170 1,007.5
Regional Head 975 – 1,365 1,170
Global Head 1,625 – 3,250 2,437.5
Quality/Compliance/Process Improvement
Operations
Senior Officer,
104 – 156 130
Process Improvement
Assistant Manager,
195 – 260 227.5
Process Improvement
Manager of Process Improvement/

390 – 585 487.5
Operations Excellence
Director of Process Improvement/

650 – 1,040 845
Operations Excellence
Quality Assurance & Compliance
Quality Assurance Officer 78 – 104 91
Quality Assurance Senior Officer 117 – 156 136.5
Quality Assurance Assistant

130 – 195 162.5
Manager
Quality Assurance Manager 195 – 455 325
Quality Assurance Director 1

650 – 910 780
Head of Quality Assurance 780 – 1,040 910
These levels will handle both quality assurance and compliance.

1
these figures.

Supply Chain
Planner/Analyst 52 – 104 78
Senior Planner/Senior Analyst 78 – 156 117
Assistant Supply Chain/

130 – 325 227.5
Planning Manager
Supply Chain Manager 325 – 650 487.5
Regional Supply Chain Manager

585 – 975 780
(APAC)
Supply Chain Director 845 – 1,300 1,072.5
Head of Supply Chain 845 – 1,300 1,072.5
these figures.

Property &
Construction
Insights
Due largely to Indonesia’s burgeoning status as an e-commerce hub,

there is plenty of activity in the logistics and warehousing sectors, which
are predicted to be key growth areas for real estate through 2017.
Increasingly, developers, including those from China and Japan, are

turning to secondary cities within the country to build more subsidised Hot jobs
and low-cost housing to capture sales from low to middle income
segments. This has resulted in an increased demand for project
development leads as well as key back-office positions to help put
sustainable growth models in place. Sales and marketing positions within
this sector will also remain in high demand.
Despite a recent re-adjustment in prices following a 350% increase in Roles in project management,
office rental prices over the past three years, hiring activity within the planning, business development,
commercial office sector will remain competitive. However, activity in the operations and leasing.
high-end residential sector will remain slow, as economic uncertainty, due
in part to the 2016 tax amnesty, has impacted short-term outlooks. Still,
demand in this space is expected to steadily increase through the next
12-18 months.
As the Jakarta mass rapid transit system (MRT) edges closer to

completion, its impact on real estate, especially in the retail sector,
is expected to be significant. High demand for space by food and
beverage, quick service restaurants, cosmetics and entertainment
businesses still remains. Of note, cosmetics and entertainment stores are
now also becoming key factors for mall owners.
In general, candidates switching between roles may expect salary

increases of 15-20%.

Salary Benchmarks PROPERTY & CONSTRUCTION
Consultancy
Property Manager 325 – 780 552.5
Project Engineer 325 – 390 357.5
Project Manager 325 – 585 455
Project Director 520 – 1,040 780
Leasing Manager 260 – 455 357.5
Design Manager 195 – 390 292.5
Facilities Manager 260 – 455 357.5
Facilities Director 585 – 910 747.5
Valuations Manager 325 – 455 390
Head of Valuations 520 – 780 650
Corporate Real Estate

Facilities Manager 260 – 455 357.5
Head of Facilities 585 – 910 747.5
Head of Engineering 455 – 780 617.5
Regional Head of Facilities 1,040 – 1,300 1,170
Regional Head of Engineering 845 – 1,040 942.5
Regional Head of Corporate Real

1,170 – 1,560 1,365
Estate
Projects
Interior Designer 130 – 195 162.5
Design Manager 195 – 390 292.5
Project Development Manager 585 – 715 650
Head of Development 1,170 – 1,950 1,560
these figures.

Salary Benchmarks PROPERTY & CONSTRUCTION
Real Estate Investments

Asset Management Manager 325 – 585 455
Portfolio Management Manager 325 – 585 455
Investment Management Manager 390 – 650 520
Head of Asset Management 650 – 1,040 845
Head of Portfolio Management 650 – 1,040 845
Head of Investment Management 780 – 1,170 975
these figures.

Sales
Insights
Indonesia’s food and beverages (F&B), consumer goods and ready-to-

drink (RTD) product sectors are likely to have a good showing in 2017.
RTD is a sizeable business in Indonesia, with an increasing number of
local players competing with global brands for market share. Global
brands, too, are expanding their presence in the local market both Hot jobs
directly and through joint ventures with local players.
On the retail front, a burgeoning middle class has paved the way for more
international brands entering the Indonesian market. The beauty industry,
in particular, is experiencing stronger demand for new brands and
products, while existing brands have upgraded their business models.
Amid these market conditions, there will be a significant volume of new E-commerce managers, key account
investments and growing businesses. However, the quality of talent might managers, national sales managers
not measure up, resulting in businesses having to pay premium salaries and regional sales managers.
for candidates who may not possess the requisite skills.
In addition, Indonesia’s frequently-changing laws pose a challenge for

businesses based in the country. Some examples include regulations
prohibiting the sale of alcohol in supermarkets, as well as legislation
around the domestic production of mobile devices.
However, on a positive note, growth of the country’s e-commerce

sector has also meant that more fast moving consumer goods and retail
companies are developing e-commerce channels in addition to existing
ones.
Candidates who switch jobs can expect between 20 and 35%

increments. Skills in demand include e-commerce expertise, distribution
management, trade marketing, sales strategic planning, business
development and data analysis.

Salary Benchmarks SALES
Advertising & Public Relations Agencies

Account Manager 234 – 325 279.5
Account Director 325 – 650 487.5
Group Account Director 520 – 780 650
Business Director 780 – 1,300 1,040
Managing Director/
1,170 – 1,950 1,560
General Manager
Consumer Products & FMCG
Account Management
Key Account Executive 104 – 156 130
Assistant Key Account Manager 130 – 208 169
Key Account Manager 195 – 390 292.5
National Key Account Manager 390 – 910 650
Sales
Area Sales Manager 195 – 325 260
Regional Sales Manager 260 – 650 455
National Sales Manager 520 – 1,040 780
Sales Director 1,040 – 1,950 1,495
Financial Services
Sales Executive 65 – 130 97.5
Sales Manager 130 – 390 260
Sales Director 390 – 780 585
these figures.

IT & Telecommunication
Sales & Account Management
Channel Account Manager/

195 – 520 357.5
Account Manager
Sales Manager/
325 – 910 617.5
Global Account Director
Division Manager/
Sales and Marketing Manager/ 650 – 1,170 910
General Sales Manager
Vice President/Sales and

Marketing Director/ 780 – 1,560 1,170
Marketing Director
Managing Director/
1,040 – 1,950 1,495
General Manager
Sales Director/
780 – 1,560 1,170
Business Development Director
Manufacturing/Industrial
Sales
Sales Engineer/
195 – 325 260
Senior Sales Engineer
Sales Manager/
325 – 650 487.5
Business Development Manager
General Manager/Director 1,040 – 1,560 1,300
Media/Entertainment
Sales & Business Development
Assistant Sales Manager 130 – 195 162.5
Sales/Business Development
195 – 325 260
Manager
Advertising/Media Sales Manager 195 – 325 260
Sales/Business Development
325 – 1,040 682.5
Director
Advertising/Media Sales Director 325 – 1,300 812.5
General Manager 650 – 1,300 975
these figures.

PR Agencies
Account Executive 65 – 130 97.5
Account Manager 234 – 325 279.5
Account Director 325 – 650 487.5
Director 520 – 780 650
Executive Director 780 – 1,300 1,040
Managing Director/
1,170 – 1,950 1,560
General Manager
Professional Services
Business Development & Research
Business Development Executive 65 – 130 97.5
Business Development Manager 130 – 325 227.5
Business Development Director 390 – 780 585
these figures.

Technology
Insights
Indonesia’s manufacturing, fast-moving consumer goods and retail

sectors are increasing their investments in information technology (IT)
infrastructure. Numerous businesses have transitioned from IT support to
IT core businesses, and there is greater demand for investment in digital
development, particularly in mobile. Hot jobs
In this market, talent shortages remain a significant challenge.
English-speaking candidates are in short supply, and employers often
prefer overseas graduates. These candidates typically switch jobs
frequently, and it is a common trend for technology experts to take on
project-based tasks rather than to stay on with one particular company.
Businesses are still hiring to improve their infrastructure and to automate Project managers, mobile developers
their processes. In these companies, the parent company’s regional and engineers, heads of IT, roles in
strategy is often at odds with local needs. It is likely that the market will solution delivery.
see greater demand for cybersecurity services, where talent shortages
are especially acute.
Candidates looking to switch jobs can expect 20 to 40% increments.

Those with experience in project management, IT change management,
business intelligence and information systems are in high demand.
Web and mobile developers, as well as infrastructure and cybersecurity
professionals, are also highly sought after.

Salary Benchmarks TECHNOLOGY
Banking & Financial Services
Development, Design & Architecture
Developer 195 – 260 227.5
Mobile Developer 130 – 260 195
System Analyst 130 – 260 195
Application Development Manager 260 – 390 325
Infrastructure/Network
Infrastructure Manager 260 – 520 390
Head of Infrastructure 325 – 585 455
Project Management
Business Analyst 195 – 325 260
General Management
IT Manager 455 – 650 552.5
IT Director 650 – 1,300 975
Chief Technology Officer 1,040 – 1,950 1,495
Chief Information Officer 1,040 – 1,950 1,495
Support/Administration
IT Helpdesk 104 – 195 149.5
Desktop Support Analyst 104 – 195 149.5
System Administrator 104 – 195 149.5
Service Desk Manager 195 – 260 227.5
Head of Operations and Support 325 – 390 357.5
these figures.

Commerce
Development, Design & Architecture
Developer 130 – 195 162.5
Analyst Programmer 130 – 260 195
System Analyst 130 – 260 195
Solution Architect 195 – 325 260
Application Development Manager 325 – 390 357.5
Head of Application Development 325 – 520 422.5
Infrastructure/Network
Infrastructure Manager 260 – 325 292.5
Head of Infrastructure 390 – 585 487.5
Project Management
Business Analyst 130 – 325 227.5
Project Manager 325 – 650 487.5
Project/Programme Director 650 – 1,300 975
General Management
IT Manager 260 – 520 390
IT Director 650 – 1,300 975
Chief Technology Officer 1,040 – 1,820 1,430
these figures.

Commerce
Support/Administration
IT Helpdesk 104 – 195 149.5
Desktop Support Analyst 104 – 195 149.5
System Administrator 104 – 195 149.5
Service Desk Manager 195 – 260 227.5
Head of Operations and Support 325 – 390 357.5
these figures.

INDONESIA
Jakarta
Level 12, One Pacific Place
Sudirman Central Business District,
Jl. Jend. Sudirman Kav. 52 – 53
Jakarta 12190 Indonesia
T +62 21 295 88800 | F +62 21 295 88801
enquiries@michaelpage.co.id
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2017

Worldwide leaders in specialist recruitment

Seizing New Opportunities 04

Made in Asia: Rise of Domestic Brands 05

Tech Growth to Boost Asia’s Job Market 06

Strong Employer Branding: A Key to Success 07

Insights & Salary Benchmarks

Engineering & Manufacturing 13 Procurement & Supply Chain 31

Finance & Accounting 15 Property & Construction 35

Healthcare & Life Sciences 18 Sales 38

Human Resources 21 Technology 42

2017 Indonesia Salary & Employment Outlook | 3

Healthcare, technology and digital

Likewise, the healthcare sector is expected to be a bright spot in 2017,

Digital also shows no signs of slowing down, as companies continue to

In terms of hiring intentions, 44% of employers surveyed across China,

Contracting appears to have risen in popularity as a talent solution. In

Overall, salary increases in Asia are expected to remain modest – almost

Throughout the region, diversity and inclusion (D&I) continues to play

The breadth of D&I coverage in Asia is slowly beginning to evolve as

4 | 2017 Indonesia Salary & Employment Outlook

Asian-headquartered companies have

The only exception, it appears, is Japan, where working in a well-

Outside of Japan, the rise and globalisation of domestic brands in other

2017 Indonesia Salary & Employment Outlook | 5

The race to secure top talent is heating

Fuelled by a myriad of factors, including Asia’s rapid smartphone

In other markets such as Taiwan and Malaysia, a greater concentration of

Japan too, is expected to explore ways of further building up an

6 | 2017 Indonesia Salary & Employment Outlook

Companies that are able to effectively

Traditional incentives such as salary increases remain one of the top

Companies that succeed in employer branding are those that can

2017 Indonesia Salary & Employment Outlook | 7

8 | 2017 Indonesia Salary & Employment Outlook

DIVERSITY & 96%

2017 Indonesia Salary & Employment Outlook | 9

Hiring activity will also be buoyed by businesses looking to invest or

The country’s real estate sector is also growing, bolstered by mainland

Generally, the country’s positive economic sentiment has generated high

However, this has presented serious challenges where hiring is

In the digital sector, hiring is no easier – employers face a dearth

Furthermore, the fact that businesses demand local Indonesian talent

10 | 2017 Indonesia Salary & Employment Outlook

More traditional businesses in the fast-moving consumer goods,

In addition, government regulations within the industry, especially within

While current growth may be exponential, funding for e-commerce

In this market, candidates can expect to receive between 20 and

2017 Indonesia Salary & Employment Outlook | 11

SEO/SEM Manager 195 – 260 227.5

SEO/SEM Director 390 – 650 520

Affiliates Manager 325 – 520 422.5

Advertising Operations Manager 260 – 390 325

Online/Digital Marketing Manager 195 – 650 422.5

Content Production Manager 195 – 325 260

Online Product Manager 260 – 650 455

Director/Head of Digital 780 – 1,040 910

Social Media Executive 65 – 130 97.5

Social Media Manager 195 – 325 260

SEO/SEM Executive 65 – 130 97.5

User Experience Specialist 195 – 325 260

E-commerce Manager 325 – 780 552.5

Director/Head of e-commerce 910 – 1,300 1,105