2012 SALARY GUIDE

Contents
From the Managing Director . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3 The hiring forecast . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 Profession-specific trends . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 Finance and accounting salaries . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 Financial services salaries . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 Human resources salaries . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 Technology salaries . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 Legal salaries . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9 Counter-offers: a potentially counterproductive strategy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

Using the salary guide

Consider the 2012 Salary Guide as your business and recruitment handbook, offering starting salaries in the areas of finance and accounting, financial services, technology, legal and human resources throughout the UAE. This guide can help you determine remuneration levels for new employees, plan budgets and navigate todays hiring environment. The salary ranges represent the starting remuneration for new hires in US dollars, including housing allowance and transport (based on gross or pre-tax amounts). The salary ranges represent starting remuneration only; ongoing pay is not reported due to difficulty in measuring factors such as seniority, job performance and pay review policies. Bonuses and other remuneration, such as benefits and pension schemes, are also not taken into account.

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From the Managing Director

The past few years have been pivotal for many organisations. Those that were able to drive growth and efficiency against a backdrop of global economic uncertainty have emerged stronger and better prepared to confront fiscal variances on the macro level without suffering adverse effects on the micro. It is evident that the people behind the business particularly in specialist occupations have proved invaluable in ensuring a companys economic wellbeing. Were therefore witnessing a dual economy, where individuals with the most in-demand skills and experience will continue to be highly sought after. Having access to the most up-to-date remuneration and hiring information allows you to attract and retain top professionals within your organisation. Offering a competitive salary is often the difference between welcoming employees and watching them accept job offers from other companies. The Robert Half UAE 2012 Salary Guide will help guide you through the recruitment process. While some companies remain cautious and are waiting to see which direction the economy will veer, others are hiring specialist professionals to help steer the company towards growth. Weve seen the strongest hiring since before the recession, with companies taking the time to attract the right calibre of candidate. In many cases, in-demand professionals are receiving multiple offers, underlining the need for companies to provide an attractive salary and benefits package to secure the talent they need. We hope you find the Robert Half UAE 2012 Salary Guide useful for your recruitment needs. Please speak with one of our specialist consultants for specific trends affecting your specialism and sector. Regards

Ian Graves Managing Director Continental Europe and The Middle East

2012 Salary Guide |

The hiring forecast

Despite an air of caution, there continues to be movement in the job market, with companies hiring specialist professionals to address growth initiatives. Organisations are hiring to fill vacancies due to attrition and to address emerging business opportunities and heavy workloads resulting from understaffed departments. Many of the Dubai-based multinationals in particular are increasing hiring levels, with budgets affecting the quantity and seniority of individuals they bring on. Companies within the pharmaceutical/healthcare, financial services, insurance, FMCG and utilities sectors, in particular, have shown the strongest demand for additional employees. Fluctuations in global job markets has resulted in increased migration to the UAE, although strong remuneration prospects in Asian and South American markets have increased competition for top talent. With further global expansion expected, professionals with international experience and an understanding of cultural variances are highly valued. Base salary levels will trend upwards slightly and financial bonuses are expected to be higher and more prevalent. This may come at the expense of expatriate benefits due to the large influx of voluntary migration.

Profession-specific trends
Finance and accounting Having finished the year on a high note, the job market for accounting and finance professionals remains buoyant going forward into 2012. Companies are looking for qualified professionals for mid- to senior-level roles, including qualified accountants and financial controllers as well as financial directors. Individuals proficient in IFRS, US GAAP and Treasury will be increasingly sought after and those displaying a strong sense of commerciality and communication skills will see increased remuneration prospects. Financial services Ongoing changes in the global regulatory environment coupled with a shortage of skilled compliance professionals has resulted in additional demand within the financial services arena, particularly in audit, risk and compliance. Increased demand in retail and corporate banking across the regional institutions has offset more judicious hiring activity among the multinationals, with companies looking for individuals with eight to 15 years of experience coupled with FRM, CFA and MBA qualifications. Specialist skill sets, particularly those with exposure to diversified asset classes and corporate governance, will see remuneration prospects above industry averages.

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Technology Many companies that put large projects on hold over the past few years are once again investing in applications and development-based technologies as well as in IT infrastructure. This has prompted increased recruitment across these specialisms, with companies seeking experienced mid-level infrastructure specialists and project managers. While the financial services sector was particularly buoyant throughout 201 there has been increased IT 1, recruitment across commerce and industry through the latter part of the year. This trend is anticipated going forward into 2012. Legal Forecasts for legal recruitment remain steady with many companies looking for in-house legal counsel with international exposure and multinational business experience. Mid- to seniorlevel lawyers are in demand, particularly in the FMCG, healthcare, pharmaceutical and financial services sectors, with arbitration and litigation lawyers seeing increased opportunities in real estate. While base salary remains steady, companies are more frequently issuing bonuses that were often curtailed throughout the downturn, resulting in higher total compensation.

Human resources The market for human resources specialists is optimistic with companies investing in experienced professionals across senior management and directorship roles. Companies are focused on hiring individuals that meet more of their prerequisites, often resulting in extended recruitment and interview periods. HR professionals with strong technical skills and international exposure, coupled with a CIPD qualification or equivalent are in demand, with remuneration prospects largely aligning themselves to macroeconomic conditions.

2012 Salary Guide |

ROBERT HALF FINANCE AND ACCOUNTING SALARIES (in USD)

Job title
Finance Director (CFO)

Company size
S/M Large

0-2 years*
58,000 - 68,000 58,000 - 68,000 49,000 - 54,000 52,000 - 57,000 62,000 - 71,000 62,000 - 73,000 32,000 - 45,000 39,000 - 50,000 62,000 - 80,000 62,000 - 80,000 65,000 - 80,000 65,000 - 80,000 32,000 - 45,000 39,000 - 50,000

3-5 years*
90,000 - 115,000 95,000 - 120,000 80,000 - 115,000 91,000 - 115,000 70,000 - 90,000 72,000 - 100,000 50,000 - 65,000 52,000 - 80,000 65,000 - 85,000 65,000 - 85,000 56,000 - 70,000 60,000 - 75,000 50,000 - 65,000 52,000 - 57,000 70,000 - 94,000 72,000 - 98,000 65,000 - 72,000 67,000 - 75,000 65,000 - 72,000 67,000 - 75,000 45,000 - 62,000 50,000 - 62,000 70,000 - 94,000 72,000 - 98,000 68,000 - 94,000 68,000 - 98,000 45,000 - 62,000 50,000 - 62,000

6-9 years*
160,000 - 210,000 200,000 - 230,000 105,000 - 122,000 105,000 - 130,000 96,000 - 130,000 101,000 - 150,000 96,000 - 112,000 96,000 - 112,000 88,000 - 135,000 100,000 - 140,000 65,000 - 100,000 70,000 - 120,000 65,000 - 85,000 65,000 - 85,000 71,000 - 95,000 76,000 - 98,000 110,000 - 148,000 110,000 - 148,000 67,000 - 108,000 68,000 - 115,000 72,000 - 110,000 72,000 - 112,000 70,000 - 90,000 75,000 - 98,000 73,000 - 100,000 76,000 - 100,000 72,000 - 110,000 72,000 - 112,000 72,000 - 110,000 72,000 - 110,000 50,000 - 62,000 50,000 - 62,000

10-15 years*
200,000 - 300,000 220,000 - 320,000 115,000 - 130,000 115,000 - 130,000 100,000 - 150,000 105,000 - 160,000 110,000 - 130,000 120,000 - 200,000 110,000 - 150,000 115,000 - 160,000 100,000 - 150,000 120,000 - 150,000 71,000 - 95,000 76,000 - 98,000 100,000 - 170,000 125,000 - 200,000 67,000 - 115,000 68,000 - 130,000 80,000 - 110,000 78,000 - 115,000 70,000 - 90,000 76,000 - 100,000 73,000 - 100,000 76,000 - 100,000 80,000 - 110,000 80,000 - 115,000 -

16 years +*
230,000 - 450,000 250,000 - 500,000 115,000 - 130,000 115,000 - 134,000 100,000 - 180,000 110,000 - 180,000 110,000 - 130,000 120,000 - 200,000 100,000 - 150,000 120,000 - 150,000 71,000 - 95,000 76,000 - 100,000 110,000 - 180,000 120,000 - 200,000 70,000 - 90,000 76,000 - 100,000 73,000 - 100,000 76,000 - 100,000 -

Chief Accountant

S/M Large

Financial Controller

S/M Large

Treasurer

S/M Large

Finance Manager

S/M Large

Tax Manager

S/M Large

Financial Analyst

S/M Large

Compliance Officer

S/M Large

Audit Manager

S/M Large

Internal Auditor

S/M Large

Management Accountant

S/M Large

Payroll Manager

S/M Large

Credit Manager

S/M Large

Credit Controller

S/M Large

Accountant General Ledger

S/M Large

Accountant AP/AR

S/M Large

Assistant Accountant

S/M Large

*total relevant experience in finance and accounting

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ROBERT HALF FINANCIAL SERVICES SALARIES (in USD)

Job title
Risk Chief Risk Officer Head of Risk Management Head of Credit Risk Credit Risk Analyst / Manager Market Risk Manager Operational Risk Manager Credit Analyst Front office Managing Director Director Vice President Associate Analyst Compliance Head of Compliance Compliance/AML Manager Compliance/AML Officer Insurance Head of Underwriting Underwriting Manager Head of Actuary Actuary Head of Claims Claims Manager Business Development S/M/L S/M/L S/M/L S/M/L S/M/L S/M/L S/M/L 65,000 - 105,000 55,000 - 75,000 65,000 - 90,000 105,000 - 135,000 75,000 - 100,000 100,000 - 150,000 90,000 - 130,000 135,000 - 155,000 100,000+ 150,000 - 185,000 130,000 - 160,000 230,000+ 180,000+ 210,000+ 185,000+ 160,000+ S/M/L S/M/L S/M/L 50,000 - 60,000 80,000 - 110,000 60,000 - 85,000 130,000 - 170,000 110,000 - 140,000 170,000 - 300,000 300,000 + S/M/L S/M/L S/M/L S/M/L S/M/L 65,000 - 95,000 147,000 - 200,000 110,000 - 145,000 90,000 - 115,000 180,000 - 220,000 137,000 - 162,000 250,000 - 290,000 220,000 - 282,000 290,000 + 280,000 + S/M/L S/M/L S/M/L S/M/L S/M/L S/M/L S/M/L 50,000 - 75,000 40,000 - 70,000 35,000 - 50,000 75,000 - 90,000 70,000 - 100,000 55,000 - 95,000 50,000 - 90,000 90,000 - 150,000 100,000 - 150,000 95,000 - 120,000 90,000 - 120,00 250,000 - 400,000 125,000 - 150,000 120,000 - 150,000 150,000+ 150,000+ 120,000 + 400,000 + 150,000+ 150,000+ -

Company size

0-2 years*

3-5 years*

6-9 years*

10-15 years*

16 years +*

*total relevant experience in financial services

2012 Salary Guide |

ROBERT HALF HUMAN RESOURCES SALARIES (in USD)

Job title
HR Director/Head of HR HR Manager/Regional Regional/Head of Recruitment Learning & Development Manager (L&D)/Head of L&D Compensations & Benefits Manager (C&B)/Head of C&B Recruitment Manager HR Officer/Generalist

Company size
S/M/L S/M/L S/M/L S/M/L S/M/L S/M/L S/M/L

3-5 years*
65,000 - 75,000 45,000 - 60,000

6-9 years*
130,000 - 150,000 75,000 - 100,000 90,000 - 110,000 75,000 - 90,000 75,000 - 90,000 75,000 - 90,000 60,000 - 75,000

10-15 years*
150,000 - 200,000 100,000 - 115,000 110,000 - 150,000 110,000 - 150,000 110,000 - 150,000 -

16 years +*
200,000 + 150,000 + 150,000 + 150,000 + -

*total relevant experience in human resources

ROBERT HALF TECHNOLOGY SALARIES (in USD)

Job title
CIO/CTO IT Director IT Security Project Manager/Programme Manager Enterprise Architect/Solutions Architect Application Manager Business Intelligence Specialist IT Manager Network Engineer Business Analyst Technical Support Specialist Database Administrator System Administrator

Company size
S/M/L S/M/L S/M/L S/M/L S/M/L S/M/L S/M/L S/M/L S/M/L S/M/L S/M/L S/M/L S/M/L

3-5 years*
60,000 - 70,000 80,000 - 90,000 58,700 - 78,500 52,000 - 71,000 49,000 - 71,000 32,500 - 49,000

6-9 years*
80,000 - 100,000 90,000 - 120,000 71,000 - 112,500 71,000 - 91,000 80,000 - 100,000 65,000 - 100,000 78,500 - 91,500 65,000 - 100,000 71,000 - 85,000 58,700 - 81,000 49,000 - 65,000

10-15 years*
100,000 - 150,000 100,000 - 150,000 100,000 - 147,500 115,000 - 160,000 100,000 - 147,500 80,000 - 125,000 114,000 - 130,000 80,000 - 112,500 97,000 - 150,000 65,000 - 100,000

16 years +*
260,000 - 380,000 + 165,000 - 260,000 + 150,000 - 200,000 + 150,000 - 200,000 + 150,000 - 200,000 + 158,000 - 170,000 + 130,000 - 195,000 + 112,500 - 147,500 + -+ 130,000 - 150,000 + -+ -+ -+

*total relevant experience in technology

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ROBERT HALF LEGAL SALARIES (in USD)

Job title
In-house Head of Legal/Chief Legal Officer/General Counsel Regional Legal Counsel/ Legal Manager Legal Counsel Paralegal Legal Secretary/ Legal Assistant Private practice Partner Senior Associate Mid Associate Junior Associate Paralegal S/M/L S/M/L S/M/L S/M/L S/M/L 65,000 - 114,000 49,000 - 82,000 114,000 - 164,000 82,000 - 98,000 196,000 - 280,000 147,000 - 228,000 98,000 - 137,000 261,000 - 360,000 245,000 - 294,000 360,000 + S/M/L S/M/L S/M/L S/M/L S/M/L 49,000 - 82,000 32,000 - 65,000 32,000 - 50,000 82,000 - 148,000 65,000 - 98,000 50,000 - 65,000 164,000 - 245,000 148,000 - 245,000 91,000 - 124,000 65,000 - 100,000 228,000 - 325,000 228,000 - 300,000 212,000 - 295,000 325,000 + 295,000 + 295,000 + -

Company size

0-2 years*

3-5 years*

6-9 years*

10-15 years*

16 years +*

*total relevant experience in legal

2012 Salary Guide |

Counter-offers: a potentially counterproductive strategy

As companies grow more concerned about retaining business-critical staff, they may be tempted to extend counter-offers to employees who plan to leave for another job. The most cited issue is lack of loyalty to the organisation, but other aspects of the situation can be problematic as well. Here are four key drawbacks of counter-offers to consider: Trust may never be the same If the employee was completely satisfied working for the company, the employees manager wouldnt now be having to discuss counter-offers. Even if the requested adjustments are made, the individual may begin to question why it took the threat of departure for the company to recognise his or her value and improve the job. Some things cant be changed Although some employee concerns can be addressed, there may be additional considerations that cant be resolved. For example, old conflicts with other staff members or incompatibility with the corporate culture may cause the person to rethink the decision and leave. Salary adjustments may be complicated A counter-offer may not only affect the departments budget but also the team. Paying someone more than the typical pay scale could disrupt an organisations remuneration structure. It also could create resentment among other deserving employees. Future advancement may be limited If competent, productive employees feel there is no room for further growth in your firm, it would be unfair to try to convince them to stay. Even with a bump up in salary, they will still likely become unhappy with their stalled career and, as a result, be less productive. Counter-offers may solve a short-term problem, but they rarely lead to long-term satisfaction. While the prospect of losing a valued employee may seem daunting, there is a bright side: managers may uncover new stars on their team or hire someone who brings an even more impressive skill set.

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2012 Salary Guide |

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Our specialised services

Robert Half Finance & Accounting Robert Half Finance & Accounting is the worlds first and largest recruitment consultancy specialising in the placement of accounting and finance professionals. Robert Half Financial Services Robert Half Financial Services specialises in placing high-calibre banking and capital markets, insurance, compliance and risk professionals. Robert Half Technology Robert Half Technology is a leading provider of high-quality professionals across the whole spectrum of IT, from helpdesk and technical support to database management and chief information officers. Robert Half Human Resources Robert Half Human Resources specialises in the placement of highly-skilled professionals in HR management, recruitment, training and development, and compensation and benefits. Robert Half Legal Robert Half Legal specialises in the recruitment and selection of highly qualified legal professionals for law firms and corporations.

Robert Half International (UAE) Ltd Dubai International Financial Centre (DIFC) Gate Village 1, Level 1 PO Box 482100 Dubai, United Arab Emirates Telephone: +971 (0) 4 3826700 Regus Al Bateen Business Center, C6 Tower Bainuna St. 34, PO Box 1 13100 Abu Dhabi, United Arab Emirates Telephone: + 971 2 406 9669

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2012 Robert Half. An Equal Opportunity Employer. RH-UAE-0229-SG-0112