Transcription
SALARY SURVEY2015JAPAN
JAPANThe Japanese Government’s business-friendlypolicies began to have a positive effect in 2014.Measures to stimulate the economy boosted confidenceand created buoyancy within the recruitment market,particularly within the Tokyo metropolitan area.Recruitment levels in 2014 exceeded the previous recordlevels seen in 2013. Coupled with possible cuts to thecorporate tax rate, Japan’s positive outlook and upwardtrajectory look set to continue in 2015.
JAPANCOUNTRY OVERVIEWIn 2014 we sawa number ofstructural reformsin Japan aimed atimproving nationalcompetitiveness andproductivity.Faced with an ageingpopulation, the government introduced anoptional extension of the working age in anattempt to retain valuable professional skillsand knowledge within the workforce. Thismeasure meant that many young people’sreluctance to enter long-term careers(preferring flexible, part-time work) did notimpact the economy to quite the same extent,although there is still a serious skills shortage.Throughout the year there continued to bestrong demand for bilingual professionalsacross a wide range of sectors, includingaccountancy and engineering, construction,manufacturing, new product development andgreen technology. Sales, medical regulatoryand legal professionals were also in particularlyhigh demand.However, demand outstripped supply acrossthe board. With a rapidly shrinking workforcethere is currently a chronic skills shortage inJapan with 1.09 jobs to every candidate, risingto two jobs to every candidate in the bilingualmarket. Indeed, bilingual candidates areproving particularly difficult to source, primarilybecause most tend to be women (who oftenleave the workforce in their late twentiesto raise children). As a result, encouragingwomen back into work is still a key priority forthe Japanese government.The skills shortages were especially felt inthe accountancy and legal professions,with only 26,200 qualified accountants and34,961 qualified lawyers in Japan. Thoseorganisations focusing on exceptionally highqualification criteria and protracted recruitmentprocesses struggled to fill roles in 2014.Companies wanting to expand internationallyalso struggled to source the requisiteworkforce skills, resulting in a frustrating hiringenvironment.In 2015, hiring managers will therefore needto sell the benefits of their companies ifthey want to secure their target candidates.Focusing on progression, training and a swiftrecruitment process will be critical, given thecompetitive nature of the market. Flexibleworking arrangements will also be essential toencourage women and mature professionalsback to work. Companies will also need tomeet the expected 10% salary increase forjob movers that we saw in 2014, althoughthis may go up if inflation starts to rise.Engineering, IT and sales are the three areaswhere we anticipate most upward movementon salaries, with a shrinking talent pool givingcandidates additional leverage in negotiations.“Companies will need tomeet the expected 10%salary increase for jobmovers, although thismay go up if inflationstarts to rise.
TOKYOACCOUNTING & FINANCEBANKING & FINANCIAL SEVICESIn 2014, ongoing improvements in theJapanese economy led to increased activityacross the banking and financial servicespermanent recruitment market. There washiring across all accounting and audit roles,and steady recruitment levels in investmentbanking and securities. We also sawheightened demand from asset managementand insurance firms and, to a lesser extent,the real estate industry.During the year, a reduction in offshoringof accounting functions meant companiesbegan hiring for growth rather than on apurely replacement basis. Bilingual junior tomid-level professionals with experience inproduct control and financial accounting wereparticularly popular among hiring managers.Bilingual internal audit specialists were also instrong demand as financial firms continued tofocus on complying with regulatory change.Looking ahead, we expect to see ongoingdemand for experienced candidates withforeign language skills, particularly asJapanese companies focus on developingoverseas business. Specialists in audit,product control and financial accounting willcontinue to be highly sought-after but in shortsupply. Indeed, competition for candidateswill most likely lead to continued upwardpressure on salaries, which in 2014 increasedby 15-25% in skill-short areas and by around10% for other roles. We expect this trend tocontinue in 2015.Pay rates are also likely to increase in thecontract recruitment market, which in 2014experienced an acute candidate shortage.Temporary financial services accountingand treasury professionals will be in highdemand in 2015, while hiring activitycould potentially go up due to an increasein Japanese stock market transactions.However, hiring managers will struggle tosecure their ideal candidates as demandcontinues to exceed supply.KEY TRENDSHiring activity increased in 2014 as a result of continued improvement in theJapanese economy.A reduction in offshoring for accounting functions meant companies beganhiring for growth rather than on a purely replacement basis.Salary increases of around 10% were recorded across the financialservices sector during 2014, with 15-25% increments in shortage areas.This is expected to continue in 2015.1Robert Walters Global Salary Survey 2015For temporary positions, we suggest thatcompanies take a flexible approach to hiringin 2015. For example, hiring managers maywant to consider less experienced candidateswho can be trained and developed internally.For permanent roles, career developmentopportunities as well as competitive salaryincrements will be essential for attractingtop talent. A relatively smooth and quickinterview process will also be vital to securingpermanent candidates’ signatures.We expect to seeongoing demand forexperiencedcandidates withforeign languageskills, particularlyas Japanesecompanies focus ondeveloping overseasbusiness.
TOKYOACCOUNTING & FINANCEBANKING & FINANCIAL SEVICESPERMANENTROLE職種PERMANENTSALARYPER ANNUM JPY ( )正社員 ( 年棒)0 経験年数（０ ４年）- 4 YRS' EXP4 経験年数（4- 8 YRS' EXP 8 年）8 YRS' EXP 14201520152014201420152015Investment Banking/SecuritiesProduct Control6.5 - 10 mInternal Audit6.5 - 10mFinancial/Mgt Accounting6.5 - 9.5m6.5 - 11m10 - 18m10 - 20m18 - 20 m 18 - 20 m 6.5 - 11m10 - 18m10 - 20m18 - 20 m 18 - 20 m 6.5 - 10.5 m9.5 - 16m9.5 - 17.5m18 - 20 m 18 - 20 m 8 - 18m8 - 20m18 - 20 m 18 - 20 m TaxNB: Figures are basic salaries exclusive of benefits/bonuses unless otherwise specified.CONTRACTROLE職種CONTRACTRATE正社員 ( 年棒) PER HOUR JPY ( )0 経験年数（０ ４年）- 4 YRS' EXP4 経験年数（4- 8 YRS' EXP 8 年）8 YRS' EXP 14201520152014201420152015Product Control2800 - 48003000 - 50004200 - 81004200 - 81005300 - 101005300 - 10100Internal Audit2500 - 48002700 - 50003200 - 91003500 - 92006300 - 120006300 - 12000Financial/Mgt Accounting2500 - 38002700 - 38002900 - 81003000 - 81005000 - 110005000 - 11000Tax2600 - 43002700 - 43003000 - 61003000 - 61005000 - 81005000 - 8100Investment Banking/SecuritiesNB: Figures are basic salaries exclusive of benefits/bonuses unless otherwise specified.Robert Walters Global Salary Survey 20152
TOKYOACCOUNTING & FINANCECOMMERCE & INDUSTRYThe recruitment market for permanentfinance professionals within commerceand industry remained buoyant in 2014.Employer confidence improved, illustratedby the shift in focus from replacement hiringto newly-created roles, particularly in theautomotive and consumer goods sectors.Larger companies also began to bringpreviously outsourced tax and internal control- or SOX - positions back in-house, openingup new opportunities. At the same time, newgovernment workforce-diversity initiativesled to an increase in demand for femaleprofessionals - especially at senior level.The contract recruitment market was alsobusy in 2014, with a strong increase in hiringactivity for interim accounting professionals.While the year began with a rich supplyof contract candidates, growing demandcreated a talent shortage, and multiple offersled to candidates pushing for better pay ratesand work conditions. Overall, salary levelsin 2014 remained stable, with the exceptionof positions in management accounting,which saw an increase driven by a surge indemand and short supply of young, bilingualcandidates with strong FP&A and controllingbackgrounds.We expect this upward trajectory to continuein 2015.Positive recruitment trends seen in 2014 wereattributable, in part, to the emergence of new,specialised finance positions linked to thegrowth of start-ups and the expansion of therenewable energy industry. However, futuregrowth and hiring activity may be temperedby ongoing uncertainty around governmenteconomic policy, including an anticipatedconsumption tax increase that may affectconsumer spending.Salaries largely remained stable in 2014.Larger companies tended to shift both tax and internal control - or SOX positions back in-house, instead of outsourcing.Salaries are expected to increase in 2015 as larger companies raiseremuneration to match the market.Hiring managers may want to consider foreign candidates with businesslevelJapanese and talented auditors with ‘Big 4’ experience and good potential.Robert Walters Global Salary Survey 2015In order to secure strong candidates, hiringmanagers may want to take a flexibleapproach to recruitment. This might includeexpanding their scope to include foreigncandidates with business-level Japaneseand talented auditors with ‘Big 4’ experienceand potential.Overall, salary levels in 2014 remained stablewith a few notable exceptions. Salariesfor positions across financial accounting,treasury and credit saw a slight reduction dueKEY TRENDS3to continued centralisation of these functionsin shared service centres in Singaporeand Hong Kong. However, across financialplanning and decision support salariesincreased - driven by a surge in demandand an already small talent pool of young,bilingual professionals with strong FP&A andcontrolling backgrounds.Employer confidenceimproved, asevidenced by theshift in focus fromreplacement hiringto newly-createdroles, particularlyin automotive andconsumer goods.
TOKYOACCOUNTING & FINANCECOMMERCE & INDUSTRYROLEPERMANENTCONTRACTSALARY PER ANNUM JPY ( )RATE PER HOUR JPY ( )2014201520142015Chief Financial Officer30 - 50m25 - 50m8000 - 120008000 - 12000Finance Director22 - 30m20 - 30m6000 - 100006000 - 10000Financial Controller14 - 18m15 - 20m5000 - 90005000 - 9000Chief Financial Officer15 - 25m15 - 25m6000 - 100006000 - 10000Finance Director14 - 18m14 - 18m5000 - 90005000 - 9000Financial Controller11 - 15m11 - 15m4000 - 80004000 - 8000Internal Audit Manager11 - 15m11 - 15m4000 - 80004000 - 8000Tax Manager12 - 16m12 - 16m4500 - 85004500 - 8500Financial Accounting Manager11 - 14m10 - 14m4000 - 80004000 - 8000Treasury Manager9 - 12m8 - 12m3500 - 70003500 - 7000Credit Manager9 - 12m8 - 12m3500 - 70003500 - 7000Senior Financial Accountant7.5 - 9.5m7 - 10m3500 - 76003500 - 7600Tax Accountant8.5 - 10.5m8.5 - 10.5m2800 - 56002900 - 5700Credit Controller7.5 - 9.5m7 - 9.5m3500 - 51003500 - 5100Internal Auditor8 - 10m8 - 10m4000 - 61004000 - 6100Cost Accountant7 - 9m7 - 9m2200 - 31002300 - 3200Treasury Accountant5.5 - 8m5 - 8m2300 - 36002500 - 3600Financial Accountant5.5 - 7.5m5.5 - 7.5m2300 - 36002500 - 3600AP/AR Staff3.5 - 5m4 - 6m2300 - 30002400 - 3200Financial Planning Manager11 - 15.5m12 - 16m5000 - 80005000 - 8000Finance Manager10 - 12.5m10 - 13m3500 - 65003500 - 6500Business Controller9 - 12m9 - 13m3000 - 65003000 - 6500Senior Financial Analyst9.5 - 12.5m9 - 13m3500 - 61003500 - 6300Business Analyst7.5 - 10m7.5 - 10m3500 - 61003500 - 6100Financial Analyst7.5 - 10m7 - 10m2300 - 51002400 - 5200Pricing Analyst6 - 8.5m6 - 9m2500 - 41002400 - 4100Large OrganisationSMEAccountingFinancial Planning & AnalysisNB: Figures are basic salaries exclusive of benefits/bonuses unless otherwise specified.Robert Walters Global Salary Survey 20154
TOKYOFINANCIAL SERVICESA positive outlook for the Japanese economyled to increased hiring activity for permanentpositions across all areas of financial servicesoperations and sales. The strongest demandwas for bilingual junior candidates ascompanies looked to source less experiencedbut high-potential employees who couldbe developed into the next generation ofcorporate leaders.While the majority of hiring throughout theyear was conducted on a replacement basis,we did see an increase in expansion hiringcompared to 2013. Bilingual junior to midlevelcandidates were in demand for all midofficepositions, including operational risk, cashand derivative functions in investmentbanking and securities.However, the lack of qualified juniorprofessionals with specific operationalexperience led companies to look beyondthe usual mid-office hiring parameters. Many,for example, were prepared to considercandidates with sales or financial servicesconsulting backgrounds, while junior bilingualprofessionals with strong analytical skillswere also in demand.These recruitment trends are likely tocontinue, although, as many companies havefocused their hiring at junior level, we alsoexpect organisations to reinforce their teamswith more senior professionals in 2015.In the contract recruitment market,companies will be looking primarily fortemporary operations staff, but will struggleto find quality candidates - particularly on thebuy side. Given the candidate shortages inthis area, hiring managers may need to beflexible on start dates and expected levels ofexperience for contract roles, while rates mayneed to increase to match improving marketconditions.Salaries for permanent financial servicesroles are also likely to increase in line withKEY TRENDSA positive outlook for the Japanese economy led to increased hiring activityfor permanent and contract positions.The majority of hiring was conducted on a replacement basis, but we didsee an increase in expansion hiring compared to 2013.The strongest demand was for bilingual junior candidates as companieslooked to source less experienced but high-potential employees.We expect organisations to reinforce their teams with more seniorprofessionals in the year ahead.5Robert Walters Global Salary Survey 20152014 levels, with increments of 15-20% forspecialised roles where there is a shortageof skills and 10% for other roles. Hiringmanagers looking to recruit for permanentstaff will need to offer career developmentopportunities, as well as competitive salaryincrements, in order to attract top talent.A relatively smooth and quick interviewprocess will also be vital to securingpermanent candidates’ signatures.Salaries forfinancial servicesroles are likely toincrease in linewith 2014 levels,with increments of15-20% in shortageareas and 10%generally.
TOKYOFINANCIAL SERVICESPERMANENTROLE職種PERMANENTSALARYPER ANNUM JPY ( )正社員 ( 年棒)0 経験年数（０ ４年）- 4 YRS' EXP4 経験年数（4- 8 YRS' EXP 8 年）8 YRS' EXP 14201520152014201420152015Project Management6.5 - 10m6.5 - 11m10 - 15m10 - 16.5m15 - 20m 15 - 20m Middle Office6 - 10m6 - 11m10 - 15m10 - 16.5m15 - 20m 15 - 20m Settlements6 - 9m6 - 10m9 - 13m9 - 14m15 - 18m 15 - 18m 13 - 20m15 - 23m Media/Press Relations5 - 6m5 - 7.5m7 - 9m7 - 11m15 - 18m15 - 20m Corporate Communications6 - 7.5m6 - 8.5m8 - 10m8 - 12m12 - 18m12 - 20m Investor Relations/Events4.5 - 6m4.5 - 6.5m6 - 8m6 - 9.5m10 - 14m10 - 15m Head of MarketingNB: Figures are basic salaries exclusive of benefits/bonuses unless otherwise specified.CONTRACTROLE職種CONTRACTRATE正社員 ( 年棒) PER HOUR JPY ( )0 経験年数（０ ４年）- 4 YRS' EXP4 経験年数（4- 8 YRS' EXP 8 年）201420142015201520142014201520158 YRS' EXP t Management3000 - 53003000 - 53005200 - 131005200 - 131006500 - 124006500 - 13100Middle Office2500 - 30002600 - 30003200 - 66003200 - 66005000 - 102005000 - 10200Settlements2500 - 30002600 - 31002700 - 66002800 - 66005000 - 102005000 - 10200NB: Figures are basic salaries exclusive of benefits/bonuses unless otherwise specified.Robert Walters Global Salary Survey 20156
TOKYOGENERAL AFFAIRS & ADMINISTRATIONMany companies in Tokyo reorganisedtheir permanent support functions in 2014,leading to changeable market conditions foradministration and support workers. We sawan increasing trend for temporary or fixedterm contract hiring, resulting in experiencedpermanent candidates taking up lowerpaidroles, including contract positions, aswell-paid opportunities for permanent staffdecreased.During 2014, budgets for permanent staff tosupport senior managers declined slightly,while in general affairs there was increasedreliance on vendors in areas such as facilitymanagement. Consequently, internal generalaffairs staff needed to meet specific hiringcriteria, such as fluency in another languageand experience in vendor management.We believe these candidates will continueto be highly sought-after in 2015, althoughcompetition for their services will be fierce.As a result, we anticipate continued salaryincreases for general affairs professionalswho are changing jobs of 5-10%, in linewith 2014 levels.positions, particularly for short-term coverlike sick leave or maternity cover, as theseprofessionals tend to favour direct-hireopportunities. We also anticipate increasedcontract rates in 2015, which were raised tocompete with direct offers in 2014.Many companies inTokyo reorganisedtheir permanentsupport functions in2014, leading tochangeable marketconditions foradministration andsupport workers.In the contract market, many companiesstarted to offer direct contract positionsrather than temporary roles as a result ofgeneral market positivity. However, financecompanies continued to prioritise temporaryhiring,and we expect these trends to continuein 2015. Bilingual administration candidatesare expected to be difficult to source for tempPERMANENTCONTRACTSALARY PER ANNUM JPY ( )RATE PER HOUR JPY ( )2014201520142015Administration Manager8 - 11m6 - 9m8 - 11mExecutive Secretary1750 - 30505.5 - 8m6 - 9m1800 - 3100Translator/InterpreterGeneral Affairs Staff5 - 7m1700 - 2850Office Administrator5 - 7m5 - 7.5mGroup Secretary4.5 - 8m1700 - 2850Receptionist3.5 - 5.5m4.5 - 8mROLEFinancial ServicesCommerce & IndustryGeneral Affairs Manager7.5 - 13.5mGeneral Affairs Staff4 - 6mOffice Manager7 - 11mAdministration Manager6 - 10mAdministrative Assistant4.5 - 6.5mExecutive Secretary5.5 - 8.5mTranslator/Interpreter5 - 9m5.5 - 9m2000 - 50005 - 7.5m1700 - 28503.5 - 5.5m1600 - 25507.5 - 14m4 - 6.5m1600 - 26507 - 11m2000 - 35504.5 - 6.5m1500 - 26505 - 9.5m1800 - 40006 - 10m5.5 - 8.5m1700 - 30502000 - 50001700 - 29001700 - 28501700 - 29001600 - 25501600 - 27002000 - 40001500 - 26001700 - 30501800 - 5000NB: Figures are basic salaries exclusive of benefits/bonuses unless otherwise specified.7Robert Walters Global Salary Survey 2015
TOKYOHUMAN RESOURCESIn 2014, continued improvements in theJapanese economy led to relatively activerecruitment of HR professionals. Acrossthe board we observed strong demand forrecruitment specialists - most notably fromIT and gaming organisations. In addition,bilingual, mid and senior-level generalists andbusiness partners were highly sought-after,particularly by pharmaceutical, professionalservices, finance and consumer goodscompanies.We saw a strong trend in organisationsdeveloping regional HR centres of excellence- often based outside Japan but withregular interactions with HR businesspartners and senior managers in Tokyo.Consequently, there was increased demandfor compensation and benefits as well astraining specialists with bilingual skills andthe ability to work effectively in global matrixorganisations. Similarly, global companiesexpanding in Japan sought professionalswith change implementation experience, ableto internationalise local work cultures andcompensation structures.In 2015, we anticipate strong demand formid and senior-level compensation andbenefits professionals - both for permanentand contract roles. We also expectpermanent recruitment specialists, who areable to impart well-researched advice tobusiness leaders, will be a key hiring priority.In addition, HR managers who can implementinternational projects while ensuring smoothcommunication throughout regional andglobal reporting structures will be in highdemand. On the contract side, as theshortage of experienced candidates persists,companies will seek junior-level professionalswith bilingual skills and strong developmentpotential. Recruitment specialists, HRcoordinators and assistants will beparticularly sought-after.KEY TRENDSIn 2014, recruitment of HR professionals was relatively active, due tocontinued improvements in the Japanese economy.Competition will be fierce for experienced HR business partners able tooperate effectively within a global, matrix environment.Junior-level contractors with bilingual skills and strong developmentpotential will be highly sought-after.When moving jobs, in-demand specialistsreceived 10% salary increases in 2014. Thosecandidates in particularly short supply - suchas hiring and compensation and benefitsspecialists - experienced remunerationgrowth between 10-20%.We encourage hiring managers to respondto the competitive marketplace with swiftrecruitment processes, career developmentplans and increased compensation. Whenhiring contractors companies will benefit fromemploying junior employees on a temp-toperm basis who can be trained as valuablemembers of the HR department.In 2014, strongdemand for hiringspecialists and HRbusiness partnersled to salaryincreases between10-20%.Mid and senior-level compensation and benefits professionals will be indemand, both for permanent and contract roles.Robert Walters Global Salary Survey 20158
TOKYOHUMAN RESOURCESROLEPERMANENTSALARY PER ANNUM JPY ( )20142015CONTRACTRATE PER HOUR JPY ( )20142015Banking & Financial ServicesGeneralistHR DirectorHR Manager/Generalist (6 yrs' exp)HR Business PartnerHR Generalist (4 - 6 yrs' exp)HR Generalist (3 - 5 yrs' exp)HR Generalist (1 - 3 yrs' exp)HR Planning Staff/Co-ordinatorHR Communication ManagerHR Communication SpecialistRecruitingRecruiting/Staffing ManagerRecruiting/Staffing Office ManagerRecruiting StaffRecruiting/Staffing Co-ordinatorLearning & DevelopmentLearning & Development HeadSenior TrainerTraining OfficerTraining Co-ordinatorCompensation & Benefits/PayrollCompensation & Benefits DirectorCompensation & Benefits ManagerCompensation & Benefits SpecialistCompensation & Benefits StaffPayroll StaffCommerce & IndustryHR Director/HeadHead of Training/L&D/ODHR ManagerTraining ManagerRecruiting/Staffing ManagerCompensation & Benefits ManagerHR Senior GeneralistHR Generalist/StaffHR SpecialistHR Staff/Administrator18.5 - 35.5m12.5 - 23m10 - 18m11 - 19m8.5 - 13.5m5.5 - 9.5m6.5 - 10m10 - 15.5m6 - 10m18.5 - 35.5m12.5 - 23m10 - 18m11 - 19m8.5 - 13.5m5.5 - 9.5m6.5 - 10m10 - 15.5m6 - 10m12 - 22m6.5 - 13.5m5 - 9.5m5 - 7m1850 - 36001700 - 26501850 - 31001850 - 36001700 - 26501850 - 31001750 - 31501750 - 315012 - 22m6.5 - 13.5m5 - 10m5 - 7.5m2200 - 36001700 - 29001700 - 26002200 - 36001700 - 29001700 - 260014 - 20m10.5 - 16.5m8 - 12m5 - 8.5m14 - 20m10.5 - 16.5m8 - 12m5 - 8.5m1750 - 26001650 - 25501750 - 26001650 - 255015.5 - 22m12.5 - 17.5m8.5 - 12.5m6 - 9m4.5 - 7m15.5 - 22m12.5 - 18m8.5 - 13m6 - 9.5m5 - 7.5m1850 - 31501700 - 26501850 - 31501700 - 265013 - 35m12 - 22m10 - 16.5m10 - 15m10 - 14.5m9 - 15.5m7.5 - 12.5m6 - 10m5 - 10m4.5 - 9m13.5 - 35m12 - 22m10 - 16.5m10 - 15m10 - 15m9 - 15.5m7.5 - 13.5m6 - 10.5m5 - 10m5 - 0-4050315035503050NB: Figures are basic salaries exclusive of benefits/bonuses unless otherwise specified.9Robert Walters Global Salary Survey 2015
TOKYOINFORMATION TECHNOLOGYCOMMERCEBusiness expansion and new store openingsfuelled an active permanent recruitmentmarket in 2014, especially in consumer retailand the fashion industry. We also noteda greater focus on e-commerce in thesesectors.Candidates had a choice of roles, withmultiple offers available. High on therecruitment agenda were IT directors aswell as managers, point of sale engineers,business analysts and project managers.We expect this activity to continue in 2015,although companies are likely to focus onmid-level employees as many hired seniormanagers in 2014.In the contract hiring sector, new or recentERP implementations stimulated hiring activityROLEfor professionals who could manage projectsas well as offer ongoing system support andtraining.As a result of improved confidence in themarket, employees were more willing toexplore new opportunities and move into newpositions. This trend is likely to continue in2015, although hiring managers may facea shortage of highly-experienced bilingualcandidates as companies continue tocompete for top talent.for business application roles, as these jobsrequire specific industry expertise.Salaries remained flat in 2014. We believebase salaries will continue to hold steady in2015 but there may be an increase in totalcompensation packages, with improvedbenefits linked to performance.Mid-career bilingual professionals will certainlybe in demand in the permanent market,while those with specialist knowledge ofmanufacturing, pharmaceuticals or luxurygoods will also be sought-after. Organisationsmay still struggle to hire technical specialistsPERMANENTCONTRACTSALARY PER ANNUM JPY ( )RATE PER HOUR JPY ( )2014201520142015IT Director15 - 20m5000 - 70005000 - 7000Service Delivery Manager10 - 15m15 - 20mIT Manager8 - 15m4500 - 6000Application Manager8 - 15m10 - 15mInfrastructure Manager8 - 12m4500 - 6000Project Manager8 - 12m8 - 12mDatabase Administrator6 - 8m2800 - 5000Network Engineer6 - 8m6 - 8mInfrastructure Engineer5 - 8m2000 - 3800Systems Engineer5 - 8m5 - 8mApplication Engineer5 - 8m2000 - 4600Software Developer5 - 8m5 - 8mSystems Administrator5 - 8m2000 - 3500Help Desk4 - 6m5 - 8m10 - 15m4500 - 60008 - 15m4000 - 50008 - 12m3500 - 55006 - 8m2000 - 35005 - 8m2000 - 32505 - 8m2000 - 45004 - 6m1500 - 25004500 - 60004500 - 61504000 - 51004500 - 60004000 - 60004000 - 55002000 - 40002000 - 40002000 - 32502000 - 46002000 - 45002000 - 40001500 - 2300NB: Figures are basic salaries exclusive of benefits/bonuses unless otherwise specified.Robert Walters Global Salary Survey 2015 10
TOKYOINFORMATION TECHNOLOGYFINANCERecruitment for permanent positions withinIT finance remained steady throughout 2014.The falling Yen and rising costs in HongKong and Singapore led to a slowdown inoffshoring, paving the way for a return toheadcount growth in Japan. We saw strongdemand for experienced, bilingual businessanalysts and project managers - particularlyin the insurance industry, where a number ofpost-merger technology projects stimulatedrecruitment activity.Due to the rise of cyber-related threats andregulatory restrictions, security and risk roleswere high on the recruitment agenda. At thesame time, more development opportunitiesopened up in the Tokyo banking sector,together with recruitment activity in ITinfrastructure and applications in insurance.In the contract recruitment market, hiringactivity increased significantly during 2014 especially in the life insurance sector.This trend is likely to persist in 2015 withlarge infrastructure projects currently atplanning stage, plus an expected increasein demand for niche skill sets in security, riskand governance. Within investment bankingthere was more interest in direct contracthiring too, with some organisations looking tohire and evaluate candidates before offeringpermanent roles.Throughout the year contract salariesremained competitive and this is likely tocontinue in 2015. In the permanent market,despite an increase in counter-offers, salariesremained stable in the insurance sector.However, increases of 10% became the normin the banking sector.In particular, we expect a scarcity of young,bilingual technical engineers, as financialservices firms struggle to compete withsocial gaming, e-commerce and technologyvendors. However, overall we predict that2015 will be an exciting and dynamic year,with increased market optimism reflectedin hiring activity across development,infrastructure projects, risk and governanceas well as digitalisation.Looking ahead, we anticipate strongcompetition among companies for a limitednumber of qualified available candidates. Asa result, we advise hiring managers to beflexible about language criteria, especiallyKEY TRENDSThe falling Yen and rising costs in Hong Kong and Singapore led to aslowdown in offshoring, paving the way for headcount growth in Japan.Salary increases of 10% were the norm in banking - we predict this willcontinue in 2015.The contract recruitment market in life insurance will continue to experiencea significant increase during 2015.In 2015 we expect increased market optimism reflected in hiring activity acrossdevelopment, infrastructure projects, risk and governance, and digitalisation.11 Robert Walters Global Salary Survey 2015Japanese language requirements, as this willwiden the pool of potential talent to includeforeign candidates.We predict ascarcity of young,bilingual technicalengineers asfinancial servicesfirms struggle tocompete with otherattractiveindustries.
TOKYOINFORMATION TECHNOLOGYFINANCEROLEBankingPERMANENTSALARY PER ANNUM JPY ( )20142015Chief Information Officer30 - 50mHead of Development/Support22 - 30mHead of Infrastructure20 - 25mProgram Manager15 - 20mUNIX Manager15 - 20mSenior Developer12 - 18mProject Manager10 - 15mInformation Security Officer10 - 20mBusiness Analyst10 - 15mDatabase Administrator8 - 12mUNIX Systems Administrator8 - 12mWintel Systems Administrator8 - 12mFIX Specialist8 - 15mApplications Support8 - 12mMarket Data Engineer8 - 12mNetwork Engineer7 - 12mNon-BankingChief Information Officer20 - 30mHead of Development15 - 18mProgram Manager10 - 15mBPR8 - 12mInformation Security Officer10 - 15mInfrastructure Manage
Salary increases of around 10% were recorded across the financial services sector during 2014, with 15-25% increments in shortage areas. This is expected to continue in 2015. 1 Robert Walters Global Salary Survey 2015 We expect to see ongoing demand for experienced candidates with foreign language skills, particularly as Japanese companies focus on
