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1、2022 Hudson Talent Trends ReportGet in touch,see how we can help.Angela TangNational Director,Healthcare and Life Sciences021-2022 Hudson ReportHudsons specialist recruitment consultants have the in-depth market knowledge of salaries,job titles and hiring trends to ensure you achieve the best outcom
2、e for your organization at the appropriate remuneration.We build highly nurtured and engaged pools of select talent so you can find the right person quickly.This means greater speed and precision in placements,and higher satisfaction for both clients and candidates.Our proprietary assessment tools a
3、nd techniques will help you find candidates with the right technical skills and capabilities for the role and for your team,so you can achieve higher performance and superior business results.Hudson Healthcare&Life SciencesHudson Healthcare&Life SciencesIn addition to salary package,talent expects l
4、ong-term appreciationIn the surveyed samples,personal salary and benefits are still the most important factor in the decision-making process.75%of the respondents expect their salary to increase by no less than 15%when they change jobs.In addition to salary package,corporate development prospect and
5、 personal development space also weigh a lot,ranking second(20%)and third(19%)respectively,just slightly less important than the first ranked salary package(22%).Other rising trends are company culture and values,and job fulfillment.As can be expected,companies are more attractive if they are in boo
6、ming areas such as the Internet,digitalization and healthcare,while giving talents greater functional scope and job autonomy.Hudson Talent Trends Report Aiming to provide the latest insights into the job market and provide companies with sustainable and more targeted talent solutions.We interviewed
7、486 senior career professionals in China Mainland,covering not only Beijing,Shanghai,Guangzhou and Shenzhen,but also new Tier 1 cities such as Hangzhou and Chengdu as well as other fast-growing areas.Most of the respondents are in management or key positions,with over 60%are senior managers and 22%a
8、re directors or above.They are from sectors of financial services,consumer goods,healthcare and life sciences,automobile,science&technology,industry and so on,with 52%from foreign-owned or joint venture companies,20%from SOEs or large local companies,and 8%from start-ups.In addition,we conducted in-
9、depth interviews with 62 senior consultants from Hudson to interpretate state policy changes,forecast industry prospects,and analyze career development and salary conditions for job seekers.Talents turning to more stable and mature platformsThe Covid-19 epidemic has had a major impact on almost all
10、industries around the world.The uncertainties brought by the epidemic have made the workforce more inclined to pursue a stable lifestyle and unwilling to take risks to seek change in the long post-epidemic era.In this context,44%of respondents expressed their wish to join foreign-owned companies/joi
11、nt ventures,while another 23%and 14%,respectively,were willing to join listed companies and state-owned enterprises to seek a more stable and mature development platform with more efficient career progression and better remuneration package.At the same time,however,innovative companies and platforms
12、 remain strong in their technology-driven development,tapping a variety of talented individuals from foreign companies with incentives such as high salaries and generous packages.Overall,the mobility in the talent market remains good.Seeking new and innovative ideas amidst stability is a common feed
13、back Hudson consultants received from the large number of candidates.Flexible hiringThe uncertainty created by the Covid-19 epidemic will last long.As companies begin to make future hiring plans,a flexible talent strategy gives them more flexibility and more space to optimize human resources and all
14、ocate them appropriately,thereby reducing costs and increasing efficiency.At the same time,the employment mindset of job seekers is also changing,with 43%of respondents willing to accept flexible employment.When the young generation in China is more and more inclined to flexible working methods,the
15、national laws and regulations are gradually improving the social security regulations of flexible employment mode,the domestic flexible employment market is expected to prosper rapidly and develop in the long term.Generation Z has become a major force at workplace,and managers should stimulate their
16、 internal motivationActively responding to the challenges brought by AI to seize opportunitiesArtificial intelligence(AI)is known as the core driver of the fourth technological revolution.In recent years,it is growing at a rapid pace,with increasingly widespread applications in various fields such a
17、s industry,information security,finance,healthcare and education.While artificial intelligence is changing every aspect of the economy and life,its impact on employment is also receiving wide attention.According to McKinsey Global Institutes Unemployment and Employment:Transforming the Workforce in
18、the Age of Automation,it is predicted that by 2030,as many as 800 million jobs worldwide will be replaced by artificial intelligence.On the other hand,there are also reports that estimate that while jobs are being replaced by AI technology,AI is also increasing real income levels and productivity an
19、d is capable of generating new jobs.The results of the Hudson survey questionnaire show that while more than 80%of respondents do not believe that AI will replace the skills they perform in the short term,it does not deter them from battening down the hatches.They show a positive attitude toward lea
20、rning,with more than 30%saying it is important to improve their soft skills and their abilities of management and leadership.60%of respondents said they were willing to pay for self-improvement,and nearly 20 percent said they would like their companies to offer relevant training.As employers continu
21、e to build their brands,a comprehensive and quality talent development strategy can further help them stand out,attract talents and retain them.Stay agile,develop a growth mindset,and stay competitive in constant changing environmentToday,markets continue to change as they are being broken and rebui
22、lt.It is especially important for talents to stay motivated and develop a growth mindset in such an environment.Cultural adaptability and learning acumen are key ability of all types of talents,especially those from multinational companies,to take root and survive in the new soil.And for companies,a
23、 growth mindset is also necessary.Talents are selected based on a comprehensive assessment of the companys DNA,strategic direction and cultural traits.For example,companies looking to get a head start on the competition need a Ready-Fire-Aim model,which is basically the right direction,rapid fire,an
24、d timely evaluation and adjustment.These companies are usually looking for candidates with an innovative mindset,who are willing to try new things and take pre-estimated risks,and who can grow quickly from mistakes and replicate and expand their success rapidly.While at the meanwhile,establishing a
25、cohesive organizational culture and selection,nurturing and retention strategies to matching the needs of the organization at different stages are also critical to retaining talent.In addition,when evaluating talents,companies often look for Achievement,which represents past success,and Ambition,whi
26、ch represents future drivers of success,but in a changing market environ-ment,it is more important to look for Agility.Agility is a key attribute that enables people to survive and thrive in new environments,for example curiosity,ambiguity tolerance,experience in different roles and companies,and th
27、e ability to adapt to new cultures while remaining true to oneself.DisclaimersThe Talent Report is based on Hudsons knowledge of the industry and publicly available data.Hudson has also made every effort to verify the accuracy or validity of all data and information contained in the Talent Report.Th
28、is Talent Report is for reference only and Hudson shall not be liable for any claims or losses arising from any actual or anticipated inaccuracies contained in the Talent Report.Generation Zs are known as Internet natives who are growing up with smartphones,mobile Internet,games,social media.They li
29、ve in a fast-paced Internet environment and have a wide range of interests and a greater focus on self-growth and expression.Below are some findings from 2021 ACCA Global Report(conducted in collaboration with Hudson).The Internet is the first choice,but job hopping is frequent.The Internet industry
30、 has undoubtedly become the preferred industry for Generation Z to enter the workplace,as they are a generation growing up in a digital environment and they hope to enjoy the industry dividends when the Internet is highly evolving.At the same time,it can also be seen that the job-hopping rate of Gen
31、eration Z in less than one year reached 46.8%.Generation Z is strongly self-driven.Generation Z employees expect to be able to set their own schedules and frequent telecommuting arrangements.But that doesnt mean they dont care about their future.Instead,they value the hard strength of the company an
32、d hope to learn more knowledge and skills.They are more focused on the companys ability to help them continuously improve their career skills.Therefore,if timely training,guidance and job flexibility are available,Gen Z will perform better at work.For them,advancement is not just about salary increa
33、se,but also about achievement and self-fulfillment.Showing Gen Z employees a clear,feasible and fair path to advancement can help them stay in their jobs for a long time.Young Gen Zers are more inclined to embrace diversity.In particular,they like experiences,they like new things,they like technolog
34、y as well as intelligence.Therefore,work is not the whole of Gen Zs life,they want to have their own life outside of work,and more than 50%of them regard traveling around the world as their greatest desire and success,so they also value companies being able to maintain their work-life balance.Self v
35、s.organization,enjoying life vs.overtime dedication,expression vs.obedience.Generation Z seems out of tune with the demands of the workplace all along,even is regarded as a real bugger by managers.While at the same time,they have injected new energy into the workplace and the relationship between em
36、ployees and managers has taken a turn,how to adapt to the new relationship and manage effectively rather than antagonize,and thus achieve overall business success,is what every company will have to face.Healthcare Industry InsightsIn the era of Innovation 2.0,it has become the focus of all companies
37、 to improve their original innovation capabilities,independently develop innovative drugs,or improve their competitiveness through business development.With the acceleration of R&D,the requirements for drug quality and safety continue to improve.The competition is fierce.Enterprises favor talents wi
38、th resources and rich experience.Talents with medical insurance access,volume-base procurement experience,government resources and knowledge of health economics and outcome research are preferred.Innovation in healthcare technology,payment and medical services is driving a continued demand and mobil
39、ity of cross-fields talent.With the rapid rise of innovative pharmaceutical enterprises,the flow of talents from multinational companies to local companies is accelerating,and the number of overseas candidates returning to China is increasing.Talents who have experienced in large-scale drug R&D,medi
40、cal,market access,business development,and digital transformation,and those with agile growth-oriented thinking are highly needed in the new era.The year 2021 is the first year of the 14th Five-year Plan,and also a year of great changes in the industry pattern in the post-epidemic era.Medical fund i
41、s experiencing the accelerated positive structure change to leave room for innovation.Expanded and institutionalized VBP,national negotiation,and cost control has become a new normal,strategic goals and measures of early screening and diagnosis to strengthen the health of grassroots Chinese,in line
42、with the accelerated development of Internet medical treatment and retail channels provides innovative services for the health of people and patients.Pharmaceutical equipment enterprises are actively transforming,deploying,and cultivating Chinese market with a worldwide stand view to develop in the
43、new normal.Under the three-wheel drive of policy support,industrial advancement and capital support,the medical and health industry is renewing and iterating at an unprecedented speed,which also contributes to a new pattern of talent flow:With the development of medical reform,innovation,talent and
44、transformation will be the key of success.In the future,innovative R&D,pharmaceutical and market access talents will be quite popular,as well as those talents who are equipped with new technology and have cross industry background.Digital transformation experiences will also be in high demand.Hot Jo
45、bsR&D Drug Discovery:Entering the era of innovation 2.0,the scarcity and shortage of R&D talents have become more obvious.With the increasingly fierce competition in drug innovation,it is very crucial to occupy a leading edge in the drug discovery stage.Translational Research:With the rapid developm
46、ent of domestic innovative pharmaceutical enterprises and encouragement of research innovation in China,how to successfully promote drugs from research to clinical stage,complete the translation,and how to better promote innovative drugs research through fundamental research is crucial.Related talen
47、ts are also favored by enterprises.Clinical Operation:The speed and quality of clinical research is a key link in the speed and success of new drug application.As more drugs enter clinical trials,there is a great demand for talent at all levels,from strategy to protocol design.Regulatory Affairs:Inn
48、ovative pharmaceutical companies gradually usher in a harvest period.Under the background of frequent introduction of national policies,talents with forward-looking and profound understanding of relevant policies are in great demand.Medical Science Clinical development:Multinational pharmaceutical e
49、nterprises participate more in global clinical trials and part of early phase clinical trials.Local enterprises continue to expand their clinical development teams to cope with the expansion of their pipelines and clinical projects.Clinical Research Physician/Scientist are the most popular talents a
50、mong pharmaceutical enterprises.Medical Affairs:Medical affairs in the new era has become an important pillar for bridging R&D and commercialization,covering the whole drug life cycle from clinical to commercialization,and playing an important role in medical strategy formulation,medical evidence co
51、llection,expert interfacing and maintenance,and product life cycle management.As more products enter the stage of commercialization from R&D,professional medical personnel are becoming more and more in demand.Companies need people who can understand the national pharmaceutical marketing code and hav
52、e background related to innovation drugs.Real World Evidence(RWE):With the updating of national registration regulations,the continuous improvement of BoaoLecheng Pilot Zone and the increasing investment of medical data-related enterprises,RWE has become an important part of supporting pharmaceutica
53、l enterprises in new drug application and indication expansion,and the contradiction between supply and demand of talents has also become prominent.Health Economics Outcome Research(HEOR):The evaluation of health economics and outcome research has become an important base for access,pricing and heal
54、th insurance negotiations.Talents who have HEOR technical skills and can organically combine with the access strategy are favored.Business Development:From R&D to commercialization,from new drug introduction to going overseas,from pipeline license-in/out to research and technology platform collabora
55、tion,capital parties,multinational and local pharmaceutical enterprises are actively conducting the in-depth and cross-industry cooperation in the whole life cycle.In terms of talent needs,those inter-disciplinary talents who have a solid scientist background,in-depth knowledge of products and marke
56、t,global vision,strategic innovation thinking,and business negotiation ability are favored.Strategy:Whether it is business expansion and innovative cooperation of multinational enterprises,strategic transformation of local enterprises,or development of biotech companies,strategic talents,as the thin
57、k tank of enterprises,sit in the whole industry chain from the commercial to clinical and research,and serve as the strategy partner of CEO(chairman),business leaders,or R&D experts,transforming their idea or into systematic solutions,integrating resources,and promoting the development of the enterp
58、rise.Access:With the help of health insurance negotiation and volume-based purchase,the time for drug sales to reach the peak has been shortened,and the negotiation ability of new drug approval,market access,health insurance access and volume-based purchase is required to be higher.Enterprises deman
59、d for qualified talent is further increasing,and talents with strategic analysis ability and vision are favored.CommercializationMST:Manufacturing science and technology is the guarantee for smooth progress between the process development department and the production department.Enterprises want exp
60、erienced candidates to ensure the stability of the process and ensure the quality of production.Quality Control:The introduction of drug administration law has put forward higher and stricter requirements on the quality responsibility of enterprises in the whole life cycle of drugs.Whether it is ind
61、ependent manufacturing or outsourced manufacturing,quality control personnel are needed in all links of production and manufacturing.Lean Manufacturing:Drug manufacturing is the most important link in the flow of products to the market.As more products move from the clinical stage to the manufacturi
62、ng stage,making the manufacturing process efficient and ensuring quality is critical to the success of product commercialization.Digital Innovation:From prudent exploration to vigorous development,digital innovation covers all aspects of pharmaceutical,medical device,medical service,and all links of
63、 research,development and commercial.Using AI and big data to improve the efficiency of drug R&D innovation,applying innovative concepts and digital tools to achieve full-channel precise doctor interaction,and establishing patient-centered integrated diagnosis,treatment and rehabilitation solution i
64、s undoubtedly the way to be chosen by the healthcare industry in the digital era.Talent with both numerical and analytical skills and a deep understanding of digital applications in healthcare industry is at the heart of enterprise success in the digital age.ManufacturingSalary data R&DGENERAL MANAG
65、EMENTLarge foreign companies/domestic groupsSmall and medium sized/start up companies30thpercentileRMB/00050th percentileRMB/00070th percentileRMB/00030thpercentileRMB/00050thpercentileRMB/00070thpercentileRMB/000Chief Scientist n/an/an/a1,500-2,0002,000-3,0003,000+CTO(Chief Technology Officer)n/an/
66、an/a1,500-2,0002,000-3,0003,000+Head of Translational Medicine&Science 1,200-1,5001,500-1,8001,800+1,000-1,2001,200-1,5001,500-2,000Head of Clinical Operation1,200-1,5001,500-1,8001,800+900-1,0001,000-1,5001,500-2,000Head of Pharma Regulatory Affairs1,500-1,8001,800-2,0002,000+1,500-1,8001,800-2,000
67、2,000+Large foreign companies/domestic groupsSmall and medium sized/start up companiesAssistant ManagerRMB/000Manager and Senior ManagerRMB/000Assistant Director and aboveRMB/000Assistant ManagerRMB/000Manager and Senior ManagerRMB/000Assistant Director and aboveRMB/000Early-Stage R&D-Biologist300-4
68、-1,-600600-1,500Early-Stage R&D-Chemist-800800-1,-600600-1,500Preclinical Study-Pharmacology&Toxicology---900Preclinical Study-PK/PD---900Process Development-600600-90025
69、0--1,000Preparation Development---900CMC---900Translational Medicine&Science-800800-1,-800800-1,000Clinical Pharmacology-800800-1,-800800-1,200Pharma Regulatory Affairs3
70、00--1,-800800-1,000Clinical Operations-Monitoring-800800-1,-700700-1,000Clinical Operations-Quality-800800-1,-800800-1,000Salary data Manufacturing and QualityPROCESS DEVELOPMENTLarge foreign companies/domestic groupsSmall and m
71、edium sized/start up companies30thpercentileRMB/00050th percentileRMB/00070th percentileRMB/00030thpercentileRMB/00050thpercentileRMB/00070thpercentileRMB/000Head of Process Development1,500-2,5002,500-3,0003,000+1,200-2,0002,000-2,5002,500+Large foreign companies/domestic groupsSmall and medium siz
72、ed/start up companiesAssistant ManagerRMB/000Manager and Senior ManagerRMB/000Assistant Director and aboveRMB/000Assistant ManagerRMB/000Manager and Senior ManagerRMB/000Assistant Director and aboveRMB/000Biopharma/Biotech-600600-1,-600600-1,200Chemical Pharma-500500
73、-1,-480480-1,000CMC PMLarge foreign companies/domestic groupsSmall and medium sized/start up companies30thpercentileRMB/00050th percentileRMB/00070th percentileRMB/00030thpercentileRMB/00050thpercentileRMB/00070thpercentileRMB/000Head of CMC PM1,500-2,5002,500-3,0003,000+1,300-2,0002,00
74、0-2,5002,500+Large foreign companies/domestic groupsSmall and medium sized/start up companiesAssistant ManagerRMB/000Manager and Senior ManagerRMB/000Assistant Director and aboveRMB/000Assistant ManagerRMB/000Manager and Senior ManagerRMB/000Assistant Director and aboveRMB/000Biopharma/Biotech300-45
75、-1,-500500-1,300Chemical Pharma-600600-1,-480480-1,000GENERAL MANAGEMENTLarge foreign companies/domestic groupsSmall and medium sized/start up companies30thpercentileRMB/00050th percentileRMB/00070th percentileRMB/00030thpercentileRMB/00050thpercentileR
76、MB/00070thpercentileRMB/000GM1,800-2,5002,500-4,0004,000+1,200-1,8001,800-2,5002,500-3,500BU Head1,000-1,5001,500-2,0002,000-2,500800-1,0001,000-1,5001,500-2,500Large foreign companies/domestic groupsSmall and medium sized/start up companiesAssistant ManagerRMB/000Manager and Senior ManagerRMB/000As
77、sistant Director and aboveRMB/000Assistant ManagerRMB/000Manager and Senior ManagerRMB/000Assistant Director and aboveRMB/000Biopharma/Biotech-800800-1,-700700-1,300Chemical Pharma-600600-2,-500500-1,200QUALITY MANAGEMENTLarge foreign companies/domestic
78、groupsSmall and medium sized/start up companies30thpercentileRMB/00050th percentileRMB/00070th percentileRMB/00030thpercentileRMB/00050thpercentileRMB/00070thpercentileRMB/000QA Head1,500-2,5002,500-3,0003,000+1,200-2,0002,000-2,5002,500+PRODUCTION/ENGINEERING OPERATIONLarge foreign companies/domest
79、ic groupsSmall and medium sized/start up companies30thpercentileRMB/00050th percentileRMB/00070th percentileRMB/00030thpercentileRMB/00050thpercentileRMB/00070thpercentileRMB/000Production Head1,300-1,8001,800-3,0003,000+1,000-1,5001,500-2,5002,500+Large foreign companies/domestic groupsSmall and me
80、dium sized/start up companiesAssistant ManagerRMB/000Manager and Senior ManagerRMB/000Assistant Director and aboveRMB/000Assistant ManagerRMB/000Manager and Senior ManagerRMB/000Assistant Director and aboveRMB/000Biopharma/Biotech-700700-1,-600600-1,000Chemical Pharma250-35035
81、0-500500-1,-450450-800Engineering Management-700700-1,-500500-1,300EHS-700700-1,-500500-800Lean Management-800800-1,-600600-800GXP QUALITY ASSURANCELarge foreign companies/domestic groupsSmall and medium sized/start up
82、 companiesAssistant ManagerRMB/000Manager and Senior ManagerRMB/000Assistant Director and aboveRMB/000Assistant ManagerRMB/000Manager and Senior ManagerRMB/000Assistant Director and aboveRMB/000Biopharma/Biotech-700700-2,-7007,00-1,500Chemical Pharma-700700-1,600250-
83、-1,200QUALITY OPERATIONLarge foreign companies/domestic groupsSmall and medium sized/start up companiesAssistant ManagerRMB/000Manager and Senior ManagerRMB/000Assistant Director and aboveRMB/000Assistant ManagerRMB/000Manager and Senior ManagerRMB/000Assistant Director and aboveRMB/000
84、Biopharma/Biotech-750750-2,-700700-1,200Chemical Pharma-600600-1,-500500-700QUALITY AUDIT/SUPPLIER QUALITY MANAGEMENTLarge foreign companies/domestic groupsSmall and medium sized/start up companiesAssistant ManagerRMB/000Manager and Senior ManagerRMB/000
85、Assistant Director and aboveRMB/000Assistant ManagerRMB/000Manager and Senior ManagerRMB/000Assistant Director and aboveRMB/000Biopharma/Biotech-750750-2,-700700-1,500Chemical Pharma-600650-1,-500500-700Salary data Medical ScienceCLINICAL DEVELOPMENTLarg
86、e foreign companies/domestic groupsSmall and medium sized/start up companies30thpercentileRMB/00050th percentileRMB/00070th percentileRMB/00030thpercentileRMB/00050thpercentileRMB/00070thpercentileRMB/000CMO2,500-3,0003,000-3,5003,500-4,0002,000-2,5002,500-3,5003,500-4,000CRP(Senior)Director1,200-13
87、001,300-1,5001,500-1,8001,000-1,2001,200-1,3001,300-1,500CRP-Senior Manager/Associate Director-900900-1,-800800-1,000CRP-Manager---500Head of Medical Writing-1,0001,000-1,-900900-1,200(Senior)Medical Writer-5
88、--800PV Physician Head/Drug Safety Head-1,2001,200-1,-1,0001000-1,200PV Physician/Drug Safety Manager-800800-1,-600600-800MEDICAL AFFAIRSLarge foreign companies/domestic groupsSmall and medium sized/start up companies30thpercenti
89、leRMB/00050th percentileRMB/00070th percentileRMB/00030th percentileRMB/00050th percentileRMB/00070th percentileRMB/000TA Head800-1,0001,000-1,3001,300-1,-1,0001,000-1,500(Senior)MA Manager/Medical Lead-1,0001,000-1,-700700-900Medical Advisor-700600-8502
90、60--700MSL Head-10001,000-1,-900900-1,000MSL(Senior)Manager---700Medical Science Liaison---500Medical Compliance Manager to AD-800800-1,000n/an/an/aMedical Excellence Manager to AD50
91、0--1,000n/an/an/aPV/Safety Head-900900-1,000n/an/an/aPV/Safety Operation Manager-600600-700n/an/an/aRWE/PHARMACOECONOMICSLarge foreign companies/domestic groups30thpercentileRMB/00050th percentileRMB/00070th percentileRMB/000Health Economics&Outcomes Research400-6006
92、00-900900-1,500RWE-900900-1,800Salary data BD&StrategyGENERAL MANAGEMENTLarge foreign companies/domestic groupsSmall and medium sized/start up companies30thpercentileRMB/00050th percentileRMB/00070th percentileRMB/00030thpercentileRMB/00050thpercentileRMB/00070thpercentileRMB/000CCO(Chief
93、Commercial Officer)2,000-2,5002,500-3,0003,000+1,500-2,0002,000-3,0003,000+Large foreign companies/domestic groupsSmall and medium sized/start up companiesAssistant ManagerRMB/000Manager and Senior ManagerRMB/000Assistant Director and aboveRMB/000Assistant ManagerRMB/000Manager and Senior ManagerRMB
94、/000Assistant Director and aboveRMB/000BD-900900-2,-700700-1,500Alliance Management-800800-2,-600600-2,000Strategic Planning-1,0001,000-2,-800800-2,000Chief of Staffn/a600-1,0001,000-1,800n/a-1,500Salary data Sales&Market
95、ingSalary data Digital and InnovationGENERAL MANAGEMENTLarge foreign companies/domestic groupsSmall and medium sized/start up companies30thpercentileRMB/00050th percentileRMB/00070th percentileRMB/00030thpercentileRMB/00050thpercentileRMB/00070thpercentileRMB/000General Managern/a2,800-3,5003,500-5,
96、0001,500-1,5001,500-2,0002,500-3,500BU Headn/a1,800-2,5002,500-3,-1,2001,500-1,800SALES&MARKETING,COMMERCIAL SUPPORTLarge foreign companies/domestic groupsSmall and medium sized/start up companiesAssistant ManagerRMB/000Manager and Senior ManagerRMB/000Assistant Director and aboveRMB/00
97、0Assistant ManagerRMB/000Manager and Senior ManagerRMB/000Assistant Director and aboveRMB/000Sales Force Effectiveness-900900-1,-700650-1,300Sales Training-950750-1,-800750-1,200Key Account Management-1,0001,000-1,800n/a-1,300Salesn/a
98、600-1,0001,000-1,500n/a-1,500MARKETINGLarge foreign companies/domestic groupsSmall and medium sized/start up companiesProduct Manager/Senior Product ManagerRMB/000Marketing ManagerRMB/000Marketing Assistant Director and aboveRMB/000Product Manager/Senior Product ManagerRMB/000Marketing Man
99、agerRMB/000Marketing Assistant Director and aboveRMB/000Central Marketing-1,0001,000-2,-1,0001,000-2,000Local Marketingn/a-1,000n/a-1,000GOVERNMENT AFFAIRS/ACCESS/COMMUNICATIONLarge foreign companies/domestic groupsSmall and medium sized/start up companiesA
100、ssistant Manager/ManagerRMB/000Senior manager and Assistant DirectorRMB/000Director and aboveRMB/000Assistant ManagerRMB/000Manager and Senior ManagerRMB/000Assistant Director and aboveRMB/000Government Affairs-900850-2,-900850-1,800Market Access-1,5001,000-2,000200-
101、-1,300Access Strategy-1,0001,000-2,-1,0001,000-1,500Public Relations-900900-1,-900900-1,200GENERAL MANAGEMENTLarge foreign companies/domestic groups30th percentileRMB/00050th percentileRMB/00070th percentileRMB/000CDO(Chief Digital Ofiicer)n
102、/a1,200-1,8001,800-3,500Large foreign companies/domestic groupsManagerRMB/000Senior Manager and Assistant DirectorRMB/000Director and aboveRMB/000Digital Strategy-900800-1,500Digital Transformation&Innovation-900800-1,500Digital Omni-Channel Management-900800-1,500Data
103、Governance-900800-1,200Digital Business Partner-900800-1,200Digital Ecosystem Platform Management-900800-1,500Data Management&Application-900800-1,300GENERAL MANAGEMENTInternet Medical and Biotechnology Companies30th percentileRMB/00050th percentileRMB/00070th
104、 percentileRMB/000CEOn/a1,000-2,0002,000-4,000COOn/a1,000-1,5001,500-3,000CDOn/a1,000-1,5001,500-3,000VP/BU Headn/a1,000-1,5001,500-2,500DTx Headn/a1,000-1,5001,500-3,000AI Drug R&D Headn/a1,000-1,5001,500-3,000FRONT DESKInternet Medical and Biotechnology CompaniesManagerRMB/000Senior Manager and As
105、sistant DirectorRMB/000Director and aboveRMB/000Sales&BD-800800-1,500Pre-sales-700700-900Consulting-700700-900Project Management-800800-1,200MIDDLE OFFICEInternet Medical and Biotechnology CompaniesManagerRMB/000Senior Manager and Assistant DirectorRMB/000Dire
106、ctor and aboveRMB/000Operations Management-800800-1,300User Management-800800-1,300Content Operation-900800-1,300Product Operation-800800-1,200Product Development-900800-1,500Data Analysis-700700-1,200Salary data Medical DeviceGENERAL MANAG
107、EMENTLarge foreign companies/domestic groupsSmall and medium sized/start up companies30thpercentileRMB/00050th percentileRMB/00070th percentileRMB/00030thpercentileRMB/00050thpercentileRMB/00070thpercentileRMB/000General Managern/a2,100-2,8002,800-4,0001,000-1,5001,500-2,0002,000-3,000BU Headn/a1,20
108、0-1,8001,800-2,-1,2001,200-1,800R&D,TECH,QUALITY AND OPERATIONSLarge foreign companies/domestic groupsSmall and medium sized/start up companies30thpercentileRMB/00050th percentileRMB/00070th percentileRMB/00030thpercentileRMB/00050thpercentileRMB/00070thpercentileRMB/000Research&Develop
109、ment-Hardware (Electronic/Mechanical)-800800-1,-650650-1,000Research&Development-Software/Algorithm-850850-2,-700700-1,500Research&Development-Material-800800-1,-650650-1,000Research&Development-System-850850-1,200300-400
110、-1,000Product Management R&D-900900-2,-800800-1,200Project Management-NPD/NPI-800800-1,-600600-1,000Project Management-Lifecycle Management-800800-1,-600600-1,000Production Management-700700-1,-5005
111、00-1,300Engineering Management-700700-1,-500500-1,300EHS-700700-1,-500500-800Lean Management-800800-1,-600600-800SALES,MARKETING,BUSINESS SUPPORTLarge foreign companies/domestic groupsAssistant ManagerRMB/000Manager and Senior Mana
112、gerRMB/000Assistant Director and aboveRMB/000Salesn/a-1,500Key Account Managementn/a400-9001,000-1,300Product Marketingn/a400-8001,000-1,500New Product Launch/Strategic Marketingn/a700-1,1001,000-1,500Market Accessn/a400-8001,000-1,800Consultingn/a1,000-1,2001,200-2,600QUALITY MANAGEMENTLa
113、rge foreign companies/domestic groupsSmall and medium sized/start up companies30thpercentileRMB/00050th percentileRMB/00070th percentileRMB/00030thpercentileRMB/00050thpercentileRMB/00070thpercentileRMB/000QA Head1,500-2,5002,500-3,0003,000+1,200-2,0002,000-2,5002,500+Research&Development-Software/A
114、lgorithm-850850-2,-700700-1,500Assistant ManagerRMB/000Manager and Senior ManagerRMB/000Assistant Director and aboveRMB/000Assistant ManagerRMB/000Manager and Senior ManagerRMB/000Assistant Director and aboveRMB/000GXP Quality Assurance-700700-1,-700700-
115、1.200Quality Operation-750750-1,-700700-1,200Quality Audit/Supplier Quality Management-850850-1,-700700-1,200Quality Control-600600-1,-600600-1,200Post Market Quality-800800-1,-500500-800Validation(Process/Equipment/Computerized System)-650650-1,-500500-800