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1、hays.ae HAYS GCC SALARY GUIDE 2023INDEXIntroduction 01Recruiting trends 02Overview 03Regional snapshot 06Employee survey results 07Employer survey results 16Salary guide 27Accountancy&Finance 28Banking&Financial Services 34Construction,Property&Engineering 40Emiratisation 48Human Resources 58Legal 6
2、4Manufacturing,Procurement&Supply Chain 70Marketing&Digital 77Office Support 87Sales 94Technology 102About us 112Resources 113Contact us 114GCC Salary Guide 2023 1IntroductionAbout usResourcesSalary trendsRecruiting trendsContact usWelcome to the Hays GCC Salary Guide 2023 our ninth year of publicat
3、ion.Special thanks to over 2,000 professionals and employers who participated in our survey and helped us bring this guide to life.Were in a very fortunate part of the world that saw a strong pandemic response and a speedy return to growth in 2022.Despite serious global disruptions including war,ene
4、rgy crisis,and record inflation in other parts of EMEA,the GCC remained steadfast and continued to invest and grow.Its now the region with one of,if not the most,positive economic outlooks for the coming years.This means that 2023 should deliver a buoyant labour market,with new jobs created across m
5、ultiple sectors and geographies in the region.This is positive news for jobseekers and a challenge for employers looking to attract and retain top talent.In this report,youll find a detailed overview of the forecast trends for 2023 on pages 3-5.We want to make sure this guide provides you with all t
6、he valuable market insights and trends you need to make informed decisions about your recruitment or job search in 2023.So dont hesitate to reach out to us at for any additional discussion about your talent needs-whether its recruitment,outsourcing,bespoke salary benchmarking,or related advice.Sarah
7、 Dixon Managing Director Hays Middle EastINTRODUCTIONIntroductionAbout usResourcesSalary trendsRecruiting trendsContact usHays Italia Salary Guide 2023 2GCC Salary Guide 2023 2About this reportThe Hays GCC Salary&Employment Report is an annual in-depth analysis of the hiring market within the Gulf C
8、orporation Council(GCC).In this report we explore the following 11 professions:Accountancy&Finance,Banking&Financial Services,Construction,Property&Engineering,Emiratisation,Human Resources,Legal,Manufacturing,Procurement&Supply Chain,Marketing&Digital Marketing,Office Support,Sales,and Technology.T
9、his unique report takes a detailed look at salary and hiring trends in 2022 and employee and employer expectations for 2023.It can be used as a tool to propel your own career or shape the future of your business.Methodology The Hays GCC Salary Guide provides information on pay rates for over 400 rol
10、es in various important sectors of the economy across the GCC region.The data is based on the average amount offered to employees and is derived from the recruitment processes carried out by Hays Middle East in 2022,as well as a survey completed by almost 700 employers and close to 1,400 candidates
11、and employees.The salary information is intended to assist professionals and employers in making informed career and business decisions.The guide includes expert comments and insights,and the salaries are based on those of independent specialists and managers with experience in team management,unles
12、s otherwise specified.Thank youWe would like to express our gratitude to all individuals who provided valuable insights and participated in the survey for this years guide.RECRUITING TRENDSIntroductionAbout usResourcesSalary trendsRecruiting trendsContact usIntroductionAbout usResourcesSalary trends
13、Recruiting trendsContact usHays Italia Salary Guide 2023 3GCC Salary Guide 2023 3 RECRUITING TRENDS OVERVIEWHeadcounts and investments grow Countries in the GCC were largely successful in mitigating the economic impact of the COVID-19 pandemic.In 2021,we saw a stabilised pandemic situation and a ret
14、urn in business confidence.This led to a boom in recruitment in 2022,with levels growing to the highest theyve been for nearly three years-67%of employers who took part in our survey say their headcount increased in 2022,compared to 40%in 2021,and just 19%in 2020.2022 was a busy year for organisatio
15、ns and professionals across all sectors in the Gulf,marked by high recruitment activity and salary increases.Despite uncertainty in the global Technology sector,growth in the GCC continues at pace.It was the most active in terms of hiring,with 77%of organisations increasing their headcount last year
16、.This is due,in part,to consistent local and foreign direct investment in focus areas such as Data,Cyber Security,and Cloud Solutions.Additionally,with the UAE aiming to turn Dubai into one of the worlds top 10 metaverse economies and a global hub for the metaverse community,a flurry of hiring activ
17、ity is expected in this space in 2023.Saudi Arabia will take further advantage of its abundant natural resources and central geographical location.Industrial diversification into new products and materials will lead to a focus on talent with experience,technical skills,and operational knowledge.The
18、Construction sector is also set to remain buoyant as flagship giga-projects continue to drive growth and expansion.Stability,continuous investment,and diversification mean organisations across many sectors can focus on expansion.This will lead to even greater competition for talent,especially for th
19、e people needed to complete long-term projects,particularly in Saudi Arabia and the UAE.When asked about hiring intentions for 2023,85%of employers say that they are planning to recruit permanent employees in the next 12 months.Salary rises based on performanceOver half(51%)of employees in the GCC r
20、eceived a salary increase in 2022,up from 43%in 2021.On par with 2021,the most common rate of salary increase was by 5%or less.For those employees who did get a salary increase last year,the main reason was an individual performance-related pay increase.Notably,71%of employees in the Manufacturing,P
21、rocurement,&Supply Chain professions in the GCC enjoyed a salary increase the highest in any sector.The highest rate of increase in this sector was observed in Saudi Arabia,where the most common uplift was by 20%or more.This is unsurprising,given the rate at which the Industrial Sector in Saudi Arab
22、ia is expanding,as we explore in our latest Inside Story.The flagship schemes to build large-scale industrial zones like the NEOM Industrial City Project and King Salman Energy Park are well underway.This demands both expat and local talent this year and beyond,giving them the chance to work on a on
23、ce-in-a-lifetime project and earn accordingly.Looking ahead,were predicting further salary increases for employees.When employers were asked how they expect salaries or rates of pay within their organisations to change in 2023,almost three-quarters(74%)say that they expect salaries to increase,most
24、commonly by 5%or less.The main factor employers take into account when considering an employees pay rise request is individual performance(70%).With organisations in the region focusing predominantly on increasing operating profit and turnover,and gaining market share,tying compensation to job perfo
25、rmance can boost employee motivation,effort,and commitment to the company.The skills dissonanceThe labour market in 2022 faced talent shortages with 45%of employers reporting a shortage of skilled professionals.The data also suggests a discrepancy between the perception of employers and employees re
26、garding the talent available within the organisation.While only 35%of employers strongly agree that their organisation has the talent needed for the next year,a much higher percentage(82%)of employees firmly believe that they have the necessary skills to fulfil their role in 2023.This discrepancy ma
27、y indicate a need for better communication and alignment between employers and employees,or a need for additional training and development opportunities for employees.To address this disconnect,both employers and employees should work together to ensure success in the future.Offering globally recogn
28、ised training programs can be a part of a winning employer value proposition(EVP)strategy to attract and retain top talent,as well as provide upskilling opportunities for employees.Download our Learning Mindset Report for recommendations on the next steps to take as an employer or employee.Introduct
29、ionAbout usResourcesSalary trendsRecruiting trendsContact usGCC Salary Guide 2023 4IntroductionAbout usResourcesSalary trendsRecruiting trendsContact usA working model migration?Over half of organisations in the GCC implement a fully office-based working model.At present,49%of employers offer some w
30、ork-from-home options,up from 45%in 2021.Interestingly,one in five employers anticipate that employees will be required in the workplace more in 2023,with the main reason being that it will increase productivity.Of the employers increasing the amount of time in the workplace,79%plan to offer some fo
31、rm of incentive,including flexible working,a salary bonus,a more comprehensive benefits package and/or better onsite facilities.Conversely,only 8%of employers surveyed anticipate that employees will be required in the workplace less in 2023.From an employee perspective,the consensus is mixed 46%say
32、that they would accept a job if it were solely office based,and whats more,one in ten employees say that they would be happier if their organisation went back to the office full-time they miss it.Conversely,20%say they would not accept a job if they were required to be in the office full-time,while
33、8%remain unsure as to whether they would accept the offer.Of the 27%that responded depends on the offer,they would likely consider it,if either they received higher pay or if working time was flexible.Employees that took part in our survey say that flexible working was their most valued benefit.At p
34、resent,37%of employers offer flexible working options as a standard benefit.Looking beyond borders by offering remote and flexible work is a viable way to counter the fierce competition for talent,especially in the Tech sector.Organisations across the globe are calling employees back to the office o
35、r cutting departments completely,so those with more flexible policies could poach the people moving on as a result and reap the rewards.To secure tomorrows best talent from around the world,find and engage them in their digital habitat today.New workweek in the UAEThe new workweek for the UAEs publi
36、c sector came into effect in January 2022.One year later,with most organisations in the private sector following suit,the most common workweek is now a five-day working week from Monday to Friday.Of the employees who have transitioned to a new working week,almost half(49%)claim that it has had a pos
37、itive impact on them.Advantages of the new workweek cited by employees include a better work-life balance,better alignment with international business partners or colleagues,and more flexibility.While one in two employees claim they are not experiencing any challenges because of the change,17%report
38、ed that the out-of-sync schedules with regional business partners or colleagues lead to challenges in efficiency.Consequently,13%of employees say their workload has increased on a Sunday.If we switch to the employers surveyed about the new working week,57%claim that its had a positive impact on thei
39、r organisation.The main advantages include better alignment with global markets,business partners/colleagues,and an increase in employee satisfaction.However,some challenges exist,with employers citing differing schedules and less efficiency with regional business partners/colleagues as challenges f
40、aced by their organisations.Developed talent in demandThe job market in the Gulf continues to demand individuals with industry certifications and substantial experience in both the domestic and global arenas.Typically,mid-to-senior level professionals with proven expertise and qualifications are sou
41、ght after more than entry-level candidates across all fields.When asked what level positions were the most difficult to fill,61%say intermediate-level and a further 49%say management-level positions were also the most difficult to fill.Conversely,only 14%say the same about entry-level positions.This
42、 is not surprising,given the rate of employee turnover at these levels intermediate and management-level employees make up 72%of the individuals who changed roles in the last 12 months.From an employee perspective-aside from salary-benefits package and career development or continuing professional d
43、evelopment are the top two factors attracting talent to organisations.Of the 45%of professionals who anticipate moving to a new job in 2023,lack of career development opportunities is the number one reason why.Nationalisation increases competitionWhile the call for expat labour is growing,the ongoin
44、g updates in legislation for nationalisation in the UAE and Saudi Arabia will also increase competition for local professionals.A skilled and qualified national will almost always be the first choice for any hiring employer.Currently,43%of organisations in the UAE employ Emiratis.With the new Emirat
45、isation decree having come into effect in January 2023,49%of UAE-based organisations plan to increase headcount of Emiratis in the next 12 months.In Saudi Arabia,91%currently employ Saudi national citizens and 87%plan on increasing their headcount this year.GCC Salary Guide 2023 5IntroductionAbout u
46、sResourcesSalary trendsRecruiting trendsContact usVisions of the futureDespite fresh geopolitical and macroeconomic uncertainty,65%of employers feel optimistic about the wider economic climate and future employment opportunities-though this is down on last years record high of 78%.Optimism among pro
47、fessionals is lower,with 54%feeling optimistic about the same,down from 61%in 2021.When asked about their organisations strategic goals for the coming year,employers say their three main goals are to increase operating profit(54%),increase turnover(38%)and gain market share(34%).These goals highligh
48、t that confidence is back and many can focus on the expansion plans that were shelved in 2020/21.In continuation,the three main investment focus areas are business development(58%),strategy development(29%)and product development(22%).Additionally,18%are investing in human resources development such
49、 as strength-oriented promotion and development programmes and 13%are investing in employee retention.Factors most likely to limit the strategic goals include limited organisational finances or budgets(28%),rising costs for businesses(17%)and a shortage of skilled professionals on the market.A furth
50、er 10%of employers say that the challenges of retaining their current workforce are likely to limit the achievement of their organisations strategic goals.When employers were asked how they would describe the labour market in 2022,45%say there was a shortage of skilled professionals,38%say that over
51、all,there are more candidates applying for jobs than in the past,and 25%say that all candidates have unrealistic salary requirements.On the other hand,only 16%of employers feel the overall supply of employees and skilled employees is sufficient.The strategic goals and investment areas highlight that
52、 despite wider optimism falling,the last few years have shown that organisations here are resilient.This is reflected in the confidence to focus on expansion plans that were likely shelved in 2020/21.Keeping hold of the best talent by upskilling and increasing opportunities for internal mobility wil
53、l be vital to the success of these plans.Especially with skills shortages,unrealistic salary expectations,and competition for a narrow field of talent affecting organisations across our region.IntroductionAbout usResourcesSalary trendsRecruiting trendsContact usGCC Salary Guide 2023 6IntroductionAbo
54、ut usResourcesSalary trendsRecruiting trendsContact usSaudi ArabiaUAEREGIONAL SNAPSHOT THE UAE&SAUDI ARABIASaudi Arabia employee survey results 54%78%of employees salaries increased in 2022,most commonly by 6%-10%of employees expect salaries to increase in 202359%42%of employees feel optimistic abou
55、t the economic outlook for 2023of employees plan to change organisation in 2023 50%75%of employees salaries increased in 2022,most commonly by less than 5%of employees expect salaries to increase in 202353%44%of employees feel optimistic about the economic outlook for 2023of employees plan to change
56、 organisation in 2023 UAE employee survey results 74%50%of employers expect salaries within their organisation to increase in 2023of employers offer no remote or hybrid options to their employees65%85%of employers feel optimistic about the economic outlook for 2023of employers plan to recruit perman
57、ent employees in 2023UAE employer survey results Saudi Arabia employer survey results 79%54%of employers expect salaries within their organisation to increase in 2023of employers offer no remote or hybrid options to their employees70%89%of employers feel optimistic about the economic outlook for 202
58、3of employers plan to recruit permanent employees in 2023Aside from salary,benefits package and work-life balance are the two most important factors for professionals in Saudi Arabia when considering a new roleAside from salary,benefits package and career development are the two most important facto
59、rs for professionals in the UAE when considering a new roleGCC Salary Guide 2023 7 IntroductionAbout usResourcesSalary trendsRecruiting trendsContact usDid your salary change this year compared to last year?70%52%49%51%57%48%43%202020212022YesNo202220212020Individual performance related pay increase
60、123A new job with a new organisation212Standard annual pay increase across the whole organisation334A promotion within the same organisation445Inflation5N/AN/AOther678A pay decrease across the whole organisation741If you experienced a salary change last year,what was the reason?If you experienced a
61、salary change last year,by what percentage did it change?Increased by 6%-10%12%Increased by 11%-15%14%Increased by 5%or less18%Increased by more than 15%Decreased by 5%or less2%43%Decreased by 6%-10%1%Decreased by more than 10%3%Stayed the same 7%How satisfied are you with your current salary?5%38%V
62、ery satisfiedSatisfiedDissatisfied47%Very dissatisfied10%GCC EMPLOYEE SURVEY RESULTSSalary&Benefits*For some questions,total is over 100%as it was possible to select multiple answersGCC Salary Guide 2023 8 IntroductionAbout usResourcesSalary trendsRecruiting trendsContact usIn 2023,what percentage i
63、ncrease in pay do you expect to receive?Increase by 6%-10%17%Increase by 11%-15%29%Increase by 5%or less18%Increase by more than 15%Decrease1%23%Stay the same 12%Did you ask for a pay rise in 2022?29%Yes-successfully Yes-unsuccessfully No20%51%How is your organisation ensuring consistent transparenc
64、y with employees about how pay levels and pay rises are set?26%18%7%1%51%They have set criteria for salary increasesIm unsureThey publicise salary banding structures They publicise all employee salaries None of the aboveWhich of the following benefits do you currently receive?66%33%30%27%24%Air tick
65、et allowanceFlexible working Living/accommodation allowance Life insurance Child education allowance22%21%20%19%14%Company car or car allowance Business telephone for private useAdditional vacation daysBusiness computer for private useEmployee loansGCC EMPLOYEE SURVEY RESULTS*For some questions,tota
66、l is over 100%as it was possible to select multiple answersGCC Salary Guide 2023 9 IntroductionAbout usResourcesSalary trendsRecruiting trendsContact usWhat three benefits do you value the most?35%33%30%25%20%Flexible working Child education allowance Air ticket allowanceLiving/accommodation allowan
67、ce Additional vacation days14%14%10%10%9%Company car or car allowance Employee pension scheme Financial support for professional studies Share incentives Life insurance GCC EMPLOYEE SURVEY RESULTS*For some questions,total is over 100%as it was possible to select multiple answersGCC Salary Guide 2023
68、 10 IntroductionAbout usResourcesSalary trendsRecruiting trendsContact usHow do you rate your job satisfaction?60%6%26%8%Very satisfiedSatisfiedDissatisfiedVery dissatisfiedDo you feel there is scope for career progression within your organisation?39%42%19%YesNoUnsureDo you believe you have the skil
69、ls needed to fulfil your role in 2023?Yes-strongly agree Yes-slightly agree 82%16%No-slightly disagree No-strongly disagree2%0%Do you expect a promotion in 2023?28%53%19%YesNoUnsureCareer&SkillsGCC EMPLOYEE SURVEY RESULTS*For some questions,total is over 100%as it was possible to select multiple ans
70、wersIf answered slightly agree or disagree,how is your employer addressing this issue?31%21%16%16%Internal training courses(online)Mentoring Certified coursesInternal training courses(in person)13%8%3%38%Externally delivered training courses(online)Externally delivered training courses(in person)Oth
71、erMy employer doesnt address this issueGCC Salary Guide 2023 11 IntroductionAbout usResourcesSalary trendsRecruiting trendsContact usHow long have you been in your current role?6 months to 1 year 15%1-2 years 14%Less than 6 months 13%2-3 years 35%More than 3 years23%If you have been in your current
72、role for less than one year,what were the three main reasons for your change?35%31%31%28%19%Salary too lowBenefits were not aligned with my needsLack of career development opportunities Lack of career progression Poor work-life balance 14%14%12%12%11%Lack of long-term opportunitiesRole was not chall
73、enging enough Poor relationship with my managerLack of job security Other If you have been in your current role for less than one year,what was the change you made in your career?I moved within the same organisation14%I was a freelancer or contractor and moved to permanent employment3%I changed orga
74、nisation 74%I am a freelancer,contractor or temp worker and my contract ended3%I was a temporary worker and moved to permanent employment 4%2%I became a freelancer or contractorGCC EMPLOYEE SURVEY RESULTS*For some questions,total is over 100%as it was possible to select multiple answersDo you plan t
75、o make any of the following changes to your career path in 2023?45%18%18%8%Change organisation but stay within the same role or industry I am looking to be promoted in the same department I plan to stay in the same role with my current organisation A new role within my current organisation 5%2%2%2%F
76、ollow a completely different career path Set up my own business or become self-employedI am self-employed or a contractor but I am looking for a permanent roleOtherGCC Salary Guide 2023 12 IntroductionAbout usResourcesSalary trendsRecruiting trendsContact usIf you are planning to leave your current
77、job in 2023,what are the three main reasons?37%36%34%29%19%Lack of career development opportunitiesSalary too lowLack of career progression Benefits are not aligned with my needsPoor work-life balance17%15%14%11%8%Lack of long-term opportunitiesRole is not challenging enough Lack of job security Poo
78、r relationship with my managerLack of flexibility in working pattern GCC EMPLOYEE SURVEY RESULTS*For some questions,total is over 100%as it was possible to select multiple answersWhere do you usually look for new work opportunities?85%49%31%31%29%LinkedIn job post Through a recruitment company Job p
79、osts on an organisations website Job boards (GulfTalent,Indeed etc.)Word of mouth of using my personal contacts 10%3%3%1%I contact organisations directly even if they dont have suitable vacanciesAdverts in industry specific publications Other social media platforms OtherAside from salary,what are th
80、e three most important factors for you when considering a new role?65%52%47%32%25%Benefits package Work-life balance(including flexible working)Career development or continuing professional development Job security Work environment 19%15%15%8%5%Challenging role or projects Employer brand or prestige
81、 of the organisation Location An organisation that is highly innovative An organisation that promotes diversity GCC Salary Guide 2023 13 IntroductionAbout usResourcesSalary trendsRecruiting trendsContact usHow would you describe your work-life balance?14%22%I am very satisfied 57%7%I am satisfiedI a
82、m dissatisfiedI am very dissatisfiedWhich of these working models reflects your current circumstances?51%16%14%11%Fully office basedI can work with complete flexibility,from home or the officeHybrid (2-3 days per week in the office)Hybrid (4 days per week in the office)6%1%1%Fully remote Hybrid (1 d
83、ay per week in the office)Hybrid (1-3 days per month in the office)Would you accept a job if it was solely office based?Yes19%27%NoUnsureDepends on the offerIf you currently receive remote or hybrid working options,how would you feel if your organisation went back into the office full-time?34%23%12%
84、10%I would want working hours to be flexible I dont really care-it doesnt change my plansI would look for work elsewhereI would be happier-I miss the office8%8%5%I would consider if my salary was increasedIt does not apply to my situation I would want a more comprehensive benefits package Work-Life
85、Balance&Flexible WorkingGCC EMPLOYEE SURVEY RESULTS*For some questions,total is over 100%as it was possible to select multiple answers46%8%Yes19%27%GCC Salary Guide 2023 14 IntroductionAbout usResourcesSalary trendsRecruiting trendsContact usIf you currently receive remote or hybrid working options,
86、what would make you most likely to consider a fully office based role?If working time was flexible 25%If the benefits package was more comprehensive A higher salary or pay rate 46%11%6%If the company had excellent facilities9%I wouldnt consider it 3%Other GCC EMPLOYEE SURVEY RESULTS*For some questio
87、ns,total is over 100%as it was possible to select multiple answersHas your organisation transitioned to a new workweek in the UAE?81%14%5%YesNoUnsureIf answered yes,what workweek policy does your organisation now follow?4.5-day workweek,Monday-Friday noon15%79%6%Other5-day workweek,Monday-Friday New
88、 Workweek in the UAETo what extent has the new workweek policy impacted you?22%27%2%7%Positively,to a great extentPositively,to some extentNegatively,to a great extentNegatively,to some extent15%26%1%To a very little extentIt has not impacted me Prefer not to say GCC Salary Guide 2023 15 Introductio
89、nAbout usResourcesSalary trendsRecruiting trendsContact usWhich of the following,if any,are advantages of the new workweek that you are experiencing or are likely to experience in the future?46%38%28%22%19%Better work-life balance Better alignment with international business partners/colleaguesMore
90、flexibilityEnhanced social well-being Increased efficiency with international business partners/colleagues15%2%1%18%Increase in productivity OtherPrefer not to sayNone of the above Which of the following challenges,if any,have you experienced or are likely to experience in the future as a result of
91、the new workweek?17%13%13%12%12%Differing schedules with regional business partners/colleaguesLess efficiency with regional business partners/colleaguesIncreased workload on a Sunday Difficulty adjusting weekend schedulesDiffering workweeks with partners/family members11%9%5%4%50%Difficulty adjustin
92、g to the new workweekDifficulty in balancing work schedule with childcare/family responsibilitiesPrefer not to sayOtherNone of the aboveGCC EMPLOYEE SURVEY RESULTS*For some questions,total is over 100%as it was possible to select multiple answersHow optimistic are you about the wider economic climat
93、e and the employment opportunities it may or may not create within the next two to five years?Quite optimistic 37%Neutral Very optimistic 17%Not very optimistic 12%2%Not optimistic at all 32%Economic&Employment OutlookGCC Salary Guide 2023 16 IntroductionAbout usResourcesSalary trendsRecruiting tren
94、dsContact usSalaries&BenefitsGCC EMPLOYER SURVEY RESULTSHow have salaries/rates of pay within your organisation changed in 2022?Increased by 6%-10%17%Increased by 11%-15%12%Increased by 5%or less27%Increased by 15%or more33%Stayed the same8%2%Decreased by 5%or less1%Decreased by more than 10%In 2023
95、,how do you expect salaries/rates of pay within your organisation to change?Increase by 6%-10%22%Increase by 11%-15%12%Increase by 5%or less30%Increase by 15%or more23%Stay the same10%2%Decrease by 5%or less 1%Decrease by more than 10%How is your organisation ensuring consistent transparency with em
96、ployees about how pay levels and pay rises are set?49%12%9%6%34%We have set criteria for salary increasesWe publicise salary banding structuresIm unsureWe publicise all employee salaries We dont have any of the above*For some questions,total is over 100%as it was possible to select multiple answersG
97、CC Salary Guide 2023 17 IntroductionAbout usResourcesSalary trendsRecruiting trendsContact usWhat factors does your organisation take into account when considering an employees pay rise request?70%43%38%29%27%Individual performanceResponsibilities of the roleThe organisations performanceThe organisa
98、tions set pay structureThe inflation rate 26%24%23%21%20%Typical external salaries for the role Seniority of the roleExpertiseThe current cost of livingLength of serviceWhat benefits do you offer employees as standard?71%37%36%34%32%Air ticket allowanceFlexible workingLiving/accommodation allowanceL
99、ife insuranceCompany car or car allowance27%26%24%24%23%Child education allowanceAdditional vacation daysEmployee loans Business telephone for private useBusiness computer for private useGCC EMPLOYER SURVEY RESULTS*For some questions,total is over 100%as it was possible to select multiple answersGCC
100、 Salary Guide 2023 18 IntroductionAbout usResourcesSalary trendsRecruiting trendsContact usWhat three strategic goals are currently in focus in your organisation?54%38%34%29%27%Increase our operating profit Increase our turnoverGaining market shareStabilise our core business Expand product portfolio
101、 23%21%16%15%8%Establish sustainability Generate innovationsIncrease competitiveness Increase diversity in the company Increase environmentally friendly activities What factor do you currently feel is most likely to limit the achievement of your strategic goals?28%17%17%10%8%Organisational finances
102、or budgets are limitedRising costs for businessesShortage of skilled professionals in the market Difficulties retaining our current workforce Rising cost of living for staff 7%5%4%3%1%Keeping up with technology Im unsure Shortage of management level candidates on the marketOtherShortage of skilled g
103、raduates or young people entering the job market What are your organisations three investment focus areas?58%29%22%20%18%Business developmentStrategy development Product development Customer experienceHuman resources development14%13%12%12%11%Innovation management Employee retention AutomationProces
104、s optimisation DigitalisationOrganisational StrategyGCC EMPLOYER SURVEY RESULTS*For some questions,total is over 100%as it was possible to select multiple answersGCC Salary Guide 2023 19 IntroductionAbout usResourcesSalary trendsRecruiting trendsContact usDo you think your organisation has the skill
105、s it needs to achieve its current objectives?70%20%55%22%35%60%48%202020212022Yes-strongly agreeYes-slightly agreeNo-disagreeNo-strongly disagree14%3%20%3%3%17%If answered slightly agree or disagree,how is your organisation addressing this issue?Internal training courses(online)35%Internal training
106、courses(in person)27%Mentoring 40%We are not currently addressing this issue22%Externally delivered training courses(online)31%21%Externally delivered training courses(in person)19%Certified courses6%OtherHow would you best describe the labour market in 2022?45%38%25%24%16%There is a shortage of ski
107、lled professionals There are more candidates applying for jobs than in the pastAll candidates have unrealistic salary requirementsCompetition from other employers is fierceThe overall supply of employees is sufficient 16%13%11%11%5%The supply of skilled professionals is sufficient There is an overal
108、l candidate shortageImmigration restrictions have reduced our talent poolThe number of entry-level candidates in sufficientNone of the aboveSkills&TalentGCC EMPLOYER SURVEY RESULTS*For some questions,total is over 100%as it was possible to select multiple answersWhich three positions have been the m
109、ost difficult to fill?61%49%24%18%Intermediate level (Executive/Technical/Specialist)Management level Director level C-Suite(CEO,CFO,CMO,CTO etc.)14%6%3%Graduate/Entry/Junior levelOther None of the above GCC Salary Guide 2023 20 IntroductionAbout usResourcesSalary trendsRecruiting trendsContact usHo
110、w did your organisations headcount change in 2022 compared to 2021?Increased by 6%-10%17%Increased by 5%or less3%Increased by more than 10%34%Increased by an unknown amount12%Remained the same as 202113%5%Decreased by less than 5%5%Decreased by 6%-10%4%Decreased by over 10%1%Decreased by an unknown
111、amount6%I dont know Did your organisation experience a change in headcount this year compared to last year?70%64%10%62%82%6%6%202020212022YesUnsureNo12%28%30%Recruitment&RetentionGCC EMPLOYER SURVEY RESULTS*For some questions,total is over 100%as it was possible to select multiple answersDo you curr
112、ently employ any UAE or Saudi national citizens?Yes,Saudi nationals37%Unsure4%Yes,UAE nationals35%No33%GCC Salary Guide 2023 21 IntroductionAbout usResourcesSalary trendsRecruiting trendsContact usDo you plan on increasing headcount of UAE or Saudi national citizens in the next 12 months?What kind o
113、f roles are you recruiting for in 2023?Freelancers and/or contractors14%Temporary contract employees8%Permanent employees85%We are not planning to recruit14%If you are planning to recruit contract,temp or freelance staff,what are the main reasons?42%40%38%24%22%Covering the periodic increases in dem
114、and for our products or services Increasing the flexibility of our staffing costs Access to specific skills for one-off projectsIt allows us to assess the suitability of people before offering permanent employmentIt increases the agility of our organisation in times of economic uncertainty18%17%13%1
115、0%8%We have challenges finding suitable candidates for permanent employment The speed of onboarding and integrationReplacing employees who are on long-term leaveTo cover extra workload as a result of legislative changesWe dont have to administer the payroll of the employeesIn which locations are you
116、 currently recruiting?55%31%24%22%21%UAE-DubaiSaudi Arabia-Riyadh UAE-Abu DhabiSaudi Arabia-Jeddah Rest of World 18%14%11%9%8%Saudi Arabia-Eastern ProvinceQatar Europe Kuwait Bahrain GCC EMPLOYER SURVEY RESULTS*For some questions,total is over 100%as it was possible to select multiple answersYes,Sau
117、di nationals35%Unsure17%Yes,UAE nationalsNo20%40%GCC Salary Guide 2023 22 IntroductionAbout usResourcesSalary trendsRecruiting trendsContact usWhat,if any,do you see as barriers to recruiting international employees?31%28%27%14%There are no barriers to recruiting international employeesNationalisati
118、on quotasLegislative and compliance challengesWe dont need to look outside our local market13%10%6%5%Lack of knowledge in other recruitment marketsNo in-house capacity to recruit abroadOtherWe just wouldnt consider it 1Benefits package6Work-life balance(including flexible working)2Career development
119、 7Employer brand or prestige 3Job security 8Location 4Work environment 9A strong social responsibility policy 5Challenging role or projects10Promoting diversityAside from salary,which three factors are most important to help you attract and retain staff?GCC EMPLOYER SURVEY RESULTS*For some questions
120、,total is over 100%as it was possible to select multiple answersGCC Salary Guide 2023 23 IntroductionAbout usResourcesSalary trendsRecruiting trendsContact usHow would you describe your organisations current working model?51%14%14%14%Fully office basedEmployees can work with complete flexibility,fro
121、m home or the officeHybrid (4 days per week in the office)Hybrid (2-3 days per week in the office)5%1%1%Fully remote Hybrid (1 day per week in the office)Hybrid (1-3 days per month in the office)If you anticipate employees will be required in the workplace more in 2023,what are the three main reason
122、s?65%27%27%24%18%It will increase productivity It does not suit the work in our sector We have invested in new officesWe need structures to maintain confidentiality Our employees have requested to go back to the office18%16%13%10%10%We have observed negative impact on our business It does not fit ou
123、r organisational culture Negative blurring of work-life balanceWe can employ people locally Increase in reports of isolation and lonelinessDo you anticipate that your organisations working model will change in 2023?No-we anticipate it will stay the same Yes-we anticipate employees will be required i
124、n the workplace moreYes-we anticipate employees will be required in the workplace less72%8%20%Working modelsGCC EMPLOYER SURVEY RESULTS*For some questions,total is over 100%as it was possible to select multiple answersGCC Salary Guide 2023 24 IntroductionAbout usResourcesSalary trendsRecruiting tren
125、dsContact usIf you anticipate employees will be required in the workplace more in 2023,do you plan to offer any incentives?48%46%40%28%A more comprehensive benefits package Salary bonus Flexible working Better on site facilities11%10%3%No Im unsureOtherIf you anticipate employees will be required in
126、 the workplace less in 2023,what are the three main reasons?42%41%23%18%16%Positive work-life balance We have observed positive impacts on our businessOur employees have requested the model to remain the same We have invested in infrastructure to support remote and hybrid working Other 11%10%10%9%We
127、 have reduced our office spaceWe anticipate our current employees would look to leave It has increased our talent pool Our employee retention has increased GCC EMPLOYER SURVEY RESULTS*For some questions,total is over 100%as it was possible to select multiple answersGCC Salary Guide 2023 25 Introduct
128、ionAbout usResourcesSalary trendsRecruiting trendsContact usHas your organisation transitioned to a new workweek in the UAE?87%10%YesNo3%Unsure4.5-day workweek,Monday-Friday noonOther5-day workweek,Monday-Friday 7%16%77%If answered yes,what workweek policy does your organisation now follow?How optim
129、istic are you about the wider economic climate and the employment opportunities it may or may not create within the next two to five years?25%Very optimistic Quite optimistic Neutral Not very optimistic Not optimistic at all 9%1%Economic&Employment OutlookGCC EMPLOYER SURVEY RESULTSNew Workweek in t
130、he UAE22%43%25%9%1%25%Very optimistic Quite optimistic Neutral Not very optimistic Not optimistic at all*For some questions,total is over 100%as it was possible to select multiple answersGCC Salary Guide 2023 26 IntroductionAbout usResourcesSalary trendsRecruiting trendsContact usWhich of the follow
131、ing,if any,are challenges of the new workweek that your organisation is experiencing or is likely to experience in the future?26%20%13%12%10%Differing schedules with regional business partners/colleaguesLess efficiency with regional business partners/colleaguesDecrease in employee productivityDecrea
132、se in employee satisfactionDecrease in regional business activity6%5%5%1%42%Increase in employee attritionDecrease in employee engagementIncrease in employee absenteeismPrefer not to sayNone of the above Which of the following,if any,are advantages of the new workweek that your organisation is exper
133、iencing or is likely to experience in the future?44%38%33%24%22%Better alignment with global marketsIncrease in employee satisfactionBetter alignment with international business partners/colleaguesIncrease in employee productivityMore efficiency with international business partners/colleagues20%18%6
134、%10%Increase in employee engagementIncrease in international business activityIncrease in employee retentionNone of the aboveGCC EMPLOYER SURVEY RESULTSTo what extent has the new workweek policy impacted your organisation?31%27%2%4%Positively,to a great extentPositively,to some extentNegatively,to a
135、 great extentNegatively,to some extent10%23%3%To a very little extentIt has not impacted my organisationPrefer not to say*For some questions,total is over 100%as it was possible to select multiple answersHays Italia Salary Guide 2023 27GCC Salary Guide 2023 27SALARY GUIDEIntroductionAbout usResource
136、sSalary trendsRecruiting trendsContact usGCC Salary Guide 2023 28IntroductionAbout usResourcesSalary trendsRecruiting trendsContact usOverall,Accountancy&Finance professionals are satisfied in their roles,and they enjoy a positive work-life balance.Last year,salaries increased and much of the same i
137、s expected for the coming year.In the UAE,the number of jobs increased but,in a candidate-heavy market,preference is generally given to qualified candidates with regional experience“on the ground”.While the talent pool in Saudi Arabia remains limited,learning and development is a key priority for em
138、ployers.Looking ahead,theres much optimism from both an employee and employer perspective.Recruitment activity on the riseThe number of jobs in Accountancy&Finance increased year-on-year.Due to significant growth and expansion across the region,recruitment activity was highest within the Oil and Ene
139、rgy,Manufacturing and Logistics sectors.Employers increased headcount in their organisation by hiring talent to fill newly created positions and/or to replace the 23%of professionals who changed roles in 2022.Looking ahead,organisations are expected to continue adding headcount to their finance team
140、s.Indeed,65%of employers in Accountancy&Finance plan to recruit permanent employees in 2023.Salary expectations out of syncLast year,53%of Accountancy&Finance professionals received a salary increase,up considerably on the 46%who said the same the previous year.The average rate of salary increase wa
141、s by 5%or less,most commonly due to a standard annual pay increase across the whole company a good indication that the sector has rebounded well since the pandemic.Moving into 2023,the outlook for salaries is positive.Indeed,80%of employees expect to receive a salary increase next year.Likewise,80%o
142、f employers expect salaries in their organisation to increase.However,theres a disconnect between the groups in terms of rates of salary increases,with employees most commonly expecting an uplift of 15%or more and employers expecting to increase most salaries by 5%-10%.ACCOUNTANCY&FINANCEGCC Salary
143、Guide 2023 29IntroductionAbout usResourcesSalary trendsRecruiting trendsContact usWho employers look forIn the UAE,the Accountancy&Finance sector operates in a candidate-heavy market.In fact,half of employers that took part in our survey say that overall,more candidates are applying for their open j
144、obs than in the past.Furthermore,one in four employers say that the overall supply of employees is sufficient,and the supply of skilled professionals is sufficient,too.Considering this,the most in-demand professionals are those that possess industry qualifications,and who can demonstrate strong tech
145、nical accounting skills and knowledge(i.e.,IFRS etc.).Professionals with a strategic focus and strong business partnering skills are also preferred.Local market knowledge is all but essential for mid-to-senior level roles,with preference generally given to those candidates who are on the ground in t
146、he region.Finally,experience with a Big 4 firm is always desirable.Additionally,with the introduction of the new corporate tax law coming into effect in the UAE in June 2023,higher demand for candidates with relevant experience is expected.However,its predicted that some companies will utilise the s
147、ervices of the Big 4 firms,as opposed to hiring in-house Corporate Tax professionals.In Saudi Arabia,the preferred candidate for all positions is a well-rounded Saudi national with industry-specific qualifications,along with relevant experience in both local markets and international organisations.T
148、he talent pool in the Kingdom is more limited than in the UAE,so Finance Managers and Directors are in short supply and high demand.Professionals that possess skills in budgeting and financial planning remain the most sought-after candidates.While the current availability of skilled workers is insuf
149、ficient,learning and development remain a key priority with many organisations offering overseas training or mentorship opportunities for Saudi national employees.What employees wantProfessionals in this sector seek continuing career development.In 2023,44%of employees in the GCC plan to change orga
150、nisations but stay within the same role or industry.The most common reason cited for this is a lack of career development opportunities.Employers that want to retain staff should focus on upskilling and reskilling their existing workforce by providing development opportunities.Additionally,of those
151、employees that plan to change organisations in the next 12 months,37%say that their benefits are not aligned with their needs.The most valued benefits for employees within this sector include air ticket allowance,child education allowance and flexible working.Moreover,aside from salary,the benefits
152、package is the most important factor for employees when considering a new role.Employers that want to attract and retain top talent should,where possible,incorporate these highly-valued benefits into their compensation packages.Economic and employment outlook78%of employees in Accountancy&Finance ar
153、e satisfied with their work-life balance and 70%are satisfied in their roles among the highest in any sector.For 2023,there is optimism 62%of employees feel positive about the wider economic climate and future employment opportunities,and 60%of employers feel the same.Amy Bassindale,Manager-Accounta
154、ncy&Finance,HaysGCC Salary Guide 2023 30 IntroductionAbout usResourcesSalary trendsRecruiting trendsContact usDid your salary change this year compared to last year?70%50%50%47%53%55%45%202020212022YesNo202220212020Standard annual pay increase across the whole organisation134Individual performance r
155、elated pay increase222A new job with a new organisation 313Inflation 4N/AN/AA promotion within the same organisation545Other677If you experienced a salary change last year,what was the reason?If you experienced a salary change last year,by what percentage did it change?Increased by 6%-10%9%Increased
156、 by 11%-15%9%Increased by 5%or less18%Increased by more than 15%Stayed the same45%17%Decreased2%In 2023,what percentage increase in pay do you expect to receive?Increase by 6%-10%15%Increase by 11%-15%13%Increase by 5%or less20%Increase more than 15%Stay the same 20%32%20%31%49%Yes-successfullyYes-u
157、nsuccessfullyNoDid you ask for a pay rise in 2022?ACCOUNTANCY&FINANCEEMPLOYEE SURVEY HIGHLIGHTSSalary*For some questions,total is over 100%as it was possible to select multiple answersGCC Salary Guide 2023 31 IntroductionAbout usResourcesSalary trendsRecruiting trendsContact usHow do you rate your j
158、ob satisfaction?9%27%Very satisfied 60%4%Satisfied DissatisfiedVery dissatisfied Do you expect a promotion in 2023?25%18%YesNoUnsure57%How long have you been in your current role?6 months to 1 year 13%1-2 years 23%Less than 6 months 10%2-3 years More than 3 years41%13%If you have been in your curren
159、t role for less than one year,what was the change you made in your career?I moved within the same organisation14%I was a freelancer or contractor and moved to permanent employment4%I changed organisation 76%I was a temporary worker and moved to permanent employment I am a freelancer,contractor or te
160、mp worker and my contract ended2%4%If you have been in your current role for less than one year,what were the three main reasons for your change?33%28%26%26%21%Poor work-life balanceBenefits were not aligned with my needsLack of career development opportunitiesLack of career progression Salary too l
161、ow ACCOUNTANCY&FINANCEEMPLOYEE SURVEY HIGHLIGHTSCareer*For some questions,total is over 100%as it was possible to select multiple answersGCC Salary Guide 2023 32 IntroductionAbout usResourcesSalary trendsRecruiting trendsContact usDo you plan to make any of the following changes to your career path
162、in 2023?I am looking to be promoted in the same department 17%I plan to stay in the same role with my current organisation 17%Change organisation but stay within the same role or industry44%A new role within my current organisation Follow a completely different career path4%11%Set up my own business
163、 or become self-employed3%Other3%I am self-employed or a contractor but I am looking for a permanent role 1%If you are planning to leave your current job in 2023,what are the three main reasons?Benefits are not aligned with my needs37%Salary is too low36%Lack of career development opportunities40%La
164、ck of career progression Role is not challenging enough 18%27%Aside from salary,which three factors are most important to you when considering a new role?Work-life balance(including flexible working)50%Career development or continuing professional development 46%Benefits package66%Job security Work
165、environment31%35%ACCOUNTANCY&FINANCEEMPLOYEE SURVEY HIGHLIGHTS19%43%30%Very optimistic Quite optimistic Neutral 7%1%Not very optimistic Not optimistic at all How optimistic are you about the wider economic climate and the employment opportunities it may or may not create within the next two to five
166、years?Economic&Employment Outlook*For some questions,total is over 100%as it was possible to select multiple answersGCC Salary Guide 2023 33 IntroductionAbout usResourcesSalary trendsRecruiting trendsContact usACCOUNTANCY&FINANCESALARY GUIDESalaries shown here represent the total fixed monthly salar
167、y package for each position,in Arab Emirates Dirhams(AED)as of Q4 2022.Range represents the upper and lower salary rates from salary survey responses,as well as from job listings,job offers and candidate registrations with Hays Middle East.Many factors can affect salary,including location of role,si
168、ze of the business,industry,and the level of experience of the candidate.Average is the typical value of the data(sourced from survey responses,job listings,job offers and candidate registrations with Hays Middle East),which is then rounded to the nearest AED 500.Salaries given in currencies other t
169、han AED have been converted using the market exchange rate as of November 2022.Group Chief Financial Officer90,000-180,000130,000Chief Internal Audit Officer60,000-130,00080,000Finance Director45,000-60,00052,500Head of Internal Audit40,000-60,00050,000Financial Controller35,000-45,00040,000Group Fi
170、nance Manager32,000-45,00037,000Tax Manager25,000-35,00030,000Internal Audit Manager25,000-35,00030,000Credit Manager20,000-30,00025,000Finance Manager20,000-30,00025,000Senior Financial Analyst18,000-25,00022,000Management Accountant18,000-25,00021,500Financial Analyst15,000-20,00018,000Internal Au
171、ditor15,000-20,00017,500Senior Accountant 14,000-18,00016,000Credit Controller10,000-18,00014,000Accountant 10,000-14,00012,000Position AED RangeAED AverageGCC Salary Guide 2023 34IntroductionAbout usResourcesSalary trendsRecruiting trendsContact usEmployees in the Banking&Financial Services sector
172、received the highest rate of salary increase in any sector in 2022.This is set to continue,with professionals and employers agreeing that salaries will increase further this year.Despite this,professionals within Banking&Financial Services are one of the most likely to change organisations in the ne
173、xt 12 months.Flexible working remains a priority,as does career progression.Looking ahead,optimism is high amongst employers.Inflated hiring here to stay The number of Banking&Financial Services professionals that changed roles was flat year-on-year,with 28%of professionals having changed jobs in 20
174、22.This was exactly on par with the 28%of individuals who started a new job with a new organisation in 2021.Hiring activity was busy in 2022 with 67%of employers increasing headcount,most commonly by more than 10%.This was in part because of the FIFA World Cup in Qatar,which increased tourism and co
175、nnectivity between GCC countries and from across the world.Additionally,the expansive visa reforms that took effect in October attracted more job seekers across both freelance and multinational organisations,and the continued adoption of the golden visa attracted international investors.In 2022,some
176、 of the busiest areas for hiring in the Banking&Financial Services sector were in private equity and advisory firms.These firms focused on expanding their workforce capabilities across junior,mid,and senior levels to backfill roles to cover promotions.Furthermore,an increase in IPO listings across t
177、he region 23%of global IPO listings in 2022 in comparison to 2%in 2021 meant corporate banks were busy hiring,particularly for capital market roles.Recruitment activity is expected to be high for the coming year,particularly in Saudi Arabia where government-funded projects will drive much of the act
178、ivity,creating many new jobs and opportunities within the sector.Unbalanced raises leave some unsatisfied Of those Banking&Financial Services professionals that took part in our survey,56%say their salaries increased in 2022,up significantly from 46%in 2021.The main reason cited was an individual pe
179、rformance-related pay increase.Interestingly,for those who did get a salary increase,the most common increase was by more than 15%among the highest in any sector.Despite this,53%of employees are dissatisfied with their rate of pay one in three asked for a pay rise last year and were unsuccessful.Loo
180、king ahead,professionals within the sector across all levels are optimistic about their pay for the coming year.In fact,77%are expecting their salary to increase in 2023.This is largely in line with the three-quarters of sector employers that expect salaries within their organisations to increase.Ho
181、wever,expectations differ between groups in terms of rates of pay,with employees most commonly expecting an increase of 15%or more,but most employers predict raises of 5%-10%.BANKING&FINANCIAL SERVICESGCC Salary Guide 2023 35IntroductionAbout usResourcesSalary trendsRecruiting trendsContact usWho em
182、ployers look forDue to the increase in IPO demand,which is forecasted to increase further this year,ECM roles will continue to be sought-after across the GCC.Regional banks will now look to hire across the spectrum to keep up with deal flow.Additionally,should the economic predictions of the large i
183、nvestment banks transpire in the second half of the year,we expect experts who are proficient in financial restructuring to be mandated.In terms of skills,those professionals with the foundational skills required for investment roles-financial modelling and project/client management will also be in
184、high demand in 2023.In the Kingdom,investment firms are still in need of Investment Associates.Given the high demand for these positions,there is a shortage of qualified candidates.Also,with the opening of new investment firms,there is an increasing need for experts in the field of compliance.The Ca
185、pital Market Authority will be regulating these firms so its crucial to have a Head of Compliance professional to ensure the firm remains compliant.The same demand holds true for the roles of Finance Managers and Directors of Financial Services,who play a critical role in ensuring the financial succ
186、ess of the firm.What employees wantSalary and benefits packages are,as always,the main pull factors attracting professionals to any given role.However,work-life balance including flexible working is one of the most important factors for almost half(48%)of employees considering a new role.On a positi
187、ve note,67%of employees in the sector are satisfied with their current work-life balance.In terms of flexible working,its cited as the most valued benefit.With less than half of sector employers(48%)offering hybrid or remote working,those that offer such options are at a distinct advantage to attrac
188、t and retain the best talent.Equally,employees in the sector are ambitious and seek opportunities for career development.In 2023,almost half of employees(48%)do not expect to be promoted.Lack of career progression is one of the main reasons that 56%of professionals plan to change organisation this y
189、ear the joint most in any sector.Employers that want to retain top talent should set clear promotional targets,outlining the individuals success targets and career track within the organisation for the mid-to-long term.Economic and employment outlookOne in two professionals in the Banking&Financial
190、Services sector that took part in our survey are optimistic about the wider economic climate and future employment opportunities.Optimism is higher amongst employers,with 65%feeling positive about the same.Aashish Gidwani,Consultant-Banking&Financial Services,HaysGCC Salary Guide 2023 36 Introductio
191、nAbout usResourcesSalary trendsRecruiting trendsContact usDid your salary change this year compared to last year?70%46%54%51%49%60%40%202020212022YesNo202220212020Individual performance related pay increase141Standard annual pay increase across the whole organisation215A new job with a new organisat
192、ion322A promotion within the same organisation434Inflation 5N/AN/AOther658If you experienced a salary change last year,what was the reason?If you experienced a salary change last year,by what percentage did it change?Increased by 6%-10%16%Increased by 11%-15%4%Increased by 5%or less14%Increased by m
193、ore than 15%Stayed the same40%22%Decreased4%In 2023,what percentage increase in pay do you expect to receive?Increase by 6%-10%21%Increase by 11%-15%9%Increase by 5%or less13%Increase more than 15%Stay the same 23%34%23%32%45%Yes-successfullyYes-unsuccessfullyNoDid you ask for a pay rise in 2022?BAN
194、KING&FINANCIAL SERVICESEMPLOYEE SURVEY HIGHLIGHTSSalary*For some questions,total is over 100%as it was possible to select multiple answersGCC Salary Guide 2023 37 IntroductionAbout usResourcesSalary trendsRecruiting trendsContact usHow do you rate your job satisfaction?4%32%Very satisfied 57%7%Satis
195、fied DissatisfiedVery dissatisfied Do you expect a promotion in 2023?26%26%YesNoUnsure48%How long have you been in your current role?6 months to 1 year 18%1-2 years 20%Less than 6 months 10%2-3 years More than 3 years34%18%If you have been in your current role for less than one year,what was the cha
196、nge you made in your career?I moved within the same organisation10%I was a freelancer or contractor and moved to permanent employment7%I changed organisation 80%I was a temporary worker and moved to permanent employment 3%If you have been in your current role for less than one year,what were the thr
197、ee main reasons for your change?52%44%44%28%24%Salary too low Lack of career development opportunitiesLack of career progression Role was not challenging enough Benefits were not aligned with my needsBANKING&FINANCIAL SERVICESEMPLOYEE SURVEY HIGHLIGHTSCareer*For some questions,total is over 100%as i
198、t was possible to select multiple answersGCC Salary Guide 2023 38 IntroductionAbout usResourcesSalary trendsRecruiting trendsContact usDo you plan to make any of the following changes to your career path in 2023?I am looking to be promoted in the same department 15%I plan to stay in the same role wi
199、th my current organisation 13%Change organisation but stay within the same role or industry56%Follow a completely different career pathA new role within my current organisation 2%8%Set up my own business or become self-employed2%I am self-employed or a contractor but I am looking for a permanent rol
200、e 2%Other 2%If you are planning to leave your current job in 2023,what are the three main reasons?Lack of career progression 40%Lack of career development opportunities30%Salary too low44%Benefits are not aligned with my needsPoor work-life balance19%27%Aside from salary,which of the following facto
201、rs are most important to you when considering a new role?Work-life balance(including flexible working)48%Career development or continuing professional development 43%Benefits package57%Job security Challenging role or projects25%35%BANKING&FINANCIAL SERVICESEMPLOYEE SURVEY HIGHLIGHTS20%29%32%Very op
202、timistic Quite optimistic Neutral 18%1%Not very optimistic Not optimistic at all How optimistic are you about the wider economic climate and the employment opportunities it may or may not create within the next two to five years?Economic&Employment Outlook*For some questions,total is over 100%as it
203、was possible to select multiple answersGCC Salary Guide 2023 39 IntroductionAbout usResourcesSalary trendsRecruiting trendsContact usBANKING&FINANCIAL SERVICESSALARY GUIDEChief Executive Officer160,000-600,000300,000Chief Investment Officer130,000-250,000180,000Chief Operating Officer90,000-180,0001
204、40,000Managing Director110,000-150,000130,000Chief Financial Officer90,000-160,000125,000Executive Director90,000-120,000110,000Director70,000-90,00080,000Investment Manager 50,000-80,00063,000Senior Associate45,000-70,00052,000Portfolio Manager30,000-65,00047,000Investment Associate30,000-43,00035,
205、000Equity Research Associate25,000-35,00028,000Investment Analyst18,000-30,00024,000Equity Research Analyst17,000-25,00021,000Position AED RangeAED AverageSalaries shown here represent the total fixed monthly salary package for each position,in Arab Emirates Dirhams(AED)as of Q4 2022.Range represent
206、s the upper and lower salary rates from salary survey responses,as well as from job listings,job offers and candidate registrations with Hays Middle East.Many factors can affect salary,including location of role,size of the business,industry,and the level of experience of the candidate.Average is th
207、e typical value of the data(sourced from survey responses,job listings,job offers and candidate registrations with Hays Middle East),which is then rounded to the nearest AED 500.Salaries given in currencies other than AED have been converted using the market exchange rate as of November 2022.GCC Sal
208、ary Guide 2023 40IntroductionAbout usResourcesSalary trendsRecruiting trendsContact usThe Construction,Property&Engineering sectors in the Gulf region in 2022 can be characterised by dynamic growth.Giga-projects in Saudi Arabia continue to be the main driver of expansion.Salaries increased in line w
209、ith the market average last year,and similar uplifts are expected for the coming year.The most in-demand professionals are those with experience from the design and planning stages of a project,through to delivery.From an employee perspective,career development opportunities are vital for attraction
210、 and retention.Looking ahead,employers in the sector are some of the most optimistic about the economic outlook and future employment opportunities.Giga-projects drive expansion Almost a quarter(24%)of Construction,Property&Engineering professionals changed roles in 2022,compared to 23%that started
211、a new job with a new company in 2021.Regionally,Saudi Arabia was the busiest country in the Gulf in terms of hiring activity in these sectors last year.Vision 2030,coupled with consistent investment by the Saudi government in giga-project developments such as Red Sea Global,NEOM,Diriyah Gate Develop
212、ment Authority,and ROSHN resulted in a buoyant jobs market in the Kingdom.72%of employers in the Construction,Property&Engineering sectors in Saudi Arabia increased headcount in 2022,most commonly by more than 10%.Much of this activity can be attributed to the giga-projects,with privately-owned real
213、 estate development companies taking a more conservative hiring approach.Within the UAE,recruitment activity was slightly more subdued,as 65%of employers increased headcount in 2022.Certain areas were busier than others-real estate development in the Hospitality industry maintained a steady pace thr
214、oughout the year.Additionally,Design Consultancies were busy recruiting staff to meet project demand in Saudi Arabia and the UAE.Sustainable salary increasesSalaries of Construction,Property&Engineering professionals increased by 10%year-on-year,with 48%of salaries increasing in 2022,in comparison t
215、o 38%the previous year.Of the employees that received a salary boost,the most common rate of increase was by 5%or less.Fewer employees(8%)experienced a salary decrease this year,down from 12%in 2021.Looking ahead,professionals within the sector feel positive about their pay for the coming year 73%pr
216、edict that their salary will increase.Equally,76%of employers expect rates of pay within their organisation to increase.However,with employers in the GCC increasingly offering more sustainable salaries and instead,opting to sell themselves as an employer of choice,the average expected salary increas
217、e is 5%or less.Employees with high-level responsibilities and strong individual performance are most likely to have their pay increase request approved.As always,salaries in Saudi Arabia remain higher than salaries in the UAE.As such,of those employers in Saudi Arabia that expect to offer a salary i
218、ncrease this year,most will offer a 5%10%uptick.CONSTRUCTION,PROPERTY&ENGINEERINGGCC Salary Guide 2023 41IntroductionAbout usResourcesSalary trendsRecruiting trendsContact usWho employers look forAs with previous years,construction delivery roles,including Project/Construction Directors and Senior M
219、anagers,will be required in 2023.Much of this demand will come from the flagship giga-projects in Saudi Arabia Red Sea Global,NEOM,Diriyah Gate Development Authority and ROSHN that have progressed further in their construction stages.For new giga-projects at the design and planning stages,Architectu
220、ral Designers and Urban Planners will be required.Additionally,due to a talent shortage,Development Directors/Managers,and candidates that have experience implementing digital technology,especially Building Information Management(BIM),will be highly sought-after.Experience managing projects from inc
221、eption through to handover is also desirable employers look for stability and a proven track record of end-to-end project management.Equally,as projects evolve,progress,and sometimes change direction,a flexible attitude towards work is essential employers are increasingly seeking out candidates with
222、 a start-up mentality that are willing to go above and beyond to deliver.What employees wantFrom a candidate perspective,52%expect to change organisations but stay within the same role or industry in 2023.As with previous years,the main reason cited for this is that the salary is too low.Aside from
223、salary and benefits package,the availability of career development opportunities is the most important factor for employees when considering a new role.Employers that want to retain staff should focus on upskilling and reskilling their existing workforce by providing continuing professional developm
224、ent.Economic and employment outlookFor the year ahead,sentiment is positive for the sector across the GCC.Indeed,almost three-quarters(73%)of employers surveyed feel optimistic about the wider economic climate and the employment opportunities it may create.Professionals in the sector are slightly mo
225、re cautious with 58%reporting the same.Aaron Fletcher,Senior Manager Construction,Property&Engineering,HaysGCC Salary Guide 2023 42 IntroductionAbout usResourcesSalary trendsRecruiting trendsContact usDid your salary change this year compared to last year?70%52%48%50%50%56%44%202020212022YesNo202220
226、212020Individual performance related pay increase143A new job with a new organisation212Standard annual pay increase across the whole organisation344A promotion within the same organisation436A pay decrease across the whole organisation521Inflation 6N/AN/AOther777If you experienced a salary change l
227、ast year,what was the reason?If you experienced a salary change last year,by what percentage did it change?Increased by 6%-10%13%Increased by 11%-15%7%Increased by 5%or less17%Increased by more than 15%Stayed the same44%11%Decreased8%In 2023,what percentage increase in pay do you expect to receive?I
228、ncrease by 6%-10%20%Increase by 11%-15%12%Increase by 5%or less14%Increase more than 15%Stay the same 27%27%24%29%47%Yes-successfullyYes-unsuccessfullyNoDid you ask for a pay rise in 2022?CONSTRUCTION,PROPERTY&ENGINEERINGEMPLOYEE SURVEY HIGHLIGHTSSalary*For some questions,total is over 100%as it was
229、 possible to select multiple answersGCC Salary Guide 2023 43 IntroductionAbout usResourcesSalary trendsRecruiting trendsContact usHow do you rate your job satisfaction?11%24%Very satisfied 59%6%Satisfied DissatisfiedVery dissatisfied Do you expect a promotion in 2023?29%19%YesNoUnsure52%How long hav
230、e you been in your current role?6 months to 1 year 9%1-2 years 21%Less than 6 months 15%2-3 years More than 3 years38%17%If you have been in your current role for less than one year,what was the change you made in your career?I moved within the same organisation16%I am a freelancer,contractor or tem
231、p worker and my contract ended3%I changed organisation 78%I became a freelancer or contractor 3%If you have been in your current role for less than one year,what were the three main reasons for your change?41%35%28%24%21%Lack of career development opportunities Benefits were not aligned with my need
232、s Lack of career progressionSalary too low Lack of career development opportunitiesCONSTRUCTION,PROPERTY&ENGINEERINGEMPLOYEE SURVEY HIGHLIGHTSCareer*For some questions,total is over 100%as it was possible to select multiple answersGCC Salary Guide 2023 44 IntroductionAbout usResourcesSalary trendsRe
233、cruiting trendsContact usDo you plan to make any of the following changes to your career path in 2023?I plan to stay in the same role with my current organisation 16%I am looking to be promoted in the same department 15%Change organisation but stay within the same role or industry52%A new role withi
234、n my current organisation Follow a completely different career path5%7%Set up my own business or become self-employed3%I am self-employed or a contractor but I am looking for a permanent role 1%Other 1%If you are planning to leave your current job in 2023,what are the three main reasons?Benefits are
235、 not aligned with me needs33%Lack of development opportunities29%Salary too low34%Lack of career progression Poor work-life balance22%28%Aside from salary,which three factors are most important to you when considering a new role?Benefits packageCareer development or continuing professional developme
236、nt 46%Work-life balance(including flexible working)45%63%Job security Challenging role or projects27%31%CONSTRUCTION,PROPERTY&ENGINEERINGEMPLOYEE SURVEY HIGHLIGHTS17%41%23%Very optimistic Quite optimistic Neutral 18%1%Not very optimistic Not optimistic at all How optimistic are you about the wider e
237、conomic climate and the employment opportunities it may or may not create within the next two to five years?Economic&Employment Outlook*For some questions,total is over 100%as it was possible to select multiple answersGCC Salary Guide 2023 45 IntroductionAbout usResourcesSalary trendsRecruiting tren
238、dsContact usCONSTRUCTION,PROPERTY&ENGINEERINGSALARY GUIDEC-suite125,000-350,000237,500Executive Director100,000-125,000115,000Senior Director90,000-110,000100,000Urban Planning Director70,000-90,00080,000Architecture Director70,000-90,00080,000Development Director 70,000-90,00080,000Project Director
239、70,000-90,00080,000Commercial Director70,000-90,00080,000Construction&PropertyPosition AED RangeAED AverageSenior Project Manager45,000-60,00052,500Commercial Manager40,000-55,00047,500Contracts Manager40,000-55,00047,500Project Manager40,000-55,00047,500Senior HSEQ Manager35,000-45,00040,000Constru
240、ction Manager25,000-45,00035,000Planning Manager20,000-45,00032,500Position AED RangeAED AverageSalaries shown here represent the total fixed monthly salary package for each position,in Arab Emirates Dirhams(AED)as of Q4 2022.Range represents the upper and lower salary rates from salary survey respo
241、nses,as well as from job listings,job offers and candidate registrations with Hays Middle East.Many factors can affect salary,including location of role,size of the business,industry,and the level of experience of the candidate.Average is the typical value of the data(sourced from survey responses,j
242、ob listings,job offers and candidate registrations with Hays Middle East),which is then rounded to the nearest AED 500.Salaries given in currencies other than AED have been converted using the market exchange rate as of November 2022.GCC Salary Guide 2023 46 IntroductionAbout usResourcesSalary trend
243、sRecruiting trendsContact usCONSTRUCTION,PROPERTY&ENGINEERINGSALARY GUIDESenior Quantity Surveyor25,000-40,00035,000Senior Architect 25,000-35,00027,000Project Architect 20,000-30,00025,000Senior Interior Designer15,000-30,00025,000Quantity Surveyor 10,000-25,00016,000Interior Designer11,000-20,0001
244、5,500Position AED RangeAED AverageProperty Management Director50,000-70,00060,000Leasing Director50,000-70,00060,000Facilities Director45,000-70,00057,500Property Manager 18,000-40,00029,000Community Manager18,000-40,00029,000Sales&Leasing Manager18,000-40,00029,000Owners Associations Manager18,000-
245、35,00026,500Valuations Manager20,000-30,00026,000Position AED RangeAED AverageSalaries shown here represent the total fixed monthly salary package for each position,in Arab Emirates Dirhams(AED)as of Q4 2022.Range represents the upper and lower salary rates from salary survey responses,as well as fr
246、om job listings,job offers and candidate registrations with Hays Middle East.Many factors can affect salary,including location of role,size of the business,industry,and the level of experience of the candidate.Average is the typical value of the data(sourced from survey responses,job listings,job of
247、fers and candidate registrations with Hays Middle East),which is then rounded to the nearest AED 500.Salaries given in currencies other than AED have been converted using the market exchange rate as of November 2022.GCC Salary Guide 2023 47 IntroductionAbout usResourcesSalary trendsRecruiting trends
248、Contact usMEP Director60,000-80,00070,000Project Director45,000-90,00065,000Senior Resident Engineer45,000-60,00055,000Senior Project Manager45,000-60,00052,500Contracts/Commercial Manager40,000-55,00047,500Engineering Manager40,000-50,00045,000MEP Manager40,000-50,00045,000Resident Engineer30,000-5
249、0,00040,000Senior Structural Engineer30,000-40,00035,000Senior Structural Engineer30,000-40,00035,000Senior Planning Engineer22,000-35,00028,500QA/QC Manager20,000-40,00023,500Structural Engineer15,000-25,00020,000Planning Engineer10,000-26,00016,500EngineeringPosition AED RangeAED AverageCONSTRUCTI
250、ON,PROPERTY&ENGINEERINGSALARY GUIDESalaries shown here represent the total fixed monthly salary package for each position,in Arab Emirates Dirhams(AED)as of Q4 2022.Range represents the upper and lower salary rates from salary survey responses,as well as from job listings,job offers and candidate re
251、gistrations with Hays Middle East.Many factors can affect salary,including location of role,size of the business,industry,and the level of experience of the candidate.Average is the typical value of the data(sourced from survey responses,job listings,job offers and candidate registrations with Hays
252、Middle East),which is then rounded to the nearest AED 500.Salaries given in currencies other than AED have been converted using the market exchange rate as of November 2022.GCC Salary Guide 2023 48IntroductionAbout usResourcesSalary trendsRecruiting trendsContact usEmiratisation remains a priority i
253、n the UAE.Last year,recruitment of UAE national talent accelerated beyond the levels witnessed before.The proportion of salary increases for UAE nationals was lower than that of expats,but the most common uplift was higher than the market and expat average.Looking ahead,theres much optimism as UAE-b
254、ased employers plan to increase national headcount significantly across multiple sectors.Similarly,UAE nationals feel positive about the economic outlook and indeed,their future employment opportunities.Private sector participation on the riseAt present,43%of public and private sector employers in t
255、he UAE employ UAE nationals.With the announcement of the new Emiratisation decree in the middle of last year,recruitment of national talent accelerated.Indeed,participation of UAE nationals in the private sector is growing 38%of Emiratis that took part in our survey currently work in the private sec
256、tor,with most located in either Abu Dhabi(52%)or Dubai(45%).The Banking,Legal,Marketing and Office Support sectors had the highest rates of Emirati recruitment last year.However,higher levels of participation were also observed in the Energy,Oil and Gas,Retail Hospitality/Leisure/Tourism,and Constru
257、ction sectors.Support scheme boosts salaries In 2022,23%of UAE nationals salaries increased.While this proportion of increases was lower than that of expats(51%),the most common uplift was by more than 15%higher than the market and expat average of up to 5%.The reason cited for a salary increase var
258、ied from a new job with a new organisation,a promotion within the same company and a standard annual pay increase across the whole organisation.Positively for 2023,almost three-quarters(74%)of all UAE employers expect salaries within their organisation to increase.A slightly more cautious 56%of UAE
259、nationals anticipate a pay increase.However,the further expansion of the UAE national Salary Support Scheme is expected to have a significant impact on salaries for the coming year.Any UAE national working in the private sector and earning less than 30,000AED monthly will receive some form of allowa
260、nce,bonus,or monetary incentive.EMIRATISATION GCC Salary Guide 2023 49IntroductionAbout usResourcesSalary trendsRecruiting trendsContact usWho employers look forHeadcount of UAE nationals is expected to increase even further this year.As organisations work to meet the Emiratisation quotas set out by
261、 the Ministry of Human Resources and Emiratisation(MHRE),49%of UAE-based employers plan on increasing headcount of UAE nationals.However,employers are not just looking to meet Emiratisation quotas more than one in five(21%)employers who plan to hire national talent say that increasing diversity is a
262、 strategic goal currently in focus in their organisation.For all professions,employers look for people with local market experience,who hold a degree and industry certification.The availability of talent with these competencies particularly within the Emirati community is the highest it has ever bee
263、n.As such,national talent will be sought-after across all levels and multiple sectors.Of those employers who will add UAE national headcount,85%work in the private sector in medium(51-250 employees)to very large organisations(1,000+employees)across Banking,Construction,Energy,Oil and Gas,Legal,Marke
264、ting,Office Support and Retail Hospitality/Leisure/Tourism.What employees wantLast year,27%of UAE nationals changed roles,up from 23%who started a new job in 2021.For the coming year,fewer UAE nationals are planning to change organisations.With only 21%considering making the move,its the lowest of a
265、ny professional group that took part in our survey.Instead,UAE nationals are focused on progressing within their current organisations 31%are looking to be promoted in the same department this year.However,over half(55%)of Emiratis who took part in our survey say there is no scope for progression at
266、 their current organisation.Employers that wish to retain their UAE national workforce should set individual promotional and success targets,outlining a clear career path that will enable employees to achieve their future career ambitions.Aside from salary and overall benefits package,work-life bala
267、nce,including flexible working,remains a priority for Emirati professionals its their most valued benefit and the most important factor when considering a new role.While 66%of employees currently report satisfaction in terms of work-life balance,employers who promote and support a healthy culture of
268、 professional and personal integration will be at an advantage to attract the best national talent.Economic and employment outlookTheres much optimism in the Emirati community for the coming year.With 72%of UAE nationals feeling optimistic about the wider economic climate and future employment oppor
269、tunities,its the highest of any professional group that took part in our survey.Raghda Alamin,Consultant Emiratisation,HaysGCC Salary Guide 2023 50 IntroductionAbout usResourcesSalary trendsRecruiting trendsContact usDid your salary change this year compared to last year?70%36%59%41%30%64%70%2020202
270、12022YesNo202220212020A new job with a new organisation112A promotion within the same organisation133Standard annual pay increase across the whole organisation144A pay decrease across the whole organisation121If you experienced a salary change last year,what was the reason?If you experienced a salar
271、y change last year,by what percentage did it change?Increased by 6%-10%3%Increased by 11%-15%3%Increased by 5%or lessIncreased by more than 15%Stayed the same70%10%Decreased7%7%In 2023,what percentage increase in pay do you expect to receive?Increase by 6%-10%17%Increase by 11%-15%7%Increase by 5%or
272、 less7%Increase more than 15%Stay the same 45%24%14%28%58%Yes-successfullyYes-unsuccessfullyNoDid you ask for a pay rise in 2022?EMIRATISATIONEMPLOYEE SURVEY HIGHLIGHTSSalary*For some questions,total is over 100%as it was possible to select multiple answersGCC Salary Guide 2023 51 IntroductionAbout
273、usResourcesSalary trendsRecruiting trendsContact usHow do you rate your job satisfaction?14%27%Very satisfied 52%7%Satisfied DissatisfiedVery dissatisfied Do you expect a promotion in 2023?31%10%YesNoUnsure59%How long have you been in your current role?6 months to 1 year 17%1-2 years 21%Less than 6
274、months 10%2-3 years More than 3 years42%10%If you have been in your current role for less than one year,what was the change you made in your career?I moved within the same organisation25%I was a freelancer or contractor and moved to permanent employment 12%I changed organisation 63%If you have been
275、in your current role for less than one year,what were the three main reasons for your change?60%20%20%20%20%Benefits were not aligned with my needsLack of career progression Lack of long-term opportunitiesLack of flexibility in working patternLack of mental health supportEMIRATISATIONEMPLOYEE SURVEY
276、 HIGHLIGHTSCareer*For some questions,total is over 100%as it was possible to select multiple answersGCC Salary Guide 2023 52 IntroductionAbout usResourcesSalary trendsRecruiting trendsContact usDo you plan to make any of the following changes to your career path in 2023?Change organisation but stay
277、within the same role or industry21%I plan to stay in the same role with my current organisation 18%I am looking to be promoted in the same department 31%Follow a completely different career pathOther 7%10%A new role within my current organisation 7%Set up my own business or become self-employed3%I a
278、m self-employed or a contractor but I am looking for a permanent role 3%If you are planning to leave your current job in 2023,what are the three main reasons?Lack of career development opportunities64%Poor relationship with my manager18%Lack of career progression73%Salary too lowBenefits are not ali
279、gned with my needs9%18%Aside from salary,which three factors are most important to you when considering a new role?Benefits package48%Career development or continuing professional development 48%Work-life balance(including flexible working)52%Location Job security 28%31%EMIRATISATIONEMPLOYEE SURVEY
280、HIGHLIGHTS38%35%Very optimistic Quite optimistic 24%3%Neutral Not very optimistic How optimistic are you about the wider economic climate and the employment opportunities it may or may not create within the next two to five years?Economic&Employment Outlook*For some questions,total is over 100%as it
281、 was possible to select multiple answersGCC Salary Guide 2023 53 IntroductionAbout usResourcesSalary trendsRecruiting trendsContact usHead of Internal Audit70,000-90,00085,000-120,00075,000-100,000Audit Director55,000-70,00080,000-110,00065,000-90,000Audit Manager40,000-50,00050,000-75,00045,000-60,
282、000Audit Specialist/Associate25,000-35,00030,000-40,000 20,000-30,000AuditPrivate sectorPublic sector-Abu DhabiPublic sector-DubaiPosition AED RangeAED RangeAED RangeChief Finance Officer80,000-110,00090,000-130,00080,000-120,000Finance Director 55,00-75,00080,000-110,00065,000-90,000Financial Contr
283、oller 50,000-65,00070,000-90,00065,000-75,000Finance Manager40,000-55,00065,000-80,00050,000-60,000Credit Controller30,000-45,00045,000-55,00040,000-50,000Senior Accountant23,000-35,00040,000-55,00035,000-50,000Financial Analyst 20,000-30,00025,000-35,00020,000-30,000Accountant 20,000-28,00028,000-3
284、5,00020,000-28,000FinancePrivate sectorPublic sector-Abu DhabiPublic sector-DubaiPosition AED RangeAED RangeAED RangeEMIRATISATIONSALARY GUIDESalaries shown here represent the total fixed monthly salary package for each position,in Arab Emirates Dirhams(AED)as of Q4 2022.Range represents the upper a
285、nd lower salary rates from salary survey responses,as well as from job listings,job offers and candidate registrations with Hays Middle East.Many factors can affect salary,including location of role,size of the business,industry,and the level of experience of the candidate.Average is the typical val
286、ue of the data(sourced from survey responses,job listings,job offers and candidate registrations with Hays Middle East),which is then rounded to the nearest AED 500.Salaries given in currencies other than AED have been converted using the market exchange rate as of November 2022.GCC Salary Guide 202
287、3 54 IntroductionAbout usResourcesSalary trendsRecruiting trendsContact usEMIRATISATIONSALARY GUIDEChief Legal Officer80,000-120,00085,000-125,00080,000-110,000General Counsel 75,000-85,00080,000-110,00075,000-100,000Head of Legal/Legal Director 70,000-80,00075,000-90,00070,000-80,000Senior Legal Co
288、unsel60,000-80,00065,000-90,00060,000-85,000Legal Counsel/Advisor 40,000-50,00045,000-55,00045,000-55,000Paralegal 25,000-32,00028,000-40,00025,000-35,000Legal Secretary20,000-30,00025,000-35,00020,000-30,000LegalPrivate sectorPublic sector-Abu DhabiPublic sector-DubaiPosition AED RangeAED RangeAED
289、RangeChief HR Officer80,000-110,00090,000-130,00080,000-120,000HR Director 55,000-75,00080,000-110,00065,000-90,000HR Manager40,000-55,00065,000-80,00050,000-60,000Learning&Development Manager40,000-55,00065,000-80,000 50,000-60,000Talent Acquisition/Recruitment Manager40,000-55,00065,000-80,00050,0
290、00-60,000HR Specialist(3+years experience)30,000-45,00045,000-55,00040,000-50,000HR Generalist 20,000-30,00025,000-35,00020,000-30,000HR Assistant20,000-28,00028,000-35,00020,000-28,000Human ResourcesPrivate sectorPublic sector-Abu DhabiPublic sector-DubaiPosition AED RangeAED RangeAED RangeSalaries
291、 shown here represent the total fixed monthly salary package for each position,in Arab Emirates Dirhams(AED)as of Q4 2022.Range represents the upper and lower salary rates from salary survey responses,as well as from job listings,job offers and candidate registrations with Hays Middle East.Many fact
292、ors can affect salary,including location of role,size of the business,industry,and the level of experience of the candidate.Average is the typical value of the data(sourced from survey responses,job listings,job offers and candidate registrations with Hays Middle East),which is then rounded to the n
293、earest AED 500.Salaries given in currencies other than AED have been converted using the market exchange rate as of November 2022.GCC Salary Guide 2023 55 IntroductionAbout usResourcesSalary trendsRecruiting trendsContact usVP/Chief Marketing Officer80,000-110,00090,000-130,00080,000-120,000Digital
294、Marketing Director 60,000-75,00080,000-110,00065,000-90,000Marketing Director 60,000-75,00080,000-110,00065,000-90,000Head of Digital 50,000-65,00060,000-75,00060,000-70,000Marketing Manager45,000-55,00050,000-60,00045,000-55,000Brand Manager40,000-50,00045,000-55,00040,000-50,000Social Media Manage
295、r25,000-32,00028,000-40,00025,000-35,000Marketing Specialist 20,000-30,00025,000-35,00020,000-30,000Marketing&Digital MarketingPrivate sectorPublic sector-Abu DhabiPublic sector-DubaiPosition AED RangeAED RangeAED RangeEMIRATISATIONSALARY GUIDESalaries shown here represent the total fixed monthly sa
296、lary package for each position,in Arab Emirates Dirhams(AED)as of Q4 2022.Range represents the upper and lower salary rates from salary survey responses,as well as from job listings,job offers and candidate registrations with Hays Middle East.Many factors can affect salary,including location of role
297、,size of the business,industry,and the level of experience of the candidate.Average is the typical value of the data(sourced from survey responses,job listings,job offers and candidate registrations with Hays Middle East),which is then rounded to the nearest AED 500.Salaries given in currencies othe
298、r than AED have been converted using the market exchange rate as of November 2022.Office Manager30,000-35,00035,000-55,00030,000-45,000Executive Assistant 25,000-30,00030,000-40,00030,000-38,000Personal Assistant 20,000-30,00025,000-35,00025,000-30,000Admin Assistant 18,000-25,00020,000-28,00018,000
299、-25,000Office SupportPrivate sectorPublic sector-Abu DhabiPublic sector-DubaiPosition AED RangeAED RangeAED RangeGCC Salary Guide 2023 56 IntroductionAbout usResourcesSalary trendsRecruiting trendsContact usProcurement/FM Director60,000-75,00080,000-110,00065,000-90,000Head of Procurement/FM50,000-6
300、5,00060,000-75,00060,000-70,000Procurement/FM Manager45,000-55,00050,000-60,000 45,000-55,000Procurement/FM Executive20,000-30,00025,000-35,00020,000-30,000Procurement&Facilities ManagementPrivate sectorPublic sector-Abu DhabiPublic sector-DubaiPosition AED RangeAED RangeAED RangeEMIRATISATIONSALARY
301、 GUIDEBusiness Development/Sales Director 65,000-80,00070,000-90,00070,000-85,000Head of Business Development/Sales55,000-75,00065,000-80,00065,000-80,000Business Development/Sales Manager40,000-60,00045,000-65,00045,000-65,000Business Development/Sales Executive20,000-40,00022,000-42,00022,000-42,0
302、00SalesPrivate sectorPublic sector-Abu DhabiPublic sector-DubaiPosition AED RangeAED RangeAED RangeSalaries shown here represent the total fixed monthly salary package for each position,in Arab Emirates Dirhams(AED)as of Q4 2022.Range represents the upper and lower salary rates from salary survey re
303、sponses,as well as from job listings,job offers and candidate registrations with Hays Middle East.Many factors can affect salary,including location of role,size of the business,industry,and the level of experience of the candidate.Average is the typical value of the data(sourced from survey response
304、s,job listings,job offers and candidate registrations with Hays Middle East),which is then rounded to the nearest AED 500.Salaries given in currencies other than AED have been converted using the market exchange rate as of November 2022.GCC Salary Guide 2023 57 IntroductionAbout usResourcesSalary tr
305、endsRecruiting trendsContact usChief Information Security Officer 90,000-130,000100,000-150,00085,000-120,000Chief Technology Officer 90,000-130,000100,000-150,00085,000-120,000IT Director75,000-85,00090,000-110,00065,000-90,000IT Manager40,000-55,00070,000-80,00050,000-60,000IT Project Manager40,00
306、0-55,00065,000-80,00050,000-60,000Senior IT Engineer30,000-45,00045,000-55,00040,000-50,000IT Analyst 20,000-30,00025,000-35,00020,000-30,000IT Officer20,000-28,00028,000-35,00020,000-28,000TechnologyPrivate sectorPublic sector-Abu DhabiPublic sector-DubaiPosition AED RangeAED RangeAED RangeEMIRATIS
307、ATIONSALARY GUIDEProcurement Officer20,000-22,00025,000-30,00020,000-22,000Trade Finance Officer15,000-18,00020,000-25,00015,000-18,000HR Assistant 15,000-18,00020,000-25,00015,000-18,000IT Security Administrator 18,000-20,00022,000-26,000 18,000-20,000Fresh GraduatesPrivate sectorPublic sector-Abu
308、DhabiPublic sector-DubaiPosition AED RangeAED RangeAED RangeSalaries shown here represent the total fixed monthly salary package for each position,in Arab Emirates Dirhams(AED)as of Q4 2022.Range represents the upper and lower salary rates from salary survey responses,as well as from job listings,jo
309、b offers and candidate registrations with Hays Middle East.Many factors can affect salary,including location of role,size of the business,industry,and the level of experience of the candidate.Average is the typical value of the data(sourced from survey responses,job listings,job offers and candidate
310、 registrations with Hays Middle East),which is then rounded to the nearest AED 500.Salaries given in currencies other than AED have been converted using the market exchange rate as of November 2022.GCC Salary Guide 2023 58IntroductionAbout usResourcesSalary trendsRecruiting trendsContact usHR employ
311、ees are some of the happiest in the workforce in the GCC.The sector is busy and theres a demand for professionals with specialist skillsets-the number of jobs available in the market remains consistently high.Salaries in the sector experienced an uplift last year,and more of the same is expected for
312、 the coming year.Promotions could be on the cards,too.Despite this,sector professionals are approaching the year with caution.Regulatory changes spike demandLast year,one in three people working in the HR profession changed roles,up significantly from the 26%of sector professionals that started a ne
313、w job the previous year.Recruitment activity within the sector was busy,even throughout the traditional quiet periods.In the UAE,the sector was impacted by changing regulations,such as the introduction of new labour laws and visa reforms.This led to a growing need for HR professionals who are famili
314、ar with these regulations and could advise companies on compliance.As such,consultancies and professional services companies were particularly active.Additionally,demand for HR professionals was driven by government initiatives,specifically,the new Emiratisation decree.Raises and promotions on the c
315、ardsFor the second year in a row,HR salaries experienced a considerable uplift 52%of people received an increase,most commonly by 5%or less.Whats more,most salaries increased due to a standard annual pay increase across the whole organisation,a clear indication that the sector continues to perform w
316、ell.Despite this,44%of employees are dissatisfied with their salary or pay rate.Only 18%of employees who asked for a pay rise in 2022 were successful 64%did not ask for a pay increase.The outlook is good for the coming year with a significant 81%of employees expecting a pay rise.Furthermore,one in t
317、hree professionals are expecting a promotion.HUMAN RESOURCES GCC Salary Guide 2023 59IntroductionAbout usResourcesSalary trendsRecruiting trendsContact usWho employers look forTheres a high demand for HR specialists in the Gulf region,particularly in the UAE and Saudi Arabia.With a growing populatio
318、n and economy,organisations need Talent Management professionals who can help find,attract,develop,and retain the right talent.Equally,as organisations scale and evolve,Organisational Development Specialists and Business Partnering professionals are required to align HR structures,strategies,and sys
319、tems.This trend is especially prevalent in Saudi Arabia where large-scale projects require a continual influx of new hires across all functions.Additionally,competition for top talent in the region is fierce,and theres a shortage of HR professionals with expertise in compensation and benefits.As com
320、panies increasingly offer competitive packages to attract and retain talent,Compensation and Benefits Specialists are in high demand.Finally,with a growing emphasis on upskilling and reskilling,HR professionals with expertise in training and development are in-demand.What employees wantAside from fa
321、ir compensation and benefits packages,HR employees prioritise positive work-life balance,opportunities for development,and career progression.They want to work for an employer that fosters a positive and inclusive work environment,and that invests in their professional growth,through training and de
322、velopment opportunities.In 2023,33%of sector employees plan to change organisations but stay within the same role or industry.Economic and employment outlookOf the employees that took part in our survey,three-quarters are satisfied with their job.Nevertheless,one in three plans to change organisatio
323、ns but stay within the same role or industry in 2023.When asked about the business outlook for the coming years,45%of employees are cautious about the economic climate and the employment opportunities it may or may not create.Aisha Amarsi,Senior Manager Human Resources,HaysGCC Salary Guide 2023 60 I
324、ntroductionAbout usResourcesSalary trendsRecruiting trendsContact usDid your salary change this year compared to last year?70%52%50%50%61%48%39%202020212022YesNo202220212020Standard annual pay increase across the whole organisation144Individual performance related pay increase243A new job with a new
325、 organisation312A promotion within the same organisation436Other577Inflation 6N/AN/AA pay decrease across the whole organisation721If you experienced a salary change last year,what was the reason?If you experienced a salary change last year,by what percentage did it change?Increased by 6%-10%10%Incr
326、eased by 11%-15%2%Increased by 5%or less27%Increased by more than 15%Stayed the same39%15%Decreased7%In 2023,what percentage increase in pay do you expect to receive?Increase by 6%-10%21%Increase by 11%-15%9%Increase by 5%or less25%Increase more than 15%Stay the same 18%26%Decrease 1%18%18%64%Yes-su
327、ccessfullyYes-unsuccessfullyNoDid you ask for a pay rise in 2022?HUMAN RESOURCESEMPLOYEE SURVEY HIGHLIGHTSSalary*For some questions,total is over 100%as it was possible to select multiple answersGCC Salary Guide 2023 61 IntroductionAbout usResourcesSalary trendsRecruiting trendsContact usHow do you
328、rate your job satisfaction?13%22%Very satisfied 63%2%Satisfied DissatisfiedVery dissatisfied Do you expect a promotion in 2023?34%18%YesNoUnsure48%How long have you been in your current role?6 months to 1 year 19%1-2 years 28%Less than 6 months 14%2-3 years More than 3 years23%16%If you have been in
329、 your current role for less than one year,what was the change you made in your career?I moved within the same organisation15%I am a freelancer,contractor or temp worker and my contract ended3%I changed organisation 79%I became a freelancer or contractor 3%If you have been in your current role for le
330、ss than one year,what were the three main reasons for your change?43%36%21%21%18%Benefits were not aligned with my needsSalary too lowPoor work-life balance OtherLack of career development opportunitiesHUMAN RESOURCESEMPLOYEE SURVEY HIGHLIGHTSCareer*For some questions,total is over 100%as it was pos
331、sible to select multiple answersGCC Salary Guide 2023 62 IntroductionAbout usResourcesSalary trendsRecruiting trendsContact usDo you plan to make any of the following changes to your career path in 2023?I am looking to be promoted in the same department 26%I plan to stay in the same role with my cur
332、rent organisation 24%Change organisation but stay within the same role or industry34%A new role within my current organisation Follow a completely different career path3%10%Other 2%Set up my own business or become self-employed1%If you are planning to leave your current job in 2023,what are the thre
333、e main reasons?Lack of career development opportunities36%Lack of career progression 33%Salary too low44%Lack of job securityPoor relationship with my manager23%23%Aside from salary,which of the following factors are most important to you when considering a new role?Work-life balance(including flexible working)55%Career development or continuing professional development 52%Benefits package64%Job s