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1、Salary Guide2024China2 2PERSOLKELLY 在13个国家和地区设有超过80个办公室,包括澳大利亚、中国、中国香港、中国台湾、印度、印度尼西亚、韩国、马来西亚、新西兰、菲律宾、新加坡、泰国和越南。招聘业务涵盖汽车、医药科研、化工、消费品、工业制造、银行与金融、财务、法律与合规、高科技与互联网、酒店、人力资源等多个行业。我们将一如既往地为企业提供包括招聘、高端人才寻猎、人才地图、薪资调研、灵活用工、劳务派遣、代发工资、招聘流程外包、服务流程外包、人事制度和劳务咨询、人才培育等综合人力资源服务。PERSOLKELLY is a leading Human Resource
2、s Solution specialists in Asia Pacific region that provides comprehensive end-to-end workforce solutions.Headquartered in Singapore,PERSOLKELLY spans over 80 offices across 13 markets including:Australia,China,Hong Kong,India,Indonesia,Korea,Malaysia,New Zealand,Philippines,Singapore,Taiwan?Thailand
3、 and Vietnam.For more information,please visit PERSOLKELLY CONSULTING 为在华企业提供全方位的人事劳务咨询服务,作为企业的合作伙伴,在人事劳务领域协助企业解决人员与组织问题。PERSOLKELLY CONSULTING 现于上海、北京、广州、深圳和中国香港设有五个分支机构,业务内容涵盖人事劳务咨询、人事制度、人才培育、职业过渡服务等综合人力资源服务。PERSOLKELLY CONSULTING provides comprehensive workforce consulting services for Japanese c
4、ompanies in China.We assist in solving HR personnel and organisational challenges.PERSOLKELLY CONSULTING now has five branches in Shanghai,Beijing,Guangzhou,Shenzhen and Hong Kong.For more information,please visit 3Methodology:Salary figures included in the 2024 China Salary Guide are derived by com
5、bining the expert market knowledge of senior recruitment professionals within the PERSOLKELLY China network,as well as job placement data recorded on the PERSOLKELLY China database.3概述 Executive Overview 6财务 Finance&Accounting 8人力资源 Human Resources 12化工 Chemical Industry 16先进制造 Advanced Manufacturin
6、g 22消费品 Consumer 28高科技与互联网 High-Tech&Information Technology 34医疗保健与生命科学 Healthcare&Life Sciences 40设计及房地产 Design&Property 46汽车制造 Automotive 50专业服务机构 Professional Services 62银行业与金融服务 Banking&Financial Services 66半导体 Semiconductor 76灵活用工 Temporary Staffjng 80日资企业薪酬指南Contents汽车及机械 90半导体及电子IC 94化工原材料 98
7、互联网 102金融服务 104消费品及服装零售 106贸易进出口及物流 108广告、咨询、商业服务 110财务及人事行政 112 56China has been battling COVID-19 for three long years,and it has posed several challenges to the countrys economic operations.However,in the first half of 2023,China witnessed a revival in domestic demand,and the market confidence gr
8、ew stronger with the introduction of policies to stabilise the economy and expectations.The second half of 2023 is expected to bring about a significant recovery in the job market,and the country is likely to experience an economic upturn in 2024.Over the past year,there has been a significant advan
9、cement in digital technology.Innovative applications such as ChatGPT have brought about considerable changes in various industries.It is expected that digital technology will continue to have a disruptive impact on employment and working modes in the future.With the global economic slowdown and layo
10、ffs in the post-pandemic era,cost reduction and efficiency improvement have become the buzzwords for enterprises operations in 2023.Executive OverviewChina has also accelerated its pace towards digitalisation due to the COVID-19 pandemic and an economic downturn,making it a primary focus of science
11、and technology policies in the future.As a result,the demand for digitalisation talent will continue to rise,with numerous new and promising positions emerging in fields such as AI and digitalisation.7In addition,the auto industry has made significant progress in intelligent development,especially w
12、ith the stable growth and higher penetration of NEVs and EVs.Chinese auto brands are also boldly advancing in going global,which presents numerous new opportunities.The manufacturing industry is also undergoing a supply chain reorganisation,which further adds to the potential for growth and developm
13、ent.Temporary staffing has become a crucial method for enterprises to grow and expand their scale,especially in times of economic uncertainty,industrial structure upgrades,and population structure adjustments.The central government and local authorities have introduced several policies in recent yea
14、rs to stimulate the growth of the temporary staffing industry.However,when compared to developed countries,Chinas temporary staffing market still has Sam Lee Regional Finance Directora lot of room for development.As a result,the potential for growth in this field is enormous,and China is expected to
15、 catch up quickly.2024 marks a year of both challenges and opportunities.The job market will increase in 2024 after a“cold winter”.We should keep abreast with market changes and be ready for the upcoming opportunities.As a professional and authoritative HR service agency,PERSOLKELLY is committed to
16、staying up-to-date with the latest developments in the industry and providing reliable assistance to companies in their search for skilled professionals,even in the face of changing circumstances.The demand for digitalisation talents will continue to rise8In the Finance and Accounting sector,coming
17、into 2023 2024,most organisations are taking a more conservative approach in terms of growth and organisational expansion.As the market becomes more challenging,finance and accounting jobs are placing greater emphasis on optimising operations,streamlining organisations,and reducing costs.This means
18、that professionals with experience and expertise in these areas will be in high demand this year.As market players are less adventurous in exploring IPO plans,we are seeing fewer openings in related functions.Overall salary benchmark is expected to stay on level in 2023/2024,with new opening demands
19、 to mainly concentrated on management to director levels.On the Director to Chief level,we expect there are quite a few large MNC boards currently in strategy discussion on whether to have a change in their leadership team with members from more growth-centric mindsets to leaders who can take a more
20、 conservative stance.对于财务和会计行业而言,2023-2024年,大多数企业在业务增銷和扩张方面会采取更加保守的策略。财务和会计部门的员工会越来越注重提高运营效率、精简企业架构,以及控制和节约成本,以此应对即将到来的市场挑战。因此,在这些领域具有丰富经验/专业知识的人才将在今年处于绝对有利的地位。随着市场丷体不再热衷于推进IPO方案的进展,我们可以发现,相关职能部门的空缺职位正在不断减少。据预计,2023/2024年,总体薪酬基准将保持不变,新增空缺职位需求丷要集中在管理层至董事级别的职位。从董事到首席领导者的层面来看,我们预计许多大型跨国公司董事会正在展开战略讨论,确定
21、是否有必要改变公司的领导团队,让能够采取更加保守立场的领导者替代坚持以增銷丶中心的团队成员。财务Finance&Accounting 910Finance&Accounting 财务 Annual Salary(RMB)CFO首席财务官MBA20+2.0M6.0MFinance Director财务总监Master/Bachelor15+1.0M2.0MFinance Director/Finance Vice President财务总监/财务副总裁Master/Bachelor15+1.0M2.0MFinance Controller财务总监Master/Bachelor15+800K1.2
22、MDigitalisation Director信息化总监Master/Bachelor15+1.0M4.0MDigital Finance Manager信息化财务经理Master/Bachelor6+400K600KFinance Manager/Senior Manager财务/高级财务经理Bachelor10+600K1.0MTreasury Director资金总监Master/Bachelor15+1.0M2.0MTax Director税务总监Master/Bachelor15+800K1.5MTax Manager/Senior Manager税务/高级税务经理Bachelor
23、10+500K1.0MTreasury Director资金总监Master/Bachelor10+1.0M2.0MTreasury Manager/Senior Manager资金/高级资金经理Bachelor10+600K1.0MFP&A Director财务分析总监Master/Bachelor12+1.0M2.0MFP&A Manager/Senior Manager财务计划与分析经理/高级经理Bachelor10+600K1.0MFinance BP(Director)财务业务总监Master/Bachelor10+1.0M2.0MSSC Controller/Director共享中
24、心总监Master/Bachelor12+800K1.5MAccounting Manager/Senior Manager会计经理Bachelor10+600K1.0MInternal Audit Director内审总监Master/Bachelor12+1.0M2.0MInternal Audit Manager/Senior Manager内审/高级内审经理Bachelor10+400K1.2MInternal Control Manager/Senior Manager内控/高级内控经理Bachelor10+600K1.2MMAXMINQUALIFICATIONEXPERIENCE
25、(YEARS)11 Annual Salary(RMB)MAXMINQUALIFICATIONEXPERIENCE (YEARS)Compliance Manager/Senior Manager合规/高级合规经理Bachelor10+500K1.0MCredit Manager/Senior Manager信用/高级信用总监Bachelor10+400K850KM&A Director投资并购总监Master/Bachelor10+1.0M2.0MPlant FC工厂财务总监Bachelor10+600K1.0MPlant FM工厂财务经理Bachelor10+400K800K财务和会计行业
26、的 总体薪酬基准将保持不变,新增空缺职位需求主要集中在管理层至董事级别的职位。财务和会计部銸的员工会越来越注重 提高运营效率、精简企业架构,以及控制和节约成本,以此应对即将到来的市场挑战。Hot Job|Figures are base salary(Not inclusive of Benefits&Bonuses)12With market conditions becoming increasingly volatile,the demand for the Human Resources market sector is leaning towards functions that c
27、an improve organisational efficiency and cost/process streamlining.For mid to junior segment,the salary benchmark in 2023 and the first half of 2024 is expected to maintain as 2022/2023 with a slight increase(0-5%increase y-o-y.),while the number of hirings is expected to experience a slight decreas
28、e in 3%-5%overall.For senior to chief level market segments,we expect an overall number of openings will experience a slight increase(up to 10%),as many organisations are relying on experienced HR/Talent professionals to provide strategic insight to navigate talent challenges,identify organisational
29、 competence gaps and increase talent utilisation/efficiency.Regarding HR functions in demand,HRBP,Talent Growth Strategy and HR Technology adoption remains to be a critical aspect,especially towards larger MNC organisations.市场环境日益动荡,人力资源市场部銸愈发重视可提升组织效率和节约成本/简化流程的职位。初中层次人才市场2023年及2024年上半年的薪资基准预计与2022
30、/2023年水平相当,可能会出现小幅度上涨(同比增銷0-5%),但招聘人数预计将略有下跌,整体跌幅为3%-5%。高级至首席层次人才市场的总空缺职位数将有所增加(至多上涨10%),因为各大公司需要经验丰富的人力资源/专业人才为其提供战略见解,进而应对人才挑战,确定组织能力差距,提升人才利用率/效率。对于各大公司(尤其是大型跨国公司)的人力资源职能需求而言,关鉹点仍在于人力资源业务合作伙伴、人才成銷战略和人力资源技术的采用。人力资源Human Resources 1314MAXMINQUALIFICATIONEXPERIENCE (YEARS)CHRO首席人力资源官MBA15+2.0M5.0MHR
31、VP人力资源副总裁MBA15+1.2M3.0MHR Director人力资源总监MBA15+1.0M1.5MSenior HR Business Partner高级人力资源业务伙伴Bachelor10+800K1.5MHR Business Partner人力资源业务伙伴Bachelor7+400K800KSenior HR Manager高级人力资源经理Bachelor10+600K1.0MSenior Digitalisation Manager高级数字化经理Bachelor10+500K1.2MDigitalisation Manager数字化经理Bachelor8+400K800KCh
32、ange Management Manager变革管理经理Bachelor10+600K1.2MHR Manager人力资源经理Bachelor8+400K600KPlant HR Manager工厂人事经理Bachelor8+400K600KC&B Director薪酬福利总监Bachelor10+800K1.5MComp Manager薪酬经理Bachelor8+400K600KBenefits Manager福利经理Bachelor8+400K600KRewards Manager奖酬管理经理Bachelor8+400K600KTalent Acquisition Director招聘总
33、监Bachelor10+650K2.0MSenior Talent Development Manager资深人才发展经理Bachelor10+650K1.5MTalent Development Manager才发展经理Bachelor8+400K800KSenior Talent Management Manager资深人才管理经理 Bachelor10+650K1.5MTalent Management Manager人才管理经理 Bachelor8+400K800KSenior Learning&Development Manager资深学习和发展经理 Bachelor10+650K1
34、.5MLearning&Development Manager学习和发展经理 Bachelor10+400K800KHuman Resources 人力资源 Annual Salary(RMB)15MAXMINQUALIFICATIONEXPERIENCE (YEARS)Senior OD Manager资深组织发展经理Bachelor10+600K1.5MOD Manager组织发展经理Bachelor8+400K800KSenior Training Manager资深培训经理Bachelor10+650K1.0MTraining Manager培训经理Bachelor8+400K600K
35、Senior Employee Relationship Manager员工关系经理Bachelor8+650K1.0MEmployee Branding Manager&Communnication Manager雇主品牌传播经理Bachelor8+400K800K初中层次人才市场 2023年及2024年上半年的薪资基准预计会出现小幅度上涨。招聘人数预计将略有下跌,整体跌幅为 3%-5%Hot Job|Figures are base salary(Not inclusive of Benefits&Bonuses)Annual Salary(RMB)162023 marks a tough
36、 year for the chemical industry.The combination of several factors,such as the Russia-Ukraine conflict and the monetary policy of the U.S.has made most chemical enterprises worldwide experience a decline y-o-y in both sales amount and sales profit.Considering the numerous M&A and division cases that
37、 happened in the chemical industry in 2023,chemical enterprises are expected to adjust the business direction,organisational structure and employee composition in 2024 based on their own conditions.In the face of a challenging yet fiercely competitive market of petroleum refining and commodities,the
38、 fine chemical industry,foreign-invested enterprises and leading domestic enterprises are prioritising product innovation and differentiation over engaging in a mere price war.This shift has led to increased demand for talent in product research and development,product application,and technical sale
39、s.However,there is a reduced demand for roles in marketing,factory operation,EPC(Engineering,Procurement,and Construction),and support.Enterprises are currently exploring new avenues for growth.The new energy industry is seeing a surge in demand for new energy vehicles and power batteries.Moreover,t
40、he energy storage and hydrogen energy industries are also experiencing a rise in demand,leading to new opportunities for growth.Additionally,there are also emerging opportunities for supply chain restructuring.For instance,Chinas high-tech industries,particularly the semiconductor industry,are at ri
41、sk of being“strangled”.However,there is an expanding share of Chinas semiconductor materials and equipment companies,which presents opportunities for materials manufacturers.Recycling and circular economy initiatives,such as lithium battery,polyester recycling and carbon capture,have reached the com
42、mercialisation stage,indicating that there will be further development in this field in the forthcoming years.For candidates,the chemical industry is a combination of many sub-industries and sub-applications,and focusing on long-term cooperation and reputation building will benefit their career deve
43、lopment.Despite the challenging environment,the benefits of creating new jobs outweigh the benefits of maintaining stability.2023年对于化工行业来说是充满困难的一年,受俄乌地缘政治冲突、中美贸易战与美国货币政策等多重因素冲击影响影响,全球大多数化工企业的鉎售额与鉎售利润呈现同比下降趋势。2023年化工行业的“收购合并分拆”等消息不断,可以预见的是2024年各大化工企业会根据自身情况调整业务方向、组织架构与人员比例。石油炼化与大宗品行情遇冷、竞争激烈,精细化工行业、外资
44、企业以及国内领导头企业都在竭力避免纯粹的价格战,为了研发性能更好的产品或者更好地突出自身产品的优势,反映到人才招聘市场上,产品研发、产品应用和技术鉎售岗位比例略有提升。市场/工厂运营/EPC/支持部銸的岗位略有缩减。与此同此,各大企业也在积极寻求新的增銷点。新能源行业方面,新能源汽车与动力电池继续发展,储能行业与氢能带来新的机会。供应鉌重组也带来新的机会,譬如中国高科技行业特别是半导体行业受到“卡脖子”的威胁,中国半导体材料与设备企业份额在扩大,同时也给材料企业带来了机会。循环经济/可回收已经进入到商业化阶段,譬如鉐电池回收/聚酯回收/碳捕集等等,相信在未来几年会有更大的发展。对于候选人来说,
45、化工行业是很多个子行业、子应用的组合,着眼于銷期的合作与口碑建设将有利于职业生涯的发展。另一方面,虽然大环境困难,但新岗位带来的“职场增值”依然大于没有变化的“稳定”。化工Chemical Industry 1718MANAGEMENT 管理VP/Managing Director亚太区副总裁/执行总经理Bachelor/MBA20+2.0M4.0MAPAC BU Director亚太区业务部门总监Bachelor/MBA20+1.5M2.5MGeneral Manager总经理Bachelor/MBA18+1.0M3.0MSALES&MARKETING 销售与市场Sales Director
46、销售总监Bachelor/MBA15+1.0M2.0MChannel Manager渠道经理Bachelor8+500K800KSales Manager销售经理Bachelor8+400K800KAccount Manager客户经理Bachelor5+200K500KBusiness Development Manager业务开发经理Bachelor/MBA6+400K1.0MMarketing Director市场总监Bachelor/MBA15+1.0M2.5MStrategic Marketing Manager战略经理Bachelor/MBA10+800K1.5MCommercia
47、l Excellence 商务优化Bachelor/MBA8+800K1.2ME-commerce Director电商总监Bachelor/MBA8+1.0M2.0MDigital Marketing Manager数字营销Bachelor/MBA5+500K1.0MMarket Analyst市场分析Bachelor/MBA5+300K500KMarketing Manager-4P市场经理Bachelor/MBA10+500K1.0MMarketing Communications Manager市场传播经理Bachelor8+400K800KProduct Manager产品经理Bac
48、helor/Master5+300K700KMAXMINQUALIFICATIONEXPERIENCE (YEARS)Chemical Industry 化工 Annual Salary(RMB)19R&D 研发R&D Director研发总监Master/PhD15+1.2M2.5MR&D Manager研发经理Master/PhD10+500K1.2MScientist技术专家Master/PhD5+300K800KApplication Development应用开发Master/PhD8+500K800KSenior Chemist资深研究员Master/PhD5+200K600KCh
49、emist研究员Bachelor/Master5+150K400KInnovation Project Manager创新项目经理Bachelor/Master8+400K800KTechnical Service Director技术服务总监Bachelor/Master10+1.0M1.5MTechnical Service Manager技术服务经理Bachelor/Master10+500K800KMAXMINQUALIFICATIONEXPERIENCE (YEARS)为了研发性能更好的产品或者更好地 突出自身产品的优势,产品研发、产品应用和技术销售岗位比例略有提升。循环经济/可持续
50、产品 /废弃物循环利用等等,相信在未来几年会有更大的发展。Hot Job|Figures are base salary(Not inclusive of Benefits&Bonuses)Annual Salary(RMB)20Chemical Industry 化工OPERATIONS 运营Operation Director运营总监Bachelor18+1.0M2.5MPlant Manager工厂厂长Bachelor15+700K1.2MEngineering Manager工程经理Bachelor12+400K800KQuality Director质量总监Bachelor15+70
51、0K1.2MTolling Manager代加工制造经理Bachelor8+300K600KProduction Manager生产经理Bachelor12+300K500KMaintenance Manager维修经理Bachelor/Master10+300K500KAI Expert人工智能专家PhD2+400K800KProcess Optimisation Manager工艺优化经理Master/PhD8+400K1.0MProcess Safety工艺安全Bachelor/Master8+400K800KEHS Manager安全环境健康经理Bachelor8+300K600KLe
52、an/Six Sigma Manager精益经理Bachelor8+400K800KProduct Stewardship/Regulation合规Bachelor8+400K800KPROJECT 项目Project Manager项目经理Bachelor/Master12+600K1.0MContract Manager合同经理Bachelor/Master8+500K1.0MProject Control项目控制Bachelor8+500K800KProject Engineer项目工程师Bachelor5+300K600KProcess Expert工艺专家Bachelor/Maste
53、r10+500K1.0MCommissioning Expert开车专家Bachelor/Master10+500K1.0MMAXMINQUALIFICATIONEXPERIENCE (YEARS)Annual Salary(RMB)21SUPPLY CHAIN MANAGEMENT(SCM)供应链Supply Chain Director供应链总监Bachelor/CPIM15+1.0M2.5MSupply Chain Manager供应链经理Bachelor/CPIM10+500K1.2MProcurement Director采购总监Bachelor/CPSM15+800K1.5MPro
54、curement Manager采购经理Bachelor10+600K800KSupply Chain Excellence供应链优化Bachelor8+400K800KPlanning Leader供应需求计划Bachelor/Master10+500K750KCategory Manager品类经理Bachelor/CPSM8+300K600KLogistics Director物流总监Bachelor15+800K1.2MLogistics Manager物流经理Bachelor8+400K600KCustomer Services Manager客户服务经理Bachelor8+400K
55、600KTrade Compliance Manager贸易合规经理Bachelor/Master8+500K1.0MSUSTAINABILITY 可持续Sustainability Manager(CSR)可持续经理(企业社会责任)Bachelor/Master8+300K600KBD Manager,Sustainability (Green Hydrogen/Recycling/Carbon Capture,etc.)业务战略经理Bachelor/MBA8+600K1.5MMAXMINQUALIFICATIONEXPERIENCE (YEARS)Hot Job|Figures are b
56、ase salary(Not inclusive of Benefits&Bonuses)Annual Salary(RMB)22中国是世界工厂,生产的产品面向全球。但近些年全球化趋势被打断,美国/欧洲/亚洲等经济体开始自建供应鉌体系,出台了“脱釾/去风险.”等措施,导致2023中国制造业出口业务遭遇较大困难,预计困难将会继续持续。加上国内消费与投资不振,制造业竞争更加充分与激烈,甚至出现了“亏鈆买市场”的现象。值得注意的是,此次影响不仅仅影响到中国企业,外资企业也同样面临了利润率下降,销售额下降等情况。我们观察到以下一些趋势,越来越多的企业看到数字化效果,包括管理效率的提升,企业运营成本的优
57、化,产品质量一致性上更好等,也将会继续深化数字化改革;售后市场方面,由于国内新的投资项目的放缓,各大制造型企业开始重视售后市场,期待售后市场成为新的增长点;出海方面,国内企业对出海都有所关注,希望利用我国的成本优势、生产技术优势来抢占海外市场,但同样,跨国生意会碰到文化冲突和语言沟通等难点。具体到招聘市场,一方面公司在积极地“降本增效”,但另一方面,企业愿意为“真正能解决问题的人选”付出高的报酬,甚至以超出企业内部预算的方式。中高端岗位的胜任度模型中“战略”、“上海品茶匹配度”、“团队合作”等重视程度下降,而“工作经验”重视程度上升,呈现出务实的态度:“如何通过招聘到合适人才解决生意上的问题”
58、。而对于初级岗位,企业更注重潜力,愿意投入更多资源招聘“好苗子”。对于候选人来说,未来几年市场的市场激烈竞争将会继续。对于希望在职业道路上有更多发展的朋友,主动“卷”起来;另外不要只是因为薪资跳槽,岗位与公司平台能提供的机会,能够得到的历练会更加重要;同时在择业和工作过程中调整心态,不怨天不由人,以积极的态度解决问题。先进制造Advanced Manufacturing China is a major global manufacturer,producing goods for countries all over the world.However,in recent years,the
59、 trend of globalisation has been interrupted.Major economies such as the United States,Europe,and Asia have started building their own supply chain systems and implementing measures such as“decoupling”and“de-risking.”This has created a significant challenge for Chinas manufacturing industry,particul
60、arly in terms of exports,and it is expected that this challenge will continue.Additionally,due to slow domestic consumption and investment,competition in the manufacturing industry has become increasingly high.Some companies are even losing money in an attempt to gain market share.It is important to
61、 note that the impact of this situation is not limited to Chinese enterprises,as foreign companies are also experiencing a decline in both sales and profit margins.Weve observed that more and more enterprises are experiencing the benefits of digitalisation,such as increased management efficiency,opt
62、imised operating costs,and improved product quality consistency.As a result,they will continue to deepen their digital reform efforts.Due to the slowdown of new investment projects in China,major manufacturing enterprises are starting to focus on the after-market and see it as a potential new area f
63、or growth.In terms of global expansion,domestic enterprises are looking to leverage their cost and production technology advantages to capture overseas market shares.However,multinational companies may face cultural conflicts,language barriers,and other challenges.2324Regarding the human resources m
64、arket,employers aim to reduce costs and increase efficiency while also offering high salaries to candidates who can effectively solve problems,even if it means exceeding their budget.The way companies hire people for middle and higher-level positions has changed.They are now less focused on things l
65、ike strategy,corporate culture,and teamwork,and more focused on work experience.This shift reflects a more practical approach to finding the right people who can solve business problems effectively.For entry-level positions,employers seek individuals with potential and are willing to invest more res
66、ources in recruiting them.先进制造Advanced Manufacturing For candidates,the job market will remain highly competitive in the coming years.Those who aspire to advance their careers should proactively seek out opportunities to learn and develop new skills.Pursuing a job solely for a higher salary may not
67、be the best course of action,as the experience and growth potential of a company and position should be considered as well.Its also important to approach job selection and work with a positive mindset and a focus on problem-solving rather than placing blame.By adopting this approach,individuals can
68、position themselves for success in the job market.25MAXMINQUALIFICATIONEXPERIENCE (YEARS)MANAGEMENT 管理Deputy CEO副首席执行官EMBA/MBA25+2.0M6.0MVP/Managing Director副总裁/执行总经理EMBA/MBA20+1.5M4.0MGeneral Manager总经理MBA/Bachelor20+950K2.5MBU Head业务部门总监MBA/Bachelor15+750K1.8MPRODUCT DEVELOPMENT 产品研发R&D VP研发副总PHD/
69、Master20+1.0M1.8MR&D Director研发总监PHD/Master20+800K1.5MMechanical Manager机械经理Master/Bachelor8+400K800KHardware Manager硬件经理Master/Bachelor8+500K1.0MHardware Engineer硬件工程师Master/Bachelor3+300K600KPower Electronics Engineer电力电子工程师Master/Bachelor3+300K600KEmbedded Software Manager嵌入式软件经理Master/Bachelor10
70、+500K1.2MEmbedded Software Engineer嵌入式软件工程师Master/Bachelor3-10300K600KEmbedded Test Engineer 嵌入式测试工程师Master/Bachelor3-10250K500KComputer Visual Engineer计算机视觉工程师Master/Bachelor5+350K800KThermal Management Engineer热管理工程师Master/Bachelor5+250K500K Hot Job|Figures are base salary(Not inclusive of Benefit
71、s&Bonuses)Annual Salary(RMB)26Advanced Manufacturing 先进制造DIGITALISATION&IOT 数字化与物联网Digital Transformation Head企业数字化转型负责人PHD/Master12+1.2M2.5MDigital Manufacturing Head数字化制造总监/数字化工厂负责人PHD/Master8+800K1.8MR&D Director,Digitalisation数字化平台研发负责人PHD/Master12+1.2M2.0MManager/Architecter,Digitalisation数字化研发
72、经理/架构师PHD/Master10+600K1.2MAI Director/Expert人工智能总监/专家PHD/Master8+1.5M3.0MSenior AI Engineer人工智能资深工程师PHD/Master5-10500K1.0MDirector,Big Data大数据总监PHD/Master8+800K1.5MR&D Manager,Cloud Platform云平台研发经理Master/Bachelor8-20600K1.2MSoftware Engineer,Cloud Platform云平台软件工程师Master/Bachelor3-10300K600KCyber Se
73、curity Director网络安全总监PHD/Master10+1.0M2.0MProduct Manager,IOT物联网产品经理Master/Bachelor6-15400K800KDigital Consultant数字化咨询顾问Master/Bachelor10+500K1.2MSALES&MARKETING 销售和市场General Manager-Sales销售总经理Master/Bachelor20+1.0M2.0MSales Director销售总监Master/Bachelor15+700K1.4MSales Manager销售经理Bachelor8+300K500KCh
74、annel Manager渠道销售经理Bachelor10+300K500KKey Account Manager大客户经理Bachelor5+300K600KMarketing Director 市场总监Master/Bachelor15+800K1.5MDigital Marketing/Social Media Manager数字化营销经理Master/Bachelor8+500K800KE-Commerce Manager电商经理Master/Bachelor5+400K800KMarketing Manager市场经理Bachelor5+400K600KBusiness Develo
75、pment Manager业务拓展经理Bachelor5+500K1.0MProduct Marketing Manager产品市场经理Bachelor5+500K800KMarketing Communications Manager市场传媒经理Bachelor5+300K600KMAXMINQUALIFICATIONEXPERIENCE (YEARS)Annual Salary(RMB)27MAXMINQUALIFICATIONEXPERIENCE (YEARS)OPERATIONS 运营 Operations Director运营总监MBA/Bachelor15+600K1.5MOper
76、ations Manager运营经理Master/Bachelor10+450K800KEngineering Director工程总监Master/Bachelor15+600K1.2MEngineering Manager工程经理Master/Bachelor10+400K700KLean Manufacturing Manager精益生产经理Bachelor8+400K1.0MProduction Director生产总监Master/Bachelor10+450K800KAutomation Manager自动化经理Bachelor8+300K600KQuality Director质
77、量总监Master/Bachelor15+650K1.2MQuality Manager质量经理Bachelor8+300K600KEHS ManagerEHS经理Master/Bachelor10+300K500KMaintenance Manager维修经理Master/Bachelor10+250K500KFacility Manager厂务设施经理Master/Bachelor10+250K500KProject Director项目总监Master/Bachelor15+600K1.2MSUPPLY CHAIN MANAGEMENT(SCM)供应链Supply Chain Direc
78、tor供应链总监MBA/Bachelor15+800K1.5MSupply Chain Manager供应链经理Bachelor12+500K1.0MSourcing Director采购总监MBA/Bachelor12+500K1.2MSourcing&Purchasing Manager采购经理Bachelor8+400K800KLogistic Director物流总监MBA/Bachelor12+500K1.2MLogistic Manager物流经理Bachelor8+400K800KPlanning Manager计划经理Bachelor8+400K800KOptimisation
79、 Manager流程优化经理Bachelor8+500K1.0M Hot Job|Figures are base salary(Not inclusive of Benefits&Bonuses)Annual Salary(RMB)28消费品Consumer2023年,消费品行业处乞稳固恢复中,但是在这个庞大的生态中并非所有乹都过得惬意,对乞许多亥业和品牌来讲,2023或许才是挑战开启的一年。经过3年的疫情影响,消费者对乞消费品类的冲动消费亗及过量的消费行丶比例在减小,固有化的折扣活动和乔赠力度乏逐渐难亗让消费者乔单。各个品牌重新回归本质,把更多的注意力放回打磨乯品上面。但是好在疫情得到乘有
80、效控制,解除乘出行和物流限制,更方便外资跨国消费品公司高层来到中国,对乞中国市场进行重新评估和更快的策略更改;乏更方便国货品牌进驻海外市场,扩大出海业务占比。线下渠道的重新开放,乏让线上线下联动重新提上议程。乡联网平台的组织架构乏随着市场需求调整,给平台带来乘更多新鲜血液的同时乏在寻求更高效的发展方式。经历乘3年的出行限制,亅年跨国消费品公司高层重新“组团”拜访中国,对中国市场重新调整市场策略和发展方向,有乧亥业在非丷营业务上进行乘结构性裁员。在招聘方面,招聘节奏放缓,HEADCOUNT紧缩是亅年外资消费品公司的现状。但是相信在不丼的将来,随着总部对国内市场的策略调整,会有新的一波招聘热潮的出
81、现。线下渠道虽然客流比乀前呈现上升趋势,但是在一、乜线城市各个品牌趋向店鉉更精简更追求盈利,同时各个品牌把目光放在乘三、四线城市的开拓,并且目前来看都收获乘不鉧的回报。同时,在疫情期鋃由线下渠道建立起来的私域渠道继续同步发力,且私域的鉎售形式已经不是简单的拉群发广告,而是拥有乘更精准的对乞顾客群的划分,和对乞不同顾客群拥有釠对性更强的优惠策略。国货品牌经过3年多的市场沉浮,最终有乧品牌能够在市场上站稳脚跟,而有乧品牌已经变成乘“昙花一现”。除乘再继续伴随着国潮热在国内继续发展的同时,多个品牌乏把更多的重心放在乘海外市场上,同时在招聘上面乏出现乘更多出海业务的岗位,给候选乹些带来乘更多的选择和方
82、向。乡联网平台的发展放缓,组织架构的调整继续让乡联网行业给市场输送乘更多全面型乹才,因丶拥有对平台更高的熟悉度,予而可亗帮助品牌方在平台上带来更多资源置换的可能,收获更多的生意。社乬电商(抖音、快手、小红乒)乏在继续寻求多方位的全面发展,丰富自己的业务线,创造乘不少的岗位乏增加乘平台乀鋃的乹员流动。虽然2023年消费品市场的招聘需求比较低迷,但是随着外资集团战略的重新定位,亗及乡联网和国乯品牌的进一步拓展。在不丼的将来,市场终将恢复往日的“热鋈”。对乞候选乹来说,保持开放心态,积极应对行业发展的不确定性,同时修炼内功,保持市场竞乚力,时刻关注市场的招聘需求变化,才能更好地应对行业变化。2930
83、The consumer goods industry is on a path to recovery in 2023,but not all professionals feel comfortable in this vast ecosystem.Many companies and brands are just starting to face challenges in the aftermath of the three-year COVID-19 pandemic.Consumers have become more mindful of their impulsive and
84、 excessive consumption of consumer products,making it harder for brands to entice them with special offers and free gifts.Brands must focus on their products and make changes accordingly.Fortunately,the COVID-19 pandemic is under control,and travel and logistics restrictions have been lifted,making
85、it easier for senior executives of foreign multinational consumer goods companies to come to China,reevaluate the market,and strategise more quickly.Domestic brands can also expand their overseas business and enter foreign markets.The reopening of offline channels has renewed the focus on online and
86、 offline linkage,and Internet platforms have adjusted their organisational structure to meet market demands.This has brought in more young talent and improved efficiency in development.This year,senior executives from multinational consumer goods companies made group visits to China to rethink their
87、 market strategies and development plans.Some companies even underwent structural layoffs to streamline their non-core businesses.The pace of recruitment has slowed down,and headcount retrenchment has become the new norm for foreign consumer goods companies.However,it is expected that there will be
88、a fresh surge of job opportunities in the near future,as headquarters adjust their strategies for the domestic market.Despite an upward trend in offline channel traffic,brands in first and second-tier cities are focusing on streamlining their shops for profitability while eyeing business development
89、 in third and fourth-tier cities.This strategy has yielded positive returns so far.Concurrently,private channels established during the COVID-19 pandemic by offline retailers continues to evolve.These channels no longer rely on simple group chats or advertising;instead,they classify customer groups
90、more precisely and employ targeted strategies for special offers tailored to different customer segments.After more than three years of market competition,some brands have solidified their position while others have vanished.With the rising popularity of Chinese fashion brands domestically,many are
91、now shifting attention to overseas markets.This expansion has opened up more opportunities abroad for prospective candidates.The slowdown in Internet platform development and ongoing organisational adjustments have led the Internet industry to release a diverse pool of talent into the job market.The
92、se individuals,well-versed in platforms,assist brand owners in leveraging resources through these platforms,thereby boosting business.Social e-commerce platforms like Douyin,Kuaishou,and Xiaohongshu are also diversifying their business lines,generating numerous job opportunities and increasing perso
93、nnel movement across platforms.Although recruitment in the consumer goods market for 2023 has been relatively slow,the strategic repositioning of foreign-funded groups and the expanding presence of Internet and domestic brands will likely revive the markets bustling nature in the near future.For can
94、didates,its crucial to remain adaptable,proactively respond to industry uncertainties,acquire skills to maintain competitiveness and stay attuned to evolving recruitment needs to navigate the industry changes effectively.消费品Consumer 31MAXMINQUALIFICATIONEXPERIENCE (YEARS)RETAIL&LUXURY 零售&奢侈品General
95、Manager总经理Master20+2.0M5.0MMarketing Director市场总监Master15+1.0M2.5MMarketing Manager市场经理Bachelor8+500K900KDigital Manager数字营销经理Bachelor6+500K800KPR Manager公关经理Bachelor6+400K700KBusiness Development Director全国店铺开发总监Master15+800K1.8MBusiness Development Manager开发拓展经理Bachelor5+400K800KOperation Director
96、营运总监Master15+1.0M2.5MRetail Manager 全国零售经理Bachelor10+650K1.5MArea Manager区域经理College8+300K600KNational Training Director全国培训总监Bachelor15+1.0M1.8MNational Training Manager全国培训经理Bachelor10+400K1.2MMerchandising Director 商品总监Master12+700K1.5MMerchandising/Buying Manager商品经理Bachelor10+450K800KBuyer/Merc
97、handiser买手Bachelor3+200K500KVisual Merchandising Manager视觉陈列经理Bachelor8+350K800KArea VM区域陈列Bachelor5+200K400KDesigner设计师College3-5150K300KChief Designer主设计师College6-8300K500KFranchisee Director批发总监Bachelor15+700K1.8MRegional Sales Manager大区销售经理Bachelor 10+400K700KArea Sales Manager 区域销售经理College7+20
98、0K400KCRM Manager客户关系经理Bachelor10+300K800KCustomer Service Manager顾客服务经理Bachelor10+300K800K Hot Job|Figures are base salary(Not inclusive of Benefits&Bonuses)Annual Salary(RMB)32FMCG 快速消费品General Manager总经理Bachelor/Master15+2.5M6.0MNational Sales Director 全国销售总监Bachelor15+1.2M2.5MRegional Sales Mana
99、ger大区销售经理Bachelor8+500K850KKey Account Director 大客户总监Bachelor10+1.2M2.5MKey Account Manager 大客户经理Bachelor5+300K1.2MTrade Marketing Director通路行销总监Bachelor8+1.0M2.0MTrade Marketing Manager通路行销经理Bachelor5+300K600KE-commerce Director电商总监Bachelor8+1.0M2.0ME-commerce Manager电商经理Bachelor3+300K850KMarketing
100、 Director市场总监Master15+1.2M2.5MMarketing Manager市场经理Bachelor8+500K900KBrand Manager品牌经理Bachelor5+350K600KAssistant Brand Manager助理品牌经理Bachelor3-5200K400KPR Manager公关经理Bachelor5+350K600KSupply Chain Director供应链总监Master15+900K1.8MSupply Chain Manager供应链经理Bachelor10-15500K800KPlanning Manager计划经理Bachelo
101、r6+300K650KCRM Manager 客户关系经理Bachelor5-10350K750KRegional Training Manager地区培训经理Bachelor3-8250K400KPurchasing Director采购总监Master15+900K1.5MConsumer 消费品MAXMINQUALIFICATIONEXPERIENCE (YEARS)Annual Salary(RMB)33MAXMINQUALIFICATIONEXPERIENCE (YEARS)COSMETICS 化妆品Brand GM品牌总经理Bachelor/Master12+2.5M5.0MNat
102、ional Sales Director全国销售总监Bachelor10+1.2M2.0MRegional Sales Director区域销售总监Bachelor10+800K1.3MRegional Sales Manager大区销售经理Bachelor8+450K1.0MArea Manager区域销售经理College5+300K500KSales Training Director销售培训总监Bachelor12+1.0M2.0MSales Training Senior Manager销售培训资深经理Bachelor8+600K1.2MSales Training Manager销
103、售培训经理Bachelor6+450K800KRegional Training Manager大区培训经理College6+350K800KE-commerce Director电商总监Bachelor8+1.5M3.0ME-commerce Senior Manager电商资深经理Bachelor6+600K1.3ME-commerce Manager电商经理Bachelor4+400K750KE-commerce AM电商副经理Bachelor2+300K450KMarketing Director市场总监Bachelor8+1.2M2.0MMarketing Manager市场经理Ba
104、chelor5+400K1.0MMarketing AM市场副经理Bachelor3+250K400KBusiness Development Director开发总监Bachelor15+700K1.8MBusiness Development Manager开发经理Bachelor7+350K800KCRM Manager客户关系管理经理Bachelor5+350K850KCRM AM客户关系管理副经理Bachelor3+250K400K Hot Job|Figures are base salary(Not inclusive of Benefits&Bonuses)Annual Sal
105、ary(RMB)34经历三年疫情,2023年中国大陆地区全面解封,宏观角度来看,互联网行业呈现如下发展特征:基础资源与技术骨干网络架构不断优化,5G网络建设和应用全球领先,以双千兆网络为代表的信息通信基础设施快速发展;算力总量已位居世界第二,云计算市场总量稳定增长;数据要素基础制度获得重要突破,数据空间技术体系探索加快;大模型驱动产业加速,可信AI进入实践阶段;移动物联网连接数率先实现了“物超人”;车联网进入以汽车、交通运输实际应用需求为牵引的先导应用新阶段;区块链自主创新能力持续提升,应用广度深度加速拓展。互联网应用与服务随着数字政府顶层设计不断完善,我国电子政务国际排名达到新高;工业互联网
106、基础设施能力不断夯实,行业应用走向纵深发展;电子商务交易额保持小幅增长,数字化和智能化升级进一步实现;网络音视频市场竞争加剧,平台治理机制日益完善;网络金融上下游生态日趋完善,数字化赋能提质增效;网络教育数字化转型全面启动,热点领域加快发展。网络治理与环境方面民生问题集中突破,治理体系日臻完善;网络安全产业进入快速成长阶段,数字安全成为数字发展战略保障。在人才需求方面,从 2019年开始,互联网开始出现开始下滑势头。2022年3月份开始、各大互联网厂商开始有裁员动作,中小型互联网企业情况更为严重。2023年开始稍有复苏,但是不达之前的需求。目前互联网后端主要还是以JAVA语言稳坐第一位,用户增
107、长、新媒体运营等岗位需求量长期稳定。企业对于人才的招聘更为谨慎,在人才基本素质要求上985、211 以上毕业学校,工作经验3到5年为主流。在高级管理岗位上的用人策略尤为谨慎。另外,中小型互联网企业使用外包员工的比例有所提升。高科技与互联网High-Tech&Information TechnologyThree years after the pandemic,lockdown was lifted fully in mainland China in 2023.From the macroscopic perspective,the Internet industry presents th
108、e following development characteristics:Basic Resources and TechnologyChina is leading the way in the construction and application of 5G networks,thanks to its continuous optimisation of core network architecture.Rapid development has been observed in the information and communication infrastructure
109、,represented by dual-gigabit networks.China has also ranked second in the world in terms of total computing power,while the cloud computing market is growing steadily.Breakthroughs have been made in the basic system of data elements,and the exploration of dataspace technology systems have been accel
110、erated.Large Language Models(LLMs)are driving industries to develop at a faster speed.Trustworthy AI has gone into the practice stage.The number of mobile IoT connections has surpassed that of mobile phone users,representing“people-to-people”connections.IoV has entered a new stage of pilot applicati
111、on driven by the actual application needs of automobiles and transportation.The independent innovation capability of blockchains keeps growing,showing a higher breadth and depth of application.3536高科技与互联网High-Tech&Information TechnologyInternet Application and ServiceChinas international ranking in
112、terms of e-government has reached a new high due to the continuous improvement of the top-level design of digital government.The industrial Internet infrastructure capacity has been further consolidated,and industry applications are going deeper and deeper.E-commerce turnover is on the rise,while di
113、gitisation and intelligent upgrading are further realised.The competition in the online audio and video market is higher,and the platform governance mechanism is becoming better day by day.The upstream and downstream ecosystem of e-finance is better,and digitalisation enables better quality and effi
114、ciency.The digital transformation of network education has been launched in all aspects,and the development of hot areas has been accelerated.Cyberspace Governance and EnvironmentSignificant strides in addressing livelihood issues contribute to an evolving and increasingly refined governance system.
115、The network security industry experiences rapid growth,positioning digital security as a strategic pillar for digital advancement.The demand for talents in the internet industry diminished starting from 2019,with major enterprises significantly downsizing staff,especially small and medium-sized ones
116、,since March 2022.Though talent demand slightly revived in 2023,it remained lower than prior levels.Backend roles in the internet sector predominantly require Java expertise,while areas like user growth and new media operations maintain consistent talent needs.Enterprises exercise caution in talent
117、recruitment,prioritising graduates from selected universities(Projects 985 and 211)with 3 to 5 years of work experience.The senior talent segment faces particularly cautious employment strategies.Furthermore,small and medium-sized internet companies rely more on employees sourced from outsourcing se
118、rvice providers.37MAXMINQUALIFICATIONEXPERIENCE (YEARS)SOFTWARE 软件CEO首席执行官MBA/Master7-153.0M8.0MCIO首席信息官PhD/Master7-151.2M3.0MCTO首席技术官PhD/Master7-153.0M5.0MVP of R&D研发副总裁Master/Bachelor7-151.5M3.0MR&D Director研发总监Master/Bachelor7-15800K1.5MR&D Manager研发经理Bachelor5-10500K800KR&D Team Leader软件研发组长Bach
119、elor5-10400K600KSoftware Engineer软件研发工程师Bachelor2-7200K350KSystem Architecture系统架构师Bachelor5-10600K900KDatawarehouse Engineer数据库开发工程师Bachelor3-10450K800KJava developerJava工程师Bachelor3-7 300K1.0MAlgorithm Engineer算法工程师Master/Bachelor3-10500K2.0MSearch Engine Development Engineer搜索引擎工程师Bachelor3-7300K
120、800KFront-End Designer前端工程师Bachelor3-7400K1.5MPerl/PHP Software EngineerPerl/PHP 软件工程师Bachelor2-7200K500KUE/UI Engineer用户体验/用户界面工程师Bachelor2-7180K600KHTML DesignerHTML 工程师Bachelor3-7180K350KWeb Architect网页架构师Bachelor2-7240K550KWeb Designer网页设计师Bachelor2-7180K300KProject Manager项目经理Bachelor3-10300K70
121、0KService Delivery Manager服务交付经理Bachelor7-15200K550KERP Consultant ERP实施顾问Bachelor3-10150K600KTechnical Support Engineer技术支持工程师Bachelor3-10180K300KTesting Engineer测试工程师Bachelor2-7200K600K Hot Job|Figures are base salary(Not inclusive of Benefits&Bonuses)Annual Salary(RMB)38High-Tech&Information Tech
122、nology 高科技与互联网HARDWARE 硬件Hardware Director硬件研发总监PhD/Master8-20700K2.2MHardware Manager硬件研发经理PhD/Master5-15500K2.0MHardware Engineer硬件研发工程师PhD/Master3-10300K1.5MArchitect架构师Master/Bachelor5-10300K700KBoard Engineer电极板工程师Master/Bachelor2-5180K350KField Service Engineer现场服务工程师Master/Bachelor2-5180K350K
123、Helpdesk Engineer服务台工程师Master/Bachelor2-5120K250KMechanical Engineer硬件工程师Master/Bachelor2-5230K350KPCB Layout EngineerPCB 布局工程师Master/Bachelor2-5220K300KStorage Solutions Engineer库存解决方案工程师Master/Bachelor2-5150K350KSystem Administrator系统管理员Master/Bachelor2-5150K300KTesting Engineer测试工程师Master/Bachelo
124、r2-5150K300KMAXMINQUALIFICATIONEXPERIENCE (YEARS)Annual Salary(RMB)39MAXMINQUALIFICATIONEXPERIENCE (YEARS)INTERNET 互联网CEO首席执行官MBA/Master7-152.0M15.0MCMO首席市场官Master/Bachelor8-151.2M5.0MCGO首席增长官Master/Bachelor10-151.5M3.0MCLO首席法务官PhD/Master10-204.5M6.0MMarketing Director市场总监Master/Bachelor5-13800K1.6M
125、Operations Director运营总监Master/Bachelor5-10400K1.5MProduct Director产品总监Master/Bachelor5-10700K1.5MPR Director公关总监Master/Bachelor5-8400K1.5MBranding Director品牌总监Master/Bachelor5-8400K1.2MDesign Director设计总监Master/Bachelor7-15500K1.0MUser Growth Director用户增长总监Master/Bachelor3-8500K1.2MContent Marketing
126、 Director内容营销总监Master/Bachelor4-7600K1.6MBusiness Analyst Director商业分析总监Master/Bachelor8-12800K1.2MBusiness Director商务总监Bachelor5-8500K1.2MPlanning Manager策划经理Bachelor2-10240K500KProduct Manager产品经理Master/Bachelor2-7200K1.0MOperations Manager运营经理Bachelor3-7200K800K Hot Job|Figures are base salary(No
127、t inclusive of Benefits&Bonuses)Annual Salary(RMB)40Chinas medical market has gone through rapid development in the last ten years,and it has now entered a new phase.Investors are no longer making haphazard investments,and enterprises are becoming less impetuous.Policies have also helped to squeeze
128、out the grey space,giving patients more room to make independent choices.The healthcare industry is now focusing on product research and development and innovative technology,which is expected to lead to more sustainable growth.As industries adapt to changing circumstances,the demand for new talent
129、has slowed down.Companies are now focused on reducing costs and improving efficiency,while job seekers are waiting for good opportunities to arise.However,by 2024,we can expect to see an increase in demand for positions related to early R&D,clinical trials,product registration,supply chain managemen
130、t,production,and business development,particularly for companies looking to expand globally.As the market becomes more rational,job seekers are becoming more pragmatic and focused on finding the right opportunities.Its an exciting time for those seeking new opportunities in these areas.中国医疗市场经历高速发展的
131、10年后,进入了一个新的周期。资本不再盲目,企业消除浮躁,政策面挤压灰色空间,病患端有更多自主选择空间。回归到产品研发,回归到创新工艺,相信医疗行业会更加永续向前。伴随行业的调整,人才需求扩增的节奏也同步放缓,企业端更多寻求降本增效,人才端寻求稳定观望。展望2024,早期研发类、产品临床注册类、供应链类、生产类、“出海”相关的商业拓展等岗位仍有招聘的需求和扩增的空间。市场更理性,人才更务实,相信新的机会正在慢慢孕育。医疗保健与生命科学Healthcare&Life Sciences 4142PHARMACEUTICAL 制药Country GM总经理Bachelor15+4.0M6.0MBU
132、Head事业部总经理Bachelor15+3.0M5.0MNational Sales Director全国销售总监Bachelor15+2.0M2.5MRegional Sales Manager大区销售经理Bachelor12+800K1.2MDistrict Sales Manager地区销售经理Bachelor8+400K550KCommercial Manager商务经理Bachelor6+400K550KKA Manager大客户经理Bachelor8+400K600KCommercial Excellence Director业务效能总监Bachelor12+1.3M1.8MSF
133、E Manager销售效益经理Bachelor8+500K700KSales Training Manager销售培训经理Bachelor8+500K700KStratgy&Alliance Director战略及合作总监Bachelor12+1.3M1.8MStratgy Planning Manager战略规划经理Bachelor6+800K1.2MBD Director业务开发总监Bachelor10+1.8M2.5MMarketing Director市场总监Bachelor15+1.5M2.5MMarketing Manager市场经理Bachelor8+700K1.2MSenior
134、 Product Manager资深产品经理Bachelor8+700K900KProduct Manager产品经理Bachelor5+350K650KMedical Affairs Director医学事务总监Bachelor15+1.8M2.2MSr.Medical Affairs Manager资深医学事务经理Bachelor10+800K1.2MMedical Advisor医学事务顾问Bachelor6+500K700KMAXMINQUALIFICATIONEXPERIENCE (YEARS)Annual Salary(RMB)Healthcare&Life Sciences 医疗
135、保健与生命科学 43PHARMACEUTICAL 制药Medical Science Liaison区域医学联络官Bachelor4+300K500KClinical Research Manager临床研究经理Bachelor8+500K700KClinical Project Manager临床研究项目经理Bachelor6+400K550KClinical Research Associate临床监查员Bachelor3+200K300KR&D Director研发总监Bachelor15+2.5M3.5MResearch Project Manager研发项目经理Bachelor10+
136、600K1.0MOperation Director生产总监Bachelor15+1.5M2.5MQuality Manager质量经理Bachelor6+500K800KRegulatory Director注册总监Bachelor15+1.8M2.5MRegulatory Manager注册经理Bachelor8+500K800KGovernment Affairs Director政府事务总监Bachelor15+1.8M2.5MGovernment Affairs Manager政府事务经理Bachelor8+500K800KMAXMINQUALIFICATIONEXPERIENCE
137、(YEARS)Hot Job|Figures are base salary(Not inclusive of Benefits&Bonuses)Annual Salary(RMB)医疗保健与生命科学44Healthcare&Life Sciences 医疗保健与生命科学MEDICAL DEVICES 医疗设备Country GM总经理Bachelor15+3.0M5.0MBU Head事业部总经理Bachelor15+2.0M3.5MNational Sales Director全国销售总监Bachelor15+1.5M2.5MRegional Sales Manager大区销售经理Bach
138、elor12+600K900KDistrict Sales Manager地区销售经理Bachelor8+400K600KCommercial Manager商务经理Bachelor6+400K600KKA Manager大客户经理Bachelor8+300K500KMarketing Director市场总监Bachelor15+1.3M1.8MMarketing Manager市场经理Bachelor8+700K1.0MSenior Product Manager资深产品经理Bachelor8+500K700KProduct Manager产品经理Bachelor5+350K500KMed
139、ical Affairs Director医学事务总监Bachelor15+1.2M1.8MSr.Medical Affairs Manager资深医学事务经理Bachelor10+600K800KClinical Research Manager临床研究经理Bachelor8+500K800KR&D Director研发总监Bachelor15+1.5M2.0MResearch Project Manager研发项目经理Bachelor10+600K1.0MOperation Director生产总监Bachelor15+1.2M1.8MQuality Manager质量经理Bachelor
140、6+400K700KRegulatory Director注册总监Bachelor15+1.2M1.8MRegulatory Manager注册经理Bachelor8+450K700KMAXMINQUALIFICATIONEXPERIENCE (YEARS)Annual Salary(RMB)45 医疗保健与生命科学MEDICAL DEVICES 医疗设备Government Affairs Director政府事务总监Bachelor15+1.5M2.0MGovernment Affairs Manager政府事务经理Bachelor8+500K700KChannel Management
141、Director渠道管理总监Bachelor12+800K1.2MChannel Management Manager渠道管理经理Bachelor8+400K600KStrategy Planning Manager战略规划经理Bachelor6+800K1.2MM&A Manager收并购经理Bachelor10+800K1.2MHEALTHCARE SERVICE 医疗服务Director Of The Hospital医院院长Master20+1.5M2.3MHead Of Nursing Department护理部主任Bachelor15+500K700KChief Medical O
142、fficer医疗总监PhD,MD15+1.3M1.8MDirector,Hospital Operation医院运营总监Bachelor15+600K900KFamily Doctor全科医生MD10+600K1.0MLab Manager检验科经理Bachelor10+400K600KMAXMINQUALIFICATIONEXPERIENCE (YEARS)中国医疗市场经历高速发展的10年后,回归到产品研发及创新工艺,相信医疗行业会更加永续向前。展望2024,早期研发类、产品临床注册类、供应链类、生产类、“出海”相关的商业拓展 等岗位仍有招聘的需求和扩增的空间。Hot Job|Figures
143、 are base salary(Not inclusive of Benefits&Bonuses)Annual Salary(RMB)46The slowdown of Chinas economy in 2023 had a negative impact on the real estate market,resulting in a decline of 5%to 10%in real estate sales and a drop of 3%to 5%in housing prices.However,in the long term,there will still be a s
144、trong demand for urbanisation and infrastructure development talents.While there may be fewer new real estate development projects,the demand for infrastructure,urban renewal,and other related projects will remain strong.Moreover,innovative products and model researchers,such as those involved in sm
145、art community projects with new technologies may be in demand.The need for real estate follow-up service talents,like property management,will continue to grow.Some enterprises may adjust their business models and recruit core managers,technical research,and development talents.As local governments
146、push forward with urban-rural integration strategies,more infrastructure and rural renewal projects will be implemented,leading to an increase in the demand for project development and management talents.Additionally,real estate developers will invest more in finance and capital operation,leading to
147、 a higher demand for related talents.From 2023 to 2024,the real estate industry will rely heavily on talents possessing skills in digitalisation,intelligence,green building,sustainable development,overseas market development,finance,investment,law,and policy.These talents will drive the future growt
148、h of the industry by serving innovative projects and follow-up service businesses.The industrys recruitment will prioritise the needs of innovative companies and infrastructure projects.房地产市场受中国经济放缓影响,2023年房地产销售下降5%至10%,房价下降3%至5%。虽然中国房地产行业面临一定困难,但长期来看,城市化进程及基础设施建设人才需求依然强大,具体来看房地产新开发项目可能会减少,房地产商规模内部调
149、整,但基建、城市更新等相关项目需求仍然强劲,创新型产品及模型(如与新技术结合的智慧社区项目)的研发人才需求可能增加,地产后续服务业(如物业管理)的人才需求会持续。一些企业会调整业务模式,招聘核心管理层以及技术研发等人才。地方政府推进城乡一体化战略,将增加基础设施和农村更新项目,相关项目开发及管理人才需求会增加。房地产商会加大在金融、资本运营等方面的投入,相关人才需求有望增加。预计在2023至2024年,数字化和智能化人才、绿色建筑和可持续发展人才、海外市场拓展人才、金融和投资背景人才、法律和政策背景人才将会成为房地产行业未来发展的中坚力量,人才将向创新型项目和后续服务业务转移,创新型企业和基建
150、项目的需求将是行业招聘的重点方向。设计及房地产Design&Property 4748Design&Property 设计及房地产DEVELOPER 开发商LEASING 招商Leasing Director招商总监Bachelor10+780K1.5MLeasing Manager招商经理Bachelor6+390K780KMARKETING 市场Marketing Director市场总监Bachelor15+700K1.5MMarketing Manager市场经理Bachelor8+350K650KCRM ManagerCRM经理Bachelor8+350K650KMarket Com
151、munication Manager市场推广经理Bachelor8+350K650KPROPERTY MANAGEMENT 物业管理Property Director物业总监Bachelor12+600K1.3MProperty Manager物业经理Diploma8+400K600KDESIGN MANAGEMENT 设计管理Head of Design 设计总监Bachelor15+800K1.5MArchitectural Design Director建筑设计总监Bachelor10+700K1.4MArchitectural Design Manager建筑设计经理Bachelor8
152、+400K700KM&E Design Director机电设计总监Bachelor10+650K1.5MM&E Design Manager机电设计经理Bachelor8+400K650KInterior Design Director室内设计总监Bachelor10+650K1.2MInterior Design Manager室内设计经理Diploma8+400K650KMAXMINQUALIFICATIONEXPERIENCE (YEARS)Annual Salary(RMB)49DEVELOPER 开发商ENGINEERING MANAGEMENT 工程管理 Head of Engi
153、neering 工程部总监Bachelor10+900K1.8MDirector,Civil Engineering 土建工程总监Bachelor10+650K1.2MManager,Civil Engineering土建工程经理Diploma6+350K650KM&E Director机电工程总监Bachelor10+650K1.4MM&E Manager机电工程经理Diploma6+350K650KFit-Out Director精装工程总监Bachelor10+600K1.2MFit-Out Manager精装工程经理Diploma6+350K600KDESIGN CORPORATION
154、 设计公司 ARCHITECTURAL DESIGN 建筑设计Architect 建筑设计师Bachelor5+180K350KSenior Architect 高级建筑设计师Bachelor8+250K400KProject Architect 项目建筑师Bachelor10+350K550KAssociate Director副总监Bachelor15+450K600KDirector?总监Bachelor20+500K800KINTERIOR DESIGN 室内设计Interior Designer室内设计师Diploma+5+150K300KSenior Interior Design
155、er高级室内设计师Diploma+8+250K400KAssociate Director副总监Bachelor15+350K550KDirector总监Bachelor20+450K700KBUSINESS DEVELOPMENT&MARKETING 商务及市场Business Development Manager 商务经理Bachelor7+200K550KMarketing Manager市场经理Bachelor7+200K450KMAXMINQUALIFICATIONEXPERIENCE (YEARS)Hot Job|Figures are base salary(Not inclu
156、sive of Benefits&Bonuses)Annual Salary(RMB)50The macro-economy and market consumption power is under heavy pressure in 2023.The sales volume in Chinas automotive industry has declined by around 5%compared to 2022.The short-term downturn is mainly caused by macroeconomic volatility in the wake of COV
157、ID-19 pandemic.The automotive industry still maintains its development trend and is going forward steadily.The Market Penetration Rate of NEVs Continues GrowingIn 2023,the market penetration rate of electric vehicles is expected to surpass 30%,which is higher than the rate of 25%set out in the New E
158、nergy Vehicle Industry Development Plan(2021-2035)released at the end of 2020.The current development trend suggests that the market penetration rate of NEVs in China is likely to exceed 40%by 2025.The Pace of Intelligent Automotive Development has AcceleratedIn 2023,the advanced driver-assistance s
159、ystem(ADAS)matured,and companies applied it to automatic parking,high-speed navigation,and other advanced functions.Leading travel companies and large manufacturers used self-driving technology.The fourth industrial revolution(AI revolution)rapidly advanced intelligent cockpits,overcoming previous t
160、echnological barriers and making it increasingly possible to achieve the vision of the“third space”.2023年宏观经济和市场消费能力承受着沉重的压力,中国汽车行业市场销量相较于2022年出现明显下滑,降幅达到5%左右,短期的低迷主要源于宏观经济在疫情过后的波动。聚焦汽车产业本身,依旧保持着行业的发展态势稳步前进。新能源电动车的渗透率继续增加在2023年,电动车的市场渗透率达已近超过30%,数值已近超过了2020年底发布的新能源汽车产业发展规划20212035中提到的至2025年达到25%的市场渗
161、透率。按照如今的发展态势,可以预见在2025年中国新能源电动汽车市场渗透率将超过40%。汽车智能化的发展不断提速2023年辅助驾驶技术在自动泊车、高速领航等高阶功能的技术成熟度得到飞跃,无人驾驶技术在和头部出行公司以及大厂的合作得到实质性落地;随着工业第四次革(AI革命)的加速推进,让智能座舱的开发打破了目前技术壁垒,让“第三空间”的理想再一次向现实迈进了一大步。中国汽车出海提速源于成本的掌控,中国汽车在“出海”事业上高歌猛进。2022年之后,中国车企努力将在国内新能源市场的竞争优势复制到全球,然而在“出海”业务之路上依旧有许多业务难题有待解决,比如:制定适应本土市场的销售模式、上海品茶从中国
162、到全球的升级、供应链的全球打通等等。汽车产业的变革已历经近10年,这是一场马拉松式的彻底变革。作为成熟期的产业正在用不同的科技、资本和创意来给产业的前进不断注入力量,这是需要几代人的共同努力。PERSOLKELLY汽车&智慧出行运输顾问团队坚信在“共享、自动化、数字智能化、电气化”的行业大势推进下,人才的驱动将更加聚焦于技术革新导向、客户&市场导向、行业价值链整合导向。汽车制造 Automotive 5152Chinese Automakers Accelerate Global Expansion EffortsChinese automakers have managed to make
163、significant progress in“going global”due to cost control measures.Since 2022,they have been striving to replicate their competitive advantages worldwide.However,there are still several challenges that they must overcome in order to succeed,including developing sales models that cater to local market
164、s,upgrading Chinese corporate culture to a global one,and opening up the global supply chain.汽车制造 Automotive The automotive industry has undergone significant changes in the past decade,and this process is expected to continue for several more generations.The industry continues to evolve,driven by d
165、ifferent technologies,capital,and ideas.In this regard,PERSOLKELLY Automotive&Smart Mobility Consulting Team believes that talent-driven growth will be more focused on technological innovation,customer and market needs,and value chain integration within the industry.This is especially important in l
166、ight of the industrys current trends towards sharing,automation,digital intelligence,and electrification.53MAXMINQUALIFICATIONEXPERIENCE (YEARS)PARTS SUPPLIERS-TRADITIONAL 零配件供应商-传统 GENERAL MANAGEMENT 管理Asia President/Managing Director亚太总裁/总经理MBA20+2.0M5.0MGeneral Manager Country国家总经理MBA20+1.8M4.0MC
167、BU General Manager客户单元总经理MBA20+1.8M3.0MOPERATIONS 运营Plant GM 工厂总经理Bachelor15+800K1.1MOperation Director运营总监MBA15+700K1.0MSite Manager工厂选址经理Bachelor8+300K500KProduction Manager生产经理Bachelor8+300K500KQuality Director质量总监Bachelor15+700K1.0MQuality Manager质量经理Bachelor8+300K500KMaintenance Manager维修经理Bach
168、elor8+200K450KIndustrial Engineering Manager工业工程经理Bachelor8+250K450KManufacturing Engineering Manager制造工程经理Bachelor8+300K500K Annual Salary(RMB)54Automotive 汽车制造 MAXMINQUALIFICATIONEXPERIENCE (YEARS)PARTS SUPPLIERS-TRADITIONAL 零配件供应商-传统 SALES&MARKETING&CUSTOMER SERVICES 销售、市场及客服Sales GM/Sales Direct
169、or 销售总经理/销售总监MBA15+800K1.5MRegional Sales Manager区域销售经理Bachelor8+300K500KProduct Manager产品经理Bachelor5+250K500K(Key)Account Manager客户经理/大客户经理Bachelor6+300K650KAfter Market Director售后市场总监Bachelor15+700K1.3MAfter Market Regional Sales Manager售后区域销售经理Bachelor8+300K550KEcommerce Sales Manager电商销售经理Bachel
170、or5+400K700KCustomer Services Senior Manager客服高级经理Bachelor10+400K700KMarketing Director市场总监Bachelor10+800K1.8MMarketing Manager市场经理Bachelor8+400K650KMarketing Intelligence Manager市场分析经理Bachelor8+300K550KDigital Manager数字营销经理Bachelor5+300K550KBrand Manager品牌经理Bachelor8+250K550KPR&Communication Manage
171、r公关及传播经理Bachelor8+300K550KChannel Marketing Manager渠道市场经理Bachelor8+300K550KStrategy&BD Director战略发展总监MBA10+700K1.5MStrategy&BD Director战略发展总监MBA10+700K1.5MPROGRAM 项目Program Director项目总监Master/Bachelor15+700K1.0MProgram Manager项目经理Bachelor8+400K650KProgram Engineer项目工程师Bachelor5+200K350K Annual Salar
172、y(RMB)55MAXMINQUALIFICATIONEXPERIENCE (YEARS)PARTS SUPPLIERS-TRADITIONAL 零配件供应商-传统 R&D 研发Engineering Director/R&D Director工程总监/研发总监PhD/Master15+800K1.6MEngineering Manager/R&D Manager工程经理/研发经理 PhD/Master10+300K700KProduct Development Manager产品开发经理PhD/Master8+250K500KApplication Manager应用经理PhD/Master
173、8+250K500KR&D Engineer 研发工程师 PhD/Master5+150K300KLEAN&6 SIGMA 精益/六西格玛Lean/6 Sigma/CI Director精益/六西格玛/持续改进总监Master/Bachelor15+800K1.5MLean/6 Sigma/CI Manager精益/六西格玛/持续改进经理Bachelor8+350K700KMaster Black Belt黑带大师Bachelor10+500K800KBlack Belt黑带Bachelor5+200K450KSUPPLY CHAIN-AUTO PARTS 供应链 汽车零部件供应商Supply
174、 Chain Director供应链总监Master/Bachelor15+700K1.5MSupply Chain Manager供应链经理Bachelor10+400K650KSourcing Director采购总监Bachelor15+700K900KSourcing Manager采购经理Bachelor6+400K700KSupplier Quality Manager供应商质量经理Bachelor6+350K650KSupplier Development Manager供应商发展经理Bachelor6+350K650KLogistics Manager物流经理Bachelor6
175、+250K500KProcurement Director采购总监Bachelor15+700K1.0MPurchasing Manager采购经理Bachelor6+250K550KCommodity Manager商品经理Bachelor6+250K550K Hot Job|Figures are base salary(Not inclusive of Benefits&Bonuses)Annual Salary(RMB)56MAXMINQUALIFICATIONEXPERIENCE (YEARS)PARTS SUPPLIERS-E-POWERTRAIN/INTELLIGENT&CONN
176、ECTED 零配件供应商-三电 智能网联SPECIAL FUNCTION 独有岗位 Engineering Director 工程总监研发总监 PhD8+1.0M2.5MEngineering Manager工程经理/研发经理 Master8+1.0M2.5MAlgorithm Engineer算法工程师PhD/Master5+450K700KSoftware Engineer软件工程师Master3+300K600KUX EngineerUX 设计工程师Bachelor3+200K400KBattery Energy Management Manager电源能源管理经理Master7+400
177、K700KOTA Engineer远程升级工程师Bachelor3+300K650KProduct Planning Director产品规划总监Master10+1.0M2.0MProduct Manager(APP)产品经理(APP)Bachelor3+450K650KCAR MAKERS 整车制造商GENERAL MANAGEMENT 管理Asia CEO/Managing Director亚太首席执行官/总经理MBA20+3.5M6.0MCDO(Chief Digital Officer)首席数据官MBA/PhD10+2.5M4.5MGeneral Manager Country国家总
178、经理MBA20+2.5M5.0MHead of ESGESG 负责人Master15+1.0M2.5MOPERATION 运营Plant Manager工厂经理Bachelor15+800K1.3MManufacturing Manager(Stamping,Painting,Assembling,Welding)制造经理(冲压、焊接、涂装、总装)Bachelor8+300K650KQuality Manager质量经理Bachelor10+300K650KME Manager制造工程经理Bachelor10+350K650KSenior Engineer(Manufacturing)高级工程
179、师(制造类)Bachelor5+150K300KAutomotive 汽车制造 Annual Salary(RMB)57MAXMINQUALIFICATIONEXPERIENCE (YEARS)CAR MAKERS 整车制造商SALES&MARKETING 销售及市场Sales Operation Senior Director/VP销售及运营高级总监/副总裁MBA/Bachelor15+1.0M2.5MRegional Business Director大区业务总监Master/Bachelor10+600K1.0MRegional Sales Director大区销售总监Master/Ba
180、chelor10+600K800KRegional Sales Manager大区销售经理Bachelor8+350K650KArea Sales Manager 区域销售经理Bachelor5+300K400KFleet Sales Manager大客户经理Bachelor5+300K600KSenior Manager,Sales Planning&Ordering 销售订单计划高级经理Bachelor8+450K650KAftersales Senior Director/VP售后高级总监副总裁Bachelor15+1.0M1.8MRegional Aftersales Director
181、大区售后总监Bachelor10+700K900KArea Aftersales Manager区域售后经理Bachelor6+300K450KAftersales Technical Support Manager售后技术支持经理Bachelor10+300K500KParts Business Manager配件业务经理Bachelor6+300K500KCustomer Services Manager客服经理Bachelor6+300K500KWarranty Manager保修经理Bachelor6+400K500KAftersales Promotion/Marketing Man
182、ager售后促销(市场)经理Bachelor5+350K500KTraining Centre Director培训中心总监Bachelor10+700K900KTechnical Master Trainer/Training Manager技术培训经理Bachelor10+500K600KCommercial Training Manager商务培训经理Bachelor6+400K600KCMO/Marketing VP首席营销官副总裁MBA15+1.5M2.5MSenior Marketing Manager高级市场经理Bachelor10+500K700KRetail Marketin
183、g Senior Manager(National)经销商零售市场高级经理Bachelor8+400K650KRetail Marketing Manager(Regional)经销商零售市场经理(区域)Bachelor6+300K450KDigital Marketing Manager(Integrated Marketing Manager)数字营销经理(整合营销)Bachelor5+400K700KEvent&Exhibition Senior Manager活动会展经理Bachelor8+500K650K Hot Job|Figures are base salary(Not inc
184、lusive of Benefits&Bonuses)Annual Salary(RMB)58MAXMINQUALIFICATIONEXPERIENCE (YEARS)CAR MAKERS 整车制造商SALES&MARKETING 销售及市场Sponsorship Senior Manager品牌赞助高级经理Bachelor8+400K650KProduct Marketing Manager产品市场经理Master/Bachelor6+350K600KBrand Director(Car Series)品牌总监(车系)Bachelor10+700K1.5MBrand&Product Comm
185、unication Senior Manager 品牌及产品传播高级经理Bachelor8+500K800KAdvertising&Media Senior Manager广告及媒介高级经理Bachelor8+500K700KConsumer Insight Manager消费者洞察经理Bachelor6+300K400KCRM Senior Manager客户关系高级经理Bachelor8+450K650KLoyalty Marketing Manager客户忠诚度经理Bachelor6+450K650KCustomer Journey Manager 客户旅程经理Bachelor5+500
186、K800KPR Director公关总监Master/Bachelor13+700K1.3MNETWORK MANAGEMENT 经销商网络管理 Network Director网络总监Master/Bachelor13+700K1.0MNetwork Planning Senior Manager网络规划高级经理Bachelor8+500K650KNetwork Operation Senior Manager网络运营高级经理Bachelor8+500K650KNetwork Development Senior Manager网络发展高级经理Bachelor8+500K650KAutomo
187、tive 汽车制造 Annual Salary(RMB)59MAXMINQUALIFICATIONEXPERIENCE (YEARS)CAR MAKERS 整车制造商R&D 研发 R&D Director(Traditional)研发总监(传统)PhD/Master15+900K2.0MR&D Director(Hot Technology)研发总监(前沿技术)PhD/Master10+1.0M5.0MR&D Manager研发经理PhD/Master10+400K600KProgram Director项目总监PhD/Master13+600K1.0ME&E Manager电子电器经理PhD
188、/Master8+300K550KBIW Manager白车身开发经理PhD/Master8+300K550KChief Engineer总工程师PhD/Master10+500K900KModel Design Director造型设计总监PhD/Master10+900K2.0MTrial&Test Manager试制试验经理PhD/Master8+350K550KDimension Engineering Manager尺寸工程经理PhD/Master8+300K550KGeneral Layout Supervisor总布置主管PhD/Master5+250K350KVehicle S
189、afety Performance Manager整车安全性能经理PhD/Master8+350K550KPlatform Director平台总监PhD/Master10+600K900KSystem Integration Manager 系统集成经理PhD/Master8+300K550KSenior Engineer高级工程师PhD/Master5+150K300K Hot Job|Figures are base salary(Not inclusive of Benefits&Bonuses)Annual Salary(RMB)60Salary Range(per month)MA
190、XMINQUALIFICATIONEXPERIENCE (YEARS)DEALERSHIP 经销商门店GENERAL MANAGEMENT 管理General Manager总经理MBA/Bachelor15+800K1.5MSALES 销售Sales Manager销售经理Bachelor10+400K500KExhibition Manager展厅经理Bachelor8+350K450KSales Supervisor销售主管College6+200K350KSales Coordinator Supervisor销售协调主管College6+200K250KUsed Car Superv
191、isor二手车主管College6+200K350KSALES&MARKETING 市场Marketing Manager市场经理Bachelor8+300K400KCustomer Relationship Management Supervisor客户关系管理主管Bachelor5+250K350KAFTER SALES 售后 After Sales Manager售后经理Bachelor10+250K450KService Manager服务经理Bachelor8+200K400KWorkshop Manager车间经理College8+180K350KBody&Paint Manage
192、r钣金喷漆经理College8+180K300KParts Manager配件经理College8+250K350KTechnical Supervisor技术主管College6+150K250KAutomotive 汽车制造 61在2023年,电动车的市场渗透率达已近超过30%,可以预见在2025年中国新能源电动汽车市场渗透率将超过40%汽车产业人才的驱动将更加聚焦于 技术革新导向、客户&市场导向、行业价值链整合导向62Over the past two years,the marketing and consulting industry has undergone disruptive
193、 changes due to the integration of big data and artificial intelligence(particularly generative AI)into their services.As a result,todays professional service providers exhibit the following characteristics:Smarter Data ProcessingThe emergence of generative AI marks a significant milestone in AI tec
194、hnology.Service providers who incorporate this technology into their business will likely receive more orders from customers in the future.Reshaped Product Service StructureProfessional service providers need to rethink their role in customers value chain and focus on reducing costs and increasing e
195、fficiency.We anticipate that new core competencies such as business LLMs based on massive data think tanks and AI processing technology,expertise and awareness of customer communication with consultants,and expert opinion networks will emerge.New Criteria for Talent SelectionThe professional service
196、 industry is an asset-light industry,and its core value resource is talent.Therefore,different professional service providers need to redefine their talent selection criteria based on their businesss reshaping.The speed to master new technologies,customer management ability,and academic thinking may
197、 become common criteria adopted by different service providers.营销和咨询领域近2年来随着大数据和人工智能(尤其是生成式AI)的驱动,公司服务模式上相比过去5年,发生了颠覆性变化。如今的营销和咨询专业服务机构呈现如下特点:数据处理更加智能化生成式AI的诞生代表AI技术的历史性进步。可以率先将这项技术融合于业务的服务机构,将在未来更好获得甲方企业的订单。产品服务结构重塑专业服务机构需要重新思考和甲方企业的“差异互补性”,需要“代入性”思考在甲方降本增效的价值链中可以发挥的效益。我们预见:“基于海量数据智库和AI处理技术的业务大模型”、
198、“客户对接顾问的专业和认知”以及“专家意见网络”将会是新的核心竞争力。人才选拔新标准专业服务行业是轻资产行业,最核心的价值资源就是“人才”。不同专业服务机构需要基于对业务的重塑开重新制定选人标准。“对新技术的掌握速度”、“客户管理能力”、“学术性思维”或许将成为不同服务机构的通用标准。回首过去5年,更多企业开始自建创意团队和自建咨询战略部门,在服务机构行也发生更多跨界业务并购。即便如此,我们依旧认为专业服务机构存在的必要性和价值不可替代性,但需要响应技术变革来重塑自己的智库链条、人才链条和价值服务链条。专业服务Professional Services 6364MAXMINQUALIFICAT
199、IONEXPERIENCE (YEARS)Professional Services 专业服务ADVERTISING COMMUNICATIONS&MEDIA DIGITAL AGENCY 广告传播传媒数字服务公司(业务支持职能职位除外)LEADING 4A AGENCY 传统4A创意China CEO中国区首席执行官MBA15+2.0M4.0MBusiness Director业务总监Bachelor10+1.0M1.5MGroup Account Director客户群总监Bachelor10+800K1.5MSenior Account Director高级客户总监Bachelor7+6
200、00K750KAccount Director客户总监Bachelor5+300K550KExecutive Creative Director执行创意总监Bachelor10+1.0M2.0MGroup Creative Director创意群总监Bachelor9+800K1.0MSenior Creative Director高级创意总监Bachelor7+550K700KPlanning Director策略总监MBA7+700K1.0MDIGITAL&IMC 数字整合营销 China CEO中国区首席执行官MBA13+2.0M4.0MBusiness Director业务总监Bach
201、elor8+800K1.5MGroup Account Director客户群总监Bachelor8+700K1.5MSenior Account Director高级客户总监Bachelor6+500K700KMedia Director媒介总监Bachelor8+450K500KPlanning Director策划总监Bachelor8+450K600KSEM Director搜索营销总监Bachelor8+300K550KContent Director内容总监Bachelor8+400K700KCreative Director创意总监Bachelor5+400K600K Annua
202、l Salary(RMB)65MAXMINQUALIFICATIONEXPERIENCE (YEARS)ADVERTISING COMMUNICATIONS&MEDIA DIGITAL AGENCY 广告传播传媒数字服务公司(业务支持职能职位除外)LIVE COMMUNICATION AGENCY 线下传播服务China General Manager中国区总经理MBA16+1.8M3.0MBusiness Director业务总监Bachelor10+700K900KSenior Account Director高级客户总监Bachelor8+500K700KAccount Director
203、客户总监Bachelor6+350K500KCreative Director创意总监Bachelor8+400K600KProduction Director物料总监Bachelor8+400K550KSTRATEGY/PROFESSIONAL TECHNOLOGY CONSULTING AGENCY 战略/专业领域技术咨询服务(业务支持职能除外)MANAGEMENT CONSULTING 管理咨询 Managing Partner 管理合伙人MBA20+4.0M6.0MSenior Partner高级合伙人MBA15+3.0M4.5MPartner合伙人MBA10+2.0M3.5MPrin
204、ciple董事/总监MBA6+1.3M2.0MProject Manager项目经理MBA 4+800K1.5MDATA RESEARCH FIRM 数据研究Client Director客户总监/行业总监Bachelor8+800K1.2MResearch Director调研总监Bachelor6+600K800KSPECIFIC INDUSTRY SOLUTION CONSULTING-AUTOMOTIVE 细分行业解决方案咨询-汽车Regional Operation Director大区运营总监MBA15+800K1.5MTechnical Director技术方案总监Master1
205、0+600K800KProject Manager项目经理Bachelor8+400K500KSales Director销售总监Bachelor10+600K1.0M Hot Job|Figures are base salary(Not inclusive of Benefits&Bonuses)Annual Salary(RMB)66商业银行2023年疫情阴霾快速消散,二十大明确了全年“稳字当头,稳中求进”的宏观经济调控的总基调。在新周期中,短期内国内银行将依旧面临竞争加剧、优质资产来源稀缺、房地产和平台类业务不确定性持续、存贷利差继续收窄、资产质量下滑等一系列挑战。2023年5月18日
206、,国家金融监管总局正式挂牌成立,金融监管开启新征程。预计未来两年,银行业监管坚持主线不改,严监管态势仍将延续,监管政策将继续引导商业银行加大对小微企业、科技创新、绿色发展等领域的支持力度,实现金融和实体经济的良性循环。保险在未来发展中,保险业将从服务、营销、产品、渠道等方面进行转型,以适应市场需求,满足消费者的多样化需求。寿险将聚焦“养老+健康+科技”生态,从服务、营销、产品、渠道等方面进行转型,以满足市场的多样化需求。健康险、重疾险产品将持续扩大目标客户群体,挖掘现有客户深度需求。养老保险也是当前中国保险市场的热潋之一,保险公司陆续推出了不少养老金融产品,其中最具代表性的是个人养老金账户,为
207、养老保险提供了巨大的发展空间。车险是中国保险市场的另一个重要分支。2023 年,车险综合改革影响逐渐淡化,车险保费有望持续提升。随着汽车市场的逐步恢复,叠加促进汽车消费政策的影响,新能源车险市场将迎来快速 增长。保险公司着重提升数据管理和利用能力,积极推进数字化转型,开展更全面包容、多样的运营模式转型。同时,互联网与保险相结合的“保险互联网”是传统保险行业的技术升级,在未来将是一种新的参与形式。互联网保险将拓宽应用渠道,如普惠保险、可持续保险等产品。总体上看,保险业仍维持着稳步上升的趋势。银行业与金融服务Banking&Financial Services 证券和资管2023年尽管加剧的股市波
208、动给公募基金的回报带来了压力,但它仍然是中国资产管理行业最大的板块,并且成功地保持了长期的增长势头。在传统的公募基金、资管公司和新进入的银行理财子公司开始愈发漘烈地争夺市场万亿规模客户资源的同时,漁在的新颠覆者势力正发力开始影响整个行业。过去十年间,信息技术、互联网科技和人工智能带来的智能投顾和金融科技正在对资产行业的模式和竞争格局带来新的冲击。私募股权投资/风险投资2023年,随着全面注册制的落地,募资和退出端所发生的变化,正深刻地影响着整个市场。募资端国资成LP主导力量,“基金招商”成为地方招商引资的重要手段。在这一目标下,PEVC的定位从追求单纯的财务回报转向同时满足地区培育产业的需求。
209、募资需要考虑“返投招引,投资要兼顾市场与政策成为了新主流现象。投资端整体投资活动继续放缓,融资案例和融资规模呈双降趋势,23年上半年为例,案例同比下降了17%,融资规模同比下降了39%。从行业来看,电子、信息技术、医药健康和装备制造四大领域是当前的主流。投早投小、产业升级、科技攻关依然是投资趋势。其中,23年上半年,人工智能板块投融热度高涨,同比案例数增长15.8%。相关领域理工科人才成为市场追逐的香饽饽。从退出来看,IPO依然是主要的退出方式。23年上半年一共有178家公司上市(包含A股与港股),其中有128家在成长过程中接受过PE/VC的支持,渗透率达到71.9%,机构IPO渗透率延续了超
210、七成的这一趋势。但是,随着发行市场定价化,新股破发频频,创投机构的退出收益率也在下滑。“手中的钱政府说了算”,而“退出回报市场说了算”。如何实现多方共赢,成为新的破局思考。PERSOLKELLY作为PEVC市场领先人才机构,也将持续跟踪整体行业升级方向,为驱动经济高质量发展,在新形势下物色专业人才,提供长期有力的支持。6768银行业与金融服务Banking&Financial Services Commercial BanksIn 2023,the world has emerged from the COVID-19 pandemic,and the Chinese government h
211、as prioritised stability while pursuing progress in macroeconomic regulation and control.However,domestic banks still face several challenges,including high competition,a scarcity of high-quality assets,continued uncertainty in real estate and platform business,a narrowing of interest spreads of dep
212、osits and loans,and declining asset quality.To tackle these challenges,the newly inaugurated National Financial Regulatory Administration will spearhead financial regulation in the coming years.While the main supervision over the banking industry will remain unchanged,strict supervision will continu
213、e,and regulatory policies will encourage commercial banks to lend more support to small and micro-enterprises,scientific and technological innovation,and green development.The ultimate goal is to achieve a virtuous cycle of finance and the real economy.InsuranceThe insurance industry is expected to
214、grow in the future,with changes in services,marketing,products and channels to meet the diverse needs of consumers.Life insurance will focus on the senior care,health and technology ecosystem,and transform its services,marketing,products and channels accordingly.Health insurance and critical illness
215、 insurance products will cater to more customer groups and meet the in-depth needs of existing customers.Endowment insurance will continue to be a hotspot in Chinas insurance market,with insurance companies launching several senior care-related financial products,including personal pension accounts,
216、which have immense potential for growth.金融科技从宏观经济形势来看,2023年是一个不稳定的年份。全球经济增长放缓,全球市场的不稳定因素增加,尤其是贸易保护主义的盛行、地缘政治风险上升和环境问题的加剧等等,这些都将对全球经济造成不小的冲击。中国的技术创新能力将进一步增强。在2023年,中国将继续加大研发投入,推动科技创新和人工智能发展。中国政府已经制定了“中国制造2025”和“新一代人工智能发展规划”,旨在加快技术升级和产业转型。随着数字化、网络化、智能化的加速发展,数字经济已经成为全球经济发展的新引擎。未来,中国数字经济将会在电子商务、互联网金融、人工
217、智能、大数据等领域迎来新的发展机遇。在技术层面上来看,它包括了新兴技术,如大数据,云计算,物联网,区块链,人工智能和5G通信。2023年,金融科技将迎来几大趋势。技术趋势方面:生成式人工智能,在金融领域中,通过指令,生成不同风格的文字、语音、视频,以及生成一种类似于金融资产标的内容,是它最基本的应用。在扩大内需和提振消费战略导向下,消费金融领域的金融科技应用创新将更加凸显并成为重要驱动;加强金融核心科技的自主创新是目前最大的发展方向,与国际、国内经济、产业发展的实际需要有着紧密的联系。通过金融科技推动的金融产业的发展,拓展了其对金融产业的影响力范围。金融科技的运用,使得金融机构可以提供更公平、
218、更低门槛的金融服务,这既拓宽了获得金融服务的人群,又拓宽了金融嵌入场景的范围,使得金融社会价值的影响范围更广。在今后,金融科技将会更多地关注到“互联网+”的生态和开放程度,并与其它的产业展开更深入的整合与合作,从而达到金融与实体经济之间的良好的交互作用。在此基础上,各大银行将进一步加强与各大银行的协作,促进其在金融科技领域的发展。69Auto insurance is another essential branch of Chinas insurance market,with increasing premiums expected due to the comprehensive ref
219、orm of auto insurance,which is gradually fading away.The NEV insurance market will also grow rapidly,with the gradual recovery of the auto market and policies promoting auto consumption.Insurance companies are also striving to improve their data management and utilisation capabilities,implementing d
220、igital transformation,and developing a more comprehensive,inclusive and diversified operating model.Online insurance is another emerging area that combines the internet with insurance,providing people with a new form of participation.Inclusive insurance,sustainable insurance and other products are e
221、xpected to be some of the new application channels for online insurance.In general,the insurance industry is expected to continue to rise steadily.Securities and Capital ManagementDespite the increased volatility in the stock market in 2023,public funds are still the largest segment in Chinas capita
222、l management industry.They have maintained their long-term growth momentum despite the pressure on their returns.However,with a market size exceeding trillions of dollars,traditional public funds,capital management companies,and new financial management subsidiaries of banks are all competing fierce
223、ly for customer resources.This has led to the emergence of potential new disruptors who are actively seeking to influence the industry.In the past decade,information technology,internet technology,and artificial intelligence have brought intelligent investment consulting and fintech,which have had a
224、 significant impact on the mode and competition pattern of the capital industry.Private Equity and Venture CapitalIn 2023,changes in fundraising and withdrawals are reshaping the market landscape.State-owned investors have taken a leading role in funding,while local governments actively seek investo
225、rs to drive regional growth.Fundraising now prioritises both financial returns and meeting regional development needs.Investment activity has slowed,with a 17%drop in the number of cases and a 39%decrease in scale in the first half of 2023.The top sectors for investment are electronics,IT,healthcare
226、,and manufacturing,with a focus on early-stage and tech projects like AI.IPOs remain a primary exit strategy,but many companies backed by investors saw share prices fall below the initial offering,impacting VC institutions returns.For instance,out of 178 companies that went public,128 received PE/VC
227、 support,showing a penetration rate of 71.9%.However,post-market determination of share prices often resulted in shares falling below the issue price,affecting VC institutions realised performance revenues.The government influences available funds while market conditions affect realised performance
228、revenues.Achieving a win-win situation for all stakeholders is now a priority.As a leading talent agency in PEVC,PERSOLKELLY aims to support industrial upgrades,scout top talents and offer sustained backing for high-quality economic growth in this new landscape.70FintechIn 2023,global economic growt
229、h faced challenges due to increased trade protectionism,geopolitical risks,and environmental issues.China focused on enhancing its technological innovation,heavily investing in research and development,particularly in artificial intelligence.Initiatives like the Made in China 2025 Plan and the New G
230、eneration Artificial Intelligence Development Plan aimed to upgrade technology and transform industries.This digital transformation marked the rise of the digital economy,driving global economic progress,especially in e-commerce,Internet finance,AI,and big data.Emerging technologies like big data,cl
231、oud computing,IoT,blockchain,AI,and 5G communication shaped Chinas digital economys future.银行业与金融服务Banking&Financial Services Fintech in 2023 showcased notable trends,particularly in the financial sectors use of generative AI to create diverse content resembling financial assets.Emphasising domestic
232、 demand and consumption,consumer finance saw a significant fintech applications and innovations.The focus remained on independently innovating core fintech,aligning with global and domestic economic needs.Fintechs influence expanded within the financial industry,enabling fairer access to financial s
233、ervices and widening the scope of finance-embedded scenarios,benefiting more people.Future fintech trends point towards deeper integration with the Internet+ecosystem,fostering collaboration across industries to better align finance with the real economy.This collaboration extended to banks,emphasis
234、ing increased partnerships to advance fintech development.71MAXMINQUALIFICATIONEXPERIENCE (YEARS)COMMERCIAL BANKING 商业银行Cash Operations,SVP/D现金管理运营,SVP/DMaster/Bachelor15+700K1.0MCash Operations,VP现金管理运营,VPMaster/Bachelor1015450K700KCash Operations,AVP现金管理运营,AVPMaster/Bachelor510200K450KCash Sales/T
235、rade Sales,MD现金管理/贸易融资销售,DMaster/Bachelor15+1.5M/Cash Sales/Trade Sales,AVP现金管理/贸易融资销售,AVPMaster/Bachelor58260K500KCash Sales/Trade Sales,SVP/D现金管理/贸易融资销售,SVP/DMaster/Bachelor1215900K1.3MCash Sales/Trade Sales,VP现金管理/贸易融资销售,VPMaster/Bachelor812500K900KCompliance SVP/D合规SVP/DMaster/Bachelor15+850K1.3
236、MCompliance,AVP合规AVPMaster/Bachelor510320K520KCompliance,VP合规VPMaster/Bachelor1015520K850KCorporate Relationship Manager?AVP企业客户经理,AVPMaster/Bachelor58260K500KCorporate Relationship Manager?MD企业客户经理,MDMaster/Bachelor15+1.5M/Corporate Relationship Manager?SVP/D企业客户经理,SVP/DMaster/Bachelor1215900K1.3MC
237、orporate Relationship Manager?VP企业客户经理,VPMaster/Bachelor812500K900KCredit Risk,AVP信用风险,AVPMaster/Bachelor58320K520KCredit Risk,SVP/D信用风险,SVP/DMaster/Bachelor1215850K1.3MCredit Risk,VP信用风险,VPMaster/Bachelor812520K850KGlobal Markets Sales,AVP金融市场部销售,AVPMaster/Bachelor58260K650KGlobal Markets Sales,MD金
238、融市场部销售,MDMaster/Bachelor15+1.5M/Global Markets Sales,SVP/D金融市场部销售,SVP/DMaster/Bachelor12151.0M1.5MGlobal Markets Sales,VP金融市场部销售,VPMaster/Bachelor812650K1.0M Hot Job|Figures are base salary(Not inclusive of Benefits&Bonuses)Annual Salary(RMB)72MAXMINQUALIFICATIONEXPERIENCE (YEARS)Banking&Financial S
239、ervices 银行业与金融服务COMMERCIAL BANKING 商业银行Head of Architect,Director(Banking)银行IT架构 总监Master/Bachelor8+500K1.2MHead of Developer,Vice President(Banking)银行IT开发 副总监Master/Bachelor8+500K1.0MHead of Testing,Vice President (Banking)银行IT测试 副总监Master/Bachelor8+400K800KInternal Audit,AVP内审,AVPMaster/Bachelor51
240、0250K520KInternal Audit,SVP/D内审,SVP/DMaster/Bachelor15+850K1.2MInternal Audit,VP内审,VPMaster/Bachelor1015520K850KMarket Risk,AVP市场风险AVPMaster/Bachelor58330K600KMarket Risk,SVP/D市场风险SVP/DMaster/Bachelor12151.0M1.5MMarket Risk,VP市场风险VPMaster/Bachelor812600K1.0MOperational Risk,AVP操作风险AVPMaster/Bachelor
241、58300K450KOperational Risk,SVP/D操作风险SVP/DMaster/Bachelor1215720K1.3MOperational Risk,VP操作风险VPMaster/Bachelor812450K720KTrade Operations/Loan Operations,AVP贸易融资/贷款运营,AVPMaster/Bachelor510200K450KTrade Operations/Loan Operations,SVP/D贸易融资/贷款运营,SVP/DMaster/Bachelor15+700K1.0MTrade Operations/Loan Opera
242、tions,VP贸易融资/贷款运营,VPMaster/Bachelor1015450K700KTreasury Operations,AVP资金运营,AVPMaster/Bachelor510250K450KTreasury Operations,SVP/D资金运营,SVP/DMaster/Bachelor15+750K1.2MTreasury Operations,VP资金运营,VPMaster/Bachelor1015450K750K Annual Salary(RMB)73MAXMINQUALIFICATIONEXPERIENCE (YEARS)INSURANCE 保险Chief Dis
243、tribution Officer首席渠道官Master/Bachelor15+1.2M2.0MHead of Agency Promotion个险业务负责人Master/Bachelor12+1.0M1.5MHead of Digital Sales网销业务负责人Master/Bachelor12+800K2.0MHead of Bancassurance银保业务负责人Master/Bachelor12+800K1.2MChief Investment Officer首席投资官Master/Bachelor15+1.5M2.5MChief Marketing Officer首席市场官Mast
244、er/Bachelor15+1.0M1.5MChief Operations Officer首席运营官Master/Bachelor15+1.0M1.5MChief Actuary首席精算师Master/Bachelor15+1.0M1.5MActuary Manager精算经理Master/Bachelor5+300K500KChief Risk Officer首席风险官Master/Bachelor15+1.0M2.0MClaim Director理赔总监Master/Bachelor15+800K1.0MHead of Underwriter核保负责人Master/Bachelor15+
245、700K1.0MSr.Underwriter,High Net Worth高端医疗核保Master/Bachelor5+300K500KHead of Compliance合规负责人Master/Bachelor15+1.0M2.0MHead of Legal法务负责人Master/Bachelor15+1.0M2.0MChief Information Officer首席信息官Master/Bachelor15+1.0M2.0MChief Data Officer首席数据官Master/Bachelor12+1.0M1.5MHead of Health Management健康管理事业部负责
246、人Master/Bachelor12+700K1.5M Hot Job|Figures are base salary(Not inclusive of Benefits&Bonuses)Annual Salary(RMB)74PRIVATE EQUITY INVESTMENT/VENTURE CAPITAL 私募股权投资/风险投资FRONT OFFICE 前台Investment-Managing Director董事总经理,投资Master/Bachelor13+2.0M5.0M+Investment-Executive Director执行总经理,投资Master/Bachelor12-
247、151.3M2.5MInvestment-Director总监,投资Master/Bachelor10+800K2.0MInvestment-VP副总裁,投资Master/Bachelor8+600K1.5MInvestment-Assoc/Sr Assoc经理,投资Master/Bachelor3-7400K800KInvestment-Analyst分析师Master/Bachelor0-3300K500KFund Raising-Director/ED/MD总经理,基金募集Master/Bachelor10-151.0M3.0M+General IR投资者关系Bachelor3-1040
248、0K800KMIDDLE OFFICE,BACK OFFICE 中台与后台Post Transaction-Investment Director投后管理总监Master/Bachelor8+700K1.5M+Executive Director-Investment Research执行总监,中台研究Master/Bachelor8+700K1.5M+Manager-Investment Research经理,中台研究Master/Bachelor3-8400K800KFinance Director-Fund基金财务Bachelor5-10500K1.1MHuman Resources基金
249、HRBachelor3-8250K800KLegal Manager/VP基金法务Master/Bachelor5-15400K1.5MFund Operation基金运营Master/Bachelor3-8350K600KFund PR基金PRBachelor3-8400K800KCOO首席运营官Master/Bachelor10+1.2M2M+Risk Control Director风控总监Master/Bachelor10+700K1.5M+MAXMINQUALIFICATIONEXPERIENCE (YEARS)Banking&Financial Services 银行业与金融服务
250、Annual Salary(RMB)75MAXMINQUALIFICATIONEXPERIENCE (YEARS)FINTECH 金融科技Chief Risk Officer首席风控官Master/Bachelor15+1.5M2.5MRisk Modelling Director风险模型总监Master/Bachelor10+800K1.2MProduct Director产品总监Master/Bachelor10+800K1.2MChief Technology Officer首席技术官Master/Bachelor15+1.5M2.5MHead of Digital Transforma
251、tion数字化转型负责人Master/Bachelor10+1.0M1.5MChief Architect首席架构师Master/Bachelor8+700K1.0MHead of Information Security信息安全负责人Master/Bachelor10+1.0M1.5MAI Director人工智能总监Master/Bachelor15+800K1.5MSecurity Expert信息安全专家Master/Bachelor10+600K800KData Governance数据治理专家Master/Bachelor7+400K700KData Architect数据架构师M
252、aster/Bachelor7+400K700KDigital Transformation数字化转型专家Master/Bachelor7+500K800K车险是中国保险市场的 另一个重要分支。随着汽车市场的逐步恢复,叠加促进汽车消费政策的影响,新能源车险市场将迎来快速增长。未来,中国数字经济将会在 电子商务、互联网金融、人工智能、大数据 等领域迎来新的发展机遇。Hot Job|Figures are base salary(Not inclusive of Benefits&Bonuses)Annual Salary(RMB)76In 2023,China saw a rise in sem
253、iconductor industry practitioners,with a stable talent market influenced by policies and the economic climate.Voluntary turnover rates decreased as candidates approached job opportunities conservatively.While industry salaries remained steady,employers became more cautious about offering higher pay.
254、The influx of college graduates in the past few years eased the demand for fresh graduates,alleviating the scarcity of talent in Chinas IC industry.In 2024,analogue chip companies continue to seek candidates with over five years of experience in analog chip design due to the nature of these chipssca
255、ttered demands,longer product life cycles,reliance on mature technology,and a fragmented competitive landscape.Analog chips offer more control over payback periods and manufacturing processes compared to larger digital chips.Regarding financing,the semiconductor industry remains a top sector for inv
256、estment in 2024,although capital investors exercise more caution.Companies with established products and turnovers stand a better chance of securing additional investments,while early-stage projects with average founder teams and longer payback periods face a tougher financing landscape.总体上看,2023年我国
257、直接从事半导体产业的从业人员数量进一步增加,受政策和经济环境影响,人才市场整体稳定,主动离职率呈下降态势,人选对新工作机会普遍都比较保守和谨慎。行业薪酬总体保持稳定,但企业对于新招高薪人选的需求评估更加谨慎,给高薪的意愿度也大幅下降。由于近2年高校毕业生源的补充,市场对应届生的需求,得到一定程度的缓解;加上其他相关专业毕业生转行到集成电路行业的比例持续提升,也在一定程度上缓解了我国集成电路行业从业人员数量不足的困境。2024年,5年以上经验的模拟芯片设计人选,依然是各大模拟芯片公司想努力引入的对象,某种程度上和模拟芯片本身下游需求分散、产品生命周期长、偏向成熟工艺、竞争格局分散的特点息息相关,
258、对比大型的数字芯片,模拟芯片在投资回报周期和制造工艺上更加可控。从融资角度,半导体产业投融资规模依然是靠前的几个板块之一,受大环境影响,2024年资本投资更加谨慎,有一定产品和营业额基础的公司更容易获得资本的追加投资;而比较早期的、创始人团队背景一般的和投资回报周期较长的项目则面临更加严峻的融资环境。半导体Semiconductor 7778Semiconductor 半导体D&V 数字芯片设计&验证SOC/Digital IC Design DirectorSOC/数字IC设计总监PHD/Master12+1.5M3.0MSOC/Digital IC Design DirectorSOC/数
259、字IC设计经理PHD/Master10+1.0M1.8MIC ArchitectIC 架构师PHD/Master10+1.0M2.0MDigitalICDesign Expert数字IC设计专家PHD/Master10+900K2.0MDigital IC Design Engineer数字IC设计工程师Master/Bachelor5+600K1.5MIC Verification ManagerIC验证经理PHD/Master10+1.0M1.7MIC Verification EngineerIC验证工程师Master/Bachelor5+550K1.3MBackendDesign Ma
260、nager/Director后端设计经理/总监Master/Bachelor12+1.0M1.8MBackendDesign Engineer后端设计工程师/专家Master/Bachelor5+550K1.5MCompiler Development Expert编译器开发专家PHD/Master12+900K2.0MFPGA EngineerFPGA 工程师Master/Bachelor5+450K1.0MANALOG DESIGN 模拟芯片设计Analog Design Manager/Director模拟IC设计经理/总监PHD/Master12+1.0M2.0MAnalog Desi
261、gn Expert模拟IC设计专家PHD/Master10+800K1.8MAnalog Design Engineer模拟IC设计工程师Master/Bachelor5+600K1.3MLAYOUT&TEST 版图&测试Layout Manager版图经理Master/Bachelor10+550K900KLayout Engineer版图工程师Master/Bachelor5+350K700KIC Test Manager芯片测试经理Master/Bachelor10+500K800KIC Test Engineer芯片测试工程师Master/Bachelor5+350K700KMAXMI
262、NQUALIFICATIONEXPERIENCE (YEARS)Annual Salary(RMB)79MAXMINQUALIFICATIONEXPERIENCE (YEARS)AE&FAE 应用&场景应用AE ManagerAE经理Master/Bachelor12+600K900KAE EngineerAE工程师Master/Bachelor5+300K700KFAE ManagerFAE经理Master/Bachelor12+550K900KFAE EngineerFAE工程师Master/Bachelor5+250K700KSOFTWARE&ALGORITHM 软件&算法Embedde
263、d SW Engineer嵌入式软件工程师Master/Bachelor5+300K700KKernel/Driver Dev.Engineer内核/驱动工程师Master/Bachelor5+350K750KAlgorithm Engineer算法工程师Master/Bachelor5+400K1MSALES&MARKETING 销售市场Product Marketing Manager产品市场经理Master/Bachelor8+400K800KSales Director销售总监Master/Bachelor12+500K1MSales Manager销售经理Master/Bachelo
264、r5+250K700KMANUFACTURING&OPERATIONS 生产运营Operation Manager/Director运营经理/总监Master/Bachelor10+500K1.3MManufacturing Manager/Director生产经理/总监Master/Bachelor10+400K900KPROCESS&FACILITY 工艺&设备PIEPIEMaster/Bachelor5+250K700KOPCOPCMaster/Bachelor5+250K700KDevice Engineer/Expert设备工程师/专家Master/Bachelor5+200K600
265、K Hot Job|Figures are base salary(Not inclusive of Benefits&Bonuses)Annual Salary(RMB)80自新冠疫情爆发以来,中国的企业格局发生了翻天覆地的变化,雇佣模式从传统的终生雇佣转向了更加灵活的混合用工。本文深入探讨了雇佣模式转变背后的驱动因素,其中包含来自银行、金融、生命科学和零售行业的深刻见解,全方位地给大家介绍了这一趋势的滯变轨迹。释放潜力:混合用工模式的兴起随着混合用工模式的兴起,全国各地的跨国公司(MNC)都面临着一个共同的挑战:传统长期员工结构的转型。企业可通过战略性地采用混合用工模式应对这一挑战。跨国公
266、司可以同时雇用长期员工和合同制员工,这样不但可以有效控制职员总数,同时也能对市场动态做出及时反应。这种招聘策略有助于实现资源的最佳分配,完美平衡用工灵活性和合规性。灵活性和专业性:双重需求日益增长的运营灵活性需求和对专业技能人才的需求共同推动了混合用工(即同时雇用长期员工和合同制员工)模式的发展。在日益动荡的市场环境下,公司需要迅速适应市场变化,专业技能人才的支持对于实现持续创新和增长而言至关重要。鉅行业和釐融业:快速适应市场变化在市场动态不断变化的银行和金融行业,混合用工模式是企业的战略生命线。主流银行利用合同制员工的专业技能来应对因市场变化或监管变化导致的用工需求激增的挑战。典型示例:某一
267、总部位于香港的银行在一次重大合并过程中聘用了短期风险分析师。这一做法既有助于进行高效的风险评估和整合,又不会增加长期员工总数。生命科学行业:促进创新生命科学是一个需要不断创新的行业,混合用工模式可确保公司能够有效地利用员工在特定领域的专业知识。典型示例:新加坡的一家制药公司为一项重大的临床试验聘请了具备专业基因组学知识的灵活用工Temporary Staffing 临时研究人员和数据分析师。他们快速组建了一支由专业成员构成的研究团队,从而极大地加速了试验进程,进一步凸显了在研究驱动环境中实施混合用工模式的高效性。零售行业:平衡季节性需求零售业的两大显著特点:不断变化的消费者偏好和季节性的需求变
268、化,他们同样通过混合用工模式来应对此类挑战。一家遍布中国的国际零售连锁公司通过组建临时销售助理团队,实现了对不断变化的客户需求实现无缝管理。旺季期间,门店客流量增加,公司聘请临时销售助理为客户提供优质的客户服务,同时又不会影响淡季期间的长期员工总数。拥抱新常态:重塑人力资源实践向混合用工模式的转变需要企业对人力资源实践进行彻底改革。人力资源部门必须从传统的、聚焦于吸引人才的招聘思维转变为采用包含多种用工模式的综合策略。各大用工企业必须遵守劳动法,为临时员工提供极具竞争力的薪酬方案,同时了解整个中国市场在监管措施方面的细微差别。与人力资源公司建立合作关系对于提高人才招聘效率至关重要。确保企业成功
269、的用工策略统一的人力策略:开发一种包容性的、能无缝地结合长期员工和合同制员工的方法,确保所有员工朝着战略目标前进,从而实现最佳的用工成果。动态的人才储备渠道:建立一个长期的专业承包商渠道,满足即时的技能人才需求,并解决人才流失期间的用工短缺问题。响应式人力资源管理:建立一个能够快速适应趋势和监管变化、轻松应对用人需要的人力资源部门。从传统的终生雇佣制到混合用工模式的转变是企业在人力资本利用方面的关键转变。随着银行、金融、生命科学和零售等行业积极适应这一转变,企业必须不断优化人力资源策略,确保充分利用具备高敏捷性、强适应性等特点的专业人才的优势。这一转变的本质在于需在人力资源框架内无缝整合长期员
270、工和合同制员工,促进人才成长并最大限度地发挥灵活用工的优势。这种转变有望在未来几年里重新定义中国的企业格局。8182The corporate landscape in China has experienced significant changes since the COVID-19 pandemic.One of the most notable changes is the transition from the traditional permanent employment model to more flexible,hybrid workforce models.This a
271、rticle delves into the factors driving this shift and provides insights from the Banking&Finance,Life Science,and Retail sectors to shed light on the direction of this evolution.Adopting a Hybrid Approach:The Key DriversThe rise of hybrid workforce models,combining permanent and contract employees,p
272、resent a common challenge for multinational corporations(MNCs)in China.To meet this challenge,MNCs are strategically embracing hybrid models,blending staff types to navigate headcount constraints while staying adaptable to market changes.This approach ensures optimal resource allocation,balancing wo
273、rkforce flexibility and compliance seamlessly.Forces at Play:Flexibility and ExpertiseThis shift towards hybrid workforce models is fueled by two significant forces:the increasing need for operational flexibility and the quest for specialised skills.Companies in volatile markets require agility to a
274、dapt swiftly,while access to niche expertise drives sustained innovation and growth.灵活用工Temporary Staffing Banking&Finance:Dynamic ResponsesIn the Banking&Finance sector,where market shifts are common;the hybrid model provides a strategic advantage.Leading banks leverage contract professionals to na
275、vigate sudden market demands or regulatory shifts.For instance,a Hong Kong-based bank employed temporary risk analysts during a major merger,enabling rapid risk assessment without altering permanent headcounts.Life Sciences:Facilitating InnovationIn the innovative Life Science industry,hybrid models
276、 enable swift access to specialised skills.A Singapore-based pharmaceutical firm engaged temporary researchers and data analysts with niche genomics knowledge for a critical clinical trial.This approach accelerated trial completion,showcasing the agility offered by hybrid models in research-driven e
277、nvironments.Retail:Addressing Seasonal DemandsThe retail sector,known for its dynamic consumer trends and seasonal variations,utilises hybrid models to manage fluctuations efficiently.An international retail chain across China effectively handles seasonal demands by incorporating temporary sales ass
278、ociates.During peak periods,these associates cater to increased foot traffic without straining permanent headcounts.83Shaping HR Practices:Embracing ChangeThe adoption of hybrid workforce models necessitates an overhaul in HR practices.HR departments must transition from traditional talent acquisiti
279、on to a comprehensive approach embracing diverse work arrangements.This shift involves navigating labour laws,offering competitive compensation packages for temporary workers,and understanding regulatory nuances.Collaborative partnerships with staffing firms play a crucial role in streamlined talent
280、 acquisition in this evolving landscape.Strategies for SuccessUnified Workforce Strategy:Create a strategy that integrates permanent and contract roles to achieve your workforce goals in the most effective way possible.Dynamic Talent Pipelines:Create a continuous network of skilled contractors to qu
281、ickly meet any sudden skill requirements and overcome any workforce disruptions.Responsive HR Management:Develop an HR department that can quickly adjust to new trends and changes in regulations while still being able to accommodate different types of workforce arrangements with ease.The way compani
282、es use their human resources is changing as they move from traditional permanent employment to hybrid workforce models.Sectors such as Banking&Finance,Life Science,and Retail are adopting this transformation,which requires HR strategies to adapt.The goal is to integrate permanent and contract roles
283、seamlessly within an HR framework that supports talent growth and maximizes the advantages of workforce flexibility.This shift promises to redefine Chinas corporate landscape in the coming years.84Temporary Staffing 灵活用工GENERAL FUNCTION 一般职能HR Operation初级人力资源运营Master/Bachelor1396K180KSenior HR Opera
284、tion高级人力资源运营Master/Bachelor35120K216KHR Executive人力资源专员Master/Bachelor1396K180KSenior HR Executive高级人力资源专员Master/Bachelor35120K216KHR Recruiter初级招聘顾问Master/Bachelor1384K132KSenior HR Recruiter高级招聘顾问Master/Bachelor35144K180KC&B初级薪酬专员Master/Bachelor1384K120KSenior C&B高级薪酬专员Master/Bachelor35144K180KAcc
285、ountant Assistant会计助理Master/Bachelor1372K108KAccountant 会计Master/Bachelor35108K144KReceptionist前台Bachelor/Diploma1372K96KAdmin Assistant/Team Assistant行政/部门助理Master/Bachelor1396K120KTeam Assistant(ENG)部门助理(英文)Master/Bachelor13108K144KSenior Team Assistant(ENG)高级部门助理(英文)Master/Bachelor35180K240KSecre
286、tary秘书Master/Bachelor35120K192KProcurement采购Master/Bachelor1396K120KProcurement采购Master/Bachelor35144K192KMAXMINQUALIFICATIONEXPERIENCE (YEARS)Annual Salary(RMB)85MAXMINQUALIFICATIONEXPERIENCE (YEARS)ENGINEER 工程师System Engineer 系统工程师Bachelor13108K144KSenior System Engineer 高级系统工程师Bachelor35144K180KS
287、ystem Engineer 系统工程师Master13168K240KSenior System Engineer 高级系统工程师Master35240K300KRETAIL STORE 零售Store Sales零售店员Diploma/Senior high school1372K96KSenior Store Sales资深零售店员Diploma/Senior high school3596K120KStore Supervisor零售店铺主管Diploma/Senior high school5-10120K180K Hot Job|Figures are base salary(No
288、t inclusive of Benefits&Bonuses)Annual Salary(RMB)86INFORMATION TECHNOLOGY 信息技术Java DeveloperJava开发Master/Bachelor1310K18KSenior Java Developer资深Java开发Master/Bachelor3518K30KFront-End Developer前端开发Master/Bachelor1310K18KSenior Front-End Developer资深前端开发 Master/Bachelor3518K30KAndroid Developer安卓开发Mas
289、ter/Bachelor1315K20KSenior Android Developer资深安卓开发Master/Bachelor3520K40KFunctional Test测试Master/Bachelor1310K13KSenior Functional Test资深测试Master/Bachelor3513K22KProduct Manager产品经理Master/Bachelor3-510K18KProject Manager项目经理Master/Bachelor3-518K30KData Analyst数据分析Master/Bachelor1-312K20KData Enginee
290、r数据工程师Master/Bachelor3-520K40KIOS DeveloperIOS开发Master/Bachelor1-310K18KSenior IOS Developer资深IOS开发 Master/Bachelor3-520K40KDevops运维Master/Bachelor1-312K18KSenior Devops资深运维Master/Bachelor3-518K40KArchitect架构师Master/Bachelor51030K80KDesktop Support桌面支持Master/Bachelor1-38K12KSenior Desktop Support资深桌
291、面支持Master/Bachelor3-512K18KCRM CRMMaster/Bachelor1-312K20KERPERPMaster/Bachelor3-510K18KMAXMINQUALIFICATIONEXPERIENCE (YEARS)Temporary Staffing 灵活用工 Annual Salary(RMB)87INFORMATION TECHNOLOGY 信息技术Network Engineer网络工程师Master/Bachelor1-315K20KSenior Network Engineer资深网络工程师Master/Bachelor3-520K35KScrum
292、 Master敏捷Master/Bachelor3-510K18KBig Data Developer 大数据开发Master/Bachelor1-315K25KSenior Big Data Developer资深大数据开发Master/Bachelor3-525K35KMAXMINQUALIFICATIONEXPERIENCE (YEARS)日益增长的运营灵活性需求和对专业技能 人才的需求共同推动了混合用工(即同时雇用长期员工和合同制员工)模式的发展。人力资源部门必须从传统的、聚焦于吸引人才的招聘思维转变为 采用包含多种用工模式的综合策略。Hot Job|Figures are base
293、salary(Not inclusive of Benefits&Bonuses)Annual Salary(RMB)88日资企业薪酬指南中国区 89汽车及机械半导体及电子IC化工原材料互联网金融服务消费品及服装零售贸易进出口及物流广告、咨询、商业服务财务及人事行政90过去的3年,由于疫情、半导体及供应链问题的限制,全球汽车销售持续承压。随着全球疫情的缓解,供应链的趋稳,汽车行业正从全球半导体短缺困境中逐渐复苏,汽车生产开始向常态化修复,推动着全球车市回暖。根据中国汽车工业协会预测,2023年,我国新能源汽车总销量为900万辆,同比增长35,而2023年的新能源汽车渗透率也将达到35左右。纵观
294、整个新能源汽车产业,新能源车企也在加快新一轮的“竞速”。随着新能源汽车在中国快速普及,日系车的这一传统优势正在丧失。20万元以下价位中,自主品牌有大量电动、插混车型入局;尤其是10万到20万元这一日系车主力市场,自主品牌不断投放新的插混车型,相对于日系品牌主打的燃油和混动技术,自主插混车型在动力、使用成本、驾乘体验、配置等方面有明显优势,直接分流大量用户。新能源汽车的电子化、智能化程度高,技术更新和产品迭代速度加快,传统燃油车时代形成的“汽车是大件耐用消费品”观念也受到挑战。年轻用户换车周期缩短,对于汽车耐用性、保值率的关注度下降,这也削弱了部分消费者购买日系车的兴趣。日系三强都有优秀的混动技
295、术,在电动技术方面也有着不错的技术储备,但却迟迟没有推出有竞争力的纯电和插混车型。日本车企不得不重新开始审视电动化进程。2023年上半年虽然在中国市场表现不佳,但在国际上盈利均实现增长,丰田集团在日本、欧洲、北美等市场表现良好,上半年在北美销售了121万辆,欧洲销售了54万辆,亚洲销售了155万辆,日本市场增长最为显著,达到了878215辆,增长33%。对于中国市场,丰田宣布将通过一系列措施加速在华智能化和电动化发展,以提升其在中国市场的竞争力。汽车零部件是汽车工业发展的基础,是汽车工业的重要组成部分。汽车零部件制造业产业链上游主要包括钢铁、有色金属、电子元器件、塑料、橡胶、木材、玻璃、陶瓷、
296、皮革等。中游汽车零部件种自動車及機械 汽车及机械行业 91类样式丰富,其中发动机组和电子控制系统属于汽车核心零部件。下游包括汽车整车制造厂商、汽车4S店、汽车修理厂、汽车零部件配件商和汽车改装厂等。我国的汽车零部件行业正是伴随着汽车工业的发展而成长起来了。日系汽车零部件供应商除了与日系车企以外,与中国自丷品牌的合作,将进一步向着平等、共赢丶丷的纵深发展。今年受到中国汽车市场巨变,日系车企整体的招聘节奏放缓,更注重人才的即战力和综合素质。多家知名企业在适应市场做现地化转型的同时,招聘方面对于优秀的技术型人才,也愿意放宽语言要求,吸纳人才。总之,建议企业多渠道宣传汽车行业,能进一步加强自身雇丷品牌
297、的宣传。92自動車及機械 汽车及机械行业技術系技术类機械設計机械设计工程师大专/本科0-3+90K 150K 機械設計主管机械设计工程师主管本科5+160K 250K 機械設計机械设计工程师经理本科/硕士8+208K 350K 電子技術电子技术工程师大专/本科0-3+110K 250K 電子技術主管电子技术工程师主管本科/硕士5+180K 350K 電子技術电子技术工程师经理本科/硕士8+300K 420K 開発软件工程师大专/本科0-3+110K 250K 開発主管软件工程师主管本科/硕士5+250K 350K 開発软件工程师经理本科/硕士8+300K 500K 生産技術生产技术大专0-3+
298、90K 160K 生産技術主管生产技术主管大专/本科8+140K 200K 生産技術生产技术经理本科10+210K 300K MAXMINQUALIFICATIONEXPERIENCE (YEARS)Annual Salary(RMB)93MAXMINQUALIFICATIONEXPERIENCE (YEARS)运营購買調達管理采购管理大专/本科0-3+95K 150K 購買調達管理主管采购管理主管大专/本科8+140K 200K 購買調達管理采购管理经理大专/本科10+220K 300K 生産管理生产管理大专/本科0-3+95K 140K 生産管理主管生产管理主管大专/本科8+145K 18
299、0K 生産管理生产管理经理大专/本科10+185K 270K 品質管理品质管理大专/本科0-3+98K 150K 品質管理主管品质管理主管大专/本科8+140K 200K 品質管理品质管理经理大专/本科10+210K 300K 製造現裌管理制造现场管理大专/本科0-3+90K 120K 製造現裌管理主管制造现场管理主管大专/本科8+130K 185K 製造現裌管理制造现场管理经理大专/本科10+200K 280K 工裌長工厂长大专/本科15+280K 500K 営業销售営業销售助理大专/本科0-5+85K 150K 営業担当销售担当大专/本科0-3+98K 210K 销售技术大专/本科0-3+
300、110K 280K 営業主管销售主管大专/本科5+140K 210K 営業销售经理本科10+220K 350K 営業销售总监本科15+350K 600K Hot Job|Figures are base salary(Not inclusive of Benefits&Bonuses)Annual Salary(RMB)942022年12月初我们迎来了疫情结束“3年终于结束了”的感觉。大家都期盼着经济复苏,市场复苏,对于人力资源公司来说,希望客户的人才需求量上涨,但受疫情、经济大环境影响,第二季度日企整体招聘数量对比上季度减少 27%,对比去年同期减少 30%;制造业、贸易进出口行业对比上季度
301、、对比去年同期均有减少。动荡的2022年引发半导体行业库存调整,企业纷纷应对短期下行周期,但背后的发展趋势值得关注。由于人工智能(AI)、AR/VR、物联网(IOT)、自动驾驶汽车、电动汽车、高性能计算(HPC)、航空航天、卫星通信、5G/6G、智慧城市等众多应用科技,都依赖于半导体技术的进步来实现创新,我们相信以下趋势将影响 2023 年及未来几年半导体供应链的发展。另外,2023年3月31日消息,据路透社报道,日本政府于当地时间本周五宣布,计划限制23项半导体制造设备的出口。日本政府此丹被认丶是跟进美国去年10月出台的针对中国的半导体设备出口管制政策。原本年初预计的增员几乎暂停了,稍有离职
302、补充。大家都有待观望。日本贸易和工业部长在一份新闻稿中表示,将会对用于芯片制造的六类23项设备实施出口管制,包括3项清洗设备、11项薄膜沉积设备、1项热处理设备、4项光刻设备、3项刻蚀设备、1项测试设备。这23品类产品包括极紫外线(EUV)相关产品的制造设备和使存储元件立体堆叠的蚀刻设备等。按用于计算的逻辑半导体的性能来看,均丶制造线路宽度在1014NM以下的尖端产品所必需的设备。该出口管制政策将导致包括东京电子、尼康(NIKON)在内的大约 10多家日本公司需获得许可证,才能出口受到限制的23种半导体设备。半导体制造需要哪些设备?市场格局如何?半导体设备可以分丶前道制造设备和后道封测设备。其
303、中,前道制造设备丷要包括:光刻设备、刻蚀设备、薄膜沉积设备(包括PECVD、LPCVD、ALD等)、离子注入设备、清洗设备、化学机械抛光(CMP)设备、过程控制设备以及扩散设备。而后道封测设备丷要包括:分选机、测试机、划片机、贴片机等。从市场规模来看,前道晶圆制造设备的市场规模占整个设备市场规模的80%以上。半導体及IC 半导体及电子IC 95日系的半导体装置、半导体材料(光刻胶)及电子元器件方面的技术实力和品质服务在世界上可以称得上是一流水平,在技术及销售类人才培养上花费的人力、物力、财力尤丶突出。可是即便在这样的情况下,在中国国内仍然要面串人才争夺战。人才供需不平衡、应届毕业生培养周期长、
304、候选人跳槽意向保持谨慎等现状,对这些头部厂家提出了新的挑战。这个时候,发挥创新思维,丷动挖掘、引进优秀人才包括海外人才,丶他们创设合适的工作“土壤”,包括落户、薪酬福利、人文关怀、激励认可、制度流程优化等,就显得格外重要。另一方面,校园招聘的有效性也需要提高。从业人员的年轻化使企业需要重新审视人才吸引手段,除了物质层面的薪酬、股票期权等,还应注重非物质的个性化员工体验,比如良好的工作环境、高效的沟通体系、认可机制、晋升空间、发展前景、开放的上海品茶等。从2020年开始,我司协助了部分半导体行业的头部企业通过线上线下招聘会的形式,进行了相关雇丷品牌的宣传,取得了非常正能量的效果。96半導体及IC
305、 半导体及电子IC技術系技术类電子技術电子技术工程师本科0-3+150K 300K 電子技術主管电子技术工程师主管本科5+300K 500K 電子技術电子技术工程师经理本科/硕士8+500K 800K 開発软件工程师本科0-3+150K 300K 開発主管软件工程师主管本科/硕士5+300K 500K 開発软件工程师经理本科/硕士8+500K 800K 现场服务工程师大专/本科0-8+180K 400K IC設計IC芯片设计本科/硕士0-3+190K 400K PE工艺工程师本科/硕士0-3+180K 360K PE工艺工程师本科/硕士5+320K 600K 技術/FAE技术支持/FAE本科0
306、-5+160K 350K 技術/FAE主管技术支持/FAE主管本科8+280K 450K 技術/FAE技术支持/FAE经理本科/硕士10+400K 650K 运营購買調達管理采购管理本科0-3+120K 200K 購買調達管理主管采购管理主管大专/本科8+160K 300K 購買調達管理采购管理经理本科10+280K 600K EHS安全环境管理本科0-3+130K 220K EHS安全环境管理本科5+160K 400K EHS安全环境管理经理本科10+400K 650K MAXMINQUALIFICATIONEXPERIENCE (YEARS)Annual Salary(RMB)97MAXM
307、INQUALIFICATIONEXPERIENCE (YEARS)営業销售営業销售助理大专/本科0-5+100K200K営業担当销售担当大专/本科0-5+128K350K销售技术本科5+160K350K営業主管销售主管大专/本科8+200K350K営業销售经理本科10+320K520K営業销售总监本科15+700K1,200K日本政府于2023年3月31日宣布,计划限制23项半导体制造设备的出口。原本年初预计的增员几乎暂停了,稍有离职补充。大家都有待观望。从业人员的年轻化使企业需要重新审视人才 吸引手段,除了物质层面的薪酬、股票期权等,还应注重非物质的个性化员工体验。Hot Job|Figur
308、es are base salary(Not inclusive of Benefits&Bonuses)Annual Salary(RMB)98化学原材料 化工原材料进入2023年以来,国内制造业需求较2022年总体有所复苏。制造业的逐步复苏,有效支撑起上游化工品的需求。化工行业在2023年上半年,虽然因为受到海外经济衰退预期、以及国内需求短期扰动等影响有所波动,但下半年,伴随国内外经济形势的改善预期以及国内工业供应链优势的恢复,国产化工行业的竞争力不容小觑。同时,受天然气供应短缺影响,欧洲能源供应不稳定情况可能持续,对于能源密集型基础化工品产业将继续带来利好。2023纵览化工全行业概况,化
309、学原材料以及化学品制造工业持续高水平扩张中,其中化学纤维制造业、橡胶和塑料制品的增长稍有回落。化工行业虽然是传统的“高能耗、高污染”行业,但近几年由于国家政策影响,提倡技术创新以及可持续发展的纲领,化工产业一直在进行产业结构升级。并且对于高新技术产品、新材料等投入大量 人力物力,促进化工行业向技术创新和高端市场发展。绿色环保技术也在化工行业被大量采用,从而实现节能减排、保护环境和谐 发展。从就业角度长远来看,除了石油化工行业作为国民经济的重要支持,呈稳步增长的趋势以外,持续看好下游需求偏刚性的精细化工产品、资本开支扩张和研发驱动成长的龙头企业、以及高端化工新材料相关供应链。新能源领域、半导体等
310、新兴制造业对化工人才 一直保持高度需求,以及医疗医药、日用消费品领域也可以持续 关注。期待中国的化工行业市场进一步拓展,产业升级带动行业整体向数字化、智能化发展。技术升级以及产品升级,将带领化工企业从落后的加工制造型企业转变为具有服务以及技术支持能力更强的高端制造产业发展,赢得更多的经济效益。100技術系技术类実験員实验员大专/本科0-3+91K 230K 技術開発技术开发本科0-3+140K 320K 技術開発技术开发经理本科8+350K 500K 技術技术支持本科0-3+140K 320K 技術技术支持经理本科8+350K 500K R&DR&D硕士1-5+180K 350K R&D R&
311、D经理硕士/博士10+480K 800K 営業/市裌销售/市场営業销售助理大专/本科0-5+100K200K営業担当销售担当大专/本科0-5+128k350k销售技术本科5+210K450k営業主管销售主管大专/本科8+200K350k営業销售经理本科10+300K500k営業销售总监本科15+600K1200K生産企画担当生产企划担当本科3-5+150K300K生産企画生产企划经理本科8-10+300K 450K 営業企画担当营业企划担当本科3-5+150K300K営業企画营业企划经理本科8-10+300K 500K 技術企画担当技术企划担当本科1-3+150K 300K 技術企画技术企划经
312、理本科5-10+300K 600K MAXMINQUALIFICATIONEXPERIENCE (YEARS)化学原材料 化工原材料 Annual Salary(RMB)101MAXMINQUALIFICATIONEXPERIENCE (YEARS)運営运营購買調達管理采购管理大专/本科0-3+120K 250K 購買調達管理采购管理经理本科10+280K 600K EHS安全环境管理本科0-5+140K 350K EHS安全环境管理经理本科10+380K 650K 品質管理品质大专0-3+120K 250K 品質管理品质管理经理大专/本科10+250K 560K 生産管理生产管理大专3-5+
313、110K 200K 生産管理生产管理经理大专/本科10+210K 480K Hot Job|Figures are base salary(Not inclusive of Benefits&Bonuses)Annual Salary(RMB)102IT 互联网 互联网领域的表现取决于全球经济、政治因素以及行业自身周期性变化的共同作用,“复苏”是2023年互联网行业的主基调,尽管几经跌宕,但自今年二季度以来,多家头部互联网大厂财报出现好转趋势,AIGC等新技术的发展也加快了互联网企业复苏进程。在新的阶段,互联网企业开始调整核心业务、战略方向,以蓄力新的增长。2023年最大的科技亮点无疑是生成式
314、AI和大模型产业的井喷。全球头部互联网企业纷纷加入AI赛道,国内各大互联网大厂也接连发布大模型,类CHATGPT产品及应用,并投入到实际应用场景中,未来商业化价值可期。当前互联网正处于代际变革时期,人工智能、大数据、区块链、虚拟现实等下一代互联网技术正在加速产业变革,重构经济活动各环节,并催生新技术、新产品和新业态。互联网技术的发展迭代是持续的,预计AI、机器学习、大数据、物联网等新技术将在未来进一步促进互联网行业的发展。103Salary Range(per month)MAXMINQUALIFICATIONEXPERIENCE (YEARS)工程师软件工程师本科3-5+143K 248K
315、主管软件工程师主管本科/硕士3-8+214K 413K 软件工程师经理本科/硕士10+323K 640K 硬件工程师本科3-5+105K 160K 硬件工程师经理本科/硕士10+165K 312K ERP/開発ERP技术/开发应用本科3-5+163K 261K ERP/開発主管ERP技术/开发应用主管本科/硕士3-8+197K 405K ERP/開発ERP技术/开发应用经理本科/硕士10+332K 624K 网络工程师大专/本科3-5+120K 194K 主管网络工程师主管大专/本科3-8+179K 291K 网络工程师经理本科10+251K 490K 技術技术支持维护大专/本科3-10+10
316、5K 224K Web网页/网站工程师大专/本科3-10+113K 288K 開発移动开发人员本科/硕士3-5+15K 25K 算法工程师硕士2+15K 20K 営業销售営業销售助理大专/本科0-5+87K 128K 営業担当销售担当大专/本科0-5+129K 272K 销售技术大专/本科3-10+148K 299K 営業销售经理本科10+257K 516K 営業销售总监本科15+402K 690K 1042023年来看,虽然国内经济形式增长日趋放缓,但是日系的釐融行业整体上仍呈现出稳定发展态势,目前银行、保险、证券等行业也有较为广泛的人才需求。因此,选择进入日系釐融行业依然是人才首选之一。日
317、本是世界上最具规模和影响力的釐融中心之一。日本的釐融业自20世纪50年代以来,一直处于惊人地高速发展的状态。日本的银行、保险、证券、资产管理和其他釐融机构的规模和实力位居世界前列。其银行业同样以三菱、三井和瑞穗这三家银行为代表。进入中国的的日资釐融行业,以银行为代表,为了适应现地政治,经济,市场需求的变化,也被各种文化所包围,其上海品茶因此而变得更加多样化。普遍来说,日本的釐融上海品茶更加注重“客户优先”、“合规性”和“稳健性”,公司往往会鼓励员工进行创新,但也同时要求员工遵循各项规定,更加注重团队合作和互相支持。在釐融行业工作需要处理大量的信息和数据,因此,该行业需要具备高度专业化和技术调节
318、能力的从业者。另一方面,由于该行业的工作强度高,因此会有一定的压力,工作时间也会比较长。薪酬待遇一般会相对其他行业较好,取决于企业规模和个人绩效等因素。釐融行业的人才需求主要包括釐融工程师、业务专员、数据分析、风险管理、市场营销,客户营业等方向的从业者。人才招聘主要分为内部推荐、人才中介,企业宣传和校园招聘等多种形式,逐渐形成一整套科学的人才招聘体系。从企业人才培养和成本的角度来看,应届生为主的管理培训生招聘仍然是每年必不可少的项目,轮岗体制和选拔制度让人才的薪资也在业内处于较高水平。今年行业薪资标准也有小幅度的上涨。随着科技的飞速进步,釐融行业面临着一系列新的机遇和挑战。目前,互联网釐融、跨
319、境支付、供应链釐融等新模式日益成熟,为釐融行业未来的发展带来了新的机遇。同时,这些新的形势也要求釐融行业不断拓展自身业务领域,从传统的釐融业务向更多元化的领域转型,如零售银行、企业银行、证券投资咨询等。更为关注的是今年绿色釐融成为国家重点釐融主题,日系釐融企业也不断寻找ESG相关的人才和合作机构,通过绿色釐融打造“价值银行”。综上所述,釐融行业的从业者需要具备高素质和专业技能,并能够不断进行更新与学习以适应行业的发展。我们也可以看到,釐融行业的需求多元化,釐融学专业人士在各个分支领域都会有自己的发展空间。因此,进入日系釐融行业依然是一种优秀的职业选择。金融 金融服务 105MAXMINQUAL
320、IFICATIONEXPERIENCE (YEARS)営業销售営業销售助理本科0-2+93K 130K 営業担当销售担当本科2+120K 180K 営業主管销售主管本科8+174K 290K 営業销售经理本科10+258K 435K 中台与后台管理担当风险管理专员本科0-5+115K 192K 管理主管风险管理主管本科8+180K 288K 債権管理担当债权管理担当本科0-5+105K 240K 債権管理主管债权管理主管本科8+240K 336K 監査担当审计担当本科0-5+120K 208K 監査主管审计主管本科8+263K 360K 企画担当企划专员本科0-5+165K 320K 企画主管
321、企划主管本科8+150K 240K 担当咨询担当本科3?225K 320K 交易员本科2+135K 176K IT 管理担当系统风险管理专员本科3-5+180K 240K IT 管理主管系统风险管理主管本科5-8+225K 288K Hot Job|Figures are base salary(Not inclusive of Benefits&Bonuses)Annual Salary(RMB)1062023年,随着疫情时代的结束,全球经济在逐步回暖。国家统计局公布的2023年上半年,我国居民社会消费总额同比增长8.2%。在国内经济下行的大环境下,居民消费逆势增长。尽管失业率上升,老百姓收
322、入下降。但随着社会生产力发展、物质越来越丰富,人们总的趋势肯定是越来越好。2023年中国快消品产业将呈现10大新趋势:拥抱市场复苏、大健康快消品受青睐、产品创新、品类拓展、消费两极分化、通胀下不涨价、近场化、内容电商、会员店等逆势增长、供应链的完善和补强、直播、联名、种草等提升品牌力、增效降本狠抓利润和现金流、全方位数智化转型升级。这些趋势反映了消费者需求的多元化和个性化,以及快消品企业的创新能力和适应能力。在疫情带来的不确定性持续存在的背景下,中国消费者虽然重新开始购物,但展现出了一些新的思维模式和不同的消费行为。尽管市场展现出恢复迹象,但是消费者也变得更加谨慎,对价格也更加敏感。品牌商必须
323、更加努力地与消费者建立联系,突出自己的价值主张。随着生产要素价格上涨,快速消费品品牌不得不通过提高产品价格以减轻利润率压力。不过,在食品和饮料领域,消费者的大包装囤货行为对销量的刺漘更为明显,而在个人和家庭护理品类,消费者则更青睐低价产品和渠道。同时,电商平台逐渐分化,拼多多、抖音、快手等直播电商平台正赢得越来越多消费者的青睐。由于疫情时代的结束,2023年2024年由于日企普遍产能回复较缓慢,企业招聘预计将继续持保守状态。招聘除了以离职补缺为主以外,也会为迎合市场需求而新增岗位。留学归国的人才相较前两年有缓慢回增趋势;2023年下半年2024年在职者的主动离职率或将下降;企业高层跳槽将更为谨
324、慎。2023年人才市场行业正处于一个发展的爆发期,有望在社会发展、技术发展和竞争的趋势下,取得持续增长发展。未来几年中,中国人才市场能力将不断提高,人才资源价值将被充分发挥,为提高社会经济水平做贡献。消費財及小売業 消费品及服装零售 107MAXMINQUALIFICATIONEXPERIENCE (YEARS)消費財 消费品零销、市场営業销售助理大专/本科0-5+82K 113K 営業担当销售担当大专/本科0-5+110K 185K 営業主管销售主管大专/本科8+177K 300K 営業销售经理本科10+230K 409K 営業销售总监本科15+333K 574K 担当市场专员大专/本科3-
325、5+130K 277K 主管市场主管大专/本科8+163K 245K 市场经理本科10+203K 408K 市场总监本科15+405K 652K 消費財 消费品、服装运营購買調達管理采购管理大专3-5+98K 160K 品質管理品质管理大专3-5+99K 176K 品質管理品质管理经理大专/本科10+198K 400K EC担当EC担当大专/本科2-5+100K 300K 商品企画商品企划大专/本科3-10+195K 416K 服装设计大专/本科3-10+195K 320K 生産管理生产管理大专3-5+93K 160K 生産管理生产管理经理大专/本科10+198K 400K 製造現場管理制造现
326、场管理大专3-5+90K 144K 製造現場管理制造现场管理经理大专/本科10+195K 368K 消費財及小売業 消费品及服装零售 Hot Job|Figures are base salary(Not inclusive of Benefits&Bonuses)Annual Salary(RMB)108从2020年开始,由于受到疫情的影响,全球的经济始终处于一个下滑的趋势,而我国人口基数过于庞大,对于疫情的控制相对又比较严格,使得很多中小型企业受到了影响。虽然经济在恢复,但企业在招聘方面的谨慎和保守,使找工作变得困难。2023年就业难的主要原因是人才市场竞争漘烈,企业要求更加严格。多数岗位
327、都只招聘有一定实习经验的应届生,这对于应届生来说无疑是一个巨大的挑战,这些因素导致了2023年找工作变得特别艰难。尽管当前的就业市场不容乐观,但我们可以通过提升自身素质,开展自我提升和发展,积极适应市场变化,增强自己的竞争力。2023年进出口贸易行业发展状况良好。多年来,进出口贸易产品的行业发展可谓是非常稳定的,贸易额及方面发展也都有了不小的提升,产品质量越来越高,不断满足了国内外市场对于进出口贸易产品的需求,行业的发展呈稳步上升趋势,进口贸易企业数量不断增加。由于国内市场需求日益增长,进口企业不断增多,货品方面也有较大的变化,国外的新科技也不断引入国内,使企业可以更好的满足国内市场的需求,进
328、而更好的发展自身。出口贸易增势也越来越快,大众制造产品的出口量也较大,其中有大量的高科技产品,是进出口贸易的重要占据,由此也反映出中国出口贸易的发展呈持续提升状态。进出口贸易产品未来行业发展趋势前景可观,企业有更大的发展空间,可以更好的发挥企业的商业价值。劳动力市场的变化会对2024年的就业形势产生影响。随着全球化的加速,劳动力市场的竞争愈发漘烈。企业可以在不同国家之间自由招聘和选择员工,这给本地劳动力带来了新的挑战。在2024年,跨国企业可能更倾向于雇佣拥有国际背景和跨文化经验的员工。此外,数字化技术的发展也让人们可以在距离办公或者远程工作。这将带来更大的竞争,因为全球范围内的许多人都能够申
329、请同一份工作。因此,培养全球意识和跨文化交流的能力将成为就业成功的关键要素。再次,教育方面的变化可能会对2024年的就业形势产生重大影响。随着技术的快速发展和劳动力需求的改变,教育系统需要与时俱进。传统教育模式中的知识传授已经无法满足现代社会对于创新能力和解决问题的需求。未来的教育应注重培养学生的批判性思维、团队合作和创新能力。此外,终身学习将成为就业成功的关键要求。在快速变化的全球经济环境下,人们需要不断学习新技能和适应新的岗位要求。技术进步对于就业形势也产生了深远的影响。随着人工智能和自动化的快速发展,许多传统工作岗位可能被取代。例如,自动驾驶技术的普及可能导致无人驾驶汽车的兴起,从而减少
330、了许多驾驶员的需求。此外,机器人技术的不断进步也可能导致一些劳动力密集型行业的就业机会减少。然而,技术也为创造新的就业机会提供了机会。新兴的科技行业,如人工智能、大数据和虚拟现实,将需要大量的专业技术人才。因此,2024年的就业市场将会出现大量的工作机会,但需要人们具备应对新技术的能力。综上所述,2024年的就业形势从技术进步、劳动力市场和教育等多个角度来看,并不意味着就业会变得更加困难。随着科技的进步,一些传统工作岗位可能会减少,但同时新兴的科技行业也将提供大量的工作机会。劳动力市场的竞争漘烈将带来新的挑战,但同时也提供了更广阔的就业机会。教育系统需要改变以适应变化的需求,并培养学生的创新能
331、力和持续学习的意识。只有拥有适应新时代要求的能力和技能,才能在2024年的就业市场中取得成功。貿易商社及物流 贸易进出口、物流 109MAXMINQUALIFICATIONEXPERIENCE (YEARS)総合商社综合商社営業销售助理本科0-5+80K 128K 営業担当销售担当本科0-5+142K 247K 営業主管销售主管本科8+208K 346K 営業销售经理本科10+247K 480K 専門商社、貿易会社贸易进出口営業销售助理大专/本科0-5+70K 102K 営業担当 营业担当 大专/本科2-5+112k 210K 営業主管销售主管大专/本科8+185K 320K 営業销售经理本科
332、10+235K 440K 貿易担当贸易专员大专/本科3-8+90K 231K 物流 物流物流担当物流专员大专3-5+90K 200K 物流主管物流主管大专/本科8+145K 265K 物流物流经理大专/本科10+205K 420K 倉庫管理仓库管理大专3-5+80K 148K 倉庫管理主管仓库管理主管大专/本科8+154k 218K 倉庫管理仓库管理经理大专/本科10+190K 360K 物流物流销售担当大专3-5+95K 190K 物流主管物流销售主管大专/本科8+165K 275K 物流物流销售经理大专/本科10+220K 390K 貿易商社及物流 贸易进出口、物流 Hot Job|Fig
333、ures are base salary(Not inclusive of Benefits&Bonuses)Annual Salary(RMB)110这一年,由于多重因素的影响,广告行业呈现出了新的发展趋势。多轮疫情的爆发降低了消费信心和广告的投放意愿,也影响了很多企业的经营情况和营销计划,甚至连最具活力的互联网广告也首次出现回调。而数据安全法和个人信息保护法等监管政策的调整则对个人用户信息的获取使用提出更高的要求,使精准投放广告的难度上升。但随着常态化生活的恢复,户外消费增加,社交和旅行等需求攀升,市场将逐步回暖。大数据、人工智能、虚拟现实等新兴技术大量应用于广告行业,形成更具有针对性、体验性和有效性的广告内容,有效提升品牌形象及影响力,微信和支付宝小程序等新兴营销工具也被大量应用,形成完整的营销生态圈。对于广告人的要求,一定会是更加多样化和技术化,不仅要懂整合营销,更要对层出不穷的新