1、2021 MAINLAND CHINASALARY STUDYUnleashing Talent,Enabling Entrepreneurs.2021 CGP集团中国大陆薪酬分析CONTENTCOVID Insight 疫情洞察How COVID impacts our work in 2020 疫情下的2020年职场The truth about flexible working 数据里的灵活办公真相Executive Summary-Mainland China 中国大陆地区概述Salary Trends-Mainland China 中国大陆地区薪酬趋势Consumer 消费品Desi

2、gn&Property 地产与设计Electronics 电子工业Emerging Technology&Internet 新兴技术与互联网Energy 能源Financial Services 金融服务Healthcare 医疗健康Legal&Compliance 法务与合规Life Science 生命科学Machinery 机械制造Pharmaceutical 制药Retail&Luxury 零售与奢侈品Semiconductor 半导体Travel&Leisure 旅游与休闲040784044485目录23CGP Salary Trends/

3、ContentCGP Salary Trends/Content2020How COVID impacts our work inCovid InsightWritten by Sean Ng,Co-founder&MD Asia PacificVast numbers of employees now work remotely,and its too late to develop a set of remote-work policies if you didnt already have one.But there are ways to make the remote-work ex

4、perience productive and engaging for employees and the organization.“At most organizations,scenario planning focuses on the necessary operational responses to ensure business continuity.Few of these plans address the ability or bandwidth of employees to focus on their work,”says Brian Kropp,Distingu

5、ished Vice President,Research,Gartner.HR should help managers with nine specific activities to ensure employees get the requisite support to tackle the emotional roller coaster of this crisis and are productive and engaged.Use both direct conversations and indirect observations to get visibility int

6、o employees challenges and concerns.Use every opportunity to make clear to employees that you support and care for them.To facilitate regular conversations between managers and employees,provide managers with guidance on how best to broach sensitive subjects arising from the COVID-19 pandemic,includ

7、ing alternative work models,job security and prospects,impact on staffing and tension in the workplace.Make sure employees have the technology they need to be successful,which may be more than just a mobile phone and laptop.For example,if you expect employees to attend virtual meetings,do they have

8、adequate cameras?Even if you dont have an extensive set of technology and collaborative tools available,you can equip employees to function effectively when remote.But dont just assume that people know how to operate with virtual communications or are comfortable in that environment.Acknowledge that

9、 virtual communications are different and wont be perfect but should still be professional and respectful of others.Be mindful that virtual communications may be less comfortable and effective for some,and coach employees on when and how to escalate ineffective virtual exchanges.For example,if you h

10、avent settled an issue in six emails,the conversation may need to be elevated to a virtual meeting to get closure.Two-way dialogue between managers and employees ensures that communication efforts help,rather than hurt,engagement.Gartner research shows that employees understanding of organizations d

11、ecisions and their implications during change is far more important for the success of a change initiative than employees“liking”the change.Two-way communication with managers and peers provides employees with the information and perspective they need,and enables them to express and process negative

12、 emotions and feel more in control.Managers can create opportunities for two-way dialogues that focus on a realistic picture of both the positive and negative implications of the current COVID-19 outbreak.“The best thing you can do as a manager right now is to suspend your disbelief and put utmost t

13、rust and confidence in your employees that they will do the right thing which they will if employers provide a supportive structure,”says Kropp.Managers may be concerned and even frustrated to lose the constant visibility they once had into their employees,but dont respond by micromanaging.That will

14、 only disengage and fatigue already stressed employees.Dont fixate on perceived performance problems;youll have plenty of time to lean on established performance management systems once the height of the crisis abates.“Even before this crisis,employers were increasingly treating employees as key sta

15、keholders.During this crisis,you can show employees that you plan to look out for them for the long haul.”says Kropp.Many companies have spent the past couple of years building a set of values that describe how much they care about their employees,and how its important for them to create great lives

16、 and experiences for their employees.Make sure to reinforce these values with employees.Also continue to model the right behaviors and encourage employees to call out unethical conduct.During periods of uncertainty,employee misconduct increases by as much as 33%.Remind employees of the channels for

17、reporting misconduct and highlight punitive measures for noncompliance.This will promote work well-being which has a huge impact on feelings ofpsychological safety.Role definitions may start to fall apart during the disruption,leaving employees unsure of where to focus.Focus on what employees should

18、 be accomplishing.Emphasize objectives over processes to create greater clarity for employees and drive greater engagement levels.“One of the top engagement drivers for employees is seeing their work contribute to company goals,”says Kropp.“Employees who feel confident about the importance of their

19、job to the success of the organization feel less anxious about their job security.”In the remote landscape,where many people are juggling work and family commitments in their own homes,enable employees to complete their work in ways that are easiest and most productive for them.Your 9 a.m.team meeti

20、ng may have to go or you may have to forgo a lengthy approval process.Schedule collaboration at a mutually agreeable time,and lean on virtual tools wherever possible.Providing flexibility empowers teams to complete their assignments in their own way.“As a manager,you have to stop paying attention to

21、 the process and pay more attention to what things are getting done.Just talk to your team about what you want them to accomplish,”says Kropp.“During periods of disruption,employees desire for being recognized for their contribution increases by about 30%,”says Kropp.Effective recognition not only m

22、otivates the recipient,but serves as a strong signal to other employees of behaviors they should emulate.Recognition doesnt need to be monetary;consider public acknowledgment,tokens of appreciation,development opportunities and low-cost perks.Managers at organizations facing a slowdown can take this

23、 opportunity to provide development opportunities to employees who normally do not have capacity.Managers previously identified employees work and contributions within the traditional office space,but they are now required to recognize more with less visibility.Remote workers and managers have limit

24、ed unintentional interactions and fewer group interactions where colleagues can meet and share stories.Given the lack of visibility in a remote environment,try to improve your monitoring techniques and relationships with direct reports.Use simple pulse surveys to ask specific questions or track outp

25、ut to collect data and find areas of recognition.By meeting with employees virtually and asking what barriers they have overcome or ways peers have helped them,you can identify elements to recognize,thank and share the accomplishments of teams and their members.With businesses sheltering in place am

26、id high levels of uncertainty,managers and employees may understandably become more risk-averse.“Theres a natural hesitancy among employees during disruptive times to be afraid to try something new,”says Kropp.But its during such times that innovation and risk-taking become even more important for e

27、mployee engagement and organizational success.The disengaging effect of constraints on innovation and risk-taking are particularly severe for high-potential(HIPO)employees,who tend to have a stronger desire for these types of opportunities.Even when the organization has constraints on new investment

28、s,managers can emphasize the need and provide opportunities forincremental innovationor process improvements.Provide opportunities to share successes and safety for potential failures.The confines of social distancing mean that when employees take a risk and succeed in improving their productivity,o

29、nly a few connections can build on that success.Make an effort to highlight the value of employees continuing to scale their activities,and ensure that any risks are worthwhile.45CGP Salary Trends/Covid InsightCGP Salary Trends/Covid Insight在大多数员工远程办公的情况下，如果此时还没有一套适用的远程办公政策，恐怕为时已晚。对于员工和企业来说，以下这些方法可以

30、使远程工作更高效、员工参与度更强。“大多数企业的政策侧重于响应必要的运营需求，以确保业务连续性。这些策略很少能解决员工专注于工作的能力问题，”Gartner研究副总裁Brian Kropp说。企业人力资源部门应协助管理层开展十项具体举措，确保员工获得必要的支持，更好地应对危机中的情绪过山车，并保持生产力和敬业精神。警惕员工负面情绪通过对话和观察来了解员工面对的挑战和顾虑。抓住每一个机会，向员工明确表示对他们的支持和关心。为了提高管理者和员工之间的沟通效果，请向管理人员提供沟通指南，在讨论新冠引起的敏感话题方面给予建议，这些话题包括远程工作模式，工作安全和发展前景，通常会影响人员配备以及工作氛围

31、。武装你的员工为员工提供基本的办公设备，不仅仅是手机和笔记本电脑。例如，如果你希望员工参加线上视频会议，那么你是否为他们配备了摄像头？即使没有大量办公设备和协作工具，你也可以使员工有效的进行远程工作。但是，请不要对此设置过高的期待，不要提前预设员工可以高效顺利的进行远程沟通。你需要认识到远程沟通方式是有所不同的，而且不甚完美，但沟通仍应该秉持专业度和尊重。请注意，远程沟通对某些人而言可能不够舒适和有效，公司需要指导员工何时以及如何升级无效的远程沟通。例如，用六封电子邮件无法解决的问题，则可能需要将对话升级为在线视频会议。保持对话管理者和员工之间的双向对话可确保沟通效果，并提高员工参与度。Gar

32、tner研究表明，对于变革的成功，员工对组织决策及其在变革中的影响的理解远比员工“喜欢”变革更为重要。管理者与员工之间的沟通为员工提供了他们所需的信息和视角，使他们能够表达和处理负面情绪，并能更好地管理自己。管理者应该为双向对话创造机会，全面了解当前新冠爆发的正面和负面影响。信任你的员工Kropp说：“作为管理者，你现在最该做的事情是暂时放下疑虑，对员工展示最大的信任和信心，雇主只要提供支持与信任的工作环境，员工将会做正确的事情。“由于无法像过去一样见到和监督员工工作，管理者可能会担心甚至沮丧。但是请不要通过管理举措来向员工施压，那只会使已经紧张的员工疲劳、减少他们的归属感。不要过于专注潜在的

33、业务问题，一旦危机加剧，您将有足够的时间依靠已建立的绩效管理系统。强化组织价值观“即使在这场危机之前，雇主也越来越多地将员工视为企业股东。这次危机，是可以向员工展示企业打算长期培养他们的机会，”Kropp说。在过去几年中，许多公司已经建立了一套价值观，体现了对员工的关心，以及为员工创造美好的生活和工作经验的重要性。请确保再次与员工一起强化这些价值观。持续将员工正确的行为立为典范，并鼓励员工举报不道德的行为。在不确定的时期，员工的不当行为会增加33。将公司的举报渠道提醒给员工，并强调违规行为的惩罚措施。这将促进员工的工作幸福感，产生巨大的心理安全感。确认清晰的工作目标疫情期间，对于岗位角色的定义

34、可能会开始出现落差，从而使员工不确定要在哪些方面集中发力。这个时候应该专注于员工应该完成的工作。在流程上强调目标，以使员工更加清晰，并提高参与度。Kropp说：“员工参与度的关键评价因素是他们的工作对公司目标实现所做出的贡献。清晰自己工作的重要性，并自信自己的工作成果能影响整个企业的成功，这样的员工往往不会对自己的工作安全产生焦虑。“专注产出而不是过程居家办公时，许多人不免在忙于工作的同时，需要处理家庭琐事，企业应该让员工能够以最简单，最高效的方式完成工作。你上午9点的团队会议可能会取消，你也许需要放弃冗长的批准流程。在双方协同好的时间安排合作，并尽可能使用在线工具。提供灵活性使团队成员能够以

35、自己的方式完成任务。“作为管理者，您必须停止关注工作流程，更多地关注正在完成的事情。只需与你的团队讨论你希望他们完成的任务，”Kropp说。增加认可度Kropp说：“在不确定时期，比以往多了三成的员工更渴望自己的成就得到认可。”有效的认可不仅可以激励相关员工，而且可以鼓励其他员工进行效仿。认可不一定是物质性的，可以考虑公众认可效应，提供发展机会和低成本福利。面对企业的增长节奏放缓，管理者可以利用此机会向通常没有相应能力的员工提供发展机会。搜集数据，找出值得认可的部分在传统办公环境，管理者可以确定员工的工作和贡献，但现在要求他们看不到员工工作状态的环境下了解员工的工作。远程办公的员工和管理者的潜

36、在交互受到限制，同事们见面、分享故事的群体交互越来越少。远程办公不同于传统办公，请尝试使用直接报告来提高监督方法和员工关系。使用简单的调查，来询问特定问题或跟踪工作成果来收集数据，并找到值得认可的方面。通过与员工进行视频会议，询问他们所克服的障碍，和需要帮助方面。你可以因此确定你对员工认可的部分，感谢和分享团队和成员的成就。鼓励创新可以肯定的是，由于企业在高度不确定性的情况下运营，管理者和员工可能会变得更加规避风险。Kropp说：“在高风险时期，员工会自然而然地害怕尝试新事物。”但是在这种时期，创新和冒险精神对于员工敬业度和企业成功变得更加重要。对创新和冒险精神的约束对高潜力的员工的敬业度大打

37、折扣，他们往往对这些类型的机会有更强烈的需求。即使企业在新投资方面需要再三考量，管理者也应该释放积极态度，可以强调对创新或流程改进的需求，并表示可以为员工提供发展的机会。提供分享成功和潜在失败的机会。社会疏离的界限意味着，当员工冒险并成功提高生产力时，只有少数人可以建立这种成功。企业应该向员工强调继续进行当前工作的潜在价值，并确保所有风险都是值得的。疫情下的2020年职场Whos the most productive telecommuter?Why they prefer to work from home?According to the outcome of CGP Flexible

38、Working Survey launched in mid-February,78%of employees worked from home during the coronavirus outbreak and nearly half of them considered that work efficiency was equal to or higher than that of the office.Our data shows that middle management adapted to remote working faster,more than half of the

39、m work at home as efficiently as they do on the job.The efficiency of working from home also varies among employees of different enterprise sizes.Employees of medium-sized enterprises are significantly more efficient than employees of small and micro enterprises and large enterprises.Surprisingly,co

40、rporate executives are the most anxious group in the home-office trend,with more than half of them working less efficiently or unsteadily.At present,they are most concerned about the development of their industry and the future of the company.Despite their own poor home office experience,57%of enter

41、prise managers are willing to incorporate flexible working into the regular employee work model in the future.Since the epidemic,collaborative office software has ushered in an outbreak of growth.According to our survey,instant messaging and online conference tools are the two main tools to help wor

42、k from home.Nearly 70%of the work tasks of enterprises can be handled through instant messaging and online meeting tools.Only 30%of enterprises use collaborative document and task management tools.Working from home may be the dream of many professionals who typically spend 2 hours commuting every da

43、y.According to the CGP surveysaving commute time and working flexible hours have improved work experience of those who prefer to work from home.There are also 20%of employees who enjoy working from home because of less effective communication.Different from public perception,environmental interferen

44、ce is not the main reason for the low efficiency of remote working.Only 17%of respondents believe that the environment interferes with work efficiency.In contrast,24%of workers were unable to achieve efficient output due to lack of office equipment and equipment support,and many foreign employees de

45、layed projects progress because they could not use Google browser at home.Group work is the dominant mode of working form in China,and a short period of working from home makes 21%of workers feel that they lack a sense of ceremony and are more likely to slack off.Besides,the low effectiveness of onl

46、ine communication is also an important factor affecting work efficiency.However,after a significant period of remote working,many people realised themselves not to enjoy staying home deeply.Less than 30%of the respondents are willing to continue working from home,and 50%of the people hope that compa

47、nies can mix two working modes in the future.The severity of the outbreak had little impact on job-hopping and career planning,with only 22%of respondents choosing to change their career plans.Bosses are less productive at home?The truth about flexible working“”Face the coronavirus and deal with itS

48、ince the outbreak,most companies have actively responded to national policies and actively deployed employees to work from home.More than 80%of respondents said that their companies were relatively timely in crisis management and were able to formulate perfect office System,less than 10%of the respo

49、ndents were dissatisfied with the companys response.In addition to system construction,many enterprises have prepared anti-coronavirus kits,recorded their physical conditions,and the office also sterilized regularly,which to some extent alleviated employees anxiety.Seven out of 10 said their mood at

50、 work was unaffected or even more motivated.Faced with the impact of the epidemic,employees at different levels have different concerns.Middle and junior level employees are primarily concerned about their health condition after the resumption of work and how coronavirus impact their industry.Junior

51、-level employees have a significant degree of attention on whether wages and bonuses can be guaranteed,and middle-level managers are more concerned about the difficulty of job-hopping and finding new jobs.Senior executives are more worried about the survival and development of the company.EmployeesJ

52、unior EmployeesExecutives0%25%50%75%100%17%24%22%49%22%32%6%24%14%29%30%32%Same as working in the officeHigher than working in the officeLower than working in the officeIt depends202067CGP Salary Trends/Covid InsightCGP Salary Trends/Covid Insight居家办公，谁的效率最高？据调查显示，最快适应居家办公的是企业中层。半数以上的企业中层管理人员居家办公的效率

53、与正常上班差不多或者更高。而不同企业规模的员工在家办公效率也有不同，中型企业的员工居家办公效率明显高于小微企业和大型企业的员工。令人意外的是，企业负责人和高管是居家办公大潮中最坐立不安的群体，逾半企业负责人或高管居家办公效率更低或不稳定，当前他们最关心所在行业的发展及企业未来的生存和发展方向。即便自身居家办公体验不佳，仍有57%的企业管理人员愿意将灵活办公纳入以后常规的员工上班模式中。自疫情以来，远程协同办公软件迎来了爆发增长期，据我们的调查，及时通讯和在线会议类工具是助力在家办公的两大主要工具，近七成企业的工作任务可以通过即时通讯和在线会议类工具协同办公处理。仅三成企业使用到协同文档类和任务

54、管理类工具。让居家办公真香的秘诀时间居家办公可能是很多“上班八小时，通勤两小时”的职场人的梦想，据CGP调研显示，“节省通勤时间”和“工作时间灵活”让喜欢居家办公的职场人士大呼“真香”。也有二成职场人因为无效沟通的减少而更享受独自在家办公。对于导致居家办公效率低下的原因，与大众认知不同的是，环境干扰并不是影响工作效率的主要原因，仅17%的受访人认为环境干扰了工作效率，“父母的三餐闹钟、娃的魔音穿耳”并没有实质上影响职场人的工作效率。相反，24%的职场人因为缺乏办公设备和器材支持而无法实现高效产出，其中不少外企员工因为在家无法使用谷歌浏览器而拖延项目进度。集体办公是中国职场工作的主流模式，短暂的

55、居家办公让21%的职场人觉得缺乏仪式感，而更容易懈怠。此外，线上沟通成效低下也是影响工作效率的重要原因。2月中旬，CGP发起了职场人灵活办公状态调研，调查显示受疫情影响，78%员工在家远程办公，近半员工认为居家办公效率与办公室等同甚至更高。524098Continue Work from home继续在家办公倾向于.即将回到办公室混合型办公All Data collected on 2020 March所有数据收集于2020年三月Back to office soonCombine two modes%Willing to.不过，经过此次的大规模、长阵线的隔离，很多职场人认清了自己“伪宅”的本

56、质，仅不到三成受访人愿意继续在家办公，五成职场人希望企业以后可以适用混合上班模式。疫情的来势汹汹对于职场人的跳槽意愿和职业规划影响并不显著，仅22%的受访人选择改变原定的跳槽/职业规划。直面疫情，给企业点赞疫情发生以来，多数企业积极响应国家政策，在做出推迟复工的决策之后积极部署员工在家办公，八成以上的受访人表示所处企业在危机处理上相对及时，并能制定完善可落地的办公制度，仅不到10%的受访人对企业的应对措施表示不满意。除了制度建设以外，不少企业为员工准备了复工防疫礼包，记录员工身体状况，办公场所也定时多次循环消杀等防疫措施，这些举措一定程度上缓解了员工的焦虑。七成受访人表示自己的工作情绪不受疫情

57、影响、甚至更有斗志。面对疫情的冲击，不同层级的员工对于工作的关注侧重点不同。中基层员工首要关注复工后的健康保障和自身所处行业面对疫情所受的影响，基层员工对于工资和奖金能否得到保障有着显著的关注度，中层管理人员则更关注跳槽和找新工作的难度，而企业负责人比较担心所在企业的生存和发展。8%27%20%12%33%Save commuting timeHigher working efficiencyUnnecessary communication Reduced Flexible working timeUse of collaborative software59%11%29%Too anxio

58、us to workWork cheers me upNo impact22%31%48%Working efficiency riseWorking efficiency decreaseUnstable老板居家办公效率更低？“”数据里的灵活办公真相89CGP Salary Trends/Covid InsightCGP Salary Trends/Covid InsightTALENT TRENDS IN MAINLAND CHINA中国大陆地区人才趋势BACKGROUND背景Executive SummaryAffected by the epidemic,China is the on

59、ly economy in the world with positive growth in 2020.China sets its GDP growth target for 2021 at above 6 percent according to government work report 2021.受疫情影响，2020年中国是世界上唯一一个实现正增长的经济体。根据2021年政府工作报告，中国将2021年GDP增长目标设定为6%以上。后疫情时代，能源、资本市场、高科技、制药和生命科学行业对人才的需求急剧增加。随着各个行业通过稳健的产品开发和数字化战略努力进一步提高效率，对人才的需求将会

60、增加。为了吸引大学毕业生，新一线城市推出了一系列优惠政策，如更宽松的的户籍政策（户口）和毕业生一次性补贴。这将促使人才分散到全国各地，从而发展出新的人才热点。中国是世界上最大的货物贸易国和第二大对外直接投资（FDI）来源国，因此在国际人才流动治理中，中国将起到至关重要的作用。中国在世界银行发布的2021年营商环境报告中排名第31位。The demand for talents in the energy,capital markets,high-tech,pharmaceutical and life science industries has increased dramatically

61、during the post-pandemic era.As each industry sector strives for further efficiency gains via robust product development and digitization strategies,the demand for talent shall increase.New first-tier cities have rolled out a slate of favorable policies to attract university graduates,such as looser

62、 household registration policies(hukou)and lump-sum graduate subsidies.This will drive a dispersion of talent across the country thus developing new hot-pockets of talent.China is the worlds largest trader in goods and the second-largest source of outward foreign direct investment(FDI),which makes i

63、t essential for China to participate in the governance of international talent flow.China ranked No.31 in the Doing Business Report 2021 by World Bank.对全球人才持开放态度foreign workers(0.4%of Chinas population)(占中国总人口数的0.4%)*中国总人口数 13.98 亿*Chinas total population 1.398 billionOpen to global talent 0.4%600,0

64、0060万 外籍劳工中国数字化转型Digital Transformation in ChinaMany economists and trade experts believe that Chinas digital transformation has been the major contributor to its GDP growth since 2020.Many companies in China are choosing more efficient digitized business models instead of maintaining traditional wa

65、ys;thus uncovering new channels for business and commerce which did not exist in the past.The adoption of a end-user management style is highly welcome in all industries,to make the customer experience better and more appealing to those across the value chain.Online e-commerce enables local business

66、es in the country effectively market their products to a broader audience both within country,and to those overseas.Business across borders,facilitated by payment technology,will continue to thrive in such an environment.Human-resource management,employee appraisal and compensation are positively im

67、pacted by digital transformation in China,which means the opportunities for business in China are broader than traditional offerings of the past.许多经济学家和贸易专家认为，自2020年以来，中国的数字化转型一直是其GDP增长的主要贡献者。许多中国公司正在选择更高效的数字化商业模式，而不是保持传统的方式；从而发现了过去不存在的业务和商业的新渠道。在所有行业中，终端用户管理风格的采用都是非常受欢迎的，以使客户体验更好，对整个价值链的客户更有吸引力。线上电

68、子商务使中国的本地企业能够有效地向国内和海外更广泛的受众推销产品。跨境业务,在支付技术的推动下，将继续在这样的环境中快速发展。人力资源管理、员工评估和薪酬体系都受到了中国数字化转型的积极影响，这意味着中国的商业机会比过去更广阔。1011Executive Summary/Mainland ChinaExecutive Summary/Mainland ChinaChinas Approach to Tech TalentChina regards talent as pillar to its technological advancement;President Xi Jinping has

69、 repeatedly called talent“the first resource”in Chinas push for“independent innovation.”Its strategy to grow its science and technology talent includes:Improving domestic education Attracting overseas Chinese talents Attracting foreign talents中国视人才为技术进步的支柱；国家主席习近平多次强调，人才是中国推动自主创新的“第一资源”。中国发展科技人才的战略包

70、括:改善国内教育 吸引海外华人归国 吸引外国人才中国吸引科技人才的方式Major Factors Fueling the China Talent Market in 2021Challenges of hiring tech talentsSuggestions for EmployersThe 14th Five-Year-Plan2021 is the starting point for the 14th Five-Year-Plan and the centenary anniversary of the Chinese Communist Party(CCP),marking th

71、e year of key milestones for China.Economic recoveryCompared with 2019,Chinas foreign trade increased 1.9%to RMB 32.16 trillion(US$4.96 trillion)in total in 2020.Market access reforms and opening-upIn 2020,China revised its foreign investment negative list,market access negative list,and encouraged

72、list to enhance market access across a multitude of industries.Demand for tech talent is on the rise Reverse talent migration Recently,more and more tech industry talent move from top tier cities to smaller ones for employment due to high living costs.Compensation packages and hiring levels High emp

73、loyee turnover rate Bridging“Old”vs“New”Identify the type of candidate you need and define the expectations and plans in your company.What is your goal and hire towards this.Attractive salary package,including good bonus system,Additional benefits(such as annual leave,allowances,insurance plan,etc.)

74、,incentives,thus provide more attractive career development opportunities.Be efficient with the job-offer issuing and the on-boarding process.Matching the speed of market;and not being“late”will be key to survival.“十四五”规划2021年是“十四五”规划的起点，也是中国共产党成立一百周年，是中国重要的里程碑之年。经济复苏与2019年相比，2020年中国对外贸易总额增长1.9%，至32

75、.16万亿元人民币(4.96万亿美元)。市场准入改革开放2020年，中国修订了外商投资负面清单、市场准入负面清单、鼓励清单，实现多行业市场准入便利化。对科技人才的需求正在上升 反向人才迁移最近，由于生活成本高，越来越多的科技行业人才从一线城市流向较小城市就业。薪酬和雇佣水平 员工流动率高 新老员工的衔接 确定您需要的候选人类型，并确定公司的期望和计划。您的目标是什么?设计具有吸引力的薪资待遇，包括良好的奖金制度、额外福利(如年假，津贴，保险计划等)，激励，从而提供更有吸引力的职业发展机会。及时处理工作offer发放和入职流程。与市场速度相匹配；不晚于市场速度将是生存的关键。推动2021年中国人

76、才市场的主要因素招聘技术人才的挑战对雇主的建议Challenges for CandidatesHow can talent remain competitive Womens careers still run into obstacles from structures that employers often prefer younger,and/or male candidates.An increasing part of people who are aged over 38 will be unable to find certain jobs due to implicit r

77、equirements.Get relevant work experience.Engage in voluntary work.Enhance your education.Network.Customize your resume for each job.Build a professional online profile.Obtain leadership skills.Stay up to date on market trends.Prepare for your interview.Join professional associations.Have good refere

78、nces.Upskill候选人的挑战人才如何保持竞争力 女性的职业生涯仍然会遇到阻碍，因为雇主往往更青睐年轻人和/或男性应聘者。越来越多的38岁以上的人由于隐性的要求将无法找到某些工作。获得相关工作经验 承担指责以外的工作 提高学历背景 构建人脉网络 为每个工作定制简历 建立一个专业的在线个人档案 培养领导能力 了解最新的市场趋势 为面试做好准备 加入专业组织 获得优质推荐信 增进技术1213Executive Summary/Mainland ChinaExecutive Summary/Mainland ChinaTop Trends in Talent MarketData is the

79、 new gold,people and organizations need to learn how to mine it,refine it and craft it for both internal and external growth and efficiency.People are more cautious and try to avoid risk than a year ago,showing less interests in start-ups and pursuing big firms.Candidates care less about“hypothesis”

80、and look more into business foundations.As the country encourages technological innovation,To B fields,technological innovation,domestic substitution and other related industries will become capital popular sectors.Candidates with industry and investment background are in strong demand.Optimizing or

81、ganizational structure and introducing excellent young people have become the focus of corporate human development.The demand for semiconductors in the communications application field is soaring and the industry investment is booming.So the shortage of semiconductor talents in China continues to ex

82、pand and overseas talents will become the hot cakes in the industry.The residential market continues to implement the policy of maintaining housing stability without speculation,commercial real estate is picking up,and capital investment is pouring into logistics data centers.There is a huge shortag

83、e in high-end compound talents who must not only possess real estate expertise,but also have knowledge of business operations,investment and financing,and have in-depth research and judgment on national policy trends as well.Most of the companies must be focus on both research and development accord

84、ing to the driven of macro government policy and capital power.As the price of the drug goes so lower,all the large companies have to consider the cost of procurement for the sustainable development.China sees an increasing shortage in the Research and Development talent.More highly educated PhDs wi

85、ll return home from overseas to join domestic innovative pharmaceutical companies to take up important positions,such as business development(BD),clinical development/clinical operation,R&D director.In 2021,both online and offline new retail industry will simultaneously usher in new developments,new

86、 opportunities and new challenges.All retail companies are focusing on the competition of integration of online and offline channels.The demand for talents in warehouse allocation data experts,supply chain management,IoT product solution specialists and other positions is increasing.人才市场的前沿趋势数据是新的黄金

87、，个人和组织需要学习如何挖掘、提炼和加工数据，以实现内部和外部的增长和效率。与一年前相比，人们更加谨慎，尽量避免风险，对初创企业的兴趣减少，更向往稳定的大公司。候选人不太关心“空虚的职业发展”，而更关注企业的商业基础。随着国家鼓励科技创新，To B领域，技术创新，国产替代等相关产业成为资本追逐热门，产业+投资背景的候选人需求旺盛，优化组织结构和引入优秀血液成为企业人力发展重点。通信应用领域对半导体的需求激增，行业投资巨大，中国境内半导体人才缺口不断扩大，海外人才将成为行业新贵。住宅市场继续执行房住不炒维稳政策，商办地产回暖，物流数据中心依然是热门投资领域。高端复合型人才稀缺，候选人不仅要具备房

88、地产专业知识，还需要掌握商业运作、投融资方面的知识，同时还能对国家政策走势有深入的研究和判断。由于宏观政策的驱动和资本的注入，大多数医药公司开始专注于研发。药品价格受国家调控而走低，因而所有大公司都必须考虑采购成本以实现可持续发展。市场的进一步发展，致使中国医药研发人员日益短缺。更多受过高等教育的博士将从海外回国，加入国内创新制药公司担任要职，比如业务开发（BD）、临床开发/临床运营、研发总监等。2021年新零售行业线上线下将同时迎来新发展、新机遇与新挑战。全渠道打通将士所有零售企业着眼的赛道。数据仓配专家、供应链管理、IoT产品解决方案专家等岗位人才需求渐长。.2.3.

89、4.5.6.7.8.9.10.Top 10 Highest Paying RolesChina Managing Director(PE)CEO of Retail/Comsumer/Commercial Real EstateFoundry China Sales VPChief Technology OfficerCountry ManagerChief Commercial OfficerChief Strategy OfficerChief Product OfficerDigitalization HeadHead of AIoT中国区总经理(私募股权投资)零售/消费/商业地产首席执

90、行官冶金铸造企业中国区销售副总裁首席技术官区域经理首席商务官首席战略官首席产品官数字化负责人人工智能物联网负责人收入最高的10个职位1415Executive Summary/Mainland ChinaExecutive Summary/Mainland ChinaConsumer2021 Salary Trends2021 中国大陆地区消费品行业薪酬趋势报告Mainland ChinaDifficult to Hire人才短缺岗位竞争激烈岗位Difficult to CompeteeCommerce Director电商总监Key Account Director关键客户总监PR Mana

91、ger公关经理Key Account Manager关键客户经理New Retail Manager新零售经理Senior Brand Manager高级品牌经理CRM Manager客户关系经理Head of Data数据总监Social Marketing Manager设计营销经理ConsumerNotes:Roles with limited qualified candidates while HR and company has less bargain power during recruitment process.指某职位缺乏符合条件的应聘者，符合条件的候选人有较大选择空间。

92、HR及公司处于卖方市场。Notes:Roles with poured qualified candidates while many candidates compete for one job.HR and company has more bargain power during recruitment process.指某职位有大量符合条件的应聘者，候选人竞争激烈。HR及公司处于买方市场。1617Salary Trends-Mainland China/ConsumerSalary Trends-Mainland China/ConsumerSales 销售Corporate Fina

93、nce 财务Position Title职位名称Years of Experience工作经验Annual Package Range*(RMB)年薪Need Indicator*需求指数Tier 1 Cities 一线城市*Tier 2 Cities 二线城市*Min.Med.Max.Min.Med.Max.Sales VP销售副总裁18 years+2.2M+-80Sales Director 销售总监15 years+1M1.6M2M 700K 1.3M1.8M80Sales Manager销售经理8 years+350K550K800K250K440K600K75Sales Opera

94、tions Manager销售运营经理5 years+350K420K500K-75Key Account Director大客户总监10 years+700K1M1.2M-70Key Account Manager大客户经理8 years+400K540K700K300K450K650K70Business Development Director业务发展总监10 years+600K800K1M500K670K850K80Business DevelopmentManager业务发展经理6 years+350K500K700K300K460K600K80E-Commerce Directo

95、r电子商务总监10 years+1.5M+1M+95E-Commerce Group Leader电子商务负责人6 years+700K880K1M550K720K900K95E-Commerce Manager电子商务经理4 years+400K550K600K250K410K550K95E-Commerce ChannelManager电商渠道经理4 years+300K420K500K-95Trade Marketing Director通路行销总监10 years+700K1M1.3M-85Trade Marketing Manager通路行销经理6 years+400K550K650

96、K300K420K550K85CFO 首席财务官15 years+1.5M2M2.5M-80Finance Director 财务总监10 years+600K900K1.2M450K700K1M80Finance Manager 财务经理8 years+300K500K700K250K410K600K80Accounting Manager 会计经理6 years+250K340K450K200K300K400K80Auditing Director 审计总监10 years+500K850K1.2M400K600K800K80Auditing Manager 审计经理6 years+300

97、K440K600K200K320K450K80*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Tier 1 Cities:Beijing,Shanghai,Guangzhou,Shenzhen*Tier 2 Cities:Including but not limited to Hangzhou,Suzhou,Chengdu,etc.*Min.:Minimum,Med.:Medium,Max.:Maxim

98、um*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.*年薪：基本工资加奖金（不包括股权或者其他福利），

99、货币单位为当地货币，如在中国，货币单位是人民币。*一线城市：北京，上海，广州，深圳*二线城市：包括杭州，苏州，成都等新一线城市和二线城市。*最小值、中位值、最大值*需求指标：表示人才在市场中的青睐程度。80 分表示平均水平，也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之，大于 80 表示是企业紧缺的人才，市场上这样的人才并不充足。Marketing 市场营销HR 人力资源Position Title职位名称Years of Experience工作经验Annual Package Range*(RMB)年薪Need Indicator*需求指数Tier 1

100、 Cities 一线城市*Tier 2 Cities 二线城市*Min.Med.Max.Min.Med.Max.*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Tier 1 Cities:Beijing,Shanghai,Guangzhou,Shenzhen*Tier 2 Cities:Including but not limited to Hangzhou,Suzhou,Chengdu,etc.*Mi

101、n.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the

102、 market.*年薪：基本工资加奖金（不包括股权或者其他福利），货币单位为当地货币，如在中国，货币单位是人民币。*一线城市：北京，上海，广州，深圳*二线城市：包括杭州，苏州，成都等新一线城市和二线城市。*最小值、中位值、最大值*需求指标：表示人才在市场中的青睐程度。80 分表示平均水平，也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之，大于 80 表示是企业紧缺的人才，市场上这样的人才并不充足。Marketing VP市场营销副总裁16 years+2.2M+-85Marketing Director市场营销总监12 years+1M1.4M2M800K1

103、.1M1.5M 90Marketing Manager市场营销经理8 years+700K800K1M500K660K800K90Brand Manager品牌经理4 years+250K350K450K200K300K400K90CRM Manager客户管理经理5 years+300K430K600K300K410K500K85E-Commerce MarketingManager电子商务市场经理5 years+300K460K600K300K400K500K95Digital Marketing Director数字营销市场总监12 years+800K1.4M1.8M600K900K1

104、.2K95Digital Marketing Manager数字营销市场经理8 years+400K570K700K200K350K500K95PR Director公关总监10 years+800K1M1.2M600K700K800K80PR Manager公关经理5 years+350K420K500K300K375K450K75Marketing Activation Manager市场活动经理4 years+300K350K450K120K250K350K65Media Manager媒介经理6 years+300K370K450K250K325K400K80Market Insigh

105、ts Manager市场洞察经理7 years+300K375K450K200K300K400K85HR Director人力资源总监15 years+800K1M1.2M400K630K900K85HR Manager人力资源经理8 years+400K500K600K300K400K500K85C&B Director薪酬总监10 years+700K850K1M450K620K800K85C&B Manager薪酬经理8 years+400K600K800K300K450K650K85Talent Acquisition Director招聘总监10 years+550K860K1.2M

106、350K550K800K85Talent Acquisition Manager招聘经理8 years+400K600K800K350K500K700K85Training Manager培训经理6 years+250K350K500K200K300K400K851819Salary Trends-Mainland China/ConsumerSalary Trends-Mainland China/ConsumerSupply Chain 供应链IT Support 技术支持Corporate Legal 法务Position Title职位名称Years of Experience工作经验

107、Annual Package Range*(RMB)年薪Need Indicator*需求指数Tier 1 Cities 一线城市*Tier 2 Cities 二线城市*Min.Med.Max.Min.Med.Max.Supply Chain VP供应链副总裁20 years+2M+-80Supply Chain Director供应链总监15 years+1M1.4M1.8M700K1M1.2M80Supply Chain Manager供应链经理8 years+400K500K600K350K420K500K85Logistics Manager物流经理8 years+300K400K50

108、0K250K340K450K85Procurement/SourcingManager采购经理5 years+300K450K600K250K410K580K85Planning Manager计划经理5 years+300K450K600K300K450K600K85Regulatory Affairs Director法规事务总监10 years+1M1.5M2M-90Regulatory Affairs Manager法规事务经理8 years+350K500K650K300K450K600K90Quality Manager质量经理8 years+400K500K600K250K400

109、K550K85Plant Manager生产经理10 years+300K500K800K250K470K700K85R&D Director研发总监15 years+1M1.4M2M-85R&D Manager研发经理8 years+500K630K800K400K550K700K85IT DirectorIT 技术支持总监15 years+800K1M1.2M600K800K1M80IT ManagerIT 技术支持经理8 years+500K640K800K450K600K750K80General Counsel总法务顾问15 years+1M1.5M2.2M-80Legal Coun

110、sel法务顾问6 years+250K300K450K200K300K400K80*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Tier 1 Cities:Beijing,Shanghai,Guangzhou,Shenzhen*Tier 2 Cities:Including but not limited to Hangzhou,Suzhou,Chengdu,etc.*Min.:Minimum,Med.

111、:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.*年薪：基本工

112、资加奖金（不包括股权或者其他福利），货币单位为当地货币，如在中国，货币单位是人民币。*一线城市：北京，上海，广州，深圳*二线城市：包括杭州，苏州，成都等新一线城市和二线城市。*最小值、中位值、最大值*需求指标：表示人才在市场中的青睐程度。80 分表示平均水平，也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之，大于 80 表示是企业紧缺的人才，市场上这样的人才并不充足。Design&Property2021 Salary Trends2021 中国大陆地区地产与设计行业薪酬趋势报告Mainland China2021Salary Trends-Mainland

113、 China/ConsumerSalary Trends-Mainland China/Design&PropertyDifficult to Hire人才短缺岗位竞争激烈岗位Difficult to CompeteLogistics Leasing物流招商Cost Manager 成本造价Office Leasing 办公招商Project Management 项目管理Design Management 设计管理Retail Leasing商业招商CRM 会员管理系统Mall Operations 商业运营职位Asset Management资产管理Design&PropertyNotes

114、:Roles with limited qualified candidates while HR and company has less bargain power during recruitment process.指某职位缺乏符合条件的应聘者，符合条件的候选人有较大选择空间。HR及公司处于卖方市场。Notes:Roles with poured qualified candidates while many candidates compete for one job.HR and company has more bargain power during recruitment p

115、rocess.指某职位有大量符合条件的应聘者，候选人竞争激烈。HR及公司处于买方市场。Commercial&Industrial Property 商业及产业地产Position Title职位名称Years of Experience工作经验Annual Package Range*(RMB)年薪Need Indicator*需求指数Min.Med.Max.Retail Leasing Director商业招商总监12 years+700K860K1M90Retail Leasing Sr.Manager商业招商高级经理8 years+500K600K700K90Retail Leasing

116、 Manager商业招商经理6 years+300K460K500K90Office Leasing Director办公招商总监12 years+700K880K1M80Office Leasing Sr.Manager办公招商高级经理10 years+500K600K700K80Office Leasing Manager办公招商经理6 years+300K400K500K80Industrial Leasing Director 产业招商总监12 years+800K910K1M93Industrial Leasing Sr.Manager 产业招商高级经理8 years+500K540

117、K600K 93Industrial Leasing Manager 产业招商经理6 years+300K400K500K 90Consulting Director咨询总监15 years+600K800K1M80Consulting Manager咨询经理8 years+300K440K600K80Operation Director运营总监12 years+600K800K1M90Operation Manager运营经理6 years+300K360K400K90Mall General Manager商场总经理15 years+1M1.4M2M88Property Director物

118、业总监15 years+700K950K1.2M92Property Senior Manager物业高级经理10 years+500K650K700K92Property Manager物业经理8 years+300K400K500K92Marketing Director市场总监15 years+600K900K1.5M 85Marketing Senior Manager 市场高级经理10 years+500K600K700K 82Marketing Manager市场经理6 years+400K440K500K82*Annual Package:Basic Salary+Standar

119、d Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an o

120、versupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.*年薪：基本工资加奖金（不包括股权或者其他福利），货币单位为当地货币，如在中国，货币单位是人民币。*最小值、中位值、最大值*需求指标：表示人才在市场中的青睐程度。80 分表示平均水平，也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之，大于 80 表示是企业紧缺的人才，市场上这样的人才并不充足。2223Salary Trends-Mainland China/Design&P

121、ropertySalary Trends-Mainland China/Design&PropertyResidential Property 住宅地产Project Management 项目管理Position Title职位名称Years of Experience工作经验Annual Package Range*(RMB)年薪Need Indicator*需求指数Min.Med.Max.Residential Salas VP住宅地产销售副总裁15 years+2M2.4M3M90Residential Salas Director住宅地产销售总监10 years+1M1.4M2M90

122、Residential Salas Manager住宅地产销售经理7 years+400K480K600K80Marketing Director营销总监12 years+800K900K1M80Marketing Senior Manager营销高级经理8 years+500K540K600K82Marketing Manager营销经理5 years+200K300K400K82City GM城市总经理15 years+2M+90Project Head 项目负责人18 years+1.2M2M3M85Project Director项目总监15 years+800K1M1.5M85Pro

123、ject Manager项目经理8 years+500K570K650K85MEP Director机电总监15 years+800K1.2M1.5M85MEP Senior Manager机电高级经理10 years+600K700K800K85MEP Manager机电经理8 years+500K560K600K85Cost Director成本总监12 years+700K1.1M1.5M85Cost Manager成本经理8 years+400K500K600K85BIM ManagerBIM 经理5 years+500K570K650K80Structural Director 结构

124、总监15 years+700K840K1M80Structural Senior Manager结构高级经理10 years+600K675K750K80Structural Manager结构经理8 years+500K540K600K80EHS DirectorEHS 总监15 years+800K1M1.2M80EHS ManagerEHS 经理8 years+520K580K650K80Scheduling Manager计划经理8 years+400K520K600K80*Annual Package:Basic Salary+Standard Bonus(excluding sto

125、cks or other benefits),use local currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the mark

126、et.A score above 80 indicates an urgent need,or a scarcity in the market.*年薪：基本工资加奖金（不包括股权或者其他福利），货币单位为当地货币，如在中国，货币单位是人民币。*最小值、中位值、最大值*需求指标：表示人才在市场中的青睐程度。80 分表示平均水平，也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之，大于 80 表示是企业紧缺的人才，市场上这样的人才并不充足。Investment&Asset Management 投资及资管Design Management 设计管理Positio

127、n Title职位名称Years of Experience工作经验Annual Package Range*(RMB)年薪Need Indicator*需求指数Min.Med.Max.Chief Investment Officer首席投资官15 years+2M4M6M85Investment Director投资总监10 years+700K 1.4M2M85Investment Manager投资经理5 years+300K500K700K85Investment Analyst投资分析师3 years+150K320K500K90Asset Management Director 资

128、产管理总监15 years+800K1.6M2.5M 90Asset Management Senior Manager 资产管理高级经理10 years+600K700K800K 90Asset Management Manager资产管理经理6 years+500K550K600K90Valuation Director估算总监15 years+600K700K800K82Valuation Manager估算经理6 years+300K440K600K82Design Head 设计负责人15 years+1M2.5M4M80 Archi Design Director 建筑设计总监15

129、 years+800K1.5M2M85Archi Design Senior Manager 建筑设计高级经理12 years+600K700K800K90Archi Design Manager 建筑设计经理8 years+500K600K700K90Urban Planning Director城市规划总监15 years+800K 1.4M2M90Urban Planning Senior Manager城市规划高级经理10 years+500K600K700K 90Urban Planning Manager城市规划经理6 years+400K450K500K90Landscape D

130、esign Director景观设计总监15 years+700K950K1.2M 80Landscape Design Senior Manager景观设计高级经理10 years+500K550K600K80Landscape Design Manager 景观设计经理6 years+300K400K500K 80Interior Design Director 室内设计总监15 years+700K800K900K82Interior Design Senior Manager 室内设计高级经理10 years+400K500K600K86Interior Design Manager

131、室内设计经理6 years+200K300K400K86*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 ind

132、icates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.*年薪：基本工资加奖金（不包括股权或者其他福利），货币单位为当地货币，如在中国，货币单位是人民币。*最小值、中位值、最大值*需求指标：表示人才在市场中的青睐程度。80 分表示平均水平，也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之，大于 80 表

133、示是企业紧缺的人才，市场上这样的人才并不充足。2425Salary Trends-Mainland China/Design&PropertySalary Trends-Mainland China/Design&PropertyElectronics2021 Salary Trends2021 中国大陆地区电子工业薪酬趋势报告Mainland ChinaDifficult to Hire人才短缺岗位竞争激烈岗位Difficult to CompeteCustomer Success Manager 客户成功经理Vertical Account Manager,Industrial 工业细分行

134、业大客户经理Protocol Stack Development Engineer 协议栈研发Market Business Development Manager,Semiconductor and Electronics 半导体电子市场拓展经理Physical Layer Development Engineer 物理层开发工程师ElectronicsNotes:Roles with limited qualified candidates while HR and company has less bargain power during recruitment process.指某职位

135、缺乏符合条件的应聘者，符合条件的候选人有较大选择空间。HR及公司处于卖方市场。Notes:Roles with poured qualified candidates while many candidates compete for one job.HR and company has more bargain power during recruitment process.指某职位有大量符合条件的应聘者，候选人竞争激烈。HR及公司处于买方市场。2627CGP Salary GuideSalary Trends-Mainland China/ElectronicsSalary Trends

136、-Mainland China/ElectronicsR&D 研发Supply Chain 供应链Position Title职位名称Years of Experience工作经验Annual Package Range*(RMB)年薪Need Indicator*需求指数Tier 1 Cities 一线城市*Tier 2 Cities 二线城市*Min.Med.Max.Min.Med.Max.R&D Director研发总监15 years+800K1.1M1.3M450K615M800K80R&D Manager研发经理10 years+400K600K800K330K415K500K83

137、R&D Engineer研发工程师3 years+150K200K260K100K150K180K90Supply Chain VP供应链副总裁18 years+1.2M1.4M1.5M700K850K1M81Supply Chain Director供应链总监10 years+800K1M1.2M500K750K1M85Supply Chain Manger供应链经理5 years+400K560K700K300K400K500K87Purchasing Manager采购经理6 years+300K400K500K200K310K400K88Purchasing Supervisor采购主

138、管3 years+150K175K200K120K170K200K88Planning Manager计划经理4 years+180K240K300K150K205M260K85Planner计划专员2 years+120K160K200K100K140K180K85B2B E-commerce Head电子商务渠道业务负责人12 years+800K1M1.2M-90B2B E-commerce Director电子商务渠道总监8 years+600K760K900K300K460K600K90B2B E-commerce Manger电子商务渠道经理5 years+300K435K550K

139、200K310K400K90*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Tier 1 Cities:Beijing,Shanghai,Guangzhou,Shenzhen*Tier 2 Cities:Including but not limited to Hangzhou,Suzhou,Chengdu,etc.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need I

140、ndicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.*年薪：基本工资加奖金（不包括股权或者其他福利），货币单位为当地货币

141、，如在中国，货币单位是人民币。*一线城市：北京，上海，广州，深圳*二线城市：包括杭州，苏州，成都等新一线城市和二线城市。*最小值、中位值、最大值*需求指标：表示人才在市场中的青睐程度。80 分表示平均水平，也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之，大于 80 表示是企业紧缺的人才，市场上这样的人才并不充足。Production&Operation 生产工艺Sales&Marketing 销售市场Position Title职位名称Years of Experience工作经验Annual Package Range*(RMB)年薪Need Indic

142、ator*需求指数Tier 1 Cities 一线城市*Tier 2 Cities 二线城市*Min.Med.Max.Min.Med.Max.Production Director生产总监15 years+700K840K1M400K515K650K80Production Manager生产经理10 years+300K475K650K200K325K450K82Production Supervisor生产主管6 years+180K230K280K120K175K230K82Process Engineering Director工艺总监15 years+450K605K800K320K

143、415K550K79Process EngineeringManager工艺经理9 years+300K450K600K200K275K350K81Process Engineering Supervisor工艺主管6 years+180K240K300K130K185K240K84Sales VP销售副总裁15 years+1.5M1.8M2M-85Sales Director销售总监12 years+900K1.2M1.5M450K600K750K85Sales Manager销售经理10 years+550K710K850K300K410K500K90Sales Supervisor销售

144、主管6 years+250K360K450K150K215K260K90Application Manager技术支持经理10 years+500K600K700K350K450K550K89Application Engineer技术支持工程师5 years+300K395K450K200K310K380K92Marketing Director市场总监10 years+400K600K800K300K450K600K83Marketing Manager市场经理7 years+300K410K500K200K285K350K86*Annual Package:Basic Salary+St

145、andard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Tier 1 Cities:Beijing,Shanghai,Guangzhou,Shenzhen*Tier 2 Cities:Including but not limited to Hangzhou,Suzhou,Chengdu,etc.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the

146、specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.*年薪：基本工资加奖金（不包括股权或者其他福利），货币单位为当地货币，如在中国，货币单位是人民币。*一线城市：北京，上海，广州，深圳*二线城市：包括杭州，苏州

147、，成都等新一线城市和二线城市。*最小值、中位值、最大值*需求指标：表示人才在市场中的青睐程度。80 分表示平均水平，也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之，大于 80 表示是企业紧缺的人才，市场上这样的人才并不充足。2829Salary Trends-Mainland China/ElectronicsSalary Trends-Mainland China/ElectronicsEmerging Technology&Internet2021 Salary Trends2021 中国大陆地区新兴技术与互联网行业薪酬趋势报告Mainland Chi

148、naDifficult to Hire人才短缺岗位竞争激烈岗位Difficult to CompeteProduct Head智能座舱产品总监BD/Sales Director商务/销售总监CPSP Director 生态合作总监Operation Director运营总监Aftersales Expert售后总监Marketing Director 市场总监Autonomous Driving Algorithm Expert 智能驾驶算法专家APP Product DirectorAPP产品总监LBS Product Expert地图产品专家Cloud Architect云平台架构师Eme

149、rging Technology&InternetNotes:Roles with limited qualified candidates while HR and company has less bargain power during recruitment process.指某职位缺乏符合条件的应聘者，符合条件的候选人有较大选择空间。HR及公司处于卖方市场。Notes:Roles with poured qualified candidates while many candidates compete for one job.HR and company has more barg

150、ain power during recruitment process.指某职位有大量符合条件的应聘者，候选人竞争激烈。HR及公司处于买方市场。3031CGP Salary GuideSalary Trends-Mainland China/Emerging Technology&InternetSalary Trends-Mainland China/Emerging Technology&InternetAI 人工智能Position Title职位名称Years of Experience工作经验Annual Package Range*(RMB)年薪Need Indicator*需求

151、指数Tier 1 Cities 一线城市*Tier 2 Cities 二线城市*Min.Med.Max.Min.Med.Max.AI Chief ScientistAI 首席科学家 15 years+1.5M2.2M2.8M1M1.6M2.1M90Deep Learning Expert深度学习专家 8 years+650K900K1.2M500K750K1M90Deep LearningSenior Engineer深度学习高级工程师 5 years+450K600K700K400K500K600K95Deep Learning Engineer深度学习工程师 3 years+300K375

152、K450K250K320K400K85Computer Vision Expert计算机视觉专家 8 years+650K800K1M550K750K1M90Computer VisionSenior Engineer计算机视觉高级工程师 5 years+450K530K650K400K475K550K95Computer Vision Engineer计算机视觉工程师 3 years+350K420K500K250K360K450K80NLP Expert自然语言处理专家 8 years+700K900K1.2M600K800K1M90NLP Senior Engineer自然语言处理高级工

153、程师 5 years+450K520K600K400K470K550K95NLP Engineer自然语言处理工程师 2 years+350K420K500K250K320K400K85Machine Learning Expert机器学习专家 8 years+800K1M1.2M650K820K1M90Machine LearningSenior Engineer机器学习高级工程师 5 years+500K650K800K450K560K650K95Machine Learning Engineer机器学习工程师 3 years+300K420K550K250K330K450K85Speec

154、h Recognition Expert语音算法专家 8 years+700K1M1.2M650K900K1.1M95Speech RecognitionSenior Engineer语音算法高级工程师 5 years+500K630K750K450K550K650K95Speech Recognition Engineer语音算法工程师 2 years+350K400K550K300K360K450K90Data Algorithm Expert数据算法专家 8 years+700K900K1.1M600K800K1M90Data AlgorithmSenior Engineer数据算法高级

155、工程师 6 years+450K550K700K400K500K600K85Data Algorithm Engineer数据算法工程师 3 years+300K400K500K250K320K400K80AI Open Source ExpertAI 开源平台开发专家 7 years+1M1.7M2.5M800K1.2M1.5M90AI Product DirectorAI 产品总监 8 years+800K1M1.2M650K820K1M85AI Product Senior ManagerAI 产品高级经理 5 years+500K640K800K400K530K650K90AI Pro

156、duct ManagerAI 产品经理 3 years+300K400K500K250K325K400K80*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Tier 1 Cities:Beijing,Shanghai,Guangzhou,Shenzhen*Tier 2 Cities:Including but not limited to Hangzhou,Suzhou,Chengdu,etc.*Min.

157、:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the m

158、arket.*年薪：基本工资加奖金（不包括股权或者其他福利），货币单位为当地货币，如在中国，货币单位是人民币。*一线城市：北京，上海，广州，深圳*二线城市：包括杭州，苏州，成都等新一线城市和二线城市。*最小值、中位值、最大值*需求指标：表示人才在市场中的青睐程度。80 分表示平均水平，也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之，大于 80 表示是企业紧缺的人才，市场上这样的人才并不充足。Intelligent Driving 智能驾驶Position Title职位名称Years of Experience工作经验Annual Package Rang

159、e*(RMB)年薪Need Indicator*需求指数Tier 1 Cities 一线城市*Tier 2 Cities 二线城市*Min.Med.Max.Min.Med.Max.Intelligent DrivingChief Scientist智能驾驶首席科学家12 years+1.5M2.2M3M800K1.1M1.5M80ADAS Technical DirectorADAS 技术总监12 years+800K1.2M1.5M500K750K1M80System Control Expert控制系统专家6 years+400K510K600K350K420K500K85Algorith

160、m Expert算法专家7 years+600K700K800K500K580K650K80Cloud Computing Engineer云计算工程师5 years+600K700K800K450K500K600K85InformationSecurity Engineer信息安全工程师5 years+500K600K700K350K400K500K80Function Security功能安全5 years+400K520K700K350K450K550K85Sensor Fusion Algorithms传感器融合算法 7 years+500K700K900K400K520K650K80

161、Positioning Algorithm定位算法 5 years+450K570K700K350K460K600K80Path Planning Algorithm路径规划算法 5 years+450K575K700K350K450K600K85HD Map Engineer高精地图开发 5 years+450K520K650K400K500K600K85Millimeter WaveRadar Algorithm毫米波雷达算法6 years+450K550K650K400K500K600K80*Annual Package:Basic Salary+Standard Bonus(exclu

162、ding stocks or other benefits),use local currency,ex:use RMB In China.*Tier 1 Cities:Beijing,Shanghai,Guangzhou,Shenzhen*Tier 2 Cities:Including but not limited to Hangzhou,Suzhou,Chengdu,etc.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position

163、or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.*年薪：基本工资加奖金（不包括股权或者其他福利），货币单位为当地货币，如在中国，货币单位是人民币。*一线城市：北京，上海，广州，深圳*二线城市：包括杭州，苏州，成都等新一线城市和二线城市。*最小

164、值、中位值、最大值*需求指标：表示人才在市场中的青睐程度。80 分表示平均水平，也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之，大于 80 表示是企业紧缺的人才，市场上这样的人才并不充足。3233Salary Trends-Mainland China/Emerging Technology&InternetSalary Trends-Mainland China/Emerging Technology&InternetIoT 物联网Position Title职位名称Years of Experience工作经验Annual Package Range*

165、(RMB)年薪Need Indicator*需求指数Tier 1 Cities 一线城市*Tier 2 Cities 二线城市*Min.Med.Max.Min.Med.Max.Product VP/Director产品 VP/总监10 years+1.5M2.2M3M1M1.5M2M90Product Manager产品经理8 years+400K600K800K300K450K600K95Technical Director技术总监10 years+1.5M1.8M2M700K1.1M1.5M80PlatformDevelopment Architect平台开发架构师8 years+800K

166、1.1M1.5M500K750K1M85WiFi/BluetoothTechnology ExpertWiFi/蓝牙技术专家8 years+450K520K600K300K400K500K90SoftwareDevelopment Engineer软件开发工程师5 years+300K420K550K200K300K400K95Industry Solutions Architect行业解决方案架构师8 years+500K900K1.2M350K520K700K80Project Director项目总监10 years+500K650K800K450K520K600K85Project M

167、anager项目经理5 years+300K400K500K200K300K400K90COO首席运营官10 years+1.5M2M2.5M700K850K1M85Operation Director运营总监8 years+600K800K1M400K600K800K90Operation Manager运营经理5 years+400K500K600K200K300K400K80UX/UI Designer交互设计师5 years+400K600K800K200K400K600K90Visual Designer视觉设计师5 years+400K600K800K200K400K600K90B

168、D Director业务拓展总监10 years+600K820K1M400K500K600K80Sales Manager销售经理5 years+400K500K600K200K300K400K85Data Platform Architect数据平台架构师8 years+700K1.1M1.5M500K780K1M95Data Warehouse Architect数据仓库架构师8 years+600K1.1M1.5M500K750K1M90Data Analyst数据分析师8 years+500K900K1.2M300K550K800K95*Annual Package:Basic Sa

169、lary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Tier 1 Cities:Beijing,Shanghai,Guangzhou,Shenzhen*Tier 2 Cities:Including but not limited to Hangzhou,Suzhou,Chengdu,etc.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need

170、of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.*年薪：基本工资加奖金（不包括股权或者其他福利），货币单位为当地货币，如在中国，货币单位是人民币。*一线城市：北京，上海，广州，深圳*二线城市：

171、包括杭州，苏州，成都等新一线城市和二线城市。*最小值、中位值、最大值*需求指标：表示人才在市场中的青睐程度。80 分表示平均水平，也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之，大于 80 表示是企业紧缺的人才，市场上这样的人才并不充足。ICT Chip Manufacturing ICT 芯片制造Position Title职位名称Years of Experience工作经验Annual Package Range*(RMB)年薪Need Indicator*需求指数Tier 1 Cities 一线城市*Tier 2 Cities 二线城市*Min.M

172、ed.Max.Min.Med.Max.BU General Manager事业部总经理10 years+1M1.5M2M900K1.3M1.8M86R&D Director研发总监12 years+900K1M1.2M500K700K900K90R&D Manager研发经理8 years+500K750K1M300K500K700K90Chief Scientist首席研究科学家8 years+800K1.4M2M600K950K1.3M88IC Desgin ExpertIC 设计专家（数字/模拟电路）8 years+700K1.5M1.2M500K660K800K90IC Process

173、Development ExpertIC 工艺开发专家8 years+500K1M1.5M400K800K1.2M85FPGA ExpertFPGA 专家8 years+400K700K1M300K500K700K84SOC ArchitectSOC 架构师8 years+500K860K1.2M500K650K800K90SI/PI ExpertSI/PI 专家8 years+400K650K900K300K530K800K84IC Verification ExpertIC 验证专家8 years+400K600K800K300K440K600K86PD Design ExpertPD 设

174、计专家8 years+400K600K800K250K375K500K86Hardware Design Manager硬件设计经理10 years+500K650K800K400K500K600K90Hardware Engineer硬件工程师3 years+250K375K500K200K275K350K80Software Design Manager软件设计经理8 years+500K660K800K400K500K600K90Software Engineer软件工程师3 years+250K375K500K200K275K350K80Product Director/Manager

175、产品总监/经理5 years+500K750K1M400K500K600K90Project Director/Manager项目总监/经理5 years+350K500K700K250K375K500K90Production Director生产总监12 years+800K1M1.2M600K740K900K90Production Manager生产经理8 years+600K750K900K400K500K600K90Quality Director质量总监12 years+550K770K1M450K660K900K85Quality Manager质量经理8 years+400K

176、570K750K350K470K600K90Sales Manager销售总监10 years+600K800K1M400K550K700K80Regional Sales Manager区域销售经理5 years+300K450K600K250K375K500K85Overseas Sales Manager海外销售经理5 years+400K550K700K250K370K500K90Supply Chain Director供应链总监10 years+700K1M1.3M450K570K700K82Supply ChainPlanning Manager供应链计划经理8 years+40

177、0K500K600K200K320K450K84Supply ChainDevelopment Manager供应链开发经理8 years+300K500K700K200K320K450K84Planning Manager物料计划经理8 years+400K500K600K200K325K450K843435Salary Trends-Mainland China/Emerging Technology&InternetSalary Trends-Mainland China/Emerging Technology&InternetSystem&IT Supporting 系统&IT 支持P

178、osition Title职位名称Years of Experience工作经验Annual Package Range*(RMB)年薪Need Indicator*需求指数Min.Med.Max.CTO首席技术官12 years+2M+82IT DirectorIT 总监10 years+1M 1.5M2M84IT ManagerIT 经理5 years+500K 650K800K84Infrastructure/Engineering Manager基础架构经理8 years+360K 500K700K82IT Service/Helpdesk ManagerIT 服务台经理8 years

179、+300K 500K700K80Infrastructure Team Lead基础架构组长5 years+250K 375K500K82Network/Server Engineer网络工程师2 years+200K 350K500K80Application Manager应用经理8 years+450K 575K700K82System Analyst系统分析员3 years+250K 420K600K84CISO首席信息安全官10 years+1.2M+85Cyber Security Manager信息安全经理8 years+600K 900K1.2M83SAP(ERP)Direct

180、orSAP 总监8 years+1M 1.4M1.8M85SAP(ERP)Project ManagerSAP 项目经理5 years+400K 600K800K82SAP(ERP)Consultant/Business AnalystSAP 顾问分析师2 years+300K 430K600K82*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Tier 1 Cities:Beijing,Shanghai

181、,Guangzhou,Shenzhen*Tier 2 Cities:Including but not limited to Hangzhou,Suzhou,Chengdu,etc.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indica

182、tes an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.*年薪：基本工资加奖金（不包括股权或者其他福利），货币单位为当地货币，如在中国，货币单位是人民币。*一线城市：北京，上海，广州，深圳*二线城市：包括杭州，苏州，成都等新一线城市和二线城市。*最小值、中位值、最大值*需求指标：表示人才在市场中的青睐程度。80 分表示平均水平，也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之，大于 80 表示是企业紧缺的人才，市

183、场上这样的人才并不充足。Developer&Architect 架构开发Internet 互联网Position Title职位名称Years of Experience工作经验Annual Package Range*(RMB)年薪Need Indicator*需求指数Min.Med.Max.Head of Architect首席架构师10 years+1M 1.5M2M90Solution/Application/Mobile Architect解决方案/移动架构师8 years+600K 900K1.2M88Cloud Architect云端架构师5 years+400K 700K1M9

184、0IT Programme ManagerIT 开发经理10 years+1M 1.2M1.5M86IT Project/Product ManagerIT 项目/产品经理8 years+400K 700K1M85IT Business AnalystIT 商业分析员2 years+300K 510K700K86Data Scientist数据科学家5 years+500K 1M1.5M91Data Architect数据架构师5 years+400K 700K1M92BI Architect商业分析架构师5 years+400K 700K1M90Aglorithm(Research)-Ph.

185、D算法工程师（理论研究）2 years+400K 820K1.2M94Aglorithm(Development)-Ph.D算法工程师（开发）2 years+400K 1M1.5M94UX/UI Director交互设计总监10 years+700K 1M1.2M88UX/UI Manager交互设计经理5 years+400K 600K800K88*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Tier

186、 1 Cities:Beijing,Shanghai,Guangzhou,Shenzhen*Tier 2 Cities:Including but not limited to Hangzhou,Suzhou,Chengdu,etc.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or ne

187、ed.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.*年薪：基本工资加奖金（不包括股权或者其他福利），货币单位为当地货币，如在中国，货币单位是人民币。*一线城市：北京，上海，广州，深圳*二线城市：包括杭州，苏州，成都等新一线城市和二线城市。*最小值、中位值、最大值*需求指标：表示人才在市场中的青睐程度。80 分表示平均水平，也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人

188、才的数量。反之，大于 80 表示是企业紧缺的人才，市场上这样的人才并不充足。3637Salary Trends-Mainland China/Emerging Technology&InternetSalary Trends-Mainland China/Emerging Technology&InternetEnergy2021 Salary Trends2021 中国大陆地区能源行业薪酬趋势报告Mainland ChinaEngineering&Process 工程与工艺 Energy Digitization 能源数字化 Position Title职位名称Years of Experi

189、ence工作经验Annual Package Range*(RMB)年薪Need Indicator*需求指数Min.Med.Max.Process Manager工艺经理5 years+230K300K600K80Process Supervisor工艺主管3 years+150K200K300K80Process Engineer工艺工程师2 years+80K150K200K85Business Director业务总监10 years+550K800K1M70Business Manager业务经理5 years+350K500K650K80Solution Head解决方案负责人10

190、 years+500K800K1M70Solution Manager解决方案经理5 years+350K550K700K80*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent

191、within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.*年薪：基本工资加奖金（不包括股权或者其他福利），货币单位为当地货币，如在中国，货币单位是人民币。*最小值、中位值、最大值*需求指标：表示人才在市场中的青睐程度。80 分表示平均水平，也就是企业的需求和人才的数量持

192、平。小于 80 表示企业需求小于市场上人才的数量。反之，大于 80 表示是企业紧缺的人才，市场上这样的人才并不充足。3839CGP Salary GuideSalary Trends-Mainland China/EnergySalary Trends-Mainland China/EnergyFinancial Services2021 Salary Trends2021 中国大陆地区金融服务行业薪酬趋势报告Mainland ChinaDifficult to Hire人才短缺岗位竞争激烈岗位Difficult to CompeteInvestment Relationship Direct

193、orInvestment Associate PE VPTMT Investor(Tech Background)Healthcare Investor Financial ServicesNotes:Roles with limited qualified candidates while HR and company has less bargain power during recruitment process.指某职位缺乏符合条件的应聘者，符合条件的候选人有较大选择空间。HR及公司处于卖方市场。Notes:Roles with poured qualified candidates

194、while many candidates compete for one job.HR and company has more bargain power during recruitment process.指某职位有大量符合条件的应聘者，候选人竞争激烈。HR及公司处于买方市场。4041Salary Trends-Mainland China/Financial ServicesSalary Trends-Mainland China/Financial ServicesFund Investment 基金投资（二级）Fin-tech 金融科技Position Title职位名称Year

195、s of Experience工作经验Annual Package Range*(RMB)年薪Need Indicator*需求指数Tier 1 Cities 一线城市*Tier 2 Cities 二线城市*Min.Med.Max.Min.Med.Max.Investment Director投资总监8 years+1.5M 2.2M2.8M1M 1.5M2M80Investment Manager投资经理5 years+600K 700K800K200K 310K400K82Fund Manager基金经理 3 years+800K 1.4M2M680K 900K1.2M85Research

196、er研究员1 years+280K 410K550K150K 165K280K80AI Expert 人工智能专家8 years+1.5M 1.7M2M800K 1.1M1.5M95CTO首席技术官10 years+1.5M 2.1M2.8M800K 1.3M1.8M86CRO 首席风险官12 years+1.5M 2.1M2.5M800k 1.2M1.5M88Risk Policy Director 风险策略总监7 years+450K 820K1.2M400K 620K800K92Risk Modeling Director 风险模型总监5 years+600K 900K1.2M500K

197、650K800K92Chief Data Scientist首席数学科学家8 years+1M+800K+92User Growth Expert用户增长专家4 years+500K 760K1M400K 560K700K94Fintech Head 科技赋能负责人10 years+1M+800K+95Director of Product&Operation 产品运营总监8 years+1M+700K+90Quantitative Operation量化运营（决策分析)5years+600K 1.1M1.5M500K 730K1M88Fintech Product Director金融科技产

198、品经理8 years+600K 810K1M 450K 600K750K90Funding Director 融资总监8 years+800K 1.2M1.5M600K 800M1M88Compliance Director合规总监8 years+600K 800K1M450k 620K800K85*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Tier 1 Cities:Beijing,Shanghai

199、,Guangzhou,Shenzhen*Tier 2 Cities:Including but not limited to Hangzhou,Suzhou,Chengdu,etc.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indica

200、tes an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.*年薪：基本工资加奖金（不包括股权或者其他福利），货币单位为当地货币，如在中国，货币单位是人民币。*一线城市：北京，上海，广州，深圳*二线城市：包括杭州，苏州，成都等新一线城市和二线城市。*最小值、中位值、最大值*需求指标：表示人才在市场中的青睐程度。80 分表示平均水平，也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之，大于 80 表示是企业紧缺的人才，市

201、场上这样的人才并不充足。VC 风险投资PE 私募股权投资Position Title职位名称Years of Experience工作经验Annual Package Range*(RMB)年薪Need Indicator*需求指数Tier 1 Cities 一线城市*Tier 2 Cities 二线城市*Min.Med.Max.Min.Med.Max.Partner/Managing Director合伙人/董事总经理15 years+2M+3M+81Executive Director执行总经理10 years+1.5M 1.7M2M2M 2.2M2.5M88Vice President副

202、总裁7 years+800K 1M1.2M1.3M 1.6M1.8M88Senior Associate高级顾问5 years+600K 700K800K800K 1M1.2M82Associate顾问3 years+400K 430K500K600K 700K800K80Analyst分析员1 years+200K 240K300K350K 420K500K80Partner/Managing Director合伙人/董事总经理15 years+5M+10M+81Executive Director执行总经理10 years+2M2.4M3M5M+88Vice President副总裁7 y

203、ears+1M1.2M1.5M2M3.5M5M88Senior Associate高级顾问5 years+800K1M1.2M1M+82Associate顾问3 years+500K630K800K1M+80Analyst分析员1 years+400K500K600K800K1M1.2M80*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Tier 1 Cities:Beijing,Shanghai,Gua

204、ngzhou,Shenzhen*Tier 2 Cities:Including but not limited to Hangzhou,Suzhou,Chengdu,etc.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates

205、an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.*年薪：基本工资加奖金（不包括股权或者其他福利），货币单位为当地货币，如在中国，货币单位是人民币。*一线城市：北京，上海，广州，深圳*二线城市：包括杭州，苏州，成都等新一线城市和二线城市。*最小值、中位值、最大值*需求指标：表示人才在市场中的青睐程度。80 分表示平均水平，也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之，大于 80 表示是企业紧缺的人才，市场上这样

206、的人才并不充足。4243Salary Trends-Mainland China/Financial ServicesSalary Trends-Mainland China/Financial ServicesHealthcare2021 Salary Trends2021 中国大陆地区医疗健康行业薪酬趋势报告Mainland ChinaDifficult to Hire人才短缺岗位竞争激烈岗位Difficult to CompeteNursing Director护理总监Sales销售Marketing市场Chief Nurse护士长Hospital President医院院长Nurse护

207、士HealthcareNotes:Roles with limited qualified candidates while HR and company has less bargain power during recruitment process.指某职位缺乏符合条件的应聘者，符合条件的候选人有较大选择空间。HR及公司处于卖方市场。Notes:Roles with poured qualified candidates while many candidates compete for one job.HR and company has more bargain power duri

208、ng recruitment process.指某职位有大量符合条件的应聘者，候选人竞争激烈。HR及公司处于买方市场。4445Salary Trends-Mainland China/HealthecareSalary Trends-Mainland China/HealthecareMedical 医务Position Title职位名称Years of Experience工作经验Annual Package Range*(RMB)年薪Need Indicator*需求指数Min.Med.Max.Medical Affairs Director医学事务总监15years+600K 800K

209、1M80Medical Affairs Manger医学事务经理8years+400K 580K750K80Quality Director质控总监15years+600K 800K1M80Quality Manger质控经理8years+300K 430K600K80Nursing Director护理总监15 years+350K 580K800K92Chief Physician主任医师10years+700K 1.1M1.5M90Associate Chief Physician副主任医师10 years+400K 700K1M85Attending Physician主治医师5 ye

210、ars+240K 520K800K91Health Technician住院医师1 years+100K 175K250K84Chief Nurse护士长10years+200K 250K300K92Supervisor Nurse主管护师5years+150K 175K200K84Nurse Practitioner护师3years+100K 125K150K90Nurse护士1years+75K 90K100K80*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local

211、 currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an

212、 urgent need,or a scarcity in the market.*年薪：基本工资加奖金（不包括股权或者其他福利），货币单位为当地货币，如在中国，货币单位是人民币。*最小值、中位值、最大值*需求指标：表示人才在市场中的青睐程度。80 分表示平均水平，也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之，大于 80 表示是企业紧缺的人才，市场上这样的人才并不充足。*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local curr

213、ency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urge

214、nt need,or a scarcity in the market.*年薪：基本工资加奖金（不包括股权或者其他福利），货币单位为当地货币，如在中国，货币单位是人民币。*最小值、中位值、最大值*需求指标：表示人才在市场中的青睐程度。80 分表示平均水平，也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之，大于 80 表示是企业紧缺的人才，市场上这样的人才并不充足。Operation&Management 运营管理Sales&Marketing 销售&市场Position Title职位名称Years of Experience工作经验Annual Packa

215、ge Range*(RMB)年薪Need Indicator*需求指数Min.Med.Max.CEO首席执行官20 years+4M 5M6M80COO首席运营官20 years+1M 2M3M80CMO首席医务官18 years+4M 5M6M80Hospital President医院院长20 years+500K 1.2M2M90Clinical Director诊所总监15 years+400K 520K700K82Clinical Manager诊所经理10 years+250K 320K400K82Sales Director销售总监15 years+1M 1.2M1.5M81Sa

216、les Manager销售经理10 years+400K 600K800K80Marketing Director市场总监15 years+800K 1M1.2M80Marketing Manager市场经理10 years+400K 540K700K814647Salary Trends-Mainland China/HealthecareSalary Trends-Mainland China/HealthecareLegal&Compliance2021 Salary Trends2021 中国大陆地区法务与合规行业薪酬趋势报告Mainland ChinaDifficult to Hir

217、e人才短缺岗位竞争激烈岗位Difficult to CompetePrivacy Counsel 隐私法专家General Corporate Lawyer 一般公司律师Capital Market Lawyer 资本市场律师M&A Lawyer 并购律师Senior Compliance Counsel 资深合规顾问Senior Patent Counsel 资深专利律师Senior DR Lawyer 资深争议解决律师Cloud Architect云平台架构师Legal&ComplianceNotes:Roles with limited qualified candidates whil

218、e HR and company has less bargain power during recruitment process.指某职位缺乏符合条件的应聘者，符合条件的候选人有较大选择空间。HR及公司处于卖方市场。Notes:Roles with poured qualified candidates while many candidates compete for one job.HR and company has more bargain power during recruitment process.指某职位有大量符合条件的应聘者，候选人竞争激烈。HR及公司处于买方市场。48

219、49Salary Trends-Mainland China/Legal&ComplianceSalary Trends-Mainland China/Legal&ComplianceIn-house Lawyer 企业内部法务合规律师International Law Firm 国际律师事务所Local Law Firm 本地律师事务所从业年数 Years of EmploymentPosition Title职位名称 3 年Less than 3 Years4-6 年4-6 Years7-9 年7-9 Years10 年或以上Over 10 YearsLawyer律师150K-400K40

220、0K-800K800K-1.5M1M-4MParalegal法律助理100K-200K200K-400K400K-500KN/ACompany Secretary公司秘书N/A700K-2M700K-4M1M-4MLegal Secretary法律秘书80K-180K80K-200K150K-250K250K-350KBusiness Development业务发展180K-250K250K-400K400K-700K600K-1MLawyer律师500K-800K800K-1.5M1M-2M1.5M-3MParalegal法律助理150K-250K200K-300KN/AN/ALegal S

221、ecretary法律秘书100K-180K180K-300K250K-350K250K-400KOffice Manager行政经理N/AN/A350K-500K400K-900KLawyer律师250K-550K450K-800K700K-1.2M900K-2.5M*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*年薪：基本工资加奖金（不包括股权或者其他福利），货币单位为当地货币，如在中国，货币单位是人民

222、币。Life Science2021 Salary Trends2021 中国大陆地区生命科学行业薪酬趋势报告Mainland China5051Salary Trends-Mainland China/Legal&ComplianceSalary Trends-Mainland China/Life ScienceDifficult to Hire人才短缺岗位竞争激烈岗位Difficult to CompeteChief Techical Officer 首席技术管Sales Director销售总监Marketing Director 市场总监Chief Scientific Office

223、r首席科学家RA Director 注册总监Medical Director医学总监R&D Director研发总监Life ScienceLife Science-NGS Notes:Roles with limited qualified candidates while HR and company has less bargain power during recruitment process.指某职位缺乏符合条件的应聘者，符合条件的候选人有较大选择空间。HR及公司处于卖方市场。NGS团队目前重点放在Non-commercial领域的职能招聘上，其中职位层级重点在总监及总监以上级别。

224、所有commerical的职位目前没有重点招聘。Notes:Roles with poured qualified candidates while many candidates compete for one job.HR and company has more bargain power during recruitment process.指某职位有大量符合条件的应聘者，候选人竞争激烈。HR及公司处于买方市场。NGS 基因测序CTO/CSO首席技术官/首席信息官15 years+1.2M1.8M2.5M95R&D Director研发总监8 years+600K800K1M90R&D

225、 Manager研发经理5 years+400K510K600K88Bioinformatics Director生物信息总监10 years+1M1.2M1.4M85Bioinformatics Manager生物信息经理4 years+400K545K650K80Medical Director医学总监15 years+800K1.3M1.5M90Medical Manager医学经理5 years+400K520K600K95Sales Director销售总监10 years+8001M1.2M80Regional Sales Manager区域销售经理6 years+400K510K

226、600K90Marketing Director市场总监10 years+600K700K800K85Product Manager产品经理3 years+300K350K400K85Manufacturing Director生产总监10 years+600K700K800K82Regulatory Director注册总监10 years+600K900K1M92Position Title职位名称Years of Experience工作经验Annual Package Range*(RMB)年薪Need Indicator*需求指数Min.Med.Max.*Annual Package

227、:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score be

228、low 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.*年薪：基本工资加奖金（不包括股权或者其他福利），货币单位为当地货币，如在中国，货币单位是人民币。*最小值、中位值、最大值*需求指标：表示人才在市场中的青睐程度。80 分表示平均水平，也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之，大于 80 表示是企业紧缺的人才，市场上这样的人才并不充足。5253Salary Trends-Ma

229、inland China/Life ScienceSalary Trends-Mainland China/Life ScienceMedical Device(Non Commercial)医疗器械(非业务类)R&D Vice president研发副总裁20 years+1M1.4M2M2M2.3M3.5M60R&D Director研发总监18 years+800K1.1M1.2M1M1.5M2M70R&D Manager研发经理10 years+350K495K600K500K750K900K60Production Director生产总监18 years+400K650K700K7

230、00K900K1.5M70Production Manager生产经理12 years+350K425K500K450K550K600K60Quality Director质量总监18 years+400K450K600K700K1M1.3M82Quality Manager质量经理7 years+250K325K430K350K450K520K88Regulatory Director注册总监15 years+600K700K900K700K1.1M1.5M90Regulatory Manager注册经理8 years+300K420K500K400500K580K93Clinical Di

231、rector临床总监12 years+500K720K1.2M700K1.2M1.5M95Clinical Manager临床经理7 years+300K395K450K450K530K580K98Position Title职位名称Years of Experience工作经验Annual Package Range*(RMB)年薪Need Indicator*需求指数Local Company 本土企业*Foreign Company 外资企业*Min.Med.Max.Min.Med.Max.*Annual Package:Basic Salary+Standard Bonus(exclu

232、ding stocks or other benefits),use local currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in

233、the market.A score above 80 indicates an urgent need,or a scarcity in the market.*年薪：基本工资加奖金（不包括股权或者其他福利），货币单位为当地货币，如在中国，货币单位是人民币。*最小值、中位值、最大值*需求指标：表示人才在市场中的青睐程度。80 分表示平均水平，也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之，大于 80 表示是企业紧缺的人才，市场上这样的人才并不充足。Medical Device(Commercial)医疗器械(业务类)Position Title职位名称Y

234、ears of Experience工作经验Annual Package Range*(RMB)年薪Need Indicator*需求指数Min.Med.Max.Chief Marketing Officer首席营销官15 years+2M2.5M3M82Marketing Director市场总监12 years+1M1.3M1.5M82Marketing Manager市场经理8 years+600K740K900K80Market Research Manager市场调研经理3 years+300K490K700K80Brand Director 品牌总监12 years+1M1.2M1

235、.4M90Brand Manager品牌宣传经理5 years+400K610K800K90Corporate Communication Director 传播总监12 years+1M1.8M2.5M82Product Manager产品经理5 years+400K620K800K90Chief Commercial Officer 首席商务官15 years+2.5M3.3M4M84Sales VP销售副总裁15 years+2.5M2.8M3M92Sales Director销售总监10 years+1M1.5M2M92Sales Manager销售经理7 years+500K700K

236、900K85BD Manager 业务拓展经理7 years+500K700K900K82Strategy Director 战略总监7 years+1M1.5M2M90Commercial Operation Director商业运营总监8 years+1M1.3M1.5M85GA Manager 政务经理5 years+400K600K800K91Market Access Manager市场准入经理5 years+400K610K800K90Medical Affairs Manager医学事务经理5 years+400K610K800K90Pricing Manager定价经理5 ye

237、ars+400K620K800K90*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an

238、average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.*年薪：基本工资加奖金（不包括股权或者其他福利），货币单位为当地货币，如在中国，货币单位是人民币。*最小值、中位值、最大值*需求指标：表示人才在市场中的青睐程度。80 分表示平均水平，也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之，大于 80 表示是企业紧缺的人才，

239、市场上这样的人才并不充足。5455Salary Trends-Mainland China/Life ScienceSalary Trends-Mainland China/Life ScienceIVD(Non Commercial)体外诊断(非业务类)IVD(Commercial)体外诊断(业务类)Position Title职位名称Years of Experience工作经验Annual Package Range*(RMB)年薪Need Indicator*需求指数Local Company 本土企业*Foreign Company 外资企业*Min.Med.Max.Min.Med.

240、Max.R&D Vice president研发副总裁20 years+1M1.9M5M1.8M2.4M3.5M70R&D Director研发总监15 years+800K1M1.2M1.2M1.5M2M90R&D Manager研发经理10 years+350K425K500K600K650K700K60Production Director生产总监18 years+400K660K900K700K800K900K82Production Manager生产经理10 years+250K325K400K400K500K600K82Quality Director质量总监15 years+4

241、00K510K600K700K810K900K85Quality Manager质量经理10 years+300K350K400K400K500K600K85Regulatory Director注册总监12 years+500K660K800K800K950K1M90Regulatory Manager注册经理8 years+300K400K500K500K650K700K95Clinial Director临床总监12 years+800K1.2M1.5M1M1.4M1.8M90Clinial Manager临床经理6 years+350K475K600K400K560K700K90Pos

242、ition Title职位名称Years of Experience工作经验Annual Package Range*(RMB)年薪Need Indicator*需求指数Min.Med.Max.Sales Director销售总监15 years+1.3M 1.8M2.2M82Sales Manager销售经理8 years+500K750K1M82Marketing Director市场总监15 years+1.2M1.5M2M80Product Manager产品经理5 years+400K640K900K80Application Manager应用经理8 years+500K650K8

243、00K81Service Manager服务经理8 years+500K640K800K80*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market

244、.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.*年薪：基本工资加奖金（不包括股权或者其他福利），货币单位为当地货币，如在中国，货币单位是人民币。*最小值、中位值、最大值*需求指标：表示人才在市场中的青睐程度。80 分表示平均水平，也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市

245、场上人才的数量。反之，大于 80 表示是企业紧缺的人才，市场上这样的人才并不充足。Machinery2021 Salary Trends2021 中国大陆地区机械制造行业薪酬趋势报告Mainland China5657CGP Salary GuideSalary Trends-Mainland China/Life ScienceSalary Trends-Mainland China/MachineryR&D 研发Production 生产Operation 运营Position Title职位名称Years of Experience工作经验Annual Package Range*(RM

246、B)年薪Need Indicator*需求指数Tier 1 Cities 一线城市*Tier 2 Cities 二线城市*Min.Med.Max.Min.Med.Max.R&D Director研发总监15 years+750K975M1.2M450K625K800K82R&D Manager研发经理10 years+450K575K700K300K410K500K85R&D Supervisor研发主管7 years+250K335K400K180K250K320K88R&D Engineer研发工程师3 years+150K195K200K100K170K200K92Production

247、Director生产总监12 years+550K690K850K320K400K500K80Production Manager生产经理9 years+350K475K600K230K315K400K82Production Supervisor生产主管6 years+150K200K260K130K185K240K82Production Engineer生产工程师3 years+100K150K200K90K110K150K82Operations Director运营总监15 years+900K1.1M1.3M550K670K800K82Operations Manager运营经理1

248、0 years+500K660K800K300K380K450K85*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Tier 1 Cities:Beijing,Shanghai,Guangzhou,Shenzhen*Tier 2 Cities:Including but not limited to Hangzhou,Suzhou,Chengdu,etc.*Min.:Minimum,Med.:Medium

249、,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.*年薪：基本工资加奖金（不包

250、括股权或者其他福利），货币单位为当地货币，如在中国，货币单位是人民币。*一线城市：北京，上海，广州，深圳*二线城市：包括杭州，苏州，成都等新一线城市和二线城市。*最小值、中位值、最大值*需求指标：表示人才在市场中的青睐程度。80 分表示平均水平，也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之，大于 80 表示是企业紧缺的人才，市场上这样的人才并不充足。Difficult to Hire人才短缺岗位竞争激烈岗位Difficult to CompeteSourcing Manager采购经理Production Manager生产经理Operation Man

251、ager运营经理Project Manager项目经理Plant Manager厂长Process Engineer/Manager 工艺工程师/经理MES EngineerMES 工程师Engineering Manager工程经理Automation Engineer自动化工程师MachineryNotes:Roles with limited qualified candidates while HR and company has less bargain power during recruitment process.指某职位缺乏符合条件的应聘者，符合条件的候选人有较大选择空间。H

252、R及公司处于卖方市场。Notes:Roles with poured qualified candidates while many candidates compete for one job.HR and company has more bargain power during recruitment process.指某职位有大量符合条件的应聘者，候选人竞争激烈。HR及公司处于买方市场。R&D Engineer/Manager/Director 研发工程师/经理/总监5859Salary Trends-Mainland China/MachinerySalary Trends-Main

253、land China/MachineryPharmaceutical2021 Salary Trends2021 中国大陆地区制药行业薪酬趋势报告Mainland ChinaSales&Marketing 市场&销售Position Title职位名称Years of Experience工作经验Annual Package Range*(RMB)年薪Need Indicator*需求指数Tier 1 Cities 一线城市*Tier 2 Cities 二线城市*Min.Med.Max.Min.Med.Max.Sales VP销售副总裁15 years+1.5M2M2.5M-85Sales D

254、irector销售总监15 years+700K960K1.2M500K660K800K88Sales Manager销售经理10 years+400K535K650K250K420K550K90Sales Supervisor销售主管7 years+200K275K350K180K230K280K88BD Director业务开发总监12 years+500K760K1M-88BD Manager业务开发经理7 years+350K450K550K250K375K500K88Marketing Director市场总监10 years+500K 640K800K350K465K600K80M

255、arketing Manager市场经理5 years+350K 465K600K200K315K450K80Service Sales Director销售支持总监15 years+650K885K1.1M480K640K780K88Service Sales Manager销售支持经理10 years+380K515K630K230K385K520K90Service Sales Supervisor销售支持主管7 years+180K260K320K160K220K260K88Application Manager技术支持经理10 years+500K600K700K350K460K55

256、0K89Application Engineer技术支持工程师5 years+300K395K450K200K310K380K92*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Tier 1 Cities:Beijing,Shanghai,Guangzhou,Shenzhen*Tier 2 Cities:Including but not limited to Hangzhou,Suzhou,Chengd

257、u,etc.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarci

258、ty in the market.*年薪：基本工资加奖金（不包括股权或者其他福利），货币单位为当地货币，如在中国，货币单位是人民币。*一线城市：北京，上海，广州，深圳*二线城市：包括杭州，苏州，成都等新一线城市和二线城市。*最小值、中位值、最大值*需求指标：表示人才在市场中的青睐程度。80 分表示平均水平，也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之，大于 80 表示是企业紧缺的人才，市场上这样的人才并不充足。6061Salary Trends-Mainland China/PharmaceuticalSalary Trends-Mainland Chi

259、na/MachineryResearch&Clinical 研发试验Production&Quality Control 生产制剂Position Title职位名称Years of Experience工作经验Annual Package Range*(RMB)年薪Need Indicator*需求指数Local Company 本土企业*Foreign Company 外资企业*Min.Med.Max.Min.Med.Max.Chief of Drug Discovery首席药物研发师20 years+2M2.5M3M2M3.1M4M82Drug Discovery Director药物研

260、发总监10 years+500K740K1M600K1.2M1.5M80Drug Discovery Scientist药物研发专家5 years+200K390K600K300K550K800K82Chief of Pre Clinical首席临床前期专家20 years+2M2.5M3M2M2.5M3M83Pre Clinical Director临床前期总监10 years+500K740M1M800K1.2M1.5M80Pre Clinical Manger临床前期经理5 years+300K440K600K400K600K800K82Chief of Clinical Develop

261、ment首席临床开发专家20 years+2M2.5M3M2M3.1M4M90Clinical Development Director临床开发总监10 years+1M1.5M2M1.2M1.6M2M82Clinical Development Manger临床开发经理5 years+300K540K800K400K650K900K81Regulatory VP注册副总裁20 years+1M2M3M1.5M2.3M3M82Regulatory Director注册总监10 years+500K740K1M800K1.5M2M80Regulatory Manger注册经理5 years+20

262、0K390K600K500K650K800K80Chief of Process Development首席过程工艺专家20 years+2M2.5M3M2M3.1M4M91Process Development Director过程工艺总监10 years+1M1.3M1.5M1.2M1.6M2M92Process Development Scientist过程工艺专家5 years+200K400K600K300K460K600K88Chief of Manufacture生产总经理20 years+2M2.3M2.5M2M2.5M3M84Manufacture Director生产总监1

263、0 years+500K650K800K600K800K1M82Manufacture Engineer生产工程师5 years+200K400K600K300K510K700K82Quality VP质量控制副总裁20 years+1M1.3M1.5M2M+90Quality Director质量控制总监15 years+800K910K1M1M1.1M1.2M90Quality Manager质量控制经理8 years+200K360K500K300460K600K92Analytical VP分析副总裁20 years+1.5M1.8M2M2M+84Analytical Director

264、分析总监10 years+800K900K1M1M1.1M1.2M84Analytical Manager分析经理8 years+200K340K500K300K450K600K84Difficult to Hire人才短缺岗位竞争激烈岗位Difficult to CompeteBD Director 业务拓展总监Business Unit Head事业部负责人National Sales Director 全国销售总监Marketing Director 市场总监Training Director 培训总监Digital Marketing Manager数字营销经理HEOR Manager

265、卫生经济学经理Portfolio Manager产品管线管理经理PharmaceuticalNotes:Roles with limited qualified candidates while HR and company has less bargain power during recruitment process.指某职位缺乏符合条件的应聘者，符合条件的候选人有较大选择空间。HR及公司处于卖方市场。Notes:Roles with poured qualified candidates while many candidates compete for one job.HR and

266、company has more bargain power during recruitment process.指某职位有大量符合条件的应聘者，候选人竞争激烈。HR及公司处于买方市场。6263Salary Trends-Mainland China/PharmaceuticalSalary Trends-Mainland China/PharmaceuticalRetail&Luxury2021 Salary Trends2021 中国大陆地区零售与奢侈品行业薪酬趋势报告Mainland ChinaPharma CommercialPosition Title职位名称Years of Ex

267、perience工作经验Annual Package Range*(RMB)年薪Need Indicator*需求指数Local Company 本土企业*Foreign Company 外资企业*Min.Med.Max.Min.Med.Max.Chief Commercial Officer首席商务官20 years+3M4M5M4M5M7M80Commercial VP营销副总裁15 years+1.5M2M2.5M2M3M3.5M80BD VPBD 副总裁15 years+1.5M2.5M3M2M3M5M85BD DirectorBD 总监10 years+600K1M2.5M700K1

268、.2M3M85BD ManagerBD 经理5 years+400K500K700K450K600K800K90Market Access VP(Central)市场准入副总裁（中央）18 years+1.5M2M3M2M3M3.5M75Market Access Director(Central)市场准入总监（中央）10 years+1M1.5M1.8M1.5M1.8M2M78Marketing VP市场部副总裁18 years+1.5M2M2.5M2M3M4M80Marketing Director市场总监15 years+800K1M1.5M1M1.5M2M85Marketing Man

269、ager市场经理10 years+600K800K1M800K1M1.2M85Local Marketing Director/Lead区域市场总监/负责人12 years+600K800K1M800K1M1.5M80Local Marketing Manager区域市场经理5 years+300K400K600K350K450K600K85National Sales Director全国销售总监15 years+1M1.2M1.5M1.5M1.8M2M85Regional Sales Manager大区销售经理10 years+500K800K1M800K1M1.3M85Training

270、Director培训部总监15 years+800K1M1.2M1M1.2M1.5M78SFE Director销售绩效增效总监15 years+800K1M1.2M1M1.2M1.5M78KA Director关键客户总监15 years+700K1M1.3M900K1.3M1.5M75*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Local Company*Foreign Company*Min.:

271、Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the ma

272、rket.*年薪：基本工资加奖金（不包括股权或者其他福利），货币单位为当地货币，如在中国，货币单位是人民币。*本土企业*外资企业*最小值、中位值、最大值*需求指标：表示人才在市场中的青睐程度。80 分表示平均水平，也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之，大于 80 表示是企业紧缺的人才，市场上这样的人才并不充足。6465CGP Salary GuideSalary Trends-Mainland China/Retail&LuxurySalary Trends-Mainland China/PharmaceuticalMarketing 市场Pos

273、ition Title职位名称Years of Experience工作经验Annual Package Range*(RMB)年薪Need Indicator*需求指数Min.Med.Max.CMO/Marketing VP首席营销官/市场副总裁15 years+2.5M90Marketing Director市场总监10 years+1.2M1.9M2.5M95Marketing Manager(overall)市场经理6 years+600K820K1M95PR Manager公关经理6 years+500K660K800K85CRM Manager客户关系管理经理5 years+400

274、K610K800K85Retail Marketing Manager零售市场经理6 years+400K620K800K85Digital Manager数字经理5 years+400K610K800K85Store Development VP店铺发展副总裁15 years+2.5M+80Store Development Director店铺发展总监10 years+1.2M1.9M2.5M95Store Development Manger店铺发展经理5 years+400K620K800K95Visual Merchandising Director视觉营销总监10 years+1M

275、+90Visual Merchandising Manger视觉营销经理6 years+400K610K800K85Construction Director工程总监10 years+1M+90Construction Manger工程经理6 years+400K610K800K85*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*

276、Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.*年薪：基本工资加奖金（不包括股权或者其他福利），货币单

277、位为当地货币，如在中国，货币单位是人民币。*最小值、中位值、最大值*需求指标：表示人才在市场中的青睐程度。80 分表示平均水平，也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之，大于 80 表示是企业紧缺的人才，市场上这样的人才并不充足。Difficult to Hire人才短缺岗位竞争激烈岗位Difficult to CompeteCRM Manager客户关系经理Retail Marketing Manager零售市场经理PR Manager公关经理Brand Communication Manager品牌传播经理Area Manager区域经理Reta

278、il Director零售总监E-marketing Manager电商市场经理E-commerce Director电商总监E-commerce VP电商副总裁Merchandising Director营销总监E-merchandising Manager电商营销经理Retail&LuxuryNotes:Roles with limited qualified candidates while HR and company has less bargain power during recruitment process.指某职位缺乏符合条件的应聘者，符合条件的候选人有较大选择空间。HR及

279、公司处于卖方市场。Notes:Roles with poured qualified candidates while many candidates compete for one job.HR and company has more bargain power during recruitment process.指某职位有大量符合条件的应聘者，候选人竞争激烈。HR及公司处于买方市场。6667Salary Trends-Mainland China/Retail&LuxurySalary Trends-Mainland China/Retail&LuxurySupply Chain 供应

280、链E-Commerce 电商Position Title职位名称Years of Experience工作经验Annual Package Range*(RMB)年薪Need Indicator*需求指数Min.Med.Max.Supply Chain VP供应链副总裁20 years+2M+90Supply Chain Director供应链总监15 years+1M 1.6M2M95Supply Chain Manager供应链经理8 years+400K 510K600K90Logistics Director物流总监15 years+1M1.6M2M95Logistics Manage

281、r物流经理8 years+300K 460K600K85Warehousing Manager仓储经理8 years+300K 460K600K85Transportation Manager运输经理8 years+300K 460K600K85Demand Planning Manager需求计划经理8 years+300K 450K600K85Ecommerce VP/GM电商副总裁/总经理20 years+2.5 M+95Ecommerce Director/Senior Director电商总监/高级总监15 years+1.5M 1.9M2.2 M95Ecommerce Manage

282、r/Senior Manager电商经理/高级经理8-12 years600K 910K1.2 M90Ecommerce Operation Director电商运营总监12 years+1M+95Ecommerce Operation Manager电商运营经理6 years+500K+90Ecommerce Merchandising Director电商营销总监12 years+1M+95Ecommerce Merchandising Manager电商营销经理6 years+600K+90Ecommerce Content/Creative Director电商内容/创意总监12 ye

283、ars+1M+95Ecommerce Content/Creative Manager电商内容/创意经理6 years+600K+90*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or tal

284、ent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.*年薪：基本工资加奖金（不包括股权或者其他福利），货币单位为当地货币，如在中国，货币单位是人民币。*最小值、中位值、最大值*需求指标：表示人才在市场中的青睐程度。80 分表示平均水平，也就是企业的需求和人才

285、的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之，大于 80 表示是企业紧缺的人才，市场上这样的人才并不充足。Merchandising VP商品副总裁20 years+2M+90Merchandising Director商品总监15 years+1M 1.6M2M90Merchandising Manager商品经理8 years+400K 560K 700K85Luxury Buyer奢侈品采购5 years+200K320k400K90Ecommerce Merchandising Director电商商品总监12 years+800K1.2M1.5M95Ecommerc

286、e Merchandising Manager电商商品经理6 years+300K470K600K90Planning&Allocation Director计划&配货总监15 years+800K1.2M1.5M93Planning&Allocation Manager计划&配货经理8 years+400K570K700K93Planning Director计划总监15 years+800K1.2M1.5M88Planning Manager计划经理8 years+300K460K600k85Allocation Director配货总监15 years+800K1.2M1.5M90All

287、ocation Manager配货经理8 years+300K460K600K90Merchandising 商品Sales Operation 销售运营Position Title职位名称Years of Experience工作经验Annual Package Range*(RMB)年薪Need Indicator*需求指数Min.Med.Max.Wholesale VP批发副总裁20 years+2M+90Wholesale Director批发总监15 years+1.2M 1.7M2M95Wholesale Manager批发经理6 years+500K 660K800K90Reta

288、il VP零售副总裁18 years+2M+85Retail Director零售总监12 years+1.2M 1.6M2M90Retail Manager零售经理8 years+700K 970K1.2M95*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure t

289、he need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.*年薪：基本工资加奖金（不包括股权或者其他福利），货币单位为当地货币，如在中国，货币单位是人民币。*最小值、中位值、最大值*需求

290、指标：表示人才在市场中的青睐程度。80 分表示平均水平，也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之，大于 80 表示是企业紧缺的人才，市场上这样的人才并不充足。6869Salary Trends-Mainland China/Retail&LuxurySalary Trends-Mainland China/Retail&LuxuryDifficult to Hire人才短缺岗位竞争激烈岗位Difficult to CompeteAnalog Design Engineer模拟设计工程师Analog Design Engineer模拟设计工程师CPU

291、ArchitectCPU架构师SI Engineer信号完整性工程师RF Design Engineer射频设计工程师RF Design Engineer射频设计工程师SI Engineer信号完整性工程师CPU ArchitectCPU架构师SemiconductorNotes:Roles with limited qualified candidates while HR and company has less bargain power during recruitment process.指某职位缺乏符合条件的应聘者，符合条件的候选人有较大选择空间。HR及公司处于卖方市场。Notes

292、:Roles with poured qualified candidates while many candidates compete for one job.HR and company has more bargain power during recruitment process.指某职位有大量符合条件的应聘者，候选人竞争激烈。HR及公司处于买方市场。Semiconductor2021 Salary Trends2021 中国大陆地区半导体行业薪酬趋势报告Mainland China7071Salary Trends-Mainland China/SemiconductorSala

293、ry Trends-Mainland China/Semiconductor*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Tier 1 Cities:Beijing,Shanghai,Guangzhou,Shenzhen*Tier 2 Cities:Including but not limited to Hangzhou,Suzhou,Chengdu,etc.*Min.:Minimum,Med.:Me

294、dium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.*年薪：基本工资加奖

295、金（不包括股权或者其他福利），货币单位为当地货币，如在中国，货币单位是人民币。*一线城市：北京，上海，广州，深圳*二线城市：包括杭州，苏州，成都等新一线城市和二线城市。*最小值、中位值、最大值*需求指标：表示人才在市场中的青睐程度。80 分表示平均水平，也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之，大于 80 表示是企业紧缺的人才，市场上这样的人才并不充足。Production&Operation 生产工艺Sales&Marketing 销售市场Position Title职位名称Years of Experience工作经验Annual Package

296、 Range*(RMB)年薪Need Indicator*需求指数Tier 1 Cities 一线城市*Tier 2 Cities 二线城市*Min.Med.Max.Min.Med.Max.Production Director生产总监15 years+700K840K1M400K515K650K80Production Manager生产经理10 years+300K475K650K200K325K450K82Production Supervisor生产主管6 years+180K230K280K120K175K230K82Process Engineering Director工艺总监1

297、5 years+450K605K800K320K415K550K79Process EngineeringManager工艺经理9 years+300K450K600K200K275K350K81Process Engineering Supervisor工艺主管6 years+180K240K300K130K185K240K84Sales VP销售副总裁15 years+1.5M1.8M2M-85Sales Director销售总监12 years+900K1.2M1.5M450K600K750K85Sales Manager销售经理10 years+550K710K850K300K410K

298、500K90Sales Supervisor销售主管6 years+250K360K450K150K215K260K90Application Manager技术支持经理10 years+500K600K700K350K450K550K89Application Engineer技术支持工程师5 years+300K395K450K200K310K380K92Marketing Director市场总监10 years+400K600K800K300K450K600K83Marketing Manager市场经理7 years+300K410K500K200K285K350K86R&D 研发S

299、upply Chain 供应链Position Title职位名称Years of Experience工作经验Annual Package Range*(RMB)年薪Need Indicator*需求指数Tier 1 Cities 一线城市*Tier 2 Cities 二线城市*Min.Med.Max.Min.Med.Max.R&D Director研发总监15 years+800K1.1M1.3M450K615M800K80R&D Manager研发经理10 years+400K600K800K330K415K500K83R&D Engineer研发工程师3 years+150K200K2

300、60K100K150K180K90Supply Chain VP供应链副总裁18 years+1.2M1.4M1.5M700K850K1M81Supply Chain Director供应链总监10 years+800K1M1.2M500K750K1M85Supply Chain Manger供应链经理5 years+400K560K700K300K400K500K87Purchasing Manager采购经理6 years+300K400K500K200K310K400K88Purchasing Supervisor采购主管3 years+150K175K200K120K170K200K8

301、8Planning Manager计划经理4 years+180K240K300K150K205M260K85Planner计划专员2 years+120K160K200K100K140K180K85B2B E-commerce Head电子商务渠道业务负责人12 years+800K1M1.2M-90B2B E-commerce Director电子商务渠道总监8 years+600K760K900K300K460K600K90B2B E-commerce Manger电子商务渠道经理5 years+300K435K550K200K310K400K90*Annual Package:Basi

302、c Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Tier 1 Cities:Beijing,Shanghai,Guangzhou,Shenzhen*Tier 2 Cities:Including but not limited to Hangzhou,Suzhou,Chengdu,etc.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the n

303、eed of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.*年薪：基本工资加奖金（不包括股权或者其他福利），货币单位为当地货币，如在中国，货币单位是人民币。*一线城市：北京，上海，广州，深圳*二

304、线城市：包括杭州，苏州，成都等新一线城市和二线城市。*最小值、中位值、最大值*需求指标：表示人才在市场中的青睐程度。80 分表示平均水平，也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之，大于 80 表示是企业紧缺的人才，市场上这样的人才并不充足。7273Salary Trends-Mainland China/SemiconductorSalary Trends-Mainland China/SemiconductorDifficult to Hire人才短缺岗位竞争激烈岗位Difficult to CompeteTrade Marketing Direc

305、tor渠道销售总监Operation VP/Director 酒店运营管理岗（运营VP/总监）Product Director 酒店产品研发负责人HR Director 人力资源负责人Park Operation Senior Executive 主题乐园资深运营管理Commercial Strategic 战略规划类岗位Digital Service Director 数字营销负责人Trade Sales 渠道市场推广类Traditional Sales&Marketing传统市场营销管理类Outbound Management 出境业务负责人Travel&LeisureNotes:Role

306、s with limited qualified candidates while HR and company has less bargain power during recruitment process.指某职位缺乏符合条件的应聘者，符合条件的候选人有较大选择空间。HR及公司处于卖方市场。Notes:Roles with poured qualified candidates while many candidates compete for one job.HR and company has more bargain power during recruitment proces

307、s.指某职位有大量符合条件的应聘者，候选人竞争激烈。HR及公司处于买方市场。2021 Salary TrendsTravel&Leisure2021 中国大陆地区旅游与休闲行业薪酬趋势报告Mainland China7475Salary Trends-Mainland China/Travel&LeisureSalary Trends-Mainland China/Travel&LeisureOTA 在线旅游酒店+Cruise 邮轮Position Title职位名称Years of Experience工作经验Annual Package Range*(RMB)年薪Need Indicato

308、r*需求指数Min.Med.Max.Sales Account Director销售客户总监10 years+700K1M1.2M80Senior Sales Manager高级销售经理5 years+350K420K500K82Sales Manger销售经理5 years+200K250K300K80CPO首席产品官15 years+1.5-2M84Product Director产品总监10 years+700K860K1M84Product Manager产品经理5 years+300K400K500K80Digital Marketing Director数字营销总监12 years

309、+800K900K1.2M82Senior DigitalMarketing Manager高级数字营销经理6-10 years+400K500K600K90Digital Marketing Manger数字营销经理5 years+200K250K400K84Sales VP销售副总裁15 years+1.5M1.9M2M82Sales Director销售总监12 years+800K1.2M1.5M82Senior Sales Manager高级销售经理8 years+350K420K500K82PR Director公关总监10 years+700K1M1.2m90PR Manager

310、公关经理8 years+300K450K600K84Marketing VP市场营销副总裁15 years+1.2M1.5M2M82Senior Marketing Manager高级市场经理10 years+450K525K600K82Digital Marketing Manager数字营销经理8 years+300K370K420K90Revenue Director收益总监10 years+600K800K900K85Operation VP运营副总裁15 years+1M1.4M1.8M82Operation Director运营总监10 years+450K600K700K82*A

311、nnual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or ne

312、ed.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.*年薪：基本工资加奖金（不包括股权或者其他福利），货币单位为当地货币，如在中国，货币单位是人民币。*最小值、中位值、最大值*需求指标：表示人才在市场中的青睐程度。80 分表示平均水平，也就是企业的需求和人才的数量持平。小于 80 表示企业需求小于市场上人才的数量。反之，大于 80 表示是企业紧缺的人才，市场上这样的人才并不充足。7677CGP

313、 Salary GuideSalary Trends-Mainland China/Travel&Leisure免责声明Disclimer1)本报告所含的所有信息只是对相关问题的一般性指导。2）考虑到不同公司的团队规模、公司营业额及其他多种可变因素对现实情况中的薪酬福利带来的影响，本报告中的信息可能会有所滞后、遗漏或误差。3)我们会尽力确保报告获得信息的来源可靠，本指导仅供行业机构、企业和个人参考，CGP 不承担任何由此指导而引发的法律后果和责任。1)The information contained in this report is for general guidance on matt

314、ers of interest only.2)Given the changing nature of team size,company revenue,and other variable factors,there may be delays,omissions or inaccuracies in information contained in this report.3)While we have made every attempt to ensure that the information contained in this report has been obtained

315、from reliable sources,this report is for reference purpose only to organizations,enterprises,and individuals.CGP is not responsible for any errors or omissions,or for the results obtained from the use of this information.Our OfficesBeijing|Shanghai|Suzhou|Guangzhou|Chengdu|XiamenWuhan|Nanjing|Shenzhen|Xian|Hong Kong|Singapore|Japan|USA北京|上海|苏州|广州|成都|厦门 武汉|南京|深圳|西安香港|新加坡|日本|美国78CGP Salary Guide