2018 Human Resources Salary Guide
Expected salary ranges for HR, admin and executive assistant (EA) professionals in Shanghai.
|General Human Resources In Commerce & Industry | Basic Salary Per Month|
|Role||RMB Per Month|
|HR VP / Head Of HR / CHRO||120,000 - 160,000|
|HR Director / HR BP Head||80,000 - 120,000|
|HR Manager / HR Business Partner||30,000 - 60,000|
|HR Specialist / Assistant HR Manager||15,000 - 25,000|
|Talent Acqusition Head / Director||80,000 - 120,000|
|Talent Acqusition Manager||30,000 - 50,000|
|Talent Acqusition Specialist||15,000 - 25,000|
|Talent Development / Organisational Development Director||80,000 - 130,000|
|Learning & Development Head / Director||75,000 - 125,000|
|Learning & Development Training Manager||25,000 - 50,000|
|Learning & Development Officer||12,000 - 25,000|
|Compensation and Benefits Director||80,000 - 120,000|
|Compensation and Benefits Manager||25,000 - 45,000|
|Compensation and Benefits Specialist||15,000 - 25,000|
|Share Service Head||50,000 - 80,000|
|Share Service Manager||20,000 - 40,000|
|Share Service HR Specialist||10,000 - 20,000|
|Office Manager/Admin Manager||20,000 - 35,000|
|EA/PA||15,000 - 25,000|
Commentary on Human Resources Roles and Remuneration in Shanghai for 2018
Trends in Recruitment
In 2018, the overall economy will gradually recover. Apart from booming industries, traditional manufacturing industries are recovering and actively build up talent pool again. Life Science, Industrial Intelligence, and environmental protection of new materials will show vitality over the course of the year. “The Belt and Road” program will stimulate regional cooperation. The retail sector is recovering as well and luxury industry is returning to expand. Sporting and lifestyle related industries are becoming more and more competitive.
The “3-pillar” structure still remains to be the main structure of human resources department in China, whilst the growing number of employers begin to choose organizational structures that are more flexible and adaptable for their own department, which means some small to medium companies might combine several COE functions, and some might not need to build up Shared Service Center. The demands for human resources also reflect on different industries and the business size.
Last year, Business Partners concept was one of most popular word in HR function. However, this year, it is losing its momentum, due to company’s raising demand for other HR modules, such as compensation & benefits and learning & organization development. These modules empower the organization effectiveness and adaptability in challenging environment.
Regarding C&B function, small and medium-sized enterprises maintain demand for C&B operation and payroll person due to small business volume. Now, Large enterprises or foreign companies are tend to hire C&B candidates with more complicated projects experience, even hire pure consulting background candidate, as the development and implementation of compensations and benefits became the most important factors to consider for employers who wants to recruit and retain top talents.
Learning and development function, in the current situation, employers attach more importance to optimize their talent structure and work to retain more key employees on a tight budget. Employers also develop cooperation with other professional consulting service through talent development and training. In order to make changes from the inside, employers now prefer to choose candidates from the third- party professional companies.
Recruiting function, the most crucial aspect to develop an enterprise is recruiting talents. Among all HR modules, recruiting function has the most opportunities to connect and communicate with market to build up employee branding. When an enterprise values its culture and brand, recruitment is greatly affected by that. Thus, people will show their recognition through their cultural signals. Recruiting function talents are required to be well-balanced on operational excellence and strategic level in current marketplace. Nonetheless, as the economy recovers, there will be a larger platform for recruiting function candidates.
Trends in Compensation and Benefits
In 2018, although it is predicted that compensation growth will maintain same range as last year. As compensations and benefits strategy will be more market-oriented, employers will try to narrow the gap between employee’s compensation and the market status. This means it is less necessary to achieve higher compensation by frequent job hopping. In general, compensations’ increase rate through job-hopping will be within 30%.