2017 HR Salary Guide
HR salary guide for 2017 for junior to senior HR talent across talent acquisition, learning and development, compensation and benefits and shared services in China
Contents: Commentary on HR Roles and Remuneration in China for 2017
| General Human Resources In Commerce & Industry | Basic Salary Per Month | |
|---|---|
| Role | RMB Per Month |
| HR VP / Head Of HR | ¥100k+ |
| HR Director / HR BP Head | ¥65k - ¥100k |
| HR Manager / HR Business Partner - Industrial & Consumer | ¥25k - ¥50k |
| HR Specialist / Assistant HR Manager | ¥8k - ¥20k |
| Talent Acquisition Head / Director | ¥60k - ¥100k |
| Talent Acquisition Manager | ¥25k - ¥45k |
| Talent Acquisition Specialist | ¥8k - ¥20k |
| Talent Development / Organisational Development Director | ¥60k - ¥90k |
| Learning & Development Head / Director | ¥50k - ¥80k |
| Learning & Development Training Manager | ¥20k - ¥40k |
| Learning & Development Officer | ¥10k - ¥20k |
| Compensation and Benefits Director | ¥60k - ¥100k |
| Compensation and Benefits Manager | ¥30k - ¥50k |
| Compensation and Benefits Specialist | ¥15k - ¥30k |
| Share Service Head | ¥60k - ¥100k |
| Share Service Manager | ¥30k - ¥50k |
| Share Service HR Specialist | ¥10k - ¥25k |
Commentary on HR Roles and Remuneration in China for 2017
Hiring trends
Being a support function, HR is vulnerable to employers scaling back their hiring requirements as the economy slows. Furthermore, as multinational companies make greater use of shared service centres and centres of excellence, HR teams are expected to become leaner and more efficient.
Traditional industries that are particularly affected by the slowdown, such as consumer goods, manufacturing and pharmaceuticals, are likely to make fewer HR hires in 2017. As a result, HR professionals will start to move away from these traditional industries towards new sectors, such as e-commerce.
The rise of shared service centres and centres of excellence is also leading to HR professionals abandoning generalist roles such as HR manager in favour of specialist roles such as business partner, head of shared service centre or head of centre of excellence. Nevertheless HR generalists with valuable experience, for example in M&A, are still highly sought after by employers.
Mid- to senior-level HR professionals may get the opportunity to take an international assignment if they have been in their current company for at least three years. Normally this would be a specialist, rather than a generalist, role in their company’s global or regional headquarters.
Historically, women have heavily dominated the HR workforce and many female HR professionals transferred into the function from admin and support roles. More recently, however, men have been more attracted to working in HR because they can see that the remit of the function extends way beyond administrative support. Today HR can have a significant impact on business growth through activities in the area of talent and organisational development.
Talent supply
The HR function is oriented towards the local market and the pool of HR professionals in China is growing all the time. Except at executive level, 99% of HR professionals are native Mandarin Chinese speakers and this is unlikely to change in the foreseeable future. Companies have more than enough local talent to meet their needs so there is no reason to bring in international expertise.
Salary & compensation trends
In 2017, salaries will steadily increase for HR professionals working within most companies, although we expect pay rises to be slightly lower than last year – at around 3-8%. With roles that are in high demand – for example, business partner or organisational development director –a candidate may get an increase of 10-25% if they are willing to change employer.
