Northern Ireland Salary survey covering key sectors. 2011

1. Northern Ireland
ACCOUNTANCY / FINANCE TECHNICAL SERVICES PROFESSIONAL SERVICES
Accountancy IT Human Resources ......................................3
Public Practice & Taxation .......................... 6 Permanent ................................................. 12 Insurance ..................................................... 4
General ........................................................ 7 Contract ..................................................... 14 Sales & Marketing .................................... 18
Temporary & Contract ............................... 8 Technical Legal .......................................................... 20
Financial Services ........................................ 9 Production & Manufacturing ...................16
BRIGHTWATER SUPPORT
Banking ..................................................... 10 Supply Chain & Logistics ...........................17
Office Support
Temporary & Contract .............................. 21
Permanent ................................................. 22

2. SALARY SURVEY 2011
Northern Ireland
This year we conducted hundreds of telephone interviews and face
to face meetings to establish our findings. What became clear is
that employers are still focussed on keeping salaries down, but it has
become a case of supply and demand. Where there is a dearth of
talent, salaries have been forced up and where there is over-supply
they have not. Overall, salaries stabilised in 2010 but bonuses and
benefits did not return. This means that net remuneration is still
down, but now stable.
Quarter 2 saw a big turnaround when employers in niche areas
found they could not easily recruit the staff they wanted and were
forced to compete again for talent. However, the new coalition
Government’s austerity plans literally stopped growth in its tracks
and from July, hiring slowed again and candidates stopped moving.
Throughout 2010, salaries generally remained flat, except in
Information Technology and for niche roles in other sectors.
Information Technology has definitely bucked the trend where there
are more vacancies than top applicants and employers have been
forced to pay for new talent or reward existing staff in order to
retain their services.
Overall, there has been little movement in the jobs market for a
couple of years with few jobs, or candidates on the market. With
unemployment currently standing at about 7% and set to grow
slightly, we don’t expect salaries to rise significantly in 2011 but we
do expect bonuses to return at the end of the year as the economy
improves.
If you have any questions about our Salary Survey, please contact us
at salaries@brightwaterNI.com
David Bloch
Managing Director
02

3. HUMAN RESOURCES
GENERALIST HR
JOB TITLE NI £
HR Director 55,000 - 85,000
Senior HR Manager 42,000 - 55,000
HR Manager / Business Partner 30,000 - 50,000
HR Consultant 35,000 - 55,000
HR Generalist 20,000 - 30,000
HR Officer 18,000 - 28,000
HR Assistant 14,000 - 17,000
HR Administrator 12,000 - 16,000
HR Graduate 12,000 - 14,000
LEARNING & DEVELOPMENT
JOB TITLE NI £
Learning & Development Director 50,000 - 65,000
Learning & Development Manager 30,000 - 45,000
Trainer 25,000 - 35,000
Training Officer / Co-ordinator 18,000 - 25,000
Training Administrator 14,000 - 17,000
COMPENSATION & BENEFITS / RECRUITMENT
JOB TITLE NI £
Compensation & Benefits Manager 50,000 - 65,000
Compensation & Benefits Specialist 35,000 - 45,000
Recruitment Manager 25,000 - 35,000
Recruitment Specialist 18,000 - 28,000
Recruitment Co-ordinator 16,000 - 20,000
KEY SPECIALIST AREAS
JOB TITLE NI £
Organisational / Development Manager 40,000 - 65,000
IR / ER Manager 30,000 - 42,000
2010 has been a challenging year but despite the economic uncertainty, HR remains a key function within all organisations; its’ emphasis has simply changed.
HR has become increasingly strategic as the typical “maintenance” HR role has evolved. There is an increased focus on business improvement/streamline
projects, change management, TUPE, mergers & acquisitions and harmonisation. 2010 has also seen a continued increase in the temporary and contract market.
Maternity covers, sickness absences and HR change projects have been a steady requirement throughout the year and this trend looks set to continue well into
2011.
There has been some welcome movement in the permanent market place with a number of senior HR roles emerging; HR Manager, Head of HR and HR Business
Partner. This development is very positive and will ensure continued activity at the senior levels, this rejuvenation has been long awaited. Confidence is slowly
but surely improving and “passive” candidates are now thinking seriously about a career move and are more prepared to commit to a change. HR remains a
popular career choice with universities and colleges being oversubscribed for CIPD courses. Attaining the CIPD qualification opens many more doors and it is
still the employers’ preference when appointing across all levels.
2011 will see a change to the CIPD course framework and membership grading and HR Management graduates will no longer receive CIPD exemptions. It is
uncertain as to what impact this might have in the marketplace and employers may need to reassess their professional qualification requirements for certain
roles. There has been very little variation in salary levels this year. Some of the bands are very broad, especially the HR Officer, as this category tends to encompass
the HR advisor and executive levels. Salary levels vary considerably dependant upon the size and profitability of the organisation.
In conclusion, NI enjoys an excellent calibre of HR candidates and employers will continue to benefit from this high standard and increased choice. The NI HR job
market remains temperamental with a continued steady flow of contract opportunities. As confidence grows, the increase in permanent roles should continue.
03

4. INSURANCE
GENERAL INSURANCE
JOB TITLE NI £
Underwriting Manager (10+ years’ exp.) 50,000 - 65,000
Underwriting Manager (5 - 10 years’ exp.) 38,000 - 50,000
Underwriting Manager (3 - 5 years’ exp.) 30,000 - 37,000
Developmental Underwriter (10+ years’ exp.) 38,000 - 50,000
Developmental Underwriter (5 - 10 years’ exp.) 28,000 - 38,000
Underwriter – General (5 - 10 years’ exp) 25,000 - 37,000
Underwriter – General (3 - 5 years’ exp.) 20,000 - 25,000
Underwriter – General (1 - 3 years’ exp.) 15,000 - 22,000
GENERAL BROKING
JOB TITLE NI £
Corporate Broker (10+ years’ exp.) 40,000 - 60,000
Corporate Broker (5 - 10 years’ exp.) 35,000 - 45,000
Corporate Broker (1 - 5 years’ exp.) 28,000 - 35,000
Corporate Servicing Executive (10 + years’ exp.) 35,000 - 45,000
Corporate Servicing Executive (5 - 10 years’ exp.) 28,000 - 35,000
Corporate Servicing Executive (1 - 3 years’ exp.) 24,000 - 28,000
Account Handler (5 - 10 years’ exp.) 25,000 - 30,000
Account Handler (3 - 5 years’ exp.) 19,000 - 25,000
Account Handler (1 - 3 years’ exp.) 16,000 - 20,000
Personal Lines ( 5 - 10 years’ exp.) 18,000 - 28,000
Personal Lines (3 - 5 years’ exp.) 16,000 - 19,000
Personal Lines (1 - 3 years’ exp.) 13,000 - 17,000
CLAIMS
JOB TITLE NI £
Head of Claims 35,000 - 50,000
Senior Claims Handler (5 - 10 years’ exp.) 25,000 - 35,000
Claims Handler (3 - 5 years’ exp.) 20,000 - 30,000
Claims Handler (1 - 3 years’ exp.) 15,000 - 20,000
KEY SPECIALIST AREAS
JOB TITLE NI £
Senior Business Analyst 32,000 - 45,000
Business Analyst 25,000 - 35,000
04

5. INSURANCE
LIFE & PENSIONS
JOB TITLE NI £
Pensions Consultant (5 - 10 years’ exp.) 50,000 - 70,000
Pensions Consultant (3 - 5 years’ exp.) 40,000 - 50,000
Pensions Consultant (1 - 3 years’ exp.) 28,000 - 38,000
Pensions Administrator (3 - 5 years’ exp.) 23,000 - 30,000
Pensions Administrator (1 - 3 years’ exp.) 18,000 - 23,000
Life Administrator (3 - 5 years’ exp.) 19,000 - 26,000
Life Administrator (1 - 3 years’ exp.) 16,000 - 22,000
ACTUARY
JOB TITLE NI £
Chief Actuary 65,000 - 80,000
Pensions Actuary Qualified 45,000 - 60,000
Pensions Actuary Part-Qualified 30,000 - 40,000
General Insurance in Northern Ireland like every industry has faced steep challenges over the last 24 months but has remained relatively stable in comparison
with some sectors. Redundancies have in most cases been confined to insurers and technical roles which has in turn resulted in the local marketplace becoming
evermore intermediary driven.
Both national and local brokers continue to be pushed on prices by the dotcoms and their advertising campaigns as well as the emergence of supermarkets
as a financial services one stop-shop. This, coupled with an increasingly cost-savvy general public means that brokers can no longer sell on service or efficiency
alone. The outcome is a more bottom line-focused staff with recruitment focused around commercial capability. In 2010, insurance brokers have continued to
recruit at advisor level but the year has seen few senior appointments.
Brightwater has also seen a rise in appointments by technical intermediaries particularly in claims handling brought about by new contracts and by the severe
weather at the start of the year.
2010 for Financial Planning has been a year of consolidation and preparation for the impending Retail Distribution Review in 2012. Although there is marked
increase in support roles, there have been fewer intermediary appointments than in the general insurance market. Employers have high expectations of
candidates in terms of qualifications (Diploma / AFPC) with advisors choosing to go one step further and attain Chartered Status or leave the industry altogether.
Preference is given to candidates with existing client banks, however it is hoped that RDR will raise professional standards and improve public confidence in the
quality of advice / service provided resulting in a better performing market.
In spite of this, the end of 2010 has seen announcements of investment and growth plans within associated businesses from broking to pensions consultancy,
with staffing taking place throughout 2011. This will be aided by a predicted minor rise in premiums and will further add to competition in attracting strong
business generation talent.
05

6. PUBLIC PRACTICE & TAXATION
PUBLIC PRACTICE
JOB TITLE NI £
Partner 60,000 - 130,000
Director 48,000 - 78,000
Senior Manager 35,000 - 57,000
Manager 26,000 - 38,000
Company Secretary 24,000 - 30,000
Assistant Manager 24,000 - 30,000
Senior 24,000 - 32,000
Semi – Senior / Finalist 16,000 - 21,000
Audit Junior 14,000 - 18,000
Graduate ACA 14,000 - 17,000
TAXATION
JOB TITLE NI £
Tax Partner 60,000 - 110,000
Head of Tax – Industry / Financial Services 55,000 - 80,000
Tax Director 42,000 - 77,000
Senior Tax Manager 35,000 - 55,000
Tax Manager 36,000 - 48,000
Tax Senior 25,000 - 32,000
Tax Assistant (2 - 3 years’ exp.) 18,000 - 25,000
Tax Assistant (1 - 2 years’ exp.) 15,000 - 20,000
Tax Trainee 14,000 - 16,000
Despite initial signs of recovery earlier in the year, Public Practice has remained quiet throughout 2010 with most firms still adopting a pay freeze and some
reduced hours. Previous rounds of redundancies have balanced most firms, with further occasional cuts made as divisions evolve.
In addition, the overall uncertainty surrounding the Public Sector has resulted in practices adopting a cautious approach, with appointments being made in-line
with operational needs rather than anticipated growth.
Consulting divisions such as IT and Financial Services have bucked the trend and shown signs of recovery, which is expected to continue into the first quarter of
2011. With little organic growth predicted, the trend towards acquisition is expected to continue.
06

7. ACCOUNTANCY - GENERAL
GENERAL
JOB TITLE NI £
Finance Director T/O > 10m 45,000 - 65,000
Finance Director T/O < 10m 40,000 - 55,000
Financial Controller T/O > 10m 40,000 - 55,000
Financial Controller T/O < 10m 35,000 - 45,000
Finance Manager 30,000 - 40,000
QUALIFIED
JOB TITLE NI £
Group Management Accountant 35,000 - 45,000
Group Financial Accountant 35,000 - 45,000
Management Accountant 30,000 - 40,000
Financial Accountant 30,000 - 40,000
Internal Auditor 30,000 - 40,000
Project Accountant 28,000 - 35,000
Systems Accountant 30,000 - 40,000
Treasury Accountant 30,000 - 40,000
Financial Analyst 28,000 - 35,000
Cost Accountant 28,000 - 35,000
Newly Qualified Accountant 24,000 - 28,000
Credit Manager 25,000 - 35,000
Accounts Payable Manager 20,000 - 30,000
Accounts Receivable Manager 20,000 - 30,000
Payroll Manager 25,000 - 35,000
PART-QUALIFIED
JOB TITLE NI £
Finalist 23,000 - 28,000
Part-Qualified Accountant 20,000 - 25,000
Assistant Accountant 18,000 - 23,000
Accounts Assistant 16,000 - 20,000
Credit Controller 16,000 - 22,000
Payroll Administrator 16,000 - 20,000
Accounts Receivable 15,000 - 18,000
Accounts Payable 15,000 - 18,000
Bookkeeper 18,000 - 22,000
2010 has had a distinctly cautious feel about it when it comes to the accountancy market. While some are optimistic moving forward within Industry &
Commerce, the general feeling is still one of cost reduction and consolidation. The first part of the year saw little movement in the market and many
organisations still opted to freeze pay levels or implement further cost-saving initiatives.
The latter part of 2010 has seen a marginal boost in confidence levels and has resulted in more movement in the market place, even if recruitment processes are
taking a significantly longer period of time to close. Recruitment freezes are slowly being lifted and key appointments are being given the green light. Specific
markets within the province are experiencing unprecedented growth and are set for continued success in 2011. This has led to increased recruitment budgets
and more opportunities for newly qualified accountants coming out of practice. Cost accountants are also in high demand as many businesses continue to
streamline processes and focus on cost reduction.
Senior candidates are still very hesitant to move in the current climate and the job market remains cautious as the Northern Ireland economy faces more
challenges in 2011 and beyond. But there is a quiet optimism that things are set to improve in 2011.
07

8. ACCOUNTANCY - TEMPORARY & CONTRACT
QUALIFIED
JOB TITLE NI £ NI £ p/h
Financial Director 45,000 - 65,000 35.00 - 53.00
Financial Controller 40,000 - 55,000 32.00 - 46.00
Finance Manager 35,000 - 45,000 28.00 - 41.00
Financial Accountant 25,000 - 35,000 28.00 - 36.00
Management Accountant 25,000 - 35,000 28.00 - 36.00
Project Accountant 28,000 - 40,000 28.00 - 39.00
Cost Accountant 25,000 - 40,000 24.00 - 39.00
Financial Analyst 25,000 - 32,000 21.00 - 26.00
Systems Accountant 28,000 - 35,000 23.00 - 31.00
Internal Auditor 28,000 - 35,000 23.00 - 31.00
Newly Qualified Accountant 24,000 - 28,000 19.00 - 25.00
Payroll Manager 20,000 - 30,000 16.00 - 25.00
Credit Manager 20,000 - 30,000 16.00 - 25.00
PART-QUALIFIED
JOB TITLE NI £ NI £ p/h
Part–Qualified Accountant 22,000 - 30,000 18.00 - 25.00
Assistant Accountant 18,000 - 25,000 15.00 - 23.00
Bookkeeper 18,000 - 22,000 14.00 - 19.00
Accounts Assistant 16,000 - 20,000 12.50 - 18.00
Credit Controller 16,000 - 22,000 12.50 - 19.00
Payroll Administrator 16,000 - 20,000 12.50 - 18.00
Accounts Payable 15,000 - 18,000 11.00 - 17.00
Accounts Receivable 15,000 - 18,000 11.00 - 17.00
The temporary and contract market in Northern Ireland has slowed significantly throughout 2010. With cost reduction still the key focus for many businesses,
interim rates have reduced considerably. Candidates have to be extremely flexible with both roles and salary expectations. Supply still exceeds demand and in
the current climate, the main focus of many candidates is to remain in continuous employment.
There has been a general reduction in the number of temporary and contract roles across the board as many roles are simply being absorbed internally to reduce
overheads. Demand is still high for maternity cover, but candidates are more often brought in on a fixed term contract as opposed to the client paying out a
premium hourly rate.
There will always be a demand for interim staff, however in the current climate the onus is still on the candidate as cost reduction remains high on the agenda
for many businesses especially within the SME market.
08

9. ACCOUNTANCY - FINANCIAL SERVICES
QUALIFIED
JOB TITLE NI £
Chief Financial Officer 60,000 - 80,000
Financial Director 45,000 - 65,000
Financial Controller 40,000 - 55,000
Finance Manager 30,000 - 40,000
Internal Audit Manager 35,000 - 45,000
Internal Auditor 30,000 - 40,000
Regulatory Reporting Manager 35,000 - 45,000
Regulatory Accountant 28,000 - 35,000
Project Accountant 30,000 - 40,000
Systems Accountant 30,000 - 40,000
Credit Control Manager 25,000 - 35,000
Treasury Accountant 28,000 - 35,000
Senior Financial Analyst 28,000 - 35,000
Financial / Business Analyst 25,000 - 30,000
Group Accountant 35,000 - 45,000
Senior Financial Accountant 30,000 - 40,000
Financial Accountant 28,000 - 35,000
Senior Management Accountant 30,000 - 40,000
Management Accountant 28,000 - 35,000
Newly Qualified Accountant 24,000 - 30,000
PART-QUALIFIED
JOB TITLE NI £
Finalist 23,000 - 28,000
Part-Qualified Internal Auditor 20,000 - 25,000
Part-Qualified Accountant 20,000 - 25,000
Accounts Payable 15,000 - 18,000
Accounts Receivable 15,000 - 18,000
Accounts Assistant 16,000 - 20,000
Credit Controller 16,000 - 22,000
Graduate 14,000 - 18,000
2010 has seen very little movement within the financial services sector in Northern Ireland. Candidates are very reluctant to move at the moment, considering
the current economic climate as there are very limited accountancy opportunities within the market place.
Pay freezes were still in place throughout 2010 and bonus payments are almost non-existent across many organisations. 2011 should see signs of improvement
however, as the market stabilises and salaries become more competitive, resulting in improved salaries and the return of nominal bonus payments.
09

10. BANKING
TREASURY
JOB TITLE NI £
Head of Treasury 68,000 - 85,000
Treasury Operations Manager 50,000 - 65,000
Treasury Dealer 30,000 - 50,000
Treasury Assistant Manager 28,000 - 38,000
Treasury Officer 18,000 - 26,000
SENIOR / MID MANAGEMENT
JOB TITLE NI £
Head of Credit 65,000 - 80,000
Head of Operations 60,000 - 80,000
Senior Lending Manager 55,000 - 70,000
Senior Operations Manager 50,000 - 65,000
Senior Risk Manager 50,000 - 65,000
Corporate Lending Manager 40,000 - 55,000
HNW Portfolio Management Consultant (2 - 5 years’ exp.) 40,000 - 60,000
Senior Equity Analyst 40,000 - 60,000
Senior Credit Analyst 35,000 - 45,000
Credit Analyst 25,000 - 35,000
Senior Corporate Lender 45,000 - 60,000
Senior Commercial Lender 40,000 - 55,000
Corporate Lender 30,000 - 45,000
Commercial Lender 28,000 - 40,000
Equity Analyst 32,000 - 45,000
Risk Analyst 25,000 - 35,000
Operations Supervisor 28,000 - 38,000
Loans / Credit Administrator 15,000 - 23,000
Graduate 15,000 - 22,000
COMPLIANCE (ACROSS ALL BANKING SECTORS)
JOB TITLE NI £
Head of Compliance 65,000 - 80,000
Compliance Manager (5 - 7 years’ exp.) 45,000 - 58,000
Compliance Manager (3 - 5 years’ exp.) 35,000 - 45,000
Compliance Officer (2 - 3 years’ exp.) 22,000 - 30,000
Compliance Officer (1 - 2 years’ exp.) 18,000 - 22,000
AML Officer 20,000 - 30,000
Fraud Risk Manager 25,000 - 40,000
Fraud Risk Officer 18,000 - 25,000
10

11. BANKING
FINANCIAL SERVICES – SALES & MARKETING
JOB TITLE NI £
Banking Manager 38,000 - 53,000
Banking Sales Executive 25,000 - 35,000
Senior Wealth Manager 50,000 - 70,000
Wealth Manager 35,000 - 53,000
Financial Advisor 24,000 - 40,000
Senior Portfolio Manager 45,000 - 65,000
Portfolio Manager 35,000 - 45,000
Stockbroker 35,000 - 50,000
Junior Stockbroker 25,000 - 35,000
FX Sales Trader 30,000 - 45,000
Equity / Bond Sales Trader 30,000 - 48,000
Pension / Investment Sales 25,000 - 35,000
Head of Marketing 45,000 - 60,000
Marketing Manager 35,000 - 45,000
Marketing Executive 18,000 - 28,000
Product Manager 35,000 - 45,000
Senior Mortgage Sales Manager 32,000 - 50,000
Mortgage Sales Executive 19,000 - 25,000
Bancassurance Advisor 22,000 - 35,000
2010 has been a year of change for the banking sector within Northern Ireland from both an operational and organisational standpoint. Regulatory governance,
state intervention and incessant media / public interest have altered how banks operate. Meanwhile, continued re-structures, recruitment embargoes and
changing business needs have led to uncertainty for employer and employee alike.
Brightwater has seen an increase in external staff recruitment albeit conservative and limited to niche areas or interim roles to support short-term requirements.
The local market is now vacancy driven and has seen some movement within the international banks in the form of Wealth and Corporate Banking requirements.
Contract roles have arisen to aid department workloads caused by urgent credit work-outs and NAMA interventions. Companies are cautious in selection with
increasingly more focus on strong credit skills and compliance as well as commercial capability. However, banks are now looking to the future with the positivity
in the SE of England spreading and the previously delayed growth plans likely to come to fruition in 2011.
In 2010, candidates have in some cases opted for contract roles to achieve more security than their current permanent positions. Salaries continue to be frozen
in some parts with bonuses a distant memory. Nevertheless, candidate flow has increased in the last few months of 2010 with candidates once more looking at
the marketplace not only for job security but for future prospects and progression and we expect this to continue well into 2011.
11

12. INFORMATION TECHNOLOGY - PERMANENT
EXECUTIVE
JOB TITLE NI £
Chief Technical Officer 70,000 - 100,000
Operations Manager 50,000 - 60,000
Head of IT Function 55,000 - 65,000
SOFTWARE DEVELOPMENT
JOB TITLE NI £
Engineering / Development Manager 45,000 - 60,000
Principal Developer / Technical Team Lead (J2EE / .Net) 40,000 - 55,000
Oracle Applications Consultant (Technical / Functional) 40,000 - 50,000
C / C++ Developer 28,000 - 45,000
Java Developer 22,000 - 40,000
C# Developer 20,000 - 40,000
.Net Developer 18,000 - 40,000
Web Developer 18,000 - 30,000
Database Developer (Oracle / SQL Server / Sybase) 30,000 - 40,000
Multimedia / Graphical / Web Designer 23,000 - 35,000
Technical Writer / Editor 18,000 - 30,000
Delphi Developer 25,000 - 40,000
User Interface Specialist 20,000 - 40,000
Groovy on Grails Developer 25,000 - 45,000
SYSTEM ANALYSIS
JOB TITLE NI £
Business Systems Analyst / Consultant 28,000 - 45,000
QA / Test Manager 35,000 - 50,000
Principal Engineer / Systems Architect 45,000 - 70,000
Software Test / QA Engineer 20,000 - 35,000
Business Intelligence Consultant 30,000 - 50,000
Datawarehousing Consultant 35,000 - 55,000
IT / PROJECT MANAGEMENT
JOB TITLE NI £
Programme Manager 45,000 - 60,000
Senior Project Manager 45,000 - 60,000
Project Manager 30,000 - 50,000
Product Manager 40,000 - 60,000
Management Consultant 28,000 - 60,000
12

13. INFORMATION TECHNOLOGY - PERMANENT
SUPPORT / ADMINISTRATION
JOB TITLE NI £
Database Administrator (Oracle / SQL Server / Sybase) 30,000 - 50,000
Unix / Linux Administrator 25,000 - 40,000
Network / Systems Administrator 25,000 - 50,000
Network Engineer 25,000 - 50,000
Help Desk Support 16,000 - 25,000
Application Support Consultant 22,000 - 35,000
Virtualisation Engineer 25,000 - 37,000
Infrastructure Manager 30,000 - 42,000
LOCALISATION / TECHNICAL WRITING
JOB TITLE NI £
Localisation Project Manager 30,000 - 45,000
Localisation Engineer 20,000 - 25,000
Localisation QA Engineer 20,000 - 35,000
ERP CONSULTANCY / SPECIALIST ROLES
JOB TITLE NI £
SAP Consultant (Functional / Technical) 25,000 - 40,000
SAP Basis Consultant 35,000 - 55,000
Oracle App (Functional / Technical) 35,000 - 55,000
2010 has been a surprisingly buoyant year within the NI IT sector, with a number of large blue chip organisations recruiting a significant volume of roles. It’s true
to say that IT in recent years was impacted to a much lesser degree than other disciplines as the recovery in job flow is unprecedented. No other sector within
the NI marketplace reflects the number of multiple open requirements within clients that IT does.
Despite this, 2010 still posed a number of different challenges for employers and recruiters alike. The most difficult obstacle in NI was and continues to be the
finite number of candidates in the NI marketplace, reflecting potential candidates’ reluctance to move in what is still seen to be precarious market / economic
conditions. It would be fair to say that many candidates are still nervous to make the decision to leave the position they are currently in.
As a result, this has increased the importance of the contingent recruiter, as job advertisements (both press and on-line) prove to be less effective in attracting
relevant resources. The majority of candidates that Brightwater has placed within IT in 2010 have been passive candidates ie; those who are not actively looking
for a new position in earnest, so therefore not actively looking at publications and on-line job advertisements. These candidates tend to be looking specifically for
the “right” position, which matches their own personal criteria. This means that the emphasis in terms of recruitment is more on recruiters understanding the
specific role and also their client environment / business much more fully, in order to portray the opportunity in more detail to candidates. This is more apparent
within the development marketplace than the infrastructure sector, as core development skills are at a premium locally.
13

14. INFORMATION TECHNOLOGY - CONTRACT
EXECUTIVE
JOB TITLE NI £ Daily
Chief Technical Officer 500
Operations Manager 400
Head of IT Function 450
SOFTWARE DEVELOPMENT
JOB TITLE NI £ Daily
Engineering / Development Manager 450
Principal Developer / Technical Team Lead (J2EE / .Net) 400
Oracle Applications Consultant (Technical / Functional) 375
C / C++ Developer 350
Java Developer 350
C# Developer 300
.Net Developer 300
Web Developer 250
Database Developer (Oracle / SQL Server / Sybase) 350
Multimedia / Graphical / Web Designer 100
Technical Writer / Editor 150
Delphi Developer 300
User Interface Specialist 300
Groovy on Grails Developer 300
SYSTEM ANALYSIS
JOB TITLE NI £ Daily
Business Systems Analyst / Consultant 375
QA / Test Manager 400
Principal Engineer / Systems Architect 400
Software Test / QA Engineer 300
Business Intelligence Consultant 350
Datawarehousing Consultant 350
IT / PROJECT MANAGEMENT
JOB TITLE NI £ Daily
Programme Manager 450
Senior Project Manager 425
Project Manager 400
Product Manager 350
Management Consultant 400
The above rates are inclusive of the candidate’s pay, employer’s NI, holiday pay, payroll charges and Brightwater’s management fee.
14

15. INFORMATION TECHNOLOGY - CONTRACT
SUPPORT / ADMINISTRATION
JOB TITLE NI £ Daily
Database Administrator (Oracle / SQL Server / Sybase) 300
Unix / Linux Administrator 250
Network / Systems Administrator 150
Network Engineer 150
Help Desk Support 80
Application Support Consultant 150
Virtualisation Engineer 250
Infrastructure Manager 300
LOCALISATION / TECHNICAL WRITING
JOB TITLE NI £ Daily
Localisation Project Manager 250
Localisation Engineer 200
Localisation QA Engineer 200
ERP CONSULTANCY / SPECIALIST ROLES
JOB TITLE NI £ Daily
SAP Consultant (Functional / Technical) 300
SAP Basis Consultant 300
Oracle App (Functional / Technical) 250
The above rates are inclusive of the candidate’s pay, employer’s NI, holiday pay, payroll charges and Brightwater’s management fee.
Salaries have largely not fallen within the development sector, and there is increasing evidence of a shift upwards as counter-offers are becoming more prevalent.
This is a real reflection of the importance for companies to both attract and retain development staff locally. The infrastructure sector locally has experienced
a distinct drop in salary in 2009 and the early part of 2010 as there were so many more infrastructure candidates with very limited opportunities witnessed,
coupled with the fact that the temporary market within infrastructure saw a substantial drop in job numbers.
In 2011, we see the trends highlighted to continue, where development skills are at a premium and the market within IT is highly competitive. As we move
through quarter 1 of 2011 there will be more requirements than candidates on the marketplace but we believe that this will start to balance out in the last two
quarters of 2011, when the economy has stabilised and more confidence returns within the candidate community. Due to lack of candidate abundance, we
have seen an increase of contract roles through the last quarter of 2010 and we expect this trend to continue throughout 2011.
15

16. PRODUCTION & MANUFACTURING
MANAGERIAL
JOB TITLE NI £
Managing Director 80,000 - 100,000
Technical Director 50,000 - 70,000
General Manager 70,000 - 90,000
Operations Manager 40,000 - 60,000
Production Manager 30,000 - 40,000
Maintenance Manager 30,000 - 40,000
Process Improvement Manager 30,000 - 45,000
NPD Manager 30,000 - 40,000
Technical Manager 30,000 - 40,000
NPI Manager 30,000 - 40,000
Quality Manager 30,000 - 45,000
Environmental, Health & Safety Manager 30,000 - 50,000
Project Manager 30,000 - 40,000
Design Manager 30,000 - 40,000
Service Manager 30,000 - 35,000
Facilities Manager 28,000 - 38,000
ENGINEERING & TECHNICAL
JOB TITLE NI £
Project Engineer 20,000 - 32,000
Process Improvement Engineer 20,000 - 32,000
Process Engineer 20,000 - 32,000
NPI Engineer 20,000 - 32,000
Design Engineer 20,000 - 35,000
Quality Engineer 20,000 - 32,000
Health & Safety Engineer 20,000 - 30,000
Maintenance Engineer 20,000 - 32,000
Commissioning / Validation Engineer 20,000 - 32,000
Automation / Controls Engineer 28,000 - 38,000
Service Engineer 20,000 - 25,000
Facilities Technician 18,000 - 25,000
NPD Technologist 18,000 - 25,000
QA / QC Technician 18,000 - 25,000
Laboratory Technician 18,000 - 25,000
Draughtsman 18,000 - 25,000
The Northern Ireland engineering sector has come under scrutiny over the last 12 months with the level of redundancies slowing but still happening. The FMCG
sector has remained buoyant as the world markets pick up and companies who export their product range are finding their feet again.
Even though unemployment is at an all time high, the market for niche technical staff is still strong. Some organisations who had to make redundancies are
now seeking to recruit individuals on a contract basis. R&D remains strong across the province as companies continue to be at the forefront of engineering
excellence. Reduced working hours have almost completely returned to normal and there is a feeling of optimism in most areas. The renewable energy sector
has emerged as the area that has seen the most growth in 2010. Most companies associated with wind energy, tidal energy or energy storage have successfully
recruited staff this year and will continue well into 2011.
In summary, the beginning of 2010 was quite difficult with things improving towards the end of the year. 2011 is looking like we will see the most dramatic
changes in the market offering the most stable work environment we have seen for the last number of years.
16

17. SUPPLY CHAIN & LOGISTICS
SUPPLY CHAIN
JOB TITLE NI £
Director of Operations 50,000 - 60,000
Head of Supply Chain 40,000 - 60,000
General Manager 35,000 - 60,000
Operations Manager 30,000 - 40,000
Materials Manager 25,000 - 35,000
Commodity Manager 25,000 - 35,000
Procurement Manager 25,000 - 35,000
Procurement Specialist 18,000 - 28,000
Procurement Officer 15,000 - 23,000
Inventory Manager 18,000 - 28,000
Inventory Controller / Analyst 13,000 - 17,000
Demand Planner 18,000 - 28,000
Supply Chain Analyst 13,000 - 25,000
Senior Buyer 25,000 - 35,000
Buyer 15,000 - 25,000
LOGISTICS
JOB TITLE NI £
Director of Operations 45,000 - 60,000
General Manager 35,000 - 50,000
Logistics / Transport Manager 18,000 - 28,000
Transport Supervisor 15,000 - 27,000
Warehouse Manager 18,000 - 30,000
Warehouse Supervisor 16,000 - 23,000
Logistics Co-ordinator 15,000 - 20,000
In the Northern Irish market place, there is an ever increasing understanding of the strategic role that supply chain has to play in growing effective and efficient
companies. Apart from the sales process, the supply chain is the most instrumental part of the delivery system.
The supply chain function in any business has always been a “cost”. However, there is increased awareness that a successful supply chain is the key to managing
overheads, margins and cost within a business. This has led to increased formalisation of the supply chain function in business.
The challenge in supply chain is balancing the risks of demand and supply. Companies are looking to reduce stocks held in inventory, but recognise the
importance of planning more rigorously in order to ensure continuity of supply. Service level agreements with key suppliers ensure a high level of transparency
in vendor management as well as an easily managed purchasing process.
The “value-add” proposition of a new hire is the primary driver of any recruitment exercise. Businesses cannot afford to add skills which will not have a tangible
influence on operating cost, efficiency or bottom line. Although in 2010 we have seen high unemployment statistics, the availability of suitably qualified and
experienced procurement professionals and supply chain analysts is shrinking fast, belying the general impression that there are large volumes of adequately
qualified and experienced specialists on the live register.
The recruitment challenge in 2011 will remain attracting the most suitably qualified candidates from an ever decreasing pool in order to support the need for
the further development of formalised supply chain management in Northern Ireland.
17

18. SALES & MARKETING
IT SALES
JOB TITLE NI Basic £ NI OTE £
Sales Director 45,000 - 60,000 90,000 - 100,000
Business Development Manager 28,000 - 35,000 55,000 - 70,000
Account Manager 25,000 - 33,000 33,000 - 40,000
Field Sales 18,000 - 28,000 35,000 - 55,000
Internal Sales 15,000 - 19,000 19,000 - 24,000
FMCG SALES
JOB TITLE NI Basic £ NI OTE £
National Sales Director 45,000 - 55,000 60,000 - 80,000
National Sales Manager 37,000 - 45,000 45,000 - 55,000
Area Sales Manager 30,000 - 35,000 40,000 - 45,000
Key Account Manager 23,000 - 27,000 30,000 - 35,000
Field Sales Rep. 20,000 - 30,000 24,000 - 30,000
Van Sales Representative 14,000 - 16,000 17,000 - 20,000
Merchandiser 12,000 - 18,000 N/A
SERVICE & OTHER SECTORS
JOB TITLE NI Basic £ NI OTE £
Sales Director 45,000 - 55,000 60,000 - 80,000
Sales Manager 30,000 - 40,000 45,000 - 55,000
Area Sales Manager 27,000 - 35,000 38,000 - 45,000
Key Account Manager 25,000 - 35,000 35,000 - 39,000
Account Manager 20,000 - 25,000 28,000 - 33,000
Field Sales Executive 20,000 - 25,000 25,000 - 35,000
Telesales Executive 15,000 - 17,000 22,000 - 27,000
BUSINESS TO BUSINESS SECTORS
JOB TITLE NI Basic £ NI OTE £
Account Director 45,000 - 60,000 60,000 - 80,000
Account Manager 30,000 - 40,000 40,000 - 50,000
Key Account Manager 25,000 - 30,000 30,000 - 38,000
Field Sales Executive 18,000 - 28,000 28,000 - 39,000
Internal Sales Executive 15,000 - 19,000 19,000 - 24,000
Lead Generator 16,000 19,000
SALES SUPPORT
JOB TITLE NI Basic £ NI OTE £
Sales Administrator (> 3 years’ exp.) 15,000 - 18,500 N/A
Sales Administrator (< 3 years’ exp.) 13,000 - 16,000 N/A
18

19. SALES & MARKETING
MARKETING
JOB TITLE NI £
Marketing Director 45,000 - 60,000
Marketing Manager 27,000 - 35,000
Marketing Executive 18,000 - 27,000
Marketing Assistant 13,000 - 17,000
Brand Manager 21,000 - 31,000
Assistant Brand Manager 18,000 - 25,000
PR Executive 14,000 - 21,000
Salaries in the Sales & Marketing sector in Northern Ireland were relatively unchanged as uncertainty continued from 2009 to early 2010. Opportunities across
the province remained relatively limited and the market can still be regarded for the most part as essentially client driven.
There have been instances where the apparent pool of skilled professionals available fails to match up with the increasingly strict criteria clients are now
demanding. Client expectations locally have increased substantially and successful candidates must be at least 90% fit for purpose (against essential criteria)
with proven track records. The level of uncertainty in the employed candidate market has in some instances, translated to a slight shift upwards in salaries
awarded for more specific roles as employers retain skilled staff.
Overall, caution remains in both candidate and employer markets. Candidates are carefully considering their career paths and employability. Those in employment
are, in the main, moving only to further enhance their specific industry skill set or to increase job security.
Clients also remain guarded with an acute awareness of attracting only an exact resource to their requirements. The trend to consider individuals with experience
gained only within their specific industry area remains and a focus on candidate tenure with previous employers is increasingly apparent. In the last quarter of
2010, we have seen an increase in permanent opportunities, albeit with much enhanced criteria. Specific sectors performing well include ICT, manufacturing
engineering and bio-technologies.
An interesting trend witnessed, presumably in direct correlation with our specific focus on exports as a geographical area, is the increased demand for individuals
offering at least one other major European language. Never before have we seen as many requirements for candidates with language skills and it reflects both
the diverse nature of the private sector here in NI and the strategic use of NI as a staging post for companies who wish to increase their European client base.
It’s felt that the private sector, where the vast majority of opportunities occur, will continue to experience growth for the final quarter of 2010 and more
substantial sustained growth in 2011. Employers have indicated that their future plans to recruit in this area, for the most part, reflect this. In general, we have
witnessed increased optimism amongst our clients that the economy has stabilised in 2010 generally and we forecast increased opportunity to grow in 2011.
19

20. LEGAL
PRACTICE
JOB TITLE NI £
Salaried Partner 48,000 - 82,000
6 - 9 years’ PQE 43,000 - 65,000
3 - 6 years’ PQE 28,000 - 49,000
1 - 3 years’ PQE 22,000 - 32,000
Newly Qualified Solicitor 20,000 - 27,000
Company Secretary Qualified 27,000 - 32,000
Company Secretary Part-Qualified 16,000 - 21,000
Legal Executive / Paralegal 15,000 - 21,000
IN-HOUSE
JOB TITLE NI £
Head of Legal 48,000 - 120,000
Senior Lawyer 43,000 - 65,000
Legal Counsel 38,000 - 48,000
Funds Lawyer 45,000 - 65,000
Regulatory Lawyer 38,000 - 63,000
Company Secretary 43,000 - 67,000
Legal Executive 20,000 - 24,000
The legal sector across Northern Ireland has experienced mixed fortunes in 2010. The litigation, energy and banking/insolvency markets have naturally proved
the most buoyant with movement occurring at a senior level as firms attempt to align themselves to maximise these markets.
NAMA projects, secondments and related work have proved invaluable in supporting the industry when opportunities for property solicitors looked bleak.
However, as we approach the final tranche at the start of 2011 it will be an anxious time for many.
There has also been a trend towards bringing the legal function in-house across Northern Ireland notably within the technology and energy fields, with specialist
lawyers in these fields being highly sought after and we expect this trend to continue throughout 2011.
Signs of growth at the start of the summer in 2010 following the General Elections were encouraging but as we enter the last quarter, the shape of recovery is
relatively unknown. The future for strong lawyers within more specialised fields remains constant in all markets. As the wider UK market improves, the ripples
will reach Northern Ireland in the coming months, with the private sector being expected to absorb where the public is squeezed.
20

21. OFFICE SUPPORT - TEMPORARY & CONTRACT
JOB TITLE NI £ p/h
Office Manager 14.50 - 20.15
Office Junior 9.55 - 10.08
Senior PA / Executive Assistant 12.90 - 16.12
Junior PA / Executive Assistant 11.25 - 12.90
Receptionist (3 - 5 years’ exp.) 10.48 - 12.85
Receptionist (0 - 2 years’ exp.) 9.55 - 10.08
Switchboard Operator 10.48 - 12.85
Administrator (3 - 5 years’ exp.) 12.85 - 14.50
Administrator (0 - 2 years’ exp.) 9.65 - 12.08
Secretary 11.28 - 14.50
Team Secretary 9.30 - 14.50
Medical Secretary 11.28 - 12.48
Legal Secretary 12.80 - 16.12
Audio Typist 11.28 - 13.70
Helpdesk Administrator (> 3 years’ exp.) 9.67 - 11.28
Helpdesk Administrator (< 3 years’ exp.) 11.28 - 12.85
Customer Service Representative 10.45 - 12.85
Customer Service Manager 14.50 - 20.15
Data Entry Administrator 9.65 - 11.28
Sales Administrator 10.45 - 12.85
The above rates are inclusive of the candidate’s pay, employer’s NI, holiday pay, payroll charges and Brightwater’s management fee.
The Northern Ireland economy has been hit heavily in the past two years by the current economic climate but in recent months the job market has shown signs
of growth. While unemployment is still high, companies continue to recruit albeit at a slower pace. Areas which have shown growth in 2010 include IT, financial
services and engineering.
In 2009, the Northern Ireland market was dictated by an increase of employing interim temporary staff, rather than employing permanent staff. This flow of
temporary staff continued throughout all sectors in 2010 due to the fact of availability of candidates in the marketplace, flexibility and the skill base available
of support staff ranging from junior to senior level positions. The temporary market is very fast paced and companies insist on a quick turnaround. In 2010,
although temporary positions still arise more frequently, there has been a notable increase in permanent positions as confidence in the market grows.
In such a competitive job market, candidates with attractive skills sets are those with Word processing qualifications and those who have a solid, broad range of
administration skills and experience. Organisations are relying on multi-skilled administration staff to reduce costs and headcount. Maternities and project roles
are most commonplace for 2010 but intermittent day covers, especially for reception roles have become more frequent of late.
Our forecast for 2011 is that although there is growing confidence in the market and permanent positions are arising more frequently, companies will continue
to rely heavily on the temporary / contract option.
21

22. OFFICE SUPPORT - PERMANENT
PA & SECRETARIAL
JOB TITLE NI £
Executive / CEO Assistant 21,000 - 27,000
Personal Assistant ( > 5 years’ exp.) 18,000 - 25,000
Personal Assistant (3 - 5 years’ exp.) 16,000 - 20,000
Personal Assistant (< 3 years’ exp.) 14,000 - 16,000
Secretary (> 5 years’ exp.) 16,000 - 20,000
Secretary ( 3 - 5 years’ exp.) 13,000 - 16,000
Secretary (< 3 years’ exp.) 12,000 - 15,000
Team Secretary 15,000 - 18,000
Medical Secretary 14,000 - 17,000
Site Secretary 14,000 - 17,000
LEGAL SUPPORT
JOB TITLE NI £
Legal PA 18,000 - 25,000
Legal Secretary (> 5 years’ exp.) 16,000 - 21,000
Legal Secretary (3 - 5 years’ exp.) 13,000 - 16,000
Legal Secretary (< 3 years’ exp.) 12,000 - 16,000
Legal Administrator / Receptionist 11,000 - 14,000
Typist 11,000 - 14,000
OFFICE ADMINISTRATION
JOB TITLE NI £
Office Manager (> 5 years’ exp.) 20,000 - 30,000
Office Manager (< 5 years’ exp.) 18,000 - 25,000
Senior Administrator (> 3 years’ exp.) 15,000 - 18,000
Administrator (< 3 years’ exp.) 12,000 - 15,000
Office Junior 11,000 - 13,000
Events Co-ordinator 13,000 - 16,000
Data Entry Operator 11,000 - 13,000
Cashier 12,000 - 15,000
Audio Typist 14,000 - 17,000
OFFICE SUPPORT
JOB TITLE NI £
Front Office Manager (> 5 years’ exp.) 17,000 - 20,000
Receptionist (> 3 years’ exp.) 13,000 - 16,000
Receptionist (< 3 years’ exp.) 11,000 - 14,000
Switchboard Operator 11,000 - 14,000
22

23. OFFICE SUPPORT - PERMANENT
FACILITIES / MAILROOM
JOB TITLE NI £
General Services / Facilities Manager 18,000 - 20,000
General Services / Facilities Supervisor 16,000 - 19,000
General Services / Facilities Administrator 12,000 - 15,000
CUSTOMER SERVICE
JOB TITLE NI £
Call Centre Manager 25,000 - 35,000
Customer Service Manager 18,000 - 25,000
Customer Services Team Lead 16,000 - 19,000
Customer Service Agent (> 3 years’ exp.) 14,000 - 16,000
Customer Service Agent (< 3 years’ exp.) 13,000 - 16,000
Bilingual Customer Service Agent 13,000 - 15,000
Sales Administrator 12,000 - 16,000
Permanent recruitment in the Northern Ireland economy has taken a back seat over the last two years but as confidence in the market and inward investment
grows, there have been encouraging signs of growth.
This has been particularly evident given the marked increase in specialist roles such as project or programme roles, legal secretaries and office managers.
Generally multi-skilled candidates are the most attractive to employers across the board as they can turn their hands to many activities – keeping costs and
head counts low for companies. Generalist administrative roles haven’t been plentiful in 2010 as workloads tend to be spread over a number of staff. Only on
occasions where the admin team is very small, will leavers or those on maternity leave be replaced.
Within the Northern Ireland market there are some superb candidate skill sets available across the office support arena. Candidates currently in employment are
now considering a career move as confidence in the permanent market grows. With the increasingly competitive nature of the job market, candidates need to
set themselves apart from their competition with well researched and presented CVs / applications, keen enthusiasm and a well prepared interview performance.
Where previously companies may have been inclined to advertise directly themselves, now due to the potential volume of response where the calibre is
questionable, they are using agencies as their 1st short list tier. This is especially the case with smaller organisations where time is precious.
Our forecast for the coming year is that increased interest from organisations wanting to invest in Northern Ireland and an increase in tourism will see a slow
but significant growth in the market in 2011.
23

24. DUBLIN BELFAST CORK
36 Merrion Square, Dublin 2 51-53 Adelaide St., Belfast 49 South Mall, Cork
T. 00 353 1 662 1000 T. 028 90 325 325 T. 00 353 21 422 1000
E. dublin@brightwater.ie E. belfast@brightwaterNI.com E. cork@brightwater.ie
www.brightwater.ie www.brightwaterNI.com www.brightwater.ie
This survey was conducted by Brightwater in October 2010. Companies from SME businesses to blue chip organisations participated in this
survey. It is anticipated that this information will reflect the whole of the Northern Irish market for the year October 2010 to October 2011.