2017 Malaysia Salary Employment Outlook

2017
Malaysia
Salary & Employment Outlook
I N THIS REPO RT
1-5%
salary increase
expected
Effective Tech growth

employer to boost Asia’s
branding
47% job market
will increase
Page 07 headcount Page 06
F I ND OU T W H AT
YOU ’R E W ORTH
Worldwide leaders in specialist recruitment

www.michaelpage.com.my
Contents
Seizing New Opportunities 04
Key Trends
Made in Asia: Rise of Domestic Brands 05
Tech Growth to Boost Asia’s Job Market 06
Strong Employer Branding: A Key to Success 07
Numbers at a Glance 08
Malaysia Overview 10
Insights & Salary Benchmarks
Digital 11 Procurement & Supply Chain 28
Engineering & Manufacturing 13 Property & Construction 31
Finance & Accounting 16 Sales 34
Human Resources 20 Shared Services 38
Legal 22 Technology 41
Marketing 24
2017 Malaysia Salary & Employment Outlook | 3

Seizing new opportunities
Healthcare, technology and digital

sectors earmarked for growth in Asia
Companies in Asia are ramping up efforts to seize growth opportunities
in the region, despite slightly weaker global economic sentiment. By
investing heavily in mobile-technology start-ups and other innovations,
including financial technology (fintech) services, employers are creating
new positions with an emphasis on digital skills. Hiring is expected to
continue to grow in the next 12 months across the technology sector.
Likewise, the healthcare sector is expected to be a bright spot in 2017,

due largely to ageing populations as well as a higher demand for quality
services. Countries across Asia are expected to continue building up their
healthcare systems, resulting in an increase in hiring demand for qualified
professionals across the board.
Digital also shows no signs of slowing down, as companies continue to

build up their online platforms and e-commerce capabilities.
In terms of hiring intentions, 44% of employers surveyed across China,

Hong Kong, Taiwan, Indonesia, Malaysia, and Singapore said they would
be increasing their company headcount; while 49% said they would
maintain their current headcount. Mid-level employees appear to be the
most sought-after by companies (60%).
Contracting appears to have risen in popularity as a talent solution. In

Hong Kong and Singapore, more than half (60%) of companies surveyed
currently use contractors, primarily to overcome challenges in permanent
headcount approvals. Currently, most contractors are in operations,
technology, financial services (reflecting the tightening sector) and
business support/administration positions.
Overall, salary increases in Asia are expected to remain modest – almost

half surveyed (48%) indicated that the average increment within their
companies in the next 12 months will be between 1 and 5%. While
employers have agreed that salaries are an important retention tool, other
popular employee engagement initiatives include opportunities for career
progression and learning and development.
Throughout the region, diversity and inclusion (D&I) continues to play

an important part in company programmes. D&I’s popularity in Asia has
been on the rise as companies become more aware of the benefits in
having different perspectives and skills in their teams. Forty-four per cent
of employers in China, Hong Kong, Taiwan, Indonesia, Malaysia and
Singapore said they were strongly committed to D&I initiatives.
The breadth of D&I coverage in Asia is slowly beginning to evolve as

well, developing from an emphasis on purely gender to cover other
less-represented groups. Currently, over half (53%) of D&I programmes
in the region are primarily focused on gender, followed by age (42%) and
minority ethnic groups (34%).
4 | 2017 Malaysia Salary & Employment Outlook

Made in Asia: Rise of domestic brands
Asian-headquartered companies have

become increasingly competitive with
their employee value propositions
Across most of Asia’s diverse markets, competition for talent is more
intense than ever as domestic brands — historically seen as second
place to overseas multinationals, as far as candidate preferences are
concerned — compete with their foreign counterparts for top candidates.
The only exception, it appears, is Japan, where working in a well-

established domestic firm, like the Toyotas and Panasonics of the
country, is seen as more prestigious and stable than top foreign
multinationals. Professionals who hope to gain international experience
would rather choose to join a local firm and opt for an overseas transfer
than join a foreign company.
Outside of Japan, the rise and globalisation of domestic brands in other

parts of Asia have caught the eye of many employees, who now see the
potential and advantages of joining a local firm.
China, in particular, has seen the meteoric rise of various local brands,
now multinationals in their own right and visible to the world. Of these
organisations, 21, including Internet giant Alibaba and online travel
agency Ctrip, have been listed in Forbes’ Asia’s Fab 50 Companies
list. The list also includes companies in Hong Kong, Taiwan, Thailand, 3 WAYS TO HIRE THE RIGHT PEOPLE
Indonesia and Malaysia.
Successes and challenges 1. PROMOTE YOUR COMPANY VALUES. Does your culture
reward teamwork or competitiveness? Or do you value
For many domestic companies, success usually comes from ensuring
customer service, creativity or innovation? Promoting your
compatibility between products/services offered and market demands
company values will help attract like-minded individuals and
as well as localising their talent pool to leverage employees’ market
increase the likelihood of finding the perfect match.
knowledge, among other reasons.
2. HAVE A COMPELLING EMPLOYEE VALUE
However, many face the perennial challenge of finding candidates who
PROPOSITION (EVP). Top performers want to know what
have an international perspective, strong knowledge of local markets
sets your company apart. What does it stand for? How is
and the requisite language skills. As they find success within their home
achievement recognised and rewarded? Aim to promote
countries and look to expand overseas or execute successful IPOs (initial
these attributes through your online platforms, public
public offerings), the search for talent would have to be taken a step
relations or even word-of-mouth. Remember to separate your
further — this means acquiring true Asian knowledge plus experience in
employment brand from your consumer brand.
other markets.
In the past, domestic brands have had to work hard at making 3. BE OPEN-MINDED. Often, the best candidates exist outside
themselves more attractive to prospective hires, be it through creating of your industry. A high-potential candidate with strong
a more international corporate culture, introducing better pay/benefits, transferable skills will often do well even in another industry,
and ensuring clearer project and performance management processes. when given the right training. They may also bring with them
This is working in China where 44% of domestic employers surveyed new and innovative perspectives that will help move your
said they would provide increments of 6-10%, almost on par with foreign business forward.
multinationals (46%).
Those who are highly successful at hiring have two secrets to success:
they simply hire the right people for the job — those who have the right
skill sets and share company values — and they figure out the most
effective platforms to engage their target audiences.

Tech growth to boost Asia’s job market
The race to secure top talent is heating

up as companies move to build up
technology capabilities
Technological innovation in Asia is set to gather further pace in 2017,
led by sizeable investments from established companies and start-
ups looking to grow and streamline costs, and stay ahead of their
competition.
Fuelled by a myriad of factors, including Asia’s rapid smartphone

adoption, the rise of e-commerce and the rush for productivity/
automation, almost every company in Asia is investing more in
technology and making their business more mobile/tablet-friendly. Within
mainland China especially, large amounts of investment are moving
towards Shenzhen, where there is an established infrastructure for
technology-led manufacturing.
In other markets such as Taiwan and Malaysia, a greater concentration of

digital innovation will likely be observed in areas like mobile and software
development, Internet of Things (IoT), and cloud-computing.
Japan too, is expected to explore ways of further building up an

ecosystem that would help leverage its status as a technological giant,
reported the Wall Street Journal. This includes building bridges between
large, established companies and less risk-averse start-ups. 5 TIPS TO RETAIN TOP TECHNOLOGY TALENT
Fintech’s growth
1. KEEP ON TOP OF MARKET SALARY RATES. Specialists
With the rise of financial technology services, also known as fintech, and
can command material increases, so the first step in retaining
governmental support in this area, start-ups as well as established global
your technology talent is to frequently review the market
and regional financial institutions are investing heavily to develop their
rates on offer. It is essential that you communicate to internal
own technological capabilities in-house. In markets where mobile and
stakeholders the vital importance of at least matching – if not
online payment systems remain under-developed, such as in Indonesia
exceeding – the going rate, and getting budget allocation
and Thailand, fintech services are an opportunity for new players to enter
accordingly. The laws of supply and demand apply.
the market.
2. LOOK TO THE START-UP WORLD. With Silicon Valley
Already, Indonesia has granted new banking licenses to conglomerates,
setting the standard for technology employment, it may be
allowing them to launch digital banks. Hong Kong’s push for the
wise to look to start-up culture and try to replicate some
movement has culminated in several notable outcomes, including the
aspects of what makes technology start-ups so attractive. For
annual Finnovasia conference, which regularly brings together hundreds
example, technology specialists thrive on challenges and new
of attendees from different countries to chart fintech’s future in Asia. In
experiences.
Singapore, the country’s monetary authority has also committed to invest
S$225 million in fintech over five years.
3. FLEXIBILITY. If budget is still difficult to find, there may be an
On an international level, more foreign companies are setting up regional opportunity to make up for it with perks like flexible working
headquarters in Asia, drawn by the region’s lower operating costs, options. Bearing in mind that a technology specialist may work
excellent infrastructure and strategic location that make it easier to best uninterrupted at home, or even at night, a lenient work
expand into new markets. schedule can also be a way to get the most out of your team.
As a relatively young industry, the technology market is expected to face 4. INVEST IN TRAINING. Training is an investment to maximise
a considerable shortage of talent in this space. Employee recruitment your team’s capacity and improve your employee retention
and retention will become increasingly competitive, as the rate of rate. Hence, this should be an important piece of the
technological growth outpaces talent development. Adding to such budget puzzle – not an afterthought. Technology employees
challenges is the tendency of candidates moving around more frequently typically enjoy learning new skills. The opportunity to earn
than in other sectors, attracted by better opportunities and remuneration CV-enhancing qualifications like CCNA, MCP, PRINCE2 or
packages. Certified ScrumMaster, is valued.
To overcome this shortage, companies are beginning to recruit
5. DISCUSS CAREER PATHS. To prevent technology staff
beyond their industries and national borders. Talent flow is likely to be
becoming dissatisfied or restless with their job, it is worthwhile
technology-focused rather than business-focused. Salaries are likely to
at annual review time and throughout the year to ask what
increase as well.
each employee is looking for in their career – whether it is
the opportunity to try new things, new roles or to transfer to
another location.

Strong employer branding: A key to success
Companies that are able to effectively

communicate their culture and values to
employees are staying ahead
More companies in Asia are paying attention to employer branding as a
way to stand out in the increasingly competitive field of talent acquisition
and retention. Already, 56% of employers surveyed said that their
organisations practise employer branding actively.
Traditional incentives such as salary increases remain one of the top

considerations for candidates, especially in mainland China and emerging
markets like Thailand and Indonesia. But other factors, such as career
progression, training, work-life balance, and corporate values, are also
rapidly becoming more of a “pull” factor for an increasing number of
employees, particularly the millennials. This is especially true in Taiwan
where salaries tend to stay relatively flat.
Companies that succeed in employer branding are those that can

communicate clearly to employees what they stand for, and the culture
and values the organisation promotes. Often, such companies have
multi-channel digital strategies to promote their brand internally and
externally. Almost two-thirds (55%) of the companies that practise
employer branding engage with potential and current employees using
internal and external social media platforms.
5 WAYS TO PUSH D&I IN YOUR
In Indonesia, for example — a relatively young market that is among the
world’s most active users of Facebook and Twitter — 50% of employers ORGANISATION
use social media to reach talent under the age of 30. Start-ups that do
not have enough resources to build their employer branding also often 1. HAVE RELEVANT PROGRAMMES. To support a diversified
turn to social media to communicate their corporate journey and mission workforce, companies should ideally have programmes that
as part of their attraction and retention strategy. retain talent from different backgrounds. Some initiatives
that have worked among our clients included leadership
Diversity and inclusion
development schemes for women and fair performance
Increasingly, more companies are ramping up their efforts in diversity reviews, with processes that neutralise bias.
and inclusion (D&I) to build their employer brand. International firms are
typically at the head of the curve with D&I, often because they have 2. MAKE IT A GENUINE PRIORITY. For diversity and inclusion
policies mandated by regional or head offices, and many of them are (D&I) programmes to truly make a difference, senior leaders
seeking to localise their workforces to become more representative in the will need to support the cause whole-heartedly and make it a
markets they operate in. point to personally practice D&I.
While D&I efforts can be better encouraged on the domestic front, local 3. CREATE AN ENVIRONMENT THAT SHOWS SUPPORT.
companies that are taking the biggest strides in this area are typically For example, if your company has a work-from-home policy,
those looking to expand abroad: for example, several Chinese banks ensure that leaders are supporting this initiative 100% and
opening in Hong Kong and technology businesses expanding across that the employees have the tools, like laptops and remote
the globe have made determined efforts to look more attractive to access permissions, to telecommute productively. Otherwise,
international talent, and this has included having clear policies on D&I. employees might feel that the policies are just for show.
The good news is that majority of employers across Asia (93%), 4. AVOID UNCONSCIOUS BIAS. Train managers to be more
comprising local firms and foreign multinationals, have said that they are aware of their hidden biases. People tend to recruit talent
committed, in varying levels, to supporting their D&I efforts. Among all, who are most similar to their backgrounds and personality.
Singapore stood out, with 91% of employers affirming their commitment However, such an approach reduces diversity and in the long
to D&I, as the local government continues to champion such efforts. run, new ideas and perspectives.
Throughout Asia, gender appears to be the top focus of most
5. DO NOT FORGET INCLUSION. Once a diverse workplace
companies’ D&I programmes, with slightly over half (53%) of
is set in place, companies should follow up by introducing
companies making a clear push for recruiting and promoting women in
programmes that foster collaboration among the different
organisations. Beyond gender, companies are also focusing programmes
groups. This can be done through organisation-wide projects,
on age (42%) and minority ethnic groups (34%).
like corporate social responsibility initiatives, which allow
employees of all levels to work with different groups.

Numbers at a glance
Malaysia has experienced a steady 2016, with bright spots observed in the fast-
expanding healthcare, technology and e-commerce sectors. What are employers’
hiring intentions for 2017?
HEADCOUNT 47%
INCREASES of employers surveyed are expected
to recruit new hires
HIRING ACTIVITY
60%
of employers who plan to increase
headcount say they are actively
seeking mid-level employees
SALARY INCREASES
50%
of Malaysia employers expect to
increase salaries by ≤5% in the
next 12 months

TALENT
ATTRACTION
1 70%
Career progression
2 3
& RETENTION
INITIATIVES 61% 47%
Salary increases Workplace
flexibility
DIVERSITY & 94%

INCLUSION say their organisations support
diversity and inclusion
TOP 3
FOCUS POINTS
1 47%
Gender
FOR DIVERSITY
AND INCLUSION
PROGRAMMES 2 40% 3 25%
Age Minority ethnic
groups

Malaysia overview
Most companies are expected to remain fairly optimistic in the next 12
months after a challenging 2016. Hiring activity will gradually pick up,
with nearly one in two companies (47%) planning to increase headcount
in 2017, mostly for key and replacement roles. This will be led mainly
by increased investment in the technology sector, and as companies
complete their restructuring exercises.
Conditions for growth are especially positive for technology companies

operating in the areas of financial technology (fintech), app development,
and e-commerce. More of such companies are relocating to Malaysia for
its strategic location and low operating costs. This will likely continue
this year.
On the hiring front, 60% of companies said they will be actively

looking to hire mid-to high-level employees with digital skills, such as
software programming, app development, and data analytics. Apart
from start-ups, demand for such skills has also become increasingly
urgent for more traditional companies looking to engineer new
technology functions.
In a talent-short market, this means competition for high-quality

candidates will become even tougher in an already shallow pool. In the
area of Big Data, for instance, companies are recruiting from places
outside of Malaysia, such as in the United States, where there are more
candidates with the right set of skills and experience.
Companies in more traditional industries, including the oil and gas,

manufacturing, property & construction, and banking industries, however,
will remain cautious about hiring. Having experienced a greater impact
from the global economic slowdown, they will be less likely to hire for
new positions, unless it is for a key role, or to replace headcount.
However, the Malaysian Shared Services industry is likely to buck this

trend in 2017. Malaysia continues to be a preferred destination for
organisations looking to establish a cost-effective shared services or
outsourcing centre within a country that boasts a diverse, well-educated
and multilingual workforce.
With more organisations looking to migrate core functions such as

finance and accounting, procurement and supply chain, human
resources and other knowledge-based services to Malaysia, the number
of shared services and outsourced centres will continue to increase,
adding to some 350 shared service centres currently in operation within
Malaysia.

Digital
Insights
Financial technology, the Internet of Things and Big Data are expected
to be among this year’s fastest-growing sectors. Many companies
will be building in-house digital teams and some roles are expected
to encompass the Asia Pacific or South East Asia region. Already, the
government has announced plans to set up digital hubs for the country’s Hot jobs
start-up community in the country.
However, due to the relative newness of Malaysia’s digital sector, firms

will find it challenging to find candidates who have the experience and
expertise required. This challenge is exacerbated by candidates who
resign after an average of 6-12 months to pursue better opportunities
with competitors, including those in Singapore, Hong Kong and China. Java developers, mobile developers,
As a result, many employers (including well-known brand names) have automation testers, digital marketers,
had to increase salaries by 30% — more when it comes to senior-level e-commerce specialists, data
hires — to attract the right talent. scientists and product managers.
Skill sets in demand include Google analytics, Big Data, data analytics,
search engine marketing, social media marketing, e-commerce, Java
(Android) and Swift (iOs).
In general, candidates switching between roles may expect salary

increases of 20-35%.

Salary Benchmarks DIGITAL
Digital
Agency
ROLE SALARY RANGE (MYR’000) MEDIAN (MYR’000)
SEO/SEM Executive 48 – 72 60
SEO/SEM Manager 84 – 144 114
SEO/SEM Director 144 – 216 180
Affiliates Manager 96 – 144 120
Advertising Operations Manager 96 – 144 120
Head of Search 180 – 240 210
In-house
Web Designer 48 – 72 60
Online/Digital Marketing Manager 120 – 180 150
Digital Acquisition Manager 120 – 180 150
Content Production Manager 96 – 144 120
Online Product Manager 120 – 180 150
Digital Project Manager 120 – 180 150
Director/Head of Digital 240 – 360 300
Social Media Executive 48 – 72 60
Social Media Manager 96 – 144 120
Senior Social Strategist 96 – 144 120
SEO/SEM Executive 48 – 72 60
Web Analytics Specialist 60 – 96 78
User Experience Specialist 60 – 96 78
E-commerce Executive 48 – 72 60
E-commerce Manager 96 – 144 120
Director/Head of E-commerce 180 – 240 210
Design
UI/UX Designer (Junior) 72 – 108 90
UI/UX Designer(Senior) 120 – 180 150
Please note: 1. Market rates are becoming much less homogeneous; while we have taken great care, these salary ranges can only be approximate guides. Since there are
often specific circumstances relating to individual companies, please call us for additional information. 2. These figures are generally the total remuneration (i.e. cash), excluding
bonus/incentive schemes. 3. Variable and incentive schemes are becoming more common through the different levels of management and are not included in these figures.

Engineering &
Manufacturing
Insights
The pharmaceutical and medical devices markets are set for growth this
year, due largely to the increased demand for healthcare products and
services worldwide. Food and beverage (F&B) manufacturing is expected
to do well due to Malaysia’s status as a Halal hub, attracting investment
from large fast-moving consumer goods players. Hot jobs
More start-ups and greenfield projects are expected to be established
this year due to tax rebates by the Malaysian government in the medical
devices and food manufacturing sectors.
However, more electronics manufacturing and semiconductor factories

may move out of Malaysia into lower-cost countries and streamline
headcount during that process. Automation/instrumentation
engineers, project and
Skill sets in demand include automation engineering, as companies
commissioning engineers,
invest in process control systems and robotics engineering to streamline
TPM maintenance engineers,
costs and prevent errors. Factories are expected to move from semi to
fully-automated hubs in the near future.
and R&D managers.
Engineers with good analytical skills who are able to detect and avoid
breakdowns before they happen (total productive maintenance (TPM)/
reliability engineering) are expected to be well sought after. On that same
note, professionals with Lean Six Sigma/continuous improvement will be
in demand.
Due to a large number of international corporations setting up regional

research and development (R&D) hubs in Malaysia, professionals skilled
in clinical research, product development and lab trials will be in demand.
In general, candidates moving between jobs may expect salary increases

of 12-18%.

Salary Benchmarks ENGINEERING & MANUFACTURING
Research & Development
Design Engineer 60 – 78 69
Application Engineer 60 – 78 69
Senior Design Engineer 84 – 96 90
Senior Application Engineer 84 – 96 90
Engineering Manager 120 – 180 150
Engineering Director 240 – 300 270
Production/Manufacturing
Production Engineer 60 – 78 69
Production Engineering Manager 120 – 180 150
Production Manager 120 – 180 150
Factory/Plant Manager 240 – 300 270
General Manager 360 – 480 420
Engineering
Project Management 96 – 120 108
Engineering (Manufacturing,
72 – 96 84
Mechanical, Electrical & Electronic)

Salary Benchmarks ENGINEERING & MANUFACTURING
Quality Control/Assurance/Compliance/Process Improvement
Quality Engineer 60 – 78 69
Senior Quality Engineer 84 – 96 90
Quality Manager 120 – 180 150
Quality Director 240 – 300 270
Operations
Senior Officer, Process Improvement 60 – 84 72
Assistant Manager, Process Improvement 120 – 144 132
Manager of Process Improvement/

180 – 240 210
Operations Excellence
Director of Process Improvement/

300 – 360 330
Operations Excellence
Quality Assurance & Compliance
Quality Assurance Officer 36 – 60 48
Quality Assurance Senior Officer 48 – 72 60
Quality Assurance Assistant Manager 96 – 120 108
Quality Assurance Manager 120 – 180 150
Quality Assurance Director 240 – 300 270
Head of Quality Assurance 240 – 300 270
Senior Project Manager 120 – 180 150
Project/Programme Director 180 – 240 210

Finance &
Accounting
Insights
Growth will be seen across several sectors in 2017, namely aerospace,

manufacturing, construction and engineering related to infrastructure.
While the commodities market was slow in 2016, prices, especially for
export commodities like cocoa, rubber and palm oil, are expected to
bounce back as economic growth improves. Hot jobs
As e-commerce gains traction in the region, Malaysia’s financial
technology (fintech) sector will continue to develop and mature. Local
regulators are beginning to impose tighter regulations on the sector,
which will have an impact on companies in this space.
The slowdown of the country’s oil and gas industry will also result in a fall
in tax revenue, likely affecting businesses across all industries. Commercial finance managers,
commercial FP&A (financial planning
Over the next 12 months, the business climate in Malaysia will generally
and analysis) specialists, credit
be challenging across some sectors. Budget cuts will be common in the
controllers, accountants, financial
industrial sector, and many large multinationals will likely consolidate their
regional accounting functions into one, resulting in fewer commercial
controllers and FP&A analysts;
roles. In addition, emerging markets like Myanmar and Vietnam are roles in process improvement and
demanding more skilled regional workers, and more Malaysians are system implementation; roles in
leaving home to pursue these opportunities. internal audit, risk management and
compliance; mid- to senior- level tax
Industry 4.0, one of the Malaysian government’s initiatives to support
manufacturing automation, is expected to help boost the recovery of the
managerial roles.
country’s manufacturing’s sector. Additionally, more foreign investors are
also willing to invest in Malaysia due to lower raw material costs, which
subsequently translates into decreased operating costs.
Demand for tax and governance professionals is set to rise, due to

the finance and accounting sector’s increasingly complex regulatory
environment.
In this market, candidates can expect between 10 and 20% increments

when switching roles. Candidates in tax-related roles can expect
between 20 and 30%. Candidates with experience in financial planning
and analysis, business partnering, cost-controlling and strategic planning
– among others – are likely to be in demand.
Start-ups will likely seek highly-driven new graduates, while established

businesses will look for staff with experience in change management and
process improvement. In governance, technical skills are still a must,
but candidates must also possess soft skills such as a global mindset,
persuasiveness and integrity.

Salary Benchmarks FINANCE
Finance
General
Accounts Payable Accountant 36 – 72 54
Financial Accountant 60 – 144 102
Cost Accountant 60 – 96 78
Credit Analyst 60 – 120 90
Group Accountant – Consolidation 120 – 180 150
Financial/Business Analyst 72 – 156 114
Finance Manager (Small/Medium Organisations) 96 – 180 138
Finance Manager (Large Organisations) 96 – 240 168
Credit Manager 84 – 168 126
Costing Manager 96 – 156 126
Financial & Planning Analysis Manager 120 – 240 180
Financial Controller (Small/Medium Organisations) 144 – 240 192
Financial Controller (Large Organisations) 180 – 300 240
Credit Director 120 – 200 160
CFO/Finance Director (Large Organisations) 240 – 600 420
Specialist
Pricing Analyst 96 – 144 120
Pricing Manager 144 – 240 192
Corporate Finance Manager 144 – 240 192
Corporate Finance Director 240 – 600 420
Internal Audit
Internal Auditor (Large Local Organisations) 36 – 60 48
Senior Internal Auditor (Large Local Organisations) 60 – 120 90
Internal Audit Manager (Large Local Organisations) 120 – 216 168
Internal Audit Senior Manager (Large Local Organisations) 180 – 300 240
Head of Internal Audit (Large Local Organisations) 300 – 360 330
Internal Auditor (Regional) 60 – 84 72
Senior Internal Auditor (Regional) 84 – 120 102
Internal Audit Manager (Regional) 120 – 216 168
Head of Internal Audit (Regional) 180 – 300 240

Finance
Risk
Risk Associate (Large Local Organisations) 36 – 60 48
Senior Risk Associate (Large Local Organisations) 60 – 84 72
Risk Manager (Large Local Organisations) 84 – 120 102
Senior Risk Manager (Large Local Organisations) 120 – 216 168
Chief Risk Officer (Large Local Organisations) 180 – 240 210
Risk Manager (MNC) 180 – 300 240
Compliance
Compliance Manager (Large Local Organisations) 84 – 120 102
Head of Compliance (Large Local Organisations) 120 – 180 150
Compliance Manager (Regional) 180 – 300 240
Financial Compliance Manager

180 – 300 240
(Regional Shared Service Centres)
Professional Services & Public Accounting – External Audit
Associate 2 33.6 – 39.6 36.6
Senior Associate 2 50.4 – 66 58.2
Assistant Manager/Supervisor 72 – 78 75
Manager 90 – 102 96
Senior Manager 120 – 156 138
Director 180 – 240 210

Finance
Tax
Tax Executive (MNC/Conglomerate) 36 – 60 48
Senior Tax Executive (MNC/Conglomerate) 60 – 84 72
Tax Manager (Conglomerate) 96 – 144 120
Senior Tax Manager (Conglomerate) 120 – 180 150
Head of Tax (Conglomerate) 180 – 300 240
Tax Manager (MNC Malaysia Coverage) 120 – 240 180
Tax Manager (MNC Regional) 120 – 240 180
Head of Tax (MNC Regional) 180 – 300 240
Professional Services & Public Accounting – Tax
Tax Consulting Assistant 30 – 48 39
Tax Consultant 48 – 72 60
Senior Tax Consultant 60 – 84 72
Assistant Manager 78 – 96 87
Manager 96 – 120 108
Senior Manager 108 – 156 132
Director 144 – 240 192
Executive Director 180 – 300 240

Human Resources
Insights
Human Resources (HR) professionals are expected to be in demand as

the shared services and technology sectors continue to flourish as more
companies move their regional hubs into Malaysia. The government is
expected to continue promoting the country’s experienced talent pool
and established expertise. Hot jobs
Due to globalisation, advanced technology, and connectivity, more
companies are moving from traditional HR models to setting up centres
of excellence (COE). This has increased the demand for HR skill sets
such as business partnering, talent management, and the ablility to work
in a highly matrixed, fast-paced and ambiguous organisation.
As organisations realise the value of aligning HR processes and policies, HR business partners
in particular employee attraction and retention, with business goals, HR and HR generalists.
professionals now need to demonstrate strong business acumen and
partnering skills as well as adaptability and flexibility.
As more companies restructure their work processes, candidates with

expertise in change management and organisational transformation will
also be in demand. There has also been a rise in demand for candidates
with the ability to speak Mandarin as more foreign companies move their
regional hubs into Asia.
In general, salary increments have also slowed down. Candidates used

to receive increments of at least 25% when moving between roles as
recent as two years back. However, such increments have decreased
to 20% on average. Still, HR is a talent-short market, especially when it
comes to the skill sets highlighted above.

Salary Benchmarks HUMAN RESOURCES
Human Resources
Banking & Financial Services
Payroll Specialist 48 – 72 60
Mobility Specialist 48 – 72 60
HRIS Specialist 48 – 72 60
Learning & Development Specialist 72 – 120 96
Recruitment Specialist 72 – 120 96
HR Generalist/Business Partner 96 – 240 168
Organisational Development 120 – 216 168
Compensation & Benefits Specialist 120 – 216 168
Head of Human Resources 300 – 540 420
Commerce & Industry
Payroll Specialist 42 – 72 57
Mobility Specialist 48 – 72 60
HRIS Specialist 48 – 72 60
Learning & Development Specialist 60 – 96 78
Recruitment Specialist 60 – 96 78
HR Generalist/Business Partner 96 – 180 138
Organisational Development 96 – 144 120
Compensation & Benefits Specialist 96 – 144 120
Head of Human Resources 180 – 360 270

Legal
Insights
The legal market in Malaysia will remain buoyant in 2017 due to

shortages of available talent within the domestic market, in both private
practice and in-house environments. Candidates who have regional
exposure – particularly those with experience working in mature overseas
markets – are in constant demand. Hot jobs
Multilingual candidates are also favoured for their ability to do cross-
border work. In addition, compliance and regulatory skills continue to
be in demand within the banking and financial services sectors as the
country’s regulatory requirements continue to tighten.
Over the next 12 months, Malaysia will continue to experience an outflow

of local talent, seeking work in mature markets such as Singapore, Head of legal, corporate secretary,
London, Sydney and Hong Kong. In this market, candidates who switch intellectual property attorney,
roles can expect to receive increments of between 15 and 20%. contract manager, junior lawyers
– private practice and qualified
Candidates with exposure to intellectual property and competition law
are likely to be in demand, especially with technology and manufacturing
lawyers returning from abroad.
firms. Those who have strong corporate finance expertise will also be
sought after, due to a boost in corporate finance activities such as capital
investment, mergers and acquisitions, insolvency and public company
listings.

Salary Benchmarks LEGAL
Legal
Private Practice
SALARY (MYR’000) RANGE MEDIAN RANGE MEDIAN RANGE MEDIAN RANGE MEDIAN
ROLE 3-5 YEARS PQE 5-10 YEARS PQE 10-15 YEARS PQE 15+ YEARS PQE
Private Practice (Local Firms) 30 – 72 51 72 – 120 96 120 – 216 168 216+ N/A
Private Practice (International Firms) 42 – 78 60 78 – 144 111 144 – 216 180 216+ N/A
Please note: The above table includes salary data collected from leading and international law firms.
In-house Corporate
In-house Corporate (MNC) 54 – 78 66 78 – 144 111 144 – 216 180 216+ N/A
Please note: The above table includes salary data collected from Malaysia private and listed companies, and multinational corporations.
Corporate Secretariat
Corporate Secretariat 42 – 66 54 66 – 102 84 102 – 192 147 192+ N/A
Please note: The above table includes salary data collected from international/investment banks, local banks, insurance companies and fund/private equity/security houses.

Marketing
Insights
While Malaysia’s consumer retail sector is expected to remain unchanged

from 2016, more consumers are expected to move their spending to
online stores rather than brick-and-mortar shops. This has therefore
created significant growth opportunities within the e-commerce sector.
Firms are also cutting costs and introducing regional marketing roles Hot jobs
based in Malaysia, as well as exploring other ways of going digital.
Traditional marketers will need to learn how to adapt to market changes
and develop their digital skills to get ahead.
Over the next 12 months, the employment market is likely to be more

competitive, due to the Ringgit’s devaluation, rise in inflation and
economic turbulance. More qualified candidates in the current talent Store and retail managers;
pool, sought after for their adaptability and familiarity with Asian cultures,
roles in research and insights;
are moving to neighbouring countries, such as Singapore, Hong Kong,
roles in brand management,
and China for work.
shopper marketing and trade
Specialised skill sets in demand include shopper marketing, consumer marketing with an emphasis on
insights, market research and digital marketing. digital and e-commerce.
In this market, candidates who switch roles can expect to receive
increments of between 15 and 25%. Those who have digital skills –
particularly in a FMCG (fast-moving consumer goods) or retail context
– have an edge.

Salary Benchmarks MARKETING
Consumer Products & FMCG
Brand & Product Development
Brand Executive/Product Executive 38.4 – 69.1 53.8
Assistant Brand Manager/Assistant Product Manager 55.2 – 85.2 70.2
Brand Manager/Product Manager 72 – 219.6 145.8
Senior Brand Manager/Senior Product Manager 97.2 – 204 150.6
Research, Product Development & Planning Manager 86.4 – 144 115.2
Marketing
Trade Marketing Executive 42 – 60 51
Trade Marketing Manager 72 – 108 90
Marketing Executive 42 – 54 48
Marketing Manager 120 – 264 192
Marketing Director 240 – 360 300
Public Relations
Public Relations Executive 48 – 72 60
Public Relations Manager 96 – 120 108
Public Relations Director 144 – 228 186

Financial Services
Marketing, Public Relations & Communications
Philanthropy/Corporate Social Responsibility 72 – 108 90
Marketing Communications Assistant/Executive 72 – 108 90
Marketing Communications Manager 96 – 144 120
Marketing Communications Director 180 – 300 240
Internal Communications Executive 36 – 60 48
Internal Communications Manager 72 – 108 90
Internal Communications Director 108 – 144 126
Public Relations/Corporate Communications Executive 36 – 60 48
Public Relations/Corporate Communications Manager 84 – 144 114
Public Relations/Corporate Communications Director 180 – 228 204
Event Management
Event Coordinator 30 – 48 39
Event Planner 36 – 60 48
Events Manager 48 – 96 72
Head of Events 96 – 144 120
Research
Market Research Executive 36 – 72 54
Market Research Manager 96 – 156 126
Market Research Director 180 – 240 210
Media
Media Relations Executive 36 – 60 48
Media Relations Manager 96 – 144 120
Media Relations Director 168 – 216 192

IT & Telecommunications
Assistant Marketing Communications Manager 72 – 108 90
Marketing Communications/Regional Communications/

108 – 168 138
Public Relations Manager
Marketing Communications Director/

168 – 240 204
Public Relations Director
Manufacturing/Industrial
Marketing
Marketing Specialist 96 – 132 114
Product Marketing Manager 108 – 156 132
Media/Entertainment
Event Management & Marketing
Assistant Marketing Manager 60 – 96 78
Circulation/Marketing Manager 84 – 132 108
Events Manager 96 – 132 114
Circulation/Marketing Director 180 – 264 222
Professional Services
Marketing Executive 36 – 60 48
Marketing Director 120 – 216 168
Research Manager 96 – 144 120
Public Relations/Media Communications Manager 96 – 132 114

Procurement &
Supply Chain
Insights
The market for shared services is likely to do well in 2017. In the last
two years, a significant number of foreign companies have set up
shared services centres (SSCs) in Malaysia because of the country’s
well-educated, multilingual talent. While SSCs have traditionally offered
information technology (IT) and finance services, an increasing number Hot jobs
are expanding into other functions, such as procurement and order
management.
A booming e-commerce industry is also likely to boost the market for

last-mile logistics. Goods are no longer delivered only to large retail
outlets, but directly to consumers’ homes – and the race is on to find a
solution for the problem of effectively covering the “last mile”. Roles in logistics, order
Over the next 12 months, commodity markets are likely to remain management and procurement.
slow. This does not bode well for the hiring market as the sector is
traditionally a major employer. In other sectors, factories are also closing
and relocating to countries such as Thailand and Vietnam, which will
adversely affect procurement and supply chain roles.
In this market, candidates who switch roles can expect to receive 10 to

15% increments. Those who are skilled in logistics, order management
and procurement will have an advantage.

Salary Benchmarks PROCUREMENT & SUPPLY CHAIN
Logistics/Warehousing/Distribution
Warehousing
Warehouse Supervisor 36 – 60 48
Assistant Warehouse Manager 60 – 84 72
Warehouse Manager 120 – 180 150
Warehouse Operations & Logistics Manager 144 – 192 168
Regional Warehouse Operations & Logistics Manager 180 – 360 270
Logistics
Logistics Supervisor 36 – 60 48
Assistant Logistics Manager 60 – 84 72
Logistics Manager 120 – 180 150
Senior Logistics Manager 144 – 192 168
Director/Vice President – Operations & Logistics 300 – 420 360
Manufacturing & Production
Material Planning & Control Supervisor 36 – 60 48
Material Planning & Control Manager 120 – 180 150
Procurement
Procurement Officer 36 – 60 48
Senior Procurement Officer 36 – 54 45
Assistant Procurement Manager 60 – 108 84
Procurement Manager 120 – 180 150
Senior Procurement Manager/Regional Manager 180 – 300 240
Director 240 – 360 300
Regional Head 300 – 480 390
Global Head 420+ 420+

Salary Benchmarks PROCUREMENT & SUPPLY CHAIN
Supply Chain
Planner/Analyst 36 – 60 48
Senior Planner/Senior Analyst 36 – 60 48
Assistant Supply Chain/Planning Manager 72 – 108 90
Supply Chain Manager 120 – 180 150
Regional Supply Chain Manager (APAC) 180 – 216 198
Supply Chain Director 300 – 420 360
Head of Supply Chain 300 – 420 360

Property &
Construction
Insights
Malaysia’s property and construction sector is likely to remain slow and

uncertain, due to weak consumer confidence in the property market.
However, the total value of property transactions remains elevated
despite the low volume of sales, as prices are currently at a record high.
The construction sector has received a boost from the government’s Hot jobs
support of infrastructure projects such as the construction of high speed
railways, highways and double track works.
Over the next 12 months, the hiring market looks to be challenging due
to talent shortages as well as a weakening ringgit. Malaysia continues to
grapple with brain drain, and recruiting the right talent for niche technical
roles will continue to be a challenge, especially for the construction and Construction managers and directors,
post-construction sectors. quantity surveyors and contract
managers, leasing managers
With a record number of infrastructure projects commencing and new
and directors, facilities managers
buildings nearing completion this year, the sector’s talent shortages
will be even more significant as firms will need to hire staff in facilities
and directors in malls and
management, leasing management and building maintenance. office buildings.
Candidates can expect between 10 and 20% in increments when
switching roles. Those with Chinese-language proficiency will be
in high demand, due to strong sector investment from China. With
continuing foreign direct investment from China, candidates with strong
Chinese skills are in high demand in the property and construction
sector. Candidates who have experience in leasing, centre and building
management, and construction management, among others, will have
an edge.

Salary Benchmarks PROPERTY & CONSTRUCTION
Property & Construction
Consultancy
Property Officer 48 – 72 60
Property Manager 84 – 144 114
Project Engineer 54 – 84 69
Project Manager 84 – 120 102
Project Director 180 – 300 240
Leasing Officer 36 – 84 60
Leasing Manager 84 – 144 114
Design Manager 84 – 144 114
Facilities Officer 36 – 180 108
Facilities Manager 96 – 180 138
Facilities Director 180 – 300 240
Valuations Manager 48 – 96 72
Head of Valuations 120 – 180 150
Corporate Real Estate
Building Services Engineer 36 – 60 48
Technical Services Manager 84 – 120 102
Facilities Officer 36 – 60 48
Facilities Manager 96 – 168 132
Construction Project Director 216 – 420 318
Head of Facilities 144 – 240 192
Head of Engineering 240 – 480 360
Head of Security 96 – 168 132
Regional Head of Facilities 180 – 480 330
Regional Head of Engineering 240 – 480 360
Regional Head of Security 120 – 216 168
Regional Head of Corporate Real Estate 240 – 480 360

Salary Benchmarks PROPERTY & CONSTRUCTION
Property & Construction
Projects
Project Officer 42 – 66 54
Interior Designer 96 – 180 138
Design Manager 84 – 144 114
Project Development Officer 42 – 78 60
Project Development Manager 84 – 144 114
Head of Development 180 – 300 240
Real Estate Investments
Asset Management Manager 180 – 300 240
Portfolio Management Manager 144 – 300 222
Investment Management Manager 180 – 300 240
Head of Asset Management 180 – 360 270
Head of Portfolio Management 180 – 360 270
Head of Investment Management 216 – 420 318

Sales
Insights
Businesses specialising in outsourced services and solution organisation

are expected to perform well as the market moves towards streamlining
costs amid an unstable economy. As growth in the information
technology (IT), telecommunications and electronics sectors continues,
the demand for talent with digital and Internet of Things (IoT) experience Hot jobs
will continue.
With more companies moving their regional hubs to Malaysia, the

country’s consumer market is expected to grow accordingly, offering
local talent more regional opportunities. However, an increasing number
of talent has been leaving the country for neighbours like Singapore,
China and Hong Kong, due to the downturn of the Malaysian economy Business development managers
and political climate.
(hunter roles), sales and marketing
While the e-commerce sector performed well last year, its growth is heads (spearheading digital and
expected to stabilise this year. The number of sales positions across IoT transformation), business
other services sectors such as banking, property and financial services process outsourcing roles (business
are expected to be low and employers will hire only for business-critical development, sales, inside sales,
roles. outbound sales), trade marketing
Other skills in demand include experience in enterprise networks, solution specialists and commercial regional
selling, business services, service-level agreements, trade marketing and sales heads.
regional distribution.
Professionals moving between jobs may expect average salary increases

of 10 to 15%, down from the current 17 to 20%. Those moving within
the fast-moving consumer goods (FMCG) sector may expect increases
of 10-15% due to budget constraints.

Salary Benchmarks SALES
Advertising & Public Relations Agencies
Account Manager 36 – 48 42
Account Director 84 – 96 90
Group Account Director 96 – 120 108
Business Director 156 – 168 162
Managing Director/General Manager 240 – 276 258
Consumer Products & FMCG
Account Management
Key Account Executive 30 – 54 42
Assistant Key Account Manager 54 – 66 60
Key Account Manager 66 – 156 111
Sales
General Sales Manager 180 – 240 210
Business Manager 180 – 240 210
Sales Director 240 – 420 330
Financial Services
Sales Executive 36 – 72 54
Sales Manager 96 – 156 126
Sales Director 156 – 300 228

IT & Telecommunication
Sales & Account Management
Channel Account Manager/Account Manager 60 – 108 84
Sales Manager/Global Account Director 144 – 216 180
Division Manager/Sales & Marketing Manager/

180 – 216 198
General Sales Manager
Vice President/
240 – 360 300
Sales & Marketing/Marketing Director
Sales Director/Business Development Director 240 – 420 330
Manufacturing/Industrial
Sales
Sales Engineer/Senior Sales Engineer 36 – 72 54
Sales Manager/Business Development

96 – 180 138
Manager
General Manager/Director 240 – 360 300
Media/Entertainment
Sales & Business Development
Assistant Sales Manager 60 – 84 72
Sales/Business Development Manager 60 – 96 78
Advertising/Media Sales Manager 72 – 96 84
Sales/Business Development Director 144 – 180 162
Advertising/Media Sales Director 144 – 180 162

PR Agencies
Account Executive 24 – 60 42
Account Manager 48 – 84 66
Account Director 84 – 144 114
Director 144 – 180 162
Executive Director 180 – 216 198
Professional Services
Business Development & Research
Business Development Executive 48 – 72 60
Business Development Manager 84 – 108 96
Business Development Director 120 – 240 180

Shared Services
Insights
As more companies look to streamline their backend operations, the

demand for shared services centres (SSCs) is likely to grow significantly,
in both the finance and procurement markets.
Over the next 12 months, competition for top talent will be more intense,
resulting in higher salaries for roles which are in demand, such as jobs Hot jobs
in migration management or foreign language-speaking positions. More
SSCs are expected to be established in the region, providing more job
opportunities.
Employers will face potential hiring challenges as the demand for

candidates outstrips supply, a problem made more complex by new
SSCs recruiting experienced and skilled talent from competitors. As a Migration managers, managers
result, salary expectations have been driven up. for R2R (record-to-report), P2P
(procure-to-pay) and O2C (order-to-
Candidates who are proficient in a foreign language such as Mandarin,
cash) functions, roles in management
Thai, Bahasa Indonesian, Korean, Japanese and Vietnamese, as well as
those with experience in finance migration and transition, will have an
reporting and financial planning, as
edge. In addition, those who are skilled in management reporting, Six well as project management roles.
Sigma and ERP (enterprise resource planning) will also be in demand.
Candidates who switch jobs can command increments of between 15

and 25%, depending on their seniority. Those with niche skill sets can
expect to receive between 25 and 30% or more.

Salary Benchmarks SHARED SERVICES
Shared Services
PTP
PTP Executive/Analyst/Senior Executive 34 – 78 56
PTP Team Lead 78 – 108 93
PTP Manager 108 – 240 174
OTC
OTC Executive/Analyst/Senior Executive 34 – 78 56
OTC Team Lead 78 – 108 93
OTC Manager 108 – 240 174
RTR
RTR Executive/Analyst/Senior Executive 36 – 84 60
RTR Team Lead 84 – 120 102
RTR Manager 120 – 240 180
Sales Support/Billing
Sales Support/Billing Executive/Analyst/Senior Executive 36 – 72 54
Sales Support/Billing Team Lead 78 – 100 89
Sales Support/Billing Manager 110 – 144 127
Others
General Account & Reporting 60 – 96 78
Business Reporting Analyst/Data Analyst 60 – 180 120
4. Roles with foreign language requirements will have an additional RM1,000 – RM2,000 language allowance.

Salary Benchmarks SHARED SERVICES
Shared Services
General Management
SSC Director/General Manager – SSC/

300 – 600 450
Managing Director – SSC
PMO/Continuous Improvement/Transition/Migration
PMO Manager 180 – 300 240
Continuous Improvement Manager 156 – 216 186
Transition/Migration Manager 120 – 180 150
4. Roles with foreign language requirements will have an additional RM1,000 – RM2,000 language allowance.

Technology
Insights
The consumer, e-commerce, shared services and technology sectors

(with a focus on testing and development) are likely to do well in 2017.
This is due in part to Malaysia’s positioning as an information technology
(IT) hub in Asia, as well as the expansion of Big Data.
Over the next 12 months, numerous multinationals will be seeking Hot jobs
candidates for IT security functions such as security specialists with
cloud knowledge.
With the increasing sophistication of cyberattacks, cyber security

professionals will be sought after. However, Malaysia remains a talent-
short market for such professionals. Companies may have to bring in
such expertise internationally to build up the talent pool. IT security, business intelligence
specialists, data analytics
The market continues to be candidate-strapped. There will likely be a gap
specialists, web developers, mobile
between candidates’ skills and the salaries they command, as employers
developers, network engineers,
compete to attract or retain staff.
storage engineers, regional IT senior
Candidates with skills such as cloud and distributed computing, management, regional or global
statistical analysis and data mining, web architecture, and user interface services support, data warehousing/
design – among others – are likely to be highly sought after.
management and IOT experts.
In this market, candidates can expect to receive between 10 and 20%
in increments when switching to a lateral role, and 15 to 25% when they
move up the ranks. Some candidates will command up to 30% if they
are skilled in particularly niche areas.

Salary Benchmarks TECHNOLOGY
Financial Services
Development, Design & Architecture
Analyst Programmer 72 – 84 78
Lead Analyst Programmer 108 – 132 120
Enterprise Architect 144 – 180 162
Application Development Manager 192 – 264 228
Testing
Test Analyst 60 – 72 66
Team Lead 96 – 120 108
Test Manager 120 – 144 132
Database Management
Database Administrator 42 – 84 63
Senior Database Administrator/Data Analyst 60 – 180 120
Data Warehousing/Modelling Specialist 96 – 120 108
Data Architect 96 – 120 108
Infrastructure/Network
Network Support 42 – 72 57
Security Analyst/Consultant 120 – 144 132
Network Engineer 60 – 120 90
Network Architect 60 – 120 90
Security Manager 180 – 240 210
Infrastructure Manager 180 – 240 210

Financial Services
Project & General Management
Project Co-ordinator 84 – 120 102
Business Analyst 72 – 108 90
Senior Business Analyst 108 – 168 138
Support/Administration
1st Level Helpdesk Analyst 36 – 60 48
2nd Level Desktop Support Analyst 48 – 72 60
3 Level Support Analyst

rd
72 – 96 84
Helpdesk Manager 96 – 120 108

Commerce
Development, Design & Architecture
Analyst Programmer 60 – 72 66
Lead Analyst Programmer 108 – 132 120
Application Development Manager 192 – 240 216
Testing
Test Analyst 60 – 84 72
Team Lead – Testing 96 – 120 108
Test Manager 120 – 144 132
Database Management
Database Administrator 42 – 84 63
Senior Database Administrator/Data Analyst 60 – 180 120
Data Warehousing/Modelling Specialist 96 – 120 108
Data Architect 96 – 120 108
Infrastructure/Network
Network Support – 1st/2nd Level 42 – 72 57
Security Analyst/Consultant 120 – 144 132
Network Engineer 60 – 120 90
Network Architect 60 – 120 90
Security Manager 180 – 240 210
Infrastructure Manager 180 – 240 210

Commerce
Project & General Management
Project Co-ordinator 84 – 120 102
Business Analyst 72 – 108 90
Senior Business Analyst 108 – 168 138
IT Director 192 – 216 204
Chief Information Officer 300 – 420 360
Support/Administration
1 Level Helpdesk Analyst

st
36 – 60 48
2nd Level Desktop Support Analyst 48 – 72 60
3 Level Support Analyst

rd
72 – 96 84
Helpdesk Manager 96 – 120 108

MALAYSIA
Kuala Lumpur
Level 27
Integra Tower, The Intermark,
348 Jalan Tun Razak
50400 Kuala Lumpur, Federal Territory
Malaysia
T +60 3 2302 4000 | F +60 3 2302 4001
enquiries@michaelpage.com.my
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2017

Effective Tech growth

Worldwide leaders in specialist recruitment

Seizing New Opportunities 04

Made in Asia: Rise of Domestic Brands 05

Tech Growth to Boost Asia’s Job Market 06

Strong Employer Branding: A Key to Success 07

Insights & Salary Benchmarks

Digital 11 Procurement & Supply Chain 28

Engineering & Manufacturing 13 Property & Construction 31

Finance & Accounting 16 Sales 34

Human Resources 20 Shared Services 38

2017 Malaysia Salary & Employment Outlook | 3

Healthcare, technology and digital

Likewise, the healthcare sector is expected to be a bright spot in 2017,

Digital also shows no signs of slowing down, as companies continue to

In terms of hiring intentions, 44% of employers surveyed across China,

Contracting appears to have risen in popularity as a talent solution. In

Overall, salary increases in Asia are expected to remain modest – almost

Throughout the region, diversity and inclusion (D&I) continues to play

The breadth of D&I coverage in Asia is slowly beginning to evolve as

4 | 2017 Malaysia Salary & Employment Outlook

Asian-headquartered companies have

The only exception, it appears, is Japan, where working in a well-

Outside of Japan, the rise and globalisation of domestic brands in other

2017 Malaysia Salary & Employment Outlook | 5

The race to secure top talent is heating

Fuelled by a myriad of factors, including Asia’s rapid smartphone

In other markets such as Taiwan and Malaysia, a greater concentration of

Japan too, is expected to explore ways of further building up an

6 | 2017 Malaysia Salary & Employment Outlook

Companies that are able to effectively

Traditional incentives such as salary increases remain one of the top

Companies that succeed in employer branding are those that can

2017 Malaysia Salary & Employment Outlook | 7

8 | 2017 Malaysia Salary & Employment Outlook

DIVERSITY & 94%

2017 Malaysia Salary & Employment Outlook | 9

Conditions for growth are especially positive for technology companies

On the hiring front, 60% of companies said they will be actively

In a talent-short market, this means competition for high-quality

Companies in more traditional industries, including the oil and gas,

However, the Malaysian Shared Services industry is likely to buck this

With more organisations looking to migrate core functions such as

10 | 2017 Malaysia Salary & Employment Outlook

However, due to the relative newness of Malaysia’s digital sector, firms

In general, candidates switching between roles may expect salary

2017 Malaysia Salary & Employment Outlook | 11

ROLE SALARY RANGE (MYR’000) MEDIAN (MYR’000)

SEO/SEM Manager 84 – 144 114

SEO/SEM Director 144 – 216 180

Affiliates Manager 96 – 144 120

Advertising Operations Manager 96 – 144 120

Head of Search 180 – 240 210

ROLE SALARY RANGE (MYR’000) MEDIAN (MYR’000)

Online/Digital Marketing Manager 120 – 180 150

Digital Acquisition Manager 120 – 180 150

Content Production Manager 96 – 144 120

Online Product Manager 120 – 180 150

Digital Project Manager 120 – 180 150

Director/Head of Digital 240 – 360 300

Social Media Executive 48 – 72 60

Social Media Manager 96 – 144 120