UAE 2023 Salary Guide Michael Page
UAE 2023 Salary Guide Michael Page
UAE 2023 Salary Guide Michael Page
SALARY GUIDE
AND HIRING INSIGHTS
Part of PageGroup
1 www.michaelpage.ae
ABOUT THIS GUIDE
CONTENTS
The Michael Page Salary Guide and Hiring Insights is developed as a reference for hiring managers and job seekers to make informed
employment decisions. Below is what we cover:
• Outlook of job applicants on key topics like job application and candidate experience, and dream job
• Salary benchmarks, in-demand positions, key skills, and experience, as well as recommendations to talent/hiring challenges facing
the sector
THE JOB APPLICANT SENTIMENT ����������������������������� 4-11 BANKING AND FINANCIAL SERVICES
CONSULTANCY, STRATEGY AND CHANGE
HOW DO JOB ADVERTS IMPACT JOB APPLICATIONS IN THE UAE?
DATA AND ANALYTICS
WHAT DO JOB APPLICANTS WANT IN THEIR DREAM JOB?
DIGITAL
WHAT MAKES A GREAT MANAGER?
ENGINEERING AND MANUFACTURING
A DIEU OR AU REVOIR? WHY QUITTING A JOB DOESN’T HAVE
FINANCE AND ACCOUNTING
TO BE FOREVER
HEALTHCARE AND LIFE SCIENCES
SALARY GUIDES 12-45 HUMAN RESOURCES
BANKING AND FINANCIAL SERVICES LEGAL AND POLICY (IN-HOUSE)
CONSULTANCY, STRATEGY AND CHANGE LEGAL (PRIVATE PRACTICES)
DATA AND ANALYTICS OIL AND GAS
DIGITAL PROCUREMENT AND SUPPLY CHAIN
ENGINEERING AND MANUFACTURING PROPERTY AND CONSTRUCTION
FINANCE AND ACCOUNTING RETAIL
HEALTHCARE AND LIFE SCIENCES SALES AND MARKETING (BUSINESS TO BUSINESS)
HUMAN RESOURCES SALES AND MARKETING (CONSUMER)
LEGAL AND POLICY (IN-HOUSE)
SECRETARIAL AND OFFICE SUPPORT
LEGAL (PRIVATE PRACTICES)
TECHNOLOGY
PROCUREMENT AND SUPPLY CHAIN
PROPERTY AND CONSTRUCTION
RETAIL
SALES AND MARKETING (BUSINESS TO BUSINESS)
SALES AND MARKETING (CONSUMER)
SECRETARIAL AND OFFICE SUPPORT
TECHNOLOGY REPORTING METHODOLOGY
ADDITIONAL RESOURCES . . .......................................46 Our job applicant outlook is developed from insights received from quarterly surveys we run with our candidates throughout the year.
Data for the salary benchmark is derived from our proprietary database capturing job advertisements and placements throughout 2022.
It is supplemented with insights from our consultants validated by their interactions with employers and job applicants in the region.
GET IN TOUCH. . .........................................................47
2 1
AN INTRODUCTION FROM
ABOUT US
JON EDE
REGIONAL DIRECTOR – UNITED ARAB EMIRATES,
PAGEGROUP PAGEGROUP
PageGroup is a world-leading
specialist recruitment company
At the time of writing, hiring sentiment is strong in the UAE. 2022 was full of momentum and strong market
with over four decades 37 25
of expertise. With 8,000+
confidence, leading to consistent recruitment activity throughout the year. Even the usually more quiet mid- employees and operations in NETWORK OF COUNTRIES SPECIALIST BUSINESSES
summer months showed a very buoyant and active recruitment market. 37 countries, PageGroup
Based on market confidence and therefore more aggressive growth and diversification plans, organisations
provides recruitment on a local,
regional and global level.
8,000+
have shifted up a gear and their appetite to invest in attracting top talent increased significantly. We are
139 EMPLOYEES
seeing more proactive searches for executive and/or strategic hires and we have also seen a significant OFFICES
return in foreign direct investments with businesses looking to expand their international footprint into the
UAE. A complex global economic backdrop makes it impossible for anyone to predict what lies ahead for
2023 – However, based on current demand, positivity and local market confidence, the UAE appears to be FTSE 250 40+ YEARS
well positioned for growth and resilience.
PUBLICLY LISTED COMPANY RECRUITMENT EXPERIENCE
As usual, our guide includes current, comprehensive salary benchmarking, along with hiring insights from
each of our industry-leading specialist teams. We also feature valuable insights from our job applicant
surveys conducted throughout 2022 on some key topics including: the impact of job adverts on job MICHAEL PAGE UNITED ARAB EMIRATES
applications; dream job criteria; great leadership qualities and possibilities of returning to a job after quitting.
Interesting highlights include: 79% consider Environmental, Social and Corporate Governance (ESG) an Operating in the Middle East OFFICES IN DUBAI 50+ SPECIALIST
important factor when choosing a dream job, 77% browse online reviews of a company while applying on a since 2006, the business has RECRUITMENT CONSULTANTS
AND ABU DHABI
established a strong position
job advert and 60% would consider returning to their former companies.
in the market and is led by
a management team with
I am confident that this guide will be a practical and valuable resource for both companies and candidates
over 100 years of combined
alike and should help to shape your talent acquisition strategy or job search activity for 2023. On behalf of international and regional FULL REGIONAL OVER 600,000 CANDIDATES
Michael Page UAE, I hope you enjoy the read and wish you all the very best for the year ahead. recruitment experience. COVERAGE IN OUR REGIONAL DATABASE
Access to leading edge platforms, so we Truly inclusive recruitment and Reduced time to hire with our
can guarantee the visibility of our customers’ candidates fully vetted against targeted approach
vacancies and engage with quality all requirements
candidates before our competition can
SALARY
59%
58%
62%
SAY THEY READ EVERYTHING
JOB LOCATION 39%
HOW DO JOB ADVERTS IMPACT JOB APPLICATIONS IN THE UAE? COMPANY NAME 36%
33%
29%
In a tight hiring market, it’s essential that companies and recruiters Using job ads for benchmarking CONTRACT TYPE READ 80-90% OF THE JOB AD
provide candidates with a positive experience. If the hiring process
Not all candidates read job advertisements because they’re
is smooth and efficient, candidates are more likely to accept a job SENIORITY OF THE POSITION 25%
interested in applying for the position. Some simply use the
offer and recommend the company to their peers.
information to benchmark the salary and job description of the
But when does the candidate experience begin? For many advertised role against their own terms of employment. However,
applicants, it’s when they read the job advertisement. There only 22% of those surveyed say they use job ads to benchmark THIS IS THE FORMAT CANDIDATES PREFER TO SEE IN A JOB AD:
and then, candidates form a strong first impression of the regularly (at least once a year), while 31% do it every 2-3 years.
company that will influence their decision about whether to apply A large majority (47%) of respondents say they never use job ads
for the position. for benchmarking.
Sometimes, candidates notice what isn’t included in job • Candidates like job ads that are comprehensive and professional
advertisements as much as what is. For example, almost nine in in both form and content. You risk missing out on top candidates LONG APPLICATION FORMS 22%
BY CONTACTING
10 (92%) of respondents think that job ads should include salary
range. A similar proportion (91%) like to see information about
if your ads are difficult to read or contain inconsistent information.
• E-reputation and employer branding are vital! Before they apply,
JOB LOCATION 21% 52% CURRENT OR FORMER
EMPLOYEES
company culture, while 75% say there are interested in learning candidates will assess you and your company culture based on
more about the organisation’s benefits and perks. your corporate website, social media channels and employee
review sites.
4 SURVEY PERIOD: September - December 2021 5
THE JOB APPLICANT SENTIMENT
In an era when talent is scarce and employers are scrambling to Getting the benefits you need
fill key positions, many candidates feel like they have a chance
to land their dream job. But what are applicants looking for when
they evaluate a role, and what can companies do to make their
In today’s knowledge economy, jobseekers are focused on
acquiring the skills they need to succeed. No surprise, then, 4 out of 5 79%
employer brand more attractive in this challenging market? that a full 73% of respondents placed training and career LOOK FOR A CONSIDER ENVIRONMENTAL, SOCIAL AND
development among their most-wanted employment benefits.
To find out, we surveyed over 2,000 employees and job seekers This was followed by private healthcare for employees and their
PERMANENT CONTRACT CORPORATE GOVERNANCE (ESG) AN
across UAE. We asked them about the kind of contracts they families — a top priority for over half (61%) of respondents. Other IMPORTANT FACTOR WHEN CHOOSING A JOB
preferred, their commitment to corporate social responsibility benefits that make a difference include financial advantages
(CSR), their ideal work arrangements and more. Read on to (chosen by 42% of those surveyed), life insurance (38%) and
discover what turns a good job into a dream job. company-issued tech devices (24%).
44% 66%
type of contract they were willing to consider for their next and career development opportunities. Three-quarters (79%) of
position, a full 76% said they would prefer a permanent position. survey respondents said they wanted to work for a company
27% would be happy with any kind of position, while (19%) said committed to corporate social responsibility or CSR. Asked to
they would like a fixed-term or temporary contract. identify the most important CSR values, 96% chose human rights PREFER WORKING IN A LOOK FOR PART / FULL-TIME
responsibility, while environmental and economic responsibility MIDDLE SIZED COMPANY REMOTE JOBS
Finding the perfect-sized company were both highlighted by 84% of respondents.
Respondents were asked to choose their ideal company size: Improved promotion and career Ideal remote work schedule 2 days
Flexible work arrangements opportunities than in big companies per week from home
small, middle or large. Preferences were split, with middle
sized companies the top choice (44%) followed closely by Millions of employees found themselves working from home More training/development opportunities
large companies (chosen by 42% of respondents) and small for the first time during the COVID-19 pandemic — and our
companies ranked last at 9%. survey suggests that a majority would like to continue with this
arrangement. Well over half of respondents (66%) said they
Why do candidates gravitate towards middle-sized companies?
would like to work remotely either some or all of the time.
Of the respondents who preferred middle-sized companies,
almost half (46%) highlighted more opportunities for training
and developing greater expertise. Other advantages identified
How would candidates like to divide their time between home WHICH EXTRA BENEFITS ARE THE MOST ATTRACTIVE
and office? The most popular arrangement is three days at the
by these respondents include improved promotion and career office, two days at home, preferred by 36% of respondents. 27%
TRAINING & CAREER DEVELOPMENT
opportunities (39%), quicker decision making processes (37%) prefer working from home permanently, while 21% like the idea of
and better quality of life at work (32%). spending just one day working from home.
PRIVATE HEALTHCARE FOR THE EMPL0YEE & FAMILY
Candidates who prefer large companies seem to be mostly The trend for remote working shouldn’t disguise the fact t
motivated by the chance to accelerate their professional hat many employees enjoy working in the office. The key FINANCIAL ADVANTAGES
development and earn a better salary. Of the respondents who motivation for these workers is to feel more engaged with their
preferred large companies, nearly half (51%) were drawn to the job ( 67%), while 45% like to keep personal and professional
training and development programmes these organisations environments separate.
are known for, while promotion opportunities and better
WHY EMPLOYEES STILL WANT TO WORK PART/FULL-TIME IN THE OFFICE
remuneration were highlighted by 35% and 26% of these Office-based teams may also benefit from greater employee
respondents, respectively. engagement. More than four in 10 respondents (41%)
emphasised the importance of face-to-face meetings, while
While small companies were the least favoured option, the 28% said they want to maintain social links and enjoy relaxing
63% 53%
“It’s just a job” is a phrase you don’t hear much today. What counts as recognition?
Candidates aren’t just looking for a position that pays a decent
These days, employees aren’t content to simply do their job and
salary and gives them a good chance of career advancement.
draw a salary for it. They want recognition for their hard work.
They’re looking for their dream job — and they’re thinking
But what form should this recognition take? SAID SAID GOOD
carefully about the various qualities they expect their ideal
For most survey respondents (65%), recognition means training
LEADERSHIP COMMUNICATION SKILLS
employer to possess.
and upskilling. An almost identical proportion insists that
To understand what candidates dream about these days, Michael
financial reward is also appropriate for a job well done. Most
Page surveyed over 1900 employees and jobseekers across
also consider, (56%) that changes in responsibility and getting a
UAE. We wanted to know what makes a manager great and the
promotion is recognition.
leadership mistakes that can turn a dream job into a nightmare. WHAT SHOULDN’T A MANAGER DO?
We also asked respondents about what matters to them in their What are employees’ top priorities?
day-to-day responsibilities. Last but by no means least, we
When asked about their day-to-day priorities, almost half 73%
wanted to find out whether working women have different criteria
of respondents agreed that career growth potential was an
for assessing their managers than their male peers.
5 out of 10
essential ingredient in a “dream job”. A similar proportion gave
Read on – some of the answers may surprise you.
3 out of 5 28%
• M
icromanagement– 32% of respondents they have a difficult desking was a feature they equated with flexibility and freedom,
time when their employers are too controlling. This leads to giving them the option to work outside the office when required.
employees getting frustrated with management.
What about the 12% of respondents who don’t like the idea of
hot-desking? The top reasons this group give for opposing the
Do working women and men have different practice are: INVOLVES A CHANGE IN THE REASONS
criteria for assessing managers? RESPONSIBILITIES
• W
ant to have their own space in the office (72% of Adapt workspace depending on their needs
In a word, no. For both 67% men and 61% women, the top respondents) + FINANCIAL REWARD
quality in a manager is leadership. However, women also Work outside the office when necessary
• Don’t want to spend time booking desks (51%)
consider and prioritise respect and good communicator as
required qualities for managers. • F
ear that seats won’t be available when they need them on a
particular day (50%)
Quitting a job is rarely an easy decision and it’s unwise Do leavers regret their decision?
to make assumptions about why people do it. For every
6 out of 10 57%
professional who leaves a position because they are unhappy, A substantial number do, considering it was their own choice
there are others who love their current colleagues and to leave. Almost one-in-five (22%) respondents said they’d left
employer and are simply looking to take their careers to the a position and later regretted it. Of these:
next level. • 25% said the new company was not what they expected or
hoped for WOULD CONSIDER RETURNING OF APPLICANTS HADN’T
In a competitive hiring market, companies can’t afford to TO A FORMER COMPANY HEARD ABOUT
“forget” about talented employees who leave on good terms • 22% missed their former colleagues
COMPANY RETURNING
and who could be tempted to return if the opportunity arose. What can we learn from these findings? First, they confirm what PROGRAMS FOR EX-EMPLOYEES
That’s why many employers now have return programs most professionals already know: moving to a new position
that allow them to keep in touch with their alumni and, if is always a little risky and not every opportunity lives up to its
circumstances allow, billing. Second, they underscore the importance of the human
re-hire them. factor. Employees often form very close and mutually rewarding
To learn more about why people quit and whether they would relationships with their co-workers. Even people who don’t
consider re-joining a former employer, we surveyed 2,147 job regret leaving a job often miss their former colleagues. Given
applicants across the UAE. Let’s look at what they said. this, does it not make sense to think about former employers
To quit or to switch?
that candidates should never go back, while 34% neither
agreed nor disagreed. Furthermore, a slight majority (58%)
thought that, in the end, returning was a win-win solution for
43% 31% 22%
companies and their former employees. TO GET MORE CAREER OR SECTOR HAVE REGRETTED
Not everyone who leaves a company has another position RESPONSIBILITIES CHANGE QUITTING A POSITION
lined up. A little less than half (41%) of respondents said These are encouraging statistics for companies considering AT LEAST ONCE
they’d resigned from a job at least once in their careers making re-hiring part of their recruitment strategy. By setting up
without having a new job to go to. return programs and using social media and other channels to
make them as visible as possible, employers can broaden their
talent pools to include familiar as well as new faces.
Expectations from senior finance professionals within the investment/ Associate 25 35 45 Finance Manager 25 32 40
private equity/ banking universe are that of a strategic business partner Analyst 20 25 32 Senior Accountant 16 22 26
who is able to manage balance sheet risk, lead & execute a long-term Accountant (Qualified) 14 18 23
vision and credibly guide the board in their strategic decision-making. RECOMMENDATION VENTURE CAPITAL / INVESTMENTS
Fund Accountant 15 22 28
Organisations should remain Managing Director 70 100 130
COMPLIANCE open, where possible, to Senior Vice President / Senior Director 50 65 90
Compliance remains one of the key in-demand skillsets across the internationally-based candidates
Vice President / Director 40 55 70
region, driven by sustained high volumes of newly established entities who are open to relocating; they
Senior Associate 30 45 55
across the DIFC and ADGM; as well as the constant evolution of should also consider candidates
compliance frameworks, controls and processes. Employers have with transferable skills who are Associate 24 30 38
been particularly interested in candidates with Authorized Compliance based locally and demonstrate Analyst 18 22 28
Officer status, as well as candidates who have experience in an ability & willingness to upskill.
establishing and developing strong compliance frameworks. Candidates, on the other hand,
INVESTOR RELATIONS (LISTED ENTITIES)
should invest time in improving
their technical skills and gain
2022 saw an increase in corporates getting listed on the DFM and expertise in their domains to
ADX, which in turn has increased demand for professionals with be able to excel in technical
strong financial modelling and marketing & communications skills. With
interviews.
growing regulation within this function, IR remains an area of growth
within the region.
Salaries are shown per month in thousands of Arab Emirates Dirham (AED) - basic, housing and transport.
12 13
CONSULTANCY, STRATEGY
AND CHANGE
MARKET OVERVIEW & HIRING INSIGHTS
PMO, STRATEGY AND TRANSFORMATION
EXPERIENCED/ SENIOR
CATEGORISED BY FUNCTION ENTRY
POSITIONS IN DEMAND MANAGER LEADERSHIP
1 PUBLIC SECTOR 3 BANKING & FINANCIAL SERVICES Strategic Partnerships & Business Development 18 30 35 55 60 100
Partner 65 185
Director 50 120
DATA
LEADERSHIP ROLES
Data Analytics Manager 40 55
1 SENIOR LEADERSHIP ACROSS DATA ANALYTICS & SCIENCE
Data Governance Manager 40 50
2 DATA STRATEGY & ADVISORY Data Engineering Manager 40 50
Digital/Product Analytics Manager 35 45
Data Product Owners 30 45
Data Architects 30 50
Salaries are shown per month in thousands of Arab Emirates Dirham (AED) - basic, housing and transport.
16 17
DIGITAL
Salaries are shown per month in thousands of Arab Emirates Dirham (AED) - basic, housing and transport.
18 19
ENGINEERING AND
MANUFACTURING
MARKET OVERVIEW & HIRING INSIGHTS
ENGINEERING AND MANUFACTURING
Salaries are shown per month in thousands of Arab Emirates Dirham (AED) - basic, housing and transport.
20 21
FINANCE AND ACCOUNTING
SME MNC
SENIOR FINANCE
1 COMMERCIAL FINANCE MANAGERS/ FP&A MANAGERS Group / Regional CFO 70 75 110 100 125 200
2 COMPLIANCE/ RISK/ INTERNAL AUDIT MANAGERS CFO 69 70 100 80 90 120
CONTROLLING ROLES
Senior FP&A Analyst 28 30 32 30 33 35
Finance Analyst / Associate 18 21 25 20 25 28
Credit Manager 28 32 35 35 45 50
IN-DEMAND SKILLS AND EXPERIENCE | INDUSTRY CHALLENGES Financial / Management Accountant 18 20 22 18 20 25
Business Controller / Finance Business Partner 25 30 35 25 30 40
Credit Controller 18 20 22 20 23 27
the UAE. Therefore, Regional Groups are scaling their tax Managers are struggling to sift Chief Audit Officer 53 60 70 75 110 140
functions. through a large volume of candidates
Head of Internal Audit 37 50 57 60 70 85
to identify their preferred one.
Audit Manager 25 28 32 35 40 45
COMPLIANCE – RISK AND INTERNAL CONTROL Senior (Internal) Auditors 18 22 25 20 25 30
RECOMMENDATION (Internal) Auditors 16 19 22 18 23 27
Compliance/Risk Managers who can business partner
with tax, credit, internal controls and finance function are in Decision making process needs to
TREASURY
demand. be streamlined and hiring managers
Treasurer 60 65 80 70 100 130
would need to offer competitive
salaries/incentives to attract their Head of Treasury 45 60 65 60 75 90
TREASURY – CASH FLOW AND CREDIT MANAGEMENT
preferred candidate. Clients wishing to Treasury Manager 35 40 45 38 48 55
try to under offer candidates are being
Businesses are going through transformation and as Treasury Analyst 16 20 25 22 25 30
wasteful and this can at times tarnish
a result cash flow/ credit management skillsets are in
the hiring employer’s reputations. TAX
demand.
Tax Director 50 60 70 70 80 110
Tax Manager 35 40 45 40 50 60
Senior Tax Analyst / Associate - (Direct Tax) 25 28 30 28 32 35
Indirect Tax / VAT Manager 25 30 35 30 35 45
Indirect Tax / VAT Accountant 15 20 22 18 25 28
Salaries are shown per month in thousands of Arab Emirates Dirham (AED) - basic, housing and transport.
22 23
HEALTHCARE AND LIFE SCIENCES
REGULATORY AFFAIRS
REGIONAL SALES AND DISTRIBUTOR'S MANAGEMENT
Regulatory Affairs Director 45 57.5 70
Regulatory Affairs Manager 30 40 50
It is vital that profiles within the salesforce are
CHALLENGE Regulatory Affairs Associate 20 23.5 27
able to generate and close sales across a
wider region to ensure diversity in the P&L. The
Regional Expansion: The MEA region continues to be a MEDICAL SCIENCE
regional exposure requires adaptable skills to
key growth area for companies in both the healthcare and Medical Director 50 67.5 85
understand the healthcare ecosystem specificity life science industries. We are seeing a shift of headquarters
in each region and being knowledgeable of each Medical Manager 35 42.5 50
into the region, as well as widespread expansion of local
government and its regulations. Partnering with and international organisations. There is a growing focus on Medical Science Liaison (MSL) 25 30 35
regional distributors or principal partners can biotechnology as well as specific healthcare specializations due
positively impact sales, inventory and top line to key market trends, therefore increasing the need for niche HEALTHCARE (HOSPITALS / LABORATORIES / CLINICS)
revenue. talent. The challenge being faced is a shortage of specialised Chief Executive Officer (CEO) 80 115 150
talent locally, however, the demand remains high, creating the Chief Medical Officer (CMO) 70 95 120
need to recruit internationally.
CLINICAL RESEARCH Chief Operation Officer (COO) 60 80 100
Digital healthcare: The UAE government is deploying
Head of Department (HoD) 50 70 90
ambitious plans within the healthcare and life sciences
The UAE government is investing in research and sectors to tackle the opportunities of digital transformation by Chief Nursing Officer (CNO) 50 60 70
development which is driving the need for highly integrating disruptive technologies such as Artificial Intelligence Doctor / Physician (Surgeon) 80 120 160
skilled technical professionals i.e. microbiology, and The Internet of Things. The most in-demand talent has an
Doctor / Physician (Consultant) 40 70 100
genetics, biochemistry. Whilst also excelling in innovative and technologically-advanced outlook.
medical sciences, there is a need for candidates Doctor / Physician (Specialist) 25 32.5 40
Research and Innovation: The UAE continues to develop
with a business acumen and/ or managerial and sustain thriving Research and Innovation ecosystem. Nurse 6 10.5 15
experience. Moreover, their aim is to develop the smart healthcare sector Laboratory / Quality Director 40 55 70
and drive it to become the world’s international destination
Laboratory / Quality Manager 30 40 50
for health innovation. This brings about the need to invest in
MARKET ACCESS & PRICING Medical Scientist 30 40 50
talent to fulfil the core skills in medical research, which launches
innovate ways to predict diseases and prevent them. Medical Laboratory Technician 8 11.5 15
With healthcare system becoming more
complex in the region with multiple stakeholders,
pharmaceutical companies are looking for people RECOMMENDATION
capable to communicate with the authorities and Agility is key if you want to bring in strong talent from local or
insurance companies to support them in terms of international markets. Also, in a context of talents shortage,
pricing and reimbursement status of medicines. any client needs to ensure they have competitive salaries &
benefits, a stable onboarding program and a clear roadmap for
candidate growth to ensure they are able to attract and more
importantly, retain employees.
Salaries are shown per month in thousands of Arab Emirates Dirham (AED) - basic, housing and transport.
24 25
HUMAN RESOURCES
REWARD
TALENT DEVELOPMENT Head of Reward/C&B 55 65 75
Employees are looking for opportunities where they can grow and Compensation & Benefits Manager 40 45 55
develop their careers so employers are now increasingly looking at ways Compensation & Benefits Officer / Analyst 25 30 38
to develop and retain their talent internally. Hiring Talent Development CHALLENGE
specialists means they can create individualised training plans and career There is a lack of supply of true
paths, high performer programmes and succession plans. This creates strategic business partners in the
a culture of care for employees and engages them in the future of the region as the demand for these
busines. have only recently increased. There
can sometimes be a misalignment
STRATEGIC BUSINESS PARTNERS/CHANGE AGENTS
in expectations between available
candidates and hiring businesses
Whilst transactional HR experience still remains prominent in the region,
of the definition of strategic
we are seeing a shift towards strategic business partners who provide
business partners.
the link between HR and the business (seen in Ulrich model). This is
supported by an operational HR/centre of excellence team. This means
business partners need to be commercially astute to devise plans for
their organisation’s people that will directly impact the business as well as RECOMMENDATION
collaborate with the CoE team. As a hiring business, it needs to be
clear what the measurable goals are
HR FOR START-UPS for the HR hire both from a strategic
point of view and operational.
The Middle East continues to be a booming hub for start ups and there Operational tasks still need to be
is a demand for HR professionals who can help set up HR policies and made clear from the beginning so
process as well as drive recruitment campaigns to staff up the new candidates know to expect them.
business.
For candidates, its important
they understand the difference
REWARD
between their strategic experience
Salary and benefits still remain a key motivator for employees so there and operational experience so
is an increase in demand for junior-mid level reward specialists who can they can emphasise their strategic
devise and update salary gradings that are aligned to job competencies. achievements and how it has
Also analysing the value return for company benefits and initiating new impacted the business they
financial benefits that will further engage employees. work for.
Salaries are shown per month in thousands of Arab Emirates Dirham (AED) - basic, housing and transport.
26 27
LEGAL AND POLICY (IN-HOUSE)
POLICY
CATEGORISED BY FUNCTION FROM TO
PRIVATE SECTOR
Public Affairs/Regulatory Affairs Manager 65 90
IN-DEMAND SKILLS AND EXPERIENCE | INDUSTRY CHALLENGES Policy Head 45 80
Policy Expert/Advisor 40 70
Policy Manager 30 45
CROSS-BORDER, MULTI-JURISDICTION EXPERIENCE Policy Specialist 25 35
PUBLIC SECTOR
Businesses in the region continue to seek expansion and
diversification of their portfolio outside of their core country Policy Head 65 80
operations. As a result, the knowledge and experience of CHALLENGE Subject Matter Expert 45 70
cross-border transactions has become highly desirable. Following the trend from 2022, Policy Expert/Advisor 40 70
the Legal recruitment market has
Policy Specialist 25 35
rapidly grown within the UAE. While
HYBRID SKILLSET
the aim in 2022 was to replace
leavers, for 2023 it will be to grow
Businesses are increasingly looking to maximise their
teams to ensure high quality
internal resources. Employees with the ability to offer holistic
specialist advice is available without
Legal advice that encompasses not only Legal risk but also
seeking external counsel. Specialist
commercial viability and impact of legal agreements.
lawyers are in demand for senior
positions and generalists for
ABILITY TO LIAISE WITH SENIOR STAKEHOLDERS IN GOVERNMENT junior positions.
AUTHORITIES AND MINISTRIES.
Salaries are shown per month in thousands of Arab Emirates Dirham (AED) - basic, housing and transport.
28 29
LEGAL (PRIVATE PRACTICES)
Salaries are shown per month in thousands of Arab Emirates Dirham (AED) - basic, housing and transport.
32 33
PROPERTY AND CONSTRUCTION
CONTRACTING
Project / Commercial Director 60 70 80
REAL ESTATE CONSULTANCY Project / Commercial Manager 35 45 55
Civil Engineer 15 18 25
There is a shortage of talent across the GCC for the major
Architect 15 20 30
real estate consultancies and Big 4 organisations offering real
estate advisory services such as valuations, development
CHALLENGE
advisory, transaction advisory and more. Major projects have The UAE & Northern Gulf P&C sector has
been announced across the region and these companies are seen a large volumeof major developments
busier than ever. Retaining talent has become a top priority and ventures beinglaunched across
and the organisations are addressing this with consistent the market. Developers, Real Estate
promotions, clear lines of career development, full bonus Consultancies and construction specialists
pay-outs and competitive salaries. It is a great opportunity for have been recruiting in large volumes
international candidates with these skills sets considering a making the market extremely competitive
move to the GCC. for employers to secure and retain top
talent. Salaries have increased, benefits are
DEVELOPMENT becoming more versatile, and people now
desire flexible working such as work from
home policies. Some employers are meeting
Organisations are expanding their project portfolios across
the markets demands, however many are still
the GCC looking for new project opportunities to add to
operating like pre covid times.
their portfolios. Development professionals with extensive
experience in the initial phases of development such as
market research, feasibility, business development, HBUs are RECOMMENDATION
in high demand. Organisations must work on making their
benefits, incentives, and remuneration attractive
REAL ESTATE ASSET MANAGEMENT enough to retain/attract top talent. When
budgets are limited, organisations must look at
Organisations are looking to enhance their real estate their incentives and the candidate motivations.
portfolios. Announcements from key players in the sector What can be made attractive to employees
with plans to expand portfolios, refurbish or convert assets and potential recruits other than the salary?
to meet the market demands has been a common theme. In a market where candidates priorities have
Property and Asset management specialists are in demand changed and family & wellness have become
to support plans to enhance/reposition current portfolios and the priority, organisations must learn to
offer strategic advice to future projects. accommodate this to remain competitive.
Salaries are shown per month in thousands of Arab Emirates Dirham (AED) - basic, housing and transport.
34 35
RETAIL
equipped with the right talent will incorporate more Studying brands that have been averse to this
challenge, the commonality has been their VISUAL MERCHANDISING
teams to be a part of building and enhancing their
investments in clienteling, a good CRM database, Head of Visual Merchandising 35 42.5 50
online channel(s).
strong marketing practices and a sense of trust in the Visual Merchandise Manager – Regional 20 30 40
local team to adapt the brand and create synergy Visual Merchandise Manager – Local 20 27.5 35
STORE EXPERIENCE with the local market. Brands will need to study and
In store Visual Merchandiser 12 16 20
analyse what makes a customer want to purchase
As new brands are targeting the Middle East and their brand before they can figure out how to retain DESIGN
existing brands are increasing their geographic them and that will come with an investment in a good Head of Design 25 30 35
presence locally, delivering in store customer sales team, a customer service team backed with
Fashion Designer 20 23 25
experience has been of utmost importance for strong internal systems.
brands. This has lead to a demand in hiring of sales Designer 15 23 30
and in store VM roles.
Salaries are shown per month in thousands of Arab Emirates Dirham (AED) - basic, housing and transport.
36 37
SALES AND MARKETING
(BUSINESS TO BUSINESS)
MARKET OVERVIEW & HIRING INSIGHTS
SALES AND MARKETING (BUSINESS TO BUSINESS)
MARKETING
CMO 70 95 120
TECHNOLOGY RECOMMENDATION
With Multinational and local
In the era of rampant digital transformation and economic growth, UAE companies increasing their
has become a technology leader in the world, with the national industry presence in Middle East and
in the region witnessing a 61% increase in tech hiring. To surpass
in particular UAE is creating
competition and expand, companies will have to designate a good
an influx of international
chunk of their investments in onboarding strong account management
and business development teams with niche tech skillsets. talent which will be creating a
more competitive market for
candidates.
CHANNEL/DISTRIBUTION MANAGEMENT
Salaries are shown per month in thousands of Arab Emirates Dirham (AED) - basic, housing and transport.
38 39
SALES AND MARKETING
(CONSUMER)
MARKET OVERVIEW & HIRING INSIGHTS
SALES AND MARKETING (CONSUMER)
MARKETING
Chief Marketing Officer 65 90 120
Head of Marketing / Marketing Director 50 60 80
IN-DEMAND SKILLS AND EXPERIENCE | INDUSTRY CHALLENGES Marketing Manager / Group Product Manager / Category Manager 35 45 55
Senior Brand Manager 30 38 45
Brand Manager 20 25 33
Assistant Brand Manager / Marketing Executive 14 18 22
INNOVATIVE THINKING
TRADE MARKETING
Whilst the market has regained confidence and seen a major surge of
Head of Trade Marketing 45 53 60
entrepreneurial thinking post COVID, the demand for innovative thinking
in the marketing and sales space is still prevalent. Talent requirements are CHALLENGE Trade Marketing Manager / Shopper Marketing Manager (Regional Role) 25 33 45
increasingly driven by the bid to overcome competition through innovative Trade Marketing Manager / Shopper Marketing Manager (Country Specific) 20 25 30
Tier 1 talent is as scarce as
thinking to drive USP’s and to pioneer in efforts in the market. Trade Marketing Executive 13 15 20
ever before. The pool of talent
demonstrating; strategic, CONSUMER INSIGHTS
STRATEGIC THINKING
operationally well-versed, and
Consumer Insights Director 40 50 60
strong cultural suitability is
The market more than ever is focusing efforts on mid to long term strategy Consumer Insights Manager 20 28 40
becoming an increasingly narrow
across the consumer industry. Being prepared for the prospect of undesirable
selection. Consumer Insights Executive 15 17 20
market conditions and having an agile plan in place to change with the
market, where and when needed, is an approach many players in the industry
are taking. Thus, strategic thinking remains a highly sought after skill across
most levels. The junior end is as a consequence being encouraged to push RECOMMENDATION
above just operational capabilities. It is incredibly important that
organisations are very clear
EMOTIONAL INTELLIGENCE on their talent prerequisites. A
concrete agreement on non-
Organisations are placing particular emphasis on creating a collaborative, negotiable qualities and ‘nice
dynamic and stimulating cultural environment to retain the best talent. This to haves’ across stakeholders
is also becoming increasingly important in cross-functional working and is imperative to running a highly
management of external stakeholders, eg distributors. As a consequence, there effective recruitment process.
is a prominent push on the ‘cultural fit’ of an individual throughout interview
Efficiencies and speed of the
processes. Thus, the emotional intelligence of candidates and their ability to
recruitment process will ensure,
deal and cope with day to day situations in the workplace are becoming a key
factor in decision making. the leading talent is being
evaluated in a highly engaging,
competitive manner. Whilst it is our
CUSTOMER CENTRICITY
role as your recruitment partners
to provide you with the best suited
Driving customer loyalty is becoming a leading objective for organisations
with strategic efforts focusing sometimes entirely on this. As the key touch profiles amidst the Tier 1 pool, the
points weigh heavily on sales and marketing teams, understanding consumer success of attracting the talent will
insights and placing this at the core of planning is becoming a non- lie in the candidate experience of
negotiable. Candidates are required to show their ability to understand and the interview process.
display the importance of this through their work.
Salaries are shown per month in thousands of Arab Emirates Dirham (AED) - basic, housing and transport.
40 41
SECRETARIAL AND
OFFICE SUPPORT
MARKET OVERVIEW & HIRING INSIGHTS
SECRETARIAL AND OFFICE SUPPORT
The role of a Business EA/PA has dramatically evolved over the past Receptionist 8 10 12
few years. Beyond the universally understood duties, the modern CHALLENGE General Administration 7 10 13
day EA/ PA is often required to now facilitate corporate duties There has been a significant emphasis on Personal Assistant 14 16 22
involving, but not limited to client onboarding, compliance and even employer growth in 2022, leading to an
project management depending on the nature of the company. Executive Assistant (EA) 15 18 22
abundance of job openings in a competitive
Businesses are now looking for support candidates that are eager to market. While an increasing workforce is great Office Manager 17 18 23
learn and assist with the core business expectations instead of just news for the economy and job seekers, it
providing administrative support. This is a step forward in providing MNC
comes with some challenges especially for
support candidates with the opportunity for growth and progression. employers; the obvious being standing out from Receptionist 10 13 15
Companies consider this as a cost benefit. your competition. Lengthy interview processes, General Administration 10 14 18
counter-offers and selling your brand versus your Office Manager 22 25 30
PROBLEM SOLVING SKILLS competition are challenges employers are needing
to adapt to in this current market in order to Executive Assistant 22 26 32
The dynamic market has now recognised support candidates as a succeed with their growth plan and retain talent.
MNC LEGAL FIRMS
necessity as opposed to a luxury. Support/secretarial candidates
Receptionist 11 12 14
are expected to provide solutions to complex requests and lighten
personal responsibilities of their senior stakeholders so they can focus RECOMMENDATION Legal Secretary 17 24 27
on core activities. Requests can vary from managing a complex travel Secretarial and Office Support staff are in high Office Manager 22 25 28
itinerary to collating information from key stakeholders for reports/ demand and it is crucial for employers to be
projects. Businesses grow candidates based on results, for support aware of the variables that can contribute to your
candidates this would act a great qualitative factor and reflect their business being chosen over your competition.
value to the company. A well planned, streamlined interview process
is pivotal to keep candidates engaged and
UNIVERSITY QUALIFICATIONS interested in your vacancy. Consistent,
transparent communication throughout the
process will help avoid awkward conversations
In previous years, work experience and transferable skills have been
at offer stage and strengthen your brand’s
enough to be selected as the successful candidate for an office
reputation. Creating a memorable experience
support role. However, in this competitive market, the decision of
from the very beginning is important to ensure
who to hire and why has needed to be more rigorous in order for
the candidate experience is pleasant, boosting
employers to make a decision between a strong shortlist. Diploma’s
the chance of a great candidate accepting your
and University Degree’s can help a candidate to demonstrate a
job offer over your others and reducing the
competitive edge and help convince an employer of the long term
chance of accepting a counter-offer.
time investment as well as growth potential.
Salaries are shown per month in thousands of Arab Emirates Dirham (AED) - basic, housing and transport.
42 43
TECHNOLOGY
3 ENTERPRISE ARCHITECT Chief Information Security Officer (CISO) 60 110 Lead Developer 25 35
IT Director 50 80 Blockchain Developer 30 50
4 ERP CONSULTANT
Head of IT 40 70 Back End Developer 18 27
5 CYBERSECURITY SPECIALIST
IT Manager 20 40 Senior Back End Developer 25 40
Full Stack Developer 20 35
ENTERPRISE APPLICATIONS
iOS Developer 18 25
Applications Director 40 80
IN-DEMAND SKILLS AND EXPERIENCE | INDUSTRY CHALLENGES Business Applications Manager 25 45
Android Developer 18 25
Front End Developer 12 22
Technical / Functional Consultant 20 35
Senior Front End Developer 22 38
STAKEHOLDER MANAGEMENT ERP Project Manager 20 45
.Net Developer 15 28
ERP Consultant 20 25
Java Developer 15 28
As technology advances, so too does the need CHALLENGE ERP Business Analyst 18 25
for effective stakeholder management. Today’s Skill Shortage: First, there is a severe shortage of qualified candidates. With Python Developer 20 35
businesses operate in a global market, and they ERP Support Analyst 10 14
the rapid expansion of the technology sector in recent years, the demand for IT
need to be able to engage with stakeholders across workers has far outstripped the supply. As a result, many companies are forced to TESTING
the world. This requires a deep understanding of BUSINESS ANALYSIS & PROJECT MANAGEMENT
compete for a limited pool of talent. Test Manager 25 35
technology and how it can be used to engage with PMO Leadership (Head/Manager) 35 70
stakeholders. It also requires an understanding Test Lead 20 25
of the different cultures and customs that may be
RECOMMENDATION IT Business Partner 35 55
QA/Test Analyst 15 20
involved. To be successful, businesses need to have One way to stay ahead of the curve is to invest in upskilling and reskilling your Programme Manager 35 80
a team of skilled professionals who can manage staff. By providing training and development opportunities, you can ensure that
Project Manager 25 60 CYBERSECURITY / INFORMATION SECURITY
these relationships effectively. By doing so, they can your employees have the skills they need to meet the demands of the modern
ensure that their business goals are met and that workplace. This can help to improve employee morale and motivation, as well Senior Business Analyst 25 45 Cybersecurity Architect 35 60
their stakeholders are satisfied. as boosting your company’s bottom line. In a competitive market, investing in Business Analyst 20 30 IT Security Manager 30 55
your workforce is essential for long-term success.
IT Security Engineer 20 40
INFRASTRUCTURE
ANALYTICAL CHALLENGE Security Analyst 15 25
Infrastructure Head / Director 40 70
Lengthy Recruitment Process: A lengthy recruitment process can be a SOC Manager 25 38
Technology has created a need for people who can problem for both employer and job seeker. For employers, it can lead to vacancies Infrastructure Manager 25 50
that stay open for too long, leading to lost productivity. For job seekers, it can be SOC Engineer 12 20
dissect data and identify patterns and trends. This Infrastructure Engineer 20 35
ability is essential for making sound decisions that frustrating to wait weeks or even months to hear back from a potential employer. Penetration Tester 18 40
can improve efficiency and bottom line. As a result, Network Engineer 15 25
Application Security Specialist 15 35
those with an analytical mind are in high demand, RECOMMENDATION Infrastructure Specialist 20 35
and their skills are well compensated. If you have Security Consultant 25 60
Be clear about the requirements of the position. Spend some time thinking about Service Delivery Manager 30 50
the ability to see the big picture and find solutions the essential skills and qualities that the successful candidate will need. This will Information Security Manager 25 45
to problems, then you have a valuable skill that is in help to ensure that only relevant applications are considered. Finally, don’t be TECHNICAL SERVICES Information Security Engineer 15 25
high demand. afraid to delegate. Ask trusted colleagues or members of the HR team to help with
shortlisting and interviewing. By taking these steps, it is possible to shorten the Technical Support Manager 20 40 Governance, Risk & Compliance (GRC) Manager 25 40
recruitment process and make it more efficient. IT Support Engineer 11 18
SOFTWARE DEVELOPMENT
Application Support Analyst 13 22
CHALLENGE
As the world becomes increasingly reliant on
Increasing Salaries: In recent years, technology-based salaries in the UAE CLOUD, DEVOPS, & ARCHITECTURE
technology, the demand for skilled software have been increasing rapidly. This is due in part to the country’s booming
developers is only going to grow. In the Middle economy and its growing reputation as a hub for technology and innovation. In Head of Enterprise Architecture 50 80
East, this demand is especially high. With so many some cases it is difficult for employers to remain competitive against the growing DevOps Lead 30 45
businesses and organisations turning to technology demands of IT experts.
to stay competitive, the need for talented software DevOps Engineer 20 30
developers is greater than ever. If you have the skills
and talents needed to develop software, you can be
RECOMMENDATION Solutions Architect 30 50
sure that you will be in high demand in the Middle While a base salary is essential to attracting and retaining talent, technology Site Reliability Engineer 18 25
East. With the right skills, you can build a prosperous companies in the UAE are increasingly offering benefits that go beyond simply
Cloud Architect 30 60
providing a pay check. For example, some firms offer flexible working to help
career in this rapidly growing region.
employees balance work and family responsibilities. In addition, many companies Enterprise Architect 35 60
offer fitness memberships, and other wellness benefits to help employees stay
healthy and productive. By offering these types of benefits, technology companies
in the UAE are able to attract and retain top talent, even in a competitive market.
Salaries are shown per month in thousands of Arab Emirates Dirham (AED) - basic, housing and transport.
44 45
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