PageGroup Salary Guide 2023 Switzerland en [PDF]

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SWITZERLAND 2023

SALARY GUIDE AND HIRING INSIGHTS

INDEX

FOREWORD ............................................................................................. 3 ABOUT US ...............................................................................................

4

SWITZERLAND’S JOB MARKET 2023 ..................................................

6

SALARY INCREASES - WHAT CAN BE EXPECTED IN 2023? JOB OUTLOOK 2023: HISTORICAL CANDIDATE SHORTAGE – AND HOW TO ACT UPON IT METHODOLOGY ................................................................................... 10 TRENDS BY SECTOR .........................................................................

11

BANKING & FINANCIAL SERVICES ..................................................... 12 ENGINEERING & MANUFACTURING ................................................... 15 ENVIRONMENTAL, SOCIAL & GOVERNANCE (ESG) ........................... 17 FINANCE & ACCOUNTING ................................................................... 19 HEALTHCARE & LIFE SCIENCES ......................................................... 21 HUMAN RESOURCES .......................................................................... 24 INFORMATION TECHNOLOGY ............................................................ 26 LEGAL & COMPLIANCE ......................................................................

28

OFFICE & MANAGEMENT SUPPORT ................................................... 30 PROCUREMENT & SUPPLY CHAIN .................................................... 32 PROPERTY & CONSTRUCTION ..........................................................

35

SALES & MARKETING ......................................................................... 37 CONTACT US ........................................................................................

39

A FOREWORD BY

YANNICK COULANGE

MANAGING DIRECTOR, PAGEGROUP SWITZERLAND

Dear Readers, Once again, Switzerland is an exception in Europe. Its inflation rate of 2.9% is significantly lower than that of the EU, which stands at 10.1% (as of December 2022). The dynamism of the job market has returned to its pre-crisis trend level in the country, with advertised jobs having increased by 8.5% year-on-year, according to the December Michael Page Swiss Job Index. While this is a cause for optimism, it also allows us to take a step back from a labour market that is in turmoil, bringing to the fore the need for an increased agility from companies. It is now time to talk about the significant impact this ferment is having on many organisations, and on their ability to meet salary expectations and to retain and attract talent.

Employee Value Proposition (EVP) matters more than ever According to our research (Michael Page Candidate Pulse Surveys) and frontline experience, employees have come to expect the option of working from home for at least two days a week. Those employers not offering a hybrid option, wherever possible, will lose employees and have trouble attracting new ones. Employees want to come into the office to maintain social links and improve communications with their colleagues. Most importantly, they want to feel listened to by their managers and recognised amongst their colleagues. Both large corporates and SMEs based in Switzerland have relied on their employees to create extremely successful products and services across key industry sectors, for instance, in health and life sciences, financial services as well as trading and logistics. As the competition for talent has increased, so has the probability of competitors approaching them. A strong corporate culture will reduce the likelihood of them leaving. A lot has been written about EVP and employer branding. But in the end, it comes down to being transparent about your offering including salaries, benefits and most importantly the organisational culture that is experienced and lived by employees. Any discrepancies between the offering and delivery will be carried to the outside through rating sites or social media. The stronger your corporate culture, the fewer gaps between branding and delivery. And as the current economic context is adversely affecting those most impacted by inflation, awarding a salary increase to the lower salaries, when possible, would send a strong positive message about your culture.

Future proofing your recruitment strategy It is now essential to adopt a more focused recruitment approach based on the nurturing and development of the new talents displaying the capacity to evolve and adapt, even if they don’t have the whole array of expected skills yet. Training is part of the response and takes over when traditional recruitment becomes too difficult. This is also the case when companies want to capitalise on the corporate culture and skills of people already involved and working in the organisation. Developing upskilling and reskilling approaches, aimed at anticipating the risks of skills obsolescence, and prioritising soft skills consideration among candidates, are crucial performance levers. It is also necessary to contribute to the emergence of young talents, but also to a better inclusion of women, seniors, people with disabilities and talents from minorities in all recruitment processes. To achieve this, we need to seek out skills from new and hidden pools of candidates by adapting our selection criteria and thus capitalising on different potentials, backgrounds, skills and behaviours. We are firmly convinced that recruiting differently is both a real challenge and a key success factor for future performance.

Take action on your ESG policies Environmental and social concerns also play a major part in choosing an employer. According to our latest study, in which we surveyed over 150 C-level executives and HR decision-makers in Switzerland, eight out of ten candidates choose a company with an Environment, Social and Governance (ESG) policy over those that don’t. ESG is not only the province of large corporates. SMEs also have the opportunity to show that they are doing something in this regard. Whatever your organisation is doing in this matter, highlight it at all key points of interaction during the recruitment process, on your website as well as across social media and internal communication forums such as “town halls” and team meetings. Be open to suggestions from your workforce. At PageGroup, we help our clients meet such challenges on a daily basis. For this reason, we have prepared our annual salary guide, covering 475 positions in 12 sectors, as well as practice-based guidance for optimising talent retention and recruitment. We wish you a positive, energetic start to 2023 and look forward to working with you to successfully navigate an increasingly complex recruiting environment. Wishing you a great read! Best regards, Salary Guide and Hiring Insights 2023 - 3

ABOUT US

Thanks to our worldwide renown expertise and more than 40 years of experience, including over 20 years specifically on the Swiss market, we help you find, recruit and retain the best qualified talents and candidates. Our local network and reactivity allow us to support your recruitment projects in a large variety of disciplines, everywhere across the country.

We answer all hiring needs: Permanent, Temporary, Interim Management, Contracting, Payrolling

We are experts in many sectors: over 14 disciplines represented by our teams

Highly reactive team: An answer within 48h

PAGEGROUP PageGroup is one of the world’s leading professional recruitment consultancies, specialised in candidate’s placement for permanent, contract, temporary and interim positions, and with clients around the world. The Group has operations in the UK, Europe, Middle East, Africa, Asia-Pacific and the Americas. Despite our international background, we cater to the needs of global as well as local clients. We offer a bespoke service for every recruitment need and employ consultants that are specialists in their respective area. Michael Page Switzerland is part of PageGroup. PageGroup recruits for all positions from entry level to executive level through our two brands in Switzerland: Page Executive and Michael Page.

Salary Guide and Hiring Insights 2023 - 4

ABOUT US OUR OFFICES

OUR SPECIALISED TEAMS

Around 100 recruitment experts at your disposal in the following 3 locations in Switzerland:

BANKING & FINANCIAL SERVICES ENGINEERING & MANUFACTURING

ZURICH

ENVIRONMENTAL, SOCIAL & GOVERNANCE (ESG) FINANCE & ACCOUNTING

LAUSANNE

HEALTHCARE & LIFE SCIENCES GENEVA

HUMAN RESOURCES INFORMATION TECHNOLOGY LEGAL & COMPLIANCE

98%

OFFICE & MANAGEMENT SUPPORT

CLIENT SATISFACTION SCORE

PROCUREMENT & SUPPLY CHAIN PROPERTY & CONSTRUCTION

CANDIDATE SATISFACTION SCORE

91%

SALES & MARKETING

CERTIFICATIONS

OUR 5 COMMITMENTS

Ethics

Local

Innovation

Reactivity

Partnership

Salary Guide and Hiring Insights 2023 - 5

SWITZERLAND’S JOB MARKET IN 2023 SALARY INCREASES - WHAT CAN BE EXPECTED IN 2023? By Jean-Baptiste Olagne, Client Engagement Director, PageGroup Switzerland

Rarely has the Michael Page Salary Guide been as exciting as 2023. The economic environment is unique. The pandemic, global supply chain bottlenecks and the Ukraine war, as well as the resulting energy crisis, have created uncertainty in the markets. Many decision makers are unsure how to adjust their employees' salaries.

Is Switzerland a special case when it comes to inflation? After more than ten years of annual inflation in Switzerland not exceeding 1%, the State Secretariat for Economic Affairs (SECO) expects an inflation rate of 2.2% in 2023, after having reached 2.9% in 2022 (forecast of December 2022). Compared to its European neighbors however, Switzerland is still in a privileged position. The strong Swiss Franc limits price increases for imported goods. Will companies now adjust their employees' wage increases to inflation? Probably not. General price increases mainly affect poorly paid employees. For this reason, a stronger adjustment of low salaries is to be expected. This increase of between two and 4%, which varies depending on the forecast, will not apply to all wage groups.

The top priority for most players remains securing and maintaining employment levels. For companies that have enough financial leeway, it's still advisable to increase wages, especially low ones.

Blaise Matthey, General Director, Federation of French-Swiss Businesses

Nevertheless, wage increases will follow, albeit in a more conservative range, i.e., between one and 3%. This increase will not be across the board, however, but will depend on the situation in the industry and mainly in the lower wage brackets.

The impact of the pandemic, the tensions in the supply of raw materials and the general inflation have different effects on Swiss companies. For this reason, it is important that decisions are made depending on the situation in the industry and the company. Marco Taddei, Member of the Executive Board, Swiss Employers Confederation (SEC)

There are many ways for companies to increase wages

Companies react differently to the situation The same forecast of SECO (December 2022), mentions a gross domestic product (GDP) of 2% in Switzerland in 2022. However, it should not be overlooked here that the situation varies greatly by industry and company, depending on how well they can absorb the increase in raw material and energy costs. On the other hand, the outlook into 2023 is still uncertain. SECO expects growth to slow to 1% and unemployment to rise by 0.1 percentage points.

But there are other ways for companies to increase the compensation of their employees. For this reason, several companies have decided to pay extraordinary bonuses in 2022 to compensate for price increases. This allows companies to temporarily adjust wages without jeopardising their financial structure in the coming years. The same option can be used by companies that have exceeded expectations to distribute profits. Employee benefits also help to build employee loyalty. These include, for example, improved occupational pension plans, contributions to health insurance premiums and coverage of public transport costs. Salary Guide and Hiring Insights 2023 - 6

SWITZERLAND’S JOB MARKET IN 2023 JOB OUTLOOK 2023: HISTORICAL CANDIDATE SHORTAGE – AND HOW TO ACT UPON IT The good news is that advertised jobs have increased by 8.5% year-on-year according to our latest survey1. The not so good news is that Switzerland is experiencing a historically high shortage of candidates. While inflation remains relatively low in the country, it is nevertheless important to manage expectations around salaries as it has a material impact on retaining and attracting talent. Salaries do not occur in a vacuum. Rather, they are driven by economic and job market trends. For this reason, we have outlined key factors that will impact both the job market in 2023, their likely impact and how to manage them for maximum positive outcomes.

SIX KEY TRENDS Historical candidates & critical talent shortage Rising salary expectations

Hybrid work is here to stay

Interim work will increase

Training and development programmes are paramount

ESG is a deciding factor in demand

Historical candidate & critical talent shortage Three factors have combined to produce one of the tightest candidate markets for some time; historically low levels of unemployment (2.5%), decreasing growth (GDP: 2%) and an increasing reluctance of candidates to take the risk of changing jobs. The uncertainty driven by the war in Ukraine, inflation, and a possible recession, with the potential for downsizing, means that candidates are more risk-averse and less willing to compromise on job offers. While the number of advertised jobs has grown across Switzerland by more than 8.5% in the last 12 months, demand exceeds supply for many specialist jobs. Many advertised job categories grew by over +20% in 2022. These included administration, logistics, IT, technical production, and financial specialists. This is expected to further increase the skilled labour shortage in 2023.

Rising salary expectations With inflation being an everyday media item, there is increased pressure on salaries. Those that can least afford it are most impacted. Our research2 shows that, at a minimum, candidates expect a salary increase at least every two years and over two out of five expect one every year. At the same time, we see a growth in industrial and manufacturing jobs as organisations seek to secure their supply chains with localized production. So, demand is increasing for production-related jobs including craftspeople and assembly specialists. As these jobs are not at top salary levels, it is especially important to offer appropriate wage and benefits packages. 1 2

Michael Page Swiss Job Index, December 2022 Candidate Pulse: quarterly research by Michael Page, surveying around 200 job applicants across Switzerland

Hybrid work is here to stay

70%

Candidates and employees expect to be given the option of working from both home and the office. Employers who do not offer hybrid working condi- Look for part/full tions will not only fail to attract time remote job talent, but also lose employ- Ideal remote-work schedule 2 days per week ees. This is especially the case with those 40 and under. Employers who do not offer a home office option are now outside of the norm and considered old-fashioned, apart from companies where employees must physically be present to conduct the work (e.g. production or maintenance).

Salary Guide and Hiring Insights 2023 - 7

SWITZERLAND’S JOB MARKET IN 2023 Our research shows that at least 70% of candidates look for hybrid part- or full-time jobs with an ideal of two days per week in the office.

Interim and temporary employment will increase In response to increased economic uncertainty including the war in Ukraine, inflation, and the energy crisis, we see accelerated growth in project and temporary work. Traditionally less popular in Switzerland compared to countries such as Germany and the United Kingdom, interim work has grown 8% year-on-year and is now the eighth largest job category in Switzerland, behind sectors such as IT, sales, and construction. It provides employees with opportunities to gain experience in new industries and ways of working while expanding their network. Employers have the benefit of someone who can do the job and control their costs with flexible contracts.

Training and development programmes are paramount The most important benefit for attracting and retaining employees is training and development. 70% of candidates identified this as important or very important in their choice of employer. However, less than half of the employees said that the issue was raised with them in the recruitment process. In addition, the key reason cited for leaving a company was the lack of career development opportunities. MOST ATTRACTIVE EXTRA BENEFITS $

Training & career development

Company pension plan

Financial advantages

ESG is a deciding factor in demand Environmental and social concerns increasingly influence the decision of whether a candidate chooses to work for an organisation. The younger the workforce, the more likely this is the case. The fact that a company has an Environmental, Social and Governance (ESG) policy can significantly heighten an employer’s attractiveness. This is especially important as by 2029 the Millennial and Gen Z will make up almost three-quarters of the workforce, according to research by Marsh & McLennan.

Salary Guide and Hiring Insights 2023 - 8

SWITZERLAND’S JOB MARKET IN 2023 APPROACHES FOR ADDRESSING THESE CHALLENGES Manage salary expectations and prioritise salary increases for those who are more impacted

Create an ecosystem to optimise employee retention

Structure and clearly communicate your training & benefits package

Ensure agile recruiting

Offer hybrid and flexible packages as far as possible

Take a long-term career development perspective

Manage salary expectations We recommend that leaders are transparent about what they can and can’t do with salary increases. If you can provide a salary increase, for example, to keep up with inflation, then we recommend that this is offered as a priority to those who are most severely impacted by inflation - those at the lower salary levels. If you cannot afford to offer salary increases due to rising costs, then it is important to clearly communicate about the situation with your employees. It is also helpful to offer other solutions such as adjustments after the inflationary peak, one-off bonuses where possible, and non-financial benefits including upskilling and reskilling opportunities.

Structure and clearly communicate your training and benefits packages Communication about training and development programmes should be delivered during the recruitment phase and continuously. It is also important to focus on learning and opportunities which help employees grow rather than relying solely on training programmes. Working on a project or shadowing a colleague may provide the best and most efficient platform for learning new skills compared to a classic training course.

Offer hybrid and flexible working conditions Even if employers mandate two days a week in the office, the fact that employees are provided with the options is paramount. Other flexible working models, such as interim, part-time and temporary work will also help to retain and attract employees.

Create an ecosystem to optimize employee retention While it is ultimately an employee’s decision to leave, there are several key practices that can be implemented to retain and attract talent. In addition to offering training and development as well as flexible working conditions, it is important to create an environment where employees feel

comfortable raising issues and discussing their career options. Even if they decide to leave the company, keep the options to return open. This includes having a transparent exit discussion and “offboarding” process as well as a programme to attract returning employees. According to our research, two thirds of candidates felt that returning programmes create a win-win situation.

Ensure agile recruiting Top candidates receive multiple offers. This is especially the case in the IT and healthcare and life sciences fields. In such recruiting situations, time is of the utmost importance. Employers who clearly manage expectations about the process and timing of the recruitment process will also have an advantage. Most candidates expect the post job-application process to be clearly communicated.

Take a long-term career development perspective We highly recommend that candidates take a strategic view about their career planning. While a salary increase from another employer may seem attractive, consider both the professional development options that they offer as well as how they plan to grow. For example, are they entering new markets or launching new products? From an employer's perspective, it is important to communicate your upskilling and reskilling programmes – especially around digitalisation – as well as other key benefits that will help candidates future-proof their skills.

Sought after skills and compensation packages in 2023 The 2023 Swiss job market outlook is positive, but the talent shortage means that clear communications about salaries and benefits are more important than ever. To support this process, the following Salary Guide 2023 outlines the most highly sought-after jobs, skills and associated compensation packages for 475 roles in all 12 key sectors.

Salary Guide and Hiring Insights 2023 - 9

SALARY STUDY SWITZERLAND 2023 METHODOLOGY Our salary and trends analysis benchmarks profiles on SME & Blue-Chip organisations with salary data until end of Q3 2022 across the entire territory of Switzerland for entry level up to executive positions. The 1,500+ placements we complete each year represent the primary source of information. This data is aggregated with the salary information provided by the +25,000 candidates we are meeting each year – excluding the ones who are not currently working in Switzerland. In case the sample of data gathered won’t be sufficient to provide with an accurate view on salary trends, we will use external source of information and metrics from our previous salary surveys and confront them to the overall perspective on salaries shared by our clients.   Due to the variety of missions we conduct each year, we present in this survey mid-point figures that may vary +/- 15% according to the company’s location, size, sector and benefits practices.   Due to the great diversity of bonus systems and processes in Swiss companies, all salaries listed are fixed annual salaries in thousands of CHF (kCHF) only (including lump sum if applicable).  

OUR EXPERTISE

18,400 >1,500 >420K INTERVIEWS LED IN 2022

LIVES CHANGED IN 2022

CANDIDATES IN OUR SWISS DATABASE

Salary Guide and Hiring Insights 2023 - 10

TRENDS BY SECTOR

Salary Guide and Hiring Insights 2023 - 11

BANKING & FINANCIAL SERVICES SECTOR TRENDS 2023 � Recruitment opportunities trends: Alternative investment departments look for talents in Private Equity, Venture Capital, Private Market, instead of traditional markets � New regulatory frameworks in financial services will lead to a market consolidation � The trend of sustainable investment is continuously growing � Higher recruitment demand in the trust industry

MOST IN-DEMAND SKILLS OR EXPERIENCE

MOST WANTED BENEFITS TO ATTRACT TALENT

Versatile profiles (IT skills, project management, technical skills)

Competitive salary

Local market experience

Flexibility / digital nomad (work-life balance, part time, home office, extra holidays, flexibility benefits, etc.)

Strong languages: German Speaker (even in Romandie), plus Spanish, Italian or Portuguese

Career path possibilities (internal mobility)

Soft skills (stable and committed person, team player)

Training & development opportunities

MOST WANTED POSITIONS

1

Risk & regulatory / compliance

2

Front office (investment, Portfolio Manager, Assistant Relationship Manager)

3

Finance (Accountants, Reporting Officers, tax, etc.)

Salary Guide and Hiring Insights 2023 - 12

BANKING & FINANCIAL SERVICES Due to the great diversity of bonus systems and processes in Swiss companies, we focus on fixed annual salaries in thousands of CHF (kCHF) for each position. Please note that all salaries listed below will vary according to the experience of the candidate but also the size of the company and its location within the Swiss territory. For more information, feel free to contact our experts.

JOB TITLE

MIN

AVG

MAX

JOB TITLE

ASSET MANAGEMENT

INVESTMENT BANKING

INVESTMENT ANALYSIS/RESEARCH

M&A ADVISORY

MIN

AVG

MAX

Fundamental Analyst

125

150

200

Analyst

80

100

120

Quantitative Analyst

115

145

160

Associate

120

135

170

Economist

120

150

190

Vice President

150

175

200

Director

180

220

250

Managing Director

240

280

350

PORTFOLIO MANAGEMENT Portfolio Operations Specialist

80

95

115

Client Reporting Specialist

110

125

140

Junior Portfolio Manager

90

110

130

TRUST

Equity Porfolio Manager

130

160

220

TRUST MANAGEMENT

Fixed Income Porfolio Manager

140

170

225

Trust Accountant

90

100

110

Portfolio Manager Multiasset Class

140

170

220

Trust Administrator

80

90

100

Quantitative Portfolio Manager

160

190

240

Trust Officer

100

110

120

Trust Manager

130

140

160

Trust Director

150

170

200

INVESTMENT MANAGEMENT CIO / Chief Investment Officer

220

320

450

Execution/Trading

115

130

160

Investment Advisor

120

145

180

PRIVATE BANKING

Manager Selection

120

140

180

RELATIONSHIP MANAGEMENT

RFP Specialist Investment Support (Marketing/RFP/CRM)

100

130

150

Relationship Manager Assistant

85

100

125

90

100

120

Junior Relationship Manager

95

110

130

Relationship Manager (Farmer)

120

140

160

Relationship Manager (Hunter)

165

220

320

Team Head Private Banking

170

200

220

Head Private Banking

250

340

500

Wealth Planner

150

180

210

SALES (INSTITUTIONAL & WHOLESALE) Sales Assistant / Support

80

95

100

Whole Sales

120

140

180

Institutional Sales (traditional asset classes)

120

140

180

Structured Products Sales

130

150

175

Sales Alternative Investments

130

150

180

Head Institutional Sales

200

250

330

CORPORATE & RETAIL BANKING RELATIONSHIP MANAGEMENT

PRIVATE EQUITY / PRIVATE MARKETS Analyst

85

100

120

Relationship Manager Assistant

70

85

100

Associate

120

130

140

Relationship Manager Retail Clients

80

100

120

Investment Manager

150

175

210

Branch Manager Retail

120

135

155

Investment Director

180

200

250

Relationship Manager SMEs

120

145

160

Managing Director

240

280

350

Relationship Manager Large & Mid caps

150

180

220

Senior Relationship Manager Multinationals

180

210

240

Managing Director (Corporate Banking)

240

280

340

Salary Guide and Hiring Insights 2023 - 13

BANKING & FINANCIAL SERVICES Due to the great diversity of bonus systems and processes in Swiss companies, we focus on fixed annual salaries in thousands of CHF (kCHF) for each position. Please note that all salaries listed below will vary according to the experience of the candidate but also the size of the company and its location within the Swiss territory. For more information, feel free to contact our experts.

JOB TITLE

MIN

AVG

MAX

Junior Compliance Officer

80

90

100

Compliance Officer

100

125

160

Head of Compliance

185

220

250

Legal Counsel

140

170

200

Head Legal / Chief Legal Counsel

200

250

330

Accountant

85

100

120

Senior Accountant

110

125

140

Head of Accounting

140

160

185

Financial Controller

120

140

160

Finance Director

170

190

250

CFO / Chief Financial Officer

200

250

360

Internal Auditor

110

130

150

Head of Internal Audit

165

190

210

Risk Manager (Market, Credit, Operational)

120

140

180

CRO / Chief Risk Officer

180

240

350

CORPORATE FUNCTIONS LEGAL & COMPLIANCE

FINANCE & ACCOUNTING

RISK & CONTROL

OPERATIONS Back Office (Cash/Settlement/ Reconciliation) Operations Manager

85

95

115

100

120

140

Head of Operations

140

160

180

COO / Chief Operations Officer

180

240

360

Tax Manager

130

145

170

Tax Director

185

235

280

Business Intelligence

110

135

160

Business Analyst

110

135

160

TAX

DATA / BUSINESS MANAGEMENT

Salary Guide and Hiring Insights 2023 - 14

ENGINEERING & MANUFACTURING SECTOR TRENDS 2023 � Extremely low unemployment rates for Engineering & Manufacting roles. The candidate shortage is stronger than in the last years, with lots of open positions for few qualified technical talents � The market is very dynamic. Good candidates are being approached by multiple employers and are involved in many recruitment processes at the same time. In a shortage market, companies which successfully attract the best talents have short decision making processes � Big pressure on salaries; salaries and benefits are starting to increase � The shortage of qualified labour in the Swiss market brings the need to look for talents abroad. The impact of high inflation in neighbouring countries reduces the attractiveness of a Swiss salary package � In a new post-pandemic reality marked by global uncertainty, candidates want to secure their financial and familiar situation, which can lead to more offers being rejected

MOST WANTED BENEFITS TO ATTRACT TALENT

MOST IN-DEMAND SKILLS OR EXPERIENCE Experience in a similar sector and adaptability to the Swiss market

Flexibility policies, e.g. part time, home office

Experience rather than education

Shared vision and fit with leadership values

Qualified engineers able to work on the field as well as on strategic matters

Company values and sensitiveness to ESG (Environmental, Social, Governance) and CSR (Corporate Social Responsability)

Alignment with the company's values and vision

Salary package

Experience in project management, very good coordination and communication skills

Visibility on career progression

MOST WANTED POSITIONS

1

Industrialisation

4

Automation Specialist

2

Production

5

Field Service positions

3

Quality

6

Mechanical Development

Salary Guide and Hiring Insights 2023 - 15

ENGINEERING & MANUFACTURING Due to the great diversity of bonus systems and processes in Swiss companies, we focus on fixed annual salaries in thousands of CHF (kCHF) for each position. Please note that all salaries listed below will vary according to the experience of the candidate but also the size of the company and its location within the Swiss territory. For more information, feel free to contact our experts.

JOB TITLE

MIN

AVG

MAX

Director/Plant Manager

145

182.5

220

Manager

110

135

160

Team Leader

90

110

130

Engineer

85

100

115

Technician

70

81

92

Manager

110

135

160

Team Leader

85

102.5

120

Engineer

80

105

130

Technician

75

85

95

Field Service Engineer

80

101

122

Technical Director

140

170

200

Team Leader/Manager

115

137.5

160

Engineer

82

106

130

Technician

65

77.5

90

Director

135

165

195

Team Leader/Manager

90

120

150

Engineer

85

103.5

122

Technician

67

81

95

INDUSTRIALISATION / PROCESS ENGINEERING / INDUSTRY 4.0 Team Leader/Manager

110

137.5

165

Engineer

80

100

120

Technician

70

84

98

Programme Manager

120

145

170

Technical Project Manager

85

112.5

140

PRODUCTION

MAINTENANCE

R&D / INNOVATION

QUALITY & EHS

PROJECT MANAGEMENT

Salary Guide and Hiring Insights 2023 - 16

ENVIRONMENTAL, SOCIAL & GOVERNANCE SECTOR TRENDS 2023 � 80% of candidates in Switzerland tend to choose employers with an ESG policy � 70% of the Swiss companies have set ESG as a focus for the year � 37% of Swiss companies have at least 1 person fully dedicated solely to the implementation of ESG initiatives within their organisation, out of which 40% report directly to the Executive Board � The rise of ESG trends is increasingly impacting the way Swiss companies operate, pushing for change and creating newly established ESG departments � ESG is now overseen by the companies' boards of directors, emphasising the importance of senior ESG employment in Swiss organisations � Investors and companies in Switzerland have experienced increased scrutiny, changes in regulation standards, as well as a higher demand for transparency in their quest to set and achieve their ESG goals, especially after the 2020 regulations

MOST IN-DEMAND SKILLS OR EXPERIENCE

MOST WANTED BENEFITS TO ATTRACT TALENT

Set the strategy to follow through on ESG agenda

Strong commitment to the ESG vision

Thought leader when it comes to ESG topics

Clearly defined budget allocation for ESG programme

Stakeholder management and act as a sparring partner to the Board

Culture and values of company

Knowledge of ESG trends across different regions and sectors

Hybrid working culture

Ethical values and behaviours aligned with ESG Hands-on ESG programme implementation experience Knowledge in ESG related certifications

MOST WANTED POSITION

1

Head of ESG at Corporate level

Salary Guide and Hiring Insights 2023 - 17

ENVIRONMENTAL, SOCIAL & GOVERNANCE Due to the great diversity of bonus systems and processes in Swiss companies, we focus on fixed annual salaries in thousands of CHF (kCHF) for each position. Please note that all salaries listed below will vary according to the experience of the candidate but also the size of the company and its location within the Swiss territory. For more information, feel free to contact our experts.

JOB TITLE

MIN

AVG

MAX

ESG Head / Director

200

240

290

ESG Lead / Manager / Senior

150

175

200

ESG Specialist

95

125

150

ESG Project Manager

90

115

140

Chief Sustainability Officer / Director

200

230

260

Sustainability Manager / Senior Manager

150

175

200

Sustainability Specialist

95

120

140

Head of Climate Change

120

145

170

Corporate Responsibility Head / Director Corporate Responsibility Lead / Manager / Senior Corporate Responsibility Specialist

160

180

220

120

140

160

90

110

120

Head of ESG Investments

210

250

320

ESG Director

170

190

210

ESG Manager

130

145

170

ESG Analyst

90

115

130

ESG CORPORATE FUNCTIONS

PAGEGROUP & SUSTAINABILITY GOALS FOR THE FUTURE PageGroup’s long-term commitment underpins our approach to environmental, social and governance and serves as the foundation of our refreshed ESG strategy. Our robust sustainability framework reflects our commitment to tackling climate change and delivering meaningful social impact. As a Group, we have linked our global sustainability strategy to the UN Sustainable Development Goals and have signed our commitment to the United Nations Global Compact.

ESG INVESTMENT FUNCTIONS

PAGEGROUP'S CERTIFICATIONS & AWARDS

Salary Guide and Hiring Insights 2023 - 18

FINANCE & ACCOUNTING SECTOR TRENDS 2023 � The demand for talent is still high within SMEs & Start-ups, with a need for versatile skills in Accounting/Controlling/Taxes/Treasury/Audit, etc. � Candidate shortage for specialists (all seniority) and junior to mid-level managers, which generates inflation on salary packages � High mobility among Senior Managers & CFOs creating strong competition and allowing recruiting companies to be more selective � Recruitment processes tend to become longer due to risk aversion: as companies seek to meet more candidates to ensure the right pick, they add more steps to evaluate them, making it more difficult to reach consensus � Raising needs for Interim solutions to cover specific projects and market uncertainty

MOST WANTED BENEFITS TO ATTRACT TALENT

MOST IN-DEMAND SKILLS OR EXPERIENCE Analysing & visualising data

Flexible working environment (work-life balance, part time, home office, flexibility benefits, etc.)

Strong communication, critical thinking, deep understanding of the business

Competitive salary packages including superior variable portion

Adaptability to change & resilience

ESG as a crucial part of the EVP

Continuous consideration of new career directions and learnings

Continuous attractiveness of Switzerland favors organisational stability in the region

Upskilling professionals to position finance for ESG performance tracking Local experience with international exposure, especially to IFRS & US GAAP standards

MOST WANTED POSITIONS

1

Financial / Manufacturing / Business Controllers with BI skills

3

Qualified Accountants: Brevet Frederal, Fachausweis / CPA

2

Allrounder Finance Managers

4

Finance talents supporting company's growth, including investors relations

Salary Guide and Hiring Insights 2023 - 19

FINANCE & ACCOUNTING Due to the great diversity of bonus systems and processes in Swiss companies, we focus on fixed annual salaries in thousands of CHF (kCHF) for each position. Please note that all salaries listed below will vary according to the experience of the candidate but also the size of the company and its location within the Swiss territory. For more information, feel free to contact our experts.

JOB TITLE

MIN

AVG

MAX

JOB TITLE

MIN

AVG

MAX

BLUECHIPS / MULTINATIONALS

SMALL & MID SIZED ENTERPRISES (SME) Finance Director

160

190

220

SENIOR LEADERSHIP

Deputy Finance Director

140

160

180

Chief Financial Officer

280

360

450

Head of Controlling

130

155

180

VP Finance / Controlling

250

300

350

Finance & Accounting Manager

130

145

160

Regional Finance Director

200

240

280

Deputy Finance & Accounting Manager

120

130

150

Group Financial Controller

180

230

280

Chief Accountant - Team leader

110

125

140

Business / Manufacturing controller

85

120

140

Financial Controller

85

110

140

Consolidation Manager

140

155

170

Accountant - Sole contributor

90

105

120

Accounting Manager

120

140

160

Business / Financial Analyst

85

100

120

Senior Accountant

100

115

130

Junior/ Assistant accountant

65

75

85

GL Accountant

90

105

120

AP / AR Accountant

75

85

95

AUDIT & FIDUCIARIES External Auditor - Big 4 - Manager / Senior Manager External Auditor - Big 4 - Assistant / Senior / Assistant Manager Assistant Accountant

115

130

160

75

85

105

55

65

80

Senior Fiduciary Accountant

85

100

120

Fiduciary Accountant

65

80

90

Tax Specialist

85

95

115

ACCOUNTING ROLES

FINANCIAL PLANNING / CONTROLLING ROLES Financial Controlling Manager / 160 195 Group Controller Financial Planning & 150 170 Analysis (FP&A) Manager Financial Controller 120 135

230 190 150

Manufacturing Controller

85

100

140

FP&A / Business Analyst

90

105

130

Head of Internal Audit - Compliance

190

230

260

Internal Audit Manager

140

150

170

(Senior) Internal Auditor

100

115

130

Tax Director

200

230

270

Tax Manager

150

165

180

VAT Manager

130

150

160

Tax Specialist / VAT Specialist

90

105

120

Transfer Pricing Specialist

100

125

150

Group Treasurer

200

230

270

Treasury Manager

125

145

165

Treasury Analyst

85

110

120

Credit Manager

100

120

130

Credit / Cash collection

70

80

90

Payroll Specialist

85

98

110

Project Finance Manager

130

145

160

AUDIT

TAX AND SPECIALIST ROLES

Salary Guide and Hiring Insights 2023 - 20

HEALTHCARE & LIFE SCIENCES SECTOR TRENDS 2023 � As the acquisition for candidates is intensifying, talent's attraction and retention is increasingly becoming a strategic priority. Internal mobility, remote work and acquiring talent from other industries are common actions and strategies to broaden the talent pool � Digitalisation is on everyone's focus as a means to increase efficiency and reduce costs, driving change in the demand for talent � The life sciences sector is still trending towards a model of prevention and diagnosis, making it high-growth opportunities for the industry � The biotech sector keeps being an integral part of the innovation in the industry, although investments attained a steadier pace than during the pandemic � Market access, reimbursement and regulatory affairs are on the spotlight due to budget pressures and new legislation related to drug pricing, bringing strong attention to alternative pricing models, underpinned by RWE � An increased number of start-ups are coming closer to commercialisation stage, leading to a higher demand for commercial profiles

MOST IN-DEMAND SKILLS OR EXPERIENCE

MOST WANTED BENEFITS TO ATTRACT TALENT

Skilled temporary workers on technical functions

Flexibility (home office, part time and flexible hours)

Specific industry or therapeutic area knowlege (rare disease, immunology, oncology)

Growth and long-term perspectives

Trilingual candidates for local roles

Innnovative products and business models

Digital Proficiency

Benefits are equally important to wages

Entrepreunarial and hands-on approach, even for senior roles Loyalty

Adaptability

Salary Guide and Hiring Insights 2023 - 21

HEALTHCARE & LIFE SCIENCES Due to the great diversity of bonus systems and processes in Swiss companies, we focus on fixed annual salaries in thousands of CHF (kCHF) for each position. Please note that all salaries listed below will vary according to the experience of the candidate but also the size of the company and its location within the Swiss territory. In the German-speaking part of Switzerland, salaries in Healthcare & Life Sciences tend to be 10 - 15% higher than in the French-speaking part. For more information, feel free to contact our experts.

JOB TITLE

MIN

AVG

MAX

SALES

JOB TITLE

MIN

AVG

MAX

MARKETING

Sales Representative / Account Manager

90

115

140

VP Marketing

220

270

320

Key Account Manager

110

125

140

Product Manager

100

125

150

National Sales Manager

140

160

180

Brand Manager

100

125

150

Commercial Director

160

190

220

Market Research Manager

115

145

175

Export/Channel Manager

110

140

170

Marketing Manager

150

165

180

Business Unit Manager

160

205

250

Marketing Director

170

210

250

Sales Force Effectiveness Specialist

120

150

180

Training and Education Specialist

110

120

130

Commercial Excellence Manager

150

175

200

Digital Marketing Manager

120

140

160

Business Development Manager

130

155

180

Director Quality

190

210

230

QUALITY & REGULATORY AFFAIRS RESEARCH & DEVELOPMENT Head of Research and Development / Chief Scientific Officer Formulation Specialist

160

185

210

Director Regulatory Affairs

190

220

250

90

100

110

Quality Technician

70

80

90

Formulation / R&D Project Manager

110

130

150

Quality Engineer (QA/QC/QS)

90

105

120

Laboratory Supervisor

120

135

150

Quality Manager

120

140

160

Pharmacovigilance Manager

120

140

160

Regulatory Affairs Specialist

85

105

120

R&D Engineer (Medical Devices)

100

115

130

120

140

160

R&D Manager (Medical Devices)

120

135

150

Regulatory Affairs Manager Post Market Surveillance & Vigilance Specialist Qualified Person (QP) / FvP

80

95

110

130

155

180

CLINICAL Global Clinical Leader

230

265

300

Global Head Clinical Operations

200

225

250

Clinical Trials Assistant

70

85

100

Clinical Research Associate

80

95

110

Lead Clinical Research Associate

100

115

130

Clinical Trials / Project Manager

110

130

150

Clinical Sciences Leader

120

145

170

Clinical Pharmacologist

110

135

160

Salary Guide and Hiring Insights 2023 - 22

HEALTHCARE & LIFE SCIENCES Due to the great diversity of bonus systems and processes in Swiss companies, we focus on fixed annual salaries in thousands of CHF (kCHF) for each position. Please note that all salaries listed below will vary according to the experience of the candidate but also the size of the company and its location within the Swiss territory. In the German-speaking part of Switzerland, salaries in Healthcare & Life Sciences tend to be 10 - 15% higher than in the French-speaking part. For more information, feel free to contact our experts.

JOB TITLE

MIN

AVG

MAX

Chief Medical Officer

200

250

330

Market Access Head

180

230

280

Scientific Communication Manager

110

125

140

Medical Information Manager

110

125

140

Medical Writer

80

95

110

Medical Science Liaison

110

125

140

Medical Advisor/Manager

140

160

180

Medical Affairs Manager

130

145

160

Medical Affairs Director

160

190

220

Medical Director

180

210

240

Market Access Manager Health Economics / Outcome Research Manager Professional & Education Manager

140

160

180

140

160

180

120

145

170

Clinical Application Specialist

100

120

140

Production Director

180

205

230

Site Head

220

285

350

Production Technician

65

78

90

Production Manager

110

125

140

Technical Operation Manager

120

135

150

Industrialisation Engineer

90

105

120

Industrialisation Manager

120

140

160

Method / Process Engineer

90

105

120

Method / Process Manager

125

138

150

Continuous Improvement / LEAN Engineer

100

115

130

Field Service Engineer

90

110

130

MEDICAL

MANUFACTURING

Salary Guide and Hiring Insights 2023 - 23

HUMAN RESOURCES SECTOR TRENDS 2023 � Employee retention is a big concern � Soft skills of HR BP / Managers are keys to face the new normal � Topics such as ESG (Environmental, Social & Governance) and DEI (Diversity, Equity & Inclusion) are part of Employer Branding or HR Strategy � Most candidates decline if no remote work is offered � Digitalisation and transformation projects are common

MOST IN-DEMAND SKILLS OR EXPERIENCE

MOST WANTED BENEFITS TO ATTRACT TALENT

Solid expertise in HR Operations

Salary as highest priority

Language skills (German, English, French)

Flexible working

Talent acquisition skills

Company values and programmes (ESG, DEI)

Good business acumen, proactive attitude and ability to manage uncertainty

Autonomous / impactful HR

Strong ability with data and systems

MOST WANTED POSITIONS

1

Talent Acquisition Specialist

2

Payroll

3

HR BP with German

4

HR Generalist

Salary Guide and Hiring Insights 2023 - 24

HUMAN RESOURCES Due to the great diversity of bonus systems and processes in Swiss companies, we focus on fixed annual salaries in thousands of CHF (kCHF) for each position. Please note that all salaries listed below will vary according to the experience of the candidate but also the size of the company and its location within the Swiss territory. For more information, feel free to contact our experts.

JOB TITLE

MIN

AVG

MAX

MULTINATIONAL COMPANIES

JOB TITLE

MIN

AVG

MAX

TALENT ACQUISITION

Senior Vice President / Chief HR Officer

240

300

400

Director

180

210

240

Vice President HR

240

280

320

Manager

130

150

180

HR Director - Head of HR

180

230

280

Specialist

90

110

130

Global HR Business Partner HR Business Partner EMEA / People & Culture Manager HR Generalist

160

200

240

130

155

180

TALENT DEVELOPMENT

90

115

130

160

195

230

HR Assistant

70

80

90

Director Change Management / Organisational Development Manager Manager

150

180

220

120

140

180

Specialist

90

110

130

COMPENSATION & BENEFITS Director

180

230

280

Diversity & Inclusion Specialist

90

100

110

Manager

130

170

180

Employee Experience Manager

90

110

125

HR Operations Manager

110

135

155

Payroll Manager

110

130

150

SMALL & MEDIUM SIZE COMPANIES

Specialist

100

120

130

HR Director

140

180

220

HRIS Specialist

90

120

150

HR Manager / Local HR Business Partner

120

140

160

HR Operations Specialist

90

110

115

Payroll Manager

100

115

140

Mobility Specialist

90

100

120

HR Specialist / HR Generalist

85

110

120

HR Controller

90

100

110

Recruiter

75

100

120

Payroll Specialist

90

100

115

HR Assistant

70

80

85

Salary Guide and Hiring Insights 2023 - 25

INFORMATION TECHNOLOGY SECTOR TRENDS 2023 � In the IT sector, salaries continue to grow overall, with talent retention remaining a top issue for companies � Instead of applying to jobs, candidates nowadays expect to be contacted directly. As "head-hunting" is becoming increasingly more important and complex, it is essential to stand out when contacting a potential candidate, who must be strongly convinced by the proposition and is less willing to waive their demands � Candidates are giving more and more importance to their employer's brand and the company's reputation/activities, and are actively keeping themselves informed about it (through social media, news, websites, etc.) � A company's recruitment process, as well as its team and management style will be even more of a differentiating element and decisive factor for candidates when taking their final decision � Work-life balance is now the core of concerns: it is no longer a benefit or a luxury, but a necessity that has become the norm. Candidates expect work flexibility, which can include home office, part time, flexible hours, a 4 days work week, etc. � Timeliness and reactivity are key to a successful recruitment, as candidates might be in various recruitment processes at the same time due to the current skills shortage

MOST IN-DEMAND SKILLS OR EXPERIENCE

MOST WANTED BENEFITS TO ATTRACT TALENT

Similar industry experience

Flexibility: Home office, hours, location

Experience within international and local companies

Exciting and innovative projects

Hard skills and soft skills equally important

Long-term perspectives

Highly specialised on the company stack

Opportunity to acquire new skills

MOST WANTED POSITIONS

1

Developer (Web and Software)

2

Infrastructure Engineer

3

IT Business Analyst

Salary Guide and Hiring Insights 2023 - 26

INFORMATION TECHNOLOGY Due to the great diversity of bonus systems and processes in Swiss companies, we focus on fixed annual salaries in thousands of CHF (kCHF) for each position. Please note that all salaries listed below will vary according to the experience of the candidate but also the size of the company and its location within the Swiss territory. For more information, feel free to contact our experts.

JOB TITLE

MIN

AVG

MAX

JOB TITLE

MANAGEMENT

INFRASTRUCTURE

SENIOR MANAGEMENT

SYSTEM / NETWORK

MIN

AVG

MAX

Chief Information Officer (CIO) 

180

250

350

System Administrator / Engineer

90

110

135

Head of IT / IT Director

160

190

240

Database Administrator

110

130

150

Chief Digital Officer (CDO)

200

230

300

Network Engineer

110

130

150

Chief Information Security Officer (CISO)

170

220

280

Security Engineer

100

130

150

IT Manager

120

140

160

SUPPORT / HELPDESK Helpdesk Specialist (level 1) Support Engineer / Technical Analyst (levels 2-3) Desktop Engineer / Technical Analyst

70

80

85

75

90

105

85

95

110

PROJECT MANAGEMENT Programme Director / PMO

140

170

200

Project Manager

110

140

180

Business Analyst

100

125

160 DATA

DEVELOPMENT

DATA MANAGEMENT

SOFTWARE DEVELOPMENT

Data Scientist

100

130

180

Architect Developer

130

150

170

Data Engineer

85

115

130

.NET Developer

90

120

135

Data Analyst

75

90

110

Java Developer

90

120

150

BI Specialist

80

110

140

DevOps Engineer

100

125

140

Embedded Software Developer

90

115

140

Testing Specialist / QA

95

120

135

Full-stack Developer

85

115

130

Back-end Developer

80

110

130

Front-End Developer (JS)

75

105

120

ERP Business Analyst

110

135

150

ERP Project Manager

120

150

180

WEB DEVELOPMENT

ERP

Salary Guide and Hiring Insights 2023 - 27

LEGAL & COMPLIANCE SECTOR TRENDS 2023 � Legal applicants in Switzerland evolve in a candidate driven market: strong profiles receive multiple offers � Bar qualified (Swiss or international) candidates can expect 10 to 20% higher wage (applicable for legal counsel to senior legal counsel roles) � Many companies are looking for experienced candidates working under multiple jurisdictions. A knowledge in common law and civil law is a strong advantage � Increasing demand for data protection roles in 2022, with an even higher demand to be expected in 2023 due to new local regulations

MOST IN-DEMAND SKILLS OR EXPERIENCE

MOST WANTED BENEFITS TO ATTRACT TALENT

Specific skills and experience for more specialised positions especially for senior profiles (specific industry knowlegde, data protection, commercial contracts experience…)

Competitive base salary Flexible working (home office, flexible working hours, part time)

Strong business partner skills and ability to anticipate

Pleasant working environment / Team work

Excellent command of English (fluent to bilingual) and minimum one additional language (French, German)

Growth and long term perspectives

Strong negociation and leadership skills Exciting projects

Junior profiles: versatile, eager to learn, capacity to handle a high volume of commercial contracts

Acquisition of new skills

Experience in an international environment Additional benefits are more considered (LPP, transport, health insurance, additional holidays)

MOST WANTED POSITIONS

1

Inhouse Legal Counsel & Senior Legal Consel

3

Compliance roles

2

Paralegal (Corporate /Commercial)

4

Data protection positions

Salary Guide and Hiring Insights 2023 - 28

LEGAL & COMPLIANCE Due to the great diversity of bonus systems and processes in Swiss companies, we focus on fixed annual salaries in thousands of CHF (kCHF) for each position. In Legal & Compliance (inhouse roles), the average bonus ranks from 10 to 20%. Bonuses are split between the company and the employee performance. Bonuses are awarded from Senior Legal Counsel roles. General Counsels / Head of Legal can benefit from long term incentives on top of their bonuses. Please note that all salaries listed below will vary according to the experience of the candidate but also the size of the company and its location within the Swiss territory. For more information, feel free to contact our experts.

JOB TITLE

MIN

AVG

MAX

Legal Secretary (without law education)

65

70

90

Paralegal

72

85

100

Newly Qualified (0-2 years)

90

105

120

Associate (3