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1、2021 MAINLAND CHINASALARY STUDYUnleashing Talent,Enabling Entrepreneurs.2021 CGP集團中國大陸薪酬分析CONTENTCOVID Insight 疫情洞察How COVID impacts our work in 2020 疫情下的2020年職場The truth about flexible working 數據里的靈活辦公真相Executive Summary-Mainland China 中國大陸地區概述Salary Trends-Mainland China 中國大陸地區薪酬趨勢Consumer 消費品Desi

2、gn&Property 地產與設計Electronics 電子工業Emerging Technology&Internet 新興技術與互聯網Energy 能源Financial Services 金融服務Healthcare 醫療健康Legal&Compliance 法務與合規Life Science 生命科學Machinery 機械制造Pharmaceutical 制藥Retail&Luxury 零售與奢侈品Semiconductor 半導體Travel&Leisure 旅游與休閑0407101621263038404448515761657074目錄23CGP Salary Trends/

3、ContentCGP Salary Trends/Content2020How COVID impacts our work inCovid InsightWritten by Sean Ng,Co-founder&MD Asia PacificVast numbers of employees now work remotely,and its too late to develop a set of remote-work policies if you didnt already have one.But there are ways to make the remote-work ex

4、perience productive and engaging for employees and the organization.“At most organizations,scenario planning focuses on the necessary operational responses to ensure business continuity.Few of these plans address the ability or bandwidth of employees to focus on their work,”says Brian Kropp,Distingu

5、ished Vice President,Research,Gartner.HR should help managers with nine specific activities to ensure employees get the requisite support to tackle the emotional roller coaster of this crisis and are productive and engaged.Use both direct conversations and indirect observations to get visibility int

6、o employees challenges and concerns.Use every opportunity to make clear to employees that you support and care for them.To facilitate regular conversations between managers and employees,provide managers with guidance on how best to broach sensitive subjects arising from the COVID-19 pandemic,includ

7、ing alternative work models,job security and prospects,impact on staffing and tension in the workplace.Make sure employees have the technology they need to be successful,which may be more than just a mobile phone and laptop.For example,if you expect employees to attend virtual meetings,do they have

8、adequate cameras?Even if you dont have an extensive set of technology and collaborative tools available,you can equip employees to function effectively when remote.But dont just assume that people know how to operate with virtual communications or are comfortable in that environment.Acknowledge that

9、 virtual communications are different and wont be perfect but should still be professional and respectful of others.Be mindful that virtual communications may be less comfortable and effective for some,and coach employees on when and how to escalate ineffective virtual exchanges.For example,if you h

10、avent settled an issue in six emails,the conversation may need to be elevated to a virtual meeting to get closure.Two-way dialogue between managers and employees ensures that communication efforts help,rather than hurt,engagement.Gartner research shows that employees understanding of organizations d

11、ecisions and their implications during change is far more important for the success of a change initiative than employees“liking”the change.Two-way communication with managers and peers provides employees with the information and perspective they need,and enables them to express and process negative

12、 emotions and feel more in control.Managers can create opportunities for two-way dialogues that focus on a realistic picture of both the positive and negative implications of the current COVID-19 outbreak.“The best thing you can do as a manager right now is to suspend your disbelief and put utmost t

13、rust and confidence in your employees that they will do the right thing which they will if employers provide a supportive structure,”says Kropp.Managers may be concerned and even frustrated to lose the constant visibility they once had into their employees,but dont respond by micromanaging.That will

14、 only disengage and fatigue already stressed employees.Dont fixate on perceived performance problems;youll have plenty of time to lean on established performance management systems once the height of the crisis abates.“Even before this crisis,employers were increasingly treating employees as key sta

15、keholders.During this crisis,you can show employees that you plan to look out for them for the long haul.”says Kropp.Many companies have spent the past couple of years building a set of values that describe how much they care about their employees,and how its important for them to create great lives

16、 and experiences for their employees.Make sure to reinforce these values with employees.Also continue to model the right behaviors and encourage employees to call out unethical conduct.During periods of uncertainty,employee misconduct increases by as much as 33%.Remind employees of the channels for

17、reporting misconduct and highlight punitive measures for noncompliance.This will promote work well-being which has a huge impact on feelings ofpsychological safety.Role definitions may start to fall apart during the disruption,leaving employees unsure of where to focus.Focus on what employees should

18、 be accomplishing.Emphasize objectives over processes to create greater clarity for employees and drive greater engagement levels.“One of the top engagement drivers for employees is seeing their work contribute to company goals,”says Kropp.“Employees who feel confident about the importance of their

19、job to the success of the organization feel less anxious about their job security.”In the remote landscape,where many people are juggling work and family commitments in their own homes,enable employees to complete their work in ways that are easiest and most productive for them.Your 9 a.m.team meeti

20、ng may have to go or you may have to forgo a lengthy approval process.Schedule collaboration at a mutually agreeable time,and lean on virtual tools wherever possible.Providing flexibility empowers teams to complete their assignments in their own way.“As a manager,you have to stop paying attention to

21、 the process and pay more attention to what things are getting done.Just talk to your team about what you want them to accomplish,”says Kropp.“During periods of disruption,employees desire for being recognized for their contribution increases by about 30%,”says Kropp.Effective recognition not only m

22、otivates the recipient,but serves as a strong signal to other employees of behaviors they should emulate.Recognition doesnt need to be monetary;consider public acknowledgment,tokens of appreciation,development opportunities and low-cost perks.Managers at organizations facing a slowdown can take this

23、 opportunity to provide development opportunities to employees who normally do not have capacity.Managers previously identified employees work and contributions within the traditional office space,but they are now required to recognize more with less visibility.Remote workers and managers have limit

24、ed unintentional interactions and fewer group interactions where colleagues can meet and share stories.Given the lack of visibility in a remote environment,try to improve your monitoring techniques and relationships with direct reports.Use simple pulse surveys to ask specific questions or track outp

25、ut to collect data and find areas of recognition.By meeting with employees virtually and asking what barriers they have overcome or ways peers have helped them,you can identify elements to recognize,thank and share the accomplishments of teams and their members.With businesses sheltering in place am

26、id high levels of uncertainty,managers and employees may understandably become more risk-averse.“Theres a natural hesitancy among employees during disruptive times to be afraid to try something new,”says Kropp.But its during such times that innovation and risk-taking become even more important for e

27、mployee engagement and organizational success.The disengaging effect of constraints on innovation and risk-taking are particularly severe for high-potential(HIPO)employees,who tend to have a stronger desire for these types of opportunities.Even when the organization has constraints on new investment

28、s,managers can emphasize the need and provide opportunities forincremental innovationor process improvements.Provide opportunities to share successes and safety for potential failures.The confines of social distancing mean that when employees take a risk and succeed in improving their productivity,o

29、nly a few connections can build on that success.Make an effort to highlight the value of employees continuing to scale their activities,and ensure that any risks are worthwhile.45CGP Salary Trends/Covid InsightCGP Salary Trends/Covid Insight在大多數員工遠程辦公的情況下，如果此時還沒有一套適用的遠程辦公政策，恐怕為時已晚。對于員工和企業來說，以下這些方法可以

30、使遠程工作更高效、員工參與度更強?！按蠖鄶灯髽I的政策側重于響應必要的運營需求，以確保業務連續性。這些策略很少能解決員工專注于工作的能力問題，”Gartner研究副總裁Brian Kropp說。企業人力資源部門應協助管理層開展十項具體舉措，確保員工獲得必要的支持，更好地應對危機中的情緒過山車，并保持生產力和敬業精神。警惕員工負面情緒通過對話和觀察來了解員工面對的挑戰和顧慮。抓住每一個機會，向員工明確表示對他們的支持和關心。為了提高管理者和員工之間的溝通效果，請向管理人員提供溝通指南，在討論新冠引起的敏感話題方面給予建議，這些話題包括遠程工作模式，工作安全和發展前景，通常會影響人員配備以及工作氛圍

31、。武裝你的員工為員工提供基本的辦公設備，不僅僅是手機和筆記本電腦。例如，如果你希望員工參加線上視頻會議，那么你是否為他們配備了攝像頭？即使沒有大量辦公設備和協作工具，你也可以使員工有效的進行遠程工作。但是，請不要對此設置過高的期待，不要提前預設員工可以高效順利的進行遠程溝通。你需要認識到遠程溝通方式是有所不同的，而且不甚完美，但溝通仍應該秉持專業度和尊重。請注意，遠程溝通對某些人而言可能不夠舒適和有效，公司需要指導員工何時以及如何升級無效的遠程溝通。例如，用六封電子郵件無法解決的問題，則可能需要將對話升級為在線視頻會議。保持對話管理者和員工之間的雙向對話可確保溝通效果，并提高員工參與度。Gar

32、tner研究表明，對于變革的成功，員工對組織決策及其在變革中的影響的理解遠比員工“喜歡”變革更為重要。管理者與員工之間的溝通為員工提供了他們所需的信息和視角，使他們能夠表達和處理負面情緒，并能更好地管理自己。管理者應該為雙向對話創造機會，全面了解當前新冠爆發的正面和負面影響。信任你的員工Kropp說：“作為管理者，你現在最該做的事情是暫時放下疑慮，對員工展示最大的信任和信心，雇主只要提供支持與信任的工作環境，員工將會做正確的事情?！坝捎跓o法像過去一樣見到和監督員工工作，管理者可能會擔心甚至沮喪。但是請不要通過管理舉措來向員工施壓，那只會使已經緊張的員工疲勞、減少他們的歸屬感。不要過于專注潛在的

33、業務問題，一旦危機加劇，您將有足夠的時間依靠已建立的績效管理系統。強化組織價值觀“即使在這場危機之前，雇主也越來越多地將員工視為企業股東。這次危機，是可以向員工展示企業打算長期培養他們的機會，”Kropp說。在過去幾年中，許多公司已經建立了一套價值觀，體現了對員工的關心，以及為員工創造美好的生活和工作經驗的重要性。請確保再次與員工一起強化這些價值觀。持續將員工正確的行為立為典范，并鼓勵員工舉報不道德的行為。在不確定的時期，員工的不當行為會增加33。將公司的舉報渠道提醒給員工，并強調違規行為的懲罰措施。這將促進員工的工作幸福感，產生巨大的心理安全感。確認清晰的工作目標疫情期間，對于崗位角色的定義

34、可能會開始出現落差，從而使員工不確定要在哪些方面集中發力。這個時候應該專注于員工應該完成的工作。在流程上強調目標，以使員工更加清晰，并提高參與度。Kropp說：“員工參與度的關鍵評價因素是他們的工作對公司目標實現所做出的貢獻。清晰自己工作的重要性，并自信自己的工作成果能影響整個企業的成功，這樣的員工往往不會對自己的工作安全產生焦慮?！皩Ｗa出而不是過程居家辦公時，許多人不免在忙于工作的同時，需要處理家庭瑣事，企業應該讓員工能夠以最簡單，最高效的方式完成工作。你上午9點的團隊會議可能會取消，你也許需要放棄冗長的批準流程。在雙方協同好的時間安排合作，并盡可能使用在線工具。提供靈活性使團隊成員能夠以

35、自己的方式完成任務?！白鳛楣芾碚?，您必須停止關注工作流程，更多地關注正在完成的事情。只需與你的團隊討論你希望他們完成的任務，”Kropp說。增加認可度Kropp說：“在不確定時期，比以往多了三成的員工更渴望自己的成就得到認可?！庇行У恼J可不僅可以激勵相關員工，而且可以鼓勵其他員工進行效仿。認可不一定是物質性的，可以考慮公眾認可效應，提供發展機會和低成本福利。面對企業的增長節奏放緩，管理者可以利用此機會向通常沒有相應能力的員工提供發展機會。搜集數據，找出值得認可的部分在傳統辦公環境，管理者可以確定員工的工作和貢獻，但現在要求他們看不到員工工作狀態的環境下了解員工的工作。遠程辦公的員工和管理者的潛

36、在交互受到限制，同事們見面、分享故事的群體交互越來越少。遠程辦公不同于傳統辦公，請嘗試使用直接報告來提高監督方法和員工關系。使用簡單的調查，來詢問特定問題或跟蹤工作成果來收集數據，并找到值得認可的方面。通過與員工進行視頻會議，詢問他們所克服的障礙，和需要幫助方面。你可以因此確定你對員工認可的部分，感謝和分享團隊和成員的成就。鼓勵創新可以肯定的是，由于企業在高度不確定性的情況下運營，管理者和員工可能會變得更加規避風險。Kropp說：“在高風險時期，員工會自然而然地害怕嘗試新事物?！钡窃谶@種時期，創新和冒險精神對于員工敬業度和企業成功變得更加重要。對創新和冒險精神的約束對高潛力的員工的敬業度大打

37、折扣，他們往往對這些類型的機會有更強烈的需求。即使企業在新投資方面需要再三考量，管理者也應該釋放積極態度，可以強調對創新或流程改進的需求，并表示可以為員工提供發展的機會。提供分享成功和潛在失敗的機會。社會疏離的界限意味著，當員工冒險并成功提高生產力時，只有少數人可以建立這種成功。企業應該向員工強調繼續進行當前工作的潛在價值，并確保所有風險都是值得的。疫情下的2020年職場Whos the most productive telecommuter?Why they prefer to work from home?According to the outcome of CGP Flexible

38、Working Survey launched in mid-February,78%of employees worked from home during the coronavirus outbreak and nearly half of them considered that work efficiency was equal to or higher than that of the office.Our data shows that middle management adapted to remote working faster,more than half of the

39、m work at home as efficiently as they do on the job.The efficiency of working from home also varies among employees of different enterprise sizes.Employees of medium-sized enterprises are significantly more efficient than employees of small and micro enterprises and large enterprises.Surprisingly,co

40、rporate executives are the most anxious group in the home-office trend,with more than half of them working less efficiently or unsteadily.At present,they are most concerned about the development of their industry and the future of the company.Despite their own poor home office experience,57%of enter

41、prise managers are willing to incorporate flexible working into the regular employee work model in the future.Since the epidemic,collaborative office software has ushered in an outbreak of growth.According to our survey,instant messaging and online conference tools are the two main tools to help wor

42、k from home.Nearly 70%of the work tasks of enterprises can be handled through instant messaging and online meeting tools.Only 30%of enterprises use collaborative document and task management tools.Working from home may be the dream of many professionals who typically spend 2 hours commuting every da

43、y.According to the CGP surveysaving commute time and working flexible hours have improved work experience of those who prefer to work from home.There are also 20%of employees who enjoy working from home because of less effective communication.Different from public perception,environmental interferen

44、ce is not the main reason for the low efficiency of remote working.Only 17%of respondents believe that the environment interferes with work efficiency.In contrast,24%of workers were unable to achieve efficient output due to lack of office equipment and equipment support,and many foreign employees de

45、layed projects progress because they could not use Google browser at home.Group work is the dominant mode of working form in China,and a short period of working from home makes 21%of workers feel that they lack a sense of ceremony and are more likely to slack off.Besides,the low effectiveness of onl

46、ine communication is also an important factor affecting work efficiency.However,after a significant period of remote working,many people realised themselves not to enjoy staying home deeply.Less than 30%of the respondents are willing to continue working from home,and 50%of the people hope that compa

47、nies can mix two working modes in the future.The severity of the outbreak had little impact on job-hopping and career planning,with only 22%of respondents choosing to change their career plans.Bosses are less productive at home?The truth about flexible working“”Face the coronavirus and deal with itS

48、ince the outbreak,most companies have actively responded to national policies and actively deployed employees to work from home.More than 80%of respondents said that their companies were relatively timely in crisis management and were able to formulate perfect office System,less than 10%of the respo

49、ndents were dissatisfied with the companys response.In addition to system construction,many enterprises have prepared anti-coronavirus kits,recorded their physical conditions,and the office also sterilized regularly,which to some extent alleviated employees anxiety.Seven out of 10 said their mood at

50、 work was unaffected or even more motivated.Faced with the impact of the epidemic,employees at different levels have different concerns.Middle and junior level employees are primarily concerned about their health condition after the resumption of work and how coronavirus impact their industry.Junior

51、-level employees have a significant degree of attention on whether wages and bonuses can be guaranteed,and middle-level managers are more concerned about the difficulty of job-hopping and finding new jobs.Senior executives are more worried about the survival and development of the company.EmployeesJ

52、unior EmployeesExecutives0%25%50%75%100%17%24%22%49%22%32%6%24%14%29%30%32%Same as working in the officeHigher than working in the officeLower than working in the officeIt depends202067CGP Salary Trends/Covid InsightCGP Salary Trends/Covid Insight居家辦公，誰的效率最高？據調查顯示，最快適應居家辦公的是企業中層。半數以上的企業中層管理人員居家辦公的效率

53、與正常上班差不多或者更高。而不同企業規模的員工在家辦公效率也有不同，中型企業的員工居家辦公效率明顯高于小微企業和大型企業的員工。令人意外的是，企業負責人和高管是居家辦公大潮中最坐立不安的群體，逾半企業負責人或高管居家辦公效率更低或不穩定，當前他們最關心所在行業的發展及企業未來的生存和發展方向。即便自身居家辦公體驗不佳，仍有57%的企業管理人員愿意將靈活辦公納入以后常規的員工上班模式中。自疫情以來，遠程協同辦公軟件迎來了爆發增長期，據我們的調查，及時通訊和在線會議類工具是助力在家辦公的兩大主要工具，近七成企業的工作任務可以通過即時通訊和在線會議類工具協同辦公處理。僅三成企業使用到協同文檔類和任務

54、管理類工具。讓居家辦公真香的秘訣時間居家辦公可能是很多“上班八小時，通勤兩小時”的職場人的夢想，據CGP調研顯示，“節省通勤時間”和“工作時間靈活”讓喜歡居家辦公的職場人士大呼“真香”。也有二成職場人因為無效溝通的減少而更享受獨自在家辦公。對于導致居家辦公效率低下的原因，與大眾認知不同的是，環境干擾并不是影響工作效率的主要原因，僅17%的受訪人認為環境干擾了工作效率，“父母的三餐鬧鐘、娃的魔音穿耳”并沒有實質上影響職場人的工作效率。相反，24%的職場人因為缺乏辦公設備和器材支持而無法實現高效產出，其中不少外企員工因為在家無法使用谷歌瀏覽器而拖延項目進度。集體辦公是中國職場工作的主流模式，短暫的

55、居家辦公讓21%的職場人覺得缺乏儀式感，而更容易懈怠。此外，線上溝通成效低下也是影響工作效率的重要原因。2月中旬，CGP發起了職場人靈活辦公狀態調研，調查顯示受疫情影響，78%員工在家遠程辦公，近半員工認為居家辦公效率與辦公室等同甚至更高。524098Continue Work from home繼續在家辦公傾向于.即將回到辦公室混合型辦公All Data collected on 2020 March所有數據收集于2020年三月Back to office soonCombine two modes%Willing to.不過，經過此次的大規模、長陣線的隔離，很多職場人認清了自己“偽宅”的本

56、質，僅不到三成受訪人愿意繼續在家辦公，五成職場人希望企業以后可以適用混合上班模式。疫情的來勢洶洶對于職場人的跳槽意愿和職業規劃影響并不顯著，僅22%的受訪人選擇改變原定的跳槽/職業規劃。直面疫情，給企業點贊疫情發生以來，多數企業積極響應國家政策，在做出推遲復工的決策之后積極部署員工在家辦公，八成以上的受訪人表示所處企業在危機處理上相對及時，并能制定完善可落地的辦公制度，僅不到10%的受訪人對企業的應對措施表示不滿意。除了制度建設以外，不少企業為員工準備了復工防疫禮包，記錄員工身體狀況，辦公場所也定時多次循環消殺等防疫措施，這些舉措一定程度上緩解了員工的焦慮。七成受訪人表示自己的工作情緒不受疫情

57、影響、甚至更有斗志。面對疫情的沖擊，不同層級的員工對于工作的關注側重點不同。中基層員工首要關注復工后的健康保障和自身所處行業面對疫情所受的影響，基層員工對于工資和獎金能否得到保障有著顯著的關注度，中層管理人員則更關注跳槽和找新工作的難度，而企業負責人比較擔心所在企業的生存和發展。8%27%20%12%33%Save commuting timeHigher working efficiencyUnnecessary communication Reduced Flexible working timeUse of collaborative software59%11%29%Too anxio

58、us to workWork cheers me upNo impact22%31%48%Working efficiency riseWorking efficiency decreaseUnstable老板居家辦公效率更低？“”數據里的靈活辦公真相89CGP Salary Trends/Covid InsightCGP Salary Trends/Covid InsightTALENT TRENDS IN MAINLAND CHINA中國大陸地區人才趨勢BACKGROUND背景Executive SummaryAffected by the epidemic,China is the on

59、ly economy in the world with positive growth in 2020.China sets its GDP growth target for 2021 at above 6 percent according to government work report 2021.受疫情影響，2020年中國是世界上唯一一個實現正增長的經濟體。根據2021年政府工作報告，中國將2021年GDP增長目標設定為6%以上。后疫情時代，能源、資本市場、高科技、制藥和生命科學行業對人才的需求急劇增加。隨著各個行業通過穩健的產品開發和數字化戰略努力進一步提高效率，對人才的需求將會

60、增加。為了吸引大學畢業生，新一線城市推出了一系列優惠政策，如更寬松的的戶籍政策（戶口）和畢業生一次性補貼。這將促使人才分散到全國各地，從而發展出新的人才熱點。中國是世界上最大的貨物貿易國和第二大對外直接投資（FDI）來源國，因此在國際人才流動治理中，中國將起到至關重要的作用。中國在世界銀行發布的2021年營商環境報告中排名第31位。The demand for talents in the energy,capital markets,high-tech,pharmaceutical and life science industries has increased dramatically

61、during the post-pandemic era.As each industry sector strives for further efficiency gains via robust product development and digitization strategies,the demand for talent shall increase.New first-tier cities have rolled out a slate of favorable policies to attract university graduates,such as looser

62、 household registration policies(hukou)and lump-sum graduate subsidies.This will drive a dispersion of talent across the country thus developing new hot-pockets of talent.China is the worlds largest trader in goods and the second-largest source of outward foreign direct investment(FDI),which makes i

63、t essential for China to participate in the governance of international talent flow.China ranked No.31 in the Doing Business Report 2021 by World Bank.對全球人才持開放態度foreign workers(0.4%of Chinas population)(占中國總人口數的0.4%)*中國總人口數 13.98 億*Chinas total population 1.398 billionOpen to global talent 0.4%600,0

64、0060萬 外籍勞工中國數字化轉型Digital Transformation in ChinaMany economists and trade experts believe that Chinas digital transformation has been the major contributor to its GDP growth since 2020.Many companies in China are choosing more efficient digitized business models instead of maintaining traditional wa

65、ys;thus uncovering new channels for business and commerce which did not exist in the past.The adoption of a end-user management style is highly welcome in all industries,to make the customer experience better and more appealing to those across the value chain.Online e-commerce enables local business

66、es in the country effectively market their products to a broader audience both within country,and to those overseas.Business across borders,facilitated by payment technology,will continue to thrive in such an environment.Human-resource management,employee appraisal and compensation are positively im

67、pacted by digital transformation in China,which means the opportunities for business in China are broader than traditional offerings of the past.許多經濟學家和貿易專家認為，自2020年以來，中國的數字化轉型一直是其GDP增長的主要貢獻者。許多中國公司正在選擇更高效的數字化商業模式，而不是保持傳統的方式；從而發現了過去不存在的業務和商業的新渠道。在所有行業中，終端用戶管理風格的采用都是非常受歡迎的，以使客戶體驗更好，對整個價值鏈的客戶更有吸引力。線上電

68、子商務使中國的本地企業能夠有效地向國內和海外更廣泛的受眾推銷產品?？缇硺I務,在支付技術的推動下，將繼續在這樣的環境中快速發展。人力資源管理、員工評估和薪酬體系都受到了中國數字化轉型的積極影響，這意味著中國的商業機會比過去更廣闊。1011Executive Summary/Mainland ChinaExecutive Summary/Mainland ChinaChinas Approach to Tech TalentChina regards talent as pillar to its technological advancement;President Xi Jinping has

69、 repeatedly called talent“the first resource”in Chinas push for“independent innovation.”Its strategy to grow its science and technology talent includes:Improving domestic education Attracting overseas Chinese talents Attracting foreign talents中國視人才為技術進步的支柱；國家主席習近平多次強調，人才是中國推動自主創新的“第一資源”。中國發展科技人才的戰略包

70、括:改善國內教育 吸引海外華人歸國 吸引外國人才中國吸引科技人才的方式Major Factors Fueling the China Talent Market in 2021Challenges of hiring tech talentsSuggestions for EmployersThe 14th Five-Year-Plan2021 is the starting point for the 14th Five-Year-Plan and the centenary anniversary of the Chinese Communist Party(CCP),marking th

71、e year of key milestones for China.Economic recoveryCompared with 2019,Chinas foreign trade increased 1.9%to RMB 32.16 trillion(US$4.96 trillion)in total in 2020.Market access reforms and opening-upIn 2020,China revised its foreign investment negative list,market access negative list,and encouraged

72、list to enhance market access across a multitude of industries.Demand for tech talent is on the rise Reverse talent migration Recently,more and more tech industry talent move from top tier cities to smaller ones for employment due to high living costs.Compensation packages and hiring levels High emp

73、loyee turnover rate Bridging“Old”vs“New”Identify the type of candidate you need and define the expectations and plans in your company.What is your goal and hire towards this.Attractive salary package,including good bonus system,Additional benefits(such as annual leave,allowances,insurance plan,etc.)

74、,incentives,thus provide more attractive career development opportunities.Be efficient with the job-offer issuing and the on-boarding process.Matching the speed of market;and not being“late”will be key to survival.“十四五”規劃2021年是“十四五”規劃的起點，也是中國共產黨成立一百周年，是中國重要的里程碑之年。經濟復蘇與2019年相比，2020年中國對外貿易總額增長1.9%，至32

75、.16萬億元人民幣(4.96萬億美元)。市場準入改革開放2020年，中國修訂了外商投資負面清單、市場準入負面清單、鼓勵清單，實現多行業市場準入便利化。對科技人才的需求正在上升 反向人才遷移最近，由于生活成本高，越來越多的科技行業人才從一線城市流向較小城市就業。薪酬和雇傭水平 員工流動率高 新老員工的銜接 確定您需要的候選人類型，并確定公司的期望和計劃。您的目標是什么?設計具有吸引力的薪資待遇，包括良好的獎金制度、額外福利(如年假，津貼，保險計劃等)，激勵，從而提供更有吸引力的職業發展機會。及時處理工作offer發放和入職流程。與市場速度相匹配；不晚于市場速度將是生存的關鍵。推動2021年中國人

76、才市場的主要因素招聘技術人才的挑戰對雇主的建議Challenges for CandidatesHow can talent remain competitive Womens careers still run into obstacles from structures that employers often prefer younger,and/or male candidates.An increasing part of people who are aged over 38 will be unable to find certain jobs due to implicit r

77、equirements.Get relevant work experience.Engage in voluntary work.Enhance your education.Network.Customize your resume for each job.Build a professional online profile.Obtain leadership skills.Stay up to date on market trends.Prepare for your interview.Join professional associations.Have good refere

78、nces.Upskill候選人的挑戰人才如何保持競爭力 女性的職業生涯仍然會遇到阻礙，因為雇主往往更青睞年輕人和/或男性應聘者。越來越多的38歲以上的人由于隱性的要求將無法找到某些工作。獲得相關工作經驗 承擔指責以外的工作 提高學歷背景 構建人脈網絡 為每個工作定制簡歷 建立一個專業的在線個人檔案 培養領導能力 了解最新的市場趨勢 為面試做好準備 加入專業組織 獲得優質推薦信 增進技術1213Executive Summary/Mainland ChinaExecutive Summary/Mainland ChinaTop Trends in Talent MarketData is the

79、 new gold,people and organizations need to learn how to mine it,refine it and craft it for both internal and external growth and efficiency.People are more cautious and try to avoid risk than a year ago,showing less interests in start-ups and pursuing big firms.Candidates care less about“hypothesis”

80、and look more into business foundations.As the country encourages technological innovation,To B fields,technological innovation,domestic substitution and other related industries will become capital popular sectors.Candidates with industry and investment background are in strong demand.Optimizing or

81、ganizational structure and introducing excellent young people have become the focus of corporate human development.The demand for semiconductors in the communications application field is soaring and the industry investment is booming.So the shortage of semiconductor talents in China continues to ex

82、pand and overseas talents will become the hot cakes in the industry.The residential market continues to implement the policy of maintaining housing stability without speculation,commercial real estate is picking up,and capital investment is pouring into logistics data centers.There is a huge shortag

83、e in high-end compound talents who must not only possess real estate expertise,but also have knowledge of business operations,investment and financing,and have in-depth research and judgment on national policy trends as well.Most of the companies must be focus on both research and development accord

84、ing to the driven of macro government policy and capital power.As the price of the drug goes so lower,all the large companies have to consider the cost of procurement for the sustainable development.China sees an increasing shortage in the Research and Development talent.More highly educated PhDs wi

85、ll return home from overseas to join domestic innovative pharmaceutical companies to take up important positions,such as business development(BD),clinical development/clinical operation,R&D director.In 2021,both online and offline new retail industry will simultaneously usher in new developments,new

86、 opportunities and new challenges.All retail companies are focusing on the competition of integration of online and offline channels.The demand for talents in warehouse allocation data experts,supply chain management,IoT product solution specialists and other positions is increasing.人才市場的前沿趨勢數據是新的黃金

87、，個人和組織需要學習如何挖掘、提煉和加工數據，以實現內部和外部的增長和效率。與一年前相比，人們更加謹慎，盡量避免風險，對初創企業的興趣減少，更向往穩定的大公司。候選人不太關心“空虛的職業發展”，而更關注企業的商業基礎。隨著國家鼓勵科技創新，To B領域，技術創新，國產替代等相關產業成為資本追逐熱門，產業+投資背景的候選人需求旺盛，優化組織結構和引入優秀血液成為企業人力發展重點。通信應用領域對半導體的需求激增，行業投資巨大，中國境內半導體人才缺口不斷擴大，海外人才將成為行業新貴。住宅市場繼續執行房住不炒維穩政策，商辦地產回暖，物流數據中心依然是熱門投資領域。高端復合型人才稀缺，候選人不僅要具備房

88、地產專業知識，還需要掌握商業運作、投融資方面的知識，同時還能對國家政策走勢有深入的研究和判斷。由于宏觀政策的驅動和資本的注入，大多數醫藥公司開始專注于研發。藥品價格受國家調控而走低，因而所有大公司都必須考慮采購成本以實現可持續發展。市場的進一步發展，致使中國醫藥研發人員日益短缺。更多受過高等教育的博士將從海外回國，加入國內創新制藥公司擔任要職，比如業務開發（BD）、臨床開發/臨床運營、研發總監等。2021年新零售行業線上線下將同時迎來新發展、新機遇與新挑戰。全渠道打通將士所有零售企業著眼的賽道。數據倉配專家、供應鏈管理、IoT產品解決方案專家等崗位人才需求漸長。11111111111.2.3.

89、4.5.6.7.8.9.10.Top 10 Highest Paying RolesChina Managing Director(PE)CEO of Retail/Comsumer/Commercial Real EstateFoundry China Sales VPChief Technology OfficerCountry ManagerChief Commercial OfficerChief Strategy OfficerChief Product OfficerDigitalization HeadHead of AIoT中國區總經理(私募股權投資)零售/消費/商業地產首席執

90、行官冶金鑄造企業中國區銷售副總裁首席技術官區域經理首席商務官首席戰略官首席產品官數字化負責人人工智能物聯網負責人收入最高的10個職位1415Executive Summary/Mainland ChinaExecutive Summary/Mainland ChinaConsumer2021 Salary Trends2021 中國大陸地區消費品行業薪酬趨勢報告Mainland ChinaDifficult to Hire人才短缺崗位競爭激烈崗位Difficult to CompeteeCommerce Director電商總監Key Account Director關鍵客戶總監PR Mana

91、ger公關經理Key Account Manager關鍵客戶經理New Retail Manager新零售經理Senior Brand Manager高級品牌經理CRM Manager客戶關系經理Head of Data數據總監Social Marketing Manager設計營銷經理ConsumerNotes:Roles with limited qualified candidates while HR and company has less bargain power during recruitment process.指某職位缺乏符合條件的應聘者，符合條件的候選人有較大選擇空間。

92、HR及公司處于賣方市場。Notes:Roles with poured qualified candidates while many candidates compete for one job.HR and company has more bargain power during recruitment process.指某職位有大量符合條件的應聘者，候選人競爭激烈。HR及公司處于買方市場。1617Salary Trends-Mainland China/ConsumerSalary Trends-Mainland China/ConsumerSales 銷售Corporate Fina

93、nce 財務Position Title職位名稱Years of Experience工作經驗Annual Package Range*(RMB)年薪Need Indicator*需求指數Tier 1 Cities 一線城市*Tier 2 Cities 二線城市*Min.Med.Max.Min.Med.Max.Sales VP銷售副總裁18 years+2.2M+-80Sales Director 銷售總監15 years+1M1.6M2M 700K 1.3M1.8M80Sales Manager銷售經理8 years+350K550K800K250K440K600K75Sales Opera

94、tions Manager銷售運營經理5 years+350K420K500K-75Key Account Director大客戶總監10 years+700K1M1.2M-70Key Account Manager大客戶經理8 years+400K540K700K300K450K650K70Business Development Director業務發展總監10 years+600K800K1M500K670K850K80Business DevelopmentManager業務發展經理6 years+350K500K700K300K460K600K80E-Commerce Directo

95、r電子商務總監10 years+1.5M+1M+95E-Commerce Group Leader電子商務負責人6 years+700K880K1M550K720K900K95E-Commerce Manager電子商務經理4 years+400K550K600K250K410K550K95E-Commerce ChannelManager電商渠道經理4 years+300K420K500K-95Trade Marketing Director通路行銷總監10 years+700K1M1.3M-85Trade Marketing Manager通路行銷經理6 years+400K550K650

96、K300K420K550K85CFO 首席財務官15 years+1.5M2M2.5M-80Finance Director 財務總監10 years+600K900K1.2M450K700K1M80Finance Manager 財務經理8 years+300K500K700K250K410K600K80Accounting Manager 會計經理6 years+250K340K450K200K300K400K80Auditing Director 審計總監10 years+500K850K1.2M400K600K800K80Auditing Manager 審計經理6 years+300

97、K440K600K200K320K450K80*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Tier 1 Cities:Beijing,Shanghai,Guangzhou,Shenzhen*Tier 2 Cities:Including but not limited to Hangzhou,Suzhou,Chengdu,etc.*Min.:Minimum,Med.:Medium,Max.:Maxim

98、um*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.*年薪：基本工資加獎金（不包括股權或者其他福利），

99、貨幣單位為當地貨幣，如在中國，貨幣單位是人民幣。*一線城市：北京，上海，廣州，深圳*二線城市：包括杭州，蘇州，成都等新一線城市和二線城市。*最小值、中位值、最大值*需求指標：表示人才在市場中的青睞程度。80 分表示平均水平，也就是企業的需求和人才的數量持平。小于 80 表示企業需求小于市場上人才的數量。反之，大于 80 表示是企業緊缺的人才，市場上這樣的人才并不充足。Marketing 市場營銷HR 人力資源Position Title職位名稱Years of Experience工作經驗Annual Package Range*(RMB)年薪Need Indicator*需求指數Tier 1

100、 Cities 一線城市*Tier 2 Cities 二線城市*Min.Med.Max.Min.Med.Max.*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Tier 1 Cities:Beijing,Shanghai,Guangzhou,Shenzhen*Tier 2 Cities:Including but not limited to Hangzhou,Suzhou,Chengdu,etc.*Mi

101、n.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the

102、 market.*年薪：基本工資加獎金（不包括股權或者其他福利），貨幣單位為當地貨幣，如在中國，貨幣單位是人民幣。*一線城市：北京，上海，廣州，深圳*二線城市：包括杭州，蘇州，成都等新一線城市和二線城市。*最小值、中位值、最大值*需求指標：表示人才在市場中的青睞程度。80 分表示平均水平，也就是企業的需求和人才的數量持平。小于 80 表示企業需求小于市場上人才的數量。反之，大于 80 表示是企業緊缺的人才，市場上這樣的人才并不充足。Marketing VP市場營銷副總裁16 years+2.2M+-85Marketing Director市場營銷總監12 years+1M1.4M2M800K1

103、.1M1.5M 90Marketing Manager市場營銷經理8 years+700K800K1M500K660K800K90Brand Manager品牌經理4 years+250K350K450K200K300K400K90CRM Manager客戶管理經理5 years+300K430K600K300K410K500K85E-Commerce MarketingManager電子商務市場經理5 years+300K460K600K300K400K500K95Digital Marketing Director數字營銷市場總監12 years+800K1.4M1.8M600K900K1

104、.2K95Digital Marketing Manager數字營銷市場經理8 years+400K570K700K200K350K500K95PR Director公關總監10 years+800K1M1.2M600K700K800K80PR Manager公關經理5 years+350K420K500K300K375K450K75Marketing Activation Manager市場活動經理4 years+300K350K450K120K250K350K65Media Manager媒介經理6 years+300K370K450K250K325K400K80Market Insigh

105、ts Manager市場洞察經理7 years+300K375K450K200K300K400K85HR Director人力資源總監15 years+800K1M1.2M400K630K900K85HR Manager人力資源經理8 years+400K500K600K300K400K500K85C&B Director薪酬總監10 years+700K850K1M450K620K800K85C&B Manager薪酬經理8 years+400K600K800K300K450K650K85Talent Acquisition Director招聘總監10 years+550K860K1.2M

106、350K550K800K85Talent Acquisition Manager招聘經理8 years+400K600K800K350K500K700K85Training Manager培訓經理6 years+250K350K500K200K300K400K851819Salary Trends-Mainland China/ConsumerSalary Trends-Mainland China/ConsumerSupply Chain 供應鏈IT Support 技術支持Corporate Legal 法務Position Title職位名稱Years of Experience工作經驗

107、Annual Package Range*(RMB)年薪Need Indicator*需求指數Tier 1 Cities 一線城市*Tier 2 Cities 二線城市*Min.Med.Max.Min.Med.Max.Supply Chain VP供應鏈副總裁20 years+2M+-80Supply Chain Director供應鏈總監15 years+1M1.4M1.8M700K1M1.2M80Supply Chain Manager供應鏈經理8 years+400K500K600K350K420K500K85Logistics Manager物流經理8 years+300K400K50

108、0K250K340K450K85Procurement/SourcingManager采購經理5 years+300K450K600K250K410K580K85Planning Manager計劃經理5 years+300K450K600K300K450K600K85Regulatory Affairs Director法規事務總監10 years+1M1.5M2M-90Regulatory Affairs Manager法規事務經理8 years+350K500K650K300K450K600K90Quality Manager質量經理8 years+400K500K600K250K400

109、K550K85Plant Manager生產經理10 years+300K500K800K250K470K700K85R&D Director研發總監15 years+1M1.4M2M-85R&D Manager研發經理8 years+500K630K800K400K550K700K85IT DirectorIT 技術支持總監15 years+800K1M1.2M600K800K1M80IT ManagerIT 技術支持經理8 years+500K640K800K450K600K750K80General Counsel總法務顧問15 years+1M1.5M2.2M-80Legal Coun

110、sel法務顧問6 years+250K300K450K200K300K400K80*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Tier 1 Cities:Beijing,Shanghai,Guangzhou,Shenzhen*Tier 2 Cities:Including but not limited to Hangzhou,Suzhou,Chengdu,etc.*Min.:Minimum,Med.

111、:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.*年薪：基本工

112、資加獎金（不包括股權或者其他福利），貨幣單位為當地貨幣，如在中國，貨幣單位是人民幣。*一線城市：北京，上海，廣州，深圳*二線城市：包括杭州，蘇州，成都等新一線城市和二線城市。*最小值、中位值、最大值*需求指標：表示人才在市場中的青睞程度。80 分表示平均水平，也就是企業的需求和人才的數量持平。小于 80 表示企業需求小于市場上人才的數量。反之，大于 80 表示是企業緊缺的人才，市場上這樣的人才并不充足。Design&Property2021 Salary Trends2021 中國大陸地區地產與設計行業薪酬趨勢報告Mainland China2021Salary Trends-Mainland

113、 China/ConsumerSalary Trends-Mainland China/Design&PropertyDifficult to Hire人才短缺崗位競爭激烈崗位Difficult to CompeteLogistics Leasing物流招商Cost Manager 成本造價Office Leasing 辦公招商Project Management 項目管理Design Management 設計管理Retail Leasing商業招商CRM 會員管理系統Mall Operations 商業運營職位Asset Management資產管理Design&PropertyNotes

114、:Roles with limited qualified candidates while HR and company has less bargain power during recruitment process.指某職位缺乏符合條件的應聘者，符合條件的候選人有較大選擇空間。HR及公司處于賣方市場。Notes:Roles with poured qualified candidates while many candidates compete for one job.HR and company has more bargain power during recruitment p

115、rocess.指某職位有大量符合條件的應聘者，候選人競爭激烈。HR及公司處于買方市場。Commercial&Industrial Property 商業及產業地產Position Title職位名稱Years of Experience工作經驗Annual Package Range*(RMB)年薪Need Indicator*需求指數Min.Med.Max.Retail Leasing Director商業招商總監12 years+700K860K1M90Retail Leasing Sr.Manager商業招商高級經理8 years+500K600K700K90Retail Leasing

116、 Manager商業招商經理6 years+300K460K500K90Office Leasing Director辦公招商總監12 years+700K880K1M80Office Leasing Sr.Manager辦公招商高級經理10 years+500K600K700K80Office Leasing Manager辦公招商經理6 years+300K400K500K80Industrial Leasing Director 產業招商總監12 years+800K910K1M93Industrial Leasing Sr.Manager 產業招商高級經理8 years+500K540

117、K600K 93Industrial Leasing Manager 產業招商經理6 years+300K400K500K 90Consulting Director咨詢總監15 years+600K800K1M80Consulting Manager咨詢經理8 years+300K440K600K80Operation Director運營總監12 years+600K800K1M90Operation Manager運營經理6 years+300K360K400K90Mall General Manager商場總經理15 years+1M1.4M2M88Property Director物

118、業總監15 years+700K950K1.2M92Property Senior Manager物業高級經理10 years+500K650K700K92Property Manager物業經理8 years+300K400K500K92Marketing Director市場總監15 years+600K900K1.5M 85Marketing Senior Manager 市場高級經理10 years+500K600K700K 82Marketing Manager市場經理6 years+400K440K500K82*Annual Package:Basic Salary+Standar

119、d Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an o

120、versupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.*年薪：基本工資加獎金（不包括股權或者其他福利），貨幣單位為當地貨幣，如在中國，貨幣單位是人民幣。*最小值、中位值、最大值*需求指標：表示人才在市場中的青睞程度。80 分表示平均水平，也就是企業的需求和人才的數量持平。小于 80 表示企業需求小于市場上人才的數量。反之，大于 80 表示是企業緊缺的人才，市場上這樣的人才并不充足。2223Salary Trends-Mainland China/Design&P

121、ropertySalary Trends-Mainland China/Design&PropertyResidential Property 住宅地產Project Management 項目管理Position Title職位名稱Years of Experience工作經驗Annual Package Range*(RMB)年薪Need Indicator*需求指數Min.Med.Max.Residential Salas VP住宅地產銷售副總裁15 years+2M2.4M3M90Residential Salas Director住宅地產銷售總監10 years+1M1.4M2M90

122、Residential Salas Manager住宅地產銷售經理7 years+400K480K600K80Marketing Director營銷總監12 years+800K900K1M80Marketing Senior Manager營銷高級經理8 years+500K540K600K82Marketing Manager營銷經理5 years+200K300K400K82City GM城市總經理15 years+2M+90Project Head 項目負責人18 years+1.2M2M3M85Project Director項目總監15 years+800K1M1.5M85Pro

123、ject Manager項目經理8 years+500K570K650K85MEP Director機電總監15 years+800K1.2M1.5M85MEP Senior Manager機電高級經理10 years+600K700K800K85MEP Manager機電經理8 years+500K560K600K85Cost Director成本總監12 years+700K1.1M1.5M85Cost Manager成本經理8 years+400K500K600K85BIM ManagerBIM 經理5 years+500K570K650K80Structural Director 結構

124、總監15 years+700K840K1M80Structural Senior Manager結構高級經理10 years+600K675K750K80Structural Manager結構經理8 years+500K540K600K80EHS DirectorEHS 總監15 years+800K1M1.2M80EHS ManagerEHS 經理8 years+520K580K650K80Scheduling Manager計劃經理8 years+400K520K600K80*Annual Package:Basic Salary+Standard Bonus(excluding sto

125、cks or other benefits),use local currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the mark

126、et.A score above 80 indicates an urgent need,or a scarcity in the market.*年薪：基本工資加獎金（不包括股權或者其他福利），貨幣單位為當地貨幣，如在中國，貨幣單位是人民幣。*最小值、中位值、最大值*需求指標：表示人才在市場中的青睞程度。80 分表示平均水平，也就是企業的需求和人才的數量持平。小于 80 表示企業需求小于市場上人才的數量。反之，大于 80 表示是企業緊缺的人才，市場上這樣的人才并不充足。Investment&Asset Management 投資及資管Design Management 設計管理Positio

127、n Title職位名稱Years of Experience工作經驗Annual Package Range*(RMB)年薪Need Indicator*需求指數Min.Med.Max.Chief Investment Officer首席投資官15 years+2M4M6M85Investment Director投資總監10 years+700K 1.4M2M85Investment Manager投資經理5 years+300K500K700K85Investment Analyst投資分析師3 years+150K320K500K90Asset Management Director 資

128、產管理總監15 years+800K1.6M2.5M 90Asset Management Senior Manager 資產管理高級經理10 years+600K700K800K 90Asset Management Manager資產管理經理6 years+500K550K600K90Valuation Director估算總監15 years+600K700K800K82Valuation Manager估算經理6 years+300K440K600K82Design Head 設計負責人15 years+1M2.5M4M80 Archi Design Director 建筑設計總監15

129、 years+800K1.5M2M85Archi Design Senior Manager 建筑設計高級經理12 years+600K700K800K90Archi Design Manager 建筑設計經理8 years+500K600K700K90Urban Planning Director城市規劃總監15 years+800K 1.4M2M90Urban Planning Senior Manager城市規劃高級經理10 years+500K600K700K 90Urban Planning Manager城市規劃經理6 years+400K450K500K90Landscape D

130、esign Director景觀設計總監15 years+700K950K1.2M 80Landscape Design Senior Manager景觀設計高級經理10 years+500K550K600K80Landscape Design Manager 景觀設計經理6 years+300K400K500K 80Interior Design Director 室內設計總監15 years+700K800K900K82Interior Design Senior Manager 室內設計高級經理10 years+400K500K600K86Interior Design Manager

131、室內設計經理6 years+200K300K400K86*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 ind

132、icates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.*年薪：基本工資加獎金（不包括股權或者其他福利），貨幣單位為當地貨幣，如在中國，貨幣單位是人民幣。*最小值、中位值、最大值*需求指標：表示人才在市場中的青睞程度。80 分表示平均水平，也就是企業的需求和人才的數量持平。小于 80 表示企業需求小于市場上人才的數量。反之，大于 80 表

133、示是企業緊缺的人才，市場上這樣的人才并不充足。2425Salary Trends-Mainland China/Design&PropertySalary Trends-Mainland China/Design&PropertyElectronics2021 Salary Trends2021 中國大陸地區電子工業薪酬趨勢報告Mainland ChinaDifficult to Hire人才短缺崗位競爭激烈崗位Difficult to CompeteCustomer Success Manager 客戶成功經理Vertical Account Manager,Industrial 工業細分行

134、業大客戶經理Protocol Stack Development Engineer 協議棧研發Market Business Development Manager,Semiconductor and Electronics 半導體電子市場拓展經理Physical Layer Development Engineer 物理層開發工程師ElectronicsNotes:Roles with limited qualified candidates while HR and company has less bargain power during recruitment process.指某職位

135、缺乏符合條件的應聘者，符合條件的候選人有較大選擇空間。HR及公司處于賣方市場。Notes:Roles with poured qualified candidates while many candidates compete for one job.HR and company has more bargain power during recruitment process.指某職位有大量符合條件的應聘者，候選人競爭激烈。HR及公司處于買方市場。2627CGP Salary GuideSalary Trends-Mainland China/ElectronicsSalary Trends

136、-Mainland China/ElectronicsR&D 研發Supply Chain 供應鏈Position Title職位名稱Years of Experience工作經驗Annual Package Range*(RMB)年薪Need Indicator*需求指數Tier 1 Cities 一線城市*Tier 2 Cities 二線城市*Min.Med.Max.Min.Med.Max.R&D Director研發總監15 years+800K1.1M1.3M450K615M800K80R&D Manager研發經理10 years+400K600K800K330K415K500K83

137、R&D Engineer研發工程師3 years+150K200K260K100K150K180K90Supply Chain VP供應鏈副總裁18 years+1.2M1.4M1.5M700K850K1M81Supply Chain Director供應鏈總監10 years+800K1M1.2M500K750K1M85Supply Chain Manger供應鏈經理5 years+400K560K700K300K400K500K87Purchasing Manager采購經理6 years+300K400K500K200K310K400K88Purchasing Supervisor采購主

138、管3 years+150K175K200K120K170K200K88Planning Manager計劃經理4 years+180K240K300K150K205M260K85Planner計劃專員2 years+120K160K200K100K140K180K85B2B E-commerce Head電子商務渠道業務負責人12 years+800K1M1.2M-90B2B E-commerce Director電子商務渠道總監8 years+600K760K900K300K460K600K90B2B E-commerce Manger電子商務渠道經理5 years+300K435K550K

139、200K310K400K90*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Tier 1 Cities:Beijing,Shanghai,Guangzhou,Shenzhen*Tier 2 Cities:Including but not limited to Hangzhou,Suzhou,Chengdu,etc.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need I

140、ndicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.*年薪：基本工資加獎金（不包括股權或者其他福利），貨幣單位為當地貨幣

141、，如在中國，貨幣單位是人民幣。*一線城市：北京，上海，廣州，深圳*二線城市：包括杭州，蘇州，成都等新一線城市和二線城市。*最小值、中位值、最大值*需求指標：表示人才在市場中的青睞程度。80 分表示平均水平，也就是企業的需求和人才的數量持平。小于 80 表示企業需求小于市場上人才的數量。反之，大于 80 表示是企業緊缺的人才，市場上這樣的人才并不充足。Production&Operation 生產工藝Sales&Marketing 銷售市場Position Title職位名稱Years of Experience工作經驗Annual Package Range*(RMB)年薪Need Indic

142、ator*需求指數Tier 1 Cities 一線城市*Tier 2 Cities 二線城市*Min.Med.Max.Min.Med.Max.Production Director生產總監15 years+700K840K1M400K515K650K80Production Manager生產經理10 years+300K475K650K200K325K450K82Production Supervisor生產主管6 years+180K230K280K120K175K230K82Process Engineering Director工藝總監15 years+450K605K800K320K

143、415K550K79Process EngineeringManager工藝經理9 years+300K450K600K200K275K350K81Process Engineering Supervisor工藝主管6 years+180K240K300K130K185K240K84Sales VP銷售副總裁15 years+1.5M1.8M2M-85Sales Director銷售總監12 years+900K1.2M1.5M450K600K750K85Sales Manager銷售經理10 years+550K710K850K300K410K500K90Sales Supervisor銷售

144、主管6 years+250K360K450K150K215K260K90Application Manager技術支持經理10 years+500K600K700K350K450K550K89Application Engineer技術支持工程師5 years+300K395K450K200K310K380K92Marketing Director市場總監10 years+400K600K800K300K450K600K83Marketing Manager市場經理7 years+300K410K500K200K285K350K86*Annual Package:Basic Salary+St

145、andard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Tier 1 Cities:Beijing,Shanghai,Guangzhou,Shenzhen*Tier 2 Cities:Including but not limited to Hangzhou,Suzhou,Chengdu,etc.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the

146、specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.*年薪：基本工資加獎金（不包括股權或者其他福利），貨幣單位為當地貨幣，如在中國，貨幣單位是人民幣。*一線城市：北京，上海，廣州，深圳*二線城市：包括杭州，蘇州

147、，成都等新一線城市和二線城市。*最小值、中位值、最大值*需求指標：表示人才在市場中的青睞程度。80 分表示平均水平，也就是企業的需求和人才的數量持平。小于 80 表示企業需求小于市場上人才的數量。反之，大于 80 表示是企業緊缺的人才，市場上這樣的人才并不充足。2829Salary Trends-Mainland China/ElectronicsSalary Trends-Mainland China/ElectronicsEmerging Technology&Internet2021 Salary Trends2021 中國大陸地區新興技術與互聯網行業薪酬趨勢報告Mainland Chi

148、naDifficult to Hire人才短缺崗位競爭激烈崗位Difficult to CompeteProduct Head智能座艙產品總監BD/Sales Director商務/銷售總監CPSP Director 生態合作總監Operation Director運營總監Aftersales Expert售后總監Marketing Director 市場總監Autonomous Driving Algorithm Expert 智能駕駛算法專家APP Product DirectorAPP產品總監LBS Product Expert地圖產品專家Cloud Architect云平臺架構師Eme

149、rging Technology&InternetNotes:Roles with limited qualified candidates while HR and company has less bargain power during recruitment process.指某職位缺乏符合條件的應聘者，符合條件的候選人有較大選擇空間。HR及公司處于賣方市場。Notes:Roles with poured qualified candidates while many candidates compete for one job.HR and company has more barg

150、ain power during recruitment process.指某職位有大量符合條件的應聘者，候選人競爭激烈。HR及公司處于買方市場。3031CGP Salary GuideSalary Trends-Mainland China/Emerging Technology&InternetSalary Trends-Mainland China/Emerging Technology&InternetAI 人工智能Position Title職位名稱Years of Experience工作經驗Annual Package Range*(RMB)年薪Need Indicator*需求

151、指數Tier 1 Cities 一線城市*Tier 2 Cities 二線城市*Min.Med.Max.Min.Med.Max.AI Chief ScientistAI 首席科學家 15 years+1.5M2.2M2.8M1M1.6M2.1M90Deep Learning Expert深度學習專家 8 years+650K900K1.2M500K750K1M90Deep LearningSenior Engineer深度學習高級工程師 5 years+450K600K700K400K500K600K95Deep Learning Engineer深度學習工程師 3 years+300K375

152、K450K250K320K400K85Computer Vision Expert計算機視覺專家 8 years+650K800K1M550K750K1M90Computer VisionSenior Engineer計算機視覺高級工程師 5 years+450K530K650K400K475K550K95Computer Vision Engineer計算機視覺工程師 3 years+350K420K500K250K360K450K80NLP Expert自然語言處理專家 8 years+700K900K1.2M600K800K1M90NLP Senior Engineer自然語言處理高級工

153、程師 5 years+450K520K600K400K470K550K95NLP Engineer自然語言處理工程師 2 years+350K420K500K250K320K400K85Machine Learning Expert機器學習專家 8 years+800K1M1.2M650K820K1M90Machine LearningSenior Engineer機器學習高級工程師 5 years+500K650K800K450K560K650K95Machine Learning Engineer機器學習工程師 3 years+300K420K550K250K330K450K85Speec

154、h Recognition Expert語音算法專家 8 years+700K1M1.2M650K900K1.1M95Speech RecognitionSenior Engineer語音算法高級工程師 5 years+500K630K750K450K550K650K95Speech Recognition Engineer語音算法工程師 2 years+350K400K550K300K360K450K90Data Algorithm Expert數據算法專家 8 years+700K900K1.1M600K800K1M90Data AlgorithmSenior Engineer數據算法高級

155、工程師 6 years+450K550K700K400K500K600K85Data Algorithm Engineer數據算法工程師 3 years+300K400K500K250K320K400K80AI Open Source ExpertAI 開源平臺開發專家 7 years+1M1.7M2.5M800K1.2M1.5M90AI Product DirectorAI 產品總監 8 years+800K1M1.2M650K820K1M85AI Product Senior ManagerAI 產品高級經理 5 years+500K640K800K400K530K650K90AI Pro

156、duct ManagerAI 產品經理 3 years+300K400K500K250K325K400K80*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Tier 1 Cities:Beijing,Shanghai,Guangzhou,Shenzhen*Tier 2 Cities:Including but not limited to Hangzhou,Suzhou,Chengdu,etc.*Min.

157、:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the m

158、arket.*年薪：基本工資加獎金（不包括股權或者其他福利），貨幣單位為當地貨幣，如在中國，貨幣單位是人民幣。*一線城市：北京，上海，廣州，深圳*二線城市：包括杭州，蘇州，成都等新一線城市和二線城市。*最小值、中位值、最大值*需求指標：表示人才在市場中的青睞程度。80 分表示平均水平，也就是企業的需求和人才的數量持平。小于 80 表示企業需求小于市場上人才的數量。反之，大于 80 表示是企業緊缺的人才，市場上這樣的人才并不充足。Intelligent Driving 智能駕駛Position Title職位名稱Years of Experience工作經驗Annual Package Rang

159、e*(RMB)年薪Need Indicator*需求指數Tier 1 Cities 一線城市*Tier 2 Cities 二線城市*Min.Med.Max.Min.Med.Max.Intelligent DrivingChief Scientist智能駕駛首席科學家12 years+1.5M2.2M3M800K1.1M1.5M80ADAS Technical DirectorADAS 技術總監12 years+800K1.2M1.5M500K750K1M80System Control Expert控制系統專家6 years+400K510K600K350K420K500K85Algorith

160、m Expert算法專家7 years+600K700K800K500K580K650K80Cloud Computing Engineer云計算工程師5 years+600K700K800K450K500K600K85InformationSecurity Engineer信息安全工程師5 years+500K600K700K350K400K500K80Function Security功能安全5 years+400K520K700K350K450K550K85Sensor Fusion Algorithms傳感器融合算法 7 years+500K700K900K400K520K650K80

161、Positioning Algorithm定位算法 5 years+450K570K700K350K460K600K80Path Planning Algorithm路徑規劃算法 5 years+450K575K700K350K450K600K85HD Map Engineer高精地圖開發 5 years+450K520K650K400K500K600K85Millimeter WaveRadar Algorithm毫米波雷達算法6 years+450K550K650K400K500K600K80*Annual Package:Basic Salary+Standard Bonus(exclu

162、ding stocks or other benefits),use local currency,ex:use RMB In China.*Tier 1 Cities:Beijing,Shanghai,Guangzhou,Shenzhen*Tier 2 Cities:Including but not limited to Hangzhou,Suzhou,Chengdu,etc.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position

163、or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.*年薪：基本工資加獎金（不包括股權或者其他福利），貨幣單位為當地貨幣，如在中國，貨幣單位是人民幣。*一線城市：北京，上海，廣州，深圳*二線城市：包括杭州，蘇州，成都等新一線城市和二線城市。*最小

164、值、中位值、最大值*需求指標：表示人才在市場中的青睞程度。80 分表示平均水平，也就是企業的需求和人才的數量持平。小于 80 表示企業需求小于市場上人才的數量。反之，大于 80 表示是企業緊缺的人才，市場上這樣的人才并不充足。3233Salary Trends-Mainland China/Emerging Technology&InternetSalary Trends-Mainland China/Emerging Technology&InternetIoT 物聯網Position Title職位名稱Years of Experience工作經驗Annual Package Range*

165、(RMB)年薪Need Indicator*需求指數Tier 1 Cities 一線城市*Tier 2 Cities 二線城市*Min.Med.Max.Min.Med.Max.Product VP/Director產品 VP/總監10 years+1.5M2.2M3M1M1.5M2M90Product Manager產品經理8 years+400K600K800K300K450K600K95Technical Director技術總監10 years+1.5M1.8M2M700K1.1M1.5M80PlatformDevelopment Architect平臺開發架構師8 years+800K

166、1.1M1.5M500K750K1M85WiFi/BluetoothTechnology ExpertWiFi/藍牙技術專家8 years+450K520K600K300K400K500K90SoftwareDevelopment Engineer軟件開發工程師5 years+300K420K550K200K300K400K95Industry Solutions Architect行業解決方案架構師8 years+500K900K1.2M350K520K700K80Project Director項目總監10 years+500K650K800K450K520K600K85Project M

167、anager項目經理5 years+300K400K500K200K300K400K90COO首席運營官10 years+1.5M2M2.5M700K850K1M85Operation Director運營總監8 years+600K800K1M400K600K800K90Operation Manager運營經理5 years+400K500K600K200K300K400K80UX/UI Designer交互設計師5 years+400K600K800K200K400K600K90Visual Designer視覺設計師5 years+400K600K800K200K400K600K90B

168、D Director業務拓展總監10 years+600K820K1M400K500K600K80Sales Manager銷售經理5 years+400K500K600K200K300K400K85Data Platform Architect數據平臺架構師8 years+700K1.1M1.5M500K780K1M95Data Warehouse Architect數據倉庫架構師8 years+600K1.1M1.5M500K750K1M90Data Analyst數據分析師8 years+500K900K1.2M300K550K800K95*Annual Package:Basic Sa

169、lary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Tier 1 Cities:Beijing,Shanghai,Guangzhou,Shenzhen*Tier 2 Cities:Including but not limited to Hangzhou,Suzhou,Chengdu,etc.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need

170、of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.*年薪：基本工資加獎金（不包括股權或者其他福利），貨幣單位為當地貨幣，如在中國，貨幣單位是人民幣。*一線城市：北京，上海，廣州，深圳*二線城市：

171、包括杭州，蘇州，成都等新一線城市和二線城市。*最小值、中位值、最大值*需求指標：表示人才在市場中的青睞程度。80 分表示平均水平，也就是企業的需求和人才的數量持平。小于 80 表示企業需求小于市場上人才的數量。反之，大于 80 表示是企業緊缺的人才，市場上這樣的人才并不充足。ICT Chip Manufacturing ICT 芯片制造Position Title職位名稱Years of Experience工作經驗Annual Package Range*(RMB)年薪Need Indicator*需求指數Tier 1 Cities 一線城市*Tier 2 Cities 二線城市*Min.M

172、ed.Max.Min.Med.Max.BU General Manager事業部總經理10 years+1M1.5M2M900K1.3M1.8M86R&D Director研發總監12 years+900K1M1.2M500K700K900K90R&D Manager研發經理8 years+500K750K1M300K500K700K90Chief Scientist首席研究科學家8 years+800K1.4M2M600K950K1.3M88IC Desgin ExpertIC 設計專家（數字/模擬電路）8 years+700K1.5M1.2M500K660K800K90IC Process

173、Development ExpertIC 工藝開發專家8 years+500K1M1.5M400K800K1.2M85FPGA ExpertFPGA 專家8 years+400K700K1M300K500K700K84SOC ArchitectSOC 架構師8 years+500K860K1.2M500K650K800K90SI/PI ExpertSI/PI 專家8 years+400K650K900K300K530K800K84IC Verification ExpertIC 驗證專家8 years+400K600K800K300K440K600K86PD Design ExpertPD 設

174、計專家8 years+400K600K800K250K375K500K86Hardware Design Manager硬件設計經理10 years+500K650K800K400K500K600K90Hardware Engineer硬件工程師3 years+250K375K500K200K275K350K80Software Design Manager軟件設計經理8 years+500K660K800K400K500K600K90Software Engineer軟件工程師3 years+250K375K500K200K275K350K80Product Director/Manager

175、產品總監/經理5 years+500K750K1M400K500K600K90Project Director/Manager項目總監/經理5 years+350K500K700K250K375K500K90Production Director生產總監12 years+800K1M1.2M600K740K900K90Production Manager生產經理8 years+600K750K900K400K500K600K90Quality Director質量總監12 years+550K770K1M450K660K900K85Quality Manager質量經理8 years+400K

176、570K750K350K470K600K90Sales Manager銷售總監10 years+600K800K1M400K550K700K80Regional Sales Manager區域銷售經理5 years+300K450K600K250K375K500K85Overseas Sales Manager海外銷售經理5 years+400K550K700K250K370K500K90Supply Chain Director供應鏈總監10 years+700K1M1.3M450K570K700K82Supply ChainPlanning Manager供應鏈計劃經理8 years+40

177、0K500K600K200K320K450K84Supply ChainDevelopment Manager供應鏈開發經理8 years+300K500K700K200K320K450K84Planning Manager物料計劃經理8 years+400K500K600K200K325K450K843435Salary Trends-Mainland China/Emerging Technology&InternetSalary Trends-Mainland China/Emerging Technology&InternetSystem&IT Supporting 系統&IT 支持P

178、osition Title職位名稱Years of Experience工作經驗Annual Package Range*(RMB)年薪Need Indicator*需求指數Min.Med.Max.CTO首席技術官12 years+2M+82IT DirectorIT 總監10 years+1M 1.5M2M84IT ManagerIT 經理5 years+500K 650K800K84Infrastructure/Engineering Manager基礎架構經理8 years+360K 500K700K82IT Service/Helpdesk ManagerIT 服務臺經理8 years

179、+300K 500K700K80Infrastructure Team Lead基礎架構組長5 years+250K 375K500K82Network/Server Engineer網絡工程師2 years+200K 350K500K80Application Manager應用經理8 years+450K 575K700K82System Analyst系統分析員3 years+250K 420K600K84CISO首席信息安全官10 years+1.2M+85Cyber Security Manager信息安全經理8 years+600K 900K1.2M83SAP(ERP)Direct

180、orSAP 總監8 years+1M 1.4M1.8M85SAP(ERP)Project ManagerSAP 項目經理5 years+400K 600K800K82SAP(ERP)Consultant/Business AnalystSAP 顧問分析師2 years+300K 430K600K82*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Tier 1 Cities:Beijing,Shanghai

181、,Guangzhou,Shenzhen*Tier 2 Cities:Including but not limited to Hangzhou,Suzhou,Chengdu,etc.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indica

182、tes an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.*年薪：基本工資加獎金（不包括股權或者其他福利），貨幣單位為當地貨幣，如在中國，貨幣單位是人民幣。*一線城市：北京，上海，廣州，深圳*二線城市：包括杭州，蘇州，成都等新一線城市和二線城市。*最小值、中位值、最大值*需求指標：表示人才在市場中的青睞程度。80 分表示平均水平，也就是企業的需求和人才的數量持平。小于 80 表示企業需求小于市場上人才的數量。反之，大于 80 表示是企業緊缺的人才，市

183、場上這樣的人才并不充足。Developer&Architect 架構開發Internet 互聯網Position Title職位名稱Years of Experience工作經驗Annual Package Range*(RMB)年薪Need Indicator*需求指數Min.Med.Max.Head of Architect首席架構師10 years+1M 1.5M2M90Solution/Application/Mobile Architect解決方案/移動架構師8 years+600K 900K1.2M88Cloud Architect云端架構師5 years+400K 700K1M9

184、0IT Programme ManagerIT 開發經理10 years+1M 1.2M1.5M86IT Project/Product ManagerIT 項目/產品經理8 years+400K 700K1M85IT Business AnalystIT 商業分析員2 years+300K 510K700K86Data Scientist數據科學家5 years+500K 1M1.5M91Data Architect數據架構師5 years+400K 700K1M92BI Architect商業分析架構師5 years+400K 700K1M90Aglorithm(Research)-Ph.

185、D算法工程師（理論研究）2 years+400K 820K1.2M94Aglorithm(Development)-Ph.D算法工程師（開發）2 years+400K 1M1.5M94UX/UI Director交互設計總監10 years+700K 1M1.2M88UX/UI Manager交互設計經理5 years+400K 600K800K88*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Tier

186、 1 Cities:Beijing,Shanghai,Guangzhou,Shenzhen*Tier 2 Cities:Including but not limited to Hangzhou,Suzhou,Chengdu,etc.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or ne

187、ed.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.*年薪：基本工資加獎金（不包括股權或者其他福利），貨幣單位為當地貨幣，如在中國，貨幣單位是人民幣。*一線城市：北京，上海，廣州，深圳*二線城市：包括杭州，蘇州，成都等新一線城市和二線城市。*最小值、中位值、最大值*需求指標：表示人才在市場中的青睞程度。80 分表示平均水平，也就是企業的需求和人才的數量持平。小于 80 表示企業需求小于市場上人

188、才的數量。反之，大于 80 表示是企業緊缺的人才，市場上這樣的人才并不充足。3637Salary Trends-Mainland China/Emerging Technology&InternetSalary Trends-Mainland China/Emerging Technology&InternetEnergy2021 Salary Trends2021 中國大陸地區能源行業薪酬趨勢報告Mainland ChinaEngineering&Process 工程與工藝 Energy Digitization 能源數字化 Position Title職位名稱Years of Experi

189、ence工作經驗Annual Package Range*(RMB)年薪Need Indicator*需求指數Min.Med.Max.Process Manager工藝經理5 years+230K300K600K80Process Supervisor工藝主管3 years+150K200K300K80Process Engineer工藝工程師2 years+80K150K200K85Business Director業務總監10 years+550K800K1M70Business Manager業務經理5 years+350K500K650K80Solution Head解決方案負責人10

190、 years+500K800K1M70Solution Manager解決方案經理5 years+350K550K700K80*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent

191、within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.*年薪：基本工資加獎金（不包括股權或者其他福利），貨幣單位為當地貨幣，如在中國，貨幣單位是人民幣。*最小值、中位值、最大值*需求指標：表示人才在市場中的青睞程度。80 分表示平均水平，也就是企業的需求和人才的數量持

192、平。小于 80 表示企業需求小于市場上人才的數量。反之，大于 80 表示是企業緊缺的人才，市場上這樣的人才并不充足。3839CGP Salary GuideSalary Trends-Mainland China/EnergySalary Trends-Mainland China/EnergyFinancial Services2021 Salary Trends2021 中國大陸地區金融服務行業薪酬趨勢報告Mainland ChinaDifficult to Hire人才短缺崗位競爭激烈崗位Difficult to CompeteInvestment Relationship Direct

193、orInvestment Associate PE VPTMT Investor(Tech Background)Healthcare Investor Financial ServicesNotes:Roles with limited qualified candidates while HR and company has less bargain power during recruitment process.指某職位缺乏符合條件的應聘者，符合條件的候選人有較大選擇空間。HR及公司處于賣方市場。Notes:Roles with poured qualified candidates

194、while many candidates compete for one job.HR and company has more bargain power during recruitment process.指某職位有大量符合條件的應聘者，候選人競爭激烈。HR及公司處于買方市場。4041Salary Trends-Mainland China/Financial ServicesSalary Trends-Mainland China/Financial ServicesFund Investment 基金投資（二級）Fin-tech 金融科技Position Title職位名稱Year

195、s of Experience工作經驗Annual Package Range*(RMB)年薪Need Indicator*需求指數Tier 1 Cities 一線城市*Tier 2 Cities 二線城市*Min.Med.Max.Min.Med.Max.Investment Director投資總監8 years+1.5M 2.2M2.8M1M 1.5M2M80Investment Manager投資經理5 years+600K 700K800K200K 310K400K82Fund Manager基金經理 3 years+800K 1.4M2M680K 900K1.2M85Research

196、er研究員1 years+280K 410K550K150K 165K280K80AI Expert 人工智能專家8 years+1.5M 1.7M2M800K 1.1M1.5M95CTO首席技術官10 years+1.5M 2.1M2.8M800K 1.3M1.8M86CRO 首席風險官12 years+1.5M 2.1M2.5M800k 1.2M1.5M88Risk Policy Director 風險策略總監7 years+450K 820K1.2M400K 620K800K92Risk Modeling Director 風險模型總監5 years+600K 900K1.2M500K

197、650K800K92Chief Data Scientist首席數學科學家8 years+1M+800K+92User Growth Expert用戶增長專家4 years+500K 760K1M400K 560K700K94Fintech Head 科技賦能負責人10 years+1M+800K+95Director of Product&Operation 產品運營總監8 years+1M+700K+90Quantitative Operation量化運營（決策分析)5years+600K 1.1M1.5M500K 730K1M88Fintech Product Director金融科技產

198、品經理8 years+600K 810K1M 450K 600K750K90Funding Director 融資總監8 years+800K 1.2M1.5M600K 800M1M88Compliance Director合規總監8 years+600K 800K1M450k 620K800K85*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Tier 1 Cities:Beijing,Shanghai

199、,Guangzhou,Shenzhen*Tier 2 Cities:Including but not limited to Hangzhou,Suzhou,Chengdu,etc.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indica

200、tes an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.*年薪：基本工資加獎金（不包括股權或者其他福利），貨幣單位為當地貨幣，如在中國，貨幣單位是人民幣。*一線城市：北京，上海，廣州，深圳*二線城市：包括杭州，蘇州，成都等新一線城市和二線城市。*最小值、中位值、最大值*需求指標：表示人才在市場中的青睞程度。80 分表示平均水平，也就是企業的需求和人才的數量持平。小于 80 表示企業需求小于市場上人才的數量。反之，大于 80 表示是企業緊缺的人才，市

201、場上這樣的人才并不充足。VC 風險投資PE 私募股權投資Position Title職位名稱Years of Experience工作經驗Annual Package Range*(RMB)年薪Need Indicator*需求指數Tier 1 Cities 一線城市*Tier 2 Cities 二線城市*Min.Med.Max.Min.Med.Max.Partner/Managing Director合伙人/董事總經理15 years+2M+3M+81Executive Director執行總經理10 years+1.5M 1.7M2M2M 2.2M2.5M88Vice President副

202、總裁7 years+800K 1M1.2M1.3M 1.6M1.8M88Senior Associate高級顧問5 years+600K 700K800K800K 1M1.2M82Associate顧問3 years+400K 430K500K600K 700K800K80Analyst分析員1 years+200K 240K300K350K 420K500K80Partner/Managing Director合伙人/董事總經理15 years+5M+10M+81Executive Director執行總經理10 years+2M2.4M3M5M+88Vice President副總裁7 y

203、ears+1M1.2M1.5M2M3.5M5M88Senior Associate高級顧問5 years+800K1M1.2M1M+82Associate顧問3 years+500K630K800K1M+80Analyst分析員1 years+400K500K600K800K1M1.2M80*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Tier 1 Cities:Beijing,Shanghai,Gua

204、ngzhou,Shenzhen*Tier 2 Cities:Including but not limited to Hangzhou,Suzhou,Chengdu,etc.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates

205、an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.*年薪：基本工資加獎金（不包括股權或者其他福利），貨幣單位為當地貨幣，如在中國，貨幣單位是人民幣。*一線城市：北京，上海，廣州，深圳*二線城市：包括杭州，蘇州，成都等新一線城市和二線城市。*最小值、中位值、最大值*需求指標：表示人才在市場中的青睞程度。80 分表示平均水平，也就是企業的需求和人才的數量持平。小于 80 表示企業需求小于市場上人才的數量。反之，大于 80 表示是企業緊缺的人才，市場上這樣

206、的人才并不充足。4243Salary Trends-Mainland China/Financial ServicesSalary Trends-Mainland China/Financial ServicesHealthcare2021 Salary Trends2021 中國大陸地區醫療健康行業薪酬趨勢報告Mainland ChinaDifficult to Hire人才短缺崗位競爭激烈崗位Difficult to CompeteNursing Director護理總監Sales銷售Marketing市場Chief Nurse護士長Hospital President醫院院長Nurse護

207、士HealthcareNotes:Roles with limited qualified candidates while HR and company has less bargain power during recruitment process.指某職位缺乏符合條件的應聘者，符合條件的候選人有較大選擇空間。HR及公司處于賣方市場。Notes:Roles with poured qualified candidates while many candidates compete for one job.HR and company has more bargain power duri

208、ng recruitment process.指某職位有大量符合條件的應聘者，候選人競爭激烈。HR及公司處于買方市場。4445Salary Trends-Mainland China/HealthecareSalary Trends-Mainland China/HealthecareMedical 醫務Position Title職位名稱Years of Experience工作經驗Annual Package Range*(RMB)年薪Need Indicator*需求指數Min.Med.Max.Medical Affairs Director醫學事務總監15years+600K 800K

209、1M80Medical Affairs Manger醫學事務經理8years+400K 580K750K80Quality Director質控總監15years+600K 800K1M80Quality Manger質控經理8years+300K 430K600K80Nursing Director護理總監15 years+350K 580K800K92Chief Physician主任醫師10years+700K 1.1M1.5M90Associate Chief Physician副主任醫師10 years+400K 700K1M85Attending Physician主治醫師5 ye

210、ars+240K 520K800K91Health Technician住院醫師1 years+100K 175K250K84Chief Nurse護士長10years+200K 250K300K92Supervisor Nurse主管護師5years+150K 175K200K84Nurse Practitioner護師3years+100K 125K150K90Nurse護士1years+75K 90K100K80*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local

211、 currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an

212、 urgent need,or a scarcity in the market.*年薪：基本工資加獎金（不包括股權或者其他福利），貨幣單位為當地貨幣，如在中國，貨幣單位是人民幣。*最小值、中位值、最大值*需求指標：表示人才在市場中的青睞程度。80 分表示平均水平，也就是企業的需求和人才的數量持平。小于 80 表示企業需求小于市場上人才的數量。反之，大于 80 表示是企業緊缺的人才，市場上這樣的人才并不充足。*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local curr

213、ency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urge

214、nt need,or a scarcity in the market.*年薪：基本工資加獎金（不包括股權或者其他福利），貨幣單位為當地貨幣，如在中國，貨幣單位是人民幣。*最小值、中位值、最大值*需求指標：表示人才在市場中的青睞程度。80 分表示平均水平，也就是企業的需求和人才的數量持平。小于 80 表示企業需求小于市場上人才的數量。反之，大于 80 表示是企業緊缺的人才，市場上這樣的人才并不充足。Operation&Management 運營管理Sales&Marketing 銷售&市場Position Title職位名稱Years of Experience工作經驗Annual Packa

215、ge Range*(RMB)年薪Need Indicator*需求指數Min.Med.Max.CEO首席執行官20 years+4M 5M6M80COO首席運營官20 years+1M 2M3M80CMO首席醫務官18 years+4M 5M6M80Hospital President醫院院長20 years+500K 1.2M2M90Clinical Director診所總監15 years+400K 520K700K82Clinical Manager診所經理10 years+250K 320K400K82Sales Director銷售總監15 years+1M 1.2M1.5M81Sa

216、les Manager銷售經理10 years+400K 600K800K80Marketing Director市場總監15 years+800K 1M1.2M80Marketing Manager市場經理10 years+400K 540K700K814647Salary Trends-Mainland China/HealthecareSalary Trends-Mainland China/HealthecareLegal&Compliance2021 Salary Trends2021 中國大陸地區法務與合規行業薪酬趨勢報告Mainland ChinaDifficult to Hir

217、e人才短缺崗位競爭激烈崗位Difficult to CompetePrivacy Counsel 隱私法專家General Corporate Lawyer 一般公司律師Capital Market Lawyer 資本市場律師M&A Lawyer 并購律師Senior Compliance Counsel 資深合規顧問Senior Patent Counsel 資深專利律師Senior DR Lawyer 資深爭議解決律師Cloud Architect云平臺架構師Legal&ComplianceNotes:Roles with limited qualified candidates whil

218、e HR and company has less bargain power during recruitment process.指某職位缺乏符合條件的應聘者，符合條件的候選人有較大選擇空間。HR及公司處于賣方市場。Notes:Roles with poured qualified candidates while many candidates compete for one job.HR and company has more bargain power during recruitment process.指某職位有大量符合條件的應聘者，候選人競爭激烈。HR及公司處于買方市場。48

219、49Salary Trends-Mainland China/Legal&ComplianceSalary Trends-Mainland China/Legal&ComplianceIn-house Lawyer 企業內部法務合規律師International Law Firm 國際律師事務所Local Law Firm 本地律師事務所從業年數 Years of EmploymentPosition Title職位名稱 3 年Less than 3 Years4-6 年4-6 Years7-9 年7-9 Years10 年或以上Over 10 YearsLawyer律師150K-400K40

220、0K-800K800K-1.5M1M-4MParalegal法律助理100K-200K200K-400K400K-500KN/ACompany Secretary公司秘書N/A700K-2M700K-4M1M-4MLegal Secretary法律秘書80K-180K80K-200K150K-250K250K-350KBusiness Development業務發展180K-250K250K-400K400K-700K600K-1MLawyer律師500K-800K800K-1.5M1M-2M1.5M-3MParalegal法律助理150K-250K200K-300KN/AN/ALegal S

221、ecretary法律秘書100K-180K180K-300K250K-350K250K-400KOffice Manager行政經理N/AN/A350K-500K400K-900KLawyer律師250K-550K450K-800K700K-1.2M900K-2.5M*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*年薪：基本工資加獎金（不包括股權或者其他福利），貨幣單位為當地貨幣，如在中國，貨幣單位是人民

222、幣。Life Science2021 Salary Trends2021 中國大陸地區生命科學行業薪酬趨勢報告Mainland China5051Salary Trends-Mainland China/Legal&ComplianceSalary Trends-Mainland China/Life ScienceDifficult to Hire人才短缺崗位競爭激烈崗位Difficult to CompeteChief Techical Officer 首席技術管Sales Director銷售總監Marketing Director 市場總監Chief Scientific Office

223、r首席科學家RA Director 注冊總監Medical Director醫學總監R&D Director研發總監Life ScienceLife Science-NGS Notes:Roles with limited qualified candidates while HR and company has less bargain power during recruitment process.指某職位缺乏符合條件的應聘者，符合條件的候選人有較大選擇空間。HR及公司處于賣方市場。NGS團隊目前重點放在Non-commercial領域的職能招聘上，其中職位層級重點在總監及總監以上級別。

224、所有commerical的職位目前沒有重點招聘。Notes:Roles with poured qualified candidates while many candidates compete for one job.HR and company has more bargain power during recruitment process.指某職位有大量符合條件的應聘者，候選人競爭激烈。HR及公司處于買方市場。NGS 基因測序CTO/CSO首席技術官/首席信息官15 years+1.2M1.8M2.5M95R&D Director研發總監8 years+600K800K1M90R&D

225、 Manager研發經理5 years+400K510K600K88Bioinformatics Director生物信息總監10 years+1M1.2M1.4M85Bioinformatics Manager生物信息經理4 years+400K545K650K80Medical Director醫學總監15 years+800K1.3M1.5M90Medical Manager醫學經理5 years+400K520K600K95Sales Director銷售總監10 years+8001M1.2M80Regional Sales Manager區域銷售經理6 years+400K510K

226、600K90Marketing Director市場總監10 years+600K700K800K85Product Manager產品經理3 years+300K350K400K85Manufacturing Director生產總監10 years+600K700K800K82Regulatory Director注冊總監10 years+600K900K1M92Position Title職位名稱Years of Experience工作經驗Annual Package Range*(RMB)年薪Need Indicator*需求指數Min.Med.Max.*Annual Package

227、:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score be

228、low 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.*年薪：基本工資加獎金（不包括股權或者其他福利），貨幣單位為當地貨幣，如在中國，貨幣單位是人民幣。*最小值、中位值、最大值*需求指標：表示人才在市場中的青睞程度。80 分表示平均水平，也就是企業的需求和人才的數量持平。小于 80 表示企業需求小于市場上人才的數量。反之，大于 80 表示是企業緊缺的人才，市場上這樣的人才并不充足。5253Salary Trends-Ma

229、inland China/Life ScienceSalary Trends-Mainland China/Life ScienceMedical Device(Non Commercial)醫療器械(非業務類)R&D Vice president研發副總裁20 years+1M1.4M2M2M2.3M3.5M60R&D Director研發總監18 years+800K1.1M1.2M1M1.5M2M70R&D Manager研發經理10 years+350K495K600K500K750K900K60Production Director生產總監18 years+400K650K700K7

230、00K900K1.5M70Production Manager生產經理12 years+350K425K500K450K550K600K60Quality Director質量總監18 years+400K450K600K700K1M1.3M82Quality Manager質量經理7 years+250K325K430K350K450K520K88Regulatory Director注冊總監15 years+600K700K900K700K1.1M1.5M90Regulatory Manager注冊經理8 years+300K420K500K400500K580K93Clinical Di

231、rector臨床總監12 years+500K720K1.2M700K1.2M1.5M95Clinical Manager臨床經理7 years+300K395K450K450K530K580K98Position Title職位名稱Years of Experience工作經驗Annual Package Range*(RMB)年薪Need Indicator*需求指數Local Company 本土企業*Foreign Company 外資企業*Min.Med.Max.Min.Med.Max.*Annual Package:Basic Salary+Standard Bonus(exclu

232、ding stocks or other benefits),use local currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in

233、the market.A score above 80 indicates an urgent need,or a scarcity in the market.*年薪：基本工資加獎金（不包括股權或者其他福利），貨幣單位為當地貨幣，如在中國，貨幣單位是人民幣。*最小值、中位值、最大值*需求指標：表示人才在市場中的青睞程度。80 分表示平均水平，也就是企業的需求和人才的數量持平。小于 80 表示企業需求小于市場上人才的數量。反之，大于 80 表示是企業緊缺的人才，市場上這樣的人才并不充足。Medical Device(Commercial)醫療器械(業務類)Position Title職位名稱Y

234、ears of Experience工作經驗Annual Package Range*(RMB)年薪Need Indicator*需求指數Min.Med.Max.Chief Marketing Officer首席營銷官15 years+2M2.5M3M82Marketing Director市場總監12 years+1M1.3M1.5M82Marketing Manager市場經理8 years+600K740K900K80Market Research Manager市場調研經理3 years+300K490K700K80Brand Director 品牌總監12 years+1M1.2M1

235、.4M90Brand Manager品牌宣傳經理5 years+400K610K800K90Corporate Communication Director 傳播總監12 years+1M1.8M2.5M82Product Manager產品經理5 years+400K620K800K90Chief Commercial Officer 首席商務官15 years+2.5M3.3M4M84Sales VP銷售副總裁15 years+2.5M2.8M3M92Sales Director銷售總監10 years+1M1.5M2M92Sales Manager銷售經理7 years+500K700K

236、900K85BD Manager 業務拓展經理7 years+500K700K900K82Strategy Director 戰略總監7 years+1M1.5M2M90Commercial Operation Director商業運營總監8 years+1M1.3M1.5M85GA Manager 政務經理5 years+400K600K800K91Market Access Manager市場準入經理5 years+400K610K800K90Medical Affairs Manager醫學事務經理5 years+400K610K800K90Pricing Manager定價經理5 ye

237、ars+400K620K800K90*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an

238、average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.*年薪：基本工資加獎金（不包括股權或者其他福利），貨幣單位為當地貨幣，如在中國，貨幣單位是人民幣。*最小值、中位值、最大值*需求指標：表示人才在市場中的青睞程度。80 分表示平均水平，也就是企業的需求和人才的數量持平。小于 80 表示企業需求小于市場上人才的數量。反之，大于 80 表示是企業緊缺的人才，

239、市場上這樣的人才并不充足。5455Salary Trends-Mainland China/Life ScienceSalary Trends-Mainland China/Life ScienceIVD(Non Commercial)體外診斷(非業務類)IVD(Commercial)體外診斷(業務類)Position Title職位名稱Years of Experience工作經驗Annual Package Range*(RMB)年薪Need Indicator*需求指數Local Company 本土企業*Foreign Company 外資企業*Min.Med.Max.Min.Med.

240、Max.R&D Vice president研發副總裁20 years+1M1.9M5M1.8M2.4M3.5M70R&D Director研發總監15 years+800K1M1.2M1.2M1.5M2M90R&D Manager研發經理10 years+350K425K500K600K650K700K60Production Director生產總監18 years+400K660K900K700K800K900K82Production Manager生產經理10 years+250K325K400K400K500K600K82Quality Director質量總監15 years+4

241、00K510K600K700K810K900K85Quality Manager質量經理10 years+300K350K400K400K500K600K85Regulatory Director注冊總監12 years+500K660K800K800K950K1M90Regulatory Manager注冊經理8 years+300K400K500K500K650K700K95Clinial Director臨床總監12 years+800K1.2M1.5M1M1.4M1.8M90Clinial Manager臨床經理6 years+350K475K600K400K560K700K90Pos

242、ition Title職位名稱Years of Experience工作經驗Annual Package Range*(RMB)年薪Need Indicator*需求指數Min.Med.Max.Sales Director銷售總監15 years+1.3M 1.8M2.2M82Sales Manager銷售經理8 years+500K750K1M82Marketing Director市場總監15 years+1.2M1.5M2M80Product Manager產品經理5 years+400K640K900K80Application Manager應用經理8 years+500K650K8

243、00K81Service Manager服務經理8 years+500K640K800K80*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market

244、.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.*年薪：基本工資加獎金（不包括股權或者其他福利），貨幣單位為當地貨幣，如在中國，貨幣單位是人民幣。*最小值、中位值、最大值*需求指標：表示人才在市場中的青睞程度。80 分表示平均水平，也就是企業的需求和人才的數量持平。小于 80 表示企業需求小于市

245、場上人才的數量。反之，大于 80 表示是企業緊缺的人才，市場上這樣的人才并不充足。Machinery2021 Salary Trends2021 中國大陸地區機械制造行業薪酬趨勢報告Mainland China5657CGP Salary GuideSalary Trends-Mainland China/Life ScienceSalary Trends-Mainland China/MachineryR&D 研發Production 生產Operation 運營Position Title職位名稱Years of Experience工作經驗Annual Package Range*(RM

246、B)年薪Need Indicator*需求指數Tier 1 Cities 一線城市*Tier 2 Cities 二線城市*Min.Med.Max.Min.Med.Max.R&D Director研發總監15 years+750K975M1.2M450K625K800K82R&D Manager研發經理10 years+450K575K700K300K410K500K85R&D Supervisor研發主管7 years+250K335K400K180K250K320K88R&D Engineer研發工程師3 years+150K195K200K100K170K200K92Production

247、Director生產總監12 years+550K690K850K320K400K500K80Production Manager生產經理9 years+350K475K600K230K315K400K82Production Supervisor生產主管6 years+150K200K260K130K185K240K82Production Engineer生產工程師3 years+100K150K200K90K110K150K82Operations Director運營總監15 years+900K1.1M1.3M550K670K800K82Operations Manager運營經理1

248、0 years+500K660K800K300K380K450K85*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Tier 1 Cities:Beijing,Shanghai,Guangzhou,Shenzhen*Tier 2 Cities:Including but not limited to Hangzhou,Suzhou,Chengdu,etc.*Min.:Minimum,Med.:Medium

249、,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.*年薪：基本工資加獎金（不包

250、括股權或者其他福利），貨幣單位為當地貨幣，如在中國，貨幣單位是人民幣。*一線城市：北京，上海，廣州，深圳*二線城市：包括杭州，蘇州，成都等新一線城市和二線城市。*最小值、中位值、最大值*需求指標：表示人才在市場中的青睞程度。80 分表示平均水平，也就是企業的需求和人才的數量持平。小于 80 表示企業需求小于市場上人才的數量。反之，大于 80 表示是企業緊缺的人才，市場上這樣的人才并不充足。Difficult to Hire人才短缺崗位競爭激烈崗位Difficult to CompeteSourcing Manager采購經理Production Manager生產經理Operation Man

251、ager運營經理Project Manager項目經理Plant Manager廠長Process Engineer/Manager 工藝工程師/經理MES EngineerMES 工程師Engineering Manager工程經理Automation Engineer自動化工程師MachineryNotes:Roles with limited qualified candidates while HR and company has less bargain power during recruitment process.指某職位缺乏符合條件的應聘者，符合條件的候選人有較大選擇空間。H

252、R及公司處于賣方市場。Notes:Roles with poured qualified candidates while many candidates compete for one job.HR and company has more bargain power during recruitment process.指某職位有大量符合條件的應聘者，候選人競爭激烈。HR及公司處于買方市場。R&D Engineer/Manager/Director 研發工程師/經理/總監5859Salary Trends-Mainland China/MachinerySalary Trends-Main

253、land China/MachineryPharmaceutical2021 Salary Trends2021 中國大陸地區制藥行業薪酬趨勢報告Mainland ChinaSales&Marketing 市場&銷售Position Title職位名稱Years of Experience工作經驗Annual Package Range*(RMB)年薪Need Indicator*需求指數Tier 1 Cities 一線城市*Tier 2 Cities 二線城市*Min.Med.Max.Min.Med.Max.Sales VP銷售副總裁15 years+1.5M2M2.5M-85Sales D

254、irector銷售總監15 years+700K960K1.2M500K660K800K88Sales Manager銷售經理10 years+400K535K650K250K420K550K90Sales Supervisor銷售主管7 years+200K275K350K180K230K280K88BD Director業務開發總監12 years+500K760K1M-88BD Manager業務開發經理7 years+350K450K550K250K375K500K88Marketing Director市場總監10 years+500K 640K800K350K465K600K80M

255、arketing Manager市場經理5 years+350K 465K600K200K315K450K80Service Sales Director銷售支持總監15 years+650K885K1.1M480K640K780K88Service Sales Manager銷售支持經理10 years+380K515K630K230K385K520K90Service Sales Supervisor銷售支持主管7 years+180K260K320K160K220K260K88Application Manager技術支持經理10 years+500K600K700K350K460K55

256、0K89Application Engineer技術支持工程師5 years+300K395K450K200K310K380K92*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Tier 1 Cities:Beijing,Shanghai,Guangzhou,Shenzhen*Tier 2 Cities:Including but not limited to Hangzhou,Suzhou,Chengd

257、u,etc.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarci

258、ty in the market.*年薪：基本工資加獎金（不包括股權或者其他福利），貨幣單位為當地貨幣，如在中國，貨幣單位是人民幣。*一線城市：北京，上海，廣州，深圳*二線城市：包括杭州，蘇州，成都等新一線城市和二線城市。*最小值、中位值、最大值*需求指標：表示人才在市場中的青睞程度。80 分表示平均水平，也就是企業的需求和人才的數量持平。小于 80 表示企業需求小于市場上人才的數量。反之，大于 80 表示是企業緊缺的人才，市場上這樣的人才并不充足。6061Salary Trends-Mainland China/PharmaceuticalSalary Trends-Mainland Chi

259、na/MachineryResearch&Clinical 研發試驗Production&Quality Control 生產制劑Position Title職位名稱Years of Experience工作經驗Annual Package Range*(RMB)年薪Need Indicator*需求指數Local Company 本土企業*Foreign Company 外資企業*Min.Med.Max.Min.Med.Max.Chief of Drug Discovery首席藥物研發師20 years+2M2.5M3M2M3.1M4M82Drug Discovery Director藥物研

260、發總監10 years+500K740K1M600K1.2M1.5M80Drug Discovery Scientist藥物研發專家5 years+200K390K600K300K550K800K82Chief of Pre Clinical首席臨床前期專家20 years+2M2.5M3M2M2.5M3M83Pre Clinical Director臨床前期總監10 years+500K740M1M800K1.2M1.5M80Pre Clinical Manger臨床前期經理5 years+300K440K600K400K600K800K82Chief of Clinical Develop

261、ment首席臨床開發專家20 years+2M2.5M3M2M3.1M4M90Clinical Development Director臨床開發總監10 years+1M1.5M2M1.2M1.6M2M82Clinical Development Manger臨床開發經理5 years+300K540K800K400K650K900K81Regulatory VP注冊副總裁20 years+1M2M3M1.5M2.3M3M82Regulatory Director注冊總監10 years+500K740K1M800K1.5M2M80Regulatory Manger注冊經理5 years+20

262、0K390K600K500K650K800K80Chief of Process Development首席過程工藝專家20 years+2M2.5M3M2M3.1M4M91Process Development Director過程工藝總監10 years+1M1.3M1.5M1.2M1.6M2M92Process Development Scientist過程工藝專家5 years+200K400K600K300K460K600K88Chief of Manufacture生產總經理20 years+2M2.3M2.5M2M2.5M3M84Manufacture Director生產總監1

263、0 years+500K650K800K600K800K1M82Manufacture Engineer生產工程師5 years+200K400K600K300K510K700K82Quality VP質量控制副總裁20 years+1M1.3M1.5M2M+90Quality Director質量控制總監15 years+800K910K1M1M1.1M1.2M90Quality Manager質量控制經理8 years+200K360K500K300460K600K92Analytical VP分析副總裁20 years+1.5M1.8M2M2M+84Analytical Director

264、分析總監10 years+800K900K1M1M1.1M1.2M84Analytical Manager分析經理8 years+200K340K500K300K450K600K84Difficult to Hire人才短缺崗位競爭激烈崗位Difficult to CompeteBD Director 業務拓展總監Business Unit Head事業部負責人National Sales Director 全國銷售總監Marketing Director 市場總監Training Director 培訓總監Digital Marketing Manager數字營銷經理HEOR Manager

265、衛生經濟學經理Portfolio Manager產品管線管理經理PharmaceuticalNotes:Roles with limited qualified candidates while HR and company has less bargain power during recruitment process.指某職位缺乏符合條件的應聘者，符合條件的候選人有較大選擇空間。HR及公司處于賣方市場。Notes:Roles with poured qualified candidates while many candidates compete for one job.HR and

266、company has more bargain power during recruitment process.指某職位有大量符合條件的應聘者，候選人競爭激烈。HR及公司處于買方市場。6263Salary Trends-Mainland China/PharmaceuticalSalary Trends-Mainland China/PharmaceuticalRetail&Luxury2021 Salary Trends2021 中國大陸地區零售與奢侈品行業薪酬趨勢報告Mainland ChinaPharma CommercialPosition Title職位名稱Years of Ex

267、perience工作經驗Annual Package Range*(RMB)年薪Need Indicator*需求指數Local Company 本土企業*Foreign Company 外資企業*Min.Med.Max.Min.Med.Max.Chief Commercial Officer首席商務官20 years+3M4M5M4M5M7M80Commercial VP營銷副總裁15 years+1.5M2M2.5M2M3M3.5M80BD VPBD 副總裁15 years+1.5M2.5M3M2M3M5M85BD DirectorBD 總監10 years+600K1M2.5M700K1

268、.2M3M85BD ManagerBD 經理5 years+400K500K700K450K600K800K90Market Access VP(Central)市場準入副總裁（中央）18 years+1.5M2M3M2M3M3.5M75Market Access Director(Central)市場準入總監（中央）10 years+1M1.5M1.8M1.5M1.8M2M78Marketing VP市場部副總裁18 years+1.5M2M2.5M2M3M4M80Marketing Director市場總監15 years+800K1M1.5M1M1.5M2M85Marketing Man

269、ager市場經理10 years+600K800K1M800K1M1.2M85Local Marketing Director/Lead區域市場總監/負責人12 years+600K800K1M800K1M1.5M80Local Marketing Manager區域市場經理5 years+300K400K600K350K450K600K85National Sales Director全國銷售總監15 years+1M1.2M1.5M1.5M1.8M2M85Regional Sales Manager大區銷售經理10 years+500K800K1M800K1M1.3M85Training

270、Director培訓部總監15 years+800K1M1.2M1M1.2M1.5M78SFE Director銷售績效增效總監15 years+800K1M1.2M1M1.2M1.5M78KA Director關鍵客戶總監15 years+700K1M1.3M900K1.3M1.5M75*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Local Company*Foreign Company*Min.:

271、Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the ma

272、rket.*年薪：基本工資加獎金（不包括股權或者其他福利），貨幣單位為當地貨幣，如在中國，貨幣單位是人民幣。*本土企業*外資企業*最小值、中位值、最大值*需求指標：表示人才在市場中的青睞程度。80 分表示平均水平，也就是企業的需求和人才的數量持平。小于 80 表示企業需求小于市場上人才的數量。反之，大于 80 表示是企業緊缺的人才，市場上這樣的人才并不充足。6465CGP Salary GuideSalary Trends-Mainland China/Retail&LuxurySalary Trends-Mainland China/PharmaceuticalMarketing 市場Pos

273、ition Title職位名稱Years of Experience工作經驗Annual Package Range*(RMB)年薪Need Indicator*需求指數Min.Med.Max.CMO/Marketing VP首席營銷官/市場副總裁15 years+2.5M90Marketing Director市場總監10 years+1.2M1.9M2.5M95Marketing Manager(overall)市場經理6 years+600K820K1M95PR Manager公關經理6 years+500K660K800K85CRM Manager客戶關系管理經理5 years+400

274、K610K800K85Retail Marketing Manager零售市場經理6 years+400K620K800K85Digital Manager數字經理5 years+400K610K800K85Store Development VP店鋪發展副總裁15 years+2.5M+80Store Development Director店鋪發展總監10 years+1.2M1.9M2.5M95Store Development Manger店鋪發展經理5 years+400K620K800K95Visual Merchandising Director視覺營銷總監10 years+1M

275、+90Visual Merchandising Manger視覺營銷經理6 years+400K610K800K85Construction Director工程總監10 years+1M+90Construction Manger工程經理6 years+400K610K800K85*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*

276、Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.*年薪：基本工資加獎金（不包括股權或者其他福利），貨幣單

277、位為當地貨幣，如在中國，貨幣單位是人民幣。*最小值、中位值、最大值*需求指標：表示人才在市場中的青睞程度。80 分表示平均水平，也就是企業的需求和人才的數量持平。小于 80 表示企業需求小于市場上人才的數量。反之，大于 80 表示是企業緊缺的人才，市場上這樣的人才并不充足。Difficult to Hire人才短缺崗位競爭激烈崗位Difficult to CompeteCRM Manager客戶關系經理Retail Marketing Manager零售市場經理PR Manager公關經理Brand Communication Manager品牌傳播經理Area Manager區域經理Reta

278、il Director零售總監E-marketing Manager電商市場經理E-commerce Director電商總監E-commerce VP電商副總裁Merchandising Director營銷總監E-merchandising Manager電商營銷經理Retail&LuxuryNotes:Roles with limited qualified candidates while HR and company has less bargain power during recruitment process.指某職位缺乏符合條件的應聘者，符合條件的候選人有較大選擇空間。HR及

279、公司處于賣方市場。Notes:Roles with poured qualified candidates while many candidates compete for one job.HR and company has more bargain power during recruitment process.指某職位有大量符合條件的應聘者，候選人競爭激烈。HR及公司處于買方市場。6667Salary Trends-Mainland China/Retail&LuxurySalary Trends-Mainland China/Retail&LuxurySupply Chain 供應

280、鏈E-Commerce 電商Position Title職位名稱Years of Experience工作經驗Annual Package Range*(RMB)年薪Need Indicator*需求指數Min.Med.Max.Supply Chain VP供應鏈副總裁20 years+2M+90Supply Chain Director供應鏈總監15 years+1M 1.6M2M95Supply Chain Manager供應鏈經理8 years+400K 510K600K90Logistics Director物流總監15 years+1M1.6M2M95Logistics Manage

281、r物流經理8 years+300K 460K600K85Warehousing Manager倉儲經理8 years+300K 460K600K85Transportation Manager運輸經理8 years+300K 460K600K85Demand Planning Manager需求計劃經理8 years+300K 450K600K85Ecommerce VP/GM電商副總裁/總經理20 years+2.5 M+95Ecommerce Director/Senior Director電商總監/高級總監15 years+1.5M 1.9M2.2 M95Ecommerce Manage

282、r/Senior Manager電商經理/高級經理8-12 years600K 910K1.2 M90Ecommerce Operation Director電商運營總監12 years+1M+95Ecommerce Operation Manager電商運營經理6 years+500K+90Ecommerce Merchandising Director電商營銷總監12 years+1M+95Ecommerce Merchandising Manager電商營銷經理6 years+600K+90Ecommerce Content/Creative Director電商內容/創意總監12 ye

283、ars+1M+95Ecommerce Content/Creative Manager電商內容/創意經理6 years+600K+90*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or tal

284、ent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.*年薪：基本工資加獎金（不包括股權或者其他福利），貨幣單位為當地貨幣，如在中國，貨幣單位是人民幣。*最小值、中位值、最大值*需求指標：表示人才在市場中的青睞程度。80 分表示平均水平，也就是企業的需求和人才

285、的數量持平。小于 80 表示企業需求小于市場上人才的數量。反之，大于 80 表示是企業緊缺的人才，市場上這樣的人才并不充足。Merchandising VP商品副總裁20 years+2M+90Merchandising Director商品總監15 years+1M 1.6M2M90Merchandising Manager商品經理8 years+400K 560K 700K85Luxury Buyer奢侈品采購5 years+200K320k400K90Ecommerce Merchandising Director電商商品總監12 years+800K1.2M1.5M95Ecommerc

286、e Merchandising Manager電商商品經理6 years+300K470K600K90Planning&Allocation Director計劃&配貨總監15 years+800K1.2M1.5M93Planning&Allocation Manager計劃&配貨經理8 years+400K570K700K93Planning Director計劃總監15 years+800K1.2M1.5M88Planning Manager計劃經理8 years+300K460K600k85Allocation Director配貨總監15 years+800K1.2M1.5M90All

287、ocation Manager配貨經理8 years+300K460K600K90Merchandising 商品Sales Operation 銷售運營Position Title職位名稱Years of Experience工作經驗Annual Package Range*(RMB)年薪Need Indicator*需求指數Min.Med.Max.Wholesale VP批發副總裁20 years+2M+90Wholesale Director批發總監15 years+1.2M 1.7M2M95Wholesale Manager批發經理6 years+500K 660K800K90Reta

288、il VP零售副總裁18 years+2M+85Retail Director零售總監12 years+1.2M 1.6M2M90Retail Manager零售經理8 years+700K 970K1.2M95*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure t

289、he need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.*年薪：基本工資加獎金（不包括股權或者其他福利），貨幣單位為當地貨幣，如在中國，貨幣單位是人民幣。*最小值、中位值、最大值*需求

290、指標：表示人才在市場中的青睞程度。80 分表示平均水平，也就是企業的需求和人才的數量持平。小于 80 表示企業需求小于市場上人才的數量。反之，大于 80 表示是企業緊缺的人才，市場上這樣的人才并不充足。6869Salary Trends-Mainland China/Retail&LuxurySalary Trends-Mainland China/Retail&LuxuryDifficult to Hire人才短缺崗位競爭激烈崗位Difficult to CompeteAnalog Design Engineer模擬設計工程師Analog Design Engineer模擬設計工程師CPU

291、ArchitectCPU架構師SI Engineer信號完整性工程師RF Design Engineer射頻設計工程師RF Design Engineer射頻設計工程師SI Engineer信號完整性工程師CPU ArchitectCPU架構師SemiconductorNotes:Roles with limited qualified candidates while HR and company has less bargain power during recruitment process.指某職位缺乏符合條件的應聘者，符合條件的候選人有較大選擇空間。HR及公司處于賣方市場。Notes

292、:Roles with poured qualified candidates while many candidates compete for one job.HR and company has more bargain power during recruitment process.指某職位有大量符合條件的應聘者，候選人競爭激烈。HR及公司處于買方市場。Semiconductor2021 Salary Trends2021 中國大陸地區半導體行業薪酬趨勢報告Mainland China7071Salary Trends-Mainland China/SemiconductorSala

293、ry Trends-Mainland China/Semiconductor*Annual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Tier 1 Cities:Beijing,Shanghai,Guangzhou,Shenzhen*Tier 2 Cities:Including but not limited to Hangzhou,Suzhou,Chengdu,etc.*Min.:Minimum,Med.:Me

294、dium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.*年薪：基本工資加獎

295、金（不包括股權或者其他福利），貨幣單位為當地貨幣，如在中國，貨幣單位是人民幣。*一線城市：北京，上海，廣州，深圳*二線城市：包括杭州，蘇州，成都等新一線城市和二線城市。*最小值、中位值、最大值*需求指標：表示人才在市場中的青睞程度。80 分表示平均水平，也就是企業的需求和人才的數量持平。小于 80 表示企業需求小于市場上人才的數量。反之，大于 80 表示是企業緊缺的人才，市場上這樣的人才并不充足。Production&Operation 生產工藝Sales&Marketing 銷售市場Position Title職位名稱Years of Experience工作經驗Annual Package

296、 Range*(RMB)年薪Need Indicator*需求指數Tier 1 Cities 一線城市*Tier 2 Cities 二線城市*Min.Med.Max.Min.Med.Max.Production Director生產總監15 years+700K840K1M400K515K650K80Production Manager生產經理10 years+300K475K650K200K325K450K82Production Supervisor生產主管6 years+180K230K280K120K175K230K82Process Engineering Director工藝總監1

297、5 years+450K605K800K320K415K550K79Process EngineeringManager工藝經理9 years+300K450K600K200K275K350K81Process Engineering Supervisor工藝主管6 years+180K240K300K130K185K240K84Sales VP銷售副總裁15 years+1.5M1.8M2M-85Sales Director銷售總監12 years+900K1.2M1.5M450K600K750K85Sales Manager銷售經理10 years+550K710K850K300K410K

298、500K90Sales Supervisor銷售主管6 years+250K360K450K150K215K260K90Application Manager技術支持經理10 years+500K600K700K350K450K550K89Application Engineer技術支持工程師5 years+300K395K450K200K310K380K92Marketing Director市場總監10 years+400K600K800K300K450K600K83Marketing Manager市場經理7 years+300K410K500K200K285K350K86R&D 研發S

299、upply Chain 供應鏈Position Title職位名稱Years of Experience工作經驗Annual Package Range*(RMB)年薪Need Indicator*需求指數Tier 1 Cities 一線城市*Tier 2 Cities 二線城市*Min.Med.Max.Min.Med.Max.R&D Director研發總監15 years+800K1.1M1.3M450K615M800K80R&D Manager研發經理10 years+400K600K800K330K415K500K83R&D Engineer研發工程師3 years+150K200K2

300、60K100K150K180K90Supply Chain VP供應鏈副總裁18 years+1.2M1.4M1.5M700K850K1M81Supply Chain Director供應鏈總監10 years+800K1M1.2M500K750K1M85Supply Chain Manger供應鏈經理5 years+400K560K700K300K400K500K87Purchasing Manager采購經理6 years+300K400K500K200K310K400K88Purchasing Supervisor采購主管3 years+150K175K200K120K170K200K8

301、8Planning Manager計劃經理4 years+180K240K300K150K205M260K85Planner計劃專員2 years+120K160K200K100K140K180K85B2B E-commerce Head電子商務渠道業務負責人12 years+800K1M1.2M-90B2B E-commerce Director電子商務渠道總監8 years+600K760K900K300K460K600K90B2B E-commerce Manger電子商務渠道經理5 years+300K435K550K200K310K400K90*Annual Package:Basi

302、c Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Tier 1 Cities:Beijing,Shanghai,Guangzhou,Shenzhen*Tier 2 Cities:Including but not limited to Hangzhou,Suzhou,Chengdu,etc.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the n

303、eed of the specific position or talent within the market.A score of 80 indicates an average demand or need.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.*年薪：基本工資加獎金（不包括股權或者其他福利），貨幣單位為當地貨幣，如在中國，貨幣單位是人民幣。*一線城市：北京，上海，廣州，深圳*二

304、線城市：包括杭州，蘇州，成都等新一線城市和二線城市。*最小值、中位值、最大值*需求指標：表示人才在市場中的青睞程度。80 分表示平均水平，也就是企業的需求和人才的數量持平。小于 80 表示企業需求小于市場上人才的數量。反之，大于 80 表示是企業緊缺的人才，市場上這樣的人才并不充足。7273Salary Trends-Mainland China/SemiconductorSalary Trends-Mainland China/SemiconductorDifficult to Hire人才短缺崗位競爭激烈崗位Difficult to CompeteTrade Marketing Direc

305、tor渠道銷售總監Operation VP/Director 酒店運營管理崗（運營VP/總監）Product Director 酒店產品研發負責人HR Director 人力資源負責人Park Operation Senior Executive 主題樂園資深運營管理Commercial Strategic 戰略規劃類崗位Digital Service Director 數字營銷負責人Trade Sales 渠道市場推廣類Traditional Sales&Marketing傳統市場營銷管理類Outbound Management 出境業務負責人Travel&LeisureNotes:Role

306、s with limited qualified candidates while HR and company has less bargain power during recruitment process.指某職位缺乏符合條件的應聘者，符合條件的候選人有較大選擇空間。HR及公司處于賣方市場。Notes:Roles with poured qualified candidates while many candidates compete for one job.HR and company has more bargain power during recruitment proces

307、s.指某職位有大量符合條件的應聘者，候選人競爭激烈。HR及公司處于買方市場。2021 Salary TrendsTravel&Leisure2021 中國大陸地區旅游與休閑行業薪酬趨勢報告Mainland China7475Salary Trends-Mainland China/Travel&LeisureSalary Trends-Mainland China/Travel&LeisureOTA 在線旅游酒店+Cruise 郵輪Position Title職位名稱Years of Experience工作經驗Annual Package Range*(RMB)年薪Need Indicato

308、r*需求指數Min.Med.Max.Sales Account Director銷售客戶總監10 years+700K1M1.2M80Senior Sales Manager高級銷售經理5 years+350K420K500K82Sales Manger銷售經理5 years+200K250K300K80CPO首席產品官15 years+1.5-2M84Product Director產品總監10 years+700K860K1M84Product Manager產品經理5 years+300K400K500K80Digital Marketing Director數字營銷總監12 years

309、+800K900K1.2M82Senior DigitalMarketing Manager高級數字營銷經理6-10 years+400K500K600K90Digital Marketing Manger數字營銷經理5 years+200K250K400K84Sales VP銷售副總裁15 years+1.5M1.9M2M82Sales Director銷售總監12 years+800K1.2M1.5M82Senior Sales Manager高級銷售經理8 years+350K420K500K82PR Director公關總監10 years+700K1M1.2m90PR Manager

310、公關經理8 years+300K450K600K84Marketing VP市場營銷副總裁15 years+1.2M1.5M2M82Senior Marketing Manager高級市場經理10 years+450K525K600K82Digital Marketing Manager數字營銷經理8 years+300K370K420K90Revenue Director收益總監10 years+600K800K900K85Operation VP運營副總裁15 years+1M1.4M1.8M82Operation Director運營總監10 years+450K600K700K82*A

311、nnual Package:Basic Salary+Standard Bonus(excluding stocks or other benefits),use local currency,ex:use RMB In China.*Min.:Minimum,Med.:Medium,Max.:Maximum*Need Indicator:A metric to measure the need of the specific position or talent within the market.A score of 80 indicates an average demand or ne

312、ed.A score below 80 indicates an oversupply in the market.A score above 80 indicates an urgent need,or a scarcity in the market.*年薪：基本工資加獎金（不包括股權或者其他福利），貨幣單位為當地貨幣，如在中國，貨幣單位是人民幣。*最小值、中位值、最大值*需求指標：表示人才在市場中的青睞程度。80 分表示平均水平，也就是企業的需求和人才的數量持平。小于 80 表示企業需求小于市場上人才的數量。反之，大于 80 表示是企業緊缺的人才，市場上這樣的人才并不充足。7677CGP

313、 Salary GuideSalary Trends-Mainland China/Travel&Leisure免責聲明Disclimer1)本報告所含的所有信息只是對相關問題的一般性指導。2）考慮到不同公司的團隊規模、公司營業額及其他多種可變因素對現實情況中的薪酬福利帶來的影響，本報告中的信息可能會有所滯后、遺漏或誤差。3)我們會盡力確保報告獲得信息的來源可靠，本指導僅供行業機構、企業和個人參考，CGP 不承擔任何由此指導而引發的法律后果和責任。1)The information contained in this report is for general guidance on matt

314、ers of interest only.2)Given the changing nature of team size,company revenue,and other variable factors,there may be delays,omissions or inaccuracies in information contained in this report.3)While we have made every attempt to ensure that the information contained in this report has been obtained

315、from reliable sources,this report is for reference purpose only to organizations,enterprises,and individuals.CGP is not responsible for any errors or omissions,or for the results obtained from the use of this information.Our OfficesBeijing|Shanghai|Suzhou|Guangzhou|Chengdu|XiamenWuhan|Nanjing|Shenzhen|Xian|Hong Kong|Singapore|Japan|USA北京|上海|蘇州|廣州|成都|廈門 武漢|南京|深圳|西安香港|新加坡|日本|美國78CGP Salary Guide