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1、 1SALARY GUIDEKorea2023 2PERSOLKELLY is a joint venture established in 2016 between PERSOL HOLDINGS(previously Temp Holdings)and Kelly Services to cater to the rising workforce employment needs of the emerging Asia Pacific market.We are one of the largest workforce solutions providers in the region,

2、spanning over 45 offices across 13 markets including Australia,China,Hong Kong,India,Indonesia,Malaysia,New Zealand,Philippines,Singapore,South Korea,Taiwan,Thailand and Vietnam.Our reach,scope,and scale of operations have set the industry standard for cross-border recruitment and holistic workforce

3、 solutions.Since inception,PERSOLKELLY has placed over 59,000 positions across the region and works together with 98%of Fortune 100 companies for their workforce solution needs.In Australia and New Zealand,the PERSOLKELLY brand is owned and operated by Programmed after they acquired Kelly Services i

4、n April 2020.Connect with us on Facebook,LinkedIn,&Instagram.Visit persolkelly.kr 3SeoulGyeonggiBusanAs a global workforce solutions partner,PERSOLKELLY Korea provides end-to-end Human Resource services to all our clients.AREAS OF EXPERTISE Automotive Banking and Finance Consumer Goods Emerging Tech

5、 Industry Healthcare and Life Sciences Information Technology and Services Manufacturing Chemical Industry Semiconductor Blockchain and Fintech Startups PERSOL Korea(Japan Desk)GENERAL RECRUITMENT Executive Search Permanent Placement Temporary Staffing Contract Staffing On-site StaffingOUTSOURCING R

6、ecruitment Process Outsourcing(RPO)Business Process Outsourcing(BPO)Managed Service Provider(MSP)HR CONSULTING HR system design and establishment Establishment of management system Penetration of organisational goals Developing manager/employee skillsGOVERNMENT&CORPORATE SERVICES Internship programm

7、es Global job support and job fair Outplacement and leadership coaching3 officesSince 2008100 professionals 3 4Working life is a journey of growth and creation.We all have big dreams,and there are many different paths to success.Thus,we need to make our own choices from a range of diversified work o

8、pportunities.Our vision is to enrich society so that all work leads to lives of happiness.CONTENTSMethodology:Salary figures included in the 2023 Korea Salary Guide are derived by combining the expert market knowledge of senior recruitment professionals within the PERSOLKELLY Korea network,as well a

9、s job placement data recorded on the PERSOLKELLY Korea database.5Due to the outbreak of the COVID-19 pandemic in 2020,PERSOLKELLY Korea faced challenges it had never experienced before,such as a freeze on staffing,unavailability of face-to-face meetings,and unrest in the business sector,which made i

10、t impossible for us to predict a promising future.Executive OverviewHowever,after the pandemic turned into an endemic at the end of 2022,PERSOLKELLY made strong gains and achieved the highest sales and productivity per capita in 2021 and 2022 since PERSOLKELLY Korea was established in 2008,and I am

11、now looking ahead to 2023.PERSOLKELLY is not only focusing on executive search as we did during the pandemic,but we are also currently making efforts to expand our expertise to include managerial and junior staff search,RPO(Recruitment Process Outsourcing,also on a large scale),project-based search(

12、engineers,technicians,and customer service),and temporary and contract staff search,which covers the full range of services needed by customers.Industries expected to expand include:Semiconductor Mobility E-commerce Bio&Healthcare Lithium-ion batteries ESG related businessTo meet the increased deman

13、d,PERSOLKELLY will recruit additional consultants to support this expansion.As we enter 2023,CEOs,executives and the media are concerned about an economic recession.However,in the midst of several global economic crises that I have experienced so far,I have found that the real power to overcome such

14、 adversity is the talent within the organisation.During the recession,we realised that we can be the most prominent and trusted partner when it comes to finding solutions for hiring key talent.In 2023,PERSOLKELLY,the most trusted partner of companies looking for talent that fits their business,will

15、continue to be right by your side.Linda(Moon-Sook)OhConsulting Director,Head of Executive Search,Permanent Placement&RPOPERSOLKELLY Korea had an incentive trip to Japan in November 2022.6Consumer/Retail 7Elly ParkSenior Consultant Elly Park is a Senior Consultant at PERSOLKELLY Korea.She focuses on

16、the Retail and Consumer Industry and has over 15 years of experience in the search industry.Elly specialises in meeting the recruitment needs of both global and local companies.She is responsible for client servicing,project management,identification of prospective candidates,and pre-screening of qu

17、alified candidates.Her searches range mostly from mid-level to senior executives.Elly is mainly in charge of the search for C-Level Executives,Marketing,Sales,E-commerce,Retail,MD/VMD,Legal,HR,and Finance functions.She was also the winner of the Top Performer Award in 2017.Over the last few years,Ko

18、rea has been in a precarious economic phase due to the pandemic and the conflict in Ukraine.Despite the volatility,the ecommerce market and consumer goods industry continue to grow strongly.At the same time,mobile ecommerce sales are also on the rise,led by the“MZ”Generation(Millennials born between

19、 1981-1996 and Gen Zs born between 1997-2012).Consumer Goods companies are striving to keep up with the latest omnichannel customer experience using new features like social commerce and the metaverse.In addition,consumers are demanding more action on environmental,social and governance(ESG)factors,

20、increasing pressures on companies to be more environmental and ethical.In the Fashion industry,more companies are attempting to replace animal skins with vegan leather and developing“upcycling”material to create eco-friendly textiles and fashion products.In the Cosmetics industry,a growing number of

21、 companies are actively promoting ESG activities related to the environment,focusing on vegan or organic products.Within the consumer and retail sectors recruitment market,there is accelerating demand to hire talent with creative brand marketing skills.We expect increased demand for talent who can a

22、nalyse customer data through various ecommerce channels to gain insights into consumer behaviour.Roles such as Managing Director of Product Planning with strong knowledge of ESG trends will be crucial in many organisations going forward.Consumer/RetailYura ShonConsultantYura Shon is a recruitment co

23、nsultant at PERSOLKELLY Korea.She focuses on the Consumer&Retail industry.She always tries her best to provide accurate opportunities and directions to the clients and candidates with her humble,enthusiastic,and open-minded personality.Based on her experiences in the airline field,she possesses meti

24、culous and speedy work performance and remarkable communication skills.She is able to accurately recognise the requirements of each position and satisfy both clients and candidates.Thus,both client companies and candidates are delighted with her work.Consultant Bio 8Consumer/RetailSTAFFJUNIORSENIORM

25、ANAGERDIRECTORMANAGING DIRECTORMAXMINMAXMINMAXMINMAXMINMAXMINMAXMINMarketing35.047.043.058.056.090.078.0135.0125.0185.0210.0460.0Sales35.045.043.058.055.080.076.0130.0120.0180.0Ecommerce 35.045.043.060.055.080.078.0130.0125.0185.0HR/Admin34.043.040.056.055.078.073.0110.0105.0175.0Finance34.043.040.0

26、56.055.078.072.0100.097.0170.0Supply Chain/Logistics34.045.043.056.055.080.070.0110.0110.0175.0IT32.045.042.053.048.075.070.095.090.0150.0CS28.035.032.038.035.057.050.085.0100.0165.0 Salary Range(per year)|Unit:Million KRW 9Information Technology 10Information TechnologyEmerging TechWhat was once pe

27、rceived as abnormal will become the standard way of working in 2023.As we settle into the last stages of the pandemic,hybrid working has been fully embraced into our workplace.For businesses to succeed in the fast-evolving landscape,they must utilise the latest tools and technologies to make a smoot

28、h and efficient transition.Automated workplaces The hybrid workplace has enablede employees to be in different physical locations during working hours,increasing demand for workflow automation solutions.This transition to our daily routine brings satisfaction and efficiency to both the business and

29、its employees.Automation eliminates repetitive work and reduces wasted time and unnecessary tasks.On the other hand,it maximises efficiency,accuracy,and productivity.Employees who have experienced this digital transition say that automation increases their job satisfaction,reduces work-related stres

30、s,and helps them achieve work-life balance.Cybersecurity risks The hybrid workplace has increased our dependency on technology.Massive amount of private data is shared in real-time,exposing us to data breaches and increasing the risk of online fraud.A recent PwC survey revealed that 69%of global exe

31、cutives have plans to invest and increase cybersecurity spending in 2022,with the security tech market expected to hit a value of$172 billion.Today,businesses must ramp up their privacy and cyber compliance measures and educate employees on how to effectively respond to security breaches.The past tw

32、o years have seen a major digital transition and significant shifts in the working environment.In 2023,businesses should focus on adapting their practices to embrace the changes and finding the hybrid working environment that works best for them.Mina ParkConsultant Mina Park is an experienced consul

33、tant who deals with High-tech,Semiconductor,and Automotive customers.She established her expertise by recruiting a wide range of Engineers from Software to Hardware,including Full Stack Developer,Data Analysts,DevOps,MLOps,Manufacturing Engineers,and Process Engineers.Mina is actively identifying po

34、tential candidates to share new opportunities in the field.Consultant Bio 11Information TechnologyTraditional TechThe COVID-19 crisis has forced many global MNCs into some form of restructuring.These shifts,alongside rapidly emerging tech trends,are bringing significant changes to the traditional IT

35、 talent recruitment space.Competition for talent in the post-pandemic world has spurred corporations to transform their operations teams(including HR,Finance and IT Management)to make them more efficient.Global companies have built matrix structures where,rather than establishing all the critical te

36、ams in each market,they base their legal team in Singapore,for example,their IT team in Korea and their HR team in Hong Kong.This strategy enables organisations around the world to collaborate efficiently.Traditional tech teams(for example,IT Management)are usually responsible for building on-premis

37、e infrastructure.Therefore,these positions are vital in the Industry 4.0 era to oversee the core components of all IT environments,and they must be hired for each country,no matter the offices size.These roles could include IT specialists,such as Infrastructure Engineers,Network Engineers,or on a la

38、rger scale,Operations Engineers in data centres who maintain servers,networks,storage,cloud,and other external services.Previously,the requirements and criteria for hiring these IT specialists were finite and relatively straightforward.However,today,companies have limited budgets and must keep up wi

39、th fast-evolving technology trends,so they prefer to hire a handful of multilingual global IT talents with exceptional academic records and international working experience.At the same time,many young,trend-aware IT talents are switching to emerging tech,such as the Metaverse,Blockchain and AI.In ad

40、dition,salary levels in the traditional IT industry,which were low compared to other sectors,are now skyrocketing,even above other industries.Therefore,the future of traditional IT talent recruitment promises to be an increasingly tight market.Jennie KimConsultantJennie Kim is a consultant who deals

41、 with Technology Recruitment in the IT Industry.Jennie has experience in sourcing Developer,IT Specialist,Network(Server,Storage,Cloud)Engineer,Business Application Specialist,POS Specialist,Solution Engineer,Data Centre Engineer and more.Consultant Bio 12Information TechnologyJUNIORSENIORMANAGERDIR

42、ECTORMANAGING DIRECTORMAXMINMAXMINMAXMINMAXMINMAXMINEmerging TechBig Data/ML42.060.062.088.090.0105.0110.0175.0170.0350.0AI44.163.065.192.494.5110.3115.5183.8Cyber Security41.063.068.080.082.0110.0120.0160.0Robotics/Automation40.056.063.084.085.0105.0110.0190.0Traditional TechTelecommunications40.05

43、8.060.078.080.0100.0110.0170.0Infrastructure38.052.053.070.073.0100.0100.0130.0Developer36.058.062.079.080.0110.0110.0150.0IT Support33.042.045.057.062.087.090.0120.0IT Sales40.052.055.078.090.0115.0120.0200.0Digital Marketing33.044.048.078.080.098.0105.0170.0PM/PO36.046.047.066.069.088.093.0125.0Hu

44、man Resources38.050.052.073.074.089.090.0120.0Finance35.049.052.080.081.0100.0111.0150.0 Salary Range(per year)|Unit:Million KRW 13Semiconductor 14SemiconductorFor the past two years,the Semiconductor industry has enjoyed an unprecedented boom.The demand for semiconductor products has grown,with the

45、 increasing trend for telecommuting and remote learning during the pandemic.As a result,semiconductor companies(including chip manufacturers,Semiconductor equipment companies,and parts companies)have been announcing record results.The Semiconductor recruitment market has also experienced a boost due

46、 to the lack of skilled talent.Companies have offered higher salaries,sign-on bonuses,and stock options to attract the best and most experienced workers,while introducing huge incentives,retention bonus payments,and improved welfare to prevent the departure of existing staff.Although workers in the

47、Semiconductor industry had a hectic year,it was the year of opportunities for turnover and salary raises.However,the outlook for 2023 is less bright.The global Semiconductor market has already gone through a rapid growth stage,and many expect Semiconductor sales to fall due to sluggish consumer mark

48、ets,caused by inflation,interest rate surges and soaring energy costs.Nevertheless,we anticipated recruitment in the Semiconductor industry to be more active next year than other industries,following the ongoing demand and industry growth that will continue.Claire LeeSenior Consultant Claire Lee is

49、a Senior Consultant of PERSOLKELLY and she is a team leader of RPO(Recruiting Process Outsourcing)team.She is specialised in Semiconductor industry positions such as Field Service Engineer,Process Engineer and Software Engineer.Clair and her RPO team have successfully completed mass hiring during 20

50、22(200 positions)and provided customised and exclusive service to our clients based on a deep understanding of the industry and market trends.Consultant Bio 15SemiconductorSTAFFJUNIORSENIORMANAGERDIRECTORMANAGING DIRECTORMAXMINMAXMINMAXMINMAXMINMAXMINMAXMINMarketing35.252.050.968.264.681.067.0110.38

51、8.6153.7111.3274.9HR/Admin34.545.339.956.145.367.056.1104.977.8148.3Finance34.551.251.268.461.788.167.0110.388.6153.7Sales35.551.746.368.057.178.868.0133.078.8219.5Logistics32.847.243.261.255.175.068.9105.793.0125.6Engineer35.549.143.762.554.573.468.0108.695.0197.9Quality37.953.053.063.863.876.976.9

52、93.7-R&D44.055.756.471.068.087.681.4124.7119.5198.9 Salary Range(per year)|Unit:Million KRW 16Chemical 17ChemicalWhile Koreas economy continues to recover from the impact of the COVID-19 pandemic,domestic demand for petrochemicals is also expected to resume.As the domestic economy is anticipated to

53、grow by 2.9%in 2022,private consumption is expected soon to return to pre-pandemic levelsHowever,growth for exported petrochemical products will be marginal in 2022.If the United States-China trade dispute continues,Chinas(Koreas largest exporter of petrochemical products)trade with the United State

54、s will decrease,which could lead to a direct contraction in demand for imports of domestic intermediate goods.The chemical industry achieved an all-time high performance in 2021.Bonus salary payments for this performance were paid out in the first half of 2022,raising the average level of remunerati

55、on in the industry.Recently,chemical companies are expanding into various new businesses,such as electric vehicle battery materials and hydrogen production.Experienced talent are moving to competitors faster than they did in the past.The concept of a lifetime job has faded,which is usually reflected

56、 in the number of years in service.Recently,talent with expertise in electric vehicle battery materials in the chemical industry sector have frequently transferred to other roles when rival companies offer better employment conditions and higher-ranking positions.Top talent do not hesitate to change

57、 jobs within the field.In the short term,recruitment is expected to grow steadily until 2025,as the demand for new products related to COVID-19 will eventually reach its peak.Eliana ParkConsultant Eliana Park is a recruitment consultant at PERSOLKELLY,focusing on the Chemical Resource,Energy,and EPC

58、 industry.As a dedicated and enthusiastic recruitment professional consultant,Eliana has strong analytical and problem-solving skills with the ability to get things done.She develops and maintains relationships with clients and manages candidates that participate in the hiring process.Eliana has ide

59、ntified and met customer needs based on various work experiences such as business development,project management,reference check of suitable candidates,and candidates search.Consultant Bio 18ChemicalSTAFFJUNIORSENIORMANAGERDIRECTORMANAGING DIRECTORMAXMINMAXMINMAXMINMAXMINMAXMINMAXMINMarketing39.060.

60、059.075.074.086.085.0105.0105.0152.0197.0316.0HR/Admin38.052.053.064.065.075.080.0103.0103.0141.0Finance38.053.059.071.069.088.084.098.098.0166.0IT41.061.059.072.070.089.086.099.098.0131.0Engineer40.051.052.064.067.083.079.093.099.0126.0Sales39.046.063.075.077.090.096.0129.0128.0197.0QA/QC42.059.060

61、.070.071.080.080.091.0102.0124.0R&D59.065.064.077.078.092.092.0108.0109.0198.0 Salary Range(per year)|Unit:Million KRW 19Healthcare/Life Sciences 20Healthcare/Life SciencesOver the past couple of years,the pandemic presented the Healthcare&Life Sciences industry with many challenges.Several new tren

62、ds have started to emerge in the Medical Device sector,such as a surge in demand for surgical robots and digitisation combined with AI technology.In the Healthcare industry,surgical robots are leading the medical device sector.There has been a high demand for VC investments in robotic surgery compan

63、ies over the last few years.In addition,digitisation with the help of AI applies to the healthcare industry in numerous fields,such as in laboratories,client data analysis,medical imaging diagnosis,monitoring systems,and wearable IT applications.Among these multiple AI technology applications,AI sof

64、tware in medical imaging diagnosis for radiologists and cardiologists,is one of the most promising diagnosis measures in the medical device field.Clinicians have quickly and efficiently adapted to using AI-software data to help identify diseases and treat them accordingly.These fast-emerging trends

65、in the Healthcare industry drives the demand for,AI software engineers,as well as digital marketing,clinical sales,clinical research,and medical affairs roles.At the same time,traditional product sales and marketing roles are likely to see less demand going forward.Alison Lee Senior ConsultantAlison

66、 Lee is a Senior Consultant and team lead of Scientific Resources division and she has over 9 years significant experience in executive search and C-level assignments with leading global healthcare,medical devices,and life sciences companies.Prior to joining PERSOLKELLY Korea,Alison was a Senior Con

67、sultant at Singapore based executive search firm,specializing in healthcare,where she led senior leadership engagements,and brought industry perspectives and strong insights to clients.She has a proven track record in commercial,finance,and technical hiring for clients.Consultant Bio 21Healthcare/Li

68、fe SciencesSTAFFJUNIORSENIORMANAGERDIRECTORMAXMINMAXMINMAXMINMAXMINMAXMINHR-75.39107.6396.92159.97Finance-58.3587.1286.10118.45105.78171.50Sales-61.3882.5481.45120.78107.63183.03Marketing-54.8972.165.6193.6297.33129.16109.79164.69PM/Branding-53.8669.9364.5891.4686.10129.16-Medical Advisor-107.63161.

69、50129.16215.27153.74247.61201.32290.25Medical Science Liaison 43.0553.8653.8664.5862.3586.1079.86125.16115.28218.32Regulatory Affairs-48.4169.9353.8686.1080.75118.45107.63161.50Pricing&Reimbursement-80.75102.27129.16183.03Regulatory Quality Manager(Pharmacist)-48.4159.2264.5880.7586.10129.16120.1317

70、2.35 Salary Range(per year)|Unit:Million KRW 22Manufacturing 23ManufacturingThe healthy state of the Manufacturing industry and its employment market indicate a recovery,despite the impact of the pandemic.With the economy on the road to normalcy,more plants are resuming operations,driving the demand

71、 for essential employees.In particular,advanced industries such as semiconductors,batteries and hydrogen production present an optimistic growth outlook,given that their manufacturing processes are based on global infrastructures.In line with the technological advances resulting from the 4th Industr

72、ial Revolution,a new factory environment integrating IT,called the“Smart Factory”,has been created.This new-age factory environment enables better agility and enhanced efficiency,and Quality Control,and Customer Service processes.The growth in eco-friendly industries is expected to accelerate.Also,a

73、s the industry focuses on expanding sustainable infrastructure,we expect to see more manufacturing industries associated with the next generation of electric vehicles.In summary,the Manufacturing industry will continue to go from strength to strength,leading to an increased demand for talent.Lynn Ch

74、ungConsultantLynn Chung is a recruitment consultant at PERSOLKELLY focusing on Manufacturing industry.She is in charge of recruiting non-engineering sector,but not limited to engineering recruiting,such as SCM,Buyer,IT,Quality,HR,Sales,etc.She has a broad range of experience in recruiting entry leve

75、l-mid-level-senior level positions of variety roles that she is equipped with depth and breadth of understanding in the field of Manufacturing.Consultant Bio 24ManufacturingSTAFFJUNIORSENIORMANAGERDIRECTORMAXMINMAXMINMAXMINMAXMINMAXMINSCM38.042.042.058.060.080.082.0120.0120.0160.0HR/Admin35.048.042.

76、056.056.073.073.090.0100.0150.0Finance42.052.049.057.060.075.080.0100.0-IT36.050.048.060.062.089.090.0100.0-Engineer38.048.046.059.057.072.072.0102.0-Quality38.050.046.055.064.078.081.0100.0103.0130.0Sales-58.077.076.090.0-Salary Range(per year)|Unit:Million KRW 25Automotive/Mobility 26Automotive/Mo

77、bilityOver the past three years,every industry has been forced to cope with unprecedented crises due to COVID-19,and the Automobile industry is no exception.At the same time,this industry has altered its focus from the internal combustion engine to enter a new era of electric mobility.As the Automob

78、ile industry has yet to resolve the shortage of vehicle semiconductors from 2021,the recovery of the global vehicle market is expected to be delayed further.The impact of the Russia-Ukraine conflict adds to the uncertainty.Due to the increase in production and pent-up customer demand,the industry is

79、 likely to enter a recovery phase in the mid-or long-term.Faced with a mobility revolution represented by electric vehicles and autonomous driving trends,car manufacturers are investing in R&D and plant refurbishment to produce the latest electric models in anticipation of strong future demand.The s

80、hift from internal combustion engines to electric vehicles is expected to give rise to a dual production structure.This could affect the demand for R&D and production talents,and increase the need for specialist professionals such as data engineers and software experts.Employment is likely to declin

81、e in the auto-parts industry,but recruitment in the production of self-driving cars is likely to increase.Jisoo LeeSenior ConsultantJisoo Lee is a Senior Consultant at PERSOLKELLYs Research Innovation Center in the Executive Search and Headhunting Division.She has wide experience in recruiting execu

82、tives and mid-level placements in Automotive,mobility,Manufacturing and Hospitality industries.Prior to joining PERSOLKELLY,she had a solid consulting background for many years.With that experience,she has built up a vast network of clients and candidates.Consultant Bio 27Automotive/MobilitySTAFFJUN

83、IORSENIORMANAGERDIRECTORMANAGING DIRECTORMAXMINMAXMINMAXMINMAXMINMAXMINMAXMINHR/Admin38.152.046.259.356.176.578.097.796.5113.1191.0467.1Finance38.453.047.059.956.482.280.9105.0104.8114.6Marketing40.248.850.265.063.884.284.697.8104.7148.8Sales40.854.151.964.260.284.778.4101.9102.8153.1Production40.75

84、2.248.061.358.280.073.4102.5102.9105.6IT40.456.051.973.670.986.484.3106.8104.3173.2Logistics38.347.049.858.452.971.671.196.996.1137.0CS37.048.447.660.657.979.174.486.385.9101.4QA40.152.061.268.467.685.383.2107.2106.9160.0R&D43.354.251.964.262.285.786.2108.0107.4162.7Legal40.047.648.167.356.188.273.2

85、125.1108.0179.4 Salary Range(per year)|Unit:Million KRW 28Blockchain/Fintech 29Since the onset of the pandemic,Financial Services companies have accelerated moves to convert themselves into becoming more automated and consumer focused.Fintech is the most far-reaching innovation to affect the entire

86、Financial Services industry.Major fintech trends in 2022 fall into the following six categories:1)White-label solutions off-the-shelf digital finance Software-as-a-Service(SaaS).2)The growth of data aggregator roles(i.e.,data collectors who connect fintech firms and financial institutions to individ

87、ual users or corporate financial accounts and provide essential information for financial services).3)Financial innovation,such as Blockchain technology and Cybersecurity.4)Robotic Process Automation(RPA)and Intelligent Automation(IA)5)Evolution in payment methods,such as cashless and voice recognit

88、ion payments.6)Digital banking expansion.Koreas fintech market is expected to grow by 31%in 2022 as prepaid card payments steadily increase in use,and new Buy Now Pay Later(BNPL)products come into the market,while credit card companies update their existing systems to support open payment systems.Bl

89、ockchain/FintechSofia ChungSenior ConsultantSofia Chung is a Senior Consultant at PERSOLKELLY with over 20 years of experience in executive search and senior-level,C-Level assignments within IT,manufacturing and chemical field.Specialised in various work experiences such as C-level/HR,Finance,Sales,

90、Business Development,Marketing,R&D etc.Consultant Bio 30Blockchain/FintechSTAFFJUNIORSENIORMANAGERDIRECTORMANAGING DIRECTORMAXMINMAXMINMAXMINMAXMINMAXMINMAXMINMarketing32.039.039.060.056.068.070.0100.0105.0120+150+300+HR/Admin32.035.036.052.047.073.070.095.0-Finance35.038.040.063.057.083.0-IT Engine

91、er35.041.043.060.059.093.090.0200.0140.0150+Sales33.036.040.058.063.078.075.097.095.0110+Management35.040.041.052.055.071.072.089.085.0120+Salary Range(per year)|Unit:Million KRW 31Banking/Finance 32Banking/FinanceBanks and Financial Services firms are operating with uncertainty in the shadow of soa

92、ring inflation and interest rates,the Russia-Ukraine war,new COVID-19 variants,and the threat of recession or stagflation.With disruption looming over the market,banks and other organisations in the Financial Services industry are seeking technology talents more than ever before.The Banking and Fina

93、ncial Services industry has been a candidate-driven market for some time.There is a limited talent pool and intense competition to recruit top talent for emerging fintech startups,blockchain,cryptocurrency,and mobile payments firms.The strongest employment demands in the market are related to positi

94、ons in credit and risk,real estate,and digitalisation(especially cybersecurity).As upheavals and volatility increase across the globe,banks and firms in the Financial Services industry are becoming exceedingly cautious in every aspect to minimise business risks.There are also changes in regulations

95、which make risk-related procedures stringent.Organisations need more credit and risk analysts and officers.Yet,the talent pool is very lean and the competition to acquire these key talents is likely to be fierce.Financial Services companies will continue investing in real estate around the world,as

96、it is considered somewhat stable compared to other assets like equities,stocks and cryptocurrencies.Talent with experience in real estate investment-both domestic and overseas,in development and management are highly desired not only in the Banking and Financial Services sector but throughout many o

97、ther industries.The Banking and Financial Services industry has been increasing its focus on digital transformation for quite some time,and this will continue for a while.Software engineers,data analysts,and cybersecurity specialists will be the top talents desired in the market.This is the optimal

98、time for banks and other firms in Financial Services to accelerate efforts to attract and retain key talent.In order to do so,effective branding and enhanced corporate culture offering diversity and flexibility are essential.Crystal LeeSenior ConsultantCrystal Lee is a seasoned recruiting consultant

99、 with more than 10 years of experiences in headhunting business.She is skilled in C-level and senior executive level placements,specialising in Banking and Financial Services Commercial/Investment Banking,Private Equity,Real Estates and Management Consulting.She won the Regional Top Performer award

100、in 2020.Consultant Bio 33Banking/FinanceJUNIORMIDDLESENIORMAXMINMAXMINMAXMINBankingTrader58.0101.085.0153.0138.0367.0Product Sales51.085.075.4132.6121.6316.0Relationship Manager51.084.071.0112.0100.4284.0Private Banking-78.0131.6112.0292.0Trade Finance51.082.071.2102.097.8272.0Cash Management51.078.

101、070.8101.898.8294.0Credit Risk51.078.067.8122.4102.4274.0Market Risk51.078.069.2128.4100.4274.0IB/M&A/ECM-60.090.082.0160.3133.0377.0PE/VC-60.094.080.6152.4112.0336.0Asset ManagementResearch Analyst48.869.068.3105.890.8166.0Portfolio Manager51.871.270.9110.2100.2304.0 Salary Range(per year)|Unit:Mil

102、lion KRW 34Banking/FinanceJUNIORMIDDLESENIORMAXMINMAXMINMAXMINInsuranceUnderwriting45.768.161.085.483.8140.8Actuary45.767.266.192.691.6152.0Back OfficeHuman Resources41.360.158.9117.085.0285.0Finance/Finance Controller/CFO41.059.255.389.082.0386.2Legal&Compliance42.165.250.0130.0102.3352.6Internal A

103、udit42.070.065.9135.2118.6238.1 Salary Range(per year)|Unit:Million KRW 35Global Search 36The pandemic transformed hiring practices and working models worldwide,affecting small businesses to large corporations.In 2022,various trends have continued to reshape the new world of work,impacting HR,recrui

104、tment and overall employee management.While some of the worlds leading economic experts forecast a global recession,the Russia-Ukraine war has brought sudden and unexpected challenges and opportunities for talent recruitment.For instance,economic sanctions against Russia have resulted in many global

105、 brands and Russian SMEs with high-calibre talents leaving Russia and relocating overseas.Some companies have transferred their offices to Eastern Europe,the Middle East,Central Asia,and Southeast Asia.This has led to a considerable talent movement across Asia Pacific,where PERSOLKELLY has a strong

106、regional presence.Furthermore,these events have encouraged a new salary payment trend using cryptocurrencies.Now,a company from Korea or Malaysia can hire a remote specialist located in another part of the world and pay them in cryptocurrency.This new method of hiring and running a business could be

107、 a game-changer in the global talent market.Apart from these global and fast-paced trends,we see other significant factors impacting Korean firms.Domestic cost pressures,labour shortages,a saturated market,fierce competition and an appetite for digital transformation and technological innovation hav

108、e led many Korean firms to embrace Foreign Direct Investment.They view advanced economies as locations where they can benefit from strategic assets such as advanced technology while emerging markets present cost advantages like low wages.However,in both scenarios,firms retain control of the core ele

109、ments of value creation in their home country Korea.It would be true to say,up to now,that large Korean companies such as Hyundai and LG or SMEs are moving or planning to relocate their low value-added activities into low-cost foreign locations.For example,Hyundai and LG are building new plants in I

110、ndonesia,while their critical and core strengths,including R&D and management-related roles,will stay concentrated in Korea.In summary,it may become more commonplace for companies to move their plants to emerging countries and their R&D centres to advanced countries,and source talent remotely with s

111、alaries paid in cryptocurrency.Davlat VafoiyonConsultantDavlat Vafoiyon specialises in recruiting mid,senior and regional executive level positions mainly for industries such as bio&pharma,digital agency and IT&Tech.He has an enthusiastic spirit and the ability to focus on his work while communicati

112、ng with various people from different levels and backgrounds.Before joining PERSOLKELLY Korea,he worked for a global recruitment company where he developed dynamic work principles.He demonstrated a hard-working attitude that achieved significant results.Graduated with a Degree in International Busin

113、ess Experience in international and domestic sales,marketing and business development.He serves Korean and global companies for the domestic as well as international markets.Fluent in English,Korean,Russian,Uzbek and Persian.Consultant BioGlobal Search 37Research Innovation Center 38Most of the cons

114、ultants in the headhunting industry were senior employees in the past.This was so because the industry mainly focused on hiring only executives at foreign companies or conglomerates.However,the overall trend of recruitment has transformed in recent years.As such,the needs of clients from startups an

115、d venture companies have increased drastically,which means that clients needs to recruit younger employees have also increased.This transformation has escalated the importance of hiring junior consultants in search firms like ours.The RIC team provides many opportunities for junior consultants to ex

116、perience different positions in various industries.Our team also offers training sessions from the basics of recruitment to practical experience.Compared with the previous system of the headhunting department that focused mainly on hiring experienced consultants and assigning projects to them immedi

117、ately,the current RIC team focuses primarily on training consultants before they get assigned new tasks.This team functions in a way that helps junior researchers to develop their careers as consultants.I firmly believe that it can provide more opportunities to juniors who are interested in headhunt

118、ing or recruitment positions,especially if they have lost their chance in the past due to a lack of working experience.PERSOLKELLY Korea is well known for offering competent recruitment services to senior-level or executive-level professionals.In the past,our main business focus was on recruitment s

119、ervices for senior-level positions.However,with the launch of this RIC team,we are able to provide recruitment services for junior positions,thereby broadening our market segment.This has helped PERSOLKELLY Korea in providing holistic recruitment services to clients for all HR needs.I believe this i

120、s a great opportunity for us to build better partnerships with our clients and to further expand our business in the future.Jeehye Moon Head of the Research Innovation CenterJeehye Moon is the Head of the Research Innovation Center in the Executive Search and Headhunting Division.She is responsible

121、for the training and coaching of junior consultants,as well as recruiting,planning,directing and overseeing the operations within the organisation.With over 19 years of experience in Search,she continues to expand her team with her expertise and know-how,as she aims to grow her juniors to become exp

122、erienced consultants.Consultant BioResearch Innovation Center 39Corporate Function 40Corporate Function13 (years of experience)35(years of experience)58(years of experience)815(years of experience)15+(years of experience)MAXMINMAXMINMAXMINMAXMINMAXMINHuman Resources(Base)Chief Human Resources Office

123、r130.0Vice President,Human Resources100.0130.0130.0Human Resources Director80.0100.0100.0Human Resources Business Partner60.080.080.010.010.0Human Resources Learning&Development Manager60.080.080.090.090.0100.0Human Resources Compensation&Benefits Managers60.080.080.090.090.0100.0Human Resources Tal

124、ent Acquisition Manager50.060.060.080.080.0100.0100.0Human Resources Payroll Manager40.050.050.060.060.070.070.080.080.090.0Human Resources Officer40.050.050.055.055.060.0 Salary Range(per year)|Unit:Million KRW 41Corporate Function Salary Range(per year)|Unit:Million KRW13 (years of experience)35(y

125、ears of experience)58(years of experience)815(years of experience)15+(years of experience)MAXMINMAXMINMAXMINMAXMINMAXMINFinance&Administration(Base)Chief Financial Officer100.0150.0150.0Finance Director100.0130.0130.0Finance Controller100.0130.0130.0Finance Manager70.0100.0100.0120.0120.0Accounting

126、Manager40.050.050.060.060.070.070.080.080.090.0Tax Manager50.070.070.080.080.090.090.0Financial Planning&Analyst Manager50.070.070.090.090.0100.0100.0Internal Audit70.090.090.0120.0120.0Cost Accountant50.060.060.080.080.090.090.0Treasury/Cash Management Accountant40.050.050.070.070.080.080.0Office M

127、anager35.040.040.050.050.060.060.065.065.070.0Executive/Personal Assistant35.040.040.050.050.060.060.065.065.070.0Administration Officer30.035.035.040.040.050.050.055.055.060.0 42Corporate Function Salary Range(per year)|Unit:Million KRW13 (years of experience)35(years of experience)58(years of expe

128、rience)815(years of experience)15+(years of experience)MAXMINMAXMINMAXMINMAXMINMAXMINSupply Chain Managemant(Base)Operations Manager40.045.045.050.050.060.060.070.070.0Supply Chain Manager40.045.045.050.050.060.060.080.080.0Logistics Manager40.045.045.050.050.060.060.080.080.0Procurement,Purchasing

129、Manager40.050.050.060.060.070.070.090.090.0Direct&Indirect Purchasing Manager40.050.050.060.060.070.070.090.090.0Demand Planning Manager40.050.050.060.060.070.070.090.090.0Sales&Marketing(Base)Sales Manager,Director40.045.045.060.060.080.080.0110.0110.0Marketing Manager,Director40.045.045.060.060.08

130、0.080.0110.0110.0Product Manager40.045.045.060.060.080.080.090.090.0Brand Manager40.045.045.060.060.080.080.090.090.0Marketing Communications Manager40.045.045.060.060.080.080.0100.0100.0Public Relations Manager40.045.045.060.060.080.080.0100.0100.0Digital Marketing Manager40.050.050.065.065.080.080

131、.0100.0100.0e-Commerce Manager40.050.050.070.070.090.090.0110.0110.0 43PERSOLKELLY CONSULTING is a leading global HR consulting and professional services company.With offices across Asia Pacific region in South Korea,Hong Kong,India,Indonesia,Malaysia,Singapore,China,Thailand,Vietnam and Japan(throu

132、gh collaboration with PERSOL Research and Consulting),we are committed to shaping the future of the workforce and empowering individuals,organisations and societies.We understand and analyse clients challenges to provide customised HR advisory with cultural consideration,end-to-end HR solutions,as w

133、ell as market insights for various industries,which include salary trends reports,for effective business operations.OUR SERVICESAdvisory ServicesOrganisation DevelopmentLearning AcademyCareer Transition&Outplacement 44persolkelly.kr15F Seoul Finance Center,136,Sejong-daero,Jung-gu,Seoul,04520,KoreaTel:+82 2 760 8800Fax:+82 2 760 8889Email:info_2023 All Rights Reserved.