1、2022 Hudson Talent Trends ReportGet in touch,see how we can help.Angela TangNational Director,Healthcare and Life Sciences021-2022 Hudson ReportHudsons specialist recruitment consultants have the in-depth market knowledge of salaries,job titles and hiring trends to ensure you achieve the best outcom

2、e for your organization at the appropriate remuneration.We build highly nurtured and engaged pools of select talent so you can find the right person quickly.This means greater speed and precision in placements,and higher satisfaction for both clients and candidates.Our proprietary assessment tools a

3、nd techniques will help you find candidates with the right technical skills and capabilities for the role and for your team,so you can achieve higher performance and superior business results.Hudson Healthcare&Life SciencesHudson Healthcare&Life SciencesIn addition to salary package,talent expects l

4、ong-term appreciationIn the surveyed samples,personal salary and benefits are still the most important factor in the decision-making process.75%of the respondents expect their salary to increase by no less than 15%when they change jobs.In addition to salary package,corporate development prospect and

5、 personal development space also weigh a lot,ranking second(20%)and third(19%)respectively,just slightly less important than the first ranked salary package(22%).Other rising trends are company culture and values,and job fulfillment.As can be expected,companies are more attractive if they are in boo

6、ming areas such as the Internet,digitalization and healthcare,while giving talents greater functional scope and job autonomy.Hudson Talent Trends Report Aiming to provide the latest insights into the job market and provide companies with sustainable and more targeted talent solutions.We interviewed

7、486 senior career professionals in China Mainland,covering not only Beijing,Shanghai,Guangzhou and Shenzhen,but also new Tier 1 cities such as Hangzhou and Chengdu as well as other fast-growing areas.Most of the respondents are in management or key positions,with over 60%are senior managers and 22%a

8、re directors or above.They are from sectors of financial services,consumer goods,healthcare and life sciences,automobile,science&technology,industry and so on,with 52%from foreign-owned or joint venture companies,20%from SOEs or large local companies,and 8%from start-ups.In addition,we conducted in-

9、depth interviews with 62 senior consultants from Hudson to interpretate state policy changes,forecast industry prospects,and analyze career development and salary conditions for job seekers.Talents turning to more stable and mature platformsThe Covid-19 epidemic has had a major impact on almost all

10、industries around the world.The uncertainties brought by the epidemic have made the workforce more inclined to pursue a stable lifestyle and unwilling to take risks to seek change in the long post-epidemic era.In this context,44%of respondents expressed their wish to join foreign-owned companies/joi

11、nt ventures,while another 23%and 14%,respectively,were willing to join listed companies and state-owned enterprises to seek a more stable and mature development platform with more efficient career progression and better remuneration package.At the same time,however,innovative companies and platforms

12、 remain strong in their technology-driven development,tapping a variety of talented individuals from foreign companies with incentives such as high salaries and generous packages.Overall,the mobility in the talent market remains good.Seeking new and innovative ideas amidst stability is a common feed

13、back Hudson consultants received from the large number of candidates.Flexible hiringThe uncertainty created by the Covid-19 epidemic will last long.As companies begin to make future hiring plans,a flexible talent strategy gives them more flexibility and more space to optimize human resources and all

14、ocate them appropriately,thereby reducing costs and increasing efficiency.At the same time,the employment mindset of job seekers is also changing,with 43%of respondents willing to accept flexible employment.When the young generation in China is more and more inclined to flexible working methods,the

15、national laws and regulations are gradually improving the social security regulations of flexible employment mode,the domestic flexible employment market is expected to prosper rapidly and develop in the long term.Generation Z has become a major force at workplace,and managers should stimulate their

16、 internal motivationActively responding to the challenges brought by AI to seize opportunitiesArtificial intelligence(AI)is known as the core driver of the fourth technological revolution.In recent years,it is growing at a rapid pace,with increasingly widespread applications in various fields such a

17、s industry,information security,finance,healthcare and education.While artificial intelligence is changing every aspect of the economy and life,its impact on employment is also receiving wide attention.According to McKinsey Global Institutes Unemployment and Employment:Transforming the Workforce in

18、the Age of Automation,it is predicted that by 2030,as many as 800 million jobs worldwide will be replaced by artificial intelligence.On the other hand,there are also reports that estimate that while jobs are being replaced by AI technology,AI is also increasing real income levels and productivity an

19、d is capable of generating new jobs.The results of the Hudson survey questionnaire show that while more than 80%of respondents do not believe that AI will replace the skills they perform in the short term,it does not deter them from battening down the hatches.They show a positive attitude toward lea

20、rning,with more than 30%saying it is important to improve their soft skills and their abilities of management and leadership.60%of respondents said they were willing to pay for self-improvement,and nearly 20 percent said they would like their companies to offer relevant training.As employers continu

21、e to build their brands,a comprehensive and quality talent development strategy can further help them stand out,attract talents and retain them.Stay agile,develop a growth mindset,and stay competitive in constant changing environmentToday,markets continue to change as they are being broken and rebui

22、lt.It is especially important for talents to stay motivated and develop a growth mindset in such an environment.Cultural adaptability and learning acumen are key ability of all types of talents,especially those from multinational companies,to take root and survive in the new soil.And for companies,a

23、 growth mindset is also necessary.Talents are selected based on a comprehensive assessment of the companys DNA,strategic direction and cultural traits.For example,companies looking to get a head start on the competition need a Ready-Fire-Aim model,which is basically the right direction,rapid fire,an

24、d timely evaluation and adjustment.These companies are usually looking for candidates with an innovative mindset,who are willing to try new things and take pre-estimated risks,and who can grow quickly from mistakes and replicate and expand their success rapidly.While at the meanwhile,establishing a

25、cohesive organizational culture and selection,nurturing and retention strategies to matching the needs of the organization at different stages are also critical to retaining talent.In addition,when evaluating talents,companies often look for Achievement,which represents past success,and Ambition,whi

26、ch represents future drivers of success,but in a changing market environ-ment,it is more important to look for Agility.Agility is a key attribute that enables people to survive and thrive in new environments,for example curiosity,ambiguity tolerance,experience in different roles and companies,and th

27、e ability to adapt to new cultures while remaining true to oneself.DisclaimersThe Talent Report is based on Hudsons knowledge of the industry and publicly available data.Hudson has also made every effort to verify the accuracy or validity of all data and information contained in the Talent Report.Th

28、is Talent Report is for reference only and Hudson shall not be liable for any claims or losses arising from any actual or anticipated inaccuracies contained in the Talent Report.Generation Zs are known as Internet natives who are growing up with smartphones,mobile Internet,games,social media.They li

29、ve in a fast-paced Internet environment and have a wide range of interests and a greater focus on self-growth and expression.Below are some findings from 2021 ACCA Global Report(conducted in collaboration with Hudson).The Internet is the first choice,but job hopping is frequent.The Internet industry

30、 has undoubtedly become the preferred industry for Generation Z to enter the workplace,as they are a generation growing up in a digital environment and they hope to enjoy the industry dividends when the Internet is highly evolving.At the same time,it can also be seen that the job-hopping rate of Gen

31、eration Z in less than one year reached 46.8%.Generation Z is strongly self-driven.Generation Z employees expect to be able to set their own schedules and frequent telecommuting arrangements.But that doesnt mean they dont care about their future.Instead,they value the hard strength of the company an

32、d hope to learn more knowledge and skills.They are more focused on the companys ability to help them continuously improve their career skills.Therefore,if timely training,guidance and job flexibility are available,Gen Z will perform better at work.For them,advancement is not just about salary increa

33、se,but also about achievement and self-fulfillment.Showing Gen Z employees a clear,feasible and fair path to advancement can help them stay in their jobs for a long time.Young Gen Zers are more inclined to embrace diversity.In particular,they like experiences,they like new things,they like technolog

34、y as well as intelligence.Therefore,work is not the whole of Gen Zs life,they want to have their own life outside of work,and more than 50%of them regard traveling around the world as their greatest desire and success,so they also value companies being able to maintain their work-life balance.Self v

35、s.organization,enjoying life vs.overtime dedication,expression vs.obedience.Generation Z seems out of tune with the demands of the workplace all along,even is regarded as a real bugger by managers.While at the same time,they have injected new energy into the workplace and the relationship between em

36、ployees and managers has taken a turn,how to adapt to the new relationship and manage effectively rather than antagonize,and thus achieve overall business success,is what every company will have to face.Healthcare Industry InsightsIn the era of Innovation 2.0,it has become the focus of all companies

37、 to improve their original innovation capabilities,independently develop innovative drugs,or improve their competitiveness through business development.With the acceleration of R&D,the requirements for drug quality and safety continue to improve.The competition is fierce.Enterprises favor talents wi

38、th resources and rich experience.Talents with medical insurance access,volume-base procurement experience,government resources and knowledge of health economics and outcome research are preferred.Innovation in healthcare technology,payment and medical services is driving a continued demand and mobil

39、ity of cross-fields talent.With the rapid rise of innovative pharmaceutical enterprises,the flow of talents from multinational companies to local companies is accelerating,and the number of overseas candidates returning to China is increasing.Talents who have experienced in large-scale drug R&D,medi

40、cal,market access,business development,and digital transformation,and those with agile growth-oriented thinking are highly needed in the new era.The year 2021 is the first year of the 14th Five-year Plan,and also a year of great changes in the industry pattern in the post-epidemic era.Medical fund i

41、s experiencing the accelerated positive structure change to leave room for innovation.Expanded and institutionalized VBP,national negotiation,and cost control has become a new normal，strategic goals and measures of early screening and diagnosis to strengthen the health of grassroots Chinese,in line

42、with the accelerated development of Internet medical treatment and retail channels provides innovative services for the health of people and patients.Pharmaceutical equipment enterprises are actively transforming,deploying,and cultivating Chinese market with a worldwide stand view to develop in the

43、new normal.Under the three-wheel drive of policy support,industrial advancement and capital support,the medical and health industry is renewing and iterating at an unprecedented speed,which also contributes to a new pattern of talent flow:With the development of medical reform,innovation,talent and

44、transformation will be the key of success.In the future,innovative R&D,pharmaceutical and market access talents will be quite popular,as well as those talents who are equipped with new technology and have cross industry background.Digital transformation experiences will also be in high demand.Hot Jo

45、bsR&D Drug Discovery:Entering the era of innovation 2.0,the scarcity and shortage of R&D talents have become more obvious.With the increasingly fierce competition in drug innovation,it is very crucial to occupy a leading edge in the drug discovery stage.Translational Research:With the rapid developm

46、ent of domestic innovative pharmaceutical enterprises and encouragement of research innovation in China,how to successfully promote drugs from research to clinical stage,complete the translation,and how to better promote innovative drugs research through fundamental research is crucial.Related talen

47、ts are also favored by enterprises.Clinical Operation:The speed and quality of clinical research is a key link in the speed and success of new drug application.As more drugs enter clinical trials,there is a great demand for talent at all levels,from strategy to protocol design.Regulatory Affairs:Inn

48、ovative pharmaceutical companies gradually usher in a harvest period.Under the background of frequent introduction of national policies,talents with forward-looking and profound understanding of relevant policies are in great demand.Medical Science Clinical development：Multinational pharmaceutical e

49、nterprises participate more in global clinical trials and part of early phase clinical trials.Local enterprises continue to expand their clinical development teams to cope with the expansion of their pipelines and clinical projects.Clinical Research Physician/Scientist are the most popular talents a

50、mong pharmaceutical enterprises.Medical Affairs:Medical affairs in the new era has become an important pillar for bridging R&D and commercialization,covering the whole drug life cycle from clinical to commercialization,and playing an important role in medical strategy formulation,medical evidence co

51、llection,expert interfacing and maintenance,and product life cycle management.As more products enter the stage of commercialization from R&D,professional medical personnel are becoming more and more in demand.Companies need people who can understand the national pharmaceutical marketing code and hav

52、e background related to innovation drugs.Real World Evidence(RWE):With the updating of national registration regulations,the continuous improvement of BoaoLecheng Pilot Zone and the increasing investment of medical data-related enterprises,RWE has become an important part of supporting pharmaceutica

53、l enterprises in new drug application and indication expansion,and the contradiction between supply and demand of talents has also become prominent.Health Economics Outcome Research(HEOR):The evaluation of health economics and outcome research has become an important base for access,pricing and heal

54、th insurance negotiations.Talents who have HEOR technical skills and can organically combine with the access strategy are favored.Business Development:From R&D to commercialization,from new drug introduction to going overseas,from pipeline license-in/out to research and technology platform collabora

55、tion,capital parties,multinational and local pharmaceutical enterprises are actively conducting the in-depth and cross-industry cooperation in the whole life cycle.In terms of talent needs,those inter-disciplinary talents who have a solid scientist background,in-depth knowledge of products and marke

56、t,global vision,strategic innovation thinking,and business negotiation ability are favored.Strategy：Whether it is business expansion and innovative cooperation of multinational enterprises,strategic transformation of local enterprises,or development of biotech companies,strategic talents,as the thin

57、k tank of enterprises,sit in the whole industry chain from the commercial to clinical and research,and serve as the strategy partner of CEO(chairman),business leaders,or R&D experts,transforming their idea or into systematic solutions,integrating resources,and promoting the development of the enterp

58、rise.Access:With the help of health insurance negotiation and volume-based purchase,the time for drug sales to reach the peak has been shortened,and the negotiation ability of new drug approval,market access,health insurance access and volume-based purchase is required to be higher.Enterprises deman

59、d for qualified talent is further increasing,and talents with strategic analysis ability and vision are favored.CommercializationMST:Manufacturing science and technology is the guarantee for smooth progress between the process development department and the production department.Enterprises want exp

60、erienced candidates to ensure the stability of the process and ensure the quality of production.Quality Control:The introduction of drug administration law has put forward higher and stricter requirements on the quality responsibility of enterprises in the whole life cycle of drugs.Whether it is ind

61、ependent manufacturing or outsourced manufacturing,quality control personnel are needed in all links of production and manufacturing.Lean Manufacturing:Drug manufacturing is the most important link in the flow of products to the market.As more products move from the clinical stage to the manufacturi

62、ng stage,making the manufacturing process efficient and ensuring quality is critical to the success of product commercialization.Digital Innovation:From prudent exploration to vigorous development,digital innovation covers all aspects of pharmaceutical,medical device,medical service,and all links of

63、 research,development and commercial.Using AI and big data to improve the efficiency of drug R&D innovation,applying innovative concepts and digital tools to achieve full-channel precise doctor interaction,and establishing patient-centered integrated diagnosis,treatment and rehabilitation solution i

64、s undoubtedly the way to be chosen by the healthcare industry in the digital era.Talent with both numerical and analytical skills and a deep understanding of digital applications in healthcare industry is at the heart of enterprise success in the digital age.ManufacturingSalary data R&DGENERAL MANAG

65、EMENTLarge foreign companies/domestic groupsSmall and medium sized/start up companies30thpercentileRMB/00050th percentileRMB/00070th percentileRMB/00030thpercentileRMB/00050thpercentileRMB/00070thpercentileRMB/000Chief Scientist n/an/an/a1,500-2,0002,000-3,0003,000+CTO(Chief Technology Officer)n/an/

66、an/a1,500-2,0002,000-3,0003,000+Head of Translational Medicine&Science 1,200-1,5001,500-1,8001,800+1,000-1,2001,200-1,5001,500-2,000Head of Clinical Operation1,200-1,5001,500-1,8001,800+900-1,0001,000-1,5001,500-2,000Head of Pharma Regulatory Affairs1,500-1,8001,800-2,0002,000+1,500-1,8001,800-2,000

67、2,000+Large foreign companies/domestic groupsSmall and medium sized/start up companiesAssistant ManagerRMB/000Manager and Senior ManagerRMB/000Assistant Director and aboveRMB/000Assistant ManagerRMB/000Manager and Senior ManagerRMB/000Assistant Director and aboveRMB/000Early-Stage R&D-Biologist300-4

68、00400-800800-1,000300-400400-600600-1,500Early-Stage R&D-Chemist300-400400-800800-1,000300-400400-600600-1,500Preclinical Study-Pharmacology&Toxicology300-400400-600600-900300-400400-600600-900Preclinical Study-PK/PD300-400400-600600-900300-400400-600600-900Process Development300-400400-600600-90025

69、0-350350-650650-1,000Preparation Development300-400400-600600-900300-400400-600600-900CMC300-400400-600600-900300-400400-600600-900Translational Medicine&Science300-500500-800800-1,200300-400400-800800-1,000Clinical Pharmacology300-500500-800800-1,200300-400400-800800-1,200Pharma Regulatory Affairs3

70、00-500500-800800-1,200300-400400-800800-1,000Clinical Operations-Monitoring300-500500-800800-1,000300-400400-700700-1,000Clinical Operations-Quality300-500500-800800-1,000300-500500-800800-1,000Salary data Manufacturing and QualityPROCESS DEVELOPMENTLarge foreign companies/domestic groupsSmall and m

71、edium sized/start up companies30thpercentileRMB/00050th percentileRMB/00070th percentileRMB/00030thpercentileRMB/00050thpercentileRMB/00070thpercentileRMB/000Head of Process Development1,500-2,5002,500-3,0003,000+1,200-2,0002,000-2,5002,500+Large foreign companies/domestic groupsSmall and medium siz

72、ed/start up companiesAssistant ManagerRMB/000Manager and Senior ManagerRMB/000Assistant Director and aboveRMB/000Assistant ManagerRMB/000Manager and Senior ManagerRMB/000Assistant Director and aboveRMB/000Biopharma/Biotech300-400400-600600-1,500250-350350-600600-1,200Chemical Pharma250-350350-500500

73、-1,500200-300300-480480-1,000CMC PMLarge foreign companies/domestic groupsSmall and medium sized/start up companies30thpercentileRMB/00050th percentileRMB/00070th percentileRMB/00030thpercentileRMB/00050thpercentileRMB/00070thpercentileRMB/000Head of CMC PM1,500-2,5002,500-3,0003,000+1,300-2,0002,00

74、0-2,5002,500+Large foreign companies/domestic groupsSmall and medium sized/start up companiesAssistant ManagerRMB/000Manager and Senior ManagerRMB/000Assistant Director and aboveRMB/000Assistant ManagerRMB/000Manager and Senior ManagerRMB/000Assistant Director and aboveRMB/000Biopharma/Biotech300-45

75、0450-700700-1,500250-300300-500500-1,300Chemical Pharma280-350350-600600-1,300200-300300-480480-1,000GENERAL MANAGEMENTLarge foreign companies/domestic groupsSmall and medium sized/start up companies30thpercentileRMB/00050th percentileRMB/00070th percentileRMB/00030thpercentileRMB/00050thpercentileR

76、MB/00070thpercentileRMB/000GM1,800-2,5002,500-4,0004,000+1,200-1,8001,800-2,5002,500-3,500BU Head1,000-1,5001,500-2,0002,000-2,500800-1,0001,000-1,5001,500-2,500Large foreign companies/domestic groupsSmall and medium sized/start up companiesAssistant ManagerRMB/000Manager and Senior ManagerRMB/000As

77、sistant Director and aboveRMB/000Assistant ManagerRMB/000Manager and Senior ManagerRMB/000Assistant Director and aboveRMB/000Biopharma/Biotech300-400400-800800-1,500250-300300-700700-1,300Chemical Pharma250-350350-600600-2,000200-300300-500500-1,200QUALITY MANAGEMENTLarge foreign companies/domestic

78、groupsSmall and medium sized/start up companies30thpercentileRMB/00050th percentileRMB/00070th percentileRMB/00030thpercentileRMB/00050thpercentileRMB/00070thpercentileRMB/000QA Head1,500-2,5002,500-3,0003,000+1,200-2,0002,000-2,5002,500+PRODUCTION/ENGINEERING OPERATIONLarge foreign companies/domest

79、ic groupsSmall and medium sized/start up companies30thpercentileRMB/00050th percentileRMB/00070th percentileRMB/00030thpercentileRMB/00050thpercentileRMB/00070thpercentileRMB/000Production Head1,300-1,8001,800-3,0003,000+1,000-1,5001,500-2,5002,500+Large foreign companies/domestic groupsSmall and me

80、dium sized/start up companiesAssistant ManagerRMB/000Manager and Senior ManagerRMB/000Assistant Director and aboveRMB/000Assistant ManagerRMB/000Manager and Senior ManagerRMB/000Assistant Director and aboveRMB/000Biopharma/Biotech300-350350-700700-1,300250-350350-600600-1,000Chemical Pharma250-35035

81、0-500500-1,200200-250250-450450-800Engineering Management300-450450-700700-1,500250-300300-500500-1,300EHS250-450450-700700-1,600250-350350-500500-800Lean Management300-450450-800800-1,200250-350350-600600-800GXP QUALITY ASSURANCELarge foreign companies/domestic groupsSmall and medium sized/start up

82、 companiesAssistant ManagerRMB/000Manager and Senior ManagerRMB/000Assistant Director and aboveRMB/000Assistant ManagerRMB/000Manager and Senior ManagerRMB/000Assistant Director and aboveRMB/000Biopharma/Biotech250-450450-700700-2,000200-400400-7007,00-1,500Chemical Pharma300-400400-700700-1,600250-

83、400400-700700-1,200QUALITY OPERATIONLarge foreign companies/domestic groupsSmall and medium sized/start up companiesAssistant ManagerRMB/000Manager and Senior ManagerRMB/000Assistant Director and aboveRMB/000Assistant ManagerRMB/000Manager and Senior ManagerRMB/000Assistant Director and aboveRMB/000

84、Biopharma/Biotech300-450450-750750-2,000350-400400-700700-1,200Chemical Pharma250-350350-600600-1,600250-350350-500500-700QUALITY AUDIT/SUPPLIER QUALITY MANAGEMENTLarge foreign companies/domestic groupsSmall and medium sized/start up companiesAssistant ManagerRMB/000Manager and Senior ManagerRMB/000

85、Assistant Director and aboveRMB/000Assistant ManagerRMB/000Manager and Senior ManagerRMB/000Assistant Director and aboveRMB/000Biopharma/Biotech300-450450-750750-2,000350-400400-700700-1,500Chemical Pharma250-350350-600650-1,600250-350350-500500-700Salary data Medical ScienceCLINICAL DEVELOPMENTLarg

86、e foreign companies/domestic groupsSmall and medium sized/start up companies30thpercentileRMB/00050th percentileRMB/00070th percentileRMB/00030thpercentileRMB/00050thpercentileRMB/00070thpercentileRMB/000CMO2,500-3,0003,000-3,5003,500-4,0002,000-2,5002,500-3,5003,500-4,000CRP(Senior)Director1,200-13

87、001,300-1,5001,500-1,8001,000-1,2001,200-1,3001,300-1,500CRP-Senior Manager/Associate Director600-700700-900900-1,200500-600600-800800-1,000CRP-Manager300-400400-500500-600300-350350-400400-500Head of Medical Writing700-800800-1,0001,000-1,200500-600600-900900-1,200(Senior)Medical Writer150-300300-5

88、00500-800200-300300-500500-800PV Physician Head/Drug Safety Head700-900900-1,2001,200-1,500600-800800-1,0001000-1,200PV Physician/Drug Safety Manager400-600600-800800-1,000300-500500-600600-800MEDICAL AFFAIRSLarge foreign companies/domestic groupsSmall and medium sized/start up companies30thpercenti

89、leRMB/00050th percentileRMB/00070th percentileRMB/00030th percentileRMB/00050th percentileRMB/00070th percentileRMB/000TA Head800-1,0001,000-1,3001,300-1,800600-800800-1,0001,000-1,500(Senior)MA Manager/Medical Lead600-800800-1,0001,000-1,200350-500500-700700-900Medical Advisor350-450450-700600-8502

90、60-400350-600500-700MSL Head600-800800-10001,000-1,200600-800800-900900-1,000MSL(Senior)Manager400-500500-650650-750350-500500-600600-700Medical Science Liaison220-350350-490490-700200-350350-450450-500Medical Compliance Manager to AD500-600600-800800-1,000n/an/an/aMedical Excellence Manager to AD50

91、0-600600-800800-1,000n/an/an/aPV/Safety Head600-700700-900900-1,000n/an/an/aPV/Safety Operation Manager400-500500-600600-700n/an/an/aRWE/PHARMACOECONOMICSLarge foreign companies/domestic groups30thpercentileRMB/00050th percentileRMB/00070th percentileRMB/000Health Economics&Outcomes Research400-6006

92、00-900900-1,500RWE400-600600-900900-1,800Salary data BD&StrategyGENERAL MANAGEMENTLarge foreign companies/domestic groupsSmall and medium sized/start up companies30thpercentileRMB/00050th percentileRMB/00070th percentileRMB/00030thpercentileRMB/00050thpercentileRMB/00070thpercentileRMB/000CCO(Chief

93、Commercial Officer)2,000-2,5002,500-3,0003,000+1,500-2,0002,000-3,0003,000+Large foreign companies/domestic groupsSmall and medium sized/start up companiesAssistant ManagerRMB/000Manager and Senior ManagerRMB/000Assistant Director and aboveRMB/000Assistant ManagerRMB/000Manager and Senior ManagerRMB

94、/000Assistant Director and aboveRMB/000BD300-400400-900900-2,000250-300300-700700-1,500Alliance Management300-400400-800800-2,000250-300300-600600-2,000Strategic Planning300-400400-1,0001,000-2,500250-300300-800800-2,000Chief of Staffn/a600-1,0001,000-1,800n/a400-800800-1,500Salary data Sales&Market

95、ingSalary data Digital and InnovationGENERAL MANAGEMENTLarge foreign companies/domestic groupsSmall and medium sized/start up companies30thpercentileRMB/00050th percentileRMB/00070th percentileRMB/00030thpercentileRMB/00050thpercentileRMB/00070thpercentileRMB/000General Managern/a2,800-3,5003,500-5,

96、0001,500-1,5001,500-2,0002,500-3,500BU Headn/a1,800-2,5002,500-3,500600-800800-1,2001,500-1,800SALES&MARKETING,COMMERCIAL SUPPORTLarge foreign companies/domestic groupsSmall and medium sized/start up companiesAssistant ManagerRMB/000Manager and Senior ManagerRMB/000Assistant Director and aboveRMB/00

97、0Assistant ManagerRMB/000Manager and Senior ManagerRMB/000Assistant Director and aboveRMB/000Sales Force Effectiveness450-600600-900900-1,500300-500400-700650-1,300Sales Training300-500450-950750-1,500300-400400-800750-1,200Key Account Management300-500600-1,0001,000-1,800n/a400-900800-1,300Salesn/a

98、600-1,0001,000-1,500n/a500-800800-1,500MARKETINGLarge foreign companies/domestic groupsSmall and medium sized/start up companiesProduct Manager/Senior Product ManagerRMB/000Marketing ManagerRMB/000Marketing Assistant Director and aboveRMB/000Product Manager/Senior Product ManagerRMB/000Marketing Man

99、agerRMB/000Marketing Assistant Director and aboveRMB/000Central Marketing400-800700-1,0001,000-2,000400-600600-1,0001,000-2,000Local Marketingn/a500-700700-1,000n/a500-700700-1,000GOVERNMENT AFFAIRS/ACCESS/COMMUNICATIONLarge foreign companies/domestic groupsSmall and medium sized/start up companiesA

100、ssistant Manager/ManagerRMB/000Senior manager and Assistant DirectorRMB/000Director and aboveRMB/000Assistant ManagerRMB/000Manager and Senior ManagerRMB/000Assistant Director and aboveRMB/000Government Affairs350-550550-900850-2,500350-550550-900850-1,800Market Access450-600750-1,5001,000-2,000200-

101、350450-700700-1,300Access Strategy400-700550-1,0001,000-2,000400-700550-1,0001,000-1,500Public Relations300-500500-900900-1,500300-500500-900900-1,200GENERAL MANAGEMENTLarge foreign companies/domestic groups30th percentileRMB/00050th percentileRMB/00070th percentileRMB/000CDO(Chief Digital Ofiicer)n

102、/a1,200-1,8001,800-3,500Large foreign companies/domestic groupsManagerRMB/000Senior Manager and Assistant DirectorRMB/000Director and aboveRMB/000Digital Strategy350-600600-900800-1,500Digital Transformation&Innovation350-600600-900800-1,500Digital Omni-Channel Management350-600600-900800-1,500Data

103、Governance350-600600-900800-1,200Digital Business Partner350-600600-900800-1,200Digital Ecosystem Platform Management350-600600-900800-1,500Data Management&Application350-600600-900800-1,300GENERAL MANAGEMENTInternet Medical and Biotechnology Companies30th percentileRMB/00050th percentileRMB/00070th

104、 percentileRMB/000CEOn/a1,000-2,0002,000-4,000COOn/a1,000-1,5001,500-3,000CDOn/a1,000-1,5001,500-3,000VP/BU Headn/a1,000-1,5001,500-2,500DTx Headn/a1,000-1,5001,500-3,000AI Drug R&D Headn/a1,000-1,5001,500-3,000FRONT DESKInternet Medical and Biotechnology CompaniesManagerRMB/000Senior Manager and As

105、sistant DirectorRMB/000Director and aboveRMB/000Sales&BD300-450450-800800-1,500Pre-sales300-450450-700700-900Consulting300-450450-700700-900Project Management300-450450-800800-1,200MIDDLE OFFICEInternet Medical and Biotechnology CompaniesManagerRMB/000Senior Manager and Assistant DirectorRMB/000Dire

106、ctor and aboveRMB/000Operations Management300-500500-800800-1,300User Management300-500500-800800-1,300Content Operation300-500500-900800-1,300Product Operation300-500500-800800-1,200Product Development350-500500-900800-1,500Data Analysis250-400400-700700-1,200Salary data Medical DeviceGENERAL MANAG

107、EMENTLarge foreign companies/domestic groupsSmall and medium sized/start up companies30thpercentileRMB/00050th percentileRMB/00070th percentileRMB/00030thpercentileRMB/00050thpercentileRMB/00070thpercentileRMB/000General Managern/a2,100-2,8002,800-4,0001,000-1,5001,500-2,0002,000-3,000BU Headn/a1,20

108、0-1,8001,800-2,600500-800800-1,2001,200-1,800R&D,TECH,QUALITY AND OPERATIONSLarge foreign companies/domestic groupsSmall and medium sized/start up companies30thpercentileRMB/00050th percentileRMB/00070th percentileRMB/00030thpercentileRMB/00050thpercentileRMB/00070thpercentileRMB/000Research&Develop

109、ment-Hardware (Electronic/Mechanical)300-450450-800800-1,500250-350350-650650-1,000Research&Development-Software/Algorithm350-500500-850850-2,000300-400400-700700-1,500Research&Development-Material300-450450-800800-1,500250-350350-650650-1,000Research&Development-System350-500500-850850-1,200300-400

110、400-700700-1,000Product Management R&D400-600600-900900-2,000350-500500-800800-1,200Project Management-NPD/NPI300-450450-800800-1,500250-400400-600600-1,000Project Management-Lifecycle Management300-450450-800800-1,500250-400400-600600-1,000Production Management300-450450-700700-1,500250-300300-5005

111、00-1,300Engineering Management300-450450-700700-1,500250-300300-500500-1,300EHS250-450450-700700-1,600250-350350-500500-800Lean Management300-450450-800800-1,200250-350350-600600-800SALES,MARKETING,BUSINESS SUPPORTLarge foreign companies/domestic groupsAssistant ManagerRMB/000Manager and Senior Mana

112、gerRMB/000Assistant Director and aboveRMB/000Salesn/a500-800900-1,500Key Account Managementn/a400-9001,000-1,300Product Marketingn/a400-8001,000-1,500New Product Launch/Strategic Marketingn/a700-1,1001,000-1,500Market Accessn/a400-8001,000-1,800Consultingn/a1,000-1,2001,200-2,600QUALITY MANAGEMENTLa

113、rge foreign companies/domestic groupsSmall and medium sized/start up companies30thpercentileRMB/00050th percentileRMB/00070th percentileRMB/00030thpercentileRMB/00050thpercentileRMB/00070thpercentileRMB/000QA Head1,500-2,5002,500-3,0003,000+1,200-2,0002,000-2,5002,500+Research&Development-Software/A

114、lgorithm350-500500-850850-2,000300-400400-700700-1,500Assistant ManagerRMB/000Manager and Senior ManagerRMB/000Assistant Director and aboveRMB/000Assistant ManagerRMB/000Manager and Senior ManagerRMB/000Assistant Director and aboveRMB/000GXP Quality Assurance250-450450-700700-1,500200-400400-700700-

115、1.200Quality Operation300-450450-750750-1,500350-400400-700700-1,200Quality Audit/Supplier Quality Management300-450450-850850-1,500300-400400-700700-1,200Quality Control200-300300-600600-1,500200-300300-600600-1,200Post Market Quality250-350350-800800-1,200200-350350-500500-800Validation(Process/Equipment/Computerized System)280-400400-650650-1,200200-350350-500500-800