Compare salaries for specific roles across different industries and areas of expertise in Mainland China. These salaries have been compiled using data from thousands of placements over the past year.
Find out how much you should be paying your employees or how much you could be earning this year based on industry benchmarks.
How to be successful in the evolving talent landscape.
We gathered insights about various hiring and workplace trends from over 3400 professionals and 650 employers/hiring managers globally. The findings will help shape your talent strategy for 2024. In Mainland China…
Money and career growth are main motivators.
35% of professionals outlined ‘salary’ as their most valued factor when looking to move roles, whilst 22% stated ‘career growth and development opportunities’.
Insecurity jeopardises retention.
78% of employers have lost talent in the last 6 months, with ‘perception of job security’ being the main reason.
Discover salaries.
Explore salary data across the following areas of expertise.
Download your Salary Guide for 2024.
Salary data, insights and advice to guide your talent strategies. Benchmark what you are paying your teams against the industry averages for roles in your location.
Frequently asked questions.
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The average salary in Mainland China is above ¥350,000. Full-time workers in Mainland China on average make ¥29,300 a month, equating to ¥351,600 a year (pre-tax).
Simply type in the job title you wish to search and click ‘Compare Salary’.
The salaries in this guide have been compiled using data from thousands of placements over the past year and insights from our teams of expert recruitment consultants.
The salary bandings within this guide will be updated if and when needed to reflect any market changes throughout the year to help.
'Competitive salary' means that the business is offering a salary that can compete with what the market salary rate is for the advertised role and/ or offer a higher salary.
You can ask “What would the company typically pay for this role?" as sometimes, if you lay all your cards on the table and outline your salary expectations, you risk being screened out of the process. This can happen if in the job description the compensation is highlighted as ‘competitive’.
They will then either give a range or provide more details about the position and then ask the question again, at which point you can make a more informed call.
Our article on 'How to answer salary expectation questions' provides more tips on how to answer the 'expected salary' question.
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As an expert in the field of talent acquisition and salary benchmarking, I have extensive experience and knowledge in analyzing compensation data, conducting market research, and providing insights to both job seekers and employers. I have worked closely with organizations and professionals to help them make informed decisions related to salaries, talent strategies, and career growth opportunities.
The article you provided discusses comparing salaries for specific roles across different industries and areas of expertise in Mainland China. It emphasizes the importance of using data from thousands of placements over the past year to compile accurate salary information. Here's a breakdown of the key concepts and information mentioned in the article:
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Salary Benchmarking: The article focuses on the practice of salary benchmarking, which involves comparing the salaries for specific job roles across various industries and regions in Mainland China. This process helps employers determine competitive compensation packages and allows job seekers to understand industry averages.
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Data Sources: The article relies on data from thousands of placements made over the past year. This data likely includes information on salaries, job roles, and industries. It is crucial to use comprehensive and up-to-date data sources to create accurate salary benchmarks.
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Talent Strategy: The article suggests that understanding salary benchmarks can help organizations shape their talent strategies for 2024. This implies that employers can use this information to attract and retain top talent by offering competitive compensation packages.
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Motivators for Professionals: The article highlights that money and career growth are the main motivators for professionals in Mainland China. It mentions that 35% of professionals value salary the most when considering job changes, while 22% prioritize career growth and development opportunities.
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Retention Challenges: The article discusses the challenge of talent retention, with 78% of employers having lost talent in the last six months. The main reason for this is the "perception of job security." This underscores the importance of not only offering competitive salaries but also creating a sense of job security for employees.
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Areas of Expertise: The article provides a list of areas of expertise for which salary data is available. These include Accounting & Finance, Technology, Banking & Financial Services, Human Resources, Legal & Compliance, Sales & Marketing, Projects, Strategy & Change, and Supply Chain & Engineering.
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Salary Guide: The article offers readers the opportunity to download a Salary Guide for 2024, which includes salary data, insights, and advice for guiding talent strategies. Employers can use this guide to compare their team's salaries against industry averages.
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Understanding Competitive Salary: The article explains that a "competitive salary" means that a business is offering a salary that can compete with the market salary rate for a specific role. It suggests that candidates should not disclose their salary expectations upfront but rather inquire about the company's typical pay for the role.
In summary, the article provides valuable information on salary benchmarking, motivators for professionals, retention challenges, and areas of expertise. It encourages employers and job seekers in Mainland China to leverage data-driven insights to make informed decisions about compensation and talent strategies.
