2017 Strategy Salary Guide
Our 2017 Salary Guide offers key recruitment insights within Strategy, covering permanent salaries across the Australian market.
* All salaries quoted exclude superannuation
|Strategy Analyst / Consultant / Associate||$80,000 - $120,000|
|Senior Strategy Analyst / Senior Associate / Junior Manager||$120,000 - $150,000|
|Strategy Manager / Senior Manager / Executive Manager||$150,000 - $210,000|
|Head of Strategy (one of multiple) / Strategy Director, / GM||$220,000 - $350,000|
|Senior Head of Strategy / Executive GM / Chief Strategy Officer||$350,000 +|
2016 was a busy and exciting year for Strategy across the Australian market, as the business eye continued to focus its gaze on creating growth project initiatives. With long term business plans that affect all departments and a range of approaches to problem-solving that tie into other growth areas such as innovation, projects, customer experience and big data, it is looking to be an equally busy 2017.
The strategy space is growing rapidly as we see more companies forming independent strategy teams and innovation hubs, instead of using existing resources taken from finance, IT, projects, operations and HR. The main issue we see at present is a shortage of high-quality external talent at the right levels on shore, which is preventing teams from growing as quickly as some desire.
This was an ongoing challenge last year - offshore candidates add a number of complications due to things like relocation costs, culture fit, lengthy interview processes, and time differences. The one positive takeaway is that Australia is a highly attractive location, which candidates are easily attracted to, provided companies are prepared to consider international talent.
One area for improvement in the strategy recruitment space is the time taken for candidates to get through the hiring process. We predict this becoming a focus in 2017 - bigger organisations are currently focusing on productivity, and cost of recruitment is high on the agenda, so organisations are keen to find a balance between time and money spent on recruitment processes versus ensuring the candidate on the ground still ticks all the boxes for internal sign off and approval. In a talent-short market, it is imperative that organisations act quickly on top talent as soon as it becomes available!
In addition to these trial and error modifications to the strategy hiring process, we are seeing a landslide of males to females in many organisations; with a fairly even 60/40 split at the junior end to an 80/20 male/female split in senior roles. Although this is not new information, the demand for female candidates has increased exponentially to the point where a large percentage of global and multinational organisations are vocalising a strong preference for female candidates at more senior levels.
This is where we see an edge for recruitment agencies ahead of in-house talent teams. The processes are still so long and complex (with 95% of them including a case study interview) and often take place over a number of months, particularly where offshore candidates are involved. There is no doubt that in-house teams will become more specialised over time, but we still predict a solid need for specialist recruitment from agencies at this time to manage these roles.
With regards to salaries, they will continue to rise as the quality of candidates in demand increases. This is due to many more of the hiring managers in place having moved from top-tier consulting firms and wanting to hire candidates with similar backgrounds, which comes with a premium price tag.