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Opinions you can count on. Information you can trust.

Salary & Employment ForecastMichael Page International

India | 2012/2013

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2/21Salary & Employment Forecast2012/2013 2

Contents

Worldwideleaders inspecialistrecruitment.

Michael Page International 3

Market Overview 4

Finance & Accounting 5

Sales & Marketing 8

Human Resources 11

Technology 13

Banking & Financial Services 16

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Welcome to the Michael Page International

Salary & Employment Forecast for 2012/2013.

Michael Page International is a worldwide

leader in specialist recruitment. Through

our belief in organic growth, rather than by

mergers or acquisitions, we have built a truly

global business with over 5,000 people in164 ofces across 34 countries worldwide.

We have evolved to become one of the best

known and most respected recruitment

consultancies in the world and are proud to

set the standard within our profession for

specialist service with a personal touch.

Coming from all major industry sectors,

our clients range from market leading

multinationals to small and medium

sized enterprises.

There are a number of current industry

surveys that provide qualitative insight on

hiring intentions and salary levels, however

the Michael Page International Salary &

Employment Forecast combines both

quantitative and qualitative research derived

from our national survey of employers and

our extensive involvement in the professional

labor market.

Our annual forecast, covers a range of

issues and trends relevant to todays

corporate sector and establishes the Salary

& Employment Forecast as a highly reputable

report, based on indepth national research.

The Salary & Employment Forecast provides

employers and job seekers with useful insightsinto the hiring expectations, recruitment

challenges and wage forecasts of hiring

managers over the coming year, and covers

ve areas of specialisation as detailed below:

Finance & Accounting

Sales & Marketing

Human Resources

Technology

Banking & Financial Services

I wish to thank everyone who contributed to

this years Salary & Employment Forecastand trust you will nd the new report helpful

and informative. We welcome your feedback

and encourage you to contact us for further

information or market specic advice at

www.michaelpage.co.in/contactus.

Best regards,

Tulika Tripathi

Managing Director,

India

Michael Page International

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Market Overview

The recruitment market in India has proved

resilient over the past six to 12 months with a

number of economic and sector trends having

an impact on the local market.

While uncertainty among companies that

are keeping an eye on developments in the

Eurozone has resulted in fewer headcountincrease approvals and delayed hiring

decisions, the Eurozone impact has also

created opportunities. In particular, within the

Financial Services sector banks have been

increasing their exposure to offshoring back

ofce functions to India in order to obtain cost

optimisation and this is creating jobs growth.

With regards to demand for talent, there

is greater hiring demand at the middle

management level across all sectors but some

slowing at the senior end as multinational

companies look at transferring their senior

people into available international roles. Alignedwith this, top talent with experience working in

India as well as some international exposure

is in high demand and employers are willing

to pay a premium local package to obtain

them. Furthermore, certain specialist skill sets

currently limited in the existing talent pool are

also in high demand.

A number of themes are creating changes

to the recruitment market that are likely to

continue in the medium to long-term. The

changes to Foreign Direct Investment (FDI) in

India will create growth in the Retail recruitment

market as more large retail chains look to enter

the country. This will also create increased

demand for Procurement and Supply Chain

professionals to work on identifying efciencies

in processes. Within the Finance sector, the

move from Indian accounting standards to the

International Financial Reporting Standards

(IFRS) remains a challenge and professionals

with IFRS skills are in demand. For Sales and

Marketing professionals, more opportunities

are expected as medium size multinational

companies across all sectors expand into

India, and in particular companies in the

renewable energy, retail and consumer brands

both FMCG and FMCD.

As markets in India grow quicker than the

workforce, experienced professionals at

the middle to senior level across a number

of sectors remain in short supply. Overall,

there has been strong growth on year-on-

year salaries. Experienced professionals

staying in the same role can expect salary

increases of between 10% and 15% while

for those changing roles, salary increases

of between 15% and 20% will be expected.The shortage of talent is also driving many

Indian professionals that are based offshore to

consider returning home in order to capitalise

on the growing employment opportunities.

Talent attraction and retention remains a

key focus for employers, with a number of

strategies being implemented. Employers

are changing team structures to create more

hierarchies in order to provide promotion

opportunities for their people and providing

counter offers in employee buybacks to retain

key senior staff. Employers are also paying

more attention to company branding and

improving communications to their people and

prospective talent.

The recruitment market in India remains

relatively immature, with much hiring activity

conducted through in-house recruitment teams

and internal referrals. However, the requirement

for specialist skill sets is creating a shift and

employers are increasingly recognising the

need for a specialist recruitment partner to help

them nd the best person for specic roles.

Looking forward, the next 12 months are likely

to see positive jobs growth with continued

opportunities for qualied and highly skilled

professionals across the range of sectors.

With the recruitment process lengthened due

to the tightening of headcount approvals,

employers are increasingly looking at internal

mobility as an option.

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Finance &

Accounting


Opinions you can count on.Information you can trust.

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Michael Page Finance and Accounting recruits

professionals in middle and senior level

positions across all sectors within commerce

and industry.

Market overview

The availability of international nance talent

has risen over the last 12 months, largely

due to the lack of growth opportunities in

overseas markets like Europe and America.

The availability of local nance professionals

has also grown, which is mainly due to the

willingness of professionals to switch jobs

following the awarding of annual bonuses in

March this year. Chartered Accountants in

the banking, nancial services and insurance

(BFSI) sector are accepting substantial pay

cuts to move to industry, primarily because of

job security and stability. Finance professionals

from the services industry, especially telecom

and hospitality, are increasingly looking to

change sectors due to the challenges these

industries are going through. We have also

seen the mobility of talent from the larger

metros to upcoming shared centre hubs such

as Pune for better opportunities.

Industry trends

With India still better off to troubled economic

conditions overseas, a number of MNCs are

setting up new operations and are aggressively

hiring nance professionals in India. Indian

MNCs are also looking for international talent

to fuel their global expansion plans. The

manufacturing, pharmaceutical and logistics

sectors continue to drive strong jobs growth

for nance and accounting professionals. The

telecom and infrastructure sectors have seen

high rates of attrition, resulting in recruitment

occurring primarily due to replacement

needs. A signicant number of manufacturing

companies are diversifying into new lines of

business and are looking for top talent with a

strong professional background in well-known

companies. Overall, the Indian recruitment

market is showing reasonable signs of growth

with an increasing trend towards sourcing

quality professionals with high calibre skills.

Skills in demand

In early 2012, demand grew for talented

nance professionals within manufacturing and

pharmaceutical businesses. Hiring activity has

also raised for strategy and corporate nance

roles across all sectors. Investor relations and

core accounting roles at senior levels continue

to be in demand. With a lot of MNC clients

entering India, the demand for international

professionals with multi-culture exposure has

grown. There has been an increased demand

for Plant Controllers at remote locations, with

companies paying a very high premium for

quality talent to relocate. These companies

have increasingly become more specic about

the required skill set, rather than settling for

local candidates. Many professionals working

with blue chip companies are now willing to

join green eld assignments for faster growth

opportunities.

Salary expectations

Over the next 12 months, most nance and

accounting professionals can expect an

average percentage salary increase of between

12% and 18%.

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INR Lacs

Role 3 to 5 years 5 to 10 years 10 to 15 years More than 15 years

General

CFO/Finance Director (large organisation) N/A N/A 80100 125+

CFO/Finance Director (small/medium organisation) N/A 3040 4050 50+

CFO/Finance Director (shared services centre) N/A 2530 3040 40+GM Finance/Financial Controller (large organisation) N/A 3040 4050 50+

GM Finance/Financial Controller (small/medium organisation) N/A 2025 2535 35+

GM Finance/Financial Controller (Plant) 1220 2030 3040 40+

Finance Manager (large organisation) 1520 2030 3040 N/A

Finance Manager (small/medium organisation) 1218 1825 N/A N/A

Finance Manager (shared services centre) 812 1220 2025 N/A

Financial & Planning Analysis Manager 1520 2030 3040 40+

Financial/Business Analyst 815 1520 2025 N/A

Financial Accounting 815 1520 2025 N/A

Group Accounting Consolidation N/A 2025 2535 35+

Specialist

Finance Strategy 2030 3040 4050 50+

Costing812 1220 2030 30+

Accounts Receivable 812 1220 2025 N/A

Accounts Payable 812 1220 2025 N/A

Treasury 1520 2030 3040 40+

Tax International 1525 2535 50 50+

Tax Direct/Indirect 1015 1525 2540 40+

Corporate Finance 1218 1825 2535 35+

Investor Relations N/A 2025 2550 50+

Internal Audit 1218 1825 2540 40+

Pricing 1520 2025 2530 30+

Public Accounting (Big 4)

Audit 1215 1632 3260 60+

Tax 1418 1836 3670 70+

Transaction Advisory 1418 1836 3670 70+

Please note:

1. These gures represent total remuneration (ie. cash, statutory superannuation component and benets), excluding bonus/incentive schemes/stock options. 2. In all categories the ca/cpa qualications will leadto a premium in salaries earned (for example the salaries at the higher level in each band are likely to be earned). 3. These salaries ranges have been determined using local salary structures. Expatriate or local pluspackages will typically offer higher salaries and more comprehensive benet packages including tax equalisation.

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Sales & Marketing

Our Sales and Marketing function recruits

professionals within middle and senior roles

across the following sectors:

Consumer Goods

Healthcare & Life sciences

Information Technology &

Telecommunications (IT & T)

Market overview andindustry trends

The healthcare & life sciences market covers

companies within the pharmaceutical,

bio-technology, medical technology and

healthcare sectors. This market is highly

competitive in India and remains dominated by

low-priced, domestically-produced generics.

This market proved resilient over the last 12

months, with many companies continuing to

recruit talent with specialist and professional

skill sets in early 2012.

Recruitment activity within the consumer

goods industry was also positive for sales

and marketing professionals over the last 12

months. Although job opportunities did not

grow at an exceptional rate, the sector was

largely immune to the economic recessions

and slowdowns that affected most other

industries. Major consumer goods companies

reported a stable year on year growth rate of

approximately 10% to 25%. However, some

well established brands did experience above

average growth because of their low base,

relatively low penetration and more recent

entry into the Indian market. There is still huge

potential in India for various new consumer

goods companies to enter the market and for

established brands to extend their product

lines.

The IT&T sector has experienced a

tremendous change over the past 12

months, with increased pressure on

revenue generation. IT&T operators have

tightened their budgets and vendors are

seeing a decrease in business activity as

a result. Adding to this is the lack of clarity

from Government agencies around policy,

which has lead to the industry adopting a

wait and see approach in response to the

uncertainty. Overall, hiring activity for sales and

marketing professionals within the IT&T sector

has slowed as a result of stricter budget

controls, with some companies undertaking

major restructuring in an effort to avoid

redundancies.

Skills in demand

Talent shortages are particularly acute in the

Pharmaceutical sector where business unit

heeds are in strong demand. Although the

business environment remains cautious, there

is ongoing demand for junior to mid-level

account management and sales roles within

the consumer products industry. Skills such

as brand management, channel management,

digital media handling and new business

development are highly sought-after.

Across the healthcare & life sciences area, we

see hiring demand for Marketing Managers for

specic therapy areas, with exposure to areas

like cardio, diabetes, CNS and other chronic

therapies considered especially valuable.

Another area experiencing skills shortagesis regulatory affairs and compliance, as well

as research and development. Business

development professionals are also in high

demand, with many companies seeking

talented professionals with over 12 years of

experience across different therapy areas and

within multiple organisations.

Despite the limited hiring in the

telecommunications sector, there is ongoing

demand for professionals with Value-Added

Services (VAS) and Data experience. We

continue to see a demand for technically

strong and commercially astute sales

professionals with proven track records.

Across the board in the e-commerce space,

we have also seen a spate of hiring with

a keen interest in individuals with strong

analytical experience and exposure to the

retail sector.

Salary expectations

For most companies, salaries have been

relatively stable over the last 12 months.

Strong candidates who are currently employed

in the consumer good and retail sectors

are negotiating increases of 10% to 15% in

the current market. In the healthcare & life

sciences sector, the average percentage salary

increase is in the range of 15% to 20%.

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Sales & Marketing

INR Lacs


Consumer Products

Sales 10-15 12-20 17-30 30+

Marketing 12-16 14-18 18-30 35+

Trade Marketing 12-18 22-30 25-35 40+

Brand Management 12-18 18-25 20-40 40+

Category Management 12-18 15-22 20-30 30+

Communications & CSR 10-12 11-18 20-30 25+

Channel Management 10-18 20-30 25-30 30+

Product Management 10-15 18-25 20-40 40+

Healthcare & Life Sciences

Sales 8-12 12-20 15-25 25+

Regulatory Affairs 15-25 25-40 40-50 50+

Marketing 10-15 15-25 25-30 30+


Category Management 10-15 15-20 20-30 30+

Communications & CSR 8-12 12-18 18-25 25+


Technology & Telecommunications

Business Development 12-15 15-22 25-35 40+

Account Management (Enterprise/Corporate Account) 12-15 15-22 25-35 40+

Channel Sales 10-18 20-30 25-30 30+

Marketing 12-15 16-22 20-30 30+


Regulatory Affairs 15-18 20-30 25-35 40+

PR/Communications 10-15 10-20 20-30 35

Channel Marketing 8-12 12-18 18-25 25+


Alliance/Partnership Management 10-15 15-20 25-30 25+

Please note:


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Human

Resources



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Human Resources

Our Human Resources (HR) function recruits

professionals within middle and senior roles

across all industries.

Market overview

Over the past 12 months, multinationals

have expanded their operations in India as

a foundation for growth throughout South

Asia. This has fuelled demand for human

resource professionals at all levels, particularly

across the professional services, technology,

banking, nancial services, insurance and

pharmaceutical sectors. Soft skills such as

communication and a good educational

background have gained importance

alongside technical knowledge, with many

organisations taking concrete steps towards

becoming more people-centric. Human

Resources (HR) as a function is also evolving

along with the changing environment. As

companies become more diverse and more

strategic at the same time, HR functions

will need a strong pipeline of talent to help

organisations drive business growth.

Industry trends

Recruitment activity for Human Resources

professionals will continue to increase over the

next 12 months as more companies expand in

the domestic market. There will be increased

demand for human resources professionals

to act as business partners in companies

that have outsourced training, development

and talent management professionals, but

now require these skills to be based in-

house. As companies in the banking sector

exercise caution in hiring due to the weak

US and European economies, they will place

a higher focus on staff retention strategies

such as succession planning. Outside the

banking, nancial services and insurance

(BFSI) sector investment into HR has seen an

increasing demand for business partners who

understand the needs of their internal clients

and who can take proactive initiatives to drive

the business forward as a rst line interface.

In addition to this, the opportunity cost of high

attrition rates can be tackled by a holistic and

effective employee engagement policy.

Skills in demand

The highest demand is for professionals with

experience in staff retention, covering areas

such as training, learning and development,

employee engagement and succession

planning. Other areas of demand include

compensation and benets, talent acquisition,

sales and frontline training .

Salary expectations

Employers are offering competitive salary

increases to attract and retain staff, given

the ongoing shortage of highly skilled

professionals. To retain human resources

professionals, average salary increases

of between 10% and 12% are likely in

commercial rms, with a slightly higher rate

anticipated for the banking sector.

INR Lacs


Commerce & Industry

Head of Human Resources NA NA 35-50 60-80

HR Generalist/Business Partner 12-17 21-27 30-36 40-70

Compensation and Benefts 10-15 18-24 30-35 40-55

Learning and Development 10-15 18-23 30-35 40-55

Talent Acquisition 8-14 15-21 26-32 40-50

Talent Management 10-15 18-23 30-35 40-55

Industrial Relations NA 12-15 18-23 25-35

HRIS 8-10 13-18 25-30 40-50

Payroll NA 10-15 18-22 NA

HR Consulting/Projects 12-15 20-25 30-40 40-70


Head of Human Resources NA NA 40-55 70-100

HR Generalist/Business Partner 15-20 25-30 34-42 50-75

Compensation and Benefts 15-20 25-30 30-40 45-60

Learning and Development 10-15 18-23 25-35 40-55

Talent Acquisition 10-15 18-25 25-35 40-55

Talent Management 10-15 18-23 25-35 45-60

HRIS NA 13-18 25-30 40-50

Payroll NA 10-15 18-22 NA

HR Consulting/Projects 12-15 20-25 30-40 40-70

Please note:


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Opinions you can count on.

Information you can trust.

Technology


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Technology

Our Technology function specializes in

the Banking & Financial Services Industry,

recruiting mid-senior level professionals

across Business-IT, IT risk, Infrastructure,

BCP, Development, Project & Program

Management.

Market overview

The job market within the Technology in FS

space is split into four distinct organization

types in India. Product companies dedicated

to developing applications & tools for FS

clients, 3rd Party Service Providers & ITES

companies which have developed specialized

project management & development support

expertise for FS clients, Indian banks and

nally global MNC captive/KPO centers.

Given that Indias nancial services sector

continues to be one of the fastest growing and

inclusive within emerging markets, the usageof IT has become especially important across

key areas such as operational efciency,

governance & risk and alternate solutions

like mobile platforms enabling smooth and

scalable expansion.

The MNC Captive Banks have leveraged

on the existing technology talent pool from

the IT/ITES companies to grow application

development, business analysis and project

management teams supporting global

operations across APAC to North American

businesses. The situation with product

companies and service providers for FS also

works around the same principles and operate

pre-sales, consulting and development teams

for both Indian and overseas clients.

Industry trends

The technology in banking industry itself

continues to grow at a rapid pace. With the

pressures of increasing productivity and

reducing costs, the option of growing ones

investment into safe, proven technology

solutions becomes an attractive option.

Technology that mitigates regulatory risk,

allows better customer focus and most

importantly allows the option of developing

new customer segments through better

reach and connectivity is both imperative

and inevitable for the Indian economy. As

expected, the resultant trend is that of

higher expectations in terms of quality from

customers towards banks, for banks from

their service providers and consequently

from their employees. Weve also seen more

business-IT alignment come through owing

to this, with more and more specialists

technologies and services being developed to

support specic asset classes or processes

across nancial services institutions.

Skills in demand

The highest demand has been in the areas

of application development particularly in

front ofce platforms, business analysts, QA,

IT risk & governance, business intelligence

and data warehousing. We have also seen

a surge in the appetite for returning Indians

who are exposed to newer technologies within

the nancial services space, driven by more

roles being migrated to India by multi-national

banks. Finally, people management and

leadership skills continue to be an area of low

supply and high demand with growing team

sizes.

Salary Expectations

With growing cost of living and talent demand

the salary outlook remains on the rise,

averaging at 15-20%.

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Technology

Banking & Financial ServicesINR Lacs

Role Analyst/ Associate

AVP VP Director+

Development, Design & Architecture

Analyst Programmer 5-10 15-25 28-38 NA

Solutions Architect NA 20-30 35-45 45-55

Enterprise Architect NA NA 35-50 50-65

Application Development 5-10 18-28 30-45 NA

Database Management

Database Administrator 5-7 10-20 25-35 NA

Data Warehousing/Modelling Specialist NA 20-30 32-42 NA

Data Architect NA 22-30 35-45 50-65

Infrastructure/Network

Network/Server Engineer 5-7 10-20 22-32 NA

Service Delivery NA 15-25 30-40 40-60

IT Security 7-10 12-20 22-30 40-55

Project & General Management

Project Manager NA 15-20 25-35 NA

Programme Manager NA 18-27 32-42 50-70

Business Analyst 4-8 10-20 22-32 35-50

Testing 5-9 12-22 25-40 45-60

Business Intelligence NA 15-25 30-40 45-65

CIO/CTO NA NA NA 65-100

Please note:


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Banking &

Financial Services


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Michael Page Banking and Financial Services

recruits professionals in middle and senior

level positions across all verticals in the

banking industry.

Front Ofce

Middle Ofce

Operations

Market overview

Within the investment banking area,

domestic banks were active recruiters of

senior banking professionals over the last

12 months. Boutique investment banks also

competed for the top banking talent and

secured some industry stalwarts across

corporate nance, equity capital markets and

debt capital markets. Multinational banks

adopted a more cautious approach to hiring

given the uncertainty in global markets, with

many choosing to downsize their investment

banking teams to better align with market

conditions. On the buy-side, some industry

veterans chose to leave reputed global

platforms to start their own funds. Given the

tough fund raising climate, this has proved to

be challenging. Funds have looked for more

specic experience and exposure to certain

sectors as opposed to sector agnostic roles,

with many funds opting for professionals with

both operational experience and analytical

skills. In the sales and trading area, hiring

activity within brokerages has been muted

across all hierarchies due to minimal revenue

numbers. However, candidate movement

is expected to increase across brokerages

following the awarding of bonus payments in

mid 2012.

Hiring activity has been limited within

multinational private banks over the

past 12 months, as slow growth, global

nancial pressures and high costs led many

established companies to downsize their

staff to minimum levels. Some well known

multinational commercial banks also resorted

to downsizing and hiring freezes in early

2012. This activity, coupled with the lowering

of fee income on investment products, hastranslated directly through to private banks

having to re-invent their business model.

Conversely, domestic banks have seen a

marginal increase in hiring activity given their

comparatively higher focus on Indian markets

and the fact that they operate in the middle

customer segment in categories of net-worth

ranging from USD$1 million to USD$10 million.

Industry trends

While looking for a new role, banking and

nancial services professionals are actively

evaluating and exploring all possible options

in the market. As a result, multiple offers are

quite common and counter-offers remain

strong. Close control over non-resident Indian

professionals is required from all parties

involved in the hiring process. There is a

shortage of high quality mid-level professionals

within the front ofce area, as foreign banks

continue to specically target this talent pool.

However, within the back ofce areas, there

has not been a shortage in associate level

professionals across different backgrounds

and roles. Smaller rms are considered

particularly attractive for Senior Analysts and

Junior Associates, as they gain exposure to

multiple business areas. Temporary, contract-

based opportunities have also proven to

be an attractive opportunity for expatriateprofessionals, as it allows them to experience

working in a different environment without

long-term commitment.

Another trend to be noted is related to

working shifts. While most professionals

are prepared to work long hours and travel,

late shifts are becoming a growing concern,

particularly for employees who are required to

care for family members. These professionals

tend to prefer working with larger, well-known

companies who can offer work/life balance

initiatives. This becomes a good proposition

for senior professionals who can add valueto boutique rms, and because they are

predominantly focused on the domestic

market, they can work around exible timings.

With regard to front ofce areas, some

European and American banks are slowing

their processes, however Australian and Asian

banks are tending to hire more aggressively.

There is also a distinct sign that the corporate

banking area is showing some signicant

market movement at a senior level. Most rms

are re-strategising their hiring needs following

a busy rst half of 2012. If exceptional

professionals are available, banks tend to

move quickly to ensure they secure the best

talent in the market before their competitors.

Skills in demand

The strong demand for qualied MBA

professionals continues in the Indian

market. Many institutions are looking to

hire CA/CFA qualied professionals with

regulatory knowledge such as US GAAP and

IFRS. Senior professionals with business

development skills and origination experience

are particularly sought-after, particularly

if they have working experience in India.

There has also been a denite increase in

demand for trade sales and trade nance

professionals across major multinational

banks; both domestic and those entering

the India market. Private bankers with strong

AuM continue to be in demand. Professionals

with international work experience and career

stability are considered particularly valuable.

Many banks are also looking to increase their

ratio of female to male employees. Senior

Diversity Operations professionals in India

that specialise in non-vanilla derivatives and

swaps with international experience are highly

sought.

Salary expectations

Over the next 12 months, the salary outlook

for most banking and nancial services

professionals is set to be positive. Average

percentage salary increase of between 10%

and 12% are most likely, with higher increases

reserved for top performers.

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FinanceINR Lacs

Role Associate AssociateVice President

Vice President Director Managing Director

Central Finance

CFO N/A N/A N/A 6090 100+

Financial Reporting 815 1825 3242 5070 100+Tax Accountant 815 1828 3545 5070 N/A

Management Reporting 815 1825 3242 5070 N/A

Costing Controls/Analytics 815 1828 3545 5070 N/A

Legal Entity Control 815 1825 3242 5070 N/A

Regulatory Reporting 815 1825 3242 5070 N/A

Valuations

Quantitative 1016 1829 3546 5080 N/A

Price Testing 1016 1829 3546 5080 N/A

Finance Projects

Business Analyst/Change Management 812 1825 3045 5080 N/A

Product Control

Money Market 1016 1828 3546 5080 90+

Equities 1016 1828 3546 5080 90+Commodities & Derivatives 1016 1828 3546 5080 90+

Audit, Compliance & RiskINR Lacs



Audit

Internal Audit 815 1824 3040 4560 N/A

Compliance

KYC/AML ( Anti Money Laundering) 814 1823 3040 4560 90+

Regulatory Compliance 814 1623 3040 4560 N/A

Legal 815 1623 3042 4560 90+

Risk

Market Risk 815 1825 3045 5080 90+

Credit Risk 814 1823 3042 5080 90+

Operational Risk 814 1824 3042 5080 90+

Please note:


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OperationsINR Lacs



Operations

Head of Operations/COO N/A N/A 4575 90140 120180

Project Management 49 1225 2540 5070 7090Quality 58 1525 2545 5080 80100

Transitions 48 1222 2535 4560 7090

Payments & Cash Management 59 1425 3045 5075 75120

Middle Ofce

Client Servicing 48 1218 2240 4560 7090

Trade Support/Capture 812 1528 3545 5075 80120

Reference Data 610 1530 3045 5060 7590

Corporate Actions 410 1225 2540 4560 6080

Business Management 812 1225 2545 4570 70120

Change Management N/A 1528 3045 5070 75120

Fund Administration 610 1222 2540 4060 60100

Back Ofce

Collections 412 1220 2030 3040 5080Settlement 510 1425 2540 4560 75120

Reconciliation 510 1425 2540 4560 75120

Documentation 48 1018 2035 4050 5580

Collateral Management 510 1425 2540 4560 75120

ISDA Documentation 48 1020 2035 4050 5580

Transaction Management 510 1425 2545 4560 75120

Trade Finance Operations 510 1425 2545 4560 75120

Credit Administration/Loan Operations 510 1425 2545 4560 75120

Please note:


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FRONT OFFICEInvestment Banking

INR Lacs

Role Associate Senior Associate/ AVP


Investment Banking (Domestic Banks)

Corporate Finance/M&A 12-18 22-28 32-38 55-70 110-135Sales & Trading 10-15 15-25 25-40 55-70 NA

Equity Research 10-15 15-25 30-45 55-70 NA

Debt Capital Markets 6-12 15-22 22-28 45-65 NA

Investment Banking (MNC Banks)

Corporate Finance/M&A 45-55 55-65 70-90 100-120 160-200

Sales & Trading 18-25 25-35 40-70 90-110 NA

Equity Research 18-22 25-35 40-70 90-110 NA

Debt Capital Markets 18-22 25-35 50-70 90-110 NA

Investment Banking (KPO)

Corporate Finance/M&A 10-13 15-22 23-28 NA NA

Equity Research 10-12 12-15 20-25 NA NA

Private Equity & VC

Global Fund 50-65 65-80 90-110 150-175 225-275Fund Size USD 200700 mn 22-27 30-37 45-65 70-90 150-200

Fund Size USD 50 mn NA 15-22 25-40 NA NA

Private Banker AuM

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Documents