GuideTalent 2022–2023
Information gathered to produce the Talent Guide has been collated based on completed surveys, roles filled, candidate interviews, data shared with us from our relevant suppliers and hiring assumptions from conversations with our Recruitment Partners. Survey responses are reflective of responses from sharing within Talentpath’s network of clients, candidates, industry partners, along with additional paid responses across Australia to ensure a broad and diverse sample was being reached. Salary ranges are reflective of the median bands within the occupation streams. These figures can be affected by industry. All salary ranges are ‘000. Salary figures reflect base only and are not inclusive of super. The persons depicted in this salary guide are indications only. As a national agency, Talentpath works with clients and candidates across Australia. Salary information for regions outside those depicted in this salary guide can be provided upon request. 03 Welcome 04 Insights: All Respondents 10 Human Resources & Recruitment Human Resources & Recruitment Insights 11 Salary Guide 12 Ashleigh Swallow, Human Resources Officer at CV Services 13 Hayley Nuttall, People & Culture Manager at Ingenia Communities 14 Zac PeopleWalsh,Operations Lead at Kapiche 15 16 Sales & Customer Experience Sales & Customer Experience Insights 17 Salary Guide 18 Ana-Maria Connelly, Business Development & Partnership Manager – Queensland at Entertainment Group 19 Rose PropertyNemgus,EventTeam Manager at RACQ 20 Sue CustomerRossouw,Service Agent at Allianz Partners 21 22 Business Services Business Services Insights 23 Salary Guide 24 Darlene AdministrativePearce,Assistant at Somerville House 25 Leigh Administration/AccountsStefaniak, Payable at Wilson Security 26 Cassandra AdministrationBarltrop,Assistant at Rosies – Friends on the Street 27 28 5 years of the Talent Guide 30 Accounting & Finance Accounting & Finance Insights 31 Salary Guide 32 Elvis FinancialMusandu,Accountant at Valmont Industries 33 Kirstie PayrollDaly,Manager at Relationships Australia 34 Megan AccountsFazekas,Payable Supervisor at Ingenia Communities 35 36 Marketing & Digital Marketing & Digital Insights 37 Salary Guide 38 Johanna CampaignVulker,Marketing Manager at TRAVLR 39 Shelly MarketingThirumeni,&Promotions Specialist at Norwex 40 Trudi HeadHollis,ofProduct Management, Innovation and Communication at Allianz Partners 41 42 Projects & Change Projects & Change Insights 43 Salary Guide 44 Abhinav Jain, Data Reporting Analyst at Blue Care 45 Riaan ContactCoetzee,Centre Manager Change & Experience at UnitingCare Queensland 46 Samantha OrganisationalDixon,Change Manager, Contractor 47 48 TechnologyTechnologyInsights 49 Salary Guide 50 Ali CEOGaladari,&Head of Product at Conpago 51 Russell Adcock, Vice President of Engineering at Skedulo 52 Matthew Cooke & Bengt Hedberg, Developers at Minor DKL 53 54 Notes 2 Talent Guide 2022/23 | Welcome
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When the Talent Guide debuted for the first time in 2018, we had big dreams to create a fresh, unique recruitment resource packed with valuable data for our Talentpath community, but we had no idea the sheer impact it would have on our networks and team Fast forward five years, an extraordinary alumni of profiled talent, thousands of printed copies distributed and more than 4,000 digital downloads later and it’s almost hard to believe there was a time the Talent Guide didn’t exist It is such an integral resource to our team, candidates and clients; we couldn’t imagine a world without it In 2022 we not only celebrate the 5th edition of the Talent Guide, but a remarkable year for the team at Talentpath too
Every single year the talent market experiences a shift, and two years after the global pandemic struck the past 12 months threw a few more spanners in the recruitment works Coronavirus hit Australia hard, and at the beginning of the year thousands across the country were feeling the effects, including us Not long after, we experienced devastating floods across SEQ and the Northern Rivers, a heartbreaking disaster to watch unfold in familiar places we know all too well But amongst the gloom we found light – international travel is back in full swing, national border closures are no more and we’ve learnt how to tackle Coronavirus to minimise workplace disruption as much as we can This year has not only tested our resilience, adaptability and drive but has highlighted that we must recruit with care, empathy and dedication as we guide our clients and candidates through the volatility of the market In what has been a turbulent year for the nation, we as recruiters have felt the impact on the frontline These events have presented an opportunity to be innovative and resourceful for our clients in a time of need We’re in the business of talent acquisition, but this year we’ve spent a lot of time working closely with clients on retention strategies as the war for talent continues If this year has taught us anything, it’s that people are more purpose-driven than ever before and that a personalised approach to flexibility, learning & development and incentivisation in addition to a competitive salary are non-negotiables for hiring in 2022 and 2023 As always, we are fascinated and excited by the insights from our nationwide Talent Guide survey We bring into focus the emerging trends that will define what drives talent in 2023, as well as drill down into the nitty-gritty statistics around diversity, motivational drivers, benefit expectations and more You’ll notice a few extra pages to make way for the new kids on the block Drum roll please welcome Projects & Change and Technology to the 22/23 Talent Guide! As our service offering expands, so does our Talent Guide Expect some seriously impressive talent profiles and intriguing insights to kick-off their debut It takes a village to bring the Talent Guide to life, and it is no secret that we wouldn’t be able to do it without the incredible talent profiled in each division We want to take this moment to thank each and every person in the Talent Guide who has shared such invaluable advice and captivating career stories that are inspiring to say the least Showcasing thought-provoking insights is one thing, but to see those statistics reflected in the talent profiles really is something special; Sales & CX talent excel with ample learning opportunities, a warm team environment and flexible working options in addition to a competitive remuneration package, Business Services need to make a difference in their role and feel acknowledged for their contribution, Accounting & Finance thrive on problem solving, a strong leadership structure and hybrid working models, Marketing & Digital search for flexible working locations, a tonne of ongoing development opportunities and creative freedom, Projects & Change seek a diverse team, strong organisational values and transparent and consistent communication, whilst Human Resources value clear career progression, flexible working hours, regular recognition, and a competitive salary Last but not least, Technology are driven by innovative ideas, flexible working conditions, ample professional development opportunities and financial incentives to reward them for all their hard work With a golden glimmer and countless pages of insights & stories, we hope you enjoy the 5th Edition of the Talent Guide as much as our small but mighty team loved bringing it together Did we also mention a centerfold feature this year? It really is a Talent Guide full of surprises, you’ll have to read it to see what the excitement is all about Sincerely, Jody Fazldeen and Dionne Sharp Directors at Talentpath
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Welcome to the 2022/23 Talent Guide
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Survey Insights–All respondents
More females feel their company enables them to balance their work and professional life compared to males
of respondents expect to change jobs in the next year
54% of respondents who identify as Aboriginal, or Torres Strait Islander strongly agree 45% of respondents who identify as having a disability strongly agree
Of those that strongly agree with this statement, 43% expect to change jobs in the next year
56% males vs 46% of females expect to change jobs in the next 12 months Only 40% of Gen Z expect to stay in the same role over the next 12 months are currently job hunting
43% of respondents strongly agree their workplace is inclusive and respectful of people from different cultures, backgrounds and abilities of respondents strongly agree they know how the work they are doing contributes to their organisation’s success
Of those that strongly disagree with this statement, 81% expect to change jobs in the next year
43%52%
Of those that strongly agree with this statement, 45% expect to change jobs in the next year Of those that strongly disagree with this statement, 83% expect to change jobs in the next year
30%
4 Talent Guide 2022/23 | Insights—All Respondents
29% of respondents strongly agree they have shared values with their organisation
Marketing Coordinator “Include team members in the recruitment process that are not just the senior leaders�”
Recruitment & Onboarding Coordinator
30% of respondents who identify as LGBTQIA+ strongly agree
What could employers do to improve their recruitment processes?
64% of respondents say flexible working hours would enable them to perform at their best 45% of respondents say flexible work locations would enable them to perform at their best 24% of respondents say regular mental health days would enable them to perform at their best 15% of respondents say working in the office would enable them to perform at their best 40% What words would you use to describe a desirable workplace culture: Inclusive fun flexible supportive friendly positive respectful trust collaborative safe understanding professional diverse
mentionedmostwords
“Employers should keep the candidate in the loop and be transparent about the recruitment process and, most importantly, must share the feedback and result of the interview in a defined timeline ”
Business Development Manager “Be more open and honest about the highs and lows, the team, the workplace flexibility, and the responsibilities ”
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46% of respondents who identify as Aboriginal or Torres Strait Islander strongly agree 42% of respondents who identify as having a disability strongly agree
Women are twice more likely than men to be attracted to health & wellbeing initiatives of respondents strongly agree they feel included, respected and safe to be their authentic self in their workplace
Partner “Clear and continuous communication with new employees in their onboarding processes ”
The most common top 3 factors that are more important than salary WHAT DO YOU THINK HAS THE BIGGEST IMPACT ON COMPANY CULTURE? WHAT IS THE NUMBER ONE FACTOR THAT WOULD ATTRACT YOU TO A NEW ROLE: Flexible hours Team building activities Regular communication and visibility from executives and management Ongoing learning andSalarydevelopment Flexible locations Promotion Professional development & training programs Job security 1 2 3 Gen Z Flexible locations Flexible hours Health & wellbeing initiatives Gen Y Flexible hours Flexible Professionallocationsdevelopment Gen X Flexible hours Flexible Professionallocationsdevelopment Baby Boomers Flexible locations Flexible hours Men are twice as likely to think conferences, volunteering opportunities and social clubs have the biggest impact on company culture. This year it is back up to 57%, which was the same as the 20/21 Talent Guide 37% of respondents last year said salary was in their top three attractions to a role 6 Talent Guide 2022/23 | Insights—All Respondents
WHAT WERE THE CONTRIBUTING FACTORS FOR LEAVING YOUR LAST ROLE? Feeling unfulfilled this year it came tenth when asked what would attract them to their next role Lack of career progression Culture Salary31 4 2 Last year Role Responsibilities tied first for women when asked what attracted them to their current role 19% of respondents left their last role because of their direct manager/s 28% of respondents were referred to their current role by a friend, family member or colleague 24% of respondents strongly agree that their most recent interview process was inspiring, personal and thorough Most common top 3 factors that would attract you to a new organisation? Culture StabilityEmployee benefits1 32 MALE EmployeeCulture benefits Stability FEMALE ValuesCulture Employeealignmentbenefits 11% of respondents don’t know what their organisation’s values are 7
71% of males believe 4+ years is the ideal amount of time to have valuable tenure compared to 54% of females
Financial Controller “I can balance my career and personal life therefore allowing me to be more successful in both� It also allows me to enjoy my work more as I have more autonomy I feel valued when I’m supported in a flexible work arrangement ”
People Experience Business Partner “Diversity is working with people from all backgrounds and all levels of education and mindsets� Inclusion is creating a workplace where everyone feels like a family and can voice their opinion and be heard�” Purchasing and Inventory Controller “An environment where bias is challenged in a respectful way; processes and procedures that are not only inclusive but involve minority groups in their feedback and development ”
What does diversity and inclusion in the workplace mean to you? “Diversity of thought that enables innovation and creative human centric design solutions and the feeling of being valued and respected�”
Recruiter To be fulfilled in my work, from my leaders I need: Support trust respect understanding recognition communication guidance autonomy feedback honesty transparency direction encouragement mentionedmostwords
What does offering flexibility mean to you? “Focusing on output/deadlines rather than days and hours Being able to tailor how I complete my work in terms of location and timing�”
60% of females ranked salary in their top 3 attractions to a role, compared to 52% of males
Operations Manager “Being given the flexibility to complete my weekly workload on the days and hours that I choose each week ” Administration Assistant
Insights—All Respondents
8 Talent Guide 2022/23
61% of respondents consider 4+ years to be the ideal amount of time to have valuable tenure in a role |
MALE ClearJobSalarySecuritypotential for progression FEMALE FlexibleSalary working Job security Top attractions to a role
Recruiter “Providing one with increased freedom in performing their duties, while still holding them accountable for performance (results on target, on budget and on time) ”
How do you like to be rewarded for your work? Number 1 attraction to a new role by work type: Salary raise Bonus or financial reward Verbal one on one recognition Promotion4321 WHAT ARE COMPANYCURRENTLYCOMPANIESDOINGTOFOSTERCULTURE? Celebrating employee anniversaries, promotions and birthdays Awards and recognition Team building activities FlexiblePromotionworkingSalary Full time Part Temp/Contracttime Male Female62%56% 58% of respondents have directly negotiated with a prospective employer during the salary offer process 36% of respondents strongly agree their company enables them to balance their work and personal life 37% of respondents are highly likely to recommend their current employer to a friend or relative 9
&AccountingFinance60%
Talent Guide 2022/23 | Accounting & Finance30
No organisation is complete without the clever, process driven individuals that are always one step ahead; we're talking about our friends in Accounting and Finance� Never shying away from a challenge, these people thrive on problem solving, a strong leadership structure and autonomy to operate the way they work best Don’t underestimate the power of offering a hybrid working model, continuous learning opportunities and a deserving salary package – you’ll be reaping the benefits� of Accounting & Finance talent say flexible working hours would enable them to perform at their best
41% of A&F talent strongly agree they know how the work they are doing contributes to their organisation’s success Top 3 ways A&F talent like to be rewarded for their work Top 3 factors A&F talent think have the most impact on a healthy company culture Top 3 things that would attract A&F talent to a new organisation: Salary raises Team building activities Bonus or financial reward Ongoing learning & development Verbal one on one recognition Regular communication and visibility from executives and management 1 2 3 IN IT FOR THE LONG HAUL: 50% of A&F talent consider 4-5 years to be the ideal amount of time to have valuable tenure in a role of Accounting & Finance talent expect to change jobs in the next year, 38% are already looking for new roles The most common top 3 attractions to a new role 1� Salary 2 Job security 3 Flexible working Top 3 reasons A&F talent left their last role 28% Lack of career progression 26% Salary 24% Feeling unfulfilled MALES 1 Stability 2 Culture 3 Brand reputation FEMALES 1 Culture 2 Stability 3 Employee benefits 58% 31
More than money Gen Z Flexible locations Flexible hours Gen Y Flexible locations Flexible &Professionalhoursdevelopmenttrainingprograms Gen X Flexible locations Flexible &Professionalhoursdevelopmenttrainingprograms Baby Boomers Flexible hours Flexible locations Onsite parking Salary Guide ACCOUNTING SUPPORT BRISBANE SYDNEY MELBOURNE Payroll Manager $100 - 130k $115 - 150k $95 - 130k Payroll Officer $70 - 90k $75 - 90k $72 - 90k Accounts Payable Manager $90 - 120k $92 - 124k $89 - 115k Accounts Payable Officer $70 - 80k $72 - 85k $69 - 85k Accounts Receivable Manager $90 - 120k $95 - 122k $88 - 120k Accounts Receivable Officer $72 - 79k $78 - 82k $69 - 75k Credit Manager $90 - 120k $92 - 125k $90 - 115k Credit Officer $65 - 80k $69 - 79k $65 - 79k Bookkeeper $70 - 90k $70 - 90k $70 - 90k Finance Officer $65 - 75k $65 - 75k $65 - 70k FINANCIAL MANAGEMENT CFO/Finance Director $180 - 350k+ $220 - 400k+ $220 - 400k+ Group Financial Controller $160 - 220k $180 - 250k+ $165 - 250k+ Commercial Manager $160 - 200k $165 - 225k+ $160 - 220k+ Financial Controller $130 - 180k+ $150 - 180k+ $150 - 180k+ Finance Manager $115 - 155k $119 - 160k $115 - 155k ACCOUNTING Finance Business Partner $120 - 150k $130 - 150k $120 - 160k Corporate/Group Accountant $110 - 140k $115 - 140k $110 - 150k Financial Analyst $95 - 130k+ $95 - 130k+ $100 - 140k Project Accountant $95 - 130k $100 - 140k+ $100 - 140k+ Financial Accountant $90 - 120k $90 - 120k $90 - 120k Management Accountant $90 - 120k $90 - 120k $90 - 120k Accountant $90 - 110k $90 - 110k $90 - 110k Assistant Accountant $75k - 90k $75 - 95k $70 - 90k Talent Guide 2022/23 | Accounting & Finance32
My journey as an Accountant started more than 10 years ago in a few roles overseas, but my recent journey in Australia began at a global advisory and stockbroking group where I really solidified my Financial Accounting foundations in Brisbane It was around the same time that I became a member of Chartered Accountants Australia & New Zealand
Can you tell me about your journey to your current role?
What does a fulfilling professional life look like to you?
I value career progression but since I also have a young family, work-life balance is also important to me Having opportunities to continuously grow and move forward with my career is always a plus, but it really comes down to being in an organisation with a great cultural fit, which is what I feel is the case at Valmont Industries
How does Valmont Industries support your growth and development?
Financial Accountant at Valmont Industries
Tax CareerAccountantPath Financial Accountant Group Accountant Group AccountantFinancial AccountantFinancialAccountantManagement 33
They support my career development by providing group training for all their Accountants and individual growth opportunities that align with my role
Elvis Musandu
I have a structured approach to my role, although my day-to-day tasks are still quite varied For the first two weeks of the month, I am deep into problem-solving issues and ad-hoc tasks such as account reconciliations and process improvements, and the other half of the month is when I do my monthly routine tasks that are required as an Accountant Although I follow this structure, I always make room for flexibility and time-sensitive priorities such as quarterly reports
I continued to develop my skills at this global advisory and stockbroking group for a little bit longer before deciding it was time to spread my wings elsewhere I moved into a Group Accounting role which was great for my career and skillset development, however due to a few business changes within the organisation I was shortly made redundant Although it was scary at this time, this actually proved to be beneficial for my career progression with Talentpath contacting me shortly after completing a senior contract role within a financial services group Having enjoyed my time as a contractor, I’m now really happy in a full-time Financial Accountant position at Valmont Industries Even though I have gone through a bit of a setback in my career This has taught me to be resilient and continue moving forward in search of new opportunities; eventually you will find a role that is suitable for you How do you structure your day as a Financial Accountant?
How does Valmont Industries support your way of working?
When you’re hired by an organisation, it means that they are putting trust and faith in your ability to deliver the outcomes of your role Having the room to complete your tasks in the best way that works for you is important Valmont Industries are confident in my ability to always reach my targets and deadlines, so I am able to work from home when I need to, which is great as I have a young family If you could travel back to the beginning of your career and give yourself one piece of advice, what would it be? Don’t be afraid to take on challenges When I was made redundant, I had to step up in my contract roles which actually gave me the confidence to excel in those positions and further my career Have more confidence in your abilities and skills and be willing to take on risks No matter what happens, you will be fine
Development always comes back to your leaders recognising what you can do and giving you the leverage to do it Everyone has their strong points, it’s just whether your organisation and leaders tap into it Luckily, I really do feel like my potential and strong points are known and utilised at Relationships Australia
What advice would you give someone wanting to kickstart their payroll career?
Talent Guide 2022/23 | Accounting & Finance34
I actually fell into payroll after spending a few years working as a Nanny My aunty reached out with an opportunity to undertake some quality assurance for internal documents at the business she worked at, not expecting to fall in love with the auditing and procedural side of it I did that for a while until a 12 month traineeship came up within the company which I completed, going on to stay with the business for another three years I caught the travel bug and had the urge to go overseas, so I took a year break from payroll to explore what the world has to offer Something about payroll just draws you back in and by the time I returned to Australia I picked up right where I left off with my payroll career Between then and now I’ve had a vast career spanning over 20 years, working in several different industries across aviation, automotive and software before beginning my journey at Relationships Australia There are jobs that are challenging with no end in sight, but at Relationships Australia I can see tangible progress in achieving company-wide goals What do you love about payroll?
Can you tell me about your journey in payroll?
Constantly educating yourself on the relevant legislation is far more important than you think Software varies from company-to-company, but legislation is always relevant and changing regardless of the software you use or company you work for How does Relationships Australia support your growth and development?
Kirstie Daly Payroll Manager at Relationships Australia Career Path LeaderTeam Quality ManagerComplianceand Team ServicesPayrollLead OfficerPayrollSenior SpecialistPayroll –Systems Compliance& LeaderTeamPayroll ManagerPayroll
The ability to implement systems that make life easier and mitigate risk in your organisation and team is what makes payroll so rewarding Problem solving is also a huge thing in payroll and getting that rush when you solve an ‘unsolvable’ problem gives you such a sense of achievement You either love or hate payroll - and I can tell you that I 100% love it
Even though I’ve spent a short time in my role, I’ve already had ample support from my managers to develop my knowledge around legislation and payroll further How do your leaders best utilise your skill-set?
What does a fulfilling professional life look like to you?
Shortly after finishing high school in the Hunter Valley, I took a bookkeeping course at Business College, which helped me land my first job as a receptionist at a stationery company I then took a role at Newcastle University as a clerk typist before making the move to Brisbane, where I worked for a power tool company in a receptionist/ accounts receivable role for about five years My husband was offered an opportunity in Papua New Guinea, so before you know it, we moved our life there for a little while It was there that I branched out into a few managerial roles before coming back to Brisbane, joining the wonderful team at Ingenia Communities (Ingenia) For the last seven or so years, I’ve built the team from the ground up, starting with just myself to now managing a team of five
What unique benefits or initiatives in a workplace do you value? Being in the holiday industry, Ingenia offer us 50% off accommodation at Ingenia Holiday Parks, which I love! We also have some great financial benefits like bonuses for reaching KPI’s, however what I love most is how much Ingenia gives back to the community and people in need For Ingenia’s 10-year anniversary this year, they have given each employee two days off to volunteer for a charity of our choice If you could travel back to the beginning of your career and give yourself one piece of advice, what would it be? When you’re younger it’s easy to be discouraged, but don’t let people put you down Be confident, stand up for yourself and learn from your mistakes
What do you enjoy most about your day-to-day role?
Ultimately, don’t push yourself to the point that your health is affected, and know when you need to relax Looking into the future, what workplace changes can you see happening in your industry?
What do you believe brings your organisation values to life? Probably a supportive management team In the case of Ingenia, they really recognise when someone is bringing value to the company and promote them accordingly On top of that, they also offer a leadership foundation program to make sure each person is set up for success OfficerFinance SupervisorPayableAccounts
CareerReceptionistPath Debtors ReceptionistClerk/ ManagerAdministration ClerkAccounts
I really enjoy being challenged in my role - no day is ever the same I also like the fact that I’m always busy and that I get to work alongside my team, passing on my knowledge to them every day
Megan Fazekas
Accounts Payable Supervisor at Ingenia Communities Can you tell me about your journey to your current role?
I value work-life balance, which is pretty good where I work now Accounts payable can be stressful, so you need dedicated time to relax I like to start my week with a yoga class as it helps me feel ready for the week ahead We’re lucky that our workplace has a chill-out room that is specifically designed for exactly that – chilling out We’re able to book it out for 30 minutes to do whatever you need to do to have a break
Ingenia is growing and we’re moving office, which is exciting! Finance is always innovating, and the ability to automate processes is definitely an exciting advancement
PayableAccountsOfficer
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We have left this page blank just for you� Please use this space to reflect on what’s important to you in the workplace using the insights, quotes and learnings from the Talent Guide� Here’s some questions to consider…� How do you like to be rewarded for your work? — What is more important to you than salary? What do you need from your leaders to be fulfilled in your work? — What makes an organisation stand out to you? If you wish to compare notes, share insights that inspired you, or reflect on what’s most important to you in your career, we’re only a phone call away! 1300 768 358 Talent Guide 2022/23 | Notes54
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