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2018 Human Resources Salary Guide

HR Salary Guide

Written by Sarah Liu
Jan 15, 2018
Submitted by Sarah Liu on Mon, 01/15/2018 - 07:53

Expected salary ranges for HR, admin and executive assistant (EA) professionals in Shanghai.

General Human Resources In Commerce & Industry | Basic Salary Per Month
Role RMB Per Month
HR VP / Head Of HR / CHRO 120,000 - 160,000
HR Director / HR BP Head 80,000 - 120,000
HR Manager / HR Business Partner 30,000 - 60,000
HR Specialist / Assistant HR Manager 15,000 - 25,000
Talent Acqusition Head / Director 80,000 - 120,000
Talent Acqusition Manager 30,000 - 50,000
Talent Acqusition Specialist 15,000 - 25,000
Talent Development / Organisational Development Director 80,000 - 130,000
Learning & Development Head / Director 75,000 - 125,000
Learning & Development Training Manager 25,000 - 50,000
Learning & Development Officer 12,000 - 25,000
Compensation and Benefits Director 80,000 - 120,000
Compensation and Benefits Manager 25,000 - 45,000
Compensation and Benefits Specialist 15,000 - 25,000
Share Service Head 50,000 - 80,000
Share Service Manager 20,000 - 40,000
Share Service HR Specialist 10,000 - 20,000
Office Manager/Admin Manager 20,000 - 35,000
EA/PA 15,000 - 25,000

Commentary on Human Resources Roles and Remuneration in Shanghai for 2018

Trends in Recruitment

In 2018, the overall economy will gradually recover. Apart from booming industries, traditional manufacturing industries are recovering and actively build up talent pool again. Life Science, Industrial Intelligence, and environmental protection of new materials will show vitality over the course of the year. “The Belt and Road” program will stimulate regional cooperation. The retail sector is recovering as well and luxury industry is returning to expand. Sporting and lifestyle related industries are becoming more and more competitive.

The “3-pillar” structure still remains to be the main structure of human resources department in China, whilst the growing number of employers begin to choose organizational structures that are more flexible and adaptable for their own department, which means some small to medium companies might combine several COE functions, and some might not need to build up Shared Service Center. The demands for human resources also reflect on different industries and the business size. 

Last year, Business Partners concept was one of most popular word in HR function. However, this year, it is losing its momentum, due to  company’s raising demand for other HR modules, such as compensation & benefits and learning & organization development. These modules empower the organization effectiveness and adaptability in challenging environment.

Regarding C&B function, small and medium-sized enterprises maintain demand for C&B operation and payroll person due to small business volume. Now, Large enterprises or foreign companies are tend to hire C&B candidates with more complicated projects experience, even hire pure consulting background candidate, as the development and implementation of compensations and benefits became the most important factors to consider for employers who wants to recruit and retain top talents.

Learning and development function, in the current situation, employers attach more importance to optimize their talent structure and work to retain more key employees on a tight budget. Employers also develop cooperation with other professional consulting service through talent development and training. In order to make changes from the inside, employers now prefer to choose candidates from the third- party professional companies. 

Recruiting function, the most crucial aspect to develop an enterprise is recruiting talents. Among all HR modules, recruiting function has the most opportunities to connect and communicate with market to build up employee branding. When an enterprise values its culture and brand, recruitment is greatly affected by that. Thus, people will show their recognition through their cultural signals.  Recruiting function talents are required to be well-balanced on operational excellence and strategic  level in current marketplace. Nonetheless, as the economy recovers, there will be a larger platform for recruiting function candidates.

Trends in Compensation and Benefits

In 2018, although it is predicted that compensation growth will maintain same range as last year. As compensations and benefits strategy will be more market-oriented, employers will try to narrow the gap between employee’s compensation and the market status. This means it is less necessary to  achieve higher compensation by frequent job hopping.  In general, compensations’ increase rate through job-hopping will be within 30%.

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