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The findings: Overall, the going is great. CEO and CXO<\/a>-level salaries have found a new normal with job switches resulting in 50%-60% pay packet hikes for in-demand roles. As a recent query from a global HR head to a top headhunting firm, which was looking for a candidate at the CXO level, put it: “Why are the Indian salaries so expensive?”
But within this broad trend, the talent market is sharply divided into those being chased with big pay cheques, and those getting ho-hum raises on job switch.
In the first category are chief executive officers, chief financial officers, and chief digital officers. Chief marketing officers, unless they are in consumer companies, are not quite the hot ticket. Neither is the market generously rewarding chief people’s officers (HR heads), chief technology officers and supply chain heads.
The divergence is a supply-demand issue, headhunters say. Some skillsets have higher demand now. That’s why a chief technology officer, who oversees IT networks and IT support, is less sought after than a chief digital officer, who’s tasked with taking a company to the next level of digital business. These days every company wants a smart guy heading its digital drive.
Amit Agarwal, managing partner, Stanton Chase India, explains, “CDOs are getting more prominence than CTOs as companies start to go the digital way. CTO roles are also less in demand now as most companies are moving to cloud and therefore, maintenance of IT infra & network is not really a challenge for organisations. That’s why standard increments of 15-20% are what CTOs usually get while switching jobs.”
ForCDOs, companies are willing to go far higher, sometimes breaking the existing salary mould to get proven talent. Take this example: Headhunting firm Transearch is currently looking for a CDO for a major corporation in the consumer space — salary on offer is a million dollars.
The CFO story is equally instructive. Infosys<\/a> is not the only one looking for a new CFO. The demand for CFOs has been high for one year at least, headhunters say. Reasons? More companies are going public, PE-funded companies are coming of age, building size and scale.
CFO compensation is in the Rs 2-5-crore band now, compared to Rs 1.5-3-crore band just 2-3 years back, says Atul Vohra, managing partner at Transearch India. Some CFOs are even luckier. Boutique search firm INSIST Executive Search just closed a CFO role for Rs 5 crore for a domestic pharma company.
And top bosses, CEOs, are having it good, too. CEO pay is most attractive now in technology, consumer, automobiles, and metals sectors and in large industrial conglomerates.
A million-dollar CEO package for a Rs 5,000-crore company is normal, according to R Suresh, founder of boutique search firm INSIST Executive Search, as is Rs 4-crore package for the CEO of a Rs 2,000-crore company. That is a jump of 30-40% in the last 2 years.
“Indian salaries are higher than Asia Pacific. This is a very strong trend since late last year. You don’t need to travel abroad to earn money. It’s good money right now here in India,” says Arun Das Mahapatra, chairman and partner-in-charge-India, Heidrick & Struggles.
“The battle for the right C-suite talent will only get tougher in coming days. Complexities in the business environment have increased manifold,” says Harsh Goenka, chairman, RPG Enterprises.
Most CEOs believe competitive differentiators will be linked to an organisation’s people and not just its products, says Sangeeta Sabharwal, managing partner, India, Taplow group.
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结果:总的来说,是伟大的。首席执行官和CXO水平的薪水已经发现一个新的正常工作开关导致50% - -60%薪水上涨受欢迎的角色。作为最近查询从全球人力资源高级猎头公司,正在寻找一个候选人在CXO层面,所说:“印度的工资为什么这么贵?”
但在这个大趋势中,人才市场大幅分为那些被追逐大支付支票,和那些变得沉闷乏味的提高工作开关。
第一类是首席执行官,首席财务官和首席数字官。首席营销官,除非他们在消费品公司,不是很热门。市场也慷慨地奖励人民总监(人力资源负责人),首席技术官和供应链。
猎头说,散度是一个供需问题。现在一些技能有更高的需求。这就是为什么一个首席技术官,负责网络和它的支持,不如一个追求首席数字官是谁负责采取数字业务的公司更上一层楼。现在每个公司都想要一个聪明的家伙朝其数字驱动器。
Amit Agarwal,管理合伙人,斯坦顿追逐印度,解释说,“cdo越来越突出比技术主管作为公司开始数字方式。首席技术官角色需求也少现在大多数公司都搬到云,因此,维护它的下文&网络并不是一个组织面临的挑战。这就是为什么通常15 - 20%的标准增量是首席技术官,而换工作。”
ForCDOs,公司愿意要高得多,有时打破现有的薪水模具人才得到证明。把这个例子:猎头公司Transearch目前正在寻找一位大公司的CDO在消费空间——提供的薪水是一百万美元。
首席财务官的故事也同样有益。印孚瑟斯不是唯一一个寻找一个新的首席财务官。首席财务官的需求已经高了至少一年,猎头说。原因吗?越来越多的公司上市,PE-funded公司时代的到来,建设规模和规模。
首席财务官补偿现在在Rs 2-5-crore乐队,而Rs 1.5 3-crore乐队仅仅2 - 3年,Atul Vohra说管理合伙人Transearch印度。一些首席财务官甚至幸运。小型猎头公司坚持猎头就关闭首席财务官角色为国内制药公司5卢比。
和老板,首席执行官,也有它好的。CEO的薪酬是现在最有吸引力的技术,消费者、汽车、和金属行业和大型工业企业集团。
一个百万美元的CEO包价值5000卢比的公司是正常的,根据R苏雷什,精品搜索公司的创始人坚持执行搜索,是Rs 4-crore包价值2000卢比的公司的首席执行官。跳的30 - 40%在过去的2年。
“印度工资高于亚太地区。这是一个非常强大的自去年底以来的趋势。你不需要出国挣钱。现在在印度很好钱,”阿伦说Das塔,董事长兼partner-in-charge-India海德思哲。
“正确的管理层人才之争只会在未来几天采取更加严厉的措施。商业环境的复杂性增加了歧管,”主席严厉的戈恩卡说,RPG企业。
大多数ceo认为竞争优势将与一个组织的人,而不仅仅是它的产品,管理合伙人,桑吉塔•人力说印度,Taplow组。
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