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1、2024各行业薪酬报告指南目录Contents关键数据摘要05KeyFindings雇主招聘现状及趋势洞察08StatusandTrendsInsightofRecruitment人才薪资现状及展望4StatusandProspectsofTalentSalary薪酬数据要点及方法论23AboutTheGuide&DataMethodology-汽车&新能源25Auto&NewEnergy-能源化工29Energy&Chemical快消/零售32FMCGZRetail一金融服务36FinancialServices高科技&智能制造43High-tech&SmartManufacturing生命
2、科学481.ifeSciences财务与会计55Finance&Accounting人力资源56HumanResources法务与合规581.egal&Compliance销售与市场营销61Sales&Marketing供应链与物流63SupplyChain&Logistics关于我们64AboutLHHFESCOOverview迈入2024年，许多企业和人才正在为新一轮的经济周期做准备。我们看到，尽管人们存在对外部环境的种种担忧，劳动力市场仍在彰显其独有的生机。Asweapproach2024,manycorporationsandprofessionalsarepreparingforan
3、eweconomiccycle.Despiteconcernsabouttheexternalenvironment,thelabormarketcontinuestoexhibititsownuniquevitality.为了进一步探究劳动力市场的招聘、薪资、人才流动等现状及趋势，我们于近期对近400位企业HR及员工进行了调研。同时，基于2023年度成功匹配的千余个职位的薪资数据，以及来自招聘解决方案的专业招聘顾问对于市场的洞察，制作出2024年度薪酬指南。Togaindeeperinsightsintothecurrentstateandtrendsofrecruitment,salari
4、es,andtalentmobilityinthelabormarket,werecentlyconductedasurveyinvolvingnearly400HRprofessionalsandemployeesfromvariousorganizations.The2024SalaryGuideisbasedonthefindingsofthissurveyandourlatestglobalreports,alongwithsalarydatafromover1,000successfullyplacedpositionsin2023,andmarketinsightsfromLHHF
5、ESCOrecruitmentexperts.1.HHFESCO2024年度薪酬指南将帮助您: 了解薪资数据以雇用和留任您所在领域的顶尖专业人士 提升企业领导者的谈薪成功率制定更佳的招聘及留任人才策略1.HHFESCO2024SalaryGuideisdesignedtohelpyou:Familiarizeyourselfwiththesalarydatayouneedtohireand“retaintopprofessionalsinyourfield.Equippingyourbusinessleaderswiththeskillstonegotiatesala riesmoreeffe
6、ctively.Developstrongerhiringandretentionstrategies.关键数据摘要KeyFindings在本次调研的受访人群中，我们发现：Basedonthesurveyconducted,thefollowingkeyfindingswereidentified:雇主端：1.3%-8驰是2023年大多数企业普调的薪资涨幅2.2024年企业招聘两呈两级分化态势，表示增设与缩减岗位的企业数量旗鼓相当3.人才匹配度依然是企业在招聘人才时面临的最大挑战Ontheemployersside:1 .Themajorityofcompaniesincreasedsalar
7、iesforallstaffmembersby3%to8%in2023.2 .Hiringtrendsfor2024arepolarizing,withjobexpansionandreductionbeingalmostequalinnumbers.3 .Talentmatchingremainsthebiggestchallengefacedbycompanieswhenrecruitingnewtalent.LHHFESCo员工端：1.高薪人群主要集中在生命科学、高科技、新能源&汽车2.年终奖仍为企业激励员工表现的主要手段，其次是津贴和补贴3.2023年，员工的薪资涨幅趋于平稳，超三成的
8、员工薪资较2022年未发生变化4.2023年有更多员工留在现有企业，但前提是要有技能提升和职业发展机会Ontheemployeesside:1. High-incomepopulationisprimarilyfoundinthefieldsofLifeSciences,High-techandNewEnergy&Automobilesindustries.2. Year-endbonusescontinuetobetheprimarymethodusedbyenterprisestoincentivizeemployees*performance,followedbyallowancesan
9、dsubsidies.3. Salaryincreasesforemployeesin2023havestabilized,withover30%ofemployeesexperiencingnochangeintheirsalariesfrom2022.4. Moreemployeesarestayingwiththeircurrentemployerin2023,butonlyifgivenupskillingandcareeropportunities.有关高薪人群的定义：我们结合数据样本和一二线城市生活成本等粗略统计，在本报告中，将固定年收入60万人民币及以上人群定义为“高薪人群”。N
10、ote:Inthisreport,high-incomeindividualsaredefinedasthosewithafixedannualincomeofRMB600,000andabove,basedondatasamplesandroughstatisticssuchasthecostoflivinginfirst-tierandsecond-tiercities.调研样本分布MeetOurRespondents城市分布Locations/53%上海Shanghai北京Beijing深圳Shenzhen.8%广州Guangzhou66%苏州Suzhou其他Others主要覆盖行业In
11、dustries2023年雇主普调薪资现状TheStatusofSalaryAdjustmentsin2023328%是大多数企业普调的薪资涨幅In2023,themajorityofcompaniesincreasedsalariesforallstaffmembersby3%to8%.在普调的薪资涨幅方面，约五分之一的企业在2023年未涨薪，超三成企业的涨薪幅度介于3%5%之间，而涨薪15%以上的企业占比2%。Regardingsalaryadjustmentsforallstaffs,approximatelyone-fifthofcompaniesdidnotraisesalaries
12、in2023.Morethanone-thirdofcompaniesraisedsalariesbetween3%and5%,and2%ofcompaniesraisedsalariesbyover15%.2023年受访企业普调的薪资涨幅为：Theaveragesalaryincrementofthesurveyedcompaniesareasfollows:没有变化Nochange26%0%-3%12%3%-5%34%6%-8%16%9%-10%10%-15%6%15%2%涨薪3%及以下的主要行业分布Industrieswithsalaryincrementof3%andbelow13%快
13、消零售FMCG retail25%服务/咨询ServiceZConsuIting22%智能制造Smartmanufacturing涨薪9%及以上的主要行业分布Industrieswithsalaryincrementof9%andabove30%20%20%高科技生命科学教育/非营利组织/公共部门High-techLifeSciencesEducation/non-profitsector2024年雇主招聘趋势洞察EmployerHiringTrendsin2024约八成受访企业的招聘预算较去年不变或有所收紧About80%ofthesurveyedcompanieshavethesameor
14、eventighterhiringbudgetscomparedtolastyear.相较于2023年，约八成企业的招聘预算保持不变或有所减少,主要集中在民营企32(以及外资企31qoComparedto2023,approximately80%ofcompanieshaveeithermaintainedorreducedtheirhiringbudgets.Thistrendisparticularlyprominentinprivateenterprises(52%)andforeign-fundedenterprises(31%).2024年企业招聘预算较2023年Corporateh
15、iringbudgetsfor2024comparedto2023在招聘预算减少或保持不变的企业中，主要行业分布于：Amongthecompanieswithreducedorunchangedhiringbudgets,themainaffectedindustriesare:生命科学1.ifeSciences服务咨询ServiceZConsuIting智能制造Smartmanufacturing16%15%15%在招聘预算增加的企业中，主要行业分布于：Amongthecompanieswithincreasedhiringbudgets,themainaffectedindustriesa
16、re:高科技High-tech快消零售FMCGretail17%17%2024年企业招聘量呈两极分化态势HiringTrendsin2024:APolarizingOutlook我们的调研结果表明，近三分之一的企业在2024年计划的招聘量与去年基本持平，表示增设及缩减岗位的企业数量旗鼓相当，具体如下：Oursurveyrevealedthataroundone-thirdofcompaniesintendtokeeptheirhiringlevelsconsistentwiththepreviousyear.Atthesametime,anequalnumberofcompaniesarebo
17、thincreasinganddecreasingtheirworkforce.受访企业在2024年的招聘计划Hiringplanfor2024计划增设岗位Plantoincreaseheadcounts38%无变化Remainthesame:28%计划缩减岗位Plantoreduceheadcounts:34%35%54%46%计划增设的岗位主要以中台岗为主，如研发、产品等；计划缩减的岗位集中在后台岗，如行政、HR、财务等。Thejobstobeaddedprimarilyfocusonmiddledeskpositions,suchasR&Dandproductdevelopment.On
18、theotherhand,positionstobereducedmainlyconsistofback-officeroleslikeadministration,HR,andfinance.“人才匹配度”是企业在招聘人才时面临的最大挑战，其次是“薪资预算不适用当下的市场行情”以及“招聘需求急，时间短”。ThemainchallengecompaniesfacewhenhiringtalentisTalentMatching,followedbytheGapbetweensalarybudgetsandthecurrentmarketsituationand,Urgenthiringneed
19、swithlimitedtime”.企业招聘关键人才时面临的最大挑战Biggestchallengeinhiringtalentincludes:市场上匹配的人才较少Fewersuitabletalentsinthemarkets薪资预算不适用当下的市场行情Thegapbetweensalarybudgetsandthecurrentmarketsituation招聘需求急，时间短Urgenthiringneedswithlimitedtime人才薪资现状及展望o Talents在受访者中，我们观察到以下几个板块人群收入相比其他行业较高。高薪人群集中在生命科学、高科技、新能源&汽车。Among
20、therespondents,itwasfoundthatemployeesincertainindustriestendtohavehigherincomescomparedtoothers.TheindustrieswithahigherincomegroupmainlyincludeLifeSciences,High-tech,andNewEnergy&Automobiles.受访者的2023年税前固定年收入(人民币)为:Thedistributionoffixedannualincomebeforetaxes(RMB)in2023isasfollows:60万年薪及以上的行业分布：In
21、dustrydistributionwithanannualsalaryof600,000andaboveisasfollows：生命科学LifeSciences高科技High-tech新能源&汽车Newenergy/automobiles服务/咨询ServiceZConsuIting金融服务FinancialServices快消零售FMCG/Retail智能制造SmartManufacturing物流1.ogistics其他Others高薪行业：High-incomeIndustriesareprimarily：&a生命科学新能源&汽车高科技1.ifeSciencesNewenergy/au
22、tomobilesHigh-tech除固定薪资外，约七成员工有年终奖，仅10%的员工有股票/期权等，主要行业集中在高科技和生命科学；有9%的员工没有除固定薪资外的收入。Apartfromfixedsalaries,about70%ofemployeesreceiveyear-endbonuses,whileonly10%havestocks/shareoptions,primarilyintheHigh-techandLifeSciencesindustries.Additionally,9%ofemployeesrelysolelyontheirfixedsalariesforincome.
23、除固定薪资外的额外收入：Additionalincomeapartfromthefixedsalaryincludes:年终奖69%bonus其他津贴或补贴36%Otherallowancesorsubsidies年底双薪/多薪hhh35%Year-enddoublesalary/multiplesalary项目或绩效奖金23%Projectorperformancebonus加班费13%Overtimepay股票/期权IMM1O%Projectorperformancebonus无9%None员工的薪资涨薪幅度趋于平稳Thesaryincrementofemployeesin2023have
24、plateaued.超三分之一的员工表示他们在2023年的薪资较2022年未发生变化；约16%的员工被降薪；约50%的员工薪资有不同程度的增长。Morethanone-thirdofemployeesreportednochangeintheirsalariesfrom2022,whilearound16%experiencedsalaryreductionsandapproximately50%receivedvaryingdegreesofsalaryincreases.相较于2022年，受访者在2023年的薪资变化Here is the breakdown of how salaries
25、have changed compared to 2022：降低0% - 10%Reduce 0%-10%降低 10% - 20%Reduce 10%-20%降低20%以上Reduce over 20%7%4%5%基本持平3fAlmost the same增长0%-10%Increase 0%-10%31%增长 10%-20%Increase 10%-20%1O%增长20%以上Increase over 20%9%导致薪资增长的前三大原因Top reasons for salary increases个人绩效评定： 27%Individual performance rating换新工作： 2
26、7%Changing to a new job公司经营状况： 21%The company,s operating conditions导致薪资降低的前三大的原因Top reasons for salary cuts公司经营状况： 50%The company,s operating conditions换新工作： 32%Changing to a new job个人绩效评定： 7%Individual performance rating员工对于薪资涨幅的期待也较为现实，超半数员工期待涨薪6%20%。Employeeshaverealisticexpectationsforsalaryinc
27、reases,withmorethanhalfanticipatinganincreaserangingfrom6%to20%.受访者期待在未来 一年内的薪资涨幅The expected salary increases for the coming year are as follows6%-10%10%-20%20%-30%3%-5%30%-4015%6%26%26%40%-50%50%3%2023年有更多员工留在企业，但前提条件是要有技能提升和职业发展机会Moremployeesarestayingwiththeircurrentemployerin2023butonlyifgivenu
28、pskillingandcareeropportunities.据德科集团近期的一项全球调研结果（覆盖23个国家，30000名员工）显示，73%的员工在2023年选择留在企业中，这一比例较2022年提升12全球员工留任意愿度的提升侧面体现出员工选择新工作的谨慎态度。AccordingtoarecentglobalsurveyconductedbytheAdeccoGroup,whichcovered23countriesandinvolved30,000employees,73%ofemployeeschosetostaywiththeircompanyin2023.Thisrepresent
29、sa12%increasefrom2022.Thehigherrateofemployeeretentionreflectsthecautiousapproachemployeesareadoptingwhenconsideringnewjobopportunities.LHHFEqCO“留”或“走”意向汇总Summaryofstayingorleavingintentions35%34%*2022年报告中未涉及此题Notaskedin2022*来源Source:2023未来全球劳动力报告2023GlobalWorkforceofFutureReport获取更高薪水是离职的首要原因，但不是留下
30、的原因Betersalariesarethetopreasontoquit,butnottostay上述德科全球调研进一步剖析了员工离职或留下的原因，大体与2022年基本相同。具体表现在，2023年，员工离职的首要原因是为了更高的薪水，但当员工对现在的雇主感到满意时，薪水因素就会下降到第九位。除了薪水之外，驱使员工跳槽的最常见因素包括追求发展机会、寻找更有意义的职位以及避免职业倦怠。TAGglobalsurveyfurtheranalyzesthereasonwhyemployeesquitorstay,broadlythesameyearonyear.Thetopreasontoquitis
31、forabettersalaryin2023,butsalarydropstoninthplaceinreasonstostaywhenworkersarehappywiththeircurrentemployer.Aftersalary,themostcommonfactorsdrivingworkerstoothercompaniesincludepursuingdevelopmentopportunitiesseekingmoremeaningfulrolesandescapingburnout.留下的主要原因离职的主要原因Topreasonstoquit我想要更高的薪水Iwantabe
32、ttersalary31%我想经营自己的生意Iwantorunmyownbusiness25%我的专业/事业在目前的工作场所没有进展Myprofession/careerisnotprogressinginmycurrentworkplace21%我的工作没有成就感/没有意义Myworkisnotfulfilling/meaningful20我担心职业倦怠或工作太多/我的工作量太大Iamworriedaboutburnoutorworkingtoomuch/myworkloadistoohigh20c)Topreasonstostay我现在的工作/角色让我很稳定Mycurrentjob/rol
33、egivesmestability我很满意我的工作与生活的平衡Iamhappywithmywork-lifebalance20%我喜欢和同事一起工作Ienjoyworkingwithmycolleagues10%我对目前工作的条件很满意Iamhappywiththeworkingconditionsinmycurrentjob1e%我对工作很满意，因为可以运用到我的技能Iamhappywithmyjobasituses薪酬数据要点及方法论AboutTheGuide&DataMethodology我们基于2023年度成功匹配的千余个职位的薪资数据，以及LHHFESCo招聘解决方案的专业顾问对于市
34、场的洞察信息，综合整理出以下薪酬数据，涵盖专注的六大领域和五大职能：汽车&新能源、能源化工、零售消费品、金融服务、高科技与智能制造、生命科学、财务与会计、人力资源、法务与合规、销售与市场营销和供应链与物流。Thedataof,*2024SalaryGuideisbasedonsalaryinformationfromover1,000matchedjobsin2023andmarketinsightsprovidedbyLHHFESCOrecruitmentexperts.Itofferscomprehensivesalarydataforsixindustriesandfivefunctio
35、ns,includingAutomotive&NewEnergy,Energy&Chemicals,RetailConsumerGoods,FinancialServices,High-tech&IntelligentManufacturing,LifeSciences,Finance&Accounting,HumanResources,Legal&Compliance,Sales&Marketing,andSupplyChain&Logistics.基本固定年薪:指除奖金外的固定年薪奖金：除上述固定薪资外的年包，包括但不限于奖金、期权、股票等一线城市：北上广深二线城市：苏杭成渝宁汉等31个城
36、市三线城市：扬州、镇江、温州、丽江、吉林等35个城市一二三线城市的划分来源:国家统计局Theguideprovidesinformationonbasicfixedannualsalaries,whichrefertoafixedyearlyincomeinadditiontobonuses.Bonusesareincludedintheannualpackage,whichmayconsistofvariouscomponentssuchasbonuses,shareoptions,andstocks.First-tiercities,includingBeijing,Shanghai,Gu
37、angzhou,andShenzhen,arecoveredintheguide.Italsoincludessecond-tiercitieslikeSuzhou,Hangzhou,Chengdu,Chongqing,andNingbo,etc,aswellasthird-tiercitiessuchasYangzhou,Zhenjiang,Wenzhou,Lijiang,andJilinandsoon.Theclassificationofcitiesintofirst,second,andthirdtiersisbasedontheNationalBureauofStatistics.汽
38、车&新能源职能职位工作年限基本固定年薪奖金所属城市FunctionTitleWorkingyrsBasicAnnualSalaryBonusLocation总位：人民币元（CNY）Auto&NewEnergy整车及配件FullVehicleandFittings研发总监R&DDirector15+500,000-700,000100,000-150,000二线城市Second-tier资深测试经理Seniortestmanager12-14500,000-700,000100,000-150,000一线城市First-tier车辆测试经理VehicleTestingManager9-11400
39、,000-500,000100,000-150,000一线城市First-tier软件架构师SoftwareArchitect15+500,000-700,000200,000-300,000二线城市Second-tier软件工程师SoftwareEngineer6-8300,000-400,000100,000-150,000二线城市Second-tier研发类硬件工程师HardwareEngineer6-8300,000-400,000100,000-150,000二线城市Second-tierResearch嵌入式工程师EmbeddedEngineer6-8400,000-500,000
40、100,000-250,000一线城市First-tier系统架构师SystemArchitect12-14400,000-500,000100,000-150,000一线城市First-tier汽车电子软件工程师AutomotiveElectronicSoftwareEngineer6-8350,000-500,000100,000-200,000一线城市First-tier研发工程师R&DEngineer6-8350,000-450,000100,000-200,000一线城市First-tierBMS工程师BMSEngineer6-8350,000-500,000100,000-200,
41、000一线城市First-tier产品经理ProductManager12-14400,000-500,000100,000-200,000一线城市First-tier功能测试工程师FunctionTestEngineer6-8250,000-400,000100,000-150,000一线城市First-tier精益管理1.eanManagement12-14400,000-700,000100,000-200,000一线城市First-tier质量经理QualityManager15+350,000-550,000100,000-200,000二线城市Second-tier生产/制造类Ma
42、nufacturing物流经理1.ogisticsManager15+400,000-600,000100,000-200,000二线城市Second-tier采购经理PurchasingManager15+400,000-600,000100,000-200,000二线城市Second-tier设备经理EquipmentManager15+400,000-700,000100,000-200,000二线城市Second-tier职能职位工作年限基本固定年薪奖金所属城市FunctionTitleWorkingyrsBasicAnnualSalaryBonusLocation项目管理12-144
43、00,000-500,000100,000-200,000二线城市ProjectManagementSecond-tier数据分析9-11300,000-500,000100,000-150,000一线城市DataAnalystFirst-tier运营总监15+500,000-1,000,000100,000-200,000二线城市OperationDirectorSecond-tier制造工艺经理9-11300,000-400,000100,000-150,000二线城市ManufacturingProcessManagerSecond-tier生产/制造类Manufacturing生产项目经理9-11400,000-500,000100,000-150,000二线城市ProductionProjectManagerSecond-tier机械设计工程师6-8250,000-400,000100,000-150,000二线城市MechanicalDesignEngineerSecond-tier电气工程师一线城市6-8250,000-400,000100,000-150,000ElectricalEngineerSecond-tier成本控制主管一线城市6-8300,000-380,000
