20/21 Salary Guide New Zealand - A COMPREHENSIVE SALARY GUIDE - Retailworld Resourcing
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20/21
Salary Guide A COMPREHENSIVE
SALARY GUIDE
AUCKLAND
WELLINGTON
CHRISTCHURCH
New Zealand including INDUSTRY
PROFILE, EMPLOYEE
MELBOURNE
SYDNEY
BENEFITS & ADELAIDE
MOTIVATIONS BRISBANE
CANBERRA
PERTH
retailworldresourcing.com © Retailworld 2020
Foreword
Since 2002 Retailworld has been encouraging retailers
to position our industry as a sector of choice and having
conversations about how you can promote your business as the
employment brand of choice. Regardless of unemployment
rates the objective is to attract the best talent that the market
has to offer, while there is talk of our unemployment figures
hitting double digits, now more than ever it is essential to have
the ability to attract the best candidate. With our industries
being so customer facing, having the right people on the
frontline delivers the ultimate brand experience.
The content provided in this salary guide gives current market
insights to what is motivating candidates both in terms of moving
jobs or expectations within their current employment. Use the
insights to align your employment attraction communication with
what candidates are seeking. Consider the insights in relation to
Contents
employee retention, have you identified your top talent and are
you addressing the needs that have been identified through the
large sample of responses that we have summarised.
Understanding the Data page 2 For some time now we have experienced that job boards
Local Market Outlook page 3 are not delivering sufficient quality candidates to match our
vacancy requirements. Over the past 24 months we have
Performance Metrics & Agency Feedback invested heavily in our database, our own job board and
(the things that matter) page 4 additional creative candidate engagement strategies so that
we can quickly present you with quality candidates. Our cost
Salary Table – Shopfront page 4
of candidate acquisition has quadrupled however we believe
Profile of Respondents – Shopfront page 5 our investment in candidate acquisition in our competitive
advantage and is to your benefit. We have included data on our
Employee Benefits & Motivations
agency performance metrics within this guide.
– Shopfront page 5
Covid has side-swiped 2020 and we expect to see the impact
Salary Table - Executive page 6
of the pandemic play havoc on our industry well into 2021.
Profile of Respondents – Executive page 7 Having a competent team can assist with ensuring every
customer interaction and sales opportunity is maximised. See
Employee Benefits & Motivations our Covid insert for relevant data and considerations that relate
– Executive page 7 to the unique trading environment we currently face. Talk to
your local Retailworld team about how this data relates to your
market, team or job vacancy.
UNDERSTANDING THE DATA
The data is collected across salary figures, we have applied Performance-based bonuses
New Zealand from both active the average range typical to the are generally on offer for most
& passive job seekers. An role or discipline. Generally, the levels of management and are
extensive survey provides us more senior the role, the higher excluded from the salary data.
with insights that are relevant for the deviation in the salary range.
job positioning and candidate If you’d like further information
acquisition. The figures shown exclude or specific current market advice
Kiwisaver or Superannuation. on salary expectations for your
We have provided salary ranges In the case of salary packages business, our experienced
for each role indicating the where a car or car allowance is Account Managers can discuss
typical average salary bracket in included, we have not included this with you in further detail.
the market. In order to address the value of the car or car
large deviations from the salary allowance in the salary data in
ranges and to provide realistic this guide.
2 retailworldresourcing.com © Retailworld 2020
Local Market Outlook
AUCKLAND LOWER NORTH SOUTH ISLAND
The Auckland, Waikato and Bay of Plenty ISLAND The South Island has experienced strong
experienced significant growth over the and consistent growth over the past
With no new malls, shopping precincts
past year, with new shopping precincts 12 months with exciting new brands
or big chains appearing in the Lower
opening including Westfield Newmarket, entering the market as well as existing
North Island in the last 6 months of 2019,
Bayfair, Tauranga Crossing and the brands opening new or refurbished
the market was still buoyant and trading
much anticipated Commercial Bay, we stores across Christchurch, Dunedin,
well in most cases. Retailers were actively
have seen this growth also extend to Queenstown & Nelson.
pursuing hot talent, and strong candidates
new retailers entering the New Zealand
were experiencing multiple offers as well The new Super Centre in Northlink
market creating healthy competition
as counter offer situations. The months opening has brought much wanted
not just for product offering and
in the lead up to lockdown were similar change, hosting big retailers and Tower
therefore customer base but within the
across the board, both in the regions and Junction having a recent refurbishment.
employment / recruitment space.
Wellington. The Christchurch CBD has also continued
Retailers are starting to take note of their to go from strength to strength with
Like many markets across New Zealand,
own Employment Brand and what ‘image’ more businesses opening, with the
Covid has had a significant impact on
they have in the market. An increase in attraction of the Riverside Market this led
hiring decisions and this has been felt
professional development and more to a $12m+ increase in spending in the
the most in Wellington - along with it
formalised training plans for new and CBD compared to the previous year.
being Election year which traditionally
existing staff have become more critical
is a soft market for the city, employers in Across the regional towns of
than ever, along with retailers starting to
some sectors are reluctant to hire staff Queenstown, Nelson & Dunedin we have
develop stronger benefits packages which
just yet. The regions, in particular Hawkes seen a shortage of quality candidates
go beyond remuneration.
Bay, have recovered faster and it’s still a actively applying for roles. This has led to
Candidates are also taking into hunt for strong candidates, especially in a majority of candidates coming from our
consideration the recruitment process supermarkets, large format and hardware. database and referrals.
into their decision making. Short,
We are starting to see candidates coming Across the South Island, we continue
efficient, well run processes are more
into retail from other industries that are to see strong retail sales and new retail
favourable - it’s all about that first
effectively hibernating, bringing an array of developments opening which will
impression.
transferable management and operational provide an exciting 12 months ahead.
skills into the market. These candidates are
challenging the norm and the mindset of
retailers around what a great candidate
looks like and how I can draw from these
skills and use them to my advantage.
Clients are starting to request candidates
out of retail in some cases and this is
bringing a new feel to the way people are
building their teams. Team fit and attitude
is playing a huge part in hiring decisions
and it is a focus for many clients, more so
than pre Covid.
Agency network
Australia New Zealand
Auckland
1.6M
Palmerston North
Brisbane 2.48M 76,000
Perth Wellington 382,000
Sydney 5.48M
Christchurch
2.28M Adelaide Canberra
1.38M Melbourne 390,000 364,000
5M
(Population Australia, 2020) (worldpopulation.com, 2020)
3 retailworldresourcing.com © Retailworld 2020
Performance Metrics and Agency Feedback
(the things that matter)
48 21 14%
“
GREATEST BARRIER WE COME UP AGAINST
Ask
WHEN FILLING A ROLE HOURS DAYS
me about
49
is how quickly to successfully place of our placements
% my metrics /
”
our clients receive a candidate with activated a
KPIs.
30%
a shortlist from your business replacement
Retailworld guarantee – Our goal
21% Resourcing is to keep this under
15%
61%
OF VACANCIES
ARE FILLED BY
SKILL SET CLIENT BRAND RETAILWORLD
VS SALARY COMMUNICATION APPEAL
EXPECTATIONS WITHIN
REASONABLE
“
TIMEFRAMES
A good brief and
WHAT CANDIDATE SKILLS WE ARE NOT
96 % clear timeframe, equal
”
SEEING ENOUGH OF? the best result.
47%
OF OUR JOB LISTINGS
COME FROM EXISTING
CLIENTS
30% 23%
75% OF CANDIDATE
50%
OF APPLICATIONS FROM
81%
OF CANDIDATES PLACED
APPLICATIONS FROM OUR RETAILWORLD BY RETAILWORLD ARE
EXPOSURE TO PERFORMANCE COMMERCIAL EXTERNAL JOB RETAIL SPECIFIC JOB EXISTING CANDIDATES
FINANCIALS MANAGEMENT ACUMEN – BOARDS DON’T FIT BOARD ARE ADVANCED IN OUR DATABASE
SKILLS UNDERSTANDING THE BRIEF TO AN INTERVIEW
& IMPLEMENTING BASED ON SKILLS
REPORTING
Shopfront SALARY GUIDE
SECTOR COMPARISON
FASHION / FOOTWEAR /
ACCESSORIES / JEWELLERY HEALTH / BEAUTY / FITNESS
STORE MANAGER $50-65k $50-60k
ASSISTANT STORE MANAGER $48-55k $48-55k
LARGE FORMAT TECHNOLOGY FURNITURE / HOMEWARES
STORE MANAGER $80-120k $55-80k $60-100k
ASSISTANT STORE MANAGER $60-80k $48-55k $55-65k
DEPARTMENT MANAGER $50-60k
OTHER
3IC / KEY HOLDER $40-50k
SPECIALITY SALES CONSULTANT $50-$65k
FULL TIME SALES ASSISTANT /
REPRESENTATIVE $40-50k
*Minimum wage due to increase on 1st April 2021
4
PROFILE OF RESPONDENTS – SHOPFRONT
GENDER AGE YEARS WORKED IN
CURRENT ROLE
40 58 % %
25%
31%
LESS THAN A YEAR
1 - 3 YEARS
43%
32%
4 - 5 YEARS 10%
17%
14% MORE THAN 5 YEARS 16%
2% would rather not say 11 %
YEARS WORKED IN
RETAIL INDUSTRY
HOURS WORKED
18-24 25-34 35-44 45-54 55 OR
1 - 2 YEARS 9% OLDER PER WEEK
5%
2 - 4 YEARS 24% 2% would rather not say
LESS THAN
4 - 6 YEARS 12% 30 HOURS
6 - 8 YEARS 9%
8 - 10 YEARS
MORE THAN 10
10%
37%
68% 31 – 45
HOURS
24% 46 – 50
HOURS
EMPLOYEE BENEFITS & MOTIVATIONS
2% MORE THAN
61%
51 HOURS
WHAT IS YOUR BONUS DEPENDENT ON?
38 38
ARE ELIGIBLE TO
% % RECEIVE A BONUS IN
THEIR CURRENT ROLE
TOP 3 FACTORS
DETERMINING
46% MOTIVATION AND
13% OF THESE RESPONDENTS ENGAGEMENT
6% 6% RECEIVE BONUS
PAYMENTS MONTHLY OR
1 Career
QUARTERLY progression
PERSONAL TEAM COMPANY ALL - OTHER
RESULTS RESULTS RESULTS PERSONAL,
TEAM &
COMPANY
2 Work-Life
Balance
HOW WELL DO YOU THINK YOU
ARE PAID FOR WHAT YOU DO? 24% 3 Training &
Development
EXTREMELY POORLY 13% OF RESPONDENTS
ARE ELIGIBLE FOR
NOT WELL 25% ADDITIONAL LEAVE ON
TOP OF THE STANDARD
NEUTRAL 41%
TOP 3 REASONS FOR
ABOVE AVERAGE 19%
CHANGING JOBS
EXTREMELY WELL 2%
36% ARE NOT
HAPPY WITH THEIR PAY
1 Career
progression
22%
RECEIVED A
78%
EXPECT A PAY
39% ARE NEUTRAL 2 Work life
balance
WITH THEIR PAY
PAY RISE IN THE RISE IN THE NEXT
LAST 12 MONTHS 12 MONTHS
25% ARE HAPPY
WITH THEIR PAY
3 Location
5 retailworldresourcing.com © Retailworld 2020
Executive SALARY GUIDE OPERATIONS SALARY RANGE (PER YEAR) Cluster / Group Manager $60-75k Regional Manager
PROFILE OF RESPONDENTS – EXECUTIVE HOURS WORKED
PER WEEK
GENDER AGE
36 % 3% LESS THAN
39% 58%
30 HOURS
24% 24% 58% 31 – 45
HOURS
13% 27% 46 – 50
5%
3% would rather not say HOURS
30 OR 30-40 40 - 50 50 OR
12% MORE THAN
51 HOURS
YOUNGER OLDER
3% would rather not say
55 %
7% 27% 52% 21%
HAVE WORKED
IN THE RETAIL
INDUSTRY FOR
10+ YEARS ARE NOT HAPPY ARE NEUTRAL ARE HAPPY
RECEIVE ADDITIONAL WITH THEIR PAY WITH THEIR PAY WITH THEIR PAY
CONTRIBUTION TO
THEIR KIWI SAVER
SCHEME
48%
ASKED FOR A PAY
70%
EXPECT A PAY
RISE IN THE LAST RISE IN THE NEXT
12 MONTHS 12 MONTHS
EMPLOYEE BENEFITS & MOTIVATIONS
WHAT IS YOUR BONUS DEPENDENT ON?
TOP 3 FACTORS
39 % DETERMINING JOB
SATISFACTION &
ENGAGEMENT
22 22% % 73%
ARE ELIGIBLE TO 1 Work life
balance
13% RECEIVE A BONUS IN
THEIR CURRENT ROLE
2
4
Interest in day
%
52
to day work
%
PERSONAL TEAM COMPANY ALL OF THE OTHER
OF THESE
RESPONDENTS
3 Remuneration
& benefits
RESULTS RESULTS RESULTS ABOVE
RECEIVE BONUS
PAYMENTS TOP 3 REASONS FOR
ANNUALLY CHANGING JOBS
25% 1 Remuneration &
25 %
ARE ELIGIBLE FOR
RECEIVE TOTAL VALUE
OF $10K OR MORE IN
benefits
MENTAL HEALTH
DAYS OFF
BONUSES ANNUALLY
2 Work life
balance
3 Organisational
culture
7 retailworldresourcing.com © Retailworld 2020
About Us
We specialise in providing
end-to-end permanent
recruitment services to retail
job seekers, employers, and
executives.
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