2025菲律宾薪酬指南（英）

2025PhilippinesSalary GuideRhiannon GuilfordDirectorA Guide to Salaries & Trends in theLabour Market 2025The Philippines employment market shows strong growth acrosssectors, in what remains a highly candidate-driven environment. Themarket structure is evolving, particularly as SMEs and large localcompanies professionalize their operations by hiring talent frommultinational corporations and attracting Filipinos overseas, especiallyfor executive and leadership positions, impacting salaries.A significant trend is the continued expansion of shared servicesoperations in the Philippines, creating job opportunities. While thetechnology sector maintains steady growth, one development is theemergence of specialized technology teams, not only in engineeringbut also in data and cybersecurity. Despite the Philippines not beingtraditionally seen as a primary technology hub, organizations areexploring the opportunity to establish these specialized units locally,commanding premium compensation for skilled professionals.Infrastructure development is driving significant opportunities acrossconstruction, manufacturing, and industrial sectors. We’re also seeingincreased investment activity from private equity and venture capitalfirms, particularly in retail, food and beverages, and services sectors,further diversifying the market opportunities.Salary movements remain robust, with role changes typicallycommanding increases of at least 20%-25%, though this moderates atexecutive levels. The market shows interesting variations incompensation structures, with established companies oftendifferentiating themselves through comprehensive benefits packages,particularly in healthcare coverage, which remains a key considerationfor professionals.A promising development is the growing trend of Filipino professionalsreturning from international positions, particularly from Australia,Southeast Asia, Japan, Europe, and the Middle East. This expandingtalent pool brings valuable global experience to the local market,coinciding with increased opportunities from new market entrants andexpanding organizations.As hybrid work becomes standard, particularly in technology,organizations need flexibility in talent acquisition. Those adapting theirapproach – through compensation, candidate criteria, or sign-onpackages – will secure the best talent.3Salary GuideData below shows salary in PHP'000 for 12 monthsFor Companies 200m USD- TurnoverMinimum Gross SalaryAverage Gross SalaryMaximum Gross SalaryHuman Resources Director (HRD)3,0004,0008,000Chief Audit Executive3,6005,4007,200Government Affairs Director3,9006,5008,500Strategy Head3,9006,5007,800Director of Talent Acquisition4,0005,0006,000Director of Software Engineering4,0005,5007,800Chief Information Security Officer (CISO)4,5506,8309,100Chief Technology Officer (CTO)4,5507,48010,400Sales Director5,2006,5007,800Chief Information Officer (CIO)5,5008,00010,400Marketing Director5,8506,5007,800Chief Finance Officer (CFO)6,0007,2008,400Country H