North West | Commerce & Industry 2018 Market Insights

Becky Hughes our consultant managing the role
View commerce & industry market salaries within the North West region.

Download the full North West 2018 Market Insight Report here »

QUALIFIED

 Job title Salary range Day rate 
 Finance Analyst £35,000 - £50,000 £250 - £400
 Financial Accountant £40,000 - £50,000 £300 - £400
 Management Accountant £35,000 - £50,000 £250 - £400
 Finance Business Partner £45,000 - £60,000 £350 - £400
 Finance Manager £45,000 - £55,000 £350 - £400
 Senior Finance Manager £55,000 - £65,000  £400 - £450
  Financial Controller £60,000 - £85,000 £450+

PART-QUALIFIED

 Job title Salary range Day rate 
 Finance Assistant £18,000 - £22,000 £100
 Assistant Accountant £22,000 - £28,000 £100 - £170
 Financial Analyst £28,000 - £35,000 £150 - £200
 Financial Accountant £28,000 - £35,000 £150 - £200
 Management Accountant £28,000 - £35,000 £150 - £200

TRANSACTIONAL

 Job title Salary range Day rate 
 Accounts Payable / Accounts Receivable £16,000 - £22,000 £100
 Credit Controller £18,000 - £25,000 £100 - £150
 Payroll £18,000 - £30,000 £150 - £200
  Payroll / Credit Control Manager £30,000 - £45,000 £150 - £250

CHANGE AND PROJECTS

 Job title Salary range Day rate 
 Business Analyst £45,000 - £65,000 £250 - £400
 Project Manager £65,000 - £80,000 £300 - £500
 Programme Manager £75,000 - £90,000 £400 - £550

 

View salaries in other sectors within the North West »

21/08/18
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Why Mentoring Matters: A guest blog from a Finance Director at Allied Bakeries
Why Mentoring Matters: A guest blog from a Finance Director at Allied Bakeries

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Career Advice

29/01/18

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Most talented professionals that are working hard to move up the corporate ladder, aspiring to be the financial leaders of the future, face the same concerns: To progress, you need to accelerate your learning by continually taking on new challenges that you haven’t faced before. However, as you take on new and daunting challenges, the obvious self-doubt can set in, such as: Where do I begin? Can I really do this? What are the potential watch outs? How can I make a real success of this? ABF Grocery Finance believe  that having a robust mentoring programme allows mentees to ask these questions in confidence with someone completely independent of the business, allowing them to accelerate their learning and face new challenges confidently.  It’s like having your own personal advisor. So how does it work in practice? At our organisation, all aspiring finance leaders of the future are allocated a mentor. The mentor will be a seasoned finance professional, often a finance director in one of our businesses, who is allocated to a mentee dependent upon the skills and capabilities the mentee requires. The mentee drives the frequency of the meeting and agenda allowing him or her to discuss work related issues and explore challenges to problems ‘off the record’. The mentor can ether share experiences or, via questioning - get to a solution. Ultimately, mentoring helps to nurture talented professionals by giving them the opportunity to tap into a wealth of learnt experience. The benefits The benefits of mentoring are not all one-sided. Being a mentor is highly rewarding; you are doing something that really matters and makes a difference to someone else’s career.  It is great to connect with talented individuals and see them grow. More often than not, you also find yourself learning from the mentee! If you would like to learn more about ABF and our career opportunities, please visit the microsite here.  Guest author: Mark Ward - Finance Director at Allied Milling and Baking Group.

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Most talented professionals that are working hard to move up the corporate ladder, aspiring to be the financial leaders of the future, face the same concerns:

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Becky Hughes

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Managing change, the right way
Managing change, the right way

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HR

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26/10/20

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Restructuring, rebuilding and transforming are high on everyone’s agenda and will continue to be, especially when considering further lockdown restrictions being put in place across the UK and Ireland. The current crisis has put extreme pressure on cash flow, workflow and staffing, pushing decision makers to make tough calls to plan for the future. While some organisations may be able to restructure and redeploy teams to other areas of the business, there are lots that will need to become more lean in order to weather the storm and arise from this challenge in a strong position. It’s crucial that any employee transition is managed in the right way so you can minimise business disruption, ensure employees leave with dignity and respect and re-assure remaining employees, helping you protect your employer brand and reputation and put you in a strong position for when you are looking to hire again in the future. .  On this note, our sister company, Intoo UK and Ireland specialise in outplacement solutions  and can offer advice and support. They have produced a guide called ‘Supporting your organisation through change and redundancy’, which provides useful information and support to HR or managerial teams responsible for leading change and managing the redundancy process. It works as a roadmap for employers to implement change in a way that minimises business disruption and, most importantly, protects employee wellbeing. You can download Intoo’s guide here. The guide covers:Assessing the need for redundanciesCommunicating changeThe redundancy process (including; preparation, evaluation criteria, consultation and legislation)Career transition support

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Restructuring, rebuilding and transforming are high on everyone’s agenda and will continue to be, especially when considering the furlough scheme coming to an end as further lockdown restrictions are put in place across the UK and Ireland.

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Matthew Wilcox

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Matthew Wilcox

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Matthew Wilcox

Will IR35 affect your business?
Will IR35 affect your business?

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General

20/06/19

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Employees in the United Kingdom can be categorised as full-time, part-time, casual, freelance and contract workers, with the self-employed bracket now making up 15% of the entire working population. The number of self-employed workers jumped from 3.3 million in 2001 to 4.8 million in 2017, with a corresponding fall in the unemployment rate showing the overall boost in jobs growth from the rise in self-employment. However, the attractive market for freelancers and contractors has been hit with some uncertainty in recent times, thanks largely to the 2018 Autumn Budget’s announcement of IR35 tax reforms. Here’s what the new IR35 rules could mean for you and your business: What is IR35? IR35 is a piece of legislation originally introduced to the UK in 1999. Its purpose is to differentiate between those workers who operate as genuine contractors and those who work as ‘disguised’ employees to avoid paying tax. It came about to challenge contractors who were taking advantage of the tax efficiencies of working through a limited company, with the aim of defending both the Exchequer from lost taxes and protecting workers’ rights from unscrupulous employees. However, the IR35 has proven to be ambiguous for many, with some contractors taking advantage of loopholes and a lack of clarity. Hence, the new IR35 rules aim to tighten up the contractor market and ensure tax avoidance loopholes are closed. How does IR35 work? There are three principles that can help to determine employment status and whether a contractor falls inside or outside IR35: Control (the degree of control the client has over the work a contractor does and how and when they do it) Substitution (whether the worker needs to do the work themselves or if they could send a substitute in their place) Mutuality of obligation (whether the employer is obliged to offer work and the contractor is obliged to accept it). Additionally, the contract type, provision of equipment and whether a worker is “part and parcel” of a business can all help to determine whether someone falls inside or outside IR35. The change in IR35 rules shifts the responsibility to determine tax status away from the contractor and onto the business that takes them on. Until now, contractors have been able to self-determine their status, however as of April 2020, when the new rules come into effect for the private sector, companies will risk being fined if they don’t make the correct assessment.  How will IR35 impact contract workers? It’s anticipated that many contract workers who have been enjoying the tax benefits of working outside IR35 will fall under the legislation when employers are tasked with determining their status. This will see more contractors having tax and National Insurance contributions deducted from their pay. However, if you operate as a legitimate small business and are determined to work outside of IR35, you will not be affected by the rule changes. How will IR35 impact employers? The major change for businesses is that they will now be responsible for determining the IR35 status of any contractor working for the company. The new rules will only apply to medium and large sized businesses, so contractors who work for small businesses can continue to set their own IR35 statuses. Those businesses that the IR35 rule changes do apply to will face paying back taxes and fines should they be found to be noncompliant. What should I do to prepare for IR35? Contractors may wish to speak to an accountant or personal finance expert to determine whether IR35 will impact them and if a move to permanent work may prove to be more beneficial after the rules come into effect. For many, contracting will remain appealing regardless of increased tax responsibilities, however it’s important to factor in any change in income that IR35 may bring about. Businesses are being warned not to make blanket assessments that cover all their contractors, as this can leave workers without a fair assessment and risk them paying unnecessary taxes without equivalent employment rights. Instead, businesses should consider IR35 status on a case-by-case basis or they may risk losing out on top talent. The HMRC has released a consultation document for businesses to prepare for the IR35 changes, recommending identifying and reviewing current contract workforce status and putting processes in place for taking on new workers. At Marks Sattin, we pride ourselves on keeping abreast of all industry legislation, updates and changes that affect our candidates and clients. Speak with us about how we can help you. References: https://www.bbc.co.uk/news/business-44887623 https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/articles/trendsinselfemploymentintheuk/2018-02-07 https://www.contractorcalculator.co.uk/what_is_ir35.aspx https://www.axa.co.uk/business-insurance/business-guardian-angel/how-ir35-changes-will-affect-freelancers-and-self-employed-contractors/ https://www.telegraph.co.uk/business/ir35-rules/new-contractor-tax/ https://www.telegraph.co.uk/business/ir35-rules/how-will-new-rules-impact-business/ HMRC consultation document

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Employees in the United Kingdom can be categorised as full-time, part-time, casual, freelance and contract workers

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