F.A.I.T.H. Resources is pleased to offer the first and only salary guide indexed for the Southern California market and designed exclusively for Finance, Accounting, Information Technology and Human Resource practitioners. Our salary guide includes both qualitative and quantitative data to help our client partners successfully recruit and retain scarce human capital to gain a competitive advantage and improve operational performance. Additionally, we include a comprehensive list of proven talent strategies to bridge the growing talent capabilities gap.

1. 2015
Salary Guide &
job market Outlook
Southern california

2. 2014: A Reflective Look Back . . . . . . . . . . . . . . . 1
2015: The Return to Economic Vibrancy . . . . . . 4
Employer Solutions to Bridge the Talent Gap . . . 6
Finance & Accounting Salaries . . . . . . . . . . . . . . 8
Information Technology Salaries . . . . . . . . . . . . . 12
Human Resources Salaries . . . . . . . . . . . . . . . . 14
About the Guide . . . . . . . . . . . . . . . . . . . . . . . . . 16
TableOfContents

3. 1
Both the U.S. and Southern California economy experienced another
bull market in 2014. At the time this salary guide was compiled,
the U.S. was tracking GDP growth of 3 percent in the second half
of the year and consumer confidence was at its highest level since
before the Great Recession. The macroeconomic impact of the
Affordable Care Act (ACA) that rolled out in January was surprisingly
imperceptible. But extreme weather conditions and a buildup of
excess inventories caused a precipitous contraction in the first
quarter. Nonetheless, the economy quickly regained its strength and
business leaders continued to maneuver on many fronts.
A Reflective Look Back
2014

4. Economic Front
Most companies across all industries
experienced profit improvements, prompting
increased spending on items like plant and
equipment upgrades, etc. The stock market,
a leading economic indicator, had another
record-breaking year and logged over a dozen
record highs. Global M&A activity also reached
a seven-year high that was driven by low
interest rates, a healthy stock market, and strong balance sheets. In Southern
California, we saw several large M&A and IPO transactions, driven in part by
active private equity firms and a
consolidation in several markets. The
construction and housing market
continued to improve throughout
California and shifted to a slower, but
more sustainable mode of recovery,
considering both demand for new
homes and price increases began to
moderate by mid-year.
Job Front
Labor costs rose at the fastest rate in nearly six years and unemployment
claims fell below 300,000 for the first time since the recession. Unemployment
rates continued to drop both nationally and locally, although unemployment
rates are unlikely to reach pre-recession lows due to a high population of those
deemed to be unemployable. Job growth remained relatively strong throughout
the year, with national employment growth averaging between 200,000 and
250,000 in most months. In Southern California, we experienced the strongest
employment gains since the end of the recession, with the most jobs coming
from health services, leisure and hospitality, construction, professional, scientific
and technical services.
2
2014 A reflective look back

5. Talent Front
The talent gap became very apparent in 2014, creating a candidate-deprived
market. The mismatch between labor needs and the skills of the labor force
resulted in the return of sign-on bonuses, competing job offers, counter
offers, rising salaries for specialized positions, and more intensified candidate
poaching. According to WorldatWork, 74 percent of North American companies
are offering sign-on bonuses to lure top talent, up from 54 percent in 2010.
In summation, 2014 was another year of slow but increasing economic growth
and many business leaders became convinced that growth was sustainable.
Although there remains an undercurrent of uncertainty surrounding government
policy, geopolitical issues and a slowdown overseas — business leaders
have regained confidence, considering they have been able to successfully
maneuver a wave of change on many fronts while maintaining profitability. To
this end, the forward momentum gained in 2014 will serve as a springboard
into 2015.
3
2014 A reflective look back

6. After years of anemic economic growth, leading indicators point to more
vibrant growth in 2015. The forward momentum gained in the second half
of 2014, combined with an improved economic landscape, will prompt
companies to shift their focus to strategic growth, capital deployment,
and business transformation initiatives. However, another wave of change
on many fronts, combined with continued improvement in the labor
market, will require business leaders to engage in a delicate balancing act
between risks and opportunities.
Economic Front
The U.S. and local economies are projected
to grow at a more vibrant pace in 2015
with GDP expected in the 3% range.
A key to sustaining this vibrant
economic growth is our financial
markets, which are expected to
remain stable. U.S. exports and
demand from abroad will continue
to increase although a slowdown
with our trading partners does
present an element of volatility.
On the M&A front, the buying frenzy
that reached a 7-year high in 2014
will continue through 2015, barring any
geopolitical or unanticipated economic
events. Home building and home prices, which
began to shift to a slower but more sustainable mode of
recovery in 2014, will continue to cool off in 2015 due to a projected increase in
new and resale housing units and lower housing affordability.
Government spending, which has been on a decline for the past few years, will
remain flat. Interest rates are expected to slowly rise as the government takes
preemptive measures to stop the widening inflationary gap. And increased
levels of capital will become available to fuel investment and IT spending, which
are both expected to rise in 2015.
4
2015 The Return to Economic Vibrancy

7. 2015 The Return to Economic Vibrancy
5
Job Front
Nationally, most sectors and regions are expected to perform well and create
jobs in 2015, led by technology, construction, real estate, financial services,
professional services, and health care. In Southern California, the sectors
expected to grow and produce the most jobs include construction, education,
health care, professional services, and leisure & hospitality. In California and the
local region, payroll growth is expected due in part to an improving national and
international economic outlook, as well as increased spending in construction
and business investments. Average hourly compensation is expected to
increase by 2.5 – 3.5%, a modest improvement over 2013.
Talent Front
The ensuing talent gap will continue to widen as specialized talent becomes
more scarce and harder to attract. In fact, according to various surveys, the
scarcity of skilled staff has moved to one of the top three challenges business
leaders expect to face in 2015. Pressures from globalization, increased
regulation, cybersecurity, Big Data, and a deeper demand for impactful
business partnering and better analytics will exacerbate the need for fresh
talent, which will result in increased labor costs as employers struggle to fill
specialized roles and/or focus on developing existing staff.
CONSTRUCTION
JOBS
technology
Real Estate
FINANCE
PROFESSIONAL
healthcare

8. In 2015, business leaders will maintain a positive disposition relative to their
own organizations, although they will remain cognizant of risks both at home
and abroad. To navigate the wave of change that is cresting on many fronts,
organizations will become more operationally flexible and strategically
innovative with the capability to respond quickly to external threats and
disruptions and navigate the precipitous technological terrain. Furthermore,
to overcome and bridge the ensuing talent gap, organizations will begin to
develop new and/or upgrade existing talent acquisition and management
strategies. To this end, we recommend the following talent solutions:
Showcase Your Strengths & Competitive Advantages: To stand apart
from the competition and successfully lure highly-coveted talent, showcase
what your company has to offer including your unique corporate culture, work
environment, training and professional development programs, and available
career paths. We recommend that you place emphasis on other key traits such
as job and company stability, family-friendly and flexible work hours, great
benefits packages and rewards programs. Furthermore, tout your strengths
and competitive advantages to your internal employees as well because people
want to work for winners, and for companies that are making a difference in the
community, in the industry, and in customer relationships.
Develop Effective Talent Strategies: To successfully hire and retain new
and existing talent, organizations will need to have effective hiring, onboarding,
retention and succession programs in place. Talent strategies need to be
developed not just for the entire organization, but also for each functional area
of the company. Organizational leaders need to be actively involved in the talent
management process, and make recruitment, retention, leadership development,
and succession planning a top priority. Routine audits and assessments of talent
strategies must be conducted to identify and rectify potential talent gaps and/
or talent deficiencies. Effective succession plans should include a chart which
provides background information and skills of promising internal professionals
and roles they could potentially fill.
Coaching & Mentoring: Organizational leaders must identify and/or create
viable career paths for emerging leaders, and ensure that these career paths are
communicated to them. Particular attention should be paid to roles that are hard
to replace, are likely to become increasingly important or provide support that is
6
Solutions to bridge the talent gap

9. critical to the overall organization’s performance. Internship and mentorship
programs are a great way to capture and cultivate fresh talent and build a
pipeline of high potential candidates and future leaders. Organizations should
have a comprehensive understanding of their human capital assets and design
processes to foster internal job mobility.
Become a Learning Organization: Many organizations can help bridge
their own talent gap and gain a competitive advantage by creating an
environment that is conducive to professional growth and development and
promoting team learning. Allowing employees to share their ideas and expand
their capacity to create their desired results will not only improve employee
retention, it will also strengthen employee morale, foster innovation, and
optimize organizational effectiveness
Revisit Your Hiring & Candidate Screening Process: Many organizations
tend to place too much emphasis on finding candidates with above average
credentials and highly specialized skills. Unless these credentials and skills
are absolutely necessary for specialized roles, experts recommend hiring
generalists with high learning aptitudes and positive attitudes. Experts say
that focusing on the culture fit and finding candidates with the ability and
willingness to learn quickly, rather than looking for the “perfect” candidate, has
a stronger correlation to job performance compared to specialized skill sets and
extraordinary credentials.
Expand Your Reach: Now more than ever, organizations are able to harness
highly intuitive ATS systems, social media platforms, and web-enabled
technologies to connect with and/or create talent communities. There are
many emerging technologies such as new data sources that provide predictive
insights into future performance, such as work samples, blogs, and social
media contributions. There are also intuitive assessments that gauge a
prospective candidate’s cultural fit and career aspirations.
7

10. CHIEF FINANCIAL OFFICER
REVENUE IN MILLIONS Low 2015 High 2015
500+ $371,000 $577,000
100-500 $258,000 $381,000
50-100 $180,000 $283,000
0-50 $149,000 $196,000
CORPORATE FINANCE
EXPERIENCE / TITLE Low 2015 High 2015
SVP/VP of Finance $180,000 $464,000
SR Director/Director $149,000 $247,000
Manager $113,000 $144,000
Senior $83,000 $109,000
1-3 Years $58,000 $88,000
To 1 Year $49,000 $68,000
CAO/CONTROLLER
REVENUE IN MILLIONS Low 2015 High 2015
500+ $206,000 $288,000
100-500 $175,000 $258,000
50-100 $144,000 $180,000
0-50 $118,000 $160,000
DIRECTOR OF ACCOUNTING/ASSISTANT CONTROLLER
REVENUE IN MILLIONS Low 2015 High 2015
500+ $180,000 $263,000
100-500 $144,000 $207,000
50-100 $124,000 $165,000
0-50 $103,000 $146,000
8
*Salaries do not include stock or bonus incentives, perks or other non-base compensation
*Add 5-10 percent for graduate degrees or professional certifications. Executive-level positions such as CFO, CIO, CTO, CHRO
and Vice President are excluded from this rule, considering advanced degrees or certifications are assumed at this level
Finance & Accounting Salaries

11. Finance & Accounting Salaries
FINANCIAL/SEC REPORTING
EXPERIENCE / TITLE Low 2015 High 2015
VP/Director $134,000 $216,000
Manager $113,000 $144,000
Senior $93,000 $109,000
REVENUE ACCOUNTING
EXPERIENCE / TITLE Low 2015 High 2015
Director $128,000 $176,000
Manager $97,000 $134,000
ACCOUNTING MANAGER
REVENUE IN MILLIONS Low 2015 High 2015
500+ $108,000 $144,000
100-500 $98,000 $129,000
50-100 $88,000 $108,000
0-50 $77,000 $98,000
SENIOR/STAFF ACCOUNTANT
EXPERIENCE / TITLE Low 2015 High 2015
SR/Sup SR $83,000 $104,000
1-3 Years $62,000 $88,000
To 1 Year $49,000 $66,000
COST ACCOUNTING
EXPERIENCE / TITLE Low 2015 High 2015
Director/Sr. Manager $113,000 $170,000
Manager $96,000 $134,000
Senior $78,000 $109,000
1-3 Years $62,000 $84,000
To 1 Year $52,000 $69,000
9
*Salaries do not include stock or bonus incentives, perks or other non-base compensation
*Add 5-10 percent for graduate degrees or professional certifications. Executive-level positions such as CFO, CIO, CTO, CHRO
and Vice President are excluded from this rule, considering advanced degrees or certifications are assumed at this level

12. Finance & Accounting Salaries
TAX
EXPERIENCE / TITLE Low 2015 High 2015
VP of Tax/Top Tax Exec $192,000 $330,000
Director $149,000 $223,000
Manager $109,000 $165,000
Supervisor $88,000 $130,000
1-3 Years $66,000 $89,000
To 1 Year $52,000 $73,000
TREASURY
EXPERIENCE / TITLE Low 2015 High 2015
Treasurer $175,000 $314,000
Assistant Treasurer/Director $134,000 $206,000
Treasury Manager $98,000 $140,000
Senior Treasury Analyst $84,000 $114,000
1-3 Years $66,000 $88,000
To 1 Year $52,000 $68,000
INTERNAL AUDIT
EXPERIENCE / TITLE Low 2015 High 2015
VP of Audit/Top Audit Exec $180,000 $306,000
Director $135,000 $206,000
Manager $113,000 $165,000
Senior $88,000 $120,000
Staff $57,000 $94,000
*Salaries do not include stock or bonus incentives, perks or other non-base compensation
*Add 5-10 percent for graduate degrees or professional certifications. Executive-level positions such as CFO, CIO, CTO, CHRO
and Vice President are excluded from this rule, considering advanced degrees or certifications are assumed at this level10

13. Finance & Accounting Salaries
11
*Salaries do not include stock or bonus incentives, perks or other non-base compensation
*Add 5-10 percent for graduate degrees or professional certifications. Executive-level positions such as CFO, CIO, CTO, CHRO
and Vice President are excluded from this rule, considering advanced degrees or certifications are assumed at this level
ACCOUNTS PAYABLE/ACCOUNTS RECEIVABLE
EXPERIENCE / TITLE Low 2015 High 2015
Director/Manager $77,000 $118,000
Supervisor $61,000 $88,000
Specialist $41,000 $59,000
PAYROLL
EXPERIENCE / TITLE Low 2015 High 2015
Director/Manager $82,000 $118,000
Supervisor $64,000 $88,000
Specialist $44,000 $77,000
CREDIT ANALYSIS/COLLECTIONS
EXPERIENCE / TITLE Low 2015 High 2015
Director/Manager $82,000 $134,000
Supervisor $61,000 $88,000
Credit Analyst $52,000 $88,000
Specialist $39,000 $57,000

14. information technology Salaries
IT Executives
EXPERIENCE / TITLE Low 2015 High 2015
Chief Information Officer $172,000 $409,000
Chief Technology Officer $148,000 $264,000
VP IT $173,000 $252,000
IT Director $140,000 $217,000
Information Systems Manager $94,000 $158,000
Applications Development
EXPERIENCE / TITLE Low 2015 High 2015
Program Manager $101,000 $156,000
Project Manager $92,000 $162,000
Systems Architect $105,000 $165,000
Applications Architect $94,000 $191,000
Business Systems Analyst $87,000 $140,000
Technical Product Manager $93,000 $155,000
Developer/Programmer $70,000 $157,000
ERP Business Analyst $88,000 $139,000
Lead Applications Developer $93,000 $135,000
Developer: Applications $89,000 $133,000
Mobile Applications Developer $92,000 $117,000
Technical Writer $68,000 $107,000
Application Engineer $94,000 $140,000
Risk and Compliance
EXPERIENCE / TITLE Low 2015 High 2015
IT Audit Director/Manager $105,000 $188,000
IT Auditor $88,000 $138,000
Quality Assurance & Testing
EXPERIENCE / TITLE Low 2015 High 2015
QA Testing Manager $101,000 $142,000
QA Associate/Analyst $75,000 $120,000
*Salaries do not include stock or bonus incentives, perks or other non-base compensation
*Add 5-10 percent for graduate degrees or professional certifications. Executive-level positions such as CFO, CIO, CTO, CHRO
and Vice President are excluded from this rule, considering advanced degrees or certifications are assumed at this level12

15. information technology Salaries
*Salaries do not include stock or bonus incentives, perks or other non-base compensation
*Add 5-10 percent for graduate degrees or professional certifications. Executive-level positions such as CFO, CIO, CTO, CHRO
and Vice President are excluded from this rule, considering advanced degrees or certifications are assumed at this level
Database Administration
EXPERIENCE / TITLE Low 2015 High 2015
Database Manager $105,000 $171,000
Developer: Database $102,000 $153,000
Database Administrator $97,000 $144,000
Data Architect $129,000 $190,000
Data Warehouse Analyst $101,000 $128,000
Business Intelligence Analyst $98,000 $148,000
Internet & Networking
EXPERIENCE / TITLE Low 2015 High 2015
Web Developer/Programmer $90,000 $146,000
Network Architect $100,000 $162,000
Network Engineer $95,000 $142,000
Software Development
EXPERIENCE / TITLE Low 2015 High 2015
Principal Software Engineer $125,000 $175,000
Senior Software Engineer $112,000 $166,000
Software Engineer $84,000 $124,000
Software Developer $89,000 $133,000
Help Desk & Technical Support
EXPERIENCE / TITLE Low 2015 High 2015
Manager $72,000 $126,000
Desktop Support Specialist $43,000 $68,000
Systems Administrator $80,000 $124,000
Systems Engineer $87,000 $129,000
Help Desk $49,000 $84,000
PC Technician $48,000 $83,000
13

16. human resources Salaries
HR Executives
EXPERIENCE / TITLE Low 2015 High 2015
CHRO/VP $129,000 $388,000
general
EXPERIENCE / TITLE Low 2015 High 2015
Director $104,000 $197,000
Manager $79,000 $139,000
Business Partner $88,000 $144,000
HR Generalist $67,000 $108,000
Coordinator $45,000 $65,000
Talent Acquisition
EXPERIENCE / TITLE Low 2015 High 2015
Director $124,000 $196,000
Recruiter $54,000 $86,000
Recruiter - Corporate/Generalist $68,000 $119,000
Compensation & Benefits
EXPERIENCE / TITLE Low 2015 High 2015
Compensation & Benefits Director $102,000 $165,000
Compensation & Benefits Manager $77,000 $142,000
Compensation & Benefits Analysts $67,000 $95,000
Benefits Analysts/Admin $51,000 $75,000
*Salaries do not include stock or bonus incentives, perks or other non-base compensation
*Add 5-10 percent for graduate degrees or professional certifications. Executive-level positions such as CFO, CIO, CTO, CHRO
and Vice President are excluded from this rule, considering advanced degrees or certifications are assumed at this level14

17. human resources Salaries
*Salaries do not include stock or bonus incentives, perks or other non-base compensation
*Add 5-10 percent for graduate degrees or professional certifications. Executive-level positions such as CFO, CIO, CTO, CHRO
and Vice President are excluded from this rule, considering advanced degrees or certifications are assumed at this level
Employee & Labor Relations
EXPERIENCE / TITLE Low 2015 High 2015
Employee & Labor Relations Director $113,000 $185,000
Employee Relations Director $109,000 $175,000
Labor Relations Manager/Specialist $65,000 $127,000
Training & Development
EXPERIENCE / TITLE Low 2015 High 2015
Training & OD Director $105,000 $186,000
Organizational Development Dir $102,000 $185,000
Training & Dev Director $96,000 $175,000
Employee Dev/Training Specialist $63,000 $102,000
HRIS
EXPERIENCE / TITLE Low 2015 High 2015
Director $113,000 $196,000
Analysts $67,000 $110,000
payroll
Director $86,000 $132,000
Manager $68,000 $100,000
Analyst $45,000 $79,000
health & safety
EXPERIENCE / TITLE Low 2015 High 2015
Health & Safety Manager $74,000 $134,000
Workers Comp Administrator $59,000 $87,000
15

18. 16
About the Guide
Our salary guide is indexed specifically for Southern California and includes projected starting salary
ranges for hundreds of finance, accounting, information technology and human resource positions. The
figures in the guide are adjusted for Southern California using a blended Los Angeles/Orange County
model. The salary ranges represent base compensation only, considering there are many variables that
influence compensation including, but not limited to, tenure, advanced degrees, certifications and work
ethic. Bonus incentives and other forms of compensation, such as 401(k) plans, stock options, and
retirement plans, are also not factored into our calculations.
The qualitative and quantitative data published in this salary guide was gathered from a myriad of reliable
sources including, but not limited to, the U.S. Bureau of Labor Statistics, local academic institutions, the
Los Angeles Economic Development Corporation (LAEDC), onilne sources, economists at the national and
regional level, professional organizations such as the AICPA and SHRM, and various studies published
by large consulting firms including Deloitte and Mercer. Additional considerations include compensation
statistics from proprietary sources,including our database of over 50,000 local candidates,our high volume
of executive search and placement activity, along with interviews with various hiring authorities. A final
analysis was conducted by our team of highly tenured, executive search consultants and subject matter
experts, including Big 4 CPAs.The content contained in our salary guide represents our interpretation and
analysis of information generally available to the public and/or derived from sources deemed to be reliable.
We make no representation or warranty, expressed or implied, as to the accuracy and completeness of
the information contained herein.
notes

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