2026年中国大陆薪酬指南

Salary Data and TalentStrategies From Industry Experts. Where TalentMeets Opportunity:2026 Salary Guide In this guide, you will find: •Expert insights from our recruitment specialists inMainland China, exploring employment trends and howorganisations can find success through their talentstrategies in 2026 •Up-to-date salary data across multiple specialisations,helping you benchmark pay levels accurately using our2026 Salary Calculator Content Overview for the 2026Salary Guide forMainland China. 05Talent Landscape Overview08Accounting & Finance15Banking & Financial Services39Human Resources46Legal & Compliance52Sales & Marketing68Strategy, Projects & Change74Supply Chain & Engineering84Technology94How We Can Help96How We’ve Populated This Guide97How to Contact Us Welcome toMorgan McKinley’s2026 Salary GuideforMainlandChina. The job market in MainlandChina is facing strain underongoing economic pressures, withchallenges expected to continuethroughout 2025. Organisationalrestructuring is generating newopenings, but these opportunitiesoften carry greater risks, andemployers are becomingincreasingly impatient for results. At the same time, senior leaders from the firstgeneration of foreign-invested enterprisesare reaching the later stages of their careers,creating leadership vacancies that will opennew pathways for capable mid-to-seniormanagers. expectations. Taken together, the conditionssuggest that 2026 will be a year of limitedopportunities and increased challenges forjobseekers. New hires are expected to prove their valuequickly, with little tolerance for extendedadjustment periods. For professionals, particularly those inthe mid-to-senior segment, opportunitiesfor significant salary growth through jobchanges are becoming increasingly limited.Employers are taking a conservative stanceon compensation, with increases typicallylimited to 10% to 15%. Looking Ahead to 2026 The outlook for 2026 is more encouraging.Cautious budgeting strategies are expectedto restore stability and gradually rebuildmarket confidence. Many organisations aresetting conservative but achievable growthtargets, making 2026 a pivotal year forregaining momentum. In an uncertain economic climate, top-tier talent is becoming the decisive factorfor business resilience and growth. Theseindividuals are not only adept at executingstrategies but also at creating newframeworks for competitiveness. They bringthe foresight to translate global challenges, In some cases, unemployed candidatesare encountering offers that fall below their slowing demand, rapid technologicaladvancement, and geopolitical shifts intoopportunities. agility, fosters resilience, and reshapes teamdynamics to ensure businesses can pivoteffectively in volatile environments. Examples include spearheading AI-drivensupply chain optimisation, advancingrenewable energy innovation, andimplementing carbon neutrality strategies.Top talent also plays a central role inhelping organisations diversify into newregions such as Southeast Asia and Africa,reducing dependency on western markets.Within companies, their influence strengthens Marlon Mai Managing DirectorMorgan McKinley Greater China Accounting &Finance Hiring forAccounting & Finance in Mainland China. There has been a rise in diverse employmentarrangements, with candidates increasinglyopen to contract and flexible work models. Atthe same time, cost optimisation and workforcereductions have led to heavier workloads forthose in post. The financial job market in 2025 remainspredominantly composed of replaceablepositions, with candidate mobility continuing todrive activity. Compared with 2024, there havebeen no significant structural shifts. The broader economic environment remainsdifficult, and the naturally risk-averse natureof finance professionals means job hopping isnot the preferred route to improved conditions.Layoffs and selective hiring freezes across someindustries have added to the subdued tone ofthe market. From an industry perspective, fast-movingconsumer goods (FMCG) and traditional sectorsremain relatively stable, while recruitmentdemand in retail and luxury has contracted.Foreign enterprises have scaled back hiringcompared with 2024, whereas demand fromprivate domestic firms, particularly Chinesecompanies expanding overseas, remainscomparatively strong. The number of available positions is far belowthe pool of job-seeking professionals, leadingto an oversupply of talent. Competition forinterviews has intensified, and recruitmentprocesses have lengthened by 30–50%.Extended hiring timelines have also triggeredfrequent freezes of open requisitions. Valuable Skill Sets In-Demand Roles 1.Finance Business Partner2.Internal Audit / InternalControl / ComplianceSpecialists3.Operation Finance Specialists4.Tax and Financing5.Capital Market / InvestorRelations / Financing 1.Analysis2.Communication andstakeholder management3.Business turnaround4.Presentations5.Stress management Up, Down Or Flat? The S