either believe they are not being paid market rate or are unsure.
Salary Guide
Corporate Services Salary Guide 2026–27
Salary benchmarks, workforce trends and market insights for corporate services professionals across Australia’s built environment.
Corporate Services roles continue to play a critical role across construction, property, engineering and related sectors, supporting business continuity, financial control, talent attraction, compliance, operations and executive performance.
Market Overview
Corporate Services remains central to business performance.
Corporate Services continues to play a critical role in the strength, structure and performance of organisations across construction, property, engineering and related sectors. While these roles are often not project-facing in the same way as site, technical or delivery positions, they remain central to business continuity, financial control, operational efficiency, talent attraction, compliance, submissions, marketing and executive support.
The 2026–27 market is showing a clear tension between stability and movement. Many Corporate Services professionals are not actively searching for a new role, but most remain open to the right opportunity. Salary remains the strongest motivator for change, followed closely by flexibility, career progression and workplace culture.
For employers, this creates a market where retention cannot rely on loyalty alone. Candidates are weighing their salary, flexibility, progression pathway and overall value proposition more carefully, particularly when many are unsure whether they are being paid at the current market rate.
Key Market Snapshot
Retention risk is being shaped by pay, flexibility and progression.
The headline numbers point to a market that is mostly passive, but highly responsive to stronger employment propositions.
would consider a new role primarily for better salary.
would be most influenced by flexible work arrangements.
are either actively looking or open to hearing about new opportunities.
are not actively looking, but would listen to offers.
do not have a bonus structure in their current company.
have not been promoted within their current company.
have received a salary increase in the past year.
are unsure whether they will receive a pay rise in the next financial year.
Remote work ranked as the most important company benefit overall.
Salary Confidence
Uncertainty around market pay is a clear retention signal.
A key theme across the Corporate Services market is uncertainty around salary positioning. Only 26.5% of professionals believe they are being paid at the current market rate, while 40.8% are unsure and 32.7% believe they are underpaid.
This indicates that salary transparency remains a significant issue across Corporate Services functions. Even where employees are satisfied with their role, uncertainty around market value can create risk for employers, particularly when candidates are approached with clearer salary benchmarks or stronger offers from competitors.
For clients, this highlights the importance of regular salary reviews, clearer progression conversations and stronger internal communication around remuneration. For candidates, it reinforces the value of understanding current market benchmarks before entering salary conversations or considering a move.
Salary positioning
- Paid market rate 26.5%
- Unsure 40.8%
- Believe they are underpaid 32.7%
Salary Movement
Pay reviews are occurring, but confidence in future movement is mixed.
Salary increases have occurred across the market, but not consistently. 46.9% of Corporate Services professionals received a salary increase in the past year, while 20.4% received one more than a year ago and 32.7% have not received an increase.
Recent salary increase timing
- Received salary increase in the past year 46.9%
- Received one more than a year ago 20.4%
- Have not received an increase 32.7%
Pay rise expectations
- Expecting a pay rise next financial year 34.7%
- Unsure 42.9%
Where percentage-based increases were provided, most sat within the low single-digit range, commonly between 3% and 5%. This suggests that many salary reviews are still tracking as modest adjustments rather than significant corrections to market movement.
Looking ahead, expectations remain uncertain. 34.7% are expecting a pay rise in the next financial year, while 42.9% are unsure. This uncertainty may influence candidate openness to external opportunities, particularly where competitors can offer clearer salary growth, stronger benefits or faster progression.
Bonuses & Incentives
Base salary remains the main remuneration lever.
Bonus structures remain limited across Corporate Services roles. 53.1% of professionals reported having no bonus structure, while 24.5% receive bonuses linked to both company and individual performance. A further 18.4% have bonuses tied to company performance, and only 4.1% have bonuses based solely on individual performance.
This suggests that, for many Corporate Services employees, base salary remains the most important remuneration lever. Where employers cannot move significantly on salary, a structured incentive, performance recognition or benefits package may help strengthen retention, particularly for high-performing employees in finance, bids, HR, operations, marketing and executive support roles.
Bonus structure
- No bonus structure 53.1%
- Company and individual performance 24.5%
- Company performance 18.4%
- Individual performance 4.1%
Career Progression
Limited promotion history is a material retention risk.
Career progression appears to be a key retention risk. 75.5% of Corporate Services professionals have not been promoted within their current company, while only 8.2% have been promoted in the past two years.
have not been promoted within their current company.
have been promoted in the past two years.
This is particularly important because many candidates are experienced, with a large portion of the market sitting at mid to senior career stages. Where employees do not see a clear pathway forward, they may become more receptive to external approaches, even if they are otherwise satisfied.
Employers should not rely solely on tenure or role stability as indicators of long-term retention. Clear development pathways, internal mobility, title progression, skills development and leadership opportunities can all help reduce the risk of experienced professionals moving for growth elsewhere.
Candidate Movement
The market is largely passive, but highly approachable.
While only 30.6% are actively looking for a new role, 55.1% are not actively searching but would listen to offers. Only 14.3% are not interested in hearing about new opportunities.
Job search behaviour
- Actively looking 30.6%
- Not actively looking, but would listen to offers 55.1%
- Not interested 14.3%
Reasons for considering a new role
- Better salary 44.9%
- Flexible work arrangements 26.5%
- Promotion or new role 12.2%
- Better culture fit or company values 10.2%
This creates a highly competitive candidate landscape. The strongest candidates may not be applying directly, but they are still open to conversations if the opportunity is compelling. For employers, this means job ads alone may not reach the full available market. A proactive recruitment approach, strong role positioning and a clear employment proposition will be important when attracting high-quality Corporate Services talent.
The main driver for considering a new role is salary, selected by 44.9% of professionals. Flexible work arrangements followed at 26.5%, with promotion or a new role at 12.2% and better culture fit or company values at 10.2%.
Work Arrangements
Flexibility remains a major differentiator.
Work arrangements remain mixed, but the data shows a clear gap between current working models and candidate preferences. 55.1% of Corporate Services professionals are fully on-site, while 30.6% work in a hybrid arrangement and 8.2% work fully remotely.
At the same time, remote work ranked as the most important benefit overall. This suggests that flexibility continues to be a major differentiator, particularly in Corporate Services functions where many roles can be performed effectively through hybrid or remote arrangements.
For employers, flexibility does not need to mean a fully remote model. However, rigid on-site expectations may limit access to talent, especially when competing against organisations offering hybrid arrangements, flexible start and finish times, or more autonomy around work location.
Current working model
- Fully on-site 55.1%
- Hybrid 30.6%
- Fully remote 8.2%
Benefits
Benefits need to deliver practical day-to-day value.
Remote work ranked as the highest-priority benefit across the survey, followed by company vehicle, health insurance, gym membership and retirement-related benefits.
The ranking indicates that Corporate Services professionals are looking for benefits that provide practical day-to-day value. Flexibility remains the strongest overall theme, but financial support, health and wellbeing, and lifestyle-related benefits also carry weight.
For employers, the opportunity is to review whether benefits are genuinely aligned with employee priorities. A broad benefits list is less impactful if it does not reflect what employees actually value. Flexible work, health and wellbeing support, and clear financial incentives may have stronger attraction and retention value than generic benefits with limited everyday relevance.
Satisfaction
Moderate satisfaction does not remove retention risk.
Overall satisfaction is moderate. 51.0% of professionals are either satisfied or very satisfied in their current role, while 24.5% are neutral and 24.5% are dissatisfied or very dissatisfied.
This suggests the market is not defined by widespread dissatisfaction, but there is still meaningful retention risk. Many professionals may be comfortable in their current role, but not necessarily committed long term. When combined with salary uncertainty, limited promotion history and openness to external offers, employers should treat retention as an active priority rather than assuming satisfied employees will stay.
The strongest retention strategies will likely combine salary competitiveness, flexible work, visible progression and a positive leadership culture.
Role satisfaction
- Satisfied or very satisfied 51.0%
- Neutral 24.5%
- Dissatisfied or very dissatisfied 24.5%
Salary Guide
Corporate Services national average salary ranges.
Browse salary ranges by function. Figures are base salary ranges and should be interpreted alongside scope, location, seniority, business size and market demand.
Finance/Accounts
| Job Title | Salary Range (Base only) |
|---|---|
| Finance Officer / Finance Assistant | $65,000 - $75,000 |
| Accounts Payable / Accounts Receivable / Bookkeeper | $75,000 - $95,000 |
| Junior Accountant / Assistant Accountant | $80,000 - $100,000 |
| Financial Accountant / Corporate Accountant | $90,000 - $130,000 |
| Finance Manager | $120,000 - $180,000 |
| Financial Controller | $150,000 - $200,000 |
| Chief Financial Officer | $200,000+ |
Bids/Submissions
| Job Title | Salary Range (Base only) |
|---|---|
| Bid Coordinator | $80,000 - $115,000 |
| Senior Bid Coordinator | $120,000 - $130,000 |
| Bid Manager | $130,000 - $165,000 |
| Senior Bid Manager | $170,000 - $210,000 |
| Bid Director | $200,000 - $230,000 |
Human Resources/Talent
| Job Title | Salary Range (Base only) |
|---|---|
| HR Admin / HR Coordinator | $70,000 - $100,000 |
| HR Advisor | $100,000 - $130,000 |
| HR Business Partner | $130,000 - $170,000 |
| HR Manager | $150,000 - $180,000 |
| Senior HR Business Partner | $170,000 - $210,000 |
| HR Director | $200,000 - $350,000+ |
| Recruitment Coordinator | $70,000 - $90,000 |
| Talent Acquisition Specialist | $90,000 - $160,000 |
| Talent Acquisition Manager | $170,000 - $220,000 |
Administration/Operations
| Job Title | Salary Range (Base only) |
|---|---|
| Receptionist / Office Administrator / Team Administrator | $65,000 - $80,000 |
| Personal Assistant | $80,000 - $100,000 |
| Executive Assistant | $110,000 - $160,000 |
| Office Manager | $90,000 - $120,000 |
| Operations Manager | $130,000 - $180,000 |
Marketing
| Job Title | Salary Range (Base only) |
|---|---|
| Marketing Coordinator | $70,000 - $90,000 |
| Marketing Specialist | $80,000 - $110,000 |
| Marketing Manager | $110,000 - $160,000 |
Permits / Compliance / Planning
| Job Title | Salary Range (Base only) |
|---|---|
| Permits / Compliance / Planning | $75,000 - $95,000 |
Pre-construction / Construction Admin
| Job Title | Salary Range (Base only) |
|---|---|
| Pre-construction Coordinator / Construction Admin | $65,000 - $110,000 |
These salary ranges are indicative national averages and are base salary only. They exclude superannuation, bonuses, commissions, allowances and other benefits, and should be considered alongside experience, location, role scope, leadership responsibility and current market conditions.
Client Considerations
What clients should consider in 2026–27.
Employers that act early, benchmark accurately and communicate clearly will be better placed to retain and attract Corporate Services talent.
Review salaries before candidates enter the market
With a high level of uncertainty around market pay, employees are more likely to benchmark themselves externally. Employers should review salaries proactively rather than waiting until a resignation or counteroffer situation.
Make flexibility part of the attraction strategy
Remote work ranked as the most important benefit, while many professionals remain fully on-site. Even modest flexibility can improve competitiveness, particularly for finance, HR, administration, bids, marketing and operations roles.
Build clearer career pathways
Limited internal promotion is a key theme. Employers that can clearly show progression, development and role growth will be better positioned to retain experienced Corporate Services professionals.
Strengthen the total package
Where salary movement is limited, employers should consider bonus structures, wellbeing benefits, flexible working, additional leave, development support and recognition programs.
Do not rely only on active applicants
Most of the market is not actively looking, but is open to the right offer. Direct sourcing and proactive candidate engagement will remain important for securing high-quality Corporate Services talent.
Candidate Considerations
What candidates should consider in 2026–27.
The market presents an opportunity for candidates to better understand value, priorities and long-term career fit.
Understand your market value
With many professionals unsure whether they are being paid at market rate, candidates should benchmark their salary before negotiating internally or exploring external opportunities.
Look beyond base salary
Salary is important, but flexibility, bonus structures, career progression, leadership style and company culture can have a major impact on long-term satisfaction.
Be clear on progression expectations
If promotion or role growth is important, candidates should ask about development pathways, review cycles, leadership opportunities and how performance is recognised.
Consider timing carefully
A large portion of the market is open to offers, which means strong opportunities may move quickly. Candidates who understand their priorities will be better positioned when the right role becomes available.
Use flexibility as part of the conversation
Hybrid and remote options continue to carry strong value. Candidates should be clear on what flexibility they need and how it supports their performance.
Closing Commentary
Corporate Services talent should be treated as a strategic priority.
Corporate Services professionals remain essential to the performance and stability of businesses across the built environment. In 2026–27, the strongest employers will be those that treat Corporate Services talent as a strategic priority, not just a support function.
Salary remains the most powerful driver of movement, but it is not the only factor. Flexibility, career progression, leadership, benefits and culture are all shaping candidate decisions. With many professionals open to hearing about new opportunities, employers that act early, benchmark accurately and communicate their value clearly will be best placed to attract and retain high-quality talent.
For candidates, the market presents an opportunity to better understand your value, assess your long-term career path and make informed decisions about salary, flexibility and progression.
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