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We understand the financial services industry in Hong Kong is under pressure from many sides. Skills shortages continue in critical areas like AI implementation, while essential support roles such as office managers and personal assistants are increasingly difficult to fill. At the same time, firms are prioritising cost optimisation and streamlining processes, all while adapting to rapid technological change and heightened regulatory scrutiny.

In this environment, making the right talent and compensation decisions is more important than ever. That’s why we’ve developed the 2026 Robert Half Financial Services Salary Guide to give you the clarity and insights you need. Whether you’re a hiring manager seeking to attract top finance professionals or a jobseeker exploring your next step in asset management, insurance or banking, this guide offers trusted salary benchmarks and market intelligence based on Robert Half’s Hong Kong placement data to support confident decision-making.

Hiring managers: Get customised salary data and insights from a Robert Half talent solutions professional.

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Starting salaries can vary greatly depending on a professional’s skills and experience, company size, and demand for the role.

Administration & Secretarial

Compliance

Finance

Front Office

Internal Audit

Operations

Risk

Strategy

Distribution / Partnership

Position title

25th percentile

50th percentile

75th percentile

Executive Assistant (Financial Services)

360000

600000

960000

Personal Assistant (Financial Services)

360000

600000

960000

Office Manager (Financial Services)

480000

600000

1000000

Executive Assistant (Commercial)

310000

540000

720000

Personal Assistant (Commercial)

360000

600000

840000

Office Manager (Commercial)

420000

600000

900000

25th percentile

The candidate is new to the role or has limited experience and is building necessary skills.

50th percentile

The candidate has moderate experience in the role, meets most requirements or has equivalent transferable skills, and may also have relevant certifications.

75th percentile

The candidate has extensive experience and advanced skills for the role, and may also have specialised certifications.

Salary range based on three percentiles The starting salaries represent gross yearly salaries. They do not include bonuses, benefits or the Mandatory Provident Fund. Small companies: S < HK$ 50 million Midsize companies: HK$ 50 million ≤ M ≤ HK$ 150 million Large companies: L > HK$ 150 million

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2026 financial services compensation trends

Key insights at a glance

89%

of financial services workers say their pay expectations have increased over the last 12 months

22%

of financial services workers say their biggest challenge when negotiating salary is justifying a salary above the stated range

100%

of financial services workers say a comprehensive benefits package is important for them to stay with their current employer

86%

of financial services workers say they are more confident in negotiating a higher salary in 2026

Driving growth amid financial constraints

As firms navigate economic uncertainty, they’re balancing tighter financial resources with the need to stay competitive. Many workers believe their pay reflects their role and contributions, but a notable portion believe they’re underpaid in light of operating in a leaner team and volatile economic factors. To justify salaries, employers should clearly outline pay structures, market benchmarks, and emphasise the full value of their benefits offering.

49% say their salary is an accurate reflection of their expertise, experience and/or level of responsibility

19% say they would need an increase between 5% and 10% for it to be an accurate reflection

18% say they would need an increase between 15% and 20% for it to be an accurate reflection

A significant increase in salary (56%)

Better work-life balance or flexible work arrangements (56%)

The chance to work on more meaningful or challenging projects (47%)

Opportunities for career advancement (45%)

Specialised skills drive premium pay

In today’s employer-driven market, financial services professionals often find themselves with limited leverage in salary negotiations. With tighter budgets, companies are more selective, offering top-tier compensation only to candidates who demonstrate high-demand, specialised skills such as strategic business expertise, AI knowledge, or capabilities in key growth areas. Companies should utilise benefits and bonuses as a way to make the offer more attractive if required.

While demand has softened in banking and asset management, targeted hiring continues in hedge funds, digital assets, and front-to-back office functions where agility and innovation are required.

There’s a resurgence in crypto and Web3 businesses, offering renewed momentum in digital finance. Demand for workers with AI fluency is rising, from compliance to investment strategy.

In insurance, hiring is centred around distribution, with business development, partnerships, and go-to-market roles top priorities as firms focus on growth.

Relationship managers, deal originators, traders, and portfolio managers are in high demand to deepen client relationships, drive revenue, and secure competitive advantage.

Bonuses remain a critical part of total compensation for financial services professionals in Hong Kong, often influencing retention, motivation, and performance. To retain top talent and reduce the risk of departures to competitors, firms must ensure that rewards are closely aligned with performance and clearly reflect employee value.

standard

of financial services workers say the potential of a bonus is more important than other benefits offered by their organisation of financial services workers say the potential of a bonus is more important than other benefits offered by their organisation

standard

of financial services workers say their last bonus was the amount they expected of financial services workers say their last bonus was the amount they expected

In-demand roles, skills, and top industries hiring

Fund operations

Corporate accounting

Trade support

Relationship management

Investor relations

Client services/sales support

Distribution

Strategy

Office/Facilities Manager

Personal Assistant

Client-facing skillset and strategic business experience

Storytelling (senior roles)

Communication and bilingual skills

Python or VBA

AI knowledge

Web3

Hedge fund

Private wealth management

Family office

FinTech

Insurance

Digital assets

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The salaries listed in Robert Half’s Salary Guide are the result of a rigorous, multistep process to ensure our projections accurately reflect the marketplace. They are based on real compensation data from professionals Robert Half has successfully matched with employers across Hong Kong.

The salaries listed in the salary tables represent gross yearly salaries. They do not include bonuses, benefits, or the Mandatory Provident Fund. We report salaries in three percentiles, recognising that professionals join companies at varied experience levels.

The non-salary data presented in this Salary Guide is derived from an online survey conducted by an independent research firm commissioned by Robert Half in August 2025. The survey gathered responses from 300 finance, accounting, financial services, and IT and technology professionals employed by a diverse range of organisations in Hong Kong, including SMEs and large companies.