2017 Lubricants, Base Oils and Speciality Chemicals Salary Report

Following the success of Oil Recruitment’s biennial commodity trading salary report, this year is the first year the recruitment firm is publishing a salary report specifically for the lubricants and fuels sector. Oil Recruitment’s lubricants, base oils and speciality chemicals consultant, Keeley Robinson talks us through the key findings.

The lubricants and speciality chemicals market remains relatively positive in terms of both salary growth and career opportunities. As in previous years, employers closest to the chemicals industry, such as additives manufacturers offer more competitive remuneration packages along with the oil majors.

We see few new entrants in the market and some notable consolidation in the chemicals sector. The industrial sector stands out as an area of growth. Where once it lagged behind, we have witnessed a stepping up of investment and new product development which has in turn led to broader opportunities for career progression.

Desired skills From a recruiter’s point of view, Hiring Managers are becoming more open-minded with regards to candidates and are willing to consider a broader range of experience than ever before. In the past, clients would be specific about sector experience but over the last year we have seen

moves between food, industrial and even Ministry of Defence. Clients are increasingly valuing transferable skills, not only product knowledge.

Within the sales world, the profile of sales roles has changed. Our clients are looking for a mix of technical, deal-closing and new business development skills, not only relationship builders and account managers. This is reflected in remuneration structures too: we see increased bonuses in lubricants sales roles as companies look to incentivise sales teams.

In terms of non-monetary benefits, we have seen some employers start to offer the opportunity to buy more annual leave as work-life balance becomes more important to employees. We are also seeing more opportunities for working flexi-time, particularly for technical lab-based roles.

Bonus potential

Bigger bonuses have in turn led to a different model of bonus distribution with some organisations paying bonuses quarterly to aid retention and reduce the annual cycle of attrition. For global account managers, senior sales roles, and junior sales roles, bonus is on average 10-25% of salary depending on seniority. Bonus criteria include both company and personal performance. Within marketing, bonuses are is usually up to 15% of salary and is determined by company performance and individual KPIs. For technical managers and chemist roles where there is less of an element of team management or sales, bonus criteria tend to be skewed towards overall company performance.

About the Oil Recruitment 2017 salary report Oil Recruitment has gathered data for this report during the financial year of 2016-2017 via a combined survey of candidates and clients covering more than 150 roles. We have also included general trends and information acquired through job descriptions

and roles taken on, as well as conversations with key individuals within leading industry organisations in both HR and operational roles. Please contact Keeley Robinson for further information about the 2017 salary report.

Keeley Robinson leads the lubricants, base oils and speciality chemicals desk at Oil Recruitment.

Keeley Robinson T +44 1565 626754 M +44 7854 576318




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