Risk and Resilience roles are being highly rewarded


At a senior level in 2018 and continuing into 2019, salaries have increased for CSO / Risk and Resilience Directors, whilst opportunities have decreased. For over ten years, security structures costs have been tightly controlled, which has led to Security Directors cultivating and investing in home-grown talent and themselves. At a time when new resilience threats were developing, that training investment has been at the cutting edge of threat management. Overall, if you are a global business your spend has increased, as you have convinced the marketing director that having an operational intelligence gathering capability, scalable across your geographical footprint, could help predict disruptive trends; that the FD would benefit from a new cost control system that helpfully monitored employee travel; that HR and Legal Counsel would meet their obligation of employee due care should they invest in a crisis bridge and employee contact centre.


Messaging to the top


The top quartile of Security Directors have always been game changers and mobilisers, diffident to the approach of “we have always done it like this”. They have developed a culture of “develop and exceed”. Typically, in the area of cyber incidents there is a need to de-mystify and categorise the nature of the threats, when nearly 30% of CEOs consider their organisations could be attacked in the next twelve months. That affords them great influence and messages to the Board.


Across the 2019 survey, building up from 2018, roles / people engaging in cyber resilience are experiencing the most significant salary increases. £30–40,000 top-up increase for taking over the leadership and management of cyber incidents, making it a hostile environment for attackers to operate within; entry level analysts, with a coding capability, £35–45,000 starting salary, white hats / hunters £60–70,000 p.a; for managing a team, £90–110,000 p.a; and your salary in today’s candidate-driven market may be reviewed every six months.


Arguably, in this changing world where the tech giants of today have replaced Coca-Cola, GE and IBM in the top five most valued brands in the world, politicians are calling for them to be broken up as they are too powerful because they own the access to our data. Yet they have all, at the senior manager level, employed consistently the word ‘Trust’. Trust is now considered an important and tangible asset by businesses today – so that has to be a good thing for the risk and resilience professional.


Peter French MBE SSR Personnel


www.ssr-personnel.com


Salary Range (£)


248-279k 215-244k 191-212k 167-188k 141-162k


0% 20% 40% CSO / Global Resilience & Risk Director


The land grab for corporate responsibility should be within the realm of resilience and the threads for business continuity, cyber preparedness and crisis management. Responsible for policy, Executive board briefings. Dotted line or direct responsibilty for Cyber & Resilience should see pay increase €30-60k p.a.


Salary Range (£)


101-112k 85-96k 66-81k 55-60k 38-50k


0% Senior Investigator


Responsibility for more than one country’s operations. Active across all security breaches, due diligence, product diversion, counterfeit and auditing functions for the corporation. Provides the forensic function in company.


Salary Range (£)


102-120k 88-91k 65-83k 50-61k 37-48k


0% 10% 20% 30% 40% National Security Head


Responsibile for all aspects of corporate security and maintaining standards across an estate. Developing an estate programme for internet connected devices and plant that has been overlooked by IT departments. GDPR has been and remains a major part of this role oversight.


Salary Range (£)


69k


51-75k 43-50k 34-42k 23-30k


0% 10% 20% 30% 40% Cyber Analyst / White Hat / Ethical Hacker


As organisations go on the attack against cyber resistant intruders, the skills for this role are stretched across the UK and Europe. Certification will not help; like law enforcement you are seeking technicians who have an exploring nature, ‘in harmony with machine code’.


© CI TY S ECUR I TY MAGAZ INE – SUMME R 2 0 1 9 www. c i t y s e c u r i t yma g a z i n e . c om 20% 40% 60% 60%


UK SALARY SURVEY 2018 – 2019


Salary Range (£)


122-130k 106-116k 92-112k 79-85k 66-71k


0% 10% 20% Cyber Resilience Manager / Head of Cyber


A role that is developing across a range of sectors as organisations elevate their response to cyber attacks. The rapid controls of insider users that organisations need to have requires a robust cyber policy against perennial and growth risk.


Salary Range (£)


158-171k 126-131k 101-121k 90-95k 48-85k


0% EMEA Security Head


Regional policy development, executive reporting, promulgating corporate policy overview of physical and intellectual protection. Taking responsibility for cyber hunting, risk alert programmes, business continuity and crisis management should have increased basic salary by 20-30%.


Salary Range (£)


177-192k 142-170k 120-135k 89-115k


0% 20% 40% 60% Director, Risk & Resilience / Head of Security


Responsible for delivering localised policy and executive board briefings. They are a driver for change and service expansion. Responsibility for cyber hunting, risk alert programmes, business continuity and crisis management should have increased basic salary by 20-30%.


Dundee Edinburgh Manchester Glasgow Leeds


Sheffield Liverpool Bradford Birmingham London


............ £2.45


................................... £2.65 ................................... £2.65 ....................... £2.56 ................. £2.49 .............................. £2.62 ....................... £2.55 ....... £2.38


................................... £2.64 ......................................... £2.78


Cost of a Cappuccino across the UK


Anchoring the UK Salary Survey through comparing the cost of a cup of cappuccino provides more indicators as to the regional variance we find in salaries. In these indices we see the cost difference between London and Bradford is £2.78 to £2.38, 15.5% higher.


> 29 20% 40% 60% 30%


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