Financial services salaries and compensation trends

2026 Salary Guide

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Skills shortages in risk and compliance remain a persistent concern, putting additional pressure on already stretched teams. Cost optimisation remains high on the agenda, with firms streamlining operations to reduce reliance on external vendors. Layered onto this is the pace of technological advancement while also maintaining vigilance amid growing regulatory scrutiny. In this environment, balancing innovation with control has become both a business imperative and a human challenge for leaders and their teams alike.

That’s why we have curated the 2026 Robert Half Financial Services Salary Guide to provide you with the expertise and clarity to make the best employment decisions. If you're a hiring manager aiming to attract top financial crime/AMLC professionals, or a jobseeker planning your next move, this guide offers expert insights and up-to-date Australian salary benchmarks based on our placement data to empower smarter decisions around compensation and career strategy.

Market at a glance: Overall hiring volumes remain comparable to 2025, yet expectations have risen. Interview processes are more rigorous, and competition for each role is fiercer. Restructuring efforts are streamlining some second-line risk and compliance functions, while first-line roles continue to expand, though the balance varies by business. In many cases, group functions are being reduced, with headcount redirected toward analytics and other value-creating areas that drive strategic growth.

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

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Compliance

Credit Risk

Financial Control

Financial Crime

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Legal

Operational Risk

Privacy

Operations

Tax

Technology Risk

Treasury

Position title

25th percentile

50th percentile

75th percentile

Compliance Officer

85000

105000

125000

Compliance Manager

135000

145000

170000

Senior Compliance Manager

155000

170000

210000

Head of Compliance

185000

225000

275000

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 specialized certifications.

Salary range based on three percentiles The starting salaries represent gross yearly salaries. They do not include bonuses, benefits or superannuation.

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2026 financial services compensation trends

Key insights at a glance

91%

of organisations say including salary information on job ads improves the quality of applications they receive

20%

of organisations say a candidate possessing highly specialised skills is the single biggest factor affecting their willingness to increase a salary offer during negotiations

32%

of organisations say company performance is the single biggest factor influencing their company’s decision-making when considering bonus amounts

88%

of organisations have had someone decline a job offer in the last 12 months

Rising regulation fuels growth in risk and compliance

The private credit sector is shifting, with new participants entering the space and institutional investors ramping up allocations.

Firms are bolstering their risk and compliance functions to respond to ASIC’s heightened expectations while treasury and capital markets teams are building scale to support origination, monitoring, and reporting.

Candidates with both fund management know-how and strong governance credentials will be especially sought-after and in a better position to negotiate competitive salaries.

Hiring is shifting decisively toward experienced professionals, particularly in senior risk, compliance, and legal roles.

As firms accelerate automation and streamline admin processes, there’s demand for those who can leverage emerging technologies without requiring foundational training in risk management or governance.

Businesses are seeking professionals who can deliver immediate impact and operate strategically from day one.

Soft skills have become a key differentiator

Technical expertise alone is no longer enough to stand out. Employers need workers who can pair deep functional knowledge with strong interpersonal influence, adaptability, and stakeholder management.

Firms that secure well-rounded talent gain a competitive edge, but the pursuit of these candidates has lengthened recruitment cycles, with many missing out on top talent to faster-moving competitors. Professionals who combine technical capability with leadership and communication strengths command higher compensation packages and greater internal mobility.

Demonstrated, relevant experience tailored to the role (33%)

Clear and concise communication in CV and cover letter (33%)

Evidence of adaptability or problem-solving skills (33%)

The continued outsourcing of operational tasks to locations like the Philippines and India has reshaped financial services workforce structures in Australia.

of employers say the seniority of the role affects their willingness to increase a salary offer during candidate negotiations of employers say the seniority of the role affects their willingness to increase a salary offer during candidate negotiations

of employers who align their compensation and role requirements say it has significantly improved their ability to secure preferred candidates of employers who align their compensation and role requirements say it has significantly improved their ability to secure preferred candidates

In-demand roles, skills, and industries hiring

Senior Operational Risk Manager

Senior Compliance Manager

Senior Legal Counsel/Senior Associate

Treasury Analyst/Manager

Financial Crime/AML Manager

Head of Financial Crime/AML

Credit Risk Analyst

Technology risk and controls

Operational risk and controls

CPS 230 and third-party risk management

FAR

AML (Tranche 2)

Technology risk in change

Risk in change

Senior Legal Counsel

Compliance Manager

Regulatory Compliance Officer

Senior Risk Manager (APRA experience)

Operational Risk Analyst

Commercial and Corporate Credit Analyst

Financial Crime Manager/MLRO

Incident and breach management

APRA prudential standards experience (compliance and operational risk)

Technology and IT risk

Third-party risk

FAR

Risk transformation

Securitisation

Financial services law

Contracts management

Stakeholder management skills

Communication skills

Leadership skills

Project management skills

Negotiation skills

Time management skills

Confidence

Adaptability

Bachelor of Laws (plus Juris Doctor), Economics/Accounting/Commerce

CA/CPA

CFA

RG146

ACAMS

Superannuation

Banking

Insurance

Asset/investment management

Non-bank lending

Private credit

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More insights

Who is hiring in Australia’s private credit market? Looking for professionals with expertise in private credit, including credit analysts and lawyers? Or simply a business leader who wants to know about this space? Learn where the current demand is coming from and how to build strong performing private credit teams.

What is CPS 230 and why is it reshaping hiring needs in Australia? Learn more about what is CPS 230, when it comes into effect, and how your company can find the right talent to support this requirement.

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Why financial firms are rethinking their hiring strategies because of digital transformation Learn what skills are in demand and how to future-proof your risk functions in the evolving landscape of digital transformation in financial services.

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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 Australia.

The salaries listed in the salary tables represent gross yearly salaries. They do not include bonuses, benefits, or superannuation. 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 October 2025. The survey gathered responses from 500 finance, accounting, IT and technology, and HR hiring managers employed by a diverse range of organisations in Australia, including SMEs and large companies.