Financial services salaries and compensation trends

2026 Salary Guide

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We recognise that Singapore’s financial services sector is facing mounting pressures from multiple directions. Skills shortages persist in high-demand areas such as AI adoption, data analytics, and digital transformation, while financial institutions are focused on cost optimisation and operational efficiency, striving to modernise systems, enhance productivity, and stay compliant amid tightening regulatory oversight and rapid technological advancement.

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 Singapore 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 insurance or banking, this guide offers trusted salary benchmarks and market intelligence based on Robert Half’s Singapore placement data to support confident decision-making.

Market at a glance: Singapore’s insurance sector is transforming, with life and health insurers prioritising stronger distribution and advisory capabilities. Firms are hiring leaders with financial advisory and wealth management expertise to meet rising demand for personalised, advice-driven services. At the same time, offshoring of back-office functions such as claims and policy administration is driving efficiency. This shift positions Singapore’s insurance workforce to focus on strategic, client-facing roles, enhancing competitiveness and customer engagement across the region.

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.

Finance & Accounting / Control - Corporate Accounting

Finance & Accounting / Control - Fund Accounting

Finance & Accounting / Control - Internal Audit

Finance & Accounting / Control - Fund Finance

Finance & Accounting / Control - Tax

Front Office - Portfolio Monitoring

Front Office - Investor Relations

Front Office - Investment Management

Insurance - Reporting

Insurance - FP&A

Insurance - Finance Operations

Risk & Compliance - Regulatory Compliance / Financial Crime Compliance

Risk & Compliance - KYC / Client Onboarding

Risk & Compliance - Credit Risk

Risk & Compliance - Market Risk

Risk & Compliance - Operational Risk

Position title

25th percentile

50th percentile

75th percentile

Corporate Accounting Associate

50000

60000

70000

Corporate Accounting Senior Associate

85000

100000

125000

Corporate Accounting Assistant Vice President

90000

120000

144000

Corporate Accounting Vice President

150000

185000

230000

Corporate Accounting Senior Vice President

180000

220000

250000

Corporate Accounting Managing Director

260000

310000

365000

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 Central Provident Fund.

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2026 financial services compensation trends

Key insights at a glance

68%

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

26%

of financial services workers say their single biggest challenge when negotiating salary is fear of losing the job offer

82%

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

36%

of financial services workers say finding a new job offers greater salary potential in 2026

Bright horizons for family offices

Family offices in Singapore are showing strong optimism, expecting continued growth in assets under management. To secure the specialised expertise needed in areas such as finance, law, tax, and administration, many are turning to professionals from financial services, accounting, and consulting backgrounds rather than relying solely on internal networks.

Sourcing the right talent for a family office can be complex without the support of an experienced recruitment partner.

This is because family office roles demand a rare combination of technical proficiency, discretion, and cultural alignment.

Better work-life balance or flexible work arrangements (63%)

Improved benefits or total compensation package (55%)

Opportunities for career advancement (52%)

A significant increase in salary (51%)

Singapore strengthens its position as an Asian hedge fund hub

Singapore’s hedge fund sector is experiencing renewed momentum, supported by its position as a leading asset management hub and continued inflows from global investors seeking exposure to Asia. New fund launches and portfolio expansions are fueling demand for finance, operations, and compliance professionals with expertise in fund administration, risk management, and regulatory reporting under MAS guidelines.

Experienced workers are essential to managing complex fund structures and sustaining growth in a highly regulated environment.

With this surge in activity, firms must offer competitive compensation packages to attract and retain top talent.

50% say their salary is an accurate reflection of their expertise, experience and/or level of responsibility

18% say they would need an increase between 5% and 20% for their salary to be an accurate reflection

Bonuses remain a key component of total compensation in Singapore’s financial services sector, driving retention and performance. To stay competitive, firms must align rewards with measurable results and employee contribution, ensuring transparency and fairness to retain top talent and prevent attrition to rival institutions.

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

of financial services workers say their last bonus was lower than they expected of financial services workers say their last bonus was lower than they expected

In-demand roles, skills, and industries hiring

Fund accounting and operations

Management accounting

Compliance

Investment and portfolio monitoring

Investor relations

Risk

FP&A/business finance

Fund accounting

Fund valuation

Capital distribution

IFRS/GAAP

Tax planning

Financial due diligence

Carried interest calculation

Chartered Accountant (CA)

Certified Public Accountant (CPA)

Chartered Tax Professional (CTP)

Certified Anti-Money Laundering Specialist (CAMS)

Chartered Financial Analyst (CFA)

Family office

Private equity and venture capital

Real Estate Investment Trusts (REITs)

Hedge fund

Private credit

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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 Singapore.

The salaries listed in the salary tables represent gross yearly salaries. They do not include bonuses, benefits, or Central 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 Singapore, including SMEs and large companies.