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2022 Dynexus Recruiting ERP Partner Channel Salary Guide
Open the PDF version here for easy sharing: DyNexus 2022 Salary Guide
We have been creating this resource for Hiring Managers and Job Seekers for quite a while now. Every year poses new challenges in the marketplace and the last two years are certainly no exception. But we have kept a close eye on what has happened to get us where we are and what you can expect from 2022. In this years’ ERP Salary Guide, we’ll talk about what happened in 2021, future projections for the ERP job market, and our 2022 ERP US salary projections.
A Brief Recap
In 2021, companies continued to move from legacy On-premise ERP to Cloudbased ERP solutions in droves. Even before the pandemic, there was a trending shift to cloud technology. The pandemic turned that trend into a necessity for many companies whose workers were suddenly not in the office, but still needed access to all the same data. As more and more roles within a company become remote-based or have a hybrid work schedule, there is a consistently growing need for data to be accessed anywhere. Sure, some of that functionality can still be achieved through On-premises ERP, but Cloud ERP technology offers cost savings, flexibility, scalability, data security, and speed. As the demand for this technology has continued to grow, the improvements to all of these features has exponentially improved. And as the benefits of a cloud-based solution have increased, so has Cloud ERP.
What’s Going on Right Now?
I’m sure by now you have heard of the “Great Resignation”. As if hiring and retaining talent wasn’t already difficult, the pandemic has inadvertently created an opportunity for many workers to re-evaluate what they want to do in life. Some have turned to online education to make a complete career shift. Others have decided they like what they’re doing, but they deserve better compensation and benefits. At first, employers thought it was a generation of lazy employees. Now, it is incumbent on employers to create a work environment that pays a fair wage, meets the shifting benefit demands of the workers, and fosters a culture that makes their employees want to stay.
And it’s not just more money. Job seekers today are demanding (and receiving) alternative benefits and more flexible schedule options. There is a significant shift in what workers are seeking in terms of employment benefits. While all workers want to be paid adequately, be recognized for their efforts, and feel a part of something important, they are acutely aware of the need for mental health benefits and a work / life balance that wasn’t as high a priority before the pandemic. Health Care and 401(k) continue to be important benefits for job-seekers but there are also new benefits rising to the top of their lists such as family planning, child care, and parental leave (in addition to regular PTO).
Remote work has also become a make or break factor to a lot of candidates looking for work. Of course, work production over the last couple years has been studied and scrutinized by all the industry leaders. The pandemic has shown not only that remote workers tend to be more productive than their in-office counterparts, but most employees prefer it, or at least a hybrid model. One thing is clear: remote and hybrid work schedules are closer to being the new normal than are the days of complete inoffice work. This is forcing hiring managers to adjust the traditional models of hiring and securing good talent. And companies that are requiring on-site talent are having a harder time filling positions and keeping them filled.
Looking Ahead to 2022
The job market for IT professionals is growing more than any other industry, even exceeding its all time high from before the Covid 19 pandemic. While there are more and more ERP professionals joining the workforce, the current surge in popularity of Cloud ERP continues to outpace the overall growth of the workforce within the industry. This means that the age old supply/demand challenge remains, and actually continues to grow.
The pandemic thrust many employers into an emergency triage situation. The work still needed to get done, but the workers couldn’t be there in person. The demand for ERP Technology (and therefore the demand for professionals to design, implement, and support that technology) will continue to increase in 2022. Again, the supply of these professionals is still lagging behind the demand, which means that you can expect ERP salaries to continue to increase into 2022, and perhaps beyond, but most likely not as steeply as we’ve seen in 2020 and 2021.
One of the most disruptive trends ending 2021 and leading into 2022 is the disconnect between what employers want and what job seekers want. As the economy did it’s best to recover towards the end of the year, hiring stats declined in the fourth quarter. Job seekers are reporting they are applying for jobs and not even being given a look. Many hiring managers continue to require candidates come with many years of experience, be willing to work on-site 5-days per week, and spend a significant amount of their time traveling to client sites by car and air. Those hiring managers are reporting that they just aren’t getting a lot of qualified applicants.
It is still unclear how this tug-of-war will end when the dust settles. Going into 2022, data shows that employers who are requiring the more highly experienced candidates who are also willing to work on-site are likely going to have a more difficult time filling those positions and keeping them filled.
The 2022 ERP Salary Guide Projections
The Mid-Market ERP Salary Guide is an annually released resource specifically created for the ERP Technology ecosphere. It is collated and developed by DyNexus Group senior management, marketing and recruiting staff. The data used to create this guide is compiled using over a decade of our US-based ERP permanent and contract placement data. It is corroborated through hundreds of candidate and client interviews and is verified for accuracy against several of the leading Mid-Market ERP salary surveys, guides and resources available on the internet. We hope you find value in this resource, and we welcome you to connect with us about how DyNexus can help you with your key hires.
The salary ranges herein include base salary and bonus. They do not factor in the value of offered benefits such as vacation, medical coverage or profit sharing/stock option plans. Total comp packages can vary widely since every company has their own way of providing an attractive work opportunity to their employees. There are as many bonus and commission plans as there are companies offering them. The salary ranges you see in this salary guide should not be used in a vacuum, but as a reliable indicator as you do your research. You’re welcome to call or email us if we can help you as you go through this process.
*Additional Note: Certain geographical markets can exhibit 10-15% variance due to differences in local/state tax law and costs of living.
ERP Implementation Consultant
ERP Technical Consultant
ERP Developer / Programmer
ERP Project Manager
ERP Pre-Sales / Solution Consultant
ERP Sales Executive (Hunter)
Marketing (MarCom) Coordinator
Marketing (MarCom) Manager
ERP Business Analyst
ERP Practice Manager
Contract Report Specialist
Contract Data Entry