KPMG+2023年全球家族办公室薪酬基准报告-115页_4mb

2023 Global Family Office Compensation Benchmark Report Summary

Introduction and Evolution

Family Offices, originating in the 19th century, have evolved from intimate entities to institutionalized machines, managing substantial wealth globally. The 2023 KPMG-Agreus report highlights that while their number has surged to around 20,000 worldwide, compensation remains a persistent challenge, often driven by emotion and guesswork rather than research or precedent.

Post-Pandemic Changes

The past two years focused on recovery, regulation, and professionalization. Family Offices standardized compensation to retain talent, adopted employee participation schemes, and increased long-term incentive plans (LTIPs) to align interests with staff performance.

Compensation and Incentives

• Most Family Offices offer performance bonuses (80-91%) and LTIPs, with carried interest (44%) being the most common. Bonuses average 21-30% of salary.
• Compensation benchmarks show salaries ranging from under $60,000 to over $1 million, with higher figures in the US and UK. Professionals with more experience earn more, and inflation and cost of living are key drivers for salary increases.
• Remote working is prevalent (74-87% allow it), and benefits include private healthcare, life insurance, pensions, and travel allowances.

Demographics and Leadership

• Leadership is predominantly male, except in the UK (37% female CEOs), with most CEOs having a master's degree.
• Across continents, CEO ages range from 35-59, and teams size varies, with many having less than 5 employees or expanding.
• Generational wealth management typically involves up to four generations, with the UK and Australia managing fewer generations than others.

Asset Management Trends

• Common asset classes include equities, private equity, and real estate, with a shift toward diversification and risk reduction post-2022.
• ROI benchmarks target 7-10%, with a focus on long-term growth and sustainable investments.

Remote Work and Benefits

• Approximately 60-87% of professionals can work remotely, and annual leave averages 20-30 days.
• Benefits often include health care, travel allowances, gym memberships, and educational leave.

Regional Insights

• Americas: US has the highest concentration of Family Offices, with high salaries and bonuses. Canada shows a trend toward direct investments and professionalization.
• Europe: UK and Switzerland lead in sophistication; Continental Europe has lower operating costs. France and Germany are strong hubs.
• Asia: Singapore and Hong Kong are popular bases; Japan and China show lower salaries but good growth potential.
• UAE/Middle East: Dubai and Saudi Arabia attract many offices due to tax incentives; high CEO salaries with significant bonus potential.
• Australia and New Zealand: Strong female representation in leadership; high demand for talent due to growth.

Challenges and Recommendations

Family Offices struggle with standardizing compensation and retaining talent due to outdated methods. Standardizing benchmarks, aligning incentives with long-term goals, and professionalizing operations are key recommendations. Remote working and talent mobility are increasing, with many professionals considering role changes for better opportunities or work-life balance. The report emphasizes that while structures are similar globally, organizational governance and leadership approaches vary significantly.

• Five-Year Changes: Shifts toward generational wealth succession and investment in traditional assets highlight evolving market strategies.
• Mobile Workforce: Integration of culture fit and emotional intelligence in recruitment is vital for talent retention.
• Governance: While 48-52% lack formalized governance structures, regions like Australia show higher retention rates through competitive pay and supportive benefits.