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Search Salaries > Implementation Specialist > Manila
Job Description

How much does a Implementation Specialist in Manila make?

The base salary for a Implementation Specialist in Manila is 1,348,000
Also known as: Implementation Expert, Deployment Specialist, Integration Specialist.

1,348,000

Median Base Salary (Percentile 50)
31 observations
(Updated: 30 Mar 2024)

Confidence

Excellent

Avg. Bonus per year

Of avg. Stock options

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Salary Table

A Implementation Specialist earns a median base salary of 1,348,000 in Manila, but the base salary ...

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Level Below median
(25th percentile)		 Market median
(50th percentile)		 Above median
(75th percentile)		 Top Competitive
(90th percentile)
Junior 60000 60000 60000 60000
Mid 60000 60000 60000 60000
Senior 60000 60000 60000 60000
Lead 60000 60000 60000 60000
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Bonus & Stock options

The role Implementation Specialist in Manila usually comes with bonuses and the possibility of accessing stock options. Both must be added to ...

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Level Min Avg Max
Junior 60000 60000 60000
Mid 60000 60000 60000
Senior 60000 60000 60000
Lead 60000 60000 60000
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Experience Min Avg Max
Junior 60000 60000 60000
Mid 60000 60000 60000
Senior 60000 60000 60000
Lead 60000 60000 60000

Supply and demand

Highly supplied position in a highly demanded market
Supply | (<100 professionals)
Demand | (<100 job offers)

Gender gap

Balanced

Male

50%

Female

50%

Benefits

There are statutory benefits associated with a Implementation Specialist in Manila according to ...

Most Common Benefits

Competitive advantages associated with a Implementation Specialist in Manila
Bonuses are financial rewards given to employees based on performance, company profits, or other criteria. They are an excellent way to motivate employees and align their interests with company goals. In the Philippines, bonuses can significantly enhance total compensation and help retain top talent.
Professional development opportunities are highly valued in the Philippines, where companies invest in training and workshops to upskill their workforce. This benefit not only enhances employee capabilities but also boosts their career growth prospects, leading to higher job satisfaction and loyalty.
Access to cutting edge technology is a compelling benefit in the Philippines, where companies provide the latest tools and software to enhance productivity and innovation. This not only attracts tech-savvy professionals but also keeps the workforce motivated and competitive in a rapidly evolving digital landscape.
Providing free snacks in the workplace can boost employee satisfaction and productivity. It creates a more enjoyable work environment and can serve as a small but meaningful perk that contributes to employee well-being and happiness.
Health insurance is a significant benefit offered by companies in the Philippines to ensure employees have access to medical care. It typically covers hospitalization, outpatient care, and emergency services, providing peace of mind and financial protection against medical expenses. This benefit can greatly enhance employee satisfaction and retention.

Side Benefits to attract & retain talent

Additional perks for a Implementation Specialist in Manila
Work-Life Balance
Work From Home

Statutory Benefits

Mandatory benefits in Manila
Income tax rates are 0% up to 250,000 PHP, 15% for 250,000 – 400,000 PHP, 20% for 400,000 – 800,000 PHP, 25% for 800,000 – 2,000,000 PHP, 30% for 2,000,000 – 8,000,000 PHP, and 35% for 8,000,000 PHP and over.
A standard workday is 8 hours, 40-48 hours per week, across 5 or 6 days per week. Overtime is paid at 125% of regular pay, with additional pay for holidays and night shifts.
Employer payroll contributions include Social Security System (SSS) at 10.00% applied on income between 5,000 to 35,000 PHP monthly, Philippine Health Insurance Corporation (PHIC) at 2.50% with varying monthly premiums, and Home Development Mutual Fund (HDMF) (Pag-ibig) at 1.00%/2.00% depending on monthly compensation.
Employee payroll contributions include Social Security System at 5.00%, Philippine Health Insurance Corporation (PHIC) at 2.50% with varying monthly premiums, and Home Development Mutual Fund (HDMF) (Pag-ibig) at 1.00%/2.00% depending on monthly compensation.
The payroll cycle in the Philippines is generally monthly, paid on the last working day of the month. A 13th salary must be paid on or before 24th December and is equivalent to one month’s pay.
The Telecommuting Act ensures telecommuting employees are treated fairly and have the same terms as regular employees. Employers must report telecommuting arrangements to the DOLE.
The National Minimum Wage in the Philippines is set per sector/industry: 390 PHP for Non-Agriculture and 369 PHP for Agriculture and Cottage & Handicraft.
Includes payments to BAR, Social Security, Philippines Health, HDMF, Private Health Care, Retirement Plan, and 13th Salary, typically on the 10th of the month or annually.
Female employees are entitled to 105 calendar days maternity leave, or 120 days for single mothers. Additional 30 days without pay is optional.
Paid leave is a minimum of 5 working days per year after the completion of 1 year of employment. Unused leave should be paid out if no carryover policy is in place.
Employees with at least one year of service are entitled to 5 days of paid leave per year for personal reasons, vacation, or sick leave. Unused SIL can be converted to cash.
Female employees with at least six months of continuous service are entitled to 2 months leave with full pay for treatment/surgery of gynecological disorders.
Fathers married to the mother are entitled to 7 calendar days paid paternity leave. The mother can also allocate up to 7 days of her maternity leave to the father.
Solo parents with at least 1 year of service are entitled to 7 working days per year paid parental leave to care for children under the age of 18.
No legal requirement to provide paid sick leave. Employees can use annual leave for sickness. Social Security System covers hospitalization for more than 3 days.
Includes Regular Holidays and Special Non-Working Days, totaling approximately 18 days per year. Employees receive additional pay for work on these days.
Female employees who are victims of domestic violence are entitled to up to 10 days paid leave to attend medical and legal concerns.
Termination is possible for just or authorized causes with legal procedure. Notice period of 30 days required. Severance pay applicable for authorized causes.