KPMG+2023年全球家族办公室薪酬基准报告-115页

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The 2023 Global Family

Ofice Compensation

Benchmark Report

KPMG International

kpmg.com/familyofﬁce

Contents

1Foreword

14 Striking similarities

2Survey methodology

and demographics

3Key ﬁndings and

post-pandemic changes

4UK

5Europe

6USA

7Americas

8Asia

9Australia

10 Middle East

11 Focus on Investments

12 Focus on Recruitment

13 Focus on Governance

2The 2023 Global Family Ofﬁce Compensation Benchmark Report

Family Ofﬁces, since inception, have struggled with

the concept of compensation.

Coined by the family of J.P. Morgan in 1838 and

popularized by the Rockefellers some four decades

on,theconcept of a Family Ofﬁce has grown in

popularity with anywhere from 3,000 to 6,000

estimated to exist across the USA today and global

numbers reaching 20,000.

While the number of Family Ofﬁces has exponentially

increased, the landscape itself has evolved too.

Family Ofﬁces have matured and are no longer small

and intimate entities managing the extraordinary

wealth of individuals and their families. Many have

become institutionalized machines equipped with

exceptional professionals to match.

Macroeconomic factors including the COVID-19

pandemic, conﬂict in Eastern Europe and Brexit have

also played a part in encouraging Family Ofﬁces to

consider their organizational structures and while the

report goes on to explore the typical governance

strategies at play, one thing they are still struggling

with is how to remunerate their staff.

A Family Ofﬁce requires a distinct skill set,

incomparable to almost any other working

environment. After all, this is an environment where

it’s more than just work — it’s personal and it often

makes the decision regarding compensation a product

of guesswork and emotion rather than built on

research or precedent.

To add to the pressure, most of the professionals

thatFamily Ofﬁces search for have backgrounds in

the very benchmarked environment of professional

services andinvestment banking and are accustomed

to a consistent and familiar compensation structure.

This report monitors the salaries, career history, and

demographic of Family Ofﬁce employees across the

globe. It also identiﬁes Assets Under Management, the

asset classes they favor and how their compensation

aligns with both. For the ﬁrst time, the report has

delved into succession planning, social mobility, and

wealth transfer — looking at how many generations are

typically at play within a Family Ofﬁce, how many

locations they operate in and what their governance

structures look like. Or perhaps, the lack thereof.

Benchmark reports have been created for bonus

structures, Long-Term Incentive Plans (LTIP), and ideal

career trajectories into Family Ofﬁce Leadership. A

magnifying lens has been placed on trends speciﬁc to

major Family Ofﬁce hubs across the world, focusing on

each at a high level and drilling down on Family Ofﬁce

hubs that have risen in popularity such as Singapore,

Hong Kong (SAR) China and the UAE.

Greg Limb

Global Head Family

Ofﬁce and Private

Client and Partner

KPMG in the UK

Paul Westall

Co-Founder of Agreus

Tayyab Mohamed

Co-Founder of Agreus

Foreword

This report is one of the world’s

largest dataset on Family Ofﬁce

compensation and with more than

650 single Family Ofﬁce professionals

participating in its creation, KPMG

Private Enterprise and Agreus present

to you a trusted benchmark for your

Family Ofﬁce Compensation.

3The 2023 Family Ofﬁce Compensation Benchmark Report

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摘要：

The2023GlobalFamilyOficeCompensationBenchmarkReportKPMGInternationalkpmg.com/familyofﬁceContents1Foreword14Strikingsimilarities2Surveymethodologyanddemographics3Keyﬁndingsandpost-pandemicchanges4UK5Europe6USA7Americas8Asia9Australia10MiddleEast11FocusonInvestments12FocusonRecruitment13FocusonGovern...

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