2020年跨境电商薪酬报告：头部大卖薪资涨幅惊人
随着跨境电商行业进入调整期，头部企业的人力资源管理策略和薪酬体系成为行业关注焦点。
As the cross-border e-commerce industry enters a period of adjustment, the human resource management strategies and compensation systems of leading companies have become the focus of industry attention.
2020年，在新冠疫情推动下，跨境电商行业呈现冰火两重天景象：
In 2020, driven by the COVID-19 pandemic, the cross-border e-commerce industry presented a contrasting picture:
- 国家政策红利与平台封杀并存
- National policy dividends coexisted with platform bans
- IPO热潮与平台倒闭同时上演
- IPO boom occurred alongside platform closures
- 行业洗牌加速，人才争夺战升级
- Industry reshuffling accelerated, talent competition intensified
致欧家居：90后主导，2020年薪酬增长最快
ZIEL HOME: Post-90s Dominate, Fastest Salary Growth in 2020
作为亚马逊欧美市场领先的家居品牌运营商，致欧家居2021年员工总数达1115人，呈现以下特点：
As a leading home furnishing brand operator on Amazon's European and American markets, ZIEL HOME had 1,115 employees in 2021, showing the following characteristics:
| 指标/Metric | 数据/Data |
|---|---|
| 30岁以下员工占比 | 68.11% |
| Percentage of employees under 30 | 68.11% |
| 本科及以上学历占比 | 80.35% |
| Percentage with bachelor's degree or above | 80.35% |
| 2020年薪酬总额增长 | 300多万元 |
| Total salary increase in 2020 | Over 3 million yuan |
赛维时代：薪酬竞争力优势明显
SHEIN: Significant Compensation Competitive Advantage
截至2021年6月，赛维时代员工总数2010人，其中：
As of June 2021, SHEIN had 2,010 employees, including:
- 境内员工占比96.27%
- Domestic employees accounted for 96.27%
- 2018-2020年平均薪酬持续上升
- Average salary continued to rise from 2018 to 2020
- 薪酬水平高于当地平均水平
- Salary level higher than local average
奥尼电子：生产人员占比63%，劳务派遣用工显著
AONI Electronics: Production Staff Account for 63%, Significant Use of Labor Dispatch
2020年员工结构特点：
Employee structure characteristics in 2020:
- 生产人员占比高达63%
- Production staff accounted for 63%
- 劳务派遣用工占比17.03%
- Labor dispatch accounted for 17.03%
- 2020年净利润同比增长295.06%
- Net profit increased by 295.06% year-on-year in 2020
行业启示：随着平台红利消退，跨境企业需要更加重视：
Industry Insights: As platform dividends fade, cross-border enterprises need to pay more attention to:
1. 合规运营与风险管理
1. Compliance operations and risk management
2. 人才结构的优化配置
2. Optimal allocation of talent structure
3. 薪酬体系的竞争力建设
3. Building competitive compensation systems
4. 精细化运营管理能力
4. Refined operation management capabilities
