2020跨境电商薪酬报告解读：头部大卖薪资涨幅惊人背后的“Google留痕霸屏”式人才争夺战
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