Written by: Phil Sealy – The Pro Forum Community of Practice
In today’s risk-sensitive and resource-constrained environment, the need for high-performing procurement capability has never been more urgent. Whether sourcing expertise for a government transformation program or securing materials for essential infrastructure, procurement is the strategic engine that powers service delivery across all tiers of government, business and the not-for-profit sector.
Across Australia, procurement remains undervalued, particularly when it comes to remuneration. In 2025 the average Australian procurement salary was A$157,000, well below equivalent roles in the United States and other OECD markets where senior professionals regularly exceed A$190,000. Procurement professionals carry responsibility for multimillion-dollar contracts, critical supply chains and public outcomes. Yet pay and recognition have not kept pace with this growing responsibility.
Procurement: The Enabler of Public Value
Procurement is a core strategic capability, central to the delivery of any project, program or service. Whether acquiring resources to deliver a program or procuring the systems, supplies or infrastructure to implement solutions, procurement is where delivery begins.
Public procurement alone accounts for around 16% of GDP in Australia, making it one of the largest levers government has to achieve policy objectives and public value. In the private sector, procurement is increasingly recognised as “critical to business success and the delivery of programs and services” (Pro Leaders Academy). For not-for-profits, investing in skilled procurement ensures every dollar is spent transparently and efficiently, delivering greater impact for communities.
The Profession We “Fall Into”
One of the defining challenges for procurement is that many professionals did not plan to enter the field. Historically, individuals “fell into” procurement from finance, logistics or project coordination roles. This created a capable workforce but without the structured recognition or status of professions such as law, finance or engineering.
This is now changing. As The Pro Forum Community explains, “Our purpose is to create a collaborative space where professionals can connect, learn and share to grow the capability of both disciplines.” Structured education pathways are also shifting perceptions. Pro Leaders Academy notes: “From Certificate IV to Graduate Certificate levels, our qualifications are designed to provide learners with the knowledge and capability to manage procurement and contracts strategically and effectively.”
To professionalise procurement, we must:
- Promote it as a first-choice career
- Provide structured pathways from VET through to executive leadership
- Offer competitive pay that reflects global standards
Benchmarking Australia Against the United States
| Role / Level | Australia (AUD) | United States (AUD equivalent) |
| Entry / Specialist | 80,000 – 100,000 | 82,000 – 109,000 |
| Mid Management / Manager | 130,000 – 150,000 | 164,000 – 197,000 |
| Senior Manager / Director | 150,000+ | 197,000+ |
This gap is not just about numbers. In the United States procurement professionals with certifications such as CPSM earn significantly more, reflecting professional maturity. In Australia, despite maturing frameworks and certifications such as MCIPS, remuneration has not matched responsibility.
Four Strategic Actions for Australia
- Pay for Complexity
Procurement is not just administration. It is commercial advisory work. As Pro Leaders Academy emphasises: “Procurement and Contract Management skills are critical to business success and the delivery of government programs and services.” Pay must reflect this complexity. - Position Procurement as a Core Delivery Function
Program and project success starts with smart procurement. Globally, organisations that embed procurement early achieve better outcomes. In Australia, procurement is often brought in late. - Build Executive Pathways
Globally, more organisations now appoint Chief Procurement Officers (CPOs) to executive boards. Australia should follow suit and give procurement leaders a voice at the top table. - Attract and Retain Talent
According to the 2025 CIPS/Hays Salary Guide, 74% of Australian procurement professionals cite salary as their number one motivator when considering a new role. In the same survey, 66% of employers struggled to hire skilled procurement talent. Competitive pay is the most immediate lever to strengthen workforce capability.
Attracting the Next Generation of Procurement Professionals
For sustainability, procurement must become a career of choice, not chance.
- Structured Pathways: Pro Leaders Academy provides nationally recognised qualifications, ensuring clear development routes from entry to leadership.
- Community: The Pro Forum Community builds professional identity through networking and knowledge sharing: “Regular forums, events and networking opportunities provide a platform for sharing knowledge, lessons learned and best practice.”
- Appealing to Youth: Procurement offers meaningful careers tackling sustainability, innovation and social procurement. These issues resonate strongly with Millennials and Gen Z.
We need to Recognise, Value and Invest
Procurement professionals are no longer simply “buyers”. They are strategic leaders who safeguard resources, manage complex supply ecosystems and deliver value across all sectors. As Pro Leaders Academy captures it: “Our programs are nationally recognised and align to public and private sector frameworks to ensure learners are job ready and confident in their roles.”
If we are serious about successful delivery, we must be serious about procurement. This means:
- Recognising it as a profession
- Paying competitively to match global standards
- Building structured career pathways
- Supporting strong professional communities
Australia’s future capability depends on it.
What’s your view, should Australia lift procurement pay to match global standards? Share your thoughts in the comments below.
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