1. Powering
the world of
insurance
A look at the
year ahead
Salary Guide 2012/2013
INS-5539_Insurance_Salary_Guide_A5.indd 1 31/05/2012 09:23
2. INTRODUCTION
Across the range of roles we recruit for To attract top talent in 2012, it will be essential for
within underwriting, broking, claims and organisations to run timely recruitment campaigns,
CONTENTS make competitive offers and ensure benefits
risk management, we have not seen a packages are attractive.
considerable drop in the number of new
Introduction 1 vacancies. While some support functions This market overview and salary guide combines
information compiled from our database of
Broker 2
to the industry have been affected by the vacancies, discussions with our clients and the
trend towards outsourcing, this has not expert knowledge of our consultants. It also
Operations 6 been the case for technical positions in includes results from our recent benefits survey.
these areas. I hope you find the guide relevant, insightful and
Claims 10
useful for benchmarking, budgeting and resource
The greatest influence on recruitment in the
planning.
Underwriting 14 insurance industry this year is likely to be the
ongoing impact of new rules and regulations. Whatever your plans, I wish you all the best for
Actuarial 18 the months ahead, and look forward to having the
Overall, the market remains cautious, many
opportunity to work with you. Please feel free to
Do your benefits measure up? 22 insurance professionals are hesitant to move, and
contact me to provide feedback or to discuss any
employers are taking longer to make recruitment
recruitment related issues you may be encountering
decisions.
at this time.
The insurance industry is still suffering from a
skills shortage and ongoing efforts are needed to
encourage young people and graduates to consider
insurance as a career option. Despite these skills
shortages and continued economic uncertainty,
good opportunities still remain especially for those
with niche skills. Lloyd Rosenthal
Director, Hays Insurance
Skilled actuarial professionals are in high demand
E lloyd.rosenthal@hays.com
as businesses prepare for the implementation of
T 020 3465 0145
Solvency II. Project and change managers continue
to be sought after to oversee large scale projects,
needed to prepare for new regulations, and
support organisations going through periods of
transformation and change.
Risk and compliance managers are also finding
themselves in high demand as a reaction both to
the current economic climate and new regulations,
with many organisations taking on their own in-
house risk specialists.
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3. A guide to salaries within the broker industry
North East (£ p/a) North West (£ p/a) Midlands (£ p/a)
Account Executive 35,000-50,000 35,000-50,000 35,000-50,000
Account Handler 20,000-35,000 20,000-35,000 17,000-28,000
Account Manager 27,000-35,000 27,000-35,000 25,000-35,000
Branch Director 45,000-60,000 45,000-60,000 55,000-75,000
BROKer Branch Manager
Broker
40,000-50,000
28,000-38.000
40,000-50,000
28,000-38.000
50,000-75,000
22,000-30,000
Business Developer 35,000-60,000 35,000-60,000 35,000-60,000
Generally speaking there is a lack of
experienced specialist candidates in the CEO 110,000-130,000 110,000-130,000 120,000-150,000
insurance market, which has enabled Corporate Broker 35,000-45,000 35,000-45,000 30,000-40,000
salaries to remain high.
Development Executive 40,000-60,000 40,000-60,000 35,000-45,000
Employers do have high expectations and
prefer new hires to be working towards or have Managing Director 60,000-85,000 60,000-85,000 70,000-95,000
achieved ACII or equivalent, although increasingly
employers are putting more value on relevant and New Business
technical experience. 35,000-60,000 35,000-60,000 35,000-55,000
Account Executive
Demand for business developers and key account
Private Client Manager 30,000-45,000 30,000-45,000 30,000-40,000
managers rarely dips and over the last year, those
who can demonstrate an ability to open up new
revenue streams or safeguard existing lucrative
business have seen their stock rise.
Those who can hit the ground running, even
with restrictive covenants to contend with, are
frequently finding themselves facing the happy
dilemma of weighing up multiple job offers.
As brokers re-focus on building market share,
candidates with excellent account management
and handling skills are sought after by both the
large and small brokerages.
Smaller brokerages have, to some extent, been
able to counter-act the bigger salaries on offer
at the large corporates by offering candidates
greater flexibility and better work-life balance.
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4. Broker Broker
SOUTH WEST (£ p/a) SOUTH EAST (£ p/a) LONDON (£ p/a) NORTHERN IRELAND (£ p/a) SCOTLAND (£ p/a) WALES (£ p/a)
Account Executive 30,000-45,000 35,000-50,000 45,000-65,000 Account Executive 31,500-45,000 31,500-45,000 31,500-45,000
Account Handler 16,000-28,000 18,000-35,000 30,000-45,000 Account Handler 15,300-25,200 15,300-25,200 15,300-25,200
Account Manager 25,000-35,000 25,000-40,000 35,000-60,000 Account Manager 22,500-36,000 22,500-36,000 22,500-36,000
Branch Director 50,000-65,000 55,000-75,000 85,000-125,000 Branch Director 49,500-67,500 49,500-67,500 49,500-67,500
Branch Manager 40,000-55,000 45,000-65,000 75,000-110,000 Branch Manager 45,000-55,000 50,000-65,000 45,000-55,000
Broker 25,000-30,000 25,000-35,000 35,000-75,000 Broker 17,000-25,000 20,000-28,000 15,000-25,000
Business Developer 35,000-50,000 35,000-50,000 45,000-85,000 Business Developer 31,500-54,000 32,000-56,000 31,500-54,000
CEO 100,000-150,000 110,000-150,000 150,000-250,000 CEO 85,000-120,000 90,000-130,000 85,000-120,000
Corporate Broker 30,000-50,000 35,000-65,000 45,000-75,000 Corporate Broker 27,000-45,000 27,000-45,000 27,000-45,000
Managing Director 70,000-90,000 80,000-100,000 100,000-150,000 Development Executive 31,500-40,500 31,500-40,500 31,500-40,500
Private Client Manager 25,000-40,000 30,000-45,000 45,000-65,000 Managing Director 60,000-85,000 65,000-90,000 60,000-85,000
New Business
31,500-40,500 31,500-45,000 31,500-40,500
Account Executive
Private Client Manager 27,000-31,500 27,000-31,500 27,000-31,500
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5. A guide to salaries within operations
NORTH EAST (£ p/a) NORTH WEST (£ p/a) MIDLANDS (£ p/a)
Business Analyst/
25,000-30,000 22,500-30,000 25,000-30,000
Strategist
OPERATIONS
Chief Operating Officer 70,000-90,000 70,000-90,000 70,000-90,000
Compliance Officer/
33,000-45,000 33,000-50,000 50,000-75,000
Manager
Compliance Assistant 25,000-35,000 25,000-35,000 25,000-35,000
Insurance professionals with strong
MI Analyst 35,000-50,000 35,000-50,000 35,000-50,000
experience in key operational roles, such
as risk management, compliance, analysis MI Manager 50,000-60,000 50,000-60,000 50,000-60,000
and pricing have seen a rise in demand
Enterprise Risk
for their skills over the last year. Management
40,000-60,000 40,000-60,000 40,000-60,000
On the whole, insurance companies have been
In-house Insurance 30,000-50,000 30,000-50,000 30,000-50,000
revisiting their staffing structures with gradual
growth, rather than simply survival in mind. Operations Manager 40,000-55,000 40,000-55,000 50,000-65,000
Many employers, most notably brokerages and
underwriting organisations, have shown a greater Operations Director 65,000-90,000 65,000-90,000 65,000-90,000
interest in recruiting candidates with strong
analytical and IT skills. Business, MI and pricing Pricing Analyst 35,000-45,000 35,000-45,000 35,000-45,000
analysts have been in high demand, as companies
seek to align cost bases and pricing structures to Pricing Manager 50,000-60,000 50,000-60,000 50,000-60,000
optimise profitability whilst remaining competitive.
Project Manager 40,000-60,000 40,000-60,000 40,000-60,000
The regulatory area of the insurance market
continues to grow and we are seeing an increasing Risk Analyst 32,000-50,000 32,000-50,000 32,000-50,000
number of new compliance roles across the
board. Companies are bolstering measures to Risk Manager 45,000-65,000 45,000-65,000 45,000-65,000
remain on the right side of the regulators and are
Operational Risk Manager 45,000-65,000 45,000-65,000 45,000-65,000
acutely aware of the financial and reputational
penalties of failing to do so. In particular, the
Statistician 25,000-35,000 25,000-35,000 25,000-35,000
ongoing and extended Solvency II implementation
projects continue to provide a lucrative market for Training Competency 40,000-50,000 40,000-50,000 40,000-50,000
contractors. With the SII deadline now extended to
2014, the demand for contractors will continue to
remain high. Overall, salary levels have remained
fairly static in the operational world, although the
contractor market can and does offer well in excess
of the equivalent sums that are paid for permanent
roles.
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7. A guide to salaries within claims
North East (£ p/a) North West (£ p/a) Midlands (£ p/a)
Claims Adjustor/Assessor 20,000-25,000 20,000-32,000 20,000-32,000
Claims Broker 20,000-30,000 20,000-30,000 18,000-26,000
Claims Controller 40,000-45,000 40,000-45,000 40,000-45,000
Claims Negotiator/
15,000-27,000 15,000-30,000 15,000-30,000
Handler
Claims Manager 30,000-55,000 35,000-60,000 35,000-60,000
Claims Technician 15,000-25,000 15,000-30,000 15,000-30,000
Claims Director 55,000-75,000 60,000-80,000 60,000-80,000
Head of Claims 65,000-85,000 65,000-85,000 65,000-85,000
Domestic Adjuster 20,000-32,000 20,000-32,000 15,000-25,000
Internal Adjuster 18,000-25,000 18,000-25,000 15,000-25,000
Liability Adjuster 25,000-45,000 25,000-45,000 22,000-32,000
Loss Adjuster 30,000-40,000 30,000-45,000 30,000-45,000
Risk Surveyor 35,000-50,000 35,000-50,000 30,000-45,000
CLAIMS
Surveyor 30,000-40,000 30,000-45,000 30,000-45,000
The impact of the recession is slowly more successfully. This has marked the beginning
moving on in the insurance claims of the modernisation process which is set to
continue throughout 2012.
market. There is a consensus in terms of
modernising claims handling, that the The majority of mainstream claims recruitment
in the UK continues to be within commercial liner
UK market has come a long way in a
teams. The demand for personal lines staff is still
short time. gradually falling, however the demand remains
One modernisation to note is the introduction of high for experienced loss adjusters as companies
the electronic claims file system. Some particular strive to strike a balance between protecting their
benefits achieved to date are the reduction in revenues and maintaining a reputation for fairness.
settlement times and the ability to track claims
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9. A guide to salaries within underwriting
NORTH EAST (£ p/a) NORTH WEST (£ p/a) MIDLANDS (£ p/a)
Broker Developer 35,000-55,000 35,000-55,000 35,000-50,000
Business Developer 30,000-55,000 30,000-55,000 30,000-45,000
Key Account Manager 40,000-60,000 40,000-60,000 35,000-50,000
Class Underwriter 25,000-35,000 25,000-35,000 25,000-35,000
Development Underwriter 40,000-55,000 40,000-55,000 35,000-45,000
Head of Underwriting 60,000-80,000 60,000-80,000 70,000-100,000
Lead Underwriter 30,000-40,000 30,000-40,000 30,000-40,000
Managing Director 60,000-90,000 60,000-90,000 65,000-100,000
Package Underwriter 22,000-30,000 22,000-30,000 20,000-25,000
Trading Underwriter 28,000-45,000 28,000-45,000 25,000-35,000
UNDERWRITING Underwriter
Underwriting Analyst
22,000-30,000
20,000-25,000
22,000-30,000
20,000-25,000
18,000-25,000
20,000-25,000
There is still a high demand for specialist There is a real need for underwriters with these key Underwriting Assistant 16,000-22,000 16,000-22,000 16,000-22,000
high calibre underwriters within niche skills, which enables candidates of this calibre to
negotiate for higher salaries and benefits. Underwriting Manager 45,000-60,000 45,000-60,000 40,000-50,000
areas, such as marine, accident and
health, director and officer and in As momentum in the job market picks up, talented Underwriting Technician 20,000-25,000 20,000-25,000 20,000-25,000
underwriters who had previously put their career
particular for those individuals and
moves on hold during the recession, are now
teams with a book of business. noticeably more confident about looking around.
Salaries are still on the increase for specialist And they have good reason, it’s not unknown for
underwriters as this is very much a candidate driven firms to pay a sizeable proportion of anticipated
market. In many instances employers have even earnings (in one or two extreme cases, the entire
been prepared to create positions for applicants annual salary) upfront, such is the difference that a
where no vacancies previously existed. good underwriter can make to the bottom line.
In recent years a new breed of underwriters have
emerged in the shape of a trading/development
underwriter. This is someone who is not only
technically sound but offers the right trading
abilities to write and secure profitable business in
this competitive market.
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10. Underwriting Underwriting
SOUTH WEST (£ p/a) SOUTH EAST (£ p/a) LONDON (£ p/a) NORTHERN IRELAND (£ p/a) SCOTLAND (£ p/a) WALES (£ p/a)
Broker Developer 30,000-50,000 35,000-65,000 45,000-85,000 Broker Developer 31,500-45,000 31,500-48,000 31,500-45,000
Business Developer 40,000-55,000 40,000-55,000 45,000-75,000 Business Developer 27,000-40,500 30,000-45,000 27,000-40,500
Key Account Manager 35,000-50,000 35,000-55,000 50,000-75,000 Key Account Manager 31,500-45,000 34,000-48,000 31,500-45,000
Class Underwriter 20,000-35,000 45,000-55,000 90,000-150,000 Class Underwriter 22,500-31,500 24,000-34,000 22,500-31,500
Development Underwriter 35,000-45,000 35,000-50,000 45,000-70,000 Development Underwriter 31,500-40,000 35,000-45,000 31,500-40,000
Head of Underwriting 65,000-100,000 85,000-115,000 120,000-175,000 Head of Underwriting 63,000-75,000 63,000-90,000 63,000-75,000
Managing Director 65,000-100,000 85,000-125,000 150,000-250,000 Lead Underwriter 27,000-49,500 28,000-52,000 27,000-49,500
Package Underwriter 20,000-27,000 22,000-30,000 35,000-55,000 Managing Director 58,500-85,000 60,000-90,000 58,500-85,000
Trading Underwriter 25,000-35,000 25,000-45,000 65,000-85,000 Package Underwriter 18,000-22,500 18,000-22,500 18,000-22,500
Underwriter 20,000-30,000 20,000-35,000 35,000-65,000 Trading Underwriter 22,500-31,500 24,000-34,000 22,500-31,500
Underwriting Analyst 18,000-25,000 18,000-25,000 30,000-50,000 Underwriter 16,200-22,500 18,000-24,000 16,200-22,500
Underwriting Assistant 18,000-25,000 18,000-25,000 25,000-35,000 Underwriting Analyst 18,000-22,500 20,000-25,000 18,000-22,500
Underwriting Manager 40,000-65,000 65,000-85,000 85,000-120,000 Underwriting Assistant 14,400-19,800 15,000-25,500 14,400-19,800
Underwriting Technician 18,000-25,000 18,000-25,000 25,000-35,000 Underwriting Manager 36,000-58,500 40,000-60,000 36,000-58,500
Underwriting Technician 18,000-22,500 20,000-25,000 18,000-22,500
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11. Actuarial
Over the past few years natural disasters
A guide to salaries within actuarial
such as the Japanese earthquake and
NORTH EAST (£ p/a) NORTH WEST (£ p/a) MIDLANDS (£ p/a)
tsunami, the earthquake and subsequent
hurricanes in Haiti and the floods and Analyst 26,000-36,500 26,000-36,500 27,000-37,000
fires that blighted Australia’s east coast
Student Actuary 31,000-46,000 31,000-46,000 32,000-47,000
and southern states have been regular
reminders of the capacity of the planet to Senior Student 40,000-62,000 40,000-62,000 41,000-63,500
strike forcefully, without warning and with
Manager 54,000-92,000 54,000-92,000 55,000-93,000
lasting financial consequences alongside
the more obvious humanitarian costs. Senior Manager 80,000-126,500 80,000-126,500 81,000-132,500
One-off events attributed to human activity, such as
Director 110,000-175,000 110,000-175,000 115,000-178,500
Chile’s copper mine cave-in and rescue mission, the
more tragic outcomes of mining disasters in New Associate Partner 155,000-287,500 155,000-287,500 155,000-299,000
Zealand and China, and BP’s Deepwater Horizon
explosion and subsequent oil spill, add Partner 259,000+ 259,000+ 269,000+
to a litany that has kept insurers and reinsurers
pre-occupied.
SOUTH WEST (£ p/a) SOUTH EAST (£ p/a) LONDON (£ p/a)
Just how critical sophisticated catastrophe
modelling techniques are, along with the actuaries Analyst 26,000-35,500 29,000-40,500 35,000-50,000
who devise and build them, is illustrated by the
Student Actuary 31,000-46,000 35,000-51,000 30,000-45,000
packages on offer to top-quartile people, and by
the extent to which some employers will bulldoze
Senior Student 40,000-62,000 44,000-75,000 45,000-83,000
through otherwise non-negotiable pre-set salary
bandings to keep them onboard. Manager 54,000-92,000 65,000-104,500 60,000-100,000
With risk management heading up the boardroom
Senior Manager 80,000-126,500 91,000-138,000 85,000-144,000
agenda throughout the insurance sector, actuaries
who acquired Solvency II experience from the Director 110,000-175,000 120,000-184,000 125,000-195,500
outset can today command generous daily rates for
contract roles. Those in permanent positions can Associate Partner 152,000-287,500 160,000-316,500 170,000-316,500
almost certainly rely on being made a handsome
counter-offer should they move jobs, although this Partner 259,000+ 274,500+ 284,500+
is in turn making employers look more closely for a
firm commitment in the selection process.
Lloyd’s syndicates and underwriters in London have
all continued to recruit into their actuarial teams.
However, they face increasing competition from
professional services firms including the consulting
arms of the Big 4 accounting firms.
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13. DO YOUR BENEFITS
MEASURE UP?
but only 50% actually receive one. Which of the following do you find important Which benefits are most important to you and
when considering a new role? what do you currently receive?
Employees feel they are increasingly faced with
In April 2012 we surveyed 300 insurance bigger workloads, with limited or no increase
High salary Important to employees
in remuneration due to pay freezes and salary 7%
professionals across the UK to gauge benchmarking, which is prevalent across most of
4 11 Good pension Employees currently receive
their thoughts on the employment the insurance sector. Many employees state that 17%
24
Good bonus Share incentives
market and current benefits offered in the increased workload is limiting how much time 38% Flexible benefits 44% 16%
the sector. is spent on developing key skills and studying for C
hallenging role/ Contributory pension
industry qualifications. This is important as 16% of projects 54% 50%
Our survey looks at how employees feel about their employees rated career development opportunities 16%
Flexible working
Non-contributory pension
present situation, what their outlook for the future is highly when considering a new role – this is the 61 4%
options 41% 27%
and the importance of different benefits. Responses third most valued benefit after high salary and 4% 11%
Career development
from employees and employers were compared and job security. 1%
Performance-related bonus
2%
opportunity
the results and comments gathered have allowed 70% 50%
Job security
us to draw valuable industry insight, which we are For high calibre insurance professionals, with strong Flexible benefits package
pleased to be able to share with you. Other
technical backgrounds and business acumen, 59% 31%
the market remains balanced in their favour as Health insurance
Employees companies compete to attract the best talent. 56% 48%
Our survey indicates 77% are satisfied with their Life insurance
Insurance professionals rated which benefits they overall current benefits package, however this only How satisfied are you with your existing 56% 48%
consider most important when considering a new shows more is needed to be done by employers benefits package? 25 days+ annual leave
role. Unsurprisingly receiving a high salary topped to retain staff as our results show 69% plan on
the list with 38%, followed by job security and 49% 42%
searching for a new role in the next 12 months.
career development opportunities as second and Our findings show employers need to address and Very satisfied
Paid overtime / Time off in lieu
7%
third most valued offerings when job searching. 74% 59%
review their current offerings and benefit packages 15%
Fairly satisfied
in order to attract and successfully retain the right Training support
Fairly dissatisfied
When looking at current benefits offered the ones expertise in their organisations. 47% 10%
which were considered most important are flexible Very dissatisfied
Flexible working
working, bonuses and 25 days + annual leave. For 26% 57% 30%
the most part there are significant discrepancies
Company car / Car allowance
between what employees consider important Do you feel there is scope for progression within 51%
61% 34%
as part of an overall benefits package and what your organisation?
their employers actually provide. This is with the Joining bonus / incentive
exception of pension’s contribution, life insurance 29% 16%
and health insurance which are benefits that Season ticket loan
employers offer and employees also value highly 25% 6%
as part of their package. The biggest gap lies in Gym membership
performance related bonuses of which 70% of 28% 24%
people surveyed want a performance related bonus 54%
Generous parental benefits
46% 27% 15%
Discounts on products / services
22% 6%
Support for external qualifications
26% 30%
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14. Employers Which benefit do you feel has had the greatest
impact upon recruitment and retention?
We asked employers which benefits they felt had
the greatest impact on recruitment and retention
and the top three were performance related
bonuses, flexible working and training support. Share incentives
These findings draw a parallel to the results from 4%
employees when asked which the most important Contributory pension
benefits to them were. 11%
Non-contributory pension
One key discrepancy is that employees’ value 4%
having 25+ days annual leave as the most important
Individual performance-related bonus
benefit to them. This benefit was not noted by
32%
employers as being important in retaining or
recruiting staff. Employers should also note that Flexible benefits package
despite a significant number offering discounts on 9%
products/ services this isn’t seen as an incentive Health insurance
to employees although this is offered by many 2%
organisations. 25 days+ annual leave
4%
72% of employers state they have the necessary
Training support (financial/non financial)
talent to provide growth within their company, 9%
but 54% of employees feel there is no scope for
Flexible working (eg. flexi-time, home working etc.)
progression within their current role. Employers
21%
need to address this as career progression is rated
highly by employees. Company car/car allowance
2%
These results show a significant difference in Study support for external qualifications
employee/ employer perception of benefits, and 4%
with 70% of employers looking to recruit in the next
12 months it is important for companies to bridge
these gap in order to attract and retain the best
talent.
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15. Which benefits do you offer employees? Do you think that overall your organisation has
the necessary talent to provide growth?
Share incentives
21%
Contributory pension
77%
Non-contributory pension 28%
25%
72%
Individual performance-related bonus
79%
Flexible benefits package
35%
Health insurance
63%
Life insurance
48%
25 days+ annual leave
73%
Paid overtime/time off in lieu
33%
Training support (financial/non financial)
75%
Flexible working (eg. flexi-time, home working etc.)
44%
Company car/car allowance
58%
Joining bonus/incentive
8%
Season ticket loan
62%
Gym membership
23%
Generous parental benefits (ie. above govt. minimum)
14%
Discounts on products/services
23%
Study support for external qualifications
75%
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16. 94%
OF EMPLOYEES FEEL THEY POSSESS THE
RIGHT SKILLS TO PROGRESS
76%
OF EMPLOYERS FEEL THEIR EMPLOYEES HAVE
SUFFICIENT SCOPE FOR PROGRESSION
70%
OF EMPLOYERS HAVE PLANS TO RECRUIT IN THE
NEXT 12 MONTHS
38%
OF PROFESSIONALS VALUE HIGH SALARY
About us
WHEN CONSIDERING A NEW ROLE Hays is the UK’s leading recruitment expert clients, advising them on immediate recruitment
22%
for professionals and organisations within solutions and long-term workforce planning.
the insurance industry. We recruit for a
comprehensive range of insurance jobs across We are committed to working with you to find
all sectors placing professionals in permanent, the appropriate talent who can transform your
temporary and interim roles. organisation.
Our expert consultants offer a personalised Lloyd Rosenthal
recruitment service to guide you through every Director, Hays Insurance
OF EMPLOYEES ARE UNHAPPY WITH stage of the process ensuring it’s as simple as
E lloyd.rosenthal@hays.com
THEIR CURRENT BENEFITS PACKAGE possible. Established for many years, we have
T 020 3465 0145
strong relations with industry associations
and have developed partnerships with all our
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