We recognise that a reminder of our People Proposition is always useful.
Proud to be part of our team
Here are the key components and highlights:
Reward and Benefits Alongside our competitive salary and bonus model we offer: Our company pension scheme with Royal London continues to outperform the benchmark for investment growth and is monitored by our appointed pension scheme advisor Mattioli Woods. Our employer contribution of 5% of salary is in excess of the mandatory 3% statutory obligation. Additionally, for those who choose to make monthly contributions through salary sacrifice we increase the amount of the contribution by the amount of the employer national insurance saving. A comprehensive range of market-leading health and life insurance products. Our ‘Which Recommended’ private medical insurance and widely utilised health cash-back plan support both physical and mental wellbeing. This is further enhanced by our Employee Assistance Programme through Health Assured who offer confidential counselling, financial and legal advice and access to wellness resources, all designed to improve wellbeing. Additionally, our car lease salary sacrifice scheme from Tusker offer petrol, hybrid and electric vehicles, and has been Green Apple Award winners for Environmental Best Practice for 7 years.
Enhancing our People Proposition Our People Proposition is key to being an employer of choice. We remain committed to creating an environment that attracts, nurtures and retains great people that bring outstanding value to our customers. This is built around four key components: Reward and Benefits Expectations and Engagement Recognition Learning and Development. We have made significant progress in each area, and our ambition remains to: Incentivise, reward and recognise high performance Promote our values and foster positive behaviour Enable the growth of our people aligning to our business objectives Facilitate two-way, timely feedback to support continuous improvement for the team and Project One. We will be joined by a new people leader early next year, and they will have the opportunity to shape and refine our priorities and plans, which we aim to publish in H1.
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