Officially a Very Good
Company to Work For
Officially a Very Good
Company to Work For
Officially an Outstanding
Company to Work For
Officially an Outstanding
Company to Work For
Officially a World Class
Company to Work For
Officially a World Class
Company to Work For
Officially a Good
Company to Work For
Officially a Good
Company to Work For
Officially a Global*
Good Company
to Work For
Officially a Good
Company to Work For
Globally*
HYMANS ROBERTSON HELPS people plan for the future but is also concerned about the here and now. Each of the pension firm's four offices has a “helping hands” committee with a £10,000 budget to support local charities. Last year, the Glasgow office bought equipment for St Vincent's Hospice and pantomime tickets for child carers. The independent pensions, benefits and risk consultancy, which is also setting up a charitable foundation to provide financial education to those most in need, has doubled its matched funding limit to £500 for individual events and boosted give-as-you-earn donations from employees by 25%. Staff, who get a paid day off to volunteer, give the London-based firm a 90% positive score for encouraging charitable activities and its strong social conscience (84%) is also reflected in its approach to the environment. Green policies include using video links and instant messaging to reduce business travel and replacing plastic bottles in meeting rooms with refillable glass ones. Employees don't think the firm is only driven by the bottom line (74%, a top-10 score) but that's pretty good, too — revenues rose by more than £8m last year to £68.7m with pre-tax profits reaching £21.3m. Founded in 1921 by Howard Robertson, the firm, which employs more than 650 people at its offices in Edinburgh, Glasgow, Birmingham and the capital, advises almost 170 pension schemes on their investments, with assets totalling approximately £140bn. More than 300 employees have clocked up at least five years' service, and people say they wouldn't leave tomorrow even if they were offered another job (76%). The business is run on strong values (84%), according to its workforce. The non-hierarchical, open-plan environment encourages communication between staff at all levels. Regular blogs and roadshows keep employees connected with the leadership team and up to speed with the company's strategy, performance and direction.Staff say senior managers truly live the company's values (76%), which include being straightforward and friendly, and they have a great deal of faith in managing partner James Entwisle (80%). He is highly visible, taking part in the graduate induction programme and playing a lead role in the firm's charitable activities, and can be reached by any employee at any time. All teams have an awayday each year, which in 2014 ranged from clay pigeon shooting to an open-top bus tour of Edinburgh and cocktail-making classes. Rewards range from a newly introduced recognition scheme which awards shopping vouchers for exceptional performance, to fresh fruit, free private healthcare, staff discounts and a share of the profits. Staff, almost half of whom earn between £25,000 and £45,000 a year, are happy with the remuneration package (67%) and think their pay reflects their responsibilities (61%). www.hymans.co.uk
My organisation encourages charitable activities
Hymans Robertson have a strong ethos of community support within the firm. There are two core strands to this, their financial literacy programme delivers workshops on financial literacy to disadvantaged young people by partnering with other charities and their local Helping Hands teams identify local charities who need support which the company then provide through volunteering, fundraising or ‘in kind' donations. They also offer matched funding to employees who have raised money for their own favoured charities. In total the firm allocates 2% of the firm's profits to these initiatives. This is in addition to employee's time and their fundraising efforts which include one day's paid volunteering day per employee each year to use to help a charity of their choice, previous initiatives include raising money each month through ‘Dress Down' day collections, supporting national events such as ‘Children in Need' and the Hymans Robertson Foundation which will provide focus and transparency on all charitable activities. Hymans have engaged an agency who specialise in finding placements for those that wish to work part-time. Now if they have a role that requires someone on a part-time basis they will work with them to recruit suitable candidates that cannot work a conventional Monday to Friday, 9 to 5 routine. To help in the general recruitment process, they have recognised that unconscious bias can play a role in how people managers review applications. So they have run Unconscious Bias workshops in the firm with almost 200 delegates attending. They have also worked with a government scheme called "New Starts" which aims to help ex-offenders return to work, they have taken on one new start attendee and this has worked well for the firm and we would be open to taking on more as a result.
My work is an important part of my life
The Partnership Council is in place to safeguard the “soul and conscience” of the firm and is responsible for overseeing 'how' things take place at Hymans, not just 'what' is done. The Partnership Council tests and has ultimate responsibility for who is promoted into the partnership, ensuring that these individuals role model company values as well as being technically competent in their specialist areas. They also test and measure how the company reach out to clients through the 'Voice of the Client' survey. This helps them to understand how each level of staff engaging with external clients and demonstrate behaviours in line with their values. Both Ronnie and John Dickson host annual staff meetings in each of the offices. The theme of their presentation this year was around how Hymans will grow and prosper while still adhering to the company values and principles. The senior management team make sure they are accessible whilst in the office and all senior managers sit in the open plan office environment within the teams in which they work. Both Ronnie Bowie and James Entwisle recorded videos that are embedded into the new start induction video that is shown to all news starters on day one of joining Hymans. As Managing Partner, connecting and engaging with everyone across the firm is an important priority for James. He's an open, accessible person and makes a point of stopping at people's desks and speaking informally to people around each of their offices. He also plays an important role in events such as the graduate and development programmes where he introduces the firm and its latest thinking to new starts and delegates and spends time getting to know them. Earlier this year James co-presented to the CIPD evidence in support of Hymans being shortlisted as 'L&D Team of the Year'.
I feel that my manager talks openly and honestly with me
Hymans Robertson have a strong ethos of community support within the firm. There are two core strands to this, their financial literacy programme delivers workshops on financial literacy to disadvantaged young people by partnering with other charities and their local Helping Hands teams identify local charities who need support which the company then provide through volunteering, fundraising or ‘in kind' donations. They also offer matched funding to employees who have raised money for their own favoured charities. In total the firm allocates 2% of the firm's profits to these initiatives. This is in addition to employee's time and their fundraising efforts which include one day's paid volunteering day per employee each year to use to help a charity of their choice, previous initiatives include raising money each month through ‘Dress Down' day collections, supporting national events such as ‘Children in Need' and the Hymans Robertson Foundation which will provide focus and transparency on all charitable activities. Hymans have engaged an agency who specialise in finding placements for those that wish to work part-time. Now if they have a role that requires someone on a part-time basis they will work with them to recruit suitable candidates that cannot work a conventional Monday to Friday, 9 to 5 routine. To help in the general recruitment process, they have recognised that unconscious bias can play a role in how people managers review applications. So they have run Unconscious Bias workshops in the firm with almost 200 delegates attending. They have also worked with a government scheme called "New Starts" which aims to help ex-offenders return to work, they have taken on one new start attendee and this has worked well for the firm and we would be open to taking on more as a result.
My organisation encourages charitable activities
Hymans Robertson have a strong ethos of community support within the firm. There are two core strands to this, their financial literacy programme delivers workshops on financial literacy to disadvantaged young people by partnering with other charities and their local Helping Hands teams identify local charities who need support which the company then provide through volunteering, fundraising or ‘in kind' donations. They also offer matched funding to employees who have raised money for their own favoured charities. In total the firm allocates 2% of the firm's profits to these initiatives. This is in addition to employee's time and their fundraising efforts which include one day's paid volunteering day per employee each year to use to help a charity of their choice, previous initiatives include raising money each month through ‘Dress Down' day collections, supporting national events such as ‘Children in Need' and the Hymans Robertson Foundation which will provide focus and transparency on all charitable activities. Hymans have engaged an agency who specialise in finding placements for those that wish to work part-time. Now if they have a role that requires someone on a part-time basis they will work with them to recruit suitable candidates that cannot work a conventional Monday to Friday, 9 to 5 routine. To help in the general recruitment process, they have recognised that unconscious bias can play a role in how people managers review applications. So they have run Unconscious Bias workshops in the firm with almost 200 delegates attending. They have also worked with a government scheme called "New Starts" which aims to help ex-offenders return to work, they have taken on one new start attendee and this has worked well for the firm and we would be open to taking on more as a result.
My work is an important part of my life
The Partnership Council is in place to safeguard the “soul and conscience” of the firm and is responsible for overseeing 'how' things take place at Hymans, not just 'what' is done. The Partnership Council tests and has ultimate responsibility for who is promoted into the partnership, ensuring that these individuals role model company values as well as being technically competent in their specialist areas. They also test and measure how the company reach out to clients through the 'Voice of the Client' survey. This helps them to understand how each level of staff engaging with external clients and demonstrate behaviours in line with their values. Both Ronnie and John Dickson host annual staff meetings in each of the offices. The theme of their presentation this year was around how Hymans will grow and prosper while still adhering to the company values and principles. The senior management team make sure they are accessible whilst in the office and all senior managers sit in the open plan office environment within the teams in which they work. Both Ronnie Bowie and James Entwisle recorded videos that are embedded into the new start induction video that is shown to all news starters on day one of joining Hymans. As Managing Partner, connecting and engaging with everyone across the firm is an important priority for James. He's an open, accessible person and makes a point of stopping at people's desks and speaking informally to people around each of their offices. He also plays an important role in events such as the graduate and development programmes where he introduces the firm and its latest thinking to new starts and delegates and spends time getting to know them. Earlier this year James co-presented to the CIPD evidence in support of Hymans being shortlisted as 'L&D Team of the Year'.
My organisation encourages charitable activities
Hymans Robertson have a strong ethos of community support within the firm. There are two core strands to this, their financial literacy programme delivers workshops on financial literacy to disadvantaged young people by partnering with other charities and their local Helping Hands teams identify local charities who need support which the company then provide through volunteering, fundraising or ‘in kind' donations. They also offer matched funding to employees who have raised money for their own favoured charities. In total the firm allocates 2% of the firm's profits to these initiatives. This is in addition to employee's time and their fundraising efforts which include one day's paid volunteering day per employee each year to use to help a charity of their choice, previous initiatives include raising money each month through ‘Dress Down' day collections, supporting national events such as ‘Children in Need' and the Hymans Robertson Foundation which will provide focus and transparency on all charitable activities. Hymans have engaged an agency who specialise in finding placements for those that wish to work part-time. Now if they have a role that requires someone on a part-time basis they will work with them to recruit suitable candidates that cannot work a conventional Monday to Friday, 9 to 5 routine. To help in the general recruitment process, they have recognised that unconscious bias can play a role in how people managers review applications. So they have run Unconscious Bias workshops in the firm with almost 200 delegates attending. They have also worked with a government scheme called "New Starts" which aims to help ex-offenders return to work, they have taken on one new start attendee and this has worked well for the firm and we would be open to taking on more as a result.
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