PSD provides executive recruitment services across various industries and functions. It conducted a salary survey of over 2,500 regulatory professionals responding online or from PSD's database. Key findings include:
- Demand was highest for anti-money laundering, financial crime, and data protection specialists.
- Salaries remained flat in 2012 but incentives are becoming more important to attract candidates.
- 2013 may see more movement and demand for senior compliance and risk roles as regulation intensifies.
- Skill shortages exist for specialists with niche combinations of qualifications and experience.
Taylor Root Hong Kong - Compliance Salary Guide 2013jennyyeung
ย
Taylor Root are delighted to release our latest Compliance Salary Guide to all compliance professionals within banking & financial sectors in Hong Kong!
The authoritative Thomson Reuters Salary Survey 2017 for the Compliance industry for Hong Kong and North Asia.
Contact: Edward Chen, Harbridge Partners (ec@harbridgepartners.com) for a confidential and discreet market update on the latest compliance mandates and hiring in Hong Kong and North Asia.
Legal Salary Survey 2013/12 by Laurence SimonsLaurenseSimons
ย
During 2012 Laurence Simons conducted a survey with clients and candidates focusing on remuneration, bonuses and recruitment trends. Over 3,700 legal and compliance professionals were surveyed across the globe from numerous industry sectors. The salary survey is based on the data received from the online survey, our global database of over 60,000 lawyers, as well as the expertise of our experienced consultants across the globe.
Taylor Root Hong Kong - Compliance Salary Guide 2013jennyyeung
ย
Taylor Root are delighted to release our latest Compliance Salary Guide to all compliance professionals within banking & financial sectors in Hong Kong!
The authoritative Thomson Reuters Salary Survey 2017 for the Compliance industry for Hong Kong and North Asia.
Contact: Edward Chen, Harbridge Partners (ec@harbridgepartners.com) for a confidential and discreet market update on the latest compliance mandates and hiring in Hong Kong and North Asia.
Legal Salary Survey 2013/12 by Laurence SimonsLaurenseSimons
ย
During 2012 Laurence Simons conducted a survey with clients and candidates focusing on remuneration, bonuses and recruitment trends. Over 3,700 legal and compliance professionals were surveyed across the globe from numerous industry sectors. The salary survey is based on the data received from the online survey, our global database of over 60,000 lawyers, as well as the expertise of our experienced consultants across the globe.
There has been a 40% increase in demand for HR project leads in the interim space; candidates that have experience working across a number of client groups, and those that specialize in HR restructures and organisational change have been highly sought after.
Business plan for a BPO company in Colombia (Business Process Outsourcing - ...Jonathan Donado
ย
Business Plan for a Business Process Outsourcing (BPO) company in Colombia. This is a sample business plan for students and professionals who need a guide or reference point to complete a business plan.
Created by Jonathan Donado
@donadosays
https://www.linkedin.com/in/jonathandonado/
BPO / Business / Consultant / Strategy / Strategic Planning
The objective of this theoretical paper is to look at the insight of Malaysia
Contact Centre Industry and to highlight Malaysiaโs competitive edge from the
perspective of Porterโs Diamond Competitive Model. The Porterโs Diamond Model
will attempt to investigate how Malaysia can be sustainable and competitive in sharing the
global contact centre as well as the BPO market.
Corporate Insight is proud to unveil our fifteenth annual Mutual Fund Monitor โ Advisor Awards, offering a broad benchmarking of the advisor websites across six key categories: Advisor Homepages, Literature Order Systems, Practice Management Resources, Multimedia, Commentaries & Thought Leadership and New or Improved Tools.
As in past years, we assign the Gold Medal to firms that present exceptional offerings within given categories. We award a Silver Medal for firms that offer similar value but lack some of the outstanding attributes and functions of the best offerings. We give the Bronze Medal to firms that offer a unique or noteworthy iteration but do not meet our highest standards for a given category
Brief case - Legal Process outsourcing in India (Kazim Ali Khan Ma Foi) Kazim Ali Khan
ย
Legal Outsourcing is the new opportunity for Indian BPO industry - The note is made compiling variety of information just for the information of those who want to understand LPO industry and opportunities therein.
An outline of all aspects of starting and operating a successful business in India is presented. The emphasis is given to expose a few key information resources and business contacts that SMEs and Start-ups can reliably use to find an optimum opportunity and solve their individual issues and challenges.
In this presentation, we will discuss definition and concept of Wages and Salary Administration in an organization. Objectives of determining wages and factors that affect the salary of employees is also discussed here in this presentation.
To know more about Welingkar Schoolโs Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
There has been a 40% increase in demand for HR project leads in the interim space; candidates that have experience working across a number of client groups, and those that specialize in HR restructures and organisational change have been highly sought after.
Business plan for a BPO company in Colombia (Business Process Outsourcing - ...Jonathan Donado
ย
Business Plan for a Business Process Outsourcing (BPO) company in Colombia. This is a sample business plan for students and professionals who need a guide or reference point to complete a business plan.
Created by Jonathan Donado
@donadosays
https://www.linkedin.com/in/jonathandonado/
BPO / Business / Consultant / Strategy / Strategic Planning
The objective of this theoretical paper is to look at the insight of Malaysia
Contact Centre Industry and to highlight Malaysiaโs competitive edge from the
perspective of Porterโs Diamond Competitive Model. The Porterโs Diamond Model
will attempt to investigate how Malaysia can be sustainable and competitive in sharing the
global contact centre as well as the BPO market.
Corporate Insight is proud to unveil our fifteenth annual Mutual Fund Monitor โ Advisor Awards, offering a broad benchmarking of the advisor websites across six key categories: Advisor Homepages, Literature Order Systems, Practice Management Resources, Multimedia, Commentaries & Thought Leadership and New or Improved Tools.
As in past years, we assign the Gold Medal to firms that present exceptional offerings within given categories. We award a Silver Medal for firms that offer similar value but lack some of the outstanding attributes and functions of the best offerings. We give the Bronze Medal to firms that offer a unique or noteworthy iteration but do not meet our highest standards for a given category
Brief case - Legal Process outsourcing in India (Kazim Ali Khan Ma Foi) Kazim Ali Khan
ย
Legal Outsourcing is the new opportunity for Indian BPO industry - The note is made compiling variety of information just for the information of those who want to understand LPO industry and opportunities therein.
An outline of all aspects of starting and operating a successful business in India is presented. The emphasis is given to expose a few key information resources and business contacts that SMEs and Start-ups can reliably use to find an optimum opportunity and solve their individual issues and challenges.
In this presentation, we will discuss definition and concept of Wages and Salary Administration in an organization. Objectives of determining wages and factors that affect the salary of employees is also discussed here in this presentation.
To know more about Welingkar Schoolโs Distance Learning Program and courses offered, visit:
http://www.welingkaronline.org/distance-learning/online-mba.html
PSD Group IT & Business Change - 2013 Salary Survey & Employment Trends Report. For more information go to:
http://www.psdgroup.com/IT_Business_Change_Salary_Survey_Employment_Trends.aspx
This is the company newsletter of Stanton Chase Sofia. In this issue we discuss talent management and the demand for professionals in the FMCG, Industrial, Technology and Pharmaceutical sectors. We also share some of our expertise, as well as local and global executive search news.
This is the third annual Census from BWD. It is now established as a definitive reference source for salaries and benefits in UK financial services. The Census records cover the period from 2012, through 2013 and now, 2014. The three sample points span pre and post RDR and so act as a valuable analysis of the impact of this pivotal piece of regulation, whilst also showing how the sector is reshaping itself for the future.
Whilst the Census is essentially designed to focus on its core subject โ salaries and benefits โ the report includes information and analysis on broader sector issues โ emerging qualification benchmarks, the balance of independence versus restricted status and other matters of interest and concern to all industry participants and commentators.
We also include BWDโs expert commentary on key recruitment trends for the various occupational groups covered in the Census.
This is the third annual Census
from BWD. It is now established
as a definitive reference source
for salaries and benefits in UK
financial services. The Census
records cover the period from
2012, through 2013 and now,
2014. The three sample points
span pre and post RDR and so act
as a valuable analysis of the impact
of this pivotal piece of regulation,
whilst also showing how the sector
is reshaping itself for the future.
Whilst the Census is essentially
designed to focus on its core
subject โ salaries and benefits -
the report includes information
and analysis on broader sector
issues โ emerging qualification
benchmarks, the balance of
independence versus restricted
status and other matters of
interest and concern to all industry
participants and commentators.
We also include BWDโs expert
commentary on key recruitment
trends for the various occupational
groups covered in the Census.
This is the third annual Census from BWD. It is now established as a definitive reference source for salaries and benefits in UK financial services. The Census records cover the period from 2012, through 2013 and now, 2014. The three sample points span pre and post RDR and so act as a valuable analysis of the impact of this pivotal piece of regulation, whilst also showing how the sector is reshaping itself for the future.
Whilst the Census is essentially designed to focus on its core subject โ salaries and benefits โ the report includes information and analysis on broader sector issues โ emerging qualification benchmarks, the balance of independence versus restricted status and other matters of interest and concern to all industry participants and commentators.
We also include BWDโs expert commentary on key recruitment trends for the various occupational groups covered in the Census.
2014 Property & Casualty Insurance Industry Outlook: Innovation leading the wayDeloitte United States
ย
On the surface the property and casualty sector appears to be doing quite well, but running an insurance carrier is rarely smooth sailing. The last few years have been particularly difficult for those occupying C-Suite positions, as more fundamental issues are threatening not only short-term results on their balance sheets, but challenging the long-term viability of their operating models as well.
For example, a growing number of insurers are facing significant organizational disruption. Many have made large-scale investments in technology, replacing core systems for claims, policy administration and finance. Their chief challenge now is how to effectively leverage the new systems theyโve put in place and maintain their momentum with additional innovations in personnel, products and culture.
Additionally, ongoing political gridlock in Washington could undermine an already unsteady economic recovery. Not to mention regulatory uncertainty that makes it difficult for carriers to plan ahead and determine operational priorities.
Innovation may ultimately be the key to keep insurers growing regardless of shifting economic and insurance market conditions, as they devise ways to thwart ongoing and emerging competitive threats as well as capitalize on new opportunities.
For more - visit http://www.deloitte.com/view/en_US/us/Industries/Insurance-Financial-Services/039bdd0819e23410VgnVCM3000003456f70aRCRD.htm
Welcome to the the third annual newsletter of Stanton Chase Sofia. We discuss current trends in talent acquisition and development, we give you the point of view of our clients and long-term partners and we share how we do it - by being a team.
The professional recruitment market as a whole has continued the trend from the back end of last year by growing steadily in terms of absolute job numbers by between 5% and 12% so far this year; a good indicator of market sentiment.
We have also found in Q1 2015 versus the same period last year that firms are committed to hiring when they go to market, not just scoping out the possibilities. As you will see in our market breakdown of the legal sector, firms are now moving quickly to secure talent and are offering competitive packages up front to secure the best people.
Similar to Regulatory Practice 2013 Salary Survey (20)
Memorandum Of Association Constitution of Company.pptseri bangash
ย
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
ย
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
ย
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Accpac to QuickBooks Conversion Navigating the Transition with Online Account...PaulBryant58
ย
This article provides a comprehensive guide on how to
effectively manage the convert Accpac to QuickBooks , with a particular focus on utilizing online accounting services to streamline the process.
Business Valuation Principles for EntrepreneursBen Wann
ย
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
ย
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Improving profitability for small businessBen Wann
ย
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
"๐ฉ๐ฌ๐ฎ๐ผ๐ต ๐พ๐ฐ๐ป๐ฏ ๐ป๐ฑ ๐ฐ๐บ ๐ฏ๐จ๐ณ๐ญ ๐ซ๐ถ๐ต๐ฌ"
๐๐ ๐๐จ๐ฆ๐ฌ (๐๐ ๐๐จ๐ฆ๐ฆ๐ฎ๐ง๐ข๐๐๐ญ๐ข๐จ๐ง๐ฌ) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
๐๐ ๐๐จ๐ฆ๐ฌ provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
โญ ๐ ๐๐๐ญ๐ฎ๐ซ๐๐ ๐ฉ๐ซ๐จ๐ฃ๐๐๐ญ๐ฌ:
โข 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
โข SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
โขFreenBecky 1st Fan Meeting in Vietnam
โขCHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
โข WOW K-Music Festival 2023
โข Winner [CROSS] Tour in HCM
โข Super Show 9 in HCM with Super Junior
โข HCMC - Gyeongsangbuk-do Culture and Tourism Festival
โข Korean Vietnam Partnership - Fair with LG
โข Korean President visits Samsung Electronics R&D Center
โข Vietnam Food Expo with Lotte Wellfood
"๐๐ฏ๐๐ซ๐ฒ ๐๐ฏ๐๐ง๐ญ ๐ข๐ฌ ๐ ๐ฌ๐ญ๐จ๐ซ๐ฒ, ๐ ๐ฌ๐ฉ๐๐๐ข๐๐ฅ ๐ฃ๐จ๐ฎ๐ซ๐ง๐๐ฒ. ๐๐ ๐๐ฅ๐ฐ๐๐ฒ๐ฌ ๐๐๐ฅ๐ข๐๐ฏ๐ ๐ญ๐ก๐๐ญ ๐ฌ๐ก๐จ๐ซ๐ญ๐ฅ๐ฒ ๐ฒ๐จ๐ฎ ๐ฐ๐ข๐ฅ๐ฅ ๐๐ ๐ ๐ฉ๐๐ซ๐ญ ๐จ๐ ๐จ๐ฎ๐ซ ๐ฌ๐ญ๐จ๐ซ๐ข๐๐ฌ."
As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your companyโs legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, weโll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
Taurus Zodiac Sign_ Personality Traits and Sign Dates.pptxmy Pandit
ย
Explore the world of the Taurus zodiac sign. Learn about their stability, determination, and appreciation for beauty. Discover how Taureans' grounded nature and hardworking mindset define their unique personality.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
ย
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
ย
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
2. 02
PSD
Regulatory Practice
April 2013
Matchmaking
Is what we do and we do it very well
PSD is a leading Executive and Management recruitment organisation.
We operate across a range of functions, industry sectors and countries,
providing specialist expertise in each area. Our reputation is based
upon our ability to deliver outstanding results, exceptional levels of
service and a real understanding of our specialist markets. We provide
comprehensive recruitment services for both single appointments and
large scale assignments, permanent and interim on an International
basis.
We operate through a matrix structure organised by geography, function
and specialist industry sector. Our principal specialisms are Compliance,
Financial Crime, Data Protection & Privacy, Risk, Marketing, IT, Finance,
Legal, HR, Customer Contact, Engineering and Design, Pensions &
Investment, Procurement and Supply Chain, Surveying and Planning.
Our principle objective is to be the leading specialist in our chosen
markets, with an outstanding reputation for the quality and effectiveness
of our services.
For a confidential discussion about your requirements or to discuss your
career aspirations please contact Kirstie Burn 020 7970 9712 (kirstie.
burn@psdgroup.com) or Paul Geist on 020 7970 9774 (paul.geist@
psdgroup.com)
3. 03
PSD
Regulatory Practice
April 2013
Regulatory Practice
Welcome to PSDโs Regulatory Practice
2013 Salary Survey, an essential guide
to pay and reward across the Banking &
Financial Services sectors.
It is the result of a comprehensive salary survey completed online by
permanent and interim Regulatory Practice professionals responding to
an email invite and PSDโs own database of 15,000 professionals.
Contents
02 Matchmaking
03 Regulatory Practice
04 Analysis
07 Banking & Financial
Services
09 Banks & Building
Societies
10 General Insurance &
Mortgages
11 Life & Pensions,
Outsourcers
12 Management
Consultancy
13 IFA / Networks
14 Credit Cards /
Payments
15 Regulatory Bodies
16 Regulatory Practice
17 Contacts
We believe it is the most useful and
comprehensive of all Regulatory
salary surveys, allowing Regulatory
leaders, HR professionals and
candidates to analyse trends and
benchmark their own companyโs
reward policy. The survey
focuses purely on executive and
management roles within the
Regulatory field and reflects the
level of individuals on which PSD
focuses.
Our results have been gathered
during another challenging year
which has seen a double-dip
recession in the UK, the continuing
crisis in the Eurozone and pace of
growth in the emerging markets of
China, India and Latin America.
During 2009 to 2011 permanent
candidates were moving for
improved job security, career
prospects and more interesting
roles. Although these factors
are still a high priority, financial
incentives are becoming
increasingly important. As a result,
it has become more difficult to find
good people willing to move over
the last 12 months.
We expect organisations
to demand more from their
Regulatory control functions as
the need to stand out from the
competition through stronger
brand, communications and
customer experience increases in
importance.
Completed by over 2500 professionals.
4. 04
PSD
Regulatory Practice
April 2013
Analysis
Market Review of 2012
2012 in entirety was a fairly challenging year due to an inconsistent
market in regards to predicting and forecasting the marketsโ performance
Quarter by Quarter and over the year. The actual Global, Euro and macro
economic factors all affecting both domestic and International Finance,
many of our clients were awaiting outcomes in regards to Regulation
and Legislative changes as well as availability of capital to market and
new liquidity regulations.
Q1 2012 began with some uncertainty and concern over the Euro
Money crisis and how this could or would affect the Banking & Financial
Services markets. This impact of the Eurozone crisis, how the banks had
no money combined with an increasing number of significant European
countries concern over sovereign wealth, meant a vigilant approach to
spend and budgets.
Recruitment Market 2012
Overall it was a cautious and slow moving market where the interview
process was often procrastinated. We started to see clients reduce the
need to bring in expertise on Solvency II and other work.
The banks have been hiring in places, but from the external recruiterโs
perspective this has not necessarily offered great opportunity as often the
sourcing has primarily come from the redeployment of staff internally or,
if they must seek external talent, using this as an opportunity to promote
within and then hire in at a junior level.
Also in general, fragmentation of the sector has created opportunities.
We worked with a significant number of; start-up firms, overseas firms
looking to establish in the UK (particularly originating from the US), firms
looking to further invest in existing Compliance & Risk resource and also
requirements for strong regulatory experience as the FSA intensifies itโs
approach to specific markets such as the Payments industry.
Hiring managers held high expectations of what they wanted to attract
into the Banks / Firms, however the market was quite static as those
looking were few and far between. This meant that we experienced a
more demanding client side whilst the choice of candidates in the market
showed signs of contracting.
5. 05
PSD
Regulatory Practice
April 2013
Analysis
Market Review of 2012
Understandably spend and budgets were key factors in all decisions in
regards to recruitment and therefore the appointment of new positions
was only approved when there was full confidence from all parties
involved in the process. Sign off often involved more levels of senior
authority than we had experienced in 2011 (often up to Board level).
Organisationsโ desire to find candidates who combined qualifications
with relevant sector experience and their refusal to compromise on
specifications produced pockets of skill shortages, for which those
candidates with fairly specialist skill sets and rare combination of
experience were in high demand. The core challenge of this was the
outcome of counter offers proving successful in more opportunities
than we would usually experience. However, those people were soon to
return to PSD as the initial salary increase did not compete with other key
factors where there were continued missed expectations.
Social Media
Social media and new forms of networking such as Linked-in particularly
became a significant part of our world. Social media and Linked-in
allows information and communication to flow in a current status so
has been a huge benefit to our industry. However the relationship PSD
has with our candidates has still been paramount in our approach to
success. Candidates and Recruitment Partners have used the search
tool to identify people with whom we would like to connect. The passive
candidate market where PSDโs knowledge of the inactive candidate pool
has been invaluable to our clients.
The actual skill and confidence in working closely with a trusted and
professional recruitment / search partner has been the ultimate reason
in an individual considering an approach to a firm such as PSD and
assisting with final decisions on offers. The personal contact has not lost
itโs benefit as well as the interest in working with an impartiality of advice
on career moves rather than direct discussions with the hiring firm /
manager.
6. 06
PSD
Regulatory Practice
April 2013
Analysis
Market Review of 2012
Key Skill Set Demand
AML and Financial Crime, Product Advisory, Monitoring and Policy/
Regulatory Affairs were the most sought-after specialisms. Client Asset
Sourcebook (CASS) and โsuitability and appropriatenessโ specialists in
the light of MiFID II were also strong needs.
Expertise in AML, Financial Crime, Privacy and Data Protection have
also been in higher demand in 2012 due to an increase in legislation and
observations from the regulatory bodies in these areas.
Compliance monitoring is a key skill which is also seeing further resource
development across both retail and investment markets as well as hiring
in those who can manage and liaise with FSA in a regulatory capacity.
2013 Predictions
In 2013, we expect a stronger year of more consistent performance
and are already seeing continued requirements across Financial
Crime & AML, more Senior level requirements across Compliance and
Regulatory Risk and Interim Heads of. The LCO of the FSA and ever
intensifying presence of Supervision from regulatory bodies will uncover
more opportunities for Compliance & Regulatory Risk professionals.
Consumer Finance firms soon to come under the FCA guidance and
Payments firms who are aiming to gain an e-money licence and establish
as an EMI and come under the Payment Services Directive will require
further expertise in house. Those candidates with niche skills and
complementary combinations of experience will be most in demand as
stand out in regards to expertise.
7. 07Regulatory Practice
April 2013
PSD
Banking & Financial Services
2012 has been a challenging year for the sector with restructuring and redundancies in the larger
banks. This will continue in 2013. The main skill sets in demand are likely to be Policy, Advice &
Guidance. Within the Banking & Financial Services markets the Cards arena has been buoyant with
lots of innovation and NPD around digital and mobile payments.
Although market conditions are challenging, there is movement at senior management level within
the Regulatory functions, and we expect this to continue throughout 2013.
Salaries remained fairly flat in 2012, with moves being made for increased career opportunities,
as restructuring and shrinkage of departments reduced internal opportunities. Salaries on hiring in
external expertise will need to demonstrate an increase of a substantial enough offer to give the
preferred candidate confidence this is the right move if leaving a secure post to a new venture.
We expect in 2013 there will be an increasing focus on retention and development of talent as
expectation increases around growth in 2013/2014.
Retail Banks are looking to invest in Group Regulatory functions and structure strong central controls
leading and guiding business units within the Banks. The Libor scandal and focus around interest
rate swaps is also encouraging Banks to look for monitoring and policy people to regulate the
operations.
The Insurance sector has seen a consistent level of recruitment with product specialists in high
demand, as Insurers look to review their offering in light of legislative impacts such as the Retail
Distribution Review.
Demand for interim and contract roles within the sector in 2012, especially within Retail Banks, will
continue in 2013 to support headcount challenges and project rollouts.
Life & Pensions firms have remained quite static with demand arising mainly from the BPO market
taking over outsourced compliance contracts with larger providers. We expect the conditions in
2013 to be similar.
Management consultancy firms will experience an upturn in engagements within the Regulatory
arena in 2013, due to the increased level of supervision coming from the Regulator, the LCO of the
FSA and more firms coming under the guidance and control of the FCA (ie Payment & Consumer
Finance firms).
The IFA market continues to respond to RDR and Compliance teams have become more
centralised. The field based compliance positions are on the decrease and head office teams are
growing in monitoring, advice & guidance.
8. 08Regulatory Practice
April 2013
PSD
Banking & Financial Services
Card Association experience, knowledge of the payment services Directive, permission and
e-money licensing experience will all be high demand skills for the payments sector. Payments/
cards firms will always look for excellent understanding of AML, Financial Crime and Risk rules and
regulations.
With the LCO to take place - the FCA (Financial Conduct Authority) & PRA (Prudential Regulatory
Authority) will create the change in the markets reflecting the new structure. This will create
opportunities for FCA / PRA people to move into industry and then the Regulator needing to build
strong resource in-house to support the external presence required in the Banking & Financial
Services firms.
9. 09Regulatory Practice
April 2013
PSD
Banks & Building Societies
LONDON SOUTH ENGLAND
Group Director of Compliance 150-250+ 120-200+
Director of Compliance 120-150 100-130
Head of Compliance 80-120 75-110
Senior Compliance Manager 65-90 60-75
Compliance Manager 50-65 45-60
Group Director of Financial Crime 150+ 125+
Director of Financial Crime/MLRO 100-125 90-115
Head of Financial Crime 90-130 80-110
Senior Financial Crime Manager 65-80 55-75
Financial Crime Manager 45-65 40-55
Group Director of Privacy/DP 140-175 100+
Director of Privacy/ DP 100-135 80-100
Head of Privacy/ DP 75-100 65-80
Senior Privacy/DP Manager 55-75 50-65
Privacy/DP Manager 45-55 40-50
Group Operational Risk Director 125+ 110+
Operational Risk Director 100-125 95-110
Head of Operational Risk 90-110 75-95
Senior Operational Risk Manager 70-90 60-75
Operational Risk Manager 50-70 45-60
10. 10Regulatory Practice
April 2013
PSD
General Insurance & Mortgages
LONDON SOUTH ENGLAND
Group Director of Compliance 150-200+ 120-150+
Director of Compliance 120-150 100-130
Head of Compliance 95-120 75-110
Senior Compliance Manager 65-85 60-75
Compliance Manager 50-65 45-60
Group Director of Financial Crime 150 125+
Director of Financial Crime/MLRO 100-125 90-115
Head of Financial Crime 85-110 80-100
Senior Financial Crime Manager 65-80 55-75
Financial Crime Manager 45-65 40-55
Group Director of Privacy/DP 100+ 90+
Director of Privacy/ DP 90-100 80-90
Head of Privacy/ DP 70-90 65-80
Senior Privacy/DP Manager 60-70 55-65
Group Operational Risk Director 125+ 110+
Operational Risk Director 95-120 85-100
Head of Operational Risk 75-95 70-85
Senior Operational Risk Manager 65-75 55-70
Operational Risk Manager 45-65 45-55
11. 11Regulatory Practice
April 2013
PSD
Life & Pensions, Outsourcers
LONDON SOUTH ENGLAND
Group Director of Compliance 150+ 110-120
Director of Compliance 95-110 90-100
Head of Compliance 70-90 70-90
Senior Compliance Manager 60-75 45-60
Compliance Manager 45-65 30-45
Director of Financial Crime/MLRO 100-150 100-125
Head of Financial Crime 80-110 70-90
Senior Financial Crime Manager 65-80 55-65
Financial Crime Manager 50-65 40-55
Operational Risk Director 120+ 100+
Head of Operational Risk 120-150 80-100
Senior Operational Risk Manager 60-90 50-80
Operational Risk Manager 50-80 35-50
Operational Risk Consultant 45-60 30-40
12. 12Regulatory Practice
April 2013
PSD
Management Consultancy
LONDON SOUTH ENGLAND
Head of Sector 200+ 200+
Partner 200+ 175+
Associate Partner 150-175 120-150
Director 120-150 100-115
Senior Manager 85+ 60-80
Manager 60-80 55-70
13. 13Regulatory Practice
April 2013
PSD
IFA / Networks
LONDON SOUTH ENGLAND
Director of Compliance 110-200 100-125
Head of Compliance 75-110 80-100
Senior Compliance Manager 55-65 55-75
Compliance Manager 45-60 40-55
Head of T&C 75-100 65-85
T&C Manager 55-70 50-65
T&C Supervisor 30-55 30-50
Head of Financial Crime 80-110 70-90
Financial Crime Manager 50-65 40-55
Operational Risk Director 120+ 100+
Senior Operational Risk Manager 60-90 50-80
14. 14Regulatory Practice
April 2013
PSD
Credit Cards / Payments
LONDON SOUTH ENGLAND
Group Director of Compliance 150+ 150+
Director of Compliance 150 100-125
Head of Compliance 65-110 60-100
Compliance Manager 45-65 40-55
Director of Financial Crime 100-130 90-110
Head of Financial Crime 80-110 70-90
Senior Financial Crime Manager 65-80 55-65
Financial Crime Manager 50-65 45-55
Operational Risk Director 120+ 100+
Senior Operational Risk Manager 60-90 50-80
15. 15Regulatory Practice
April 2013
PSD
Regulatory Bodies
LONDON SOUTH ENGLAND
Director of Compliance 110-150+ 100-110
Head of Compliance 95-130 80-100
Senior Compliance Manager 60-75 65-80
Compliance Manager 40-60 45-65
Director of Financial Crime 110-120+ 100-125
Head of Financial Crime 90-110 70-90
Senior Financial Crime Manager 65-80 55-65
Financial Crime Manager 45-65 40-55
Head of Privacy or DP 80-125 65-80
Senior Privacy or DP Manager 55-75 55-65
Operational Risk Director 120+ 100+
Senior Operational Risk Manager 60-90 50-80
16. 16
PSD
Regulatory Practice
April 2013
Regulatory Practice
Our reputation is built on our ability to
deliver outstanding results and exceptional
levels of service.
Established in 1992, our Compliance, Risk & Fraud practice comprises
30 consultants in locations worldwide with specialist teams dedicated to
the following sectors:
Functions
We recruit across all job functions in Compliance, Risk & Fraud from
Analyst to Group Directors:
Recruitment Services
Operating at executive, management and board level, we provide
comprehensive recruitment services for both single appointments and
large scale assignments delivered through a rigorous project management
system.
Our approach is open and collaborative and recommendations are made
only after careful consideration and analysis of clientsโ specific needs. Our
core services are:
โข Banking
โข Financial Services
โข Business Services
โข Not for Profit
โข Regulatory Bodies
โข Professional Services
โข Compliance
โข Regulatory Risk
โข Regulatory Affairs
โข AML
โข Privacy/Data Protection
โข Financial Crime
โข Market Risk
โข Credit Risk
โข Enterprise Risk
โข Operational Risk
โข Quantative Risk
โข Fraud
โข Executive Search
โข Advertised Search
โข Contingency Search
โข Contract & Interim
โข Market Mapping
โข Psychometric Testing
โข Salary Benchmarking
โข Client Forums
17. 17Regulatory Practice
April 2013
PSD
REGULATORY PRACTICE TEAM FOCUS
Kirstie Burn
Associate Director
kirstie.burn@psdgroup.com
http://www.linkedin.com/pub/
kirstie-burn/8/514/8a0
Specialising in Compliance, Regulatory
Risk, Financial Crime, AML, Sanctions,
Data Protection, Privacy and Training
& Competence in the mid to senior
markets in firms across London and
Southern England.
Paul Geist
Principal Consultant
paul.geist@psdgroup.com
http://www.linkedin.com/in/
paulgeist
Specialising in Compliance, Regulatory
Risk, Financial Crime, AML, Sanctions,
Data Protection, Privacy and Training
& Competence in the mid to senior
markets in firms across London and
Southern England.
Contacts