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| Pensions on Divorce Startup - Flexibl... | ||
| Remote - Negotiable | ||
| SVP, Head of Reserve Forecast Analytics | ||
| Bermuda - £200,000 Per Annum | ||
| START-UP, Lead Reinsurance Actuary | ||
| London - Negotiable | ||
| Senior Actuary | ||
| London - Negotiable | ||
| Reserving Manager | ||
| London - £130,000 Per Annum | ||
| Senior Reserving Consultant | ||
| London - £100,000 Per Annum | ||
| Head of Capital | ||
| London - £180,000 Per Annum | ||
| Head of Portfolio Optimisation | ||
| London - Negotiable | ||
| Pricing Lead/Manager | ||
| London - £130,000 Per Annum | ||
| Actuary | ||
| London/Hybrid - Negotiable | ||
| Capital Actuary | ||
| London - £110,000 Per Annum | ||
| Senior Reserving Actuary | ||
| London - Negotiable | ||
| Head of Capital | ||
| London/Hybrid - Negotiable | ||
| Head of Pricing | ||
| London - £170,000 Per Annum | ||
| Pricing Actuary | ||
| London - £120,000 Per Annum | ||
| Pricing Transformation Lead | ||
| London - £85,000 Per Annum | ||
| Head of Capital | ||
| London - Negotiable | ||
| Portfolio Actuary | ||
| London - £140,000 Per Annum | ||
| Deputy Head of Capital | ||
| London - £140,000 Per Annum | ||
| Senior Pricing & Portfolio Management... | ||
| London - £150,000 Per Annum | ||
LATEST EDITION - OUT NOW
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Even the most advanced pricing strategies fail without execution at scale. Discover how insurers can operationalize insight through collaboration, cloud technology, automation, and AI. Think big and scale smarter. In today’s competitive insurance market, having a winning pricing strategy is only half the battle. The true differentiator? Execution at scale. As the old management consulting maxim says: “Strategy is a commodity; execution is an art.”
The Second Pensions Commission has published its interim report. At 190 pages, it is detailed and wide-ranging. But for many employers, much of it will feel familiar. The same questions run throughout. Are people saving enough? Is the system fair? And are we genuinely set up to deliver good member outcomes over time? In that sense, the report does not introduce a new agenda. Instead, it strengthens an existing one. It brings together a robust evidence base behind issues that employers have been grappling with for years.