eFinancialCareers

• Headquarters' Location:

  London, UK

• Presence:

  UK, Europe, Asia, USA

• Number of Employees:

  Over 900 employees

• Revenues:

• Website:

  http://www.henderson.com

Culture & History

Founded to administer the estates of Alexander Henderson, the first Lord Faringdon, Henderson has been managing investments since 1934 and managing pension funds since 1975. It became a public company in 1983 and in 1992 acquired Touche Remnant from Société Générale, an acquisition that established Henderson as the UK's leading investment trust manager.

In March 1998, Henderson was acquired by AMP and was subsequently integrated with AMP Asset Management's operations in the UK and Australasia as Henderson Global Investors.

In December 2003 AMP's Australasian and UK based businesses demerged and Henderson became part of HHG PLC, a new UK holding company listed on the London and Sydney Stock Exchanges. In April 2005, the holding company was renamed Henderson Group plc to reflect the sale of the Life Business and the return of Henderson to its core business of investment management.

Financial Facts

We currently manage £67.7 billion worth of assets (as at 31 December 2005), £32.1bn in Fixed Income, £28.6bn in Equities and the remainder in Property and Private Capital.

The objective is to build the operation into a more profitable and valuable business by growing revenues and by continuing to orient the business to higher margin products. Management is focused on improving the cost to income ratio to an annualised target of 75% over the short to medium term. While investment markets are still likely to present some challenges, the Group has a strong foundation for sustained growth and profitability from the asset management operations of Henderson Global Investors.

Training & Development

Henderson develops its employees in a variety of ways to meet the needs of the organisation and individual. Learning needs can be identified on four levels:

• 1. Individual learning needs are identified through the Performance Management Process, also known as the appraisal process. Your development plan will be designed to help you do your current job better or further your career aspirations. You will be able to agree your development plan with your manager as part of the Performance Management process and/or through regular one-to-one informal discussions;
  
• 2. Team specific learning needs are linked to team/department development plans and specific projects;
  
• 3. Organisational learning needs which arise from business strategic planning, market changes/trends and re-structures; or
  
• 4. Compulsory learning needs which arise through change in legislation, governance, risk management, compulsory compliance requirements recognised through governing bodies. For example, Financial Services Authority (FSA).

We encourage employees to look for and make the most of all appropriate learning and development opportunities to enhance and continue to support professional development of all individuals and teams.

Employees are encouraged to participate in Learning and Development. The Company operates an Equal Opportunities Policy and aims to provide opportunities for all employees to develop the necessary skills, knowledge and confidence to help the business and themselves succeed.