- Comp & Benefits
- Work/Life Balance
- Senior Management
- Culture & Values
- Career Opportunities
I have been working at Horace Mann full-time (more than an year)Pros
You will learn how to deal with change within your department and other departments you work with closely. Great opportunity to learn the P&C business if you are willing to walk around and talk to people.
Decent retirement benefits and paid days off. Bonus structure is generous for lower ranks.
CEO has a vision of how to grow an already profitable company.Cons
Change - constant, frequent, disruptive, sometimes unfocused change. Management has good ideas on how to implement Senior Leadership's vision, but difficulty with smooth execution (one department has gone through 3 restructurings this year alone).
Very title-heavy organization. I've never seen a company with so many AVP's.
Incentives are less than industry average for my specialty; low cost of living locally, so the balance isn't too far off the mark. Documentation and training lag behind directional changes. There is little room for vertical advancement; must switch departments to grow professionally. Lack of adequate communication about directional and org changes.
I'll mention the same thing I've read in other reviews: management is quick to say "changes are coming, hang in there", but beneficial change is slow to come. I suspect this is due to the bureaucracy of HR, or senior management, and not the choice of the lower-level managers.
All-in-all, this is a solid company that is undergoing significant changes due to a new CEO that came on board in 2013. The new leadership seems to be banking on new systems to solve their ills without understanding a reasonable timetable to complete a systems migration project. The current system is grossly outdated and the products we offer are somewhat limited by system constraints. Because of the direction the company is headed, the systems migration project is getting seemingly unlimited $ and new personnel while our department is shrinking due to attrition from those leaving for other opportunities.Advice to ManagementAdvice
Train, execute, and pay/promote for performance.
The new system is a great future solution, but don't forget the short-term needs of departments and employees.
Keep heading us in the right direction; empower the managers below and hold them accountable to get the departments in shape and on board.
Create promotional opportunities to grow the company from within. Allow people to grow within their departments instead of necessitating departmental switching for growth opportunities.
Hold lackluster performers accountable for their missteps. Education, accountability, and execution are what will get the company where the CEO wants us to go.Doesn't RecommendNeutral OutlookApproves of CEO
Getting an Interview
Getting an Interview
- Interview Details
One interview; two management members; very nice and informative; the work culture is very comfortable and the management supports the team with good training and backup.Interview Questions
- How do you handle irate customers? Answer Question
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Naming itself in honor of Horace Mann, considered the father of public education, Horace Mann Educators is an insurance holding company that targets K-12 school teachers and other public school employees throughout the US. Through its operating subsidiaries, the company offers homeowners, auto, and individual and group life insurance, as well as retirement annuities. Horace Mann employs some 700 agents, many of whom are former teachers themselves. Writing business in 48 states and Washington DC, the company derives more than a third of its premiums from five states...