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McGraw Hill Financial Jobs in London, England

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Show:  All Results Last 7 Days
4 days ago

Index Market Analyst - FTC - (S&P Dow Jones Indices)

McGraw Hill Financial London, England

• Consult a variety of sources including but not limited to: Thomson Reuters, Bloomberg, S&P Capital IQ, Factset, Company IR websites, Stock… McGraw Hill Financial

7 days ago

Director-Channel Management (S&P Dow Jones Indices)

McGraw Hill Financial London, England

Director - Channel Management-S&P Dow Jones Indices The Role: As a Director you will have to identify, build and maintain relationships with key… McGraw Hill Financial

23 days ago

European Power Analyst (Eclipse Energy - Platts)

McGraw Hill Financial London, England

The Role: Eclipse is looking for an experienced analyst to help drive forward its development of a Continental European power price forecasting… McGraw Hill Financial

23 days ago

Talent Development Manager

CORPORATE London, England

Our Human Resource professionals are accountable for establishing and maintaining the strategy, processes, and systems that enable McGraw Hill… CORPORATE

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McGraw Hill Financial Reviews

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McGraw Hill Financial President & CEO Douglas L. Peterson
Douglas L. Peterson
41 Ratings
  • Do not work here if you wish to pursue a HR career

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Contractor - Specialist, TR Data in London, England (UK)
    Former Contractor - Specialist, TR Data in London, England (UK)
    No opinion of CEO

    I worked at McGraw Hill Financial as a contractor (Less than a year)


    Modern building above the CW tube station and shopping mall; fantastic people, corporate


    - Work life balance is abysmal within specific HR Teams. Often the entire team in Comps work 3 days from home whilst the sole individual is expected to man the desk 5 days in office despite living in the other side of London. - salary poor. Came from oil and gas industry to drop half wages and subsequently resigned after 6 months to return back to Oil & Gas. - no cohesion and poor team communication. No coaching given for individuals who wish to enhance their learning curve.

    Advice to Management

    Lower your performance expectations when sourcing candidates to work for you. Do not expect your ideal candidate will become your "Mini-me" overnight and do not trap them in "Catch 22" performance feedbacks. (Eg, feedback to speed up with work load. Speeding up workload leads to errors leading to a summon)

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