New appointments underline Cirencester Friendly’s commitment to investing in current and new talent

01 October 2024

• Sue Kissane promoted from Senior Medical Underwriter to Underwriting Manager
• Rob Higgins promoted from Claims Manager to Senior Manager - Claims
• Apprenticeship scheme launched with eight participants in 2024

Two new appointments in Cirencester Friendly’s underwriting and claims teams underline the Society’s commitment to growing its own talent and creating clear career pathways to success for team members. This policy forms an integral part of Cirencester’s ethos to create a supportive and working environment where employees can flourish.

Sue Kissane, who has been at the Society for just over five years, has been promoted to Underwriting Manager. As part of her new responsibilities, Sue will lead the Underwriting Team, ensuring underwriting excellence is embedded with a culture focused on high quality service aligned to our vision, mission and values. Rob Higgins, who joined Cirencester Friendly as Claims Team Lead in 2020, is promoted to Senior Manager – Claims. This is Rob’s second promotion within the business, reflecting the pivotal role he plays in the Society achieving a claims payout rate of more than 95% in 2023.

As well as these two promotions, Cirencester Friendly has also launched an apprenticeship programme, with this year’s intake of eight individuals taking on both customer facing and technical roles, the revolving around a two-year course. As well as learning on the job, the apprentices will spend time with the senior leadership team and participate in virtual courses, working towards nationally recognised qualification. The hope is that all candidates will stay with Cirencester to build their careers once the course is completed, further supplementing its talent pool.

CEO, Andy Morris said: “If Cirencester Friendly is to achieve its growth ambitions, investing in both current and new talent is vital. Sue and Rob’s hugely deserved promotions reflect our commitment to this aim. I want our employees to feel they can develop and progress within the Society and we actively encourage regular career conversations between line managers and employees.

By creating the apprenticeship programme, we can ensure we develop the skills we need to grow the business in-house. I and the rest of the senior leadership team are committed to creating an inclusive and supporting culture where every employee feels valued and empowered to achieve their career goals.”