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Search Salaries > Risk Management Analyst > C-C-C-C-Italy
Job Description

How much does a Risk Management Analyst in C-C-C-C-Italy make?

The base salary for a Risk Management Analyst in C-C-C-C-Italy is 49,900
Also known as: Risk analyst.

49,900

Median Base Salary (Percentile 50)
136 observations
(Updated: 04 May 2024)

Confidence

Excellent

Avg. Bonus per year

Of avg. Stock options

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Salary Table

A Risk Management Analyst earns a median base salary of 49,900 in C-C-C-C-Italy, but the base salary ...

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Level Below median
(25th percentile)		 Market median
(50th percentile)		 Above median
(75th percentile)		 Top Competitive
(90th percentile)
Junior 60000 60000 60000 60000
Mid 60000 60000 60000 60000
Senior 60000 60000 60000 60000
Lead 60000 60000 60000 60000
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Bonus & Stock options

The role Risk Management Analyst in C-C-C-C-Italy usually comes with bonuses and the possibility of accessing stock options. Both must be added to ...

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Level Min Avg Max
Junior 60000 60000 60000
Mid 60000 60000 60000
Senior 60000 60000 60000
Lead 60000 60000 60000
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Experience Min Avg Max
Junior 60000 60000 60000
Mid 60000 60000 60000
Senior 60000 60000 60000
Lead 60000 60000 60000

Supply and demand

Highly supplied position in a highly demanded market
Supply | (<100 professionals)
Demand | (<100 job offers)

Gender gap

Balanced

Male

56%

Female

44%

Benefits

There are statutory benefits associated with a Risk Management Analyst in C-C-C-C-Italy according to ...

Most Common Benefits

Competitive advantages associated with a Risk Management Analyst in C-C-C-C-Italy
The relocation package in Italy provides financial support for moving, temporary housing, and travel expenses for employees and their families. It also includes settling-in services like language courses and cultural orientation, ensuring a smooth transition to the new location.
Comprehensive health insurance in Italy offers employees access to various medical services, including doctor visits, hospital care, and emergency services. It reduces out-of-pocket costs and covers preventive care and prescriptions, ensuring well-being and financial security with both public and private providers.
Italy's embrace of cutting-edge technology offers transformative benefits across various sectors. By integrating the latest innovations, businesses can enhance efficiency and productivity, leading to a more competitive economy. In healthcare, advanced technologies improve patient outcomes and streamline services. The education sector benefits from digital tools that foster interactive and personalized learning experiences. Furthermore, sustainable technologies support Italy's commitment to environmental preservation, promoting a greener future.
Italy offers a unique blend of tradition and innovation for professional development. Engage in workshops, conferences, and top-tier degree programs. With vibrant sectors like fashion and engineering, Italy fosters skill enhancement and career growth in a culture of lifelong learning.
Travel assistance in Italy covers travel expenses such as transportation and accommodation, and provides support during emergencies. It ensures access to medical care and aids in local navigation, reducing financial and logistical challenges for a smoother travel experience.

Side Benefits to attract & retain talent

Additional perks for a Risk Management Analyst in C-C-C-C-Italy
Work-Life Balance
Work From Home
Flexible Working Hours
Equal Opportunity Employer

Statutory Benefits

Mandatory benefits in C-C-C-C-Italy
Under Italian law, salary calculations are paid in 12 monthly installments. The additional 13th installment (“tredicesima”) is paid out each year alongside the December salary. Some NCAs also include a 14th monthly installment, normally paid in June.
Any foreigners coming to work in Italy require a work visa, a national visa, or a D-Visa. Additional permission is required to stay in Italy.
There is no statutory minimum wage in Italy. The sector usually sets minimum wages for each contractual level in the relevant national collective agreements (NCAs).
Social Security, Employee Income Tax, Regional Tax, Municipal Tax
Social Security (including pensions, disability and survivors’ benefits, sick leave, maternity, paternity, parental leave), Injuries at Work Insurance (INAIL)- varies by Occupation, TFR (severance pay)
The payroll cycle in Italy is monthly, payment must be made by no later than the 15th of the following month.
Standard working hours in Italy are 8 hours per day, 40 hours per week. Overtime is regulated by employment contract/collective agreements.
All female employees are entitled to 5 months of paid maternity leave, generally taken two months before the due date until three months after childbirth, with 80% of salary paid.
Employees are eligible for a one-time period of 15 calendar days in the event of marriage.
The father is entitled to receive 100% of the regular salary and compulsory paternity leave of 10 days within five months of the child’s birth.
Public holidays in Italy include New Year’s Day, Epiphany, Easter Sunday, Easter Monday, Liberation Day, International Workers Day, Republic Day, Assumption Day, All Saints Day, Immaculate Conception, Christmas Day, St. Stephen’s Day, totaling approximately 12 days a year.
Employees in Italy are entitled to paid sick leave, paid for by the employer and subsequently the government. Various rates apply depending on the number of sickness periods.
Minimum leave is determined by the applicable collective agreement, which generally provides paid annual leave of not less than four weeks per year.
In the event of the death or serious illness of a family member, paid leave is granted up to a maximum of 3 days per year.
In Italy, an employee can take up to 10 months of unpaid parental leave. An extra month of parental leave is paid with 80% of the employee’s salary.
Statutory probation periods in Italy are set per the job role of the employee. For employees with no managerial responsibilities, the probation period is three months.
In Italy, severance pay is applicable if the employer made the termination for authorized causes. The TFR is calculated according to the formula of a year’s overall salary divided by 13.5.
The length of the notice period is determined by the applicable collective bargaining agreement and is dependent on enrollment level, category, and tenure.
Termination must fall under specific causes such as just cause or justified reason. Mutual Termination Agreement is often best practice.