险企高管薪酬缩水

21世纪经济报道2025-04-15

热点栏目自选股数据中心行情中心资金流向模拟交易客户端　　随着上市险企2024年年报陆续披露，机构高管薪酬成为市场焦点。据统计，五家A股上市险企在任董监高薪酬总额连续六年下滑，2024年董监高薪酬总规模同比下降近12%。　　整体来看，“降薪潮”后，头部险企薪酬体系呈现分化态势。其中，新华保险高管整体薪酬同比出现明显上涨，中国人保、中国平安、中国太保、中国人寿均出现不同幅度下降...

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href=https://finance.sina.com.cn/roll/2025-04-15/doc-inetewae8168705.shtml><strong>21世纪经济报道</strong></a>\n\n\n</h4>\n\n</header>\n<article>\n<div>\n<p>热点栏目\n\n自选股\n数据中心\n行情中心\n资金流向\n模拟交易\n\n客户端\n\n\n　　随着上市险企2024年年报陆续披露，机构高管薪酬成为市场焦点。据统计，五家A股上市险企在任董监高薪酬总额连续六年下滑，2024年董监高薪酬总规模同比下降近12%。\n　　整体来看，“降薪潮”后，头部险企薪酬体系呈现分化态势。其中，新华保险高管整体薪酬同比出现明显上涨，中国人保、中国平安、中国太保、中国人寿均出现不同幅度下降...</p>\n\n<a href=\"https://finance.sina.com.cn/roll/2025-04-15/doc-inetewae8168705.shtml\">网页链接</a>\n\n</div>\n\n\n</article>\n</div>\n</body>\n</html>\n","isBrief":false,"type":0,"news_type":1,"symbol":"LU1211504680.USD","symbol_name":"ALLIANZ HIGH DIVIDEND ASIA PACIFIC EQUITY \"AM\" (USD) 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shrinks","themeId":null,"isJumpTheme":false,"ttsUrl":null,"symbols_score_info":{"82318":0.6,"159982":0.9,"399300":0.9,"601318":0.6,"03145":0.6,"HPAD.SI":0.6,"PNGAY":0.6},"content_text":"热点栏目\n\n自选股\n数据中心\n行情中心\n资金流向\n模拟交易\n\n客户端\n\n\n　　随着上市险企2024年年报陆续披露，机构高管薪酬成为市场焦点。据统计，五家A股上市险企在任董监高薪酬总额连续六年下滑，2024年董监高薪酬总规模同比下降近12%。\n　　整体来看，“降薪潮”后，头部险企薪酬体系呈现分化态势。其中，新华保险高管整体薪酬同比出现明显上涨，中国人保、中国平安、中国太保、中国人寿均出现不同幅度下降，中国太保高管薪酬降幅最大，最高薪酬未超过300万元。\n\n　　高管总薪酬“六连降”，上市险企薪酬分化\n　　从五家A股上市险企董监高的年薪分布情况来看，“降薪潮下”，保险业高管群体薪酬整体仍处于下降通道，且薪酬结构的“金字塔”进一步倾斜。\n　　2024年，五家险企披露薪酬的董监高中，33.33%的高管年薪低于50万元，较2023年上升2.42个百分点；50万~100万元区间人数锐减，占比从26.36%降至19.61%；而100万~500万元区间占比39.22%，成为主力。超高薪群体急剧收缩，500万元以上年薪者共8人，其中千万年薪高管仅存2人，较2019年的6人减少三分之二。\n　　其中，中国太保成为2024年高管薪酬降薪幅度最大的险企，董监高薪酬总额同比缩水35.85%至2280.7万元；而新华保险的高管薪酬总额则出现明显上涨，上涨27.9%至1681.40万元。另外，中国人寿高管薪酬同比下降9.34%至1624.40万元；中国人保高管薪酬同比下降6.84%至1174.01万元。\n　　而高管薪酬分化现象背后，是监管对短期激励的严控与险企对未来风险的主动预判。\n　　“薪酬框架折射险企对未来风险的预判。当前行业更倾向压缩短期激励，通过延期支付、追索扣回等机制绑定长期风控。”北京某保险机构负责人分析称。\n　　太保“腰斩式”降薪，新华逆势扩盘\n　　从人均薪酬来看，薪酬机制市场化程度最高的中国平安整体薪酬和人均薪酬在五大A股险企中位于前列，8位高管年薪超过500万元。不过同2023年相比，高管薪酬总盘子缩减了10%左右。\n　　中国太保多位董监高薪酬缩水幅度更大。总精算师张远瀚年薪从488.4万元腰斩至257.5万元，首席投资官苏罡薪酬缩水54.6%至194.8万元，300万元以上年薪职位“清零”。太保在年报中称，中国太保建立了“岗责匹配、业绩导向、市场对标、风险关联”的市场化薪酬绩效管理机制。提出根据人力资源专业咨询机构提供的市场薪酬水平，依据公司经营状况、职位设置、风险管理、绩效考核等因素确定董监高薪酬。\n　　新华保险成唯一薪酬总额增长的险企，2024年董监高税前报酬达1681.4万元，薪酬整体增加了366.80万元，同比增加27.9%。职工代表监事刘崇松年薪升至258万元，新任董事长杨玉成（2023年12月上任）年薪198.5万元。这一增长也可能与管理层调整相关，2024年新华保险新增执行总裁龚兴峰，总裁助理李文峰、刘琛、刘智勇等多位高管。不过，横向对比，新华高管薪酬仍低于平安，与太保、国寿基本持平。\n　　国寿、人保两家国有险企呈现温和调整态势，总薪酬下降，但人均薪酬上升。中国人寿董监高薪酬总额下降至1624.4万元，但因在职人数减少，人均薪酬同比上涨6%；中国人保薪酬总额下滑至1174万元，人均则微增5%。分析指出，国有险企更注重薪酬平稳，避免剧烈波动冲击团队稳定。\n　　净利润激增vs薪酬缩水\n　　值得注意的是，2024年，五大险企合计归母净利润3475.71亿元，同比增长77.7%，但高管薪酬却未同步反弹。业内认为，这背后，是金融业“降薪潮”监管导向与市场化激励的深度博弈。\n　　为遏制短期激进经营，原银保监会要求险企全面建立绩效薪酬延期支付及追索扣回机制。中国平安对高管绩效薪酬递延支付比例不低于40%，追索期长达3年；中国人寿将50%绩效薪酬延期发放，任期目标未达成可扣回；中国太保则表示，已建立了以岗位为基础、业绩为导向、市场为参考的市场化薪酬管理机制，并对绩效薪酬实施延期支付及追索、扣回机制，以引导高级管理人员为公司创造长期效益。\n　　业内认为，这些机制倒逼高管关注长期稳健，而非短期业绩冲刺。通过延期支付和追索扣回机制，将高管薪酬与长期业绩和风险状况相挂钩，可以引导管理者关注公司的长期稳定发展，避免因短期利益而损害公司的长远利益。\n　　此前，财政部曾发布《商业保险公司绩效评价办法》指出，商业保险公司绩效评价应将短期年度考核与长期稳健经营相结合，引导商业保险公司加快转变发展理念和发展方式，坚守保险保障本源，坚持长期投资和价值投资理念。\n　　《银行保险机构公司治理准则》同时要求银行保险机构按照收益与风险兼顾、长期与短期激励并重的原则建立绩效考核机制，并要求指标科学完备、流程清晰规范。\n\n\n\n海量资讯、精准解读，尽在新浪财经APP\n\n责任编辑：何松琳","kind":"news","is_publish_news":true,"is_publish_highlight":false,"is_publish_live":false,"is_publish_wemedia":null,"editions":null,"column":"","sentiment":"-1","news_tag":"","news_rank":0,"symbols":[],"gpt_button":0,"need_auth":false,"code":"91000000","status":"200"},"commentList":[],"isCommentEnd":true,"newsSizeData":{"likeSize":0,"commentSize":0,"repostSize":0,"favoriteSize":0,"likeStatus":false,"favoriteStatus":false},"APP":{"userAgent":"Mozilla/5.0 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