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Our Ambition

Our Ambition

At BRD Groupe Societe Generale, the Human Resources strategy is in line with the medium and long term strategic program of Societe Generale: Ambition 2015. The experiences you will have within our organization will contribute to your professional development, in order to consolidate and enrich your skills and abilities.

The vision of the Human Resources Department

At the BRD Group, we are a team of around 8800* colleagues working in several business lines. We take pride in our diversity both in terms of profiles and expertise, and in terms of experiences and skills. Diversity enhances everyone’s performance, it allows us to complete each other and to enrich our knowledge.  All these things create an environment that promotes career development for all of us.

“We at the BRD Group look always to the future, and rely on the diversity of experiences and profiles, but also on entrepreneurial spirit. Therefore, we aligned all human resources policies in order to develop the skills and abilities of our colleagues. The main objective we set for ourselves is to ensure career management for each of us, so that we are able to offer professional opportunities that meet the expectations of our colleagues.

Within our organization, you will find all the support and resources you need to practice your profession at the peak of your potential, in a motivating and challenging environment.” Adela Jansen, Human Resources Executive Director.

 

Human Resources policies

At the BRD Group, we believe that the value of a team increases with the value of each of its members. Through the human resources policies, we put in practice our human resources vision, while following the evolution of our colleagues starting from the moment they are hired and their first steps in the organization.

Integration

Integration is a very important step, as it represents the new comer’s first contact with our organisation. Within the integration process, our new colleague will have a designated tutor, whose mission is to help him integrate into the collective he will be a part of, while monitoring the fulfillment of the integration plan. That plan consists of a series of meetings, presentations and training programs related to the new colleague’s position.

All those activities are meant to:

  • help the new comer understand the organization, the role of his position and the related responsibilities;
  • help him know his colleagues;
  • offer him all the necessary resources to perform his activity in optimal conditions.

Compensations and benefits

At the BRD Group, the benefits package was created so as to answers everyone’s needs, while promoting a culture based on performance and team spirit! At the center of the human resources strategy and policies are always our colleagues, who form a solid organization that acts together to meet the ambitious objectives that we set out to achieve.

In the same competitive spirit, the compensations benefits policy at BRD was created in order to ensure a motivating and attractive reward that is permanently adapted to the business strategy and context.

Therefore, through the package of compensations and benefits we set out to:

  • Reward performance at individual and team level;
  • Be supportive with regard to the individual needs of our employees, through a complex set of benefits, also contributing to their personal projects;
  • Offer social protection;
  • Promote and facilitate the global component of rewards offered to the employees of the Societe Generale Group.

Career management

As the force of a team increases depending on the ability of its members to learn from each other, each point of view, each experience is important on the path to a successful career.

Thus, at the BRD Group we set out to ensure a career management for all colleagues. To be more specific, that is translated through well-defined processes, specific tools and dedicated people - HR Business Partners.

The career management policy relies on a three party concept involving 3 distinct players: You, your manager and the dedicated HR business partner, each having a set of responsibilities and actions that will contribute to your professional development. 

Practically, once you enter our organization, you will have a career path that will reveal to you the alternatives you can have in your career within the group: Based on this tool, on your performance and aspirations:

  • We set up the professional training path associated your career path and the development plans;
  • We have the annual interview with the dedicated HR business partner;
  • The performance assessment meeting is also set and the objectives are established (both the business and the personal development ones).

 

Professional training

The professional training policy is meant to accompany career management and thus to contribute to the professional development of our colleagues and therefore to the improvement of the Group’s global performance.

That is why the professional training programs take into account both the level of experience, the operational area, and mostly the career path of our colleagues, which is also translated into a training path:

  • Newcomer training programs;
  • Training programs approximately 3 months before taking over a new position;
  • Development training programs.

The Catalogue of training programs is also aligned with the business strategy and comprises 5 major axis:

  • Excellence is serving our clients;
  • Management development;
  • Building a risk awareness culture, based on the clients’ needs and Individual development;
  • Increasing the efficiency in the support structures.

 

Functional and geographic mobility

Mobility allows you to experience new roles and responsibilities and to know new departments/geographical areas within our organization. Diverse professional experiences contribute to your development, know-how and personal skills, promote an open attitude and improve the understanding of the business. Due to mobility, you will also become more adaptable, which is a necessary ability in the dynamic context in which we activate.

During the Annual Evaluation Meeting, you are able to discuss openly with your manager about your wish for mobility, but you can also approach that subject within the annual human resources meeting with our specialists. Mobility is achieved taking into account the career path related to your position, as well as the minimum recommended seniority on that position (at least 3 years).

To that effect, we are offering you all the resources you need: Information, counselling, dedicated packages to facilitate geographic mobility etc. 

Diversity

The equality of opportunities is at the core of our commitments and we are dedicated to promote diversity and professional equality in our daily actions.

From the recruitment stage, we are taking into account the principle of diversity, which is further declined in all our human resources policies. In our Group, we believe that diversity allows us to complete each other and to enrich our knowledge, forming a powerful and complete team.

Ambition 2015: