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Making every manager a leader in the smart and sustainable management of resources

As we transform our activities, we are supporting the career development of our managers to improve the skills and the performance of our teams, to create a common culture and speed up the transformation process.

Identifying and training future leaders

SUEZ has defined 4 key leadership competencies

  • Shape the future
  • Make it happen
  • Collaborate to elevate
  • Unleash the talent of our people

The definition of these leadership competencies on a Group-wide scale has to meet a number of needs:

  • Supporting the transformation and the strategy of the group
  • Reinforcing the Group’s identity by promoting its know-how
  • Identifying the strengths and the individual development opportunities for its managers
  • Creating a common language of the behaviours to be promoted for the Group to succeed

These competencies provide support for talent, by defining paths for development, enabling them to succeed in key functions.


These leadership competencies are also embedded in the key human resources processes from recruitment to training and development, as well as in people review in order to enable an organic and integrated leadership culture formation.

Helping every manager to prepare for the future

Every manager benefits from a personalized and made-to-measure training programs allowing them to progress and develop their career in the direction that best suits them.

Supporting our experts through their careers

We call on our world-renowned expertise in the management of water and the recycling and recovery of waste. A network of top-level experts with precious know-how that we have developed year-on-year and promotes and distributes this knowledge internally.

Our experts are a key resource

Expertise is a key factor of its performance and development, which is why we believe that supporting our experts in their development is a top priority of our human resources policy. We’ve implemented a dedicated policy to capitalize on their contribution and to support their development in the company. This policy is based on close collaboration between Human Resources department and the technical and business divisions.

 

Our experts are identified on the basis of key qualities:

  • An expertise that is sufficiently valuable to represent a commercial advantage for SUEZ
  • Ability to use this knowledge in complex and uncertain environments
  • Capability to train their colleagues and transfer their know-how
  • Develop their fields of expertise by designing new tools and approaches, or by broadening their scope of application
  • Recognized as experts in their fields and can act as ambassadors for SUEZ in their areas.

 

Throughout their careers, they receive special attention in order to develop their skills, with coaching and adapted training tools. We have defined the technical know-how in each of its lines of business, so that it can be effectively shared by its network of experts. We also invite our experts to improve their skills in non-technical fields, such as leadership and communications.

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