CAREERS

REMUNERATION AND RETENTION POLICY

CAREERS

REMUNERATION AND RETENTION POLICY

People are a fundamental component of the success of our Group.

In the selection phase, we look for profiles with unique characteristics and skills, such as preparation, curiosity, entrepreneurial spirit, adaptability to new situations and changes, creativity and proactivity.

We support the personal and professional growth and enhancement of every employee: appreciating everyone's knowledge and the development of their own potential by encouraging awareness and proactivity. These are the principles on which the Group bases the development of its talent.

To allow for the dissemination of company know-how with an eye towards synergy, the Group offers job rotation opportunities on an international scale, letting its employees access new and varied positions at foreign affiliates.

In this context, the approach to remuneration represents a key tool for attracting, growing and retaining talent, through competitive and balanced salary policies, made up of a mix of fixed and variable components.

More specifically, the Group’s remuneration dynamics consist of:

  • a performance management system that assesses performance and goals, oriented towards company results and individual growth plans;
  • a periodic salary review, which takes into account the competitiveness of the market with respect to individual company roles, as well as internal pay equity and specific nature of the sector;
  • a series of short- and long-term incentives tailored to each profile, professional qualification and in line with the best practices of the different geographic areas.
     

The remuneration system is supplemented with benefit programmes, which vary based on need and geographic location. The Group offers insurance and retirement plans, as well as social, educational and general assistance services to support people, health and the needs of each person.

People are a fundamental component of the success of our Group.

In the selection phase, we look for profiles with unique characteristics and skills, such as preparation, curiosity, entrepreneurial spirit, adaptability to new situations and changes, creativity and proactivity.

We support the personal and professional growth and enhancement of every employee: appreciating everyone's knowledge and the development of their own potential by encouraging awareness and proactivity. These are the principles on which the Group bases the development of its talent.

To allow for the dissemination of company know-how with an eye towards synergy, the Group offers job rotation opportunities on an international scale, letting its employees access new and varied positions at foreign affiliates.

In this context, the approach to remuneration represents a key tool for attracting, growing and retaining talent, through competitive and balanced salary policies, made up of a mix of fixed and variable components.

More specifically, the Group’s remuneration dynamics consist of:

  • a performance management system that assesses performance and goals, oriented towards company results and individual growth plans;
  • a periodic salary review, which takes into account the competitiveness of the market with respect to individual company roles, as well as internal pay equity and specific nature of the sector;
  • a series of short- and long-term incentives tailored to each profile, professional qualification and in line with the best practices of the different geographic areas.
     

The remuneration system is supplemented with benefit programmes, which vary based on need and geographic location. The Group offers insurance and retirement plans, as well as social, educational and general assistance services to support people, health and the needs of each person.

People are a fundamental component of the success of our Group.

In the selection phase, we look for profiles with unique characteristics and skills, such as preparation, curiosity, entrepreneurial spirit, adaptability to new situations and changes, creativity and proactivity.

We support the personal and professional growth and enhancement of every employee: appreciating everyone's knowledge and the development of their own potential by encouraging awareness and proactivity. These are the principles on which the Group bases the development of its talent.

To allow for the dissemination of company know-how with an eye towards synergy, the Group offers job rotation opportunities on an international scale, letting its employees access new and varied positions at foreign affiliates.

In this context, the approach to remuneration represents a key tool for attracting, growing and retaining talent, through competitive and balanced salary policies, made up of a mix of fixed and variable components.

More specifically, the Group’s remuneration dynamics consist of:

  • a performance management system that assesses performance and goals, oriented towards company results and individual growth plans;
  • a periodic salary review, which takes into account the competitiveness of the market with respect to individual company roles, as well as internal pay equity and specific nature of the sector;
  • a series of short- and long-term incentives tailored to each profile, professional qualification and in line with the best practices of the different geographic areas.
     

The remuneration system is supplemented with benefit programmes, which vary based on need and geographic location. The Group offers insurance and retirement plans, as well as social, educational and general assistance services to support people, health and the needs of each person.

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