Please note that, as of spin-off, cross-entity referrals will not be considered for referral bonus. Make sure you are recommending someone for a job opening belonging to your own organization.
All referral hirings done until the spin-off date will be paid retroactively.
If you have any questions, please kindly contact the People Services team using Service One (category: Human Resources - Recruitment)
Our people are our best Ambassadors. Each one of you knows what it is like to work at Syensqo, as you understand our purpose to bond people, ideas and elements to reinvent progress, as you recognize and stand by our core beliefs of purposeful responsibility, unity not uniformity, and passion for performance. You understand our culture and thus you can help Syensqo and career seekers from your network to connect and be the perfect fit for new opportunities at Syensqo.
The Employee Referral Policy is designed to encourage and guide you on how to refer individuals from your personal and professional network that you see as a right fit for job opportunities that are currently open, or if there isn’t the right opportunity for them you can also suggest to just join our Talent Community to receive updates on different opportunities.
The program is applicable across Syensqo and at country level is established a specific reward to recognize the employees’ referral efforts.
The Employee Referral Policy:
- Explains the procedure for employees to refer candidates for open positions.
- Clarifies the Syensqope and eligibility criteria for employee referral rewards.
- Makes available all the country established reward policies, amounts and time to pay respective rewards.
What do you need to do?
First you need to check the current job opportunities that open for referrals by accessing the "Career Opportunities" tile, which is our internal career opportunity page via My HR services. Click on the job you want to refer someone to and click on the "Refer someone” button available at the bottom of the page. The "Refer someone" button is only available when the job is open for external applications.
The person you referred will receive an email, with the job information and a link to apply,and then you will receive an email notification as soon as the referee applies for the job. You will then be able to follow the progression of the process via the "Referral tracking" in My HR Services > Careers opportunities > My Candidate profile > Options (top right) > Referral Tracking.
However note that if the person you refer does not apply using the link provided (e.g. applying directly in our career page) you will not be eligible to receive the respective reward.
You can find the current Referral Policy and Program here. Please note that new updates are continuously being performed, so please keep visiting the program.
The languages the policy is translated into are:
If you know someone who is interested in job opportunities in Syensqo but doesn’t find any relevant open jobs for their profile, you can invite them to join Syensqo's Talent Community. The person will receive an email requesting to join the community and will be asked to fill in some information regarding their profile and experience.
This Community is created to bond with all talents who are interested in Syensqo and currently don’t find a specific job to apply to, but could be potential candidates in the future. And once new opportunities appear, you can always refer again.
As we come together as explorers at Syensqo, it’s an opportunity to reflect on where we are now and where we want to go in the future — including our personal development and career advancement. Continuous personal development is essential throughout your career, to stay competitive, adaptable, and fulfilled. Engaging in personal development allows explorers to acquire new skills, knowledge, and experiences that can enhance their performance in their current roles and prepare them for future opportunities. We encourage you to view learning and development as a journey filled with discovery and opportunities to navigate new challenges.
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Our development philosophy is a set of guiding principles that shapes how we approach skill-building, performance culture, and accelerated development. Throughout the following wiki pages you'll discover an abundance of helpful development resources.
For Explorers
- I drive my development and career, with the strong support of my manager.
- I learn the most through my daily work and maintain a continuous learning mindset.
- I seek projects and roles to accelerate my development and build capabilities for the future.
For Managers
- I encourage my team to spend time developing themselves and support time 'away' from day-to-day activities to create the habit of learning.
- I specifically support skill building during my recurring check-in discussions — occurring at least once per quarter.
- I am responsible for ensuring my team has development opportunities.
In addition, Syensqo Academies are designed to offer customized development solutions for target audiences. Our academies are aligned with business goals, leverage development plans focused on building critical skills, include diverse ways of learning and are committed to simplification.
- Star Factory Academy
- Sales Academy
- Innovation Academy
- Procurement Academy
- Supply Chain Academy (coming soon!)
- GBS Academy (coming soon!)
The research is clear about how we develop successfully: we benefit most from on-the-job training, then learning from others, and sometimes formal training.
Your development plan is unique to you
| 70% through experience, challenges and assignments (on-the-job) | 20% through exposure to developmental relationships (mentoring and coaching) | 10% through formal learning (coursework and training) |
|---|---|---|---|
|
|
| |
Integration of Learning | Learning Momentum | Learning Event |
NEW TO THE ROLE / PEOPLE LEADERSHIP | READY TO GROW |
|---|---|
Learn About the Practical Aspects of My Role
| Assess My Leadership Skills
|
Develop & Engage My Team
| Seek Support from a Mentor
|
Discover My Role in DEI
| Develop My Leadership Skills
|
Feedback? We're learning! Click here to share your thoughts about the Learner Led Development guide.
Our focus is on the most sought-after technical skills in the chemical sector, backed by industry research including; technical skills relevant to individual scope, safety, health and wellbeing, business integrity, sustainability, language training and more. To bridge these skill gaps and unlock the competitive advantage we actively organize global and local targeted development campaigns.
On-the-job training is crucial for ensuring our explorers have the necessary skills and knowledge to perform their jobs safely and effectively. Consider these daily interactions with leaders, managers and peers at our industrial sites:
Equipment Operation | Chemical Handling and Storage | Process Control |
|---|---|---|
Training on operating various types of machinery and equipment used in chemical processing, such as reactors, distillation columns, pumps, and valves. Employees learn how to start up, shut down, and troubleshoot equipment under the guidance of experienced operators. Chemical Handling and Storage: Instruction on the safe handling, storage, and disposal of chemicals according to regulatory standards. This includes proper labeling, containment, and spill response procedures. | Instruction on the safe handling, storage, and disposal of chemicals according to regulatory standards. This includes proper labeling, containment, and spill response procedures. | Training on monitoring and controlling chemical processes to ensure product quality and efficiency. This may involve learning how to use control systems, instrumentation, and process simulation software. |
Quality Assurance | Maintenance and Repair | Regulatory Compliance |
Education on quality control procedures, including sampling, testing, and analysis of raw materials and finished products. Employees learn how to identify and address quality issues to maintain product integrity. | Hands-on training in equipment maintenance and repair to minimize downtime and ensure operational reliability. This may include preventive maintenance tasks, troubleshooting common problems, and performing minor repairs. | Training on relevant laws, regulations, and industry standards governing the chemical industry. This ensures that employees understand their responsibilities regarding environmental protection, workplace safety, and product quality. |
Teamwork and Communication | ||
| Ongoing development of interpersonal skills and teamwork abilities through collaborative projects and group activities. This helps employees effectively communicate with colleagues, supervisors, and other stakeholders in the workplace. | ||
These examples highlight the diverse range of on-the-job training opportunities available, all aimed at equipping explorers with the skills, mindsets, and behaviors needed to succeed in their roles while ensuring safety, quality, and regulatory compliance. It’s important for explorers to find a balance between developing their technical and behavioral skills while maintaining a continuous learning mindset. Keep in mind when building a development plan unique to you — if it doesn’t challenge you, it won’t change you.
Remember - Managers specifically support skill building during the recurring check-in discussions — occurring at least once per quarter. The Manager and Explorer discuss openly how the Explorer delivers against the defined goals and where development actions could increase performance.
Coaching is a development process for individuals, teams and organizations, that seeks to unlock people's potential for personal and professional growth and transformation in order to achieve a higher level of performance.
Is Coaching the same as Mentoring?
No. Coaching is led by an experienced coach who focuses on the future goals and actions of the coachee. Mentoring is typically provided by an expert in a specific topic. See the comparison below for further illustration.
Mentoring is a relationship where a Mentor shares their knowledge, skills, and experience in some field with a Mentee in order to support their development. It is a good way of efficiently transferring valuable competencies from one person to another, and can motivate individuals and teams to learn and grow, expose them to learning opportunities, and provide support for their learning and growth.
For more information on Mentoring, click here.
Coaching | Mentoring |
Short-term for a set duration | Long-term, no set duration |
Conversation | Advises on what to do |
Asks powerful questions | Shares, models, teaches |
Partners | Teacher and student |
Intuitive feedback | Explicit feedback |
Participative | Directive |
Syensqo has assembled an Internal Coaching Community, made up of skilled Human Resources professionals trained to offer high quality coaching to employees.
Syensqo has also engaged with EZRA-X as the provider to deliver Executive Coaching to employees S22 and above and with MooveOne-CoachHub as the provider to deliver Executive Coaching to employees S21 and below.
Peer Coaching Circles present one of the most effective and accelerated ways to learn through focused discussions with your colleagues on topics of common interest.
Participants share their concrete experiences, challenges, and impressions in order to learn from and support each other.
A key difference between Peer Coaching and Group Mentoring is that, unlike Group Mentoring, Peer Coaching does not require a mentor. Participants can elect a leader or rotate leadership responsibilities.
Key elements of effective Peer Coaching include:
- Common development target
- Openness to share your own challenges and learnings
- Willingness to actively listen to the experiences of your colleagues
- Confidentiality
- Flexibility to incorporate learnings into your specific situation
Click here to view practical guidance for starting a Peer Coaching Circle.
The Talent Growth Platform manages formal mentoring relationships for specific talent pools including Future Top Leaders, Executive Key Account Managers, and more.
Keep in mind inclusion in a formal, managed program is not required to harness the benefits of a mentoring partnership.
You are encouraged to take ownership of your career, review the available guidance, best practices, digital learning, and discuss with your Manager how you can leverage a mentoring partnership.
Mentoring is optional and is just one among many other ways of developing skills. Getting a Mentor is not a guarantee of superior performance. It is up to the Mentee to be in the driving seat and make the most of the opportunity. It is a relationship where a Mentor shares their knowledge, skills, and experience with a Mentee in order to support their development. It is a good way of efficiently transferring valuable competencies from one person to another, and can motivate individuals and teams to learn and grow, expose them to learning opportunities, and provide support for their learning and growth.
Click to read about the two types of mentoring at Syensqo:
No. Coaching is led by an experienced coach who focuses on the future goals and actions of the coachee. Mentoring is typically provided by an expert in a specific topic. See the comparison below for further illustration.
Coaching | Mentoring |
Short-term for a set duration | Long-term, no set duration |
Conversation | Advises on what to do |
Asks powerful questions | Shares, models, teaches |
Partners | Teacher and student |
Intuitive feedback | Explicit feedback |
Participative | Directive |
In the course of your regular performance check-ins with your manager, you may discover the need to improve upon one or more skills or behaviors in order to reach your development goals. Although Syensqo does not currently facilitate mentor / mentee matching on a broad scale, there are several ways that you can find a mentor to support your development.
- Mentors can be senior to you in your company, executive leaders in the same or another GBU or function, customers, strategic partners, respected members in your industry, or people who are doing the job to which you aspire.
- Mentoring relationships can be formal or informal. They can also come from all parts of your life, not just your professional life.
- Be clear about what you are looking for in a Mentor and what support you need. Think about what you would like to get out of the relationship and your career goals.
- Ask your Manager to tap into their network.
- After identifying someone, the next step is to simply ask, “Would you be willing to be my mentor?” Explain why you asked this particular person and what you hope to get out of the relationship.
- The Mentee identifies a match.
- The Mentor and Mentee meet to get acquainted with each other.
- Mentor and Mentee(s) clarify development needs and goals
- Mentee(s) defines a development plan and ask for a review by the Mentor
- Mentor encourages Mentee(s) to try new behaviors and serves as a role model.
- Mentee applies what they’ve learned and receives feedback from the Mentor
- Mentor and Mentee(s) evaluate the individual’s progress.
Have you ever wanted to give your career a boost by learning new skills outside of your current role? From a Skills Based Organization standpoint, working on projects to develop skills means taking on short-term or temporary assignments to gain experience, learn new skills, and improve existing ones. This powerful approach allows employees to work on a variety of projects that would not be possible if they only rely on projects within the same job scope.
In this page:
- Explorers can consult information about projects they may apply for, which align with their interests, availability, and skills to improve.
- Project Leaders can publish their projects to all explorers.
A Skills-Based Organization (SBO) is a flexible and agile company that emphasizes developing and utilizing employee skills as the primary driver of success. Unlike traditional hierarchical organizations, SBOs prioritize the employees' expertise, continuous learning, and adaptability over rigid structures and siloed departments. Syensqo is in the first steps of this journey and the focus is to embed a skills-centric approach in the way we attract, develop, manage, and reward Talent.
The methodology of our skills-centric approach is:
The Engineering Learning Journey have shared their insights on the Skills-Based Organization (SBO). Have a look!
At Syensqo, we embrace this journey by embedding the principle of experimentation. Our objective is simple: to pilot the Skills Centric Approach and empirically measure the progress. EXPLORE with us!
→SKILL IDENTIFICATION (more information here)
The process of identifying skills can vary based on the context or project. It might be a centralized effort, like through an Academy, or an individual effort by an employee or team.
→SKILL ACTIVATION (more information here)
The Development Phase focuses on the opportunities employees can explore to build their critical skills, supported by the 70-20-10 Model.
The primary emphasis in these experiments lies on the 70 (learning by experience) and the 20 (learning by others) aspects.
→SKILL VALIDATION (for more information, contact Helena Ferreira)
Skill validation ensures employees have the necessary skills to excel. The validation is an iterative cycle that measures the proficiency level of employees in comparison with the proficiency needed for the job.
Subject Matter Experts who facilitate training can gain access to our internal content creation tools to create and publish digital courses on YOUGrow. Learn more about our content creation tools below;
Our Global Learning Management System, YOUGrow, is the primary tool for training enrollment. Explorers and Managers can access YOUGrow from Syensqo’s HUB and browse our catalog, enroll in courses, request new classes and more. Managers have access to the Manager Dashboard to review and assign training to their teams.
On the YOUGrow platform explorers will discover a collection of content from internal and external subject matter experts. At Syensqo individual experts have the opportunity to contribute knowledge and manage training.
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Here you can find all the Global Standards related to Learning & Development. Please select from the following list of documents.
- Global Standard - Language Training
- Global Standard - Personal Development - Soft Skills
- Global Standard - Functional Development
- Global Standard - Leadership Development - All Managers
- Global Standard - Development for Future & Emerging Top Leaders
- Global Standard - Executive Coaching
- Global Standard - Mentoring
- Global Standard - Develop Learning with a Vendor
- Global Standard - Develop Learning internally
- Global Standard - Buying Content
Syensqo's integrated people management system is used as a means to support our efforts to identify, deploy and retain Talent across our organisation. Our system is global to ensure we offer a consistent look, feel, and experience to all our employees.
Your Talent Profile is like an internal cv and enables you to showcase your experiences and achievements. It will also be used in the Po2 resourcing activities to enable you to apply for positions and let potential hiring managers know what you can offer to a position.
Frequently Asked Questions
- Block time in your diary to complete your profile. We often find people prefer to do this at the beginning of the day before they look at emails or at the end of the day when they have finished their meetings for the day.
- You can copy and paste sections from your cv into the talent profile to help speed up your completion- ie many of us have a short summary and introduction to your cv. This can be used in the About me section of the profile.
- When completing the About Me and Career Ambitions sections of the profile take time to consider what you would want a potential hiring manager to know about you and your ambitions
- The Development section is an opportunity to show you are investing in your continuous learning and actively working towards your development needs. Following your next check-in, update this section with the actions and progress that you discuss with your manager.
- We also suggest that you type the headings on a Google doc and prepare your text so you can copy and paste it into the system when you are ready.
- Ask your Line Manager to read your profile and help make suggestions for improvement and refinement.
