We believe that the movement of employees across GBUs, Functions, and Locations is a key to promoting our culture, sharing of management practices, and ensuring the necessary transfer of scientific, technical and commercial expertise across the organization.
All of this contributes to a motivated workforce, the sustainability of the Group and the employability of our people throughout their careers.
A set of Employee Mobility Rules have been defined in order to:
Foster internal mobility across the Group in a transparent way;
Ensure fulfillment of commitment to employees that we will enable them to develop and provide interesting career opportunities, all in a fair and respectful way.
Keep in mind that an open discussion about your career aspirations with your manager is important.
Find the Employee Mobility Rules in several languages below:
Job evaluation (Grading) is a process of determining the level of one position in relation to another in the context of an organisation.
If you are new to Syensqo's Wiki space, you may need to link your Google Drive in order to see embedded documents.
Follow the instructions here.
Click in the areas below to view the Career Ladders and Job Descriptions.
CAREER LADDERS | HR RESPONSIBLE FOR EACH AREA |
Cornelia Anderson | |
| |
Cornelia Anderson | |
Cornelia Anderson | |
Angela Jean Reganall | |
Angela Jean Reganall | |
Angela Jean Reganall | |
Angela Jean Reganall | |
Rutger Milders | |
Cornelia Anderson | |
Angela Jean Reganall | |
Angela Jean Reganall |
At Syensqo Positions are maintained by the Managers, who ensure the correct and timely update of the Position data for their teams.
Positions are created based on generic Jobs. As of February 2022, following a significant simplification of the Job Catalog, the Jobs represent a Domain of activity inside a Function.
In case you have doubts regarding the correctness of your position data, please check with your Manager, who is accountable for position data accuracy.
