Our mobility and employee development policy

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  3. Our mobility and employee development policy

As part of our commitment to developing skills and enhancing the employability of our employees, we offer a wide range of rich and diverse training and learning programmes to meet individual needs from onboarding and throughout their careers.

Internal mobility is also encouraged, allowing everyone to explore new roles and environments while remaining within Societe Generale Group.

From the moment you arrive, you are supported through an onboarding journey that may vary depending on your position*, department, and level of seniority.

Before your arrival:

  • Discussions with your future manager to prepare for your onboarding.

Upon arrival:

  • Definition of the onboarding plan
    • Meeting with your HR contact
    • Definition of the onboarding journey with your manager, including clear and measurable objectives for the duration of the trial period.
  • Understanding the company and opportunities for exchange
    • Several meetings with various contacts from your department and the company;
    • A comprehensive programme (webinars, e-learning, training) to discover our business and regulatory environment;
    • A friendly welcome day to start building your internal network;
    • Regular meetings with your manager to monitor your integration and progress on objectives;
    • A follow-up interview with your HR contact.
  • Continued integration:
    • Beyond the trial period, integration continues with opportunities to connect with leadership and employees from other departments, helping you build your network and informally discover the company’s various roles.

*Customer Advisor positions within our Customer Relationship Centreers benefit from a specific onboarding programme, including a training period of 7 to 9 weeks depending on the role. Fixed-term contracts, apprentices, and interns are also supported with a tailored onboarding journey.

Training and learning programmes can take many forms: in-person sessions, open access to training platforms (MOOCs, e-learning, etc.), dedicated managerial programmes, and masterclasses to explore the various professions within Societe Generale Assurances, presented by experts:

  • Development focuses on both technical skills and soft skills. Practical application is considered a highly effective way to progress;
  • In certain roles, technical referents are responsible for developing the team's technical skills. This proximity to experts enables employees to quickly build their expertise;
  • The use of the Personal Training Account (CPF) is widespread. Through our GPEC agreement, the company can supplement employees' CPF for certain certified training programmes;
  • Regular exchanges with management are organised, giving employees a clear view of our strategy and key projects.

More broadly, we believe that preparing for tomorrow’s role starts today!

Internal mobility is part of our company’s DNA.

Career reviews with HR contacts, professional development discussions with managers, and year-end evaluations are all opportunities to reflect on future career steps and potential growth.

Throughout their journey, employees may explore various forms of mobility:

  • Moving to similar roles in different departments or transitioning to new functions within the company;
  • Taking on greater responsibilities, depending on opportunities and individual capabilities;
  • Beyond the career paths offered within our company, employees also have the possibility to continue their careers within Societe Generale Group.

*Customer Advisor roles within our Customer Relationship Centres benefit from a dedicated career path that allows for significant evolution of responsibilities within the same position.

Internal programmes specifically developed by the company are offered to many employees:

  • Open up is a development programme that provides a more strategic vision of the company and supports the preparation of our future managers;
  • Forward is a development programme for young graduates deployed in France and internationally to help them accelerate their understanding of business functions, discover current challenges, and develop key leadership skills;
  • The Mentoring programme is intended for our female executives in France and aims to support them in their Professional careers through the sharing of experiences and exchanges with a member of the Management Committee. Since 2023, more than 100 female employees have been supported by a mentor.

Internal communities also allow our employees to develop cross-functional skills and build their network within the company:

  • The Actuaries Community brings together actuarial functions from all departments and allows everyone to continue developing their skills through stimulating and enriching exchanges;
  • The Leaders Community brings together 400 managers and experts from the company who meet regularly to actively participate in company projects;
  • The I-Link Community dedicated to innovation brings together around one hundred volunteer employees to contribute to the dissemination of innovation within Societe Generale Assurances;
  • The Transform’acteurs Community brings together 70 employees trained in tools and methods for supporting change. They work closely with teams in their area with the aim of evolving practices and facilitating transformation within the company.