People at the heart of our strategy 

 In 2025, Heppner updated its Group Human Resources policy. Structured around 7 key priorities for which objectives and resources have been assigned, it demonstrates a proactive commitment to measurement, action and progress.  

1/ Recruitment and integration of employees  

Attract, recruit and onboard future talents through our work-study programme, or the talents/experts that the organisation needs today to achieve its goals, while at the same time ensuring an exceptional candidate experience.  

2/ Training and skill development  

 Enable each employee to develop their knowledge, skills and interpersonal abilities throughout their career, against a backdrop of constant transformation for our ecosystem, business lines, technologies and organisations. 

3/ Career and mobility management   

Support our employees’ professional development while meeting the organisation’s needs through a dynamic, personalised, structured career roadmap that helps bring out talent, develop in-house expertise and support long-term career development. By promoting internal mobility, Heppner strengthens its ability to adapt, retain talent and boost its appeal.    

4/ Salary and benefits  

Recognise employees’ contribution fairly and competitively, while maintaining teams’ appeal, motivation and retention through a balanced approach that takes into account personal performance, collective performance and internal fairness, while also maintaining awareness of market realities and the company’s commitments to guarantee employees’ security, well-being and protection.   

5/ Work conditions and quality of life at work    

 Our HR policy gives absolute priority to employee safety, health and quality of life in the field. The goal is to guarantee safe, respectful, sustainable working conditions, preventing accidents, protecting (physical and mental) health and fostering a trust-based work atmosphere that in turn drives commitment and collective performance.  

6/ Diversity and inclusion   

Guarantee a fair, open, respectful work environment in which each employee can express themselves, grow and contribute fully, regardless of their background, gender, age, disability, sexual orientation, beliefs or life experience.  

7/ Industrial relations and social dialogue    

Constructive dialogue between management, employee representatives and employees fosters cooperation and ensures that decisions are understood by all; it helps guarantee respect for rights, anticipate organisational changes and maintain a stable, dynamic work environment, a key factor in performance and commitment. 

Our employees are at the heart of our success. Their commitment is essential to upholding our raison d’être: “ Foster the Enterprising Spirit ”.  

For the sixth year running, Heppner has taken part in the Great Place To Work survey, the global benchmark for measuring the employee experience. The results, which show a steady improvement year on year, reflect a culture of continuous improvement and the implementation of structure-building actions, both at head office level and locally, to make the Group a great place to work.  

  The figures speak for themselves:  

• 85% participation rate – a remarkable sign of employee engagement  

• 8 certified countries: France, Belgium, Germany, Switzerland, Spain, United Kingdom, Hungary and Senegal.   

• A trust index of 78% (+2 points), with improvements in all 5 key dimensions: credibility, respect, pride, comradeship, and fairness.   

• 90% trust in management  

• 81% of employees recommend Heppner as an excellent place to work (+2 points).   

These results, backed by attentive listening and on-the-ground action from the teams, validate our ambition to make the employee experience a strategic priority.