Human Resources Management

LÉA NATURE places great value in its human resources and has implemented a people-oriented policy in this respect. We offer all of our staff members a range of solutions and benefits that are focused on their personal and professional development.

 

Human Resources Milestones

2008: implementation of our HR Helpdesk.
2009:  signature of the “Senior” agreement.
2010: implementation of the 4 HR processes: recruitment and integration, HR development, personnel management, payroll.
2011: establishment of the management guidelines, start of the HR Workshops for management staff (annual reviews, recruitment, training, time management, payroll, disabled employees, etc.).  Signature of a gender equality agreement.
2012:  implementation of the new classification as established in the collective bargaining agreement.
2013:  Book Manager digitalization. Signature of the Generation Pact for all of our premises.
2014:  start of our Management Support Workshops.

 

Our Safety Prioritiessécurité_au_travail

  • Improved ergonomic conditions for each job.
  • Modernisation of the production process in order to reduce repetitive gestures.
  • Safety training:  operation of lifting equipment, first aid, fire response.
  • Building evacuation drills.

 

Job Opportunities for the Disabled

LÉA NATURE has implemented concrete actions to hire handicapped employees and to maintain their jobs:

  • Awareness-raising about handicapped employees with management staff
  • Disabled Staff Commission meets quarterly
  • Partnerships with specialized organizations
  • Participation in external events regarding disabilities

 

Recruitment and Training

  • recrutementPartnerships with schools: sustainable development awareness training, “Open House” days, presentations by our staff members in some schools.
  • Support for students through internships and alternated work/schooling plans.
  • Sponsorship of people requiring professional reinsertion.
  • Staff involvement as jury members in recruitment and examination panels.
  • Recruitment workshop organization (interview role playing, CV writing, presentation of our process).
  • Our continuing education budget exceeds legally required minimums:  our company’s budget in this respect is 35 to 40% higher than required by law.

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