At VINCI Facilities, our ambition is to create a working environment where everyone feels welcome, can work safely, develop their skills, benefit from flexibility, receive recognition and build a sustainable career.
Our HR policy combines a people-focused approach, development, well-being, flexibility, compensation and benefits, sustainable employability, social dialogue and the ethical commitments of the VINCI Group.
This philosophy is also clearly reflected in our retention policy, which puts employees at the heart of the organisation and brings together development, fair compensation, well-being, sustainability, ethics and inclusion.
Growing and building your career
The employee experience starts from day one. Recruitment, our Welcome Presentation, Buddy Program, Let’s Connect Day, HR onboarding follow-up, Talent Referral and our Ambassador network together create a comprehensive onboarding journey.
We combine annual development reviews, job-related learning paths, internal and external training, Taliris, VINCI Energies Academy, UP! and our own Institute for Building Solutions Belgium.
The IBS covers technical skills such as HVAC, electricity and refrigeration, as well as management and interpersonal skills.
Development therefore goes beyond individual training courses. It is part of an ongoing process of reflecting on and shaping professional growth.
Taking care of health, safety and well-being
Our well-being policy covers a broad range of areas: safety and prevention, physical and mental health, well-being surveys, medical check-ups, 45+ health assessments, vaccinations, ergonomics, prevention of psychosocial risks, physical activity initiatives, support through Mensura and events that encourage social connections.
Employees can also turn to our confidential counsellors, who are available to listen and provide support whenever needed.
Safety is also embedded in VINCI’s commitment to “100% accident-free” and in a culture of prevention promoted at every level of the organisation.
Focusing on prevention, not simply managing absence
Our absenteeism policy is not designed as a means of controlling sickness absence.
Instead, it focuses on prevention, employability, dialogue, support and reintegration. This includes staying in contact with employees, adapted work, gradual return to work and dedicated return-to-work pathways.
Supporting a better work-life balance
Several initiatives work together to support a better balance between professional and private life.
Our remote working policy aims to increase efficiency and satisfaction, reduce travel and improve work-life balance. It currently provides for up to one day or eight hours of remote work per week, subject to the applicable conditions.
This is complemented by the right to disconnect: outside normal working hours, employees should not face pressure or negative consequences for not responding, except in specific situations provided for by the policy.
Offering recognition and choice
Our benefits package clearly goes beyond salary. It includes group and hospitalisation insurance, CAO90, the VINCI employee share ownership plan, bike leasing and the Flex Income Plan.
The Flex Income Plan takes this flexibility further by allowing eligible employees to convert certain compensation components into a budget and select benefits that better match their individual needs.
Bike leasing also supports sustainable mobility, with a leasing period of 36 months.
Creating meaning through ethics, inclusion and responsibility
Our HR approach places social responsibility at the heart of our diversity plans, the VINCI Fund, diversity and inclusion initiatives, and the VINCI Manifesto, with commitments towards employees, customers, partners, society and the environment. It covers areas including ethical conduct, anti-corruption and human rights.
Our retention policy translates these principles into concrete HR commitments around anti-fraud and ethics, respect for human rights, diversity and inclusion, sustainability and innovation.
Our commitment to solidarity is also reflected in VINCI Energies Solidarity, an app that allows employees to turn their participation in activities and challenges, such as walking, running, cycling, quizzes or photo challenges, into tangible support for charities. It is a simple way to get active, participate and support good causes together.
We do not only define how we work, but also how we want to act: with integrity, respect, responsibility, inclusion and care for people and our environment
