Your career
By your side throughout your journey
Career development support for each individual employee is a resource for the entire company.
BNP Paribas has 205,300 employees in over 80 countries, making career development a critical challenge. The aim is to support all employees, regardless of their position and their role, from the very moment they become a part of the business and then throughout their entire career.
BNP Paribas has decentralised individual career management in order to ensure maximum efficiency. Local organisations within each country or region directly coordinate employee development, through their managers and human resource managers.
International recruitment:
If you are interested in international opportunities, you can apply directly on the website of the country where you wish to work.
This page presents all the advantages of a career in BNP Paribas.
We look at 4 main topics:
- Integration and training
- Career support
- Salary
- Work-life balance
Integration and training
For ongoing development
INTEGRATION
The integration process: encouraging collective performance, favouring cross-disciplinary engagement.
In line with BNP Paribas culture, integration seminars are organised in the Group in order to strengthen teamwork, based in particular on the Group’s core values. By furthering discussion, the integration process also enables individuals to share the knowledge they have gained and therefore to collectively increase their skills.
TRAINING
“BNP Paribas Training and Development” aims to adapt employees’ skills to the needs of the Group, within an environment of continual professional change.
Boosting employee performance: being more competitive.
All employees of the Group benefit from a series of personalised training programmes tailored to their particular development targets throughout their professional life.
Employees can determine their training needs during the annual professional appraisal or separately with their own line manager and their Human Resources manager. This process makes it possible to identify development needs in terms of technical skills or interpersonal and management training, and provides an opportunity to create made-to-measure training plans.
STARBANK, A SERIOUS GAME
Starbank the Game is a new game that is designed to train new employees and help them to learn about the bank’s various lines of business. The game is set in a futuristic space city in which the employee sets up branches and business centres, invests in new businesses and services, and follows the return on investments in real time. By playing, the employee learns to elaborate and improve growth strategies.
The software also provides a brief description of the BNP Paribas Group, its business lines, activities, principles and management rules. It is available in English, French and Italian on an external site and can be accessed by BNP Paribas employees around the world.
http://starbankthegame.bnpparibas.com/?lang=en
TALENT DEVELOPMENT PROGRAMME
All multinational groups constantly build and perfect their team, and the most successful companies are those that bring together different talents and integrate them in a positive group dynamic.
Over recent years, our Group has recorded strong growth in all its business lines, both internally and from acquisitions. The number of employees working for BNP Paribas has risen from 90,000 in 2004 to 205,300 in 2011. The Group must attract, identify and keep the most talented people in order to continue its development.
In our Group, we do not try to develop a single leadership model, but to enable all people who have potential to realise it. In order to do this we need to promote diversity and cross-functional career paths within the Group.
Over the next few years, we will find ourselves facing great challenges, and we need to prepare for this now. The Talent Development Programme has been designed to pinpoint those men and women, of any nationality the world over, who are thought to have strong potential and the ability to lead and motivate. Extremely high performance, leadership ability, strategic vision, multicultural awareness and the ability to work with the various stakeholders – these are the qualities needed to get ahead within the Group. On a local level, we need high-potential personnel, but we also need to help them to operate among all the Group’s activities and functions and across all geographical areas.
As a result, besides helping to identify these talents, the programme enables us to closely monitor the careers of these high-potential colleagues, with the aim of developing their leadership and team-working abilities through participation in special training courses, providing them with new challenges and varied career paths.
In this way, the programme will help to face the challenges of the years to come and will produce a new generation of executives for the Group over the medium term.
Compensation & Benefits
You excel, we reward
BNP Paribas aims to reward employees in a fair and competitive way and to share with them the results of the Group’s performance.
Since employees’ professional needs, goals and values are constantly changing, BNP Paribas annually reviews the bonus system that supplements the basic pay structure, and that takes account of skills gained and of labour market benchmarks.
The elements of variable pay recognise collective and individual performance in relation to the targets set for the year. Depending on the region, the business or the branch, various forms of variable pay may be implemented.
The BNP Paribas Group bonus system
is based on skills and responsibility.
is based on performance against targets.
takes into consideration the benchmarks of the professional reference market.
considers the results produced by the employee’s own activity, by that of his or her business line and by the company’s core business.
takes into account the growth in value of the Group.
Professional appraisal
We evaluate the results achieved and identify new targets
Professional appraisal is a key factor in career development, allowing employees to discuss their strengths, and the opportunities for improvement, each year with their manager.
This gives employees a clearer idea of their abilities and potential and allows them to create an action plan for the following year and set respective targets with their manager.
In this way, employees and managers can identify both training needs and career development opportunities over the medium term.
Naturally, the appraisals are personal, but they are based on respect for the common culture of the Group. BNP Paribas is strongly committed to equal opportunities and in 2006 it signed “France’s Equal Opportunity Charter”. In concrete terms, this means that the evaluation process and criteria are the same for everyone.
Professional appraisal is based on collaboration between employees, their line managers and the Human Resources managers, and is therefore a key aspect of successful career progression.
Mobility
Opportunities to explore new environments
With 300 different types of job position and a presence in over 80 countries, BNP Paribas offers countless opportunities for career development.
The line managers are in charge of the professional development of their teams and are therefore the first point of contact when an employee is considering a change of role. Mobility is managed in collaboration with the Human Resources managers who deal with career development.
“Functional” mobility involves moving to a different job on different premises and allows the employee to gain new skills.
There are also many opportunities for geographic mobility, reflecting the international expansion of the Group. This might mean moving to a different office within the same country or moving abroad, either in a similar role or to change career paths.
The Group has an expatriate policy that is designed to make international mobility easier and ensure a smooth transition for employees both professionally and personally. Specific support includes intercultural and language training as well as help for spouses and partners.
International mobility
BNP Paribas’ approach to international mobility aims to:
- strengthen the cross-disciplinary and international character of the Group’s business;
- develop the multicultural and international skills of its employees and therefore promote their career development.
An employee who has the skills to handle multicultural settings, share best practices or develop new ones may be offered an opportunity abroad, regardless of his or her country of origin.
Work-Life Balance
The right balance between personal and professional life
We know that having a life outside of work makes us shine even brighter. BNP Paribas has a work-life policy that helps employees find a balance, for their benefit and for that of the company.
In addition to ensuring that maternity leave is not treated as a barrier to professional development, family situations are taken into consideration when:
- Planning to transfer employees;
- Organising staff training (length, times, childcare costs, etc.);
- Organising meetings and business trips
