Why choose SEPPIC?

Becoming a part of SEPPIC means joining a business where enthusiastic men and women share their know-how every day. The group provides its staff with rich and diverse career opportunities. The objective: to provide each staff member with a motivating professional life.

Diversity: the core of our HR policy

SEPPIC advocates diversity on all levels: men/women, background, talents, qualifications, skills, nationalities and many others. Our aims: 

• Make evermore international teams and careers
• Prioritize equality and open-mindedness among our staff
• Strive for a better balance of responsibilities among men and women

Training to develop skills

SEPPIC encourages staff development by offering training throughout the professional career. This training allows staff members to maintain and develop their skills, anticipating and adapting to SEPPIC’s needs as a company. Training opportunities are defined according to the strategic focuses of the company while taking into account each individual’s wishes in terms of professional development.

On course for mobility

Whether geographical or operational, mobility allows everyone to move forward and enriches the professional experience. We offer a variety of development opportunities, both internally within SEPPIC and at the Air Liquide group level.

> Learn more about the Air Liquide group mobility policy

A time for dialogue and a time to listen

• The performance annual review
  The performance annual review takes place once a year. At this time, staff members discuss their performance with their line managers. Together, they define the steps to take to reach the agreed objectives. The line manager and a human resources manager also work alongside employees to assist them in their professional career path and to take advantage of any development opportunities.
• Career interview
  During this interview, the staff member and human resources manager discuss possible development opportunities for the staff member in the medium to long-term: mobility, training requests, etc.

Recognized technical expertise

In 2003, Air Liquide launched Technical Career Ladder (TCL), a program for technical experts within Group. This program identifies, promotes and shares technical expertise within Air Liquide.

> Learn more about this recognition program