Our employees are empowered with the right set of skills to achieve their goals and progress into leadership and expert positions where they can fulfil their true potential.
Exploring new possibilities and pushing boundaries is what drives Borealis and everyone that works with us. That is why every member of our team is given every assistance to learn, develop and discover.
Regular development and career progression enables every team member to make the most of their talents. Each year, employees' performance and future growth potential is assessed. After a discussion about their personal competencies and career direction, individual assignments and learning contracts are agreed upon. This can involve a mix of training modules, peer group learning, coaching, mentoring activities, assignments and on-the-job learning to help prepare for the next stage in their career.
All employees agree an Individual Development Plan with their line manager. The IDP consists of development actions reviewed at least every six months to ensure they provide each individual with exactly what they need to succeed.
An Individual Development Plan may include:
We transform today's graduates into tomorrow's leaders. By giving graduates the special attention they deserve, we are preparing the company for the strategic challenges we will face in the future.
In an organisation as large and diverse as Borealis, there are a wealth of opportunities for graduates seeking an exciting and challenging career. We have assessment centres located in a number of locations, so we are able to recruit the best undergraduates across a range of backgrounds and technical disciplines. By combining formal learning with real-life assignments, we give graduates the opportunity to establish a successful career with one of the chemical industry's foremost pioneers.
In the second quarter of each year, the leadership teams nominate potential successors for strategic key positions. This ensures that successors are identified in time to receive support for their development when needed to be well prepared for their next step. Overall, we aim to develop the majority of our key position holders internally. This aim is tracked and measured. Through the Succession Planning process, we optimise our opportunities for internal career moves yet ensure that we at the same time fill our pipeline of talents also externally.
Therefore People Development is an integral part of our People Process. People Development includes creating an Individual Development Plan (IDP) together with your line manager. The IDP consists of development actions which are agreed upon and reviewed at least every six months. These actions are then documented to assess their effectiveness. The majority of development actions consist of the following parts:
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