Our employees are proud to build what matters.
Our employees’ shared expertise, passion and commitment to our clients’ success differentiate us and help forge long-term partnerships. So does our focus on creating an environment that allows employees to develop and thrive. This is how we strengthen our Tier-1 capabilities and effectively deliver even the most complex projects.
We strive to embed our culture and values in everything we do. This includes the principles of good governance. As part of our Human Resources (HR) governance, the Executive Vice-President (EVP) of HR participates in the:
- Executive Committee
- Senior Management Team meetings
- SNC-Lavalin Ethics & Compliance Committee
- HR Ethics and Compliance Committee
- HR Committee of the Board of Directors
These committees help align and continuously improve our HR strategy, approach and initiatives. Senior members of the HR team meet regularly with their internal clients as well as lead their own sector-based meetings. As members of the HR Council, they also meet monthly with HR’s EVP to discuss key issues affecting employees and the HR function globally.
Global HR Policy
We adopted our Global Human Resources Policy in October 2015 and revised it in July 2016. This policy provides the guiding principles for effectively managing talent worldwide. It reflects our HR strategy of building capability and flexibility to achieve our business ambitions and flawlessly execute complex projects, with a focus on the strategy’s three underpinning pillars:
- Systems and processes
The Global HR Policy helps us align all decisions and actions with our culture and values while promoting an environment where employees can achieve their full potential. Our goal is to ensure that our employees are recognized as the benchmark for talent across our industry and beyond. Our employees and their commitment to client success differentiate us and help us secure long-term client partnerships.
In line with this aspiration, we strive to provide our employees with a work environment that:
- Prohibits harassment, discrimination and any form of violence
- Supports the highest ethics and compliance standards
- Actively promotes diversity and equal opportunity
- Fosters mutual trust and respect at all levels of the organization
- Enables employees to report misconduct without fear of retaliation
- Provides employees with the opportunity to attain their full potential
HR Ethics and Compliance Committee
In early 2017, we established the HR Ethics and Compliance Committee to address HR ethics and compliance investigations. The committee will help ensure that consistent measures are applied following an investigation and that corrective actions are implemented in a timely manner. It also reinforces our corporate values and ethics and compliance culture.
Addressing conflicts of interest
Our employees are the face of SNC-Lavalin. Their actions significantly impact how our company is perceived by all stakeholders. As a condition of employment, we require all employees to know and abide by our Code of Ethics and Business Conduct.
Reporting any actual, potential or perceived conflict of interest is a Code requirement. The Conflict of Interest Disclosure form helps us promptly identify possible conflicts of interest and quickly address situations that may undermine employee impartiality. To ensure employees understand the form’s content and purpose, we made it available in English, French, Spanish, Portuguese, Arabic, Polish, Romanian and Russian in early 2017.
Additionally, when a conflict is disclosed, managers, HR professionals and, if required, Ethics and Compliance team members follow guidelines to properly address and mitigate the conflict.
Over the years, we’ve seen a significant increase in the number and the complexity of our projects. As our operations expand, we must take extra care to protect our employees, shareholders, stakeholders and assets while ensuring projects are delivered on time, on budget and without incident.
To help us achieve these goals, an independent global security company conducts thorough background checks on all candidates for positions at SNC-Lavalin. The screening process is based on the position’s specific requirements and the local laws and customs. These checks help ascertain the candidate’s suitability for the position while diminishing the risk inherent in the hiring process. An applicant’s consent is required before proceeding with the verification. All reports are treated with the utmost confidentiality and used solely for the purpose for which they’re collected.
Strengthening our capabilities
In 2016, we continued to improve our HR systems, practices and tools with the global rollout of Workday and its recruitment software. With all our recruiters now using this software, we’re able to leverage and increase synergies across our internal recruitment network worldwide to find the best candidates.
In North America, we introduced Data Management Shared Services to simplify, optimize and standardize HR processes, procedures and services. This operational model helps us focus on the value-added dimension of HR services.
We’ve also taken concrete steps to ensure that employees exemplify the highest standards of ethical behaviour. In 2016, these steps included creating the HR Ethics and Compliance Committee and implementing Standard Operating Procedures (SOPs) on workplace harassment and violence.
Through our company-wide HR initiatives, we engage employees and create long-term value for our organization and clients. We’re committed to helping employees reach their development and career goals. We encourage them to proactively identify their career aspirations, seek out new challenges and take action to make their aspirations a reality. Our internal job posting site is one of the ways employees can explore new career opportunities at SNC-Lavalin.
Health, safety and security
At SNC-Lavalin, the well-being of employees is fundamental to our company’s success. We care passionately about the health, safety and security of everyone who works on our projects and in our offices worldwide. That’s why we implement and continuously improve the policies, programs and structures needed to safeguard their health, safety and security.
Health, Safety, Security and Environment (HSSE) is one of our corporate values and a core competency on which everyone is assessed during their performance evaluation. We encourage people to be proactive when it comes to their own health, safety and security, and to report any situation that may jeopardize their well-being or that of their coworkers.
At SNC-Lavalin, we work on complex projects in challenging environments all over the world. Our new global Perfect Days metric focuses employees on the risks that surround them and the impact of their day-to-day decisions on HSSE performance. Ultimately, it reinforces everyone’s commitment to ‘zero’ and to reporting incidents daily.
Diversity and inclusion
We’re proud of our diverse and dedicated workforce. Our employees speak 60 languages, represent some 80 nationalities and are based in 54 countries. Their diversity is a key strength in helping us understand and meet client needs worldwide.
In March 2016, we launched our Diversity & Inclusion Program to help create a more diverse and inclusive culture, offer employees more choices and empower them to achieve their goals. The program seeks to increase the number of women in engineering and management positions from 13% in 2016 to 20% by 2018. Greater diversity will help us strengthen our talent pool, better serve clients and exceed our business objectives.
To help us achieve these targets, we established internal gender diversity ambassadors and joined Catalyst, a non-profit organization dedicated to accelerating progress for women through workplace inclusion, in 2016. We launched a Diversity & Inclusion page featuring reference guides, training modules and stories of how employees are fostering inclusion within teams and in their work. We also joined the 30% Club, a global organization dedicated to promoting a better gender balance at board and senior management levels.
Compensation and benefits
During the last three years, we’ve taken significant steps to align employees’ compensation and benefits worldwide.
Our Total Rewards framework drives employee engagement, helps attract and attain key talent, and reflects our business strategy, culture and relevant local market-competitive practices. Total Rewards supports a pay-for-performance culture that provides top-quartile rewards for outstanding performance while ensuring all employees receive adequate levels of compensation and protection.
The main elements of Total Rewards include, where applicable, one or more of the following:
- A base salary established within a salary structure providing flexibility to recognize employees’ individual skills, competencies, performance and development
- An adequate level of protection under health and welfare programs with the opportunity, where applicable, for employees to tailor the protection to their personal and family needs
- A capital accumulation retirement program building an asset base over time to provide post-retirement income
- Where locally practical, an opportunity to purchase SNC-Lavalin shares and reap the benefits of current and future company success
- Incentive programs, both short term and long term, aligning eligible employees’ compensation with the degree of achievement of SNC-Lavalin and business unit objectives, individual performance and shareholder interests
Global plan with local governance
|Perquisites and allowances
|Pensions and benefits
Global plan and governance
In 2016, changing our benefits provider for Canadian and US personnel provided 9,000+ employees with more flexibility in choosing their social benefits. We intend to make similar changes for employees based in the Middle East in 2017 and 2018.
Employee eligibility and participation in the framework’s applicable elements are based on our job classification system, which we progressively rolled out worldwide between 2013 and 2015. A coherent job classification system enables us to determine salary and incentives using the same template and wage scale regardless of an employee’s location.
Every year, managers are trained to evaluate their team members using the same criteria worldwide. Performance management, and the fruitful discussions between managers and employees that stem from it, demonstrate our commitment to developing careers at SNC-Lavalin. We encourage managers and employees to make the most of this annual discussion by taking the time to reflect on:
- The attainment of the past year’s objectives as well as the priorities to come
- Professional interests and steps taken with respect to career management
- Potential areas for development
More than just an annual review, performance management is the continuous process of setting objectives, assessing progress and providing ongoing coaching and feedback to ensure employees are meeting their objectives and career goals.
Breakdown of employees by region, gender and age
Workforce by Sector
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