What kind of programs do you have in place to encourage internal mobility?
Sephora fosters an inclusive and engaging environment for employees to develop technical and professional skills and grow their careers within the company. During quarterly Career Development Conversations, employees align with their managers on their targeted growth and development plans. Development plan activities may include stretch projects, mentorship programs such as STIP (Sephora Talent Incubator Program), and on-the-job training to build skills and behavioral competencies. For emerging talent, Sephora’s LEAP rotational program pipelines summer interns into a cross-business unit rotational program that prepares them for full-time roles in Merchandising, Supply Chain, and Marketing. Full-time employees can also access a Career Pathing tool to identify their career aspirations and mobility opportunities within Sephora and elsewhere in the LVMH Group. Sephora also offers tuition reimbursement to advance subject matter expertise.
How does your company benefit from employee mobility, and what unique opportunities does this approach offer to employees?
At Sephora, we are proud to report that over half of our leadership roles are filled by internal talent. Sephora benefits from internal mobility in a variety of ways. Giving employees opportunities to grow helps Sephora retain top talent. These employees present an amazing historical knowledge of Sephora, as well as a deep passion and investment in the brand. By developing internal talent, we’re also able to promote more diverse talent into leadership roles, which is a key part of our DE&I Heart Journey strategy and building a community where diversity is expected, self-expression is honored, all are welcomed, and you are included.
Employees take an active role in designing and reaching their career goals by identifying roles of interest on our internal global career site and are encouraged to cultivate relationships outside of their immediate team before applying for an internal role. Employees gain exposure to other departments via cross-functional projects, leadership development courses from Sephora’s Learning 365 offerings, and events hosted by Sephora’s social impact and Sephora INCommunities (employee resource groups). Internal mobility is among the many drivers of Sephora’s employee engagement and belonging, with 25% of Sephora US headquarters employees having tenure of 5+ years (~50% at 3+ years), strengthening its bench of successors and internal talent pipeline.
Check out the Sephora careers page here!
What kind of programs do you have in place to encourage internal mobility?
At Guidewire, we are currently working to establish a skills-based culture where employees take center stage in our talent mobility strategy. Thanks to investments in an AI-powered platform serving as both a Learning & Development and Talent Marketplace solution, we can map our workforce’s skills, create customized learning pathways, and offer professional development opportunities such as stretch projects, temporary assignments, projects, new roles, and access to mentors. This approach empowers employees to take control of their growth and career progression. To facilitate skills-based hiring, we have a policy of initially posting all our roles internally for seven days. We are also committed to training our managers to post all internal opportunities on the platform, promoting equity, transparency, and inclusivity for all our employees, regardless of their location. We have updated our policy to allow for confidential early exploration of opportunities with the support of our Talent Attraction team as opportunity brokers.
How does your company benefit from employee mobility, and what unique opportunities does this approach offer to employees?
The benefit for Guidewire is a workforce that is upskilled and in charge of their own development, leading to increased productivity, engagement, and retention – as lack of career growth and learning opportunities is a primary reason employees leave a company. In the process, we position ourselves at the forefront of the talent industry’s trend toward skill-based hiring and career agility, attracting professionals with a growth mindset who can acquire the necessary skills for their future roles while on the job.
Check out the Guidewire Software careers page here!
What kind of programs do you have in place to encourage internal mobility?
FSA Federal provides employees with opportunities to move into more challenging and rewarding roles. We have an internal careers portal where current employees can identify and apply for positions that provide upward mobility or movement to a desired location. When reviewing applications, our Recruiters give preference to internal candidates who not only meet the requirements for the position but often possess a specialized knowledge of customer needs.
Additionally, FSA Senior Management recognizes employees who possess the knowledge, skills, and experience for specific career opportunities and proactively offers them the opportunity to apply for internal positions. For example, FSA recently identified two excellent Financial Investigators and offered them the opportunity to apply for more challenging Forfeiture Financial Specialist positions. These two employees made significant contributions in their new roles and received customer recognition of their support.
How does your company benefit from employee mobility, and what unique opportunities does this approach offer to employees?
FSA benefits by keeping experienced, quality employees with knowledge of both FSA and our customers, thus increasing retention, and by attracting highly qualified candidates. Our customers also prefer FSA because they know we can fill challenging positions with proven FSA employees. Employees gain a unique opportunity to advance their career with a Government Contractor while enjoying an improved quality of life by increasing their salary, reducing commute time, or transferring to a location where they can be closer to family and friends.
Check out the FSA Federal careers page here!
What kind of programs do you have in place to encourage internal mobility?
We recently started a mentorship pilot program, where seasoned Hippos employees are paired with team members who are looking to learn about growth, effective leadership, specific skill sets, and more. This program allows us to continue fostering professional development within our company in hopes to generate continuous internal mobility. In addition, we have performance reviews twice a year, which allows employees to reflect on their accomplishments with their managers and see if they’re on the right track to continue growing in their career. It also allows them to share their long-term professional goals, which can open the door for deeper discussions regarding internal promotions.
How does your company benefit from employee mobility, and what unique opportunities does this approach offer to employees?
Golden Hippo benefits from employee mobility because it promotes a culture of continuous learning, which benefits both our employees and the company in the long run. Additionally, employees who have a broad understanding of our organization are more likely to come up with innovative solutions as they can draw from a wider range of experiences and perspectives. When employees move across different roles, they acquire a diverse set of skills that can be invaluable for the company. Ultimately, this benefits both our company and our employees, fostering a collaborative environment where everyone can reach their full potential.
Check out the Golden Hippo careers page here!
What kind of programs do you have in place to encourage internal mobility?
My name is Idalee Torres and I am a Senior Talent Development Partner at HashiCorp. HashiCorp’s Talent Development team is committed to employee development and internal mobility. One of the People team’s priorities is creating career pathways for employees. By highlighting the various career paths available to employees within the organization, introducing tools like career matrices that create more clarity around job expectations and common career paths, and providing targeted support, including internal mobility opportunities, to retain, develop, and engage our talent into the future.
How does your company benefit from employee mobility, and what unique opportunities does this approach offer to employees?
HashiCorp’s commitment to talent development and employee mobility is a major contributor to our company’s success. There are many employees at HashiCorp who have moved internally within their job groups or across departments, such as from support into software engineering, transferring valuable knowledge and experience across teams.
By providing employees with the resources and support they need to grow and develop their careers, we support our ability to innovate and deliver exceptional products and services to our customers. Our Career Pathways program offers employees ownership over their career. By providing employees with the information about what jobs exist within the company, what requirements and responsibilities align to each job, and highlighting pathways on both individual contributor and management tracks, employees can explore all of the different opportunities available to them and make career decisions that fit their interests and skill sets.
Check out the HashiCorp careers page here!
What kind of programs do you have in place to encourage internal mobility?
Growing your career at Vertafore is core to our culture, and we have several programs to aid in employees’ career growth. The Mentorship Program is an independently led experience between a mentee and a mentor. Resources are ongoingly provided to start this relationship and keep it successful & valuable.
We also have an Employee Resource Group called NEXT which provides tools and resources to promote career and leadership development. NEXT strives to supplement the growth of both soft and hard skills of NEXT members to help lead to more opportunities for career progression within Vertafore.
We offer our employees tuition reimbursement and access to Career Paths – an overview of the expectations, skills and requirements at each level within a career path and a way for employees to identify areas of focus and development opportunities to achieve their desired career goals. Our Talent Acquisition team also created an Information Interview Guide. Informational Interviews are a fantastic way to learn about other roles and departments within Vertafore.
How does your company benefit from employee mobility, and what unique opportunities does this approach offer to employees?
At Vertafore, we value empowering our employees in their career growth and goals. Each year, about 20-25% of our employees have a promotion or internal move. Growing from within not only positively impacts our employees in their personal career growth, but it ensures a strong culture at Vertafore both internally and for our customers.
Check out the Vertafore careers page here!
What kind of programs do you have in place to encourage internal mobility?
At the DriveTime Family of Brands, we see real value in investing in our employees. Our LEAP (Learn Engage Apply Perform) into Management program is designed to teach new and emerging leaders the core principles our company lives by through eLearning, facilitated sessions, application-based activities and more. Additionally, our Learn and Earn program empowers our employees to take charge of their development by navigating through different certifications to level up and earn more money. We believe continual learning is critical to the success of the organization, so we have programs in place for each line of business to help employees grow in their careers and discover their passions. So, whether it be leadership development, learning new skills or even going back to school, our employees are set up to find success in a way that best fits them.
How does your company benefit from employee mobility, and what unique opportunities does this approach offer to employees?
We’ve found that internal growth has led to better leaders, better employees, and better outcomes. Our approach to promote from within encourages employees to seek out the professional development opportunities we offer, in turn, bettering themselves and positively impacting the company. We understand that building a future looks different for everyone, so employees are encouraged to create their own journey. Whether someone wants to change job roles or switch lanes entirely and start a new career path, we’ve got a tuition reimbursement program, internal courses and workshops, and leadership development programs to help along the way.