Our practices are evolving to reflect our scale
Inside Ardian
Our practices are evolving to reflect our scale
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02 July 2024
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Private Equity
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Talent
Reading time: 4 minutes
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Maria Stasse Co-Head of Human Resources
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Jean Flavie Co-Head of Human Resources
Talent Retention
Talent Retention
Over the past three years, Ardian has competed successfully to hire new talent. We have doubled our headcount to more than 1,000 people as we structure the company to execute our growth plans and have attracted candidates from a wider range of backgrounds. Having succeeded in hiring a more diverse group of new employees, one of the most important priorities of our HR strategy now is to ensure that they stay at Ardian, develop their skills, and build a long-term career with us.
To succeed in this, we must fulfil the promise of Ardian’s Employer Brand – “We invest in you”. Providing a comprehensive induction process together with ongoing training and mentoring is essential. But we believe it is also critical to reinforce our HR processes, and to make sure that they are well communicated and understood.
To generate employee engagement, you need consistency and objectivity.
Transparency and Objectivity
Transparency and Objectivity
Prioritizing transparency and objectivity will make clear that everyone at Ardian is treated in the same way and will strengthen feelings of inclusion within our workforce. We are working closely with managers to make our appraisal process more comprehensive. Combined with the skills framework we have developed, it will allow employees everywhere to have a clearer view on their career development.
Better technology tools are key to making our HR processes more transparent and consistent right across the company, so we are implementing an HR Information System adapted to our scale to replace the processes we have relied on in the past. This represents a central element of our effort to ensure continuous improvement of our processes. It will help us ensure that all HR policies and practices are applied consistently in all our offices. It will also enable us to capture more information from our teams and help to develop the way we practice HR in areas including training, career development and performance evaluation. This implementation also gives us an important opportunity to become a more datadriven department and to focus more effectively on the company’s strategic development.
Support for Managers
Support for Managers
Ardian intends to provide greater support for managers across the company, including the introduction of dedicated training programs. Managers are the first point of contact in helping employees develop their career and gain the training and experience they want. Equally, they play a vital role in helping us identify and nurture people with the potential to become future leaders within Ardian.
Ardian is moving to annual recruitment planning that sets out hiring conditions a year in advance. This will require managers to consider the company’s strategic objectives and develop hiring plans that reflect them. In April 2024, we are therefore launching People
Conversations, under which we will support managers in developing their departmental plans, talk about recruitment and review the skills of the people in their team and decide how best to develop them.
We are shaping a future where progress and fairness go hand in hand.
