Change in CFO
16 September 2024
Goldstory announces a change in CFO, effective October 1st, 2024. Kevin Aubert has been appointed CFO of the Group.
- Talents -
- HR Development
“The Group is committed to transforming its training academies into reference schools.”
Nathalie Vegnan
HR Director, Histoire d'Or, Marc Orian, Trésor
HR Director, Histoire d'Or, Marc Orian, Trésor
Italy HR Development Manager
Talent is at the core of the THOM’s HR strategy
To achieve its goals of growth and operational excellence, the Group is developing its human capital with the goal of becoming a benchmark employer. The Group has based its HR strategy on 3 pillars: an attractive employer brand, skills development, and employee loyalty.
Talent is at the core of the THOM’s HR strategy
To achieve its goals of growth and operational excellence, the Group is developing its human capital with the goal of becoming a benchmark employer. The Group has based its HR strategy on 3 pillars: an attractive employer brand, skills development, and employee loyalty.
Attracting the best talent to the Group is an ongoing challenge. Companies are struggling to recruit in the retail sector. To enhance its attractiveness to candidates, the Group draws on a number of assets and initiatives:
- A strong employer brand
- A varied sourcing policy
- Advertising and co-opting
- An efficient recruitment process
- Innovative pre-boarding and onboarding
The retail sector is evolving rapidly, both in terms of technology and customer behaviour. The jewellery business is also a highly specialised field which takes time to master. To ensure the professional development of all its employees – from the moment they join the company and throughout their careers – the Group relies on an extremely comprehensive system including:
- THOM Academy, a corporate university that is a benchmark in its sector
- Personal development plans
- Coaching with in-house or external coaches
- A policy of encouraging hierarchical, functional and geographical mobility-
To retain talent and enable it to develop to its fullest capacity, the Group has implemented an ambitious and innovative policy based on:
- An attractive remuneration system.
- The opportunity for all employees to become THOM shareholders.
- Regular performance appraisals
- Numerous initiatives to enhance employee well-being.
- A positive climate and a strong corporate culture, founded on a core set of values (demandingness, team spirit, simplicity, commitment, boldness) and a leadership model
Attracting talent
Attracting the best talent to the Group is an ongoing challenge. Companies are struggling to recruit in the retail sector.
To enhance its attractiveness to candidates, the Group draws on a number of assets and initiatives:
• A strong employer brand
• A varied sourcing policy
• Advertising and co-opting
• An efficient recruitment process
• Innovative pre-boarding and onboarding
Developing talent
The retail sector is evolving rapidly, both in terms of technology and customer behaviour.
The jewellery business is also a highly specialised field which takes time to master. To ensure the professional development of all its employees – from the moment they join the company and throughout their careers – the Group relies on an extremely comprehensive system including:
• THOM Academy, a corporate university that is a benchmark in its sector
Personal development plans
• Coaching with in-house or external coaches
• A policy of encouraging hierarchical, functional and geographical mobility
Retaining talent
To retain talent and enable it to develop to its fullest capacity, the Group has implemented an ambitious and innovative policy based on:
To retain talent and enable it to develop to its fullest capacity, the Group has implemented an ambitious and innovative policy based on:
• An attractive remuneration system.
• The opportunity for all employees to become THOM shareholders.
• Regular performance appraisals
• Numerous initiatives to enhance employee well-being.
• A positive climate and a strong corporate culture, founded on a core set of values (demandingness, team spirit, simplicity, commitment, boldness) and a leadership model
82%
Of our employees consider THOM to be a great place to work
91%
Of employees tell us that their work allows them to carry out varied, interesting and rewarding activities
90%
Of employees are very satisfied with the atmostphere and professional relations at THOM
The THOM Academy is at the heart of the Group’s training system
Jobs for you!
We recruit nearly 700 employees on permanent contracts every year. We are looking for people who share our values above all.
We pay particular attention to integration in order to make our employees feel at ease from the start and give them the means to feel at home.
Teaching stores have been set up to give close support to our employees. We have launched our digital application, Wel’THOM, to offer a human and innovative experience.
News
Press Release – Pricing SLB SSN
31 January 2024
GOLDSTORY S.A.S. announces pricing of its Sustainability-Linked Senior Secured Notes due 2030
Press Release – B2 rating confirmed
30 January 2024
GOLDSTORY S.A.S. has been confirmed as B2 rating from Moody’s, including on the proposed SLB SSN, and a B2-PD probability of default.