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
THOM certified Great Place to Work
Great Place To Work® Certified
OCT 2024 – OCT 2025
In collaboration with Great Place To Work®, THOM deployed a social barometer across the Group in 2024 to measure its employees’ experience at work. It is a great source of pride to have been awarded the Great Place To Work® label in its first year. This certification demonstrates THOM’s commitment to its employees and its ability to foster a healthy and motivating work environment. It will enable the Group to continue its efforts to promote well-being at work.
86%
Of our employees consider THOM to be a great place to work
The THOM Academy is at the heart of the Group’s training system
An Onboarding Journey Certified GOLD – Great Onboarding 2025
Always striving for excellence, four years ago we developed an innovative onboarding journey designed to offer every new employee a personalized and digital experience.
This onboarding journey has been recognized with the GOLD Great Onboarding 2025 certification, awarded by Workelo, which honors the most innovative and engaging companies in onboarding practices.
We are proud of our GOLD certification, which attests to the exceptional quality of our onboarding process. The ratings given by our new employees reflect our constant pursuit of excellence: 9/10 in 2023 versus 9.3 in 2024.
At THOM, people are at the heart of our strategy and the employee experience is one of our top priorities.
When Histoire d’Or Highlights Its Employer Brand
As part of its new HR signature “Because we know what is precious”, Histoire d’Or has chosen an authentic communication approach that showcases its unique identity as an employer through its people—its most valuable ambassadors—who work every day to satisfy their customers.
Joining Histoire d’Or means embarking on a unique human and professional adventure. Histoire d’Or offers much more than just a job: it provides a true experience, focused on the customer and driven by a passion for the profession. Between emotional sales and technical expertise, teams promote products that are symbols of joy and pleasure.
Because people are at the heart of its strategy, Histoire d’Or empowers its employees to succeed through close support, mutual trust, and a training academy (THOM Academy) renowned for its excellence.
THOM, Partner of the Haute École de Joaillerie (Paris)
To strengthen and showcase our jewelry expertise in stores, THOM entered into a partnership with the Haute École de Joaillerie at the end of 2024. Our goal is to offer our clients a precious and consistent experience across all our stores while demonstrating our professional craftsmanship.
To achieve this, in addition to service manuals, quick-reference sheets, and numerous redesigned e-learning modules, we have developed a 4-day training program aimed at enhancing the expertise of our After-Sales Service Managers and our Expert Service Sales Advisors.
This training includes two days at the HEJ (“The best for the best”) covering gemology, the various stages of jewelry manufacturing, and hands-on workshop techniques, followed by two days at our workshop in Noisy-le-Grand.
Upon returning to the store, the teams are then able to share their skills throughout their region.
THOM, Partner of the Haute École de Joaillerie (Paris)
To strengthen and showcase our jewelry expertise in stores, THOM entered into a partnership with the Haute École de Joaillerie at the end of 2024. Our goal is to offer our clients a precious and consistent experience across all our stores while demonstrating our professional craftsmanship.
To achieve this, in addition to service manuals, quick-reference sheets, and numerous redesigned e-learning modules, we have developed a 4-day training program aimed at enhancing the expertise of our After-Sales Service Managers and our Expert Service Sales Advisors.
This training includes two days at the HEJ (“The best for the best”) covering gemology, the various stages of jewelry manufacturing, and hands-on workshop techniques, followed by two days at our workshop in Noisy-le-Grand.
Upon returning to the store, the teams are then able to share their skills throughout their region.
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.