How will we work in the future?

The labour market has undoubtedly become more difficult for employers. This makes it all the more important that we stand out – through attractive employment and working conditions, through respectful hiring processes and through new and innovative recruitment processes.

We place great value on the development opportunities within the Group and plan to expand them in the future.

Currently, open positions are advertised on the Careers page of the Bell Food Group website. There are future plans to inform employees about open positions in a more targeted manner and to create a dedicated platform for it.

We are generally in favour of such schemes. Depending on the location, campaigns are regularly held in which employees can receive bonuses for referring new employees.

In all areas, we have standardised onboarding programmes to support new colleagues as they start work in their new jobs. This also applies to existing employees who take on a new position or a new area of responsibility.

We at HR support employees as well as their managers in the selection of suitable further development opportunities.

Yes, our goal is to offer international opportunities starting at some point in 2023. We intend to start with basic courses in the areas of processes (MAG), management and communication. We're also considering to what extent we can integrate offers through TopX.

We promote the personal development of our employees, including the opportunity to work at other locations. Ask your manager or your local HR!

Ask your local HR to learn whether and what courses of study are offered at your location.

We offer our apprentices and students the opportunity to continue applying their skills in our company through temporary or permanent employment. Before temporary employment ends, we review the possibilities for a permanent position.

We at the Bell Food Group encourage a strong sense of togetherness. At workplaces where it is feasible, we allow employees to work remotely one day per week. On the other days, however, we place great value on being together: developing ideas as a team, enjoying each other's input and moving forward confidently. Our team relationships are our strengths.

Alongside the classic leadership seminars, which we are continuously adapting to new requirements, there are also plans for more coaching and mentoring programmes where managers can grapple with such topics.

There are 5 management principles, which are also emphasised regularly during the employee's annual performance review.

We live by our management principles. The first two are "We are open, straightforward and authentic" and "We listen and provide reasons". However, getting better with constructive feedback every day involves more than simply adhering to our management principles. Feedback works in both directions – managers must give constructive feedback, but must also be able to receive constructive feedback from their employees and colleagues in order to improve. Our HR Strategy 2026+ involves various measures for promoting a two-way feedback culture.

Today, there are numerous ways in which people at different locations and countries can connect with one another. These include individual further development measures such as courses at Coop Ausbildung National or Management Werkstatt, as well as specialist groups like the competence centres (CC) of various departments and, of course, exchange with TopX experts.

Starting in the second half of 2022, Bell will be using "my Bell Food Group" as an information tool for our employees. Our goal is to keep all interested employees informed on "my Bell Food Group" and facilitate interactive exchange. Ask your manager or local HR to learn when "my Bell Food Group" will be available in your department.

The expansion or replacement of the digitalisation of processes is mainly being done at the local level with consideration of central resources, the need for digitalisation and the strategic policies of HR at the Bell Food Group. LOGA is always a candidate for local HR processes, but not stipulated.

myHR is a self-service administrative tool available to employees at certain locations where LOGA is used. Through our HR digitalisation strategy, we want to increase the number of users with access to this portal to make services such as electronic payslips, expense reports, seminar registration, holiday requests, etc., available. Use of this portal depends on the LOGA modules used.

The HR digitalisation strategy was adopted on 9 May 2022. One of the strategy's key components is the centralisation of employee master data for Group-wide reports and statistics. Another important component is the enhanced digitalisation of local processes through the introduction of new modules that are aligned with local requirements and with resources and processes that can be optimised in HR.

Digitalisation in HR is defined as the use of information technologies and communication technologies, and all the changes that go with it. This could involve notifications about changes in seminars, changes in recruiting or similar matters. Digitalisation measures in the company also reveal a great potential for process automation and resource optimisation in HR.

We're already doing that at some locations! We are continually working to make this option available to more employees.

The HR Strategy 2026+ applies to all employees and companies of the Bell Food Group. It sets new framework conditions and provides local support to finding the best solutions for companies and employees.

You can use the "Ask us" button to send any questions on HR strategy that you may have.

 Consult the Bell Food Group organisation chart to find your local HR manager, who will be happy to assist you.

The HR Strategy 2026+ helps us in HR to better orientate our processes and tools to changing needs. We want to provide competent support to prospective candidates, employees and managers throughout their entire professional careers, from initial training and applications, further development and ongoing employment to their exit from professional life, and by doing so continue to improve in an ever-changing environment.