Human capital

People are one of the key pillars of the ORLEN Group’s strategy. We provide fair and friendly working conditions for our employees. Relations with internal stakeholders and the external business environment are based on integrity, respect as well as dialogue, cooperation and involvement of each staff member in building a culture consistent with the Company’s core values.

• About 65,000 employees to be involved in the ORLEN Group strategy implementation until 2030
• International team expanded in 2022 to include employees of the LOTOS and PGNiG Groups
• Representatives of various professions
• Multigenerational workforce
• Former employees with long years of service to ORLEN Group
• Potential employees – professionals and students of technical schools and universities who are at the point of choosing their field of study or future career

Priorities defined in the Group’s Strategy for 2020–2030: employer branding, value-creating innovations, engagement, diversity, and competencies.

• We design initiatives to build the competences that are and will be important to achieving the objectives of our business strategy.
• We regularly conduct employee engagement and satisfaction surveys covering various areas of the working environment to get a better insight into employees’ needs and expectations and to make changes and improvements aimed at increasing employee engagement.
• Age management and succession management solutions have been put in place to counteract adverse consequences of demographic shifts on the labour market.
• We believe in social dialogue based on independence of the parties, legal compliance, as well as trust, mutual willingness to compromise, and observance of the rules.
• We care to help employees achieve work-life balance, including through our Family Friendly Employer programme.
• Our employees are provided with medical care going beyond the scope of occupational medicine, and support for employees’ mental wellbeing (Occupational Psychology Centre) is an integral part of the organisational culture.
• We work consistently to satisfy our talent acquisition and retention needs, Focusing on specific target groups relevant to our business areas – current and prospective employees, as well as students and graduates of vocational schools and universities.
• We maintain the highest workplace safety standards, building the awareness of safe work procedures and creating proactive attitudes among our employees and contractors.

In 2022, the ORLEN Group’s hiring policy was focused on recruiting top quality specialists for both day-to-day operations and strategic projects. Acquisition of the former PGNiG Group (24,021 people) and LOTOS Group (4,291 people) in 2022 and expansion of the ORLEN Group’s energy, IT and retail areas led to a year-on-year increase in total workforce by 29,070 people, to 64,494 employees. Attracting skilled labour is key to maintaining and growing the components of manufactured capital.

Investment in growing the human capital has a positive impact on the intellectual and social capitals, and thus also drives the financial capital. In order to attract top talent, the ORLEN Group offers a unique employee value proposition both in terms of compensation and non-pay benefits.