Every day, the women and men who work for SIREM are at the heart of its development. Aiming at a policy of fairness and attention to each person, SIREM closely looks after the evolution of its employees’ performance, which is intimately linked to the company’s evolution.

The HR (Human Resources) department is a counselling partner for all managers and more generally for all employees.
Its action is deployed according to several key principles

Salary policy
To encourage staff loyalty and to recruit the right skills, SIREM uses the “market price” as a reference for its salary policy.

In addition, it recognises the progress of each employee, on the basis of formalized review sessions.

For the production staff, a specific remuneration grid has been developed and implemented according to 3 main objectives:
-Transparency
-Global perspective on career evolution possibilities within SIREM and on remuneration attached to each level of competence

Monitoring of skills
Annual performance review
The aim of this annual meeting is to reinforce the dialogue between employees and managers. It is a way of making sure that each person understands his/her role in the company and how he/she contributes to its development strategy.
It is also the formalized opportunity to detect the potential and motivations of each person, to set new objectives and to identify training needs.

Professional training
Training and Personal Improvement Programs (PIPs) are key to ensure the proper management and development of skills inside the company, in line with its strategy.

Social Dialogue
A rich social dialogue that respects employees, their representatives and the company’s interests is one of the principal values of SIREM.

This career page is your first contact with SIREM. We have tried to make it user friendly, practical and professional.

If you would like to join a human-sized company with good prospects and be one of our talented employees, take a look at our job vacancies and / or send us your application : contact.