Romain Launay

Group Chief Operating Officer of ScoR

« We are a €14B company doing business in 160 countries from 38 offices worldwide, across multiple, highly technical business lines – and we do that with only 2,800 employees. This means that each one of us feels that he or she is a key part of an organization that is constantly evolving. »

A TRULY GLOBAL COMPANY

As a global company, SCOR continues to develop consistent HR policies:

a homogenous remuneration structure,
universally accessible training and skills development proposed by SCOR University,
encouragement of personal development, particularly through sectorial, functional and geographical mobility,
social dialogue based on a global approach, with an employee representative on the Board of Directors elected through a worldwide direct vote.

STRENGTHENING OUR REINSURANCE EXPERTISE BY PARTNERING WITH TARGETED UNIVERSITIES

SCOR's HR policy integrates the specific features of the reinsurance business. To enhance skills and expertise that are both highly diverse and extremely specialized, SCOR has established long-term partnerships with prestigious universities and renowned schools, research centers and expert associations around the world.
Examples of partnerships: the University of Waterloo in Canada, the Universities of Oxford and Cambridge in the UK, Queens University Belfast in Northern Ireland, the Universities of Ulm and Leipzig in Germany, St. John’s University in New York, and the ESA Business School in Paris.

PARTNERING WITH EMPOWERED MANAGERS

SCOR’s managers, particularly at the highest level of the organization, are heavily involved in the definition, implementation and evolution of the Group’s HR policy.

Recruiting the Talent
that the Group needs

Managers are key actors in the recruitment of new Talents and are deeply involved from the design of the job description to the integration of the new joiner.

Supporting
integration

Managers support the onboarding of new team members throughout the different steps involved in their integration, including welcome, e-learning, HR and managerial follow up, global and regional DiSCORvery onboarding seminars, buddy progams, etc.

Promoting the development
and careers of staff

Using the various tools with which each employee is provided (Appraisal & Development Interviews, SCOR University, Strategic Talent Workforce Reviews, HR Business Reviews, etc.), managers, in full cooperation with HR, identify possible career development opportunities for their teams as well as actions to be implemented.

At a local level

Managers regularly liaise with the HR Business Partners to identify HR action plans for each employee. Moreover, top management members also play a central role in the career development of their teams through Strategic Talent Workforce Reviews, which determine action plans to meet the Group’s HR needs.

Strong focus on involving
employees in the Group’s capital

Free shares and stock options are distributed to employees to recognize their contribution to the company’s success. A “Long-Term Incentive Plan” also means that certain employees’ remuneration is correlated to the Group’s performance over the long-term.

Employee shareholding
at SCOR

Since 2004, the implementation of a free SCOR Share Attribution Plan (SAP) and Stock Option Plan (SOP) has enabled the Group to reward and create loyalty amongst its most talented managers and employees. Partners are all eligible for free share attributions and, where applicable, stock options.

GROUP EMPLOYEES BY AREA
OF ACTIVITY

GROUP EMPLOYEES
BY ENTITY

GROUP EMPLOYEES BY GENDER

EMPLOYEES In the Group

SCOR HAS AN ATTRACTIVE PERFORMANCE SHARES POLICY

SCOR UNIVERSITY: PREPARING FOR THE FUTURE

Preparing for future challenges by anticipating the rapid evolution of the reinsurance environment, SCOR’s training and development policy, provided through SCOR University, is designed to maintain and develop expertise and individual skills in order to further enhance the Group’s performance.

20
HOURS of training
per employee in 2017
on average

81%
OF EMPLOYEES completed
at least one training
course in 2017

Ambitions of Scor university

To ensure the constant development of the knowledge, know-how and life skills necessary to advance business and adapt quickly to our environment, taking into consideration the needs expressed by the employees themselves;
To add value to a “business partner” relationship between employees, management and HR, which implies a single global, common process based on the shared analysis of training needs;
To align all of the training actions throughout the Group, ensuring global access to training, while respecting cultural specificities and local practices.

SCOR University training is structured around 3 pillars

PILLAR 1

includes all the training courses necessary for the acquisition, maintenance and development of the technical knowledge that enables SCOR to meet its strategic objectives.
Created in close collaboration with experts, these programs depend on the expertise and the strong involvement of internal trainers.

PILLAR 2

programs deal with managerial, methodological and strategic topics, as well as with project steering and change. They help not just to strengthen know-how and interpersonal skills, but also to construct and share common values.

PILLAR 3

ensures high-level support for the Group’s identified Talent and Potential Talent. It notably includes training programs leading to diplomas, and individual, “tailor-made” facilities.

AN AGILE AND RESPONSIVE
INTERNAL DYNAMIC

Geared towards the future, SCOR’s strategy in terms of the organization of work favors the reinforcement of strong and multi-faceted relationships between employees. The Group’s employees look beyond their immediate managers and colleagues in order to successfully conclude their projects, by drawing on the global skills and know-how available.

PROMOTION OF GLOBAL DIVERSITY

Embodiment of the Global Charter on Professional Equality between Women and Men.
Development of SIGN (SCOR International Gender Network), an internal network for the promotion of gender diversity with 300 members, both men and women.
Membership of Financi’Elles, the French network for the promotion of gender diversity in the Banking,Finance and Insurance sectors.
Organization of a Global Diversity event each year in all the Group's locations.

COLLABORATIVE WORK ENVIRONMENT

Digital workplace
Transversal projects
Matrix structure
Working from home

STRONG EXCELLENCE & INTERNATIONAL CULTURE

Dynamic work environment encouraging staff to continuously embrace new challenges.
Successful organization interacting with world class industry experts.
Strong team engagement across the world.