Henkel empowers employees with global opportunities

When Tina Sanbalian was first interviewing for a human resources job at Henkel Canada four years ago, what really excited her about joining the multinational company was the attention and investment Henkel was willing to put into developing and supporting employees.

Sanbalian was particularly impressed by Henkel’s Triple Two philosophy, which is driven by the conviction that enabling employees to have a broad and diverse work experience strengthens the entire business. One Triple Two initiative, called “Grow”, allowed Sanbalian to spend about three months in Australia last year: 10 weeks in Sydney working with the consumer brands business, and three weeks in Melbourne with the adhesives division.

“It was a once-in-a-lifetime experience,” says Sanbalian, an HR specialist who is now senior manager of human resources in Canada. In addition to allowing her to increase her knowledge about Henkel’s lines of business, the Australian assignment exposed Sanbalian to another HR team and colleagues in a new country and region. “It not only pushed my professional development, but my personal development as well.”

Another way Mississauga, Ont.-based Henkel Canada – a unit of the German adhesives and consumer products giant – gives employees more flexibility in where and when they work is through its Smart Work initiative. Through the program, staff are offered the ability to work up to 30 calendar days each year in another country.

Henkel has a “huge focus on learning and development,” Sanbalian says. Among other initiatives, the company provides excellent onboarding, as well as internal and external training programs for personal growth and enhancing leadership skills.

“Henkel invests in resources to not only develop employees, but also retain employees,” Sanbalian says. “Once employees come through the door, we dedicate a lot of time into onboarding and training because we don’t want them to leave.”

Pierre Dupuis, Henkel’s general manager for consumer brands in Canada, says managers are focused on encouraging employees to take advantage of the breadth and depth of the global corporation.

“We have a lot of opportunity within Henkel Canada if you want to move around and experience different parts of the business,” says Dupuis, who has been at Henkel for 14 years.

As part of its “big-time investment” in developing its employees, Dupuis says, Henkel prioritizes listening to its employees’ needs. This is achieved through regular development conversations held throughout the year, allowing the company to adapt based on the feedback received.

“I always ask, ‘Is there something we could do differently? Is there something we are not providing? Is there something else you would prefer to be doing?’” he says. “We gain greater perspective and insights by fostering a culture where employee feedback is encouraged.”

Henkel also takes mental health “very seriously” through the year, Dupuis says. “We have two weeks dedicated to mental health where we offer an assortment of resources, including speakers on different aspects, to help create greater awareness and understanding of how to manage mental health issues.”

Sanbalian says this approach and attitude is born from a culture of caring.

“Henkel listens to its employees,” she says. “From an HR perspective, it makes my life so much easier working for an organization that sees the value in people and cares about people.”

This article appeared in the magazine announcing this year's Canada's Top 100 Employers winners, published November 15, 2024 in The Globe and Mail. This article was prepared with the financial support of the employer, which reviewed but did not write its contents.

Henkel fosters an environment for employees to thrive

Sara Saloojee pauses for a few seconds when asked if she can recall the first time she realized Henkel Canada was an excellent employer.

“It’s really hard to dial it down to one moment, because I feel like it’s a buildup of so many things that reassure me,” says Saloojee, marketing manager, consumer brands – hair professional. “But I feel like a standout moment in my journey was going through the pandemic with Henkel.”

Saloojee had moved into Henkel’s hair professional division in March 2020 just as the impact of the pandemic began shutting down the hair salons that buy Henkel’s professional hair products. She says the company moved quickly to offer employees support, setting up calls about how to adjust to the new normal and prioritize their mental health, and reassuring them their jobs were safe – while also gifting products to the struggling salons.

“That was a real shining moment,” Saloojee says. “It told me Henkel is with me through the good and the tough.”

Mississauga, Ont.-based Henkel Canada is a unit of the German adhesives and consumer products giant, which has divisions and operations around the world. Saloojee says Henkel’s size, structure and business approach give employees access to multiple opportunities to advance their careers. “We’re a lean team,” Saloojee says of the Mississauga office. “Because of that, we get many opportunities to work in different businesses or projects.”

In addition to working in a variety of positions and getting added responsibilities in her seven years at Henkel, Saloojee also has been able to spend time at Henkel offices in the United States. And recently, she and two other senior marketers travelled to global headquarters in Dusseldorf to take part in an advanced marketing course.

Saloojee credits her managers’ responsiveness to employee needs. “I really feel that when I speak up, or put my hand up, I am able to get access to new opportunities,” she says.

Pierre Dupuis, general manager for consumer brands in Canada, says Henkel invests a lot of time and effort in its employees’ experience.

“It’s really important to foster an environment for people to shine,” says Dupuis, who has been at Henkel for 14 years. “And when you’re a small group, everyone contributes, and everyone’s part of our success.”

He says Henkel’s interest in developing employees begins with its internship program, which gives participants the opportunity to do meaningful work across the businesses. When hired, employees go through a global onboarding program that includes a personalized plan and an assigned buddy. Full-time employees have access to an extensive set of internal and external courses and programs they can use to improve their skills or learn new ones.

Dupuis also says Henkel is strong in recognizing exceptional employee performance through its leadership commitment awards and by “recognizing our people in our town hall meetings.”

Henkel leaders strive to instill a sense of entrepreneurial spirit that’s been part of the company’s DNA since its creation over 147 years ago, Dupuis says. “We can move, we can be nimble, we can be fast,” he says. “And when you have people with that mindset, who are really looking to drive change, it rapidly multiplies across the organization.”

Saloojee says that despite the global company’s size, it always maintains a “family feel.” It does so in many ways, but partly through a series of small gestures, such as hiring food trucks to celebrate various company-wide events. Saloojee says that helps forge connections among staff — and with the company.

“It’s these little things that make you feel important as an employee,” she says.

This article appeared in the magazine announcing this year's Greater Toronto’s Top Employers winners, published December 3, 2024 in The Globe and Mail. This article was prepared with the financial support of the employer, which reviewed but did not write its contents.