This week we focus on the international People & Talent team, which collaborates across regions to promote the well-being, professional development, and corporate culture of everyone at Bergner. We spoke with Simone Langerhorst, Sandra Barriendos, and Sonia Sánchez from the Bergner Europe team led by Pilar Gómez de Segura, with Lionel Rodrigues from Bergner India, and with Sharon Guan from Bergner China, to learn how the People & Talent function operates across different countries.
What is the recruitment and hiring process like at Bergner, and which parts do you manage directly?
The selection processes begin based on the needs arising in the different company departments. In this initial phase, we define the characteristics of the ideal profile and draft the job description.
Once the job profile is established, I am responsible for writing and posting the job ads, shortlisting candidates, conducting initial interviews, and following up throughout the process until the final offer is made to the selected candidate.
If the first interview is successful, the hiring manager conducts a more technical and role-specific interview. For managerial roles, Pilar Gómez de Segura usually participates in the final stage, conducting the last interview and closing the deal with the candidate.
Finally, we make a joint decision between all involved parties, evaluating the candidate’s technical fit, cultural fit, and motivation to ensure a successful onboarding.
Currently, we are working on integrating Personio with LinkedIn to centralize vacancy and candidate management into one software. This will allow us to standardize communication and follow-up using defined templates, include calendar links integrated with Outlook, enable internal comments during the process, and analyze full-cycle data to improve both candidate and team experience and efficiency.
What data from the first half of 2025 would you highlight regarding headcount and hiring at Bergner Europe?
In the first six months of 2025, a total of 24 positions were filled in Bergner Europe. The average time to close was 26,7 calendar days, with variations by position level:
• Internship: 4 positions closed , average 15,5 days
• Junior: 12 positions closed , average 22,75 days
• Senior: 4 positions closed , average 28,25 days
• Manager: 4 positions closed , average 48,25 days
In your area, you work to ensure that Bergner is a safe and compliant workplace. What figures could you share to illustrate the scope of your work?
Our goal is for safety and well-being to be an integral part of daily life at Bergner, not just legal compliance.
A particularly relevant figure is that in recent years, there have been no serious workplace accidents in our facilities, demonstrating the effectiveness of a strong and ongoing prevention policy. To support this, we carry out regular internal inspections with our External Prevention Service, allowing us to proactively identify and correct any potential issues while keeping all technical documentation up to date.
We also ensure 100% coverage of mandatory Occupational Risk Prevention (ORP) training, tailored to each employee’s specific role. We conduct annual medical check-ups for all staff, promoting proactive health monitoring.
Additionally, within our compliance and anti-harassment policies, there have been zero reports of harassment to date. This reflects not only a healthy work environment, but also the positive impact of the measures we’ve implemented in recent years.
What internal initiatives or campaigns have recently been launched to promote workplace well-being and compliance?
We’ve recently launched various actions to protect our teams and promote a culture of compliance, equality, and respect.
Among the key initiatives are specialized training programs on Equality and LGTBI Diversity, aimed at all employees to raise awareness, prevent discriminatory behavior, and ensure a workplace where everyone feels safe and respected.
We’ve also actively implemented and communicated two key protocols:
• Protocol against sexual and/or gender-based harassment
• Protocol against harassment based on sexual orientation, identity, and/or gender expression
We have a fully operational Whistleblower Channel, along with an accessible user manual, allowing anyone to safely and confidentially report any inappropriate behavior or violations of our values.
Additionally, we carry out periodic reviews of the Equality Plan, which includes concrete measures to continue progressing in equity and diversity within the organization.
One of the cornerstones of our preventive strategy is the Annual Risk Prevention Plan, shared transparently with all staff and including corrective measures. Each employee also receives a personalized risk assessment tailored to their role, so they can understand specific risks and act responsibly.
The result of all these efforts is a work environment where respect, safety, and well-being are real and not just aspirational.
In addition to coordinating corporate volunteering, you're also in charge of training and development. What does your day-to-day look like, and what actions do you promote to support employee growth?
Taking on responsibility for training and development, as well as corporate volunteering and other employee-focused initiatives, has been a challenge that’s helped me learn and grow professionally. My day-to-day combines administrative work, handling planning and coordination of training sessions, with supporting employees in their professional development.
I manage training requests from different departments and respond to emerging needs aimed at boosting employee learning and growth. This includes overseeing registrations, tracking attendance, managing training platforms, and evaluating satisfaction with each training to ensure quality and uncover new learning needs.
I also identify development opportunities, aligning training initiatives with company goals and offering close, organized support to employees in their development journeys.
We are currently working on creating a monthly calendar of internal, free trainings, promoting continuous and accessible learning for all staff.
Is there any standout training from 2025 that you consider especially valuable for the team?
Since the beginning of 2025, we’ve conducted several trainings for all employees, with highlights including:
• Equality and LGTBI Diversity training
• Internal training on OneDrive and Digital Security, aimed at improving tool usage and data protection
Looking ahead, we are exploring options to train employees in Artificial Intelligence, selecting the most suitable option for the company that can be applied across all teams. In the meantime, we continue identifying new relevant trainings and building our free monthly training calendar to support everyone’s continuous development.
Lionel Rodrigues - Bergner India
What kinds of internal activities are organized in India to promote team spirit and workplace well-being?
We organize activities for different festivals and special occasions. For example, on Friendship Day, colleagues tie friendship bands on each other, and the whole office participates by wishing everyone a happy Friendship Day.
During Diwali season, we celebrate Navratri, following a color theme for nine days. Colleagues with the best outfits are rewarded by the Indian office.
For Christmas, the HR team assigns each team the task of decorating their bay using provided materials. The best-decorated team is rewarded by Bergner India for their team spirit and participation.
We also have a unique HR policy that respects all religions and customs present in India, honoring the cultural and religious backgrounds of all employees.
Are there any HR policies or practices in India that are unique or particularly adapted to your local context?
Yes, we’ve developed a holiday policy that offers optional holidays in addition to the national public holidays. This allows colleagues of different religions to celebrate their own festivals, promoting inclusion and respect for diversity.
Sharon Guan - Bergner China
What message or reflection would you like to share to celebrate the value of teamwork and inclusion?
Our team’s achievements are the result of everyone’s cooperation. Everyone has strengths and weaknesses. Like a puzzle, we can only complete a beautiful picture by combining each person’s strengths.
For example, some colleagues are great at communication, while others excel in technology. Only by working together can we deliver great project outcomes.
We should also be tolerant of different ideas and work styles. Sometimes, a new idea from a colleague might solve a problem that’s been bothering us for a long time. That’s why we all need to communicate more and understand each other better. In doing so, our team will grow stronger, and we’ll be happier at work.
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