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By championing internal mobility, the bank empowers employees to shape their own careers, pursue their ambitions, and grow where they are valued most – within the organisation.
This article is brought to you by Societe Generale.
At Societe Generale, a career is more than just a job – it is a journey. Believing that talent thrives when given the opportunity to grow, the bank has embedded internal mobility into the heart of its people strategy. This approach goes beyond merely filling roles, it focuses on nurturing aspirations, expanding skillsets, and building a resilient, future-ready workforce.
The bank's commitment to talent mobility has been recognised with a gold trophy at the recent Employee Experience Awards 2025 in Hong Kong, alongside another gold and two bronze award wins during the event.
A continuous progression
In today’s fast-evolving world of work, employees – particularly the younger generation – seek more than just stability. They crave purpose, rapid progression, and personal growth. Societe Generale recognises this shift. That is why internal mobility is not viewed as a one-off opportunity, but as a continuous, structured pathway for employee career development.
“Societe Generale is committed to providing a career to our employees, not only for the job they were first hired for, but where they are supported for professional development and career advancement throughout their tenure with the bank,” emphasises Mukta Arya, Chief Human Resources Officer, Asia Pacific, Societe Generale.
The internal mobility framework at Societe Generale encompasses three key dimensions: geographical mobility, functional mobility, and short-term assignment. Whether it is a move across borders, a transition into a new function, or a temporary project-based role, employees are encouraged to explore diverse career paths that align with their ambitions and competencies.
This strategy is embedded in the bank’s annual performance management process, where career development conversations are encouraged. Managers and HR business partners (HRBPs) play a proactive role by conducting regular career interviews to understand employees’ aspirations and co-create development plans.
Tools that turn intent into action
To support this vision, Societe Generale has invested in robust digital tools that make internal mobility more accessible and actionable.
The ‘ACE’ platform, an internal competency and skill repository, allows employees to showcase their ambitions, competencies, and experiences. Based on their input, the system recommends relevant job opportunities and highlights any skill gaps, offering tailored learning resources to bridge those gaps.
Complementing this is the ‘Internal Mobility Space’, a one-stop hub filled with resources, guidelines, and success stories, empowering employees to take charge of their career journey.
Additionally, the ‘Live My Life’ programme invites employees to shadow colleagues in different departments, gain access to cross-functional webinars, and participate in internal career fairs. These experiences not only broaden perspectives, but also spark new career interests.
The annual ‘Career Week’ further promotes awareness for employees around internal opportunities. Through a series of workshops and sharing sessions on personal branding, career planning, and mobility benefits, it inspires employees to think boldly about their futures.
The bank’s strong advocacy for internal mobility has resulted in meaningful outcomes: a significant reduction in attrition rates, and a noticeable improvement in employee engagement. More employees report having a clear career path and envisioning a long-term future with the bank.
“At Societe Generale, we are committed to helping you pursue your ambitions through learning and development initiatives, to help you take the next big step in your career,” affirms Arya.
Photo / Societe Generale
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