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More than a talent practice, internal mobility has become a cornerstone of Societe Generale's people strategy, helping employees grow across functions, geographies, and career stages while strengthening organisational resilience.
This article is brought to you by Societe Generale.
In today’s banking landscape, organisations face a dual challenge: building future-ready capabilities while retaining talent in an increasingly competitive market.
For Societe Generale, the answer lies in a simple belief: people strategy and business strategy have to be interconnected. This philosophy underpins the bank's focus on leadership development, internal mobility, skills growth, inclusion, and AI readiness.
Rather than reacting to disruption, Societe Generale is proactively investing in the capabilities needed for the future of work while creating meaningful career opportunities as well as a supportive and caring workplace for its people.
This integrated approach earned Societe Generale four awards – two gold, one silver, and one bronze, at the recent Employee Experience Awards 2026, across multiple categories spanning leadership development, career development, capability development, and family-friendly initiatives.
Making career mobility a reality
At Societe Generale, internal mobility is more than an aspiration – it is embedded into the employee experience.
The bank actively promotes geographical, functional, and short-term cross-business opportunities, enabling employees to broaden their skills, gain diverse experiences, and build long-term careers within the organisation.
To ensure employees’ expectations are well understood, career development conversations are formally integrated into the annual performance management process, creating space for employees to discuss career aspirations, express mobility interests, and define development plans with their managers. HR business partners also conduct regular career interviews to better understand employee ambitions and identify growth opportunities.
Supporting these efforts is the bank’s ‘ACE’ tool, an internal competency and skills repository designed to enhance employees' learning and career development experiences. On the platform, employees can document their ambitions, competencies, and experience, while receiving personalised suggestions for internal opportunities and recommended learning pathways to close skill gaps. Complementing the platform is the ‘Internal Mobility Space’, which provides employees with resources, guidance, and tools to support their career journeys.
The impact has been significant. Internal hiring rates have increased substantially, resulting in strengthening talent retention, preserving institutional knowledge, and reducing reliance on external recruitment.
Developing leaders for tomorrow
Alongside career development, leadership development forms a key pillar of Societe Generale’s integrated talent strategy.
The bank has adopted a multi-fold approach covering employee development initiatives including regional programmes, and offerings at the headquarters. Together, these programmes support employees across different career stages, leadership levels and development needs.
Leadership development has also been closely linked to succession planning. High-potential employees are identified through talent reviews and nominated for programmes tailored to their level, ensuring a strong pipeline of future leaders.
Preparing employees for an AI-enabled future
Recognising the growing role of artificial intelligence (AI) in banking, Societe Generale has invested heavily in building AI capability across the organisation.
To accelerate adoption, the bank introduced comprehensive training programmes, leadership sponsorship, AI ambassadors, dedicated communities, and mandatory learning objectives. Together, these initiatives help employees build confidence in using AI responsibly and effectively while accelerating broader AI adoption.
Supporting growth through inclusion and flexibility
Beyond development, the bank continues to support employees in balancing career ambitions with personal priorities.
Flexible working arrangements, employee engagement initiatives, wellbeing programmes, anti-discrimination efforts, and gender pay equity measures all reflect Societe Generale's broader commitment to inclusion, fairness, and quality of life at work.
Looking ahead, Societe Generale plans to continue strengthening leadership capabilities, expanding AI adoption, and further enhancing career mobility opportunities. The goal remains clear: stronger talent, better decisions, and greater impact.
Photo / Societe Generale
Read more interviews on why organisations have won trophies for their HR practices – head over to our Behind the Win section!
Ready to be the next winning stars? Join our upcoming HR Excellence Awards to highlight your HR success, or enter the HR Vendors of the Year Awards to showcase your impact on clients’ talent strategies. Reach out to Gloria Yam to learn how you can enter the Awards and stand a chance to win.
We’re also inviting senior HR professionals to join our esteemed panel of judges. If you’re passionate about recognising excellence and shaping the future of the industry, contact Selina Kwok to explore judging opportunities.
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