HUMAN CAPITAL

In particular, the initiative is about constantly seeking opportunities, experimenting, and learning in an environment of shared ownership between all stakeholders. This is reflected in our approach to SABIC wellbeing, to our learning, and to our stakeholder outreach initiatives.

The New Norm initiative offers best-in-class programs that provide a support infrastructure for physical, mental, social, and financial aspects of wellbeing and address crucial issues of the moment, such as the increasing importance of ESG factors in our business.

“As business needs evolve, SABIC’s HR leaders redefine their leadership culture to align with new internal and external challenges. In response to an increasingly dynamic business environment, we realized a need to unify and modernize our leadership culture to move away from one that focused on traditional and process-driven competency models to one that would focus on shaping balanced, transformational leaders.”

– Mohammed Al-Nafea,
GM of HR, MEA & Asia, SABIC

REFLECTING ON OUR HUMAN RESOURCES MODEL

SABIC is committed to being an Employer of Choice because we believe that our success starts with our employees. To sustain this culture, SABIC's HR has been structured in a manner that cultivates a work culture that encourages continuous learning, provides exceptional career opportunities, and offers attractive rewards and recognition for performance. By building and deploying our capabilities to support our organizational & cultural transformation, this strategy aligns with our 2025 objectives.

HR One streamlined our HR processes by integrating employee recruitment, onboarding, learning, compensation, performance & goals, succession & development, and core competencies into a unified system. SABIC also introduced a “New Hire Experience” portal to provide resources and channels for new joiners and young employees to complement their onboarding process.

In addition, SABIC has a robust learning management system (LMS) that offers over 51,000 virtual courses and joint social learning groups to foster lifelong learning to drive employee development and nurture a more competitive talent pool. We increased e-learning hours to almost 60% while our in-person core leadership offerings delivered its new curricula for the first time in a hybrid format in partnership with top business schools, extending access to 140 emerging future leaders, as part of our efforts to support SLW.

COVID-19 RESPONSE

Since the start of the COVID-19 pandemic, SABIC has been swift to respond to the multiple and complex challenges that affected our employees and our business processes. While different global concerns have taken center stage this year, we are mindful that the pandemic is still ongoing and continues to cause disruptions in the work and lives of our stakeholders. In April, we launched an ongoing internal campaign to help ease anxiety and lift morale of our employees in Shanghai during a prolonged lockdown.

EMPLOYEE SURVEY

From November 1 to December 1, 2022, we carried out the 2022 SABIC Employee Survey, which was open to all SABIC employees across 12 Survey Dimensions. The Dimensions included teamwork and collaboration, career development, team leadership and learner mindset, and yielded a 63% participation rate.