Talent & Culture Strategy at Nestlé: Growing Talent in a Digital Era

Introduction

Overview of Nestlé

Nestlé, founded in 1866, is a global food and beverage company with operations in 188 countries. It has a diverse portfolio of over 2,000 brands, including Nespresso, KitKat, and Purina ONE. In 2024, Nestlé reported sales of CHF 91.4 billion, with coffee being the largest growth contributor. The company employs approximately 277,000 people worldwide and is committed to sustainability and creating shared value.

HR Achievements and Recognitions

Nestlé has consistently earned recognition for its outstanding workplace culture. Over the years, the company has appeared multiple times on prestigious rankings like the "Great Place to Work" list. In 2024, Universum named Nestlé one of the World's Most Attractive Employers for the 16th consecutive year. Additionally, Nestlé Health Science achieved a perfect score of 100 on the Disability Equality Index, earning the title of "Best Place to Work for People with Disabilities" in 2024. These accolades highlight Nestlé's ongoing commitment to creating an inclusive and supportive work environment worldwide.

Conclusion: The Foundation of a Strong Workforce

Nestlé's commitment to building a dynamic, future-ready workforce is reflected in its comprehensive talent acquisition and development strategies. The company’s emphasis on attracting top talent through strategic partnerships, graduate programs, and a strong employer brand positions it as a leader in global recruitment. By embracing digital tools and platforms, such as its digital talent platform and AI-powered tools like NesGPT, Nestlé ensures that employees are not only equipped to grow within the company but are also supported by innovative technologies that streamline work processes and enhance productivity.

In addition to its robust acquisition efforts, Nestlé's digitization initiatives provide employees with greater flexibility, more personalized development opportunities, and access to a wealth of resources that help them thrive. This focus on talent acquisition, underpinned by cutting-edge technology, enables Nestlé to stay ahead of industry trends and cultivate a workforce that is agile, engaged, and ready to face the challenges of the future.

By combining its traditional values with forward-thinking digital strategies, Nestlé has created a strong foundation for continued success, both in attracting top talent and in fostering a culture of continuous growth and development.

Defining Talent Philosophy

At Nestlé, talent strategy is not just about filling roles—it's about nurturing people and unlocking their potential. The company's talent philosophy guides how it attracts, supports, and grows its global workforce in alignment with its long-term business goals.

Nestlé’s core principles in talent management

Talent Management is one of the six key pillars of Nestlé’s broader People Strategy. It focuses on attracting, developing, and retaining top talent while fostering a culture where employees are encouraged to explore new challenges and grow within the organization. Nestlé believes that the right talent, in the right role, at the right time, is essential for driving sustainable business success. The company uses a future-focused approach to talent management, combining workforce planning, effective recruitment strategies, and leadership development programs to ensure readiness for evolving business needs.

A cornerstone of Nestlé’s talent framework is the Nestlé Leadership Framework, which defines six core behaviors expected from all employees:

• Compete and connect externally

• Lead to win

• Manage for results

• Grow talent and teams

• Collaborate internally

• Make a difference

These principles shape performance expectations and guide employee development across all levels of the organization.

Talent Acquisition at Nestlé

Nestlé takes a values-driven approach to recruitment. The company seeks individuals who not only bring strong technical and functional expertise but also embody Nestlé’s core values: respect, integrity, sustainability, and collaboration.

To build a diverse and capable talent pipeline, Nestlé leverages a mix of recruitment strategies:

• Strategic university partnerships

• Early career and graduate programs

• Internal mobility and referrals

• Targeted employer branding campaigns

• Global talent pools and regional hubs

The strength of Nestlé’s employer brand and its international footprint enable it to attract top talent across a variety of disciplines. A notable initiative is the Talent Acquisition Rotational Program (TARP), which allows recruiters to rotate through different roles within the Talent Acquisition function. This helps broaden their expertise in areas like content creation, vendor management, employer branding, and digital advertising, especially as part of the Digital Brand Management team. Programs like TARP ensure Nestlé’s recruiters stay agile and innovative in a fast-changing global talent landscape.

Retention Approach at Nestlé

Nestlé’s plan to keep employees, called the People Strategy 2025, focuses on building a flexible, inclusive, and meaningful workplace. The company encourages employees to grow by trying different roles, learning new skills, and becoming strong leaders.

To make this easier, Nestlé uses a digital talent platform that connects employees to projects and job openings across different teams and countries. This gives people more opportunities without needing to leave the company. Nestlé also developed NesGPT, an AI tool that helps employees save time on daily tasks like writing or organizing information. It allows them to focus more on creative and important work. This is part of Nestlé’s plan to use digital tools to improve the employee experience.

In addition, Nestlé supports health and well-beingby offering access to wellness apps, flexible health programs, and personal spending accounts that employees can use for things like fitness or mental health support.

Talent Development and Training Programs

Nestlé believes that people are its most valuable asset and places great importance on employee development. To support growth, Nestlé follows the 70/20/10 learning model:

• 70% of learning comes from hands-on experience,

• 20% from coaching and feedback, and

• 10% from formal education.

This approach helps employees learn through real work, such as participating in cross-team projects, job rotations, or special assignments. Coaching from mentors, role models, and 360° feedback also plays a key role in their development. Formal learning includes online courses, seminars, and reading materials.

To keep skills up to date and prepare for the future, Nestlé offers access to global learning platforms, leadership programs, and partnerships with universities and professional training providers.

Employee Experience and Workplace Culture

Nestlé puts people at the center of everything it does. Its workplace culture is built on values of respect for individuals, diversity, and the future. The company promotes a flexible and inclusive work environment, helping employees adapt to change and maintain a healthy balance between their personal and professional lives.

To support well-being, Nestlé encourages flexible work arrangements where employees and managers can decide how, when, and where to work. This flexibility gives people more autonomy while still meeting business needs.

The company cares about health and safety. Through its employee health framework, Nestlé helps employees learn about wellness, make informed choices, and live healthier lives.

Nestlé also supports working parents with its Maternity Protection Policy, offering at least 14 weeks of paid leave, support for breastfeeding, and flexible return-to-work options. In offices with more than 50 female employees, private breastfeeding spaces are available.

Performance Management

At Nestlé, performance management is designed to foster continuous improvement, collaboration, and professional growth. The company uses an open, transparent approach to evaluate performance, ensuring that employees are supported at every step of their career journey.

Performance Evaluation and Feedback

At Nestlé, performance evaluation is an ongoing process that encourages regular feedback through tools like the Performance Evaluation (PE), Progress and Development Guide (PDG), and 360° assessments. These processes ensure that employees receive valuable insights into their performance and career aspirations, enabling them to set goals, identify areas for improvement, and track their professional growth. Nestlé’s focus on continuous feedback and coaching helps employees stay on track with their development and feel supported in their roles.

Employee Satisfaction and Growth

Nestlé takes pride in its commitment to employee satisfaction. According to Glassdoor reviews, 81% of employees would recommend working at Nestlé to a friend. The company maintains strong ratings in key areas such as work-life balance (3.7/5), culture and values (4.0/5), and career opportunities (3.9/5). Nestlé’s efforts to create a positive work environment have been recognized by Fortune and Great Place to Work®, ranking it among the top 25 workplaces for multinational companies. This recognition reflects the company’s dedication to providing employees with opportunities for personal and professional growth.