Our people’s dedication and contribution is key to securing the growth, development, and seamless operation of all companies in the Magnit Group. To boost employee loyalty and attract new talent, we improve working conditions, provide decent salaries, promote careers, train people, and take care of their health.
Goals of Magnit’s HR Strategy
Securing the sustainability of Magnit’s business through programmes designed to maintain sufficient staffing and acceptable turnover among rank-and-file staff, managers, and experts
Unlocking potential for business development by introducing tools and practices that foster employee engagement and productivity, as well as running a talent acquisition and development programme
Making a quantum leap in the development of HR management technology, programmes, and approaches, including the use of effective, modern, and easy-to-use tools for managers to handle teams, and services for employees.
In doing so, Magnit seeks to be a smart employer, making decisions based on high-quality data and a robust cost-benefit ratio across its programmes.
Type of employees
Employer brand
Corporate culture
Talent and team
Robust corporate structure
EVPEmployer Value Proposition.and HRHuman Relations. service
Systems and data
Top management
Employer brand revision and promotion, brand health analysis
IT recruitment centre creation
Implementation of new recruitment tools
Improvement of internships
Automation of onboarding programmes
Development of dedicated recruitment advertising campaigns for different target groups, including categories such as “60+”, “students”, etc.
Constant employee feedback collection
Internal communication system development (via HR App)
New hybrid and remote working arrangements
Volunteer corporate community development
Corporate values promotion
Development of a programme to recognise employees with state awards and badges of distinction
Further consistent efforts of the Company’s management to improve employee engagement
Development of Beyond Work, a series of psychological support lectures for employees
Performance management
Talent management and succession planning programmes
Gamification of business processes to boost employee performance
Design of a professional skills competition system to develop and retain talent
Flexible organisational design
Update of organisational management standards
Authority model and process management
Remuneration structure
Benefits programmes
Personnel costs management
Improvement of professional training programmes
Temporary and outsourcing personnel management
Design of a support programme for socially disadvantaged employee categories
Set-up of a process to provide employees with New Year presents for their children
Development of an Employee Cashback loyalty programme for staff (piloted in Moscow, Northwestern, Urals, Southern federal districts, and the Head Office), with subsequent rollout in other districts
Magnit-Discount partner loyalty programme for employees
SAP HCM
Electronic HR document flow
Work Force Management (WFM) tools
Digital services for employees – HR App
Digital channels and platforms for the training process
Automation of the recruitment process
Middle management and experts
Tech and digital employees
Line staff
Our approach to employee development
The Magnit Group employs over 360,000 people. This is a huge team for which we are responsible. Our ambition is to be the No. 1 retail employer in Russia for our hires, making a positive impact on the quality of their lives and professional development.
Since 2019, we have been implementing an HR Strategy that covers developing and promoting our corporate culture and employer brand, optimising the Company’s corporate structure, improving our EVP for employees, attracting and retaining talent, as well as automating and digitalising our HR processes.
Magnit’s HR development principles
Employee-centred culture
Increase engagement at all levels and foster leadership skills
Develop our business through employee engagement
Develop our business through employee engagement
Novel and proactive approaches to recruitment
Flexible organisational structures, working formats and processes
In-house talent development
Novel and proactive approaches to recruitment
Flexible organisational structures, working formats and processes
Smart employer
Process reorganisation and automation
Solutions based on data and economic efficiency
As part of the strategy, we have set HR management targets and measure progress on an annual basis.
Strategic goal to 2025
2022 performance
40% maximum turnover rate
55.4% turnover rate at Magnit (vs 64.6% in the base year of 2019)
Employee development system
Material topics
Respect of labour rights and safe working conditions
Equality and inclusion
Increasing the number of customers and employees committed to healthy lifestyles
Priority UN SDGs
Russia’s national projects
Labour Productivity
Principles of the Social Charter of the Russian Business
Business partnership and stakeholder engagement
We believe that employees are a key asset of a company; we support human development. We believe that a human life is the highest value. We believe that workplace safety and employees’ health cannot be compromised in order to make profit.
RSPP Reference Performance Indicators
1.4
3.1.1
3.1.2
3.1.5
3.1.6
3.1.10
3.1.12
3.2.2
Key documents
Internal regulations
Human Rights Policy of Magnit PJSC
HR Strategy
Internal Workplace Regulations
Regulations on Remuneration
Regulations on Remote Working
Regulations on Digitalisation of Labour Documents
Regulations on the Social Programmes of JSC Tander
Regulations on Employee Awards from the Ministry of Agriculture of the Russian Federation
Regulations on Badges of Distinction for Employees of Selta LLC
Regulations on Badges of Distinction for Employees of JSC Tander