Join HEF
Working at HEF means joining an innovative, international industrial group on a human scale. Our strength lies in our ability to forge links between the worlds of science and industry!
Our teams imagine, design, and manufacture materials and surface treatments that meet today’s major societal challenges: product durability and performance with tribology, energy transition thanks to hydrogen technologies, digitalization of our world with photonics.
Thriving on challenge
If you thrive on challenge, if you are a self-starter with a strong capacity to adapt to a fast-growing environment, if you want to shake things up, break new ground, take the initiative … then come join us!
Your team spirit and sense of solidarity will be essential for carrying out your assignments and supporting your projects.
Joining HEF also means working every day in a rich cultural environment, with contacts in China, India, the US, Europe, etc.
The head office, based in Andrézieux, France, in the Loire region, offers a pleasant living environment. Career paths are possible at our sites in France and abroad. At HEF, it is possible to change professions, from research & development to manufacturing or marketing, or vice versa!
You will be able to chart your own career course and progress within the company according to your motivations and the opportunities in France or internationally.
Together we are strong
HEF is majority-owned by its employees. This employee stock ownership guarantees the Group’s financial autonomy, enabling us to weather crises and it protects us from stock market operations, while enabling us to invest constantly to innovate and adapt to our customers’ needs.
The company gives all its employees the opportunity to invest in their work tools and become shareholders in a fast-growing, high-performance company.
the differentiating factor we are proud of: The team works together to generate results, which are particularly reflected in a profit-sharing scheme in line with their efforts (this scheme applies exclusively to the employees in France), it is however a lever for all employees to build capital in a manner adapted to their personal projects.
The desire to learn
Development of employees’ individual skills is one of the Group’s key priorities.
HEF invests in the career path of its employees, to contribute fully to their development and fulfillment, by offering them appropriate training, learning opportunities, and career development initiatives.
HEF deploys the tools necessary to broaden the skills and requisite knowledge to thrive in their roles and contribute to our collective success.
Our professions
The HEF Group encourages a collaborative spirit. Our teams, based in 21 countries, work together to design solutions that contribute to the durability and performance of parts used in the mobility, construction, aeronautics, decarbonized energy, defense, and medical sectors, for example.
Our professions:
– Research professions: from technician, engineer to PhD
– Manufacturing professions in the field of machining, surface treatment and its support professions (methods, industrialization, procurement, quality, etc.)
– Equipment professions since we manufacture our own machines: automation engineers, project managers, etc.
– Sales and marketing professions with particularly technical profiles
– Support functions: HR, legal, accounting, IS, communication, etc.
Gender equality in the workplace
Since 1 September, 2019, companies with more than 250 employees must calculate and publish their workplace gender equality index.
This index enables companies to measure the remuneration differentials between men and women and to identify areas where progress is being made.
The index is calculated on a basis of 100 points, starting with the 5 indicators below:
Final grade for 2023: 78/100
– Gender remuneration differential, (38/40)
Progress target: We have improved our result compared to the prior year. We hope to continue our development in this direction for next year.
– The distribution differential for individual raises, (20/20)
– The promotion differential, (15/15) The number of employees receiving a raise when returning from maternity leave, (0/15)
Progress objective: A table will be set up to track maternity or adoption leave to identify whether maternity leave or adoption leave has been taken in the course of the year and whether an raise has occurred in the employee’s SSC or in the company in the course of the year.
– Parity between the 10 highest remunerations. (5/10)
Progress objective: To improve the percentage of women in senior management. We already have 3 women in the group of the 10 highest remunerations. The objective for the year ahead in to integrate a 4th woman in the top 10 to improve the grade of the indicator.
