Why Choose Lafarge?
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Emphasizing Mobility

Lafarge encourages geographical and professional mobility. Long- or short-term international assignments, internal promotions, or simply a change of role: Your personal and professional development is important to us.

Make your own career

There is no such thing as a pre-determined career path at Lafarge. Everyone builds their own rich and diversified career portfolio. Whether it is a question of geography, hierarchy, or professional development, you hold the keys to your success!


A sustainable career can be built by belonging to a profession, developing skills appropriate to each role you occupy, and having the interest and determination to follow the professional path you choose.


We don't set rules about the amount of time you should spend in a given role. Depending on the profession, the amount of time needed to achieve a high level of performance and expertise can vary.


Twelve percent of Lafarge's executives have international experience. This proportion is expected to double over the next five years.

photo of Lafarge employee with thumbs up

A thumbs-up from a Lafarge employee

A range of ways to boost your career

Lafarge is committed to total transparency concerning job vacancies. Lafarge North America employees have access to internal job offers through daily informational e-mails and on the intranet.


You'll also enjoy opportunities to talk openly with the Human Resources department and your manager. These discussions will help you regularly evaluate your professional progression.


Assessment and self-assessment tools can be a useful way to understand your managerial aptitudes, behavioral skills, and employment preferences.

Assessment and improvement

Lafarge has developed a number of assessment and improvement tools:


  • An annual assessment interview allows each employee to receive career development guidance from his or her manager. The interview covers the employee's strong points as well as any areas that need improvement, such as technical skills or leadership.
  • This interview is also the opportunity to establish an Individual Development Plan. Each employee identifies his or her key development targets with guidance from his or her manager.
  • Employees can participate in a 360-degree process in which managers and colleagues provide constructive feedback to help the employee improve and move towards excellence.

Changing direction

At Lafarge, it's not unusual for a Spanish operational manager to become a branch manager at a French office, or for an engineer to take charge of a Human Resources department. Transversal links between professions are strongly encouraged and Lafarge offers training to ensure smooth transfers.

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Lafarge's principles in action

Key to Lafarge is its values of respect, care and constructive dialogue with stakeholders, including employees. These values are reflected in Lafarge's approach in its operations and business activities which focus on sustainable growth by reconciling the challenges of economic development and environmental respect.

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LafargeHolcim. Cement, aggregates, Concrete.