Employee recruitment and development

Having the right skills and expertise in the workforce is essential to achieving Repower’s business objectives. Repower invests in the organisation and its people by attracting qualified employees and providing them with continuous further development and training.

Impacts

Well-trained, competent employees enable the Repower Group to fulfil its supply and service mandate. Qualified specialists increase productivity and innovative strength, thus boosting competitiveness. The continuous development of employees creates prospects, secures jobs and maintains their attractiveness on the labour market. Employee satisfaction and loyalty increase. Overall, the attractiveness of the Repower Group to new skilled workers is also enhanced.

Risks

Inadequate personnel planning or ineffective recruitment can impair the efficiency of the organisation. Since targeted development also makes employees attractive on the external market, the risk of poaching increases. A lack of internal development opportunities also increases the risk of resignations.

Risks related to a lack of human resources are a component of the Repower Group’s risk and control assessment (see Introduction).

Guidelines and due diligence

The Repower Group’s aim when recruiting and developing employees is make sure that people with the right qualifications are ready to be deployed appropriately at the right time. At Repower Switzerland, responsibility for recruiting and developing employees lies with the respective line managers. They are supported in this by the HR department with appropriate policies and measures. These include forward-looking personnel planning and systematic analysis of possible internal succession solutions. This is particularly important when it comes to filling key positions and promoting internal employee development and targeted personnel development measures. Repower Switzerland also has a guideline for external training.

At Repower Italia, the processes for recruiting and developing employees are executed by the HR department in close collaboration with the executive board. This combination guarantees that candidates will be identified who meet Repower Italia’s needs.

As a multinational and multilingual company, the Repower Group attaches great importance to the responsible handling of diversity and inclusion. The aim is to create a non-discriminatory working environment, as enshrined in the code of conduct. Uniform parameters facilitate equal treatment, while the leadership principles support a culture in which employees can take responsibility and contribute ideas. In cooperation with HR, managers ensure that all areas and teams have non-discriminatory access to all positions. Flexible working time models and specific workplace design ensure the best possible conditions for employees.

Equal pay for women and men is a central element of Repower Switzerland’s personnel policy. The company is committed to fair, non-discriminatory remuneration. The salary structure is regularly reviewed by an independent external body, particularly with regard to market fairness, internal salary fairness and systematic gender-specific salary differences.

Measures

The Repower Group has numerous initiatives to promote the development of employees’ skills and expertise. These include the opportunity to take part in advanced training courses, conferences and workshops. The company also holds open meetings with various guest speakers, webinars and information events where employees and external experts can exchange ideas on various topics. In 2025, the Repower Group also continued its training and awareness-raising measures on the use of artificial intelligence in business processes.

Repower Switzerland has established an employer branding campaign to attract qualified specialists. In 2025, the focus was increasingly on online campaigns, particularly those aimed at grid electricians. Repower received the silver certificate from BEST RECRUITER 2024 / 25 for the high quality of its recruiting. To counteract the shortage of skilled workers and promote the skilled workers of tomorrow, Repower Switzerland also trains apprentices in various trades and professions. It also offers additional apprentices and lateral entrants attractive conditions. The development potential of existing employees is discussed annually in the annual review. For managers, the Leadership@Repower training programme, which began in 2024, will continue until 2027.

Repower Italia encourages its people to take part in continuing education and training courses and enables them to find offerings that provide suitable training in both technical and social skills. As far as possible, Repower Italia also offers work in cross-functional teams and job rotations. To specifically meet existing skills requirements and systematically develop the next generation of talent, Repower Italia focuses its recruitment efforts on both experienced professionals and university graduates.

Stakeholder engagement

When a vacancy arises, the relevant managers and HR discuss and develop appropriate recruitment measures. Ongoing development measures are defined between the employees themselves and their line managers, for example in appraisals.

Measuring effectiveness

The Repower Group regularly conducts employee surveys to measure satisfaction in various areas. The results of the 2024 survey were good. In recognition of this, Repower Switzerland was for the first time ranked as a top employer at the Swiss Employer Awards. Trainees also gave the company an excellent rating (Great Place to Start). The next employee surveys are planned for 2027. When it comes to employee recruitment, Repower Switzerland conducts an annual performance review including an analysis of which channels receive the most applications and how quickly vacancies are filled.

Employee appraisals: All employees of Repower Switzerland have at least one performance and career development review each year as part of their annual appraisal. In 2025, 55.9 per cent of the men and 67.4 per cent of the women at Repower Italia received an appraisal of their performance and professional development.

Average number of hours for training and education: In 2025, male employees at Repower Switzerland attended an average of 21.4 hours of training and education and female employees an average of 17.9 hours. At Repower Italia, the average figures for the same period were 43.1 hours for men and 29.4 hours for women. The marked differences between Repower Italia and Repower Switzerland are due to the different criteria for recording data. At Repower Italia, for example, language courses are recorded as continuing education, whereas this is not the case at Repower Switzerland. The higher number of hours for men at Repower Italia is mainly due to compulsory training for operational functions, i.e. areas of responsibility that are predominantly filled by men.