Development, Diversity & Health

Around 17,000 people work for HUGO BOSS worldwide (Full-time equivalent, as of 2022) – the Company has a responsibility to each and every one of them. That’s why the Group promotes a fair, open corporate culture where motivation is part of everyday work. To achieve this, we strive to recruit the best employees, inspire and support them, empower them for the transformation, and build a trusting, creative relationship with them. All of these elements are essential for HUGO BOSS and its employees to develop innovative ideas that generate value for all stakeholders.

First and foremost, of course, this involves ensuring that employees develop awareness for sustainability. But it also involves much more: lifelong learning, meaningful actions, and a working relationship characterized by mutual trust. Additionally, a diverse workforce is also important to us. Experience has shown that mixed, inclusive teams find more effective and creative solutions to complex issues and have a positive impact on corporate culture. HUGO BOSS therefore specifically promotes diversity amongst its employees.

WORK-LIFE BALANCE BETWEEN FAMILY AND CAREER

HUGO BOSS provides a wide variety of offers for its employees for balancing work and private life. Among other things, the Group promotes flexible working-time models. In order to simplify the complexities of family life, the Company is committed to the national network Erfolgsfaktor Familie (success factor family) and offers its workforce comprehensive support for families. The company also promotes family friendliness at international locations. For more information, see Working at HUGO BOSS.

THREEDOM OF WORK 

With the mobile work model Threedom of Work, HUGO BOSS is setting a new standard in the fashion industry. The concept provides for three days on site from Tuesdays to Thursdays, with employees free to choose their location on the remaining two days of the week. HUGO BOSS is thus offering even more individuality and freedom in the design of each employee’s work model and therefore in the compatibility of work and private life. Learn more here. 

HUGO BOSS wants to create a constructive dialog and relies on a corporate culture that promotes the active engagement of its employees. Our goal is to inspire employees, give them the best possible support, and empower them to take responsibility.

To achieve this, HUGO BOSS employs a variety of communication and transparency measures to promote exchange among employees and empower them to make responsible autonomous decisions. Exemplary of this are our training programs for enabling managers and employees in agile methods and attitudes, self-reflection, and a feedback culture.

In addition, HUGO BOSS conducts regular, global satisfaction surveys as an important tool for employee engagement. The results provide indications of employee needs and give us an incentive to respond to these needs even more.

With various benefits at our sites, we honor the commitment of our employees and ensure a productive working environment - be it through a broad sports portfolio, health promotion, and nutrition. Find out here which benefits we offer at which locations.

The systematic vocational training of talents is an important pillar of human resources work at HUGO BOSS. The Company offers a wide range of technical and commercial vocational training and work/study programs, in collaboration with regional, national, and international universities and training centers.

To identify and recruit young talents outside the company at an early stage, HUGO BOSS employs a variety of measures at its locations and works together with external partners. One example is the HUGO BOSS Ticino Ambassador Program at our Swiss location, in which employees are committed to expanding and consolidate collaborations with universities.

A systematic approach to continuing education and career development supports employees in continually increasing their knowledge and expanding their skills. HUGO BOSS has implemented an employee development program in addition to the existing extensive options for individual development. Future managers and team leads follow this specific development plan. HUGO BOSS offers individual development programs for managers with special training options, both at headquarters and in the subsidiaries. The Excellence Program, for example, provides specialized training content for employees in IT, procurement, or project management. 

In this way, the company not only succeeds in attracting external applicants as an attractive employer, but also in recruiting internal candidates to fill vacancies. In 2022, we hired 57% (2021: 59%) of our roles with internal candidates (refers to the DACH region). With company-wide events such as our healthcare and sustainability days, we also invite you to expand your horizons far beyond your department’s boundaries.