Your career path and benefits
At AXA IM, we support our people to take ownership for their career development. We also offer competitive packages to retain them and attract new talent.
We want our people to start their careers with us in the right way. So, in addition to our Digital Onboarding Curriculum we invite them to a two day Welcome@AXA event in Paris to learn about our business, culture and values through interactive sessions and discussions with colleagues, business heads and Management Board members.
Mobility and career development plans
Whether it's a promotion in your own function, a move to another function, a transfer to another AXA entity, or a temporary assignment in another country, all forms of mobility are encouraged to help our people increase their skills in different environments and business areas. It's a great way to develop and strengthen our culture of trust and achievement through knowledge transfers, the mingling of skills and exchanges of expertise.
You and your manager will create an annual development plan which combines learning and business actions to build on your strengths, acquire new competencies and accelerate your development. These actions can include training programmes such as technical courses, personal development modules, professional studies and leadership workshops and learning experiences such as "on the job" learning, mobility, specific projects and coaching opportunities.
In addition, you'll be invited to discuss your current role and future aspirations in confidence with your dedicated Human Resources representative on a regular basis.
Feedback & Support
The ability to give constructive feedback and the maturity to receive it and act upon it, is an essential part of career progression. We encourage all employees to have regular feedback discussions with managers and peers. In addition, we use tools like 360 degree reviews and executive assessments, along with individual and group coaching, and mentoring to help support career development.
Learning at AXA IM
At AXA IM, we are responding to this changing environment with a clear strategy to embed a deep culture of self-directed learning and development. We are building an organisation where our people feel empowered to continuously develop as individuals and support each other to drive customer centricity and business transformation in this challenging environment.
Rapidly changing internal and external factors have a direct impact on the skills we need to drive AXA IM into the future. The “half-life” of a learned skill is 5-years. This means that much of what you learned 10 years ago is obsolete and half of what you learned 5 years ago is irrelevant.
We simply cannot learn what we need to know now and in the future using only traditional methods of learning and development. In the past, employees learned to gain skills for a career; now, your career itself is a continuous journey of learning.
Our AXA Values and Leadership Framework set our expectations that employees must drive and own their personal and professional development whilst simultaneously enabling others to grow. We aim to nurture ‘Learnatics’; a term coined by psychologists to describe people with an innate desire to learn. Our managers coach their teams to develop learnatic behaviours; curiosity, resourcefulness and persistency, to build their capability and own their career. By demonstrating a continuous appetite for learning you open the door to the fantastic opportunities and high-quality learning solutions AXA IM makes accessible to all employees.
Reward and benefits
AXA IM has a Total Reward strategy, which is designed to attract and retain talented people. We offer competitive packages combining financial and non-financial rewards, which includes fixed remuneration, discretionary variable remuneration, attractive local and global benefit programmes, learning and career development opportunities.
As a global company, AXA IM has a global Remuneration Policy applicable to all employees to foster the ONE company culture and the engagement of our employees by rewarding fairly and consistently across the organisation, and to ensure a sound risk management. Fairness, leadership, pay for performance (not only about results but also about how to achieve them) and customer centricity are also key pillars of our remuneration philosophy.
Our remuneration and benefits packages vary by location to ensure local market competitiveness and compliance with local regulations and practices.