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Talent Attraction, Retention, and Development

Talent Attraction, Retention, and Development

Talent Attraction, Retention, and Development

Attracting, retaining, and developing talent at all levels of the organization is critical to our competitiveness and long-term success. We seek to build an inclusive and diverse team to successfully guide our company though the competitive and dynamic environment in which we operate.

We accomplish this by supporting the well-being of our employees, fostering their professional development, and offering competitive pay and benefits. Our learning culture enables our employees to positively impact billions of lives on a day-to-day basis and make a lasting difference over the long term.

Attraction & Recruitment

Kimberly-Clark’s recruitment strategy includes measures designed to help ensure that diverse candidate pools are considered for every role. We have established equal opportunity, affirmative action, anti-discrimination, anti-retaliation and anti-harassment policies to aim for a fair, inclusive, and bias-free recruitment process for applicants and employees. Our recruitment privacy notice explains how we handle applicants’ personal data, and their rights under data protection law.

Read here for details on our recruitment privacy, equal opportunity, affirmative action, anti-discrimination, anti-retaliation and anti-harassment policies.

Employee Benefits 

Kimberly-Clark offers competitive pay and benefits to all employees and rewards excellence and performance. To promote a healthy work-life balance and support employees’ total well-being, we offer market- compensation and benefits programs in all our geographies.

Benefits vary between countries and regions and often include comprehensive time off and leave policies that promote health and well-being of our employees and their families. Depending on the country, Kimberly-Clark’s parental leave may augment other types of government mandated leaves such as maternity, paternity, and adoption. We believe that offering family-centric benefits allows parents the time to be there for the early stages of their child’s development.

Stress Reduction

Living our “We Care” value, Kimberly-Clark supports our employees' well-being and stress management through family days, Employee Resource Groups, Culture Compass, flex work, Focus Friday, GBS no meetings, and other global initiatives. A Global Well-Being page lists additional resources for all employees.

Talent Development

Kimberly-Clark employees have the opportunity to advance their careers and develop their professional skills through networking groups, mentoring, and on-the-job learning opportunities. Teams often engage in collaborative projects across multiple areas of the company, and individuals can access cross-border postings and other special short-term assignments that broaden their perspectives and build professional excellence. We also offer a range of professional education opportunities to enhance our employees’ capabilities, with company reimbursement of educational expenses.

At Kimberly-Clark, Employee Resource Groups (ERGs) offer networking opportunities for employees of African, Hispanic/Latino, and Asian ancestry as well as women, LGBTQ+, parents, caregivers, people with disabilities, military veterans, and new employees. In addition to amplifying our inclusion & diversity efforts, our ERGs promote career development by helping employees connect with and learn from one another.

Performance & Development Process

Our Performance and Development process reinforces our Purpose Led, Performance Driven culture, providing the tools and resources for employees to have robust performance and career conversations throughout the year, focusing on the most impactful objectives. The process includes mechanisms for sharing feedback and promoting robust evaluation that recognizes employees for their contributions. We also encourage our leaders to engage in frequent open dialogue with employees.

Kimberly-Clark’s Performance and Development process is based on the following principles:

  • A standard, global process and practices across the business to drive consistency and fairness
  • Alignment of specific, measurable, achievable, realistic, and time-bound (SMART) personal performance objectives to business priorities and strategies focused on driving impact and results
  • Development integrated into the process, with a focus on how project work builds capability
  • A process that measures both results achieved and how those results are delivered in the context of relative contribution compared to others in similar roles
  • Continuous feedback and coaching throughout the year, with the opportunity to evaluate and revise objectives as needed to maximize impact
  • Differentiation of rewards based on performance, with superior rewards for those who have the most impact

Employee Satisfaction Survey

Through the “MyVOICE” survey, Kimberly-Clark seeks to regularly gather feedback on the employee experience. The optional survey gathers real-time responses from employees around the world to understand how they feel about working at Kimberly-Clark. Topics in the survey include, but are not limited to: leadership effectiveness, company culture, employee well-being, work-life balance, code of conduct, workplace support, inclusion & diversity indicators, product quality, and physical safety. MyVOICE is confidential and available to full-time and part-time employees in all regions of operation, twice a year, via an online, encrypted survey link from third-party and from a QR code on manufacturing facility posters.

After survey responses are analyzed and summarized, Kimberly-Clark equips team leaders with training sessions and resources to understand results and address opportunities. Executive Leadership reviews employee feedback, communicates results, and implements actions to enhance the employee experience and drive company transformational efforts.

Published July 2022