Powering growth through people-centric strategies

As South Asia accelerates its push toward sustainable infrastructure, the demand for environmental solutions—especially in water and wastewater treatment—is intensifying. At the forefront of this transformation is Veolia, a global leader in water technologies committed to “Resourcing the World.” People Matters spoke with Isabelle Pavelic, who leads human resources for Veolia’s global water technology business, to understand how the company is aligning its talent strategy with evolving client needs, sustainability imperatives, and a dynamic talent market.

Building talent aligned with purpose

With a career at Veolia spanning nearly three decades, Isabelle brings deep insight into how HR can drive long-term value. In South Asia, where Veolia plays a critical role in the environmental solutions ecosystem with more than 750 employees (and 2,500 for the whole APAC Region), the focus is on attracting talent that is agile, purpose-driven, and technically strong.

“This is aligned with our purpose in Veolia. We are conducting our growth transformation project through the Veolia Purpose, based on KPIs for a multifaceted performance: environmental, social, commercial, human (resources) and economic and financial. These five dimensions are followed throughout the year and are meaningful for our employees and candidates. We are looking for Talents with multiple skills and can collaborate well with others,” explained Isabelle Pavelic. mindset, which are essential for implementing complex infrastructure projects.”

Bridging Succession Gaps Through Strategic Planning

uccession planning is a key strategic focus for Isabelle and her team. “We use digital HR management systems for recruitment, onboarding, and performance appraisals; e-learning platforms for continuous training and development; employee self-service portals for leave, payroll, and benefits management, which were recently upgraded for South Asia; and data analytics to support talent management and operational efficiency.” These HR tools help streamline processes, improve employee experience, and align HR practices with global and regional business goals.

“Our approach includes regular talent reviews, identification of high-potential employees, and structured development plans tailored to build future leaders,” she explains. “We aim for a healthy balance of external hiring and internal development to ensure critical roles are well supported.”

Expanding the Talent Footprint in South Asia

South Asia continues to be a high-growth market for Veolia, prompting expansion across multiple functions.

“We are actively hiring in engineering, project execution, and increasingly, digital roles,” Isabelle shares. “We are recruiting engineers for our IT, digital, and InSource teams in South Asia, focusing on roles in software development, data analytics, and digital transformation. We place a strong emphasis on diversity in recruitment and internal promotions, partnering with technical institutes, and offering structured onboarding and career development. These initiatives are strengthening our digital capabilities and supporting our transformation and operational excellence in the region. As demand for digital water treatment solutions grows, we are seeking talent in automation, instrumentation, and digital transformation.”

To fuel this growth, Veolia is also strengthening its campus hiring strategy and deepening partnerships with top engineering institutions to build a strong pipeline of early-career professionals.

Diversity as a Strategic Advantage

“Diversity is embedded in Veolia’s DNA,” Isabelle states. In South Asia and globally, the company is making deliberate efforts to create a respectful and inclusive workplace, focusing not only on increasing gender diversity in technical and leadership roles, but in all aspects of diversity—age, education, etc.—as a mirror of the society.

Veolia South Asia prioritizes diversity, equity, and inclusion (DEI) through comprehensive programs that focus on inclusive recruitment practices, fostering belonging (e.g., employee resource groups), and promoting awareness (e.g., workshops on unconscious bias). Strict anti-discrimination policies and flexible work arrangements support a respectful environment. Community engagement includes partnerships with NGOs supporting marginalized groups.   

Veolia Cares—an unprecedented social protection programme rolled out in 2023 for Veolia’s 215,000 employees worldwide—reinforces these efforts by promoting employee well-being through health benefits, mental health resources, and financial assistance, while encouraging community volunteering. 

Driving Engagement Through Purpose and Development

Isabelle believes that employee engagement thrives when people feel connected to a purpose, are recognised for their efforts, and have room to grow.

“Our first focus is safety: safety for our employees, our contractors, and our customers. Each employee is invited to share risks or highlight aspects that they feel could be improved. We also conduct regular engagement surveys and take the feedback seriously. We’ve introduced mentorship programs, continuous learning initiatives, and platforms where employees can voice ideas,” she says. “Our leaders are visible and accessible, fostering a culture of openness and trust.” The company also runs structured health and wellness programs to support overall employee well-being.

Cultivating Talent from Within

Internal mobility is a cornerstone of Veolia’s people strategy. Employees are encouraged to explore roles across business units and geographies via an internal mobility platform. 

“We invest in continuous learning through platforms like LinkedIn Learning and targeted internal programs for technical and leadership skills,” says Isabelle. "The Veolia Leadership Academy and regional workshops develop emerging, mid-level, and senior leaders in strategic thinking, people management, and ethical leadership. Employees access learning opportunities in technical domains and functional areas through classroom sessions, e-learning, and on-the-job training."

Strengthening the Employer Brand in South Asia 

Positioning Veolia as a purpose-led employer is a top priority. The company's Employee Value Proposition (EVP) emphasizes sustainability, innovation, and career development.

“We share authentic employee stories on platforms like LinkedIn and Glassdoor and actively participate in industry events, job fairs, and campus drives to engage future talent,” Isabelle explains. Internally, Veolia celebrates employee milestones and success stories to reinforce a sense of pride and belonging.

Looking Ahead

As Veolia continues to grow its water technologies activities in South Asia, its people-first strategy remains central to its success. By aligning talent development with sustainability and innovation goals, the company is not just shaping a future-ready workforce—it’s helping to build a more resilient and sustainable world.