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, the focus is on attracting talent that is agile, purpose-driven, and technically strong.

“We seek engineers, project managers, and environmental specialists who combine technical expertise with adaptability and a passion for sustainability,” says Isabelle. “We also value professionals with cross-functional skills and a collaborative mindset, which are essential for implementing complex infrastructure projects.”

Bridging Succession Gaps Through Strategic Planning

Succession planning is a key strategic focus for Isabelle and her team. To ensure leadership continuity, Veolia uses many internal tools to track potential and design development paths. They also use a range of HR tools to support talent management, employee engagement, and operational efficiency. Key tools include digital HR management systems for recruitment, onboarding, and performance appraisals; e-learning platforms for continuous training and development; and employee self-service portals for leave, payroll, and benefits management, recently upgraded for South Asia. They also leverage data analytics for workforce planning and use collaboration tools to enhance communication and teamwork across regions. These HR tools help streamline processes, improve employee experience, and align HR practices with our 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 also 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, 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.

“We’re especially focused on increasing gender diversity in technical and leadership roles. Our hiring practices are designed to minimise bias—through diverse candidate slates and interview panels.”

Veolia South Asia prioritises Diversity, Equity, and Inclusion (DEI) through comprehensive programs like Veolia Cares.  They focus on inclusive recruitment practices (e.g., targeted hiring for gender balance, promoting women's leadership), 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.  Senior leaders champion DEI with measurable goals.  Community engagement includes partnerships with NGOs supporting marginalized groups.  Veolia Cares reinforces these efforts by promoting employee well-being (e.g., health benefits, mental health resources, financial assistance) and encouraging community volunteering.  e.g., 25% of women in leadership roles, 15 DEI workshops conducted, with 1500+ hours of employee volunteering.  These initiatives aim to drive innovation, engagement, and sustainable business success.,” she notes. Veolia also promotes generational diversity and inclusive practices that respect individuals from varied backgrounds and life experiences.

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.

“We conduct regular engagement surveys like the Voice of Resources survey,  and take the feedback seriously. Based on this, 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.

They invest in continuous learning—through platforms like LinkedIn Learning and targeted internal programs for technical and leadership skills.  Veolia offers structured leadership programs for emerging, mid-level, and senior leaders, focusing on strategic thinking, people management, and ethical leadership. Examples include the Veolia Leadership Academy and regional leadership workshops. Employees have access to continuous learning opportunities in technical domains (e.g., water treatment technologies, digital solutions) and functional areas (finance, HR, procurement) through classroom sessions, e-learning, and on-the-job training. Veolia also runs graduate trainee and internship programs to attract young talent, providing rotational assignments, mentorship, and exposure to various business functions. 

High-potential employees are identified and given tailored development plans, including stretch assignments, coaching, and cross-functional projects to prepare them for future leadership roles. Veolia also encourages international assignments and knowledge exchange across regions, enabling employees to gain global exposure and share best practices. 

The company leverages digital platforms for self-paced learning, webinars, and virtual classrooms, making development resources accessible to all employees. “Employees are supported in obtaining professional certifications relevant to their roles, such as project management, safety, or technical accreditations. Regular performance reviews and career discussions help employees set goals, identify development needs, and access relevant training or growth opportunities,” says Isabelle. 

Specific learning paths have been rolled out for project managers and digital professionals. “We also encourage managers to have regular career conversations with their teams to guide growth and retention.”

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) focuses on sustainability, innovation, and career growth.

“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 pride and belonging.

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.