Chemtive grows specialists into general managers and general managers into technical experts. The route is published, the funding is real, and forty-one per cent of our roles were filled from inside last year.
We budget against the 70/20/10 model rather than counting course completions.
Stretch scope inside your current role: a new market, a failing product line, a customer nobody wants to call. Agreed in writing so it counts at review.
Mentoring, reverse mentoring, shadowing a plant manager, sitting in on a regulator audit. Two named people per development plan.
Academy tracks, funded qualifications and external certification: the part that needs a classroom and an exam.
Every track is taught by people who do the work, with an assessed piece of real work at the end.
Chemistry of our portfolio, formulation constraints and how to read a customer’s specification properly.
REACH, GHS/CLP, ADR and IMDG to certification standard, with a live dossier as the assessment.
Negotiation, contract structure, credit risk and how not to promise a lead time you cannot hold.
Freight economics, customs, dual sourcing and scenario planning for a closed strait or a force majeure.
For anyone taking on a team: setting standards, difficult conversations, and pay and promotion decisions.
Working with our traceability data: querying it, trusting it, and knowing when a number is wrong.
You do not have to manage people to progress. Expert and leadership grades sit on identical pay bands at every level.
Owns a product family or a regulatory domain end to end.
Sets the technical answer others build quotes on.
Arbitrates specification disputes across markets.
Represents Chemtive to regulators and industry bodies.
Three to eight people, one market or one function.
Owns a P&L line and its supply commitments.
Multi-market function or a regional business.
Portfolio strategy and capital allocation.
Development is a standing calendar item, not something that happens when someone resigns.
You write the plan, your manager challenges it. One stretch assignment, two mentors, one qualification, agreed and funded.
Thirty minutes on whether the stretch work is actually happening, or whether the day job has swallowed it.
Managers review every plan together so the same standard applies across sites, and succession gaps get named.
Promotion, band movement and next-year scope decided in one cycle, with the reasoning written down and shared with you.
Tuition, exam and membership fees are covered in full for role-relevant qualifications, with study leave of up to ten days a year. There is no repayment clause if you leave.
Culture, teams, the hiring process and our equal opportunity commitment.
Focus areas, representation data, networks and accommodations.
Filter live roles by function, location and contract type.
Timings, visas, referrals, data handling and reapplying.
The standard every employee and supplier signs up to.
Internal and external candidates see the same postings and the same bands.