Employees

Swiss Post is focusing on its employees’ potential

With around 44,000 employees, Swiss Post has enormous internal potential. In the changing world of work and the competition for talent, targeted employee development is becoming a strategic task. Dynamic employees create a dynamic Swiss Post.

A culture of development and internal mobility is an integral part of the Group strategy for 2025 to 2028. Swiss Post wants to train qualified specialists and managers from its own ranks wherever possible. The goal is to fill at least 70 percent of senior management roles with internal, highly qualified candidates. At Swiss Post, development means much more than taking the traditional path from the bottom up. Swiss Post supports a wide range of specialist careers and cross-unit transfers in order to retain employees, share knowledge and boost innovative strength.

Three portraits showcase the diversity of career paths at Swiss Post: two employees in conversation in a modern office environment, a smiling employee in technical uniform and a mail carrier delivering parcels beside a Swiss Post vehicle.

Leadership as a catalyst for transformation

Leaders are increasingly acting as coaches: they actively support employees and view internal mobility as a gain for the entire organization, rather than a loss for their own team. They help their employees to take responsibility for shaping their professional careers. This creates a work culture that not only attracts talent, but also retains it in the long term.

Our initiatives

To achieve its strategic goals, Swiss Post focuses on a diverse development portfolio:

Binding development goals: Personal development has been an integral part of employees’ annual target agreements since 2025. All employees set at least one individual development goal and review it regularly with their leader. This creates a clear picture of their strengths, potential and prospects.
Mentoring: Mentoring programmes connect experienced professionals with up-and-coming talent. In this way, Swiss Post promotes knowledge sharing. Organizations receive fresh momentum and support cross-unit collaboration.
Temporary job changes: Taster placements and internal job changes, where staff spend several months in different units or roles, give employees the opportunity to find out more about new jobs. These temporary placements broaden professional horizons and encourage internal mobility.
Central candidate pool: Employees can enter their professional interests and skills on a digital platform. This enables Swiss Post to fill vacancies quickly and accurately from in-house resources.
Leadership pipeline: To ensure sustainable succession at senior management levels, Swiss Post identifies ambitious talent at cross-unit conferences and promotes these employees in a targeted manner. In this way, Swiss Post is strengthening the next generation of talent right up to Executive Management level.

These measures are having an impact. In the video, Anna Plattner, Head of the Eclépens letter center and Geneva logistics center for letter processing, and Marco Grütter, Head of HR Strategy & Unit Development, discuss their development at Swiss Post.