How We Work

Rieter stands for innovative products and solutions that are optimally aligned to customer needs. The global company offers a wide variety of attractive positions in a multicultural work environment around the world.

Rieter needs competent employees to produce high-quality products and services. Know-how, commitment, flexibility and loyalty are the key to our success. Therefore, the development of our employees is of great importance. Development action does not only mean attendance at training courses and seminars. Training on the job is even more relevant. This includes job enlargement and enrichment, job rotation, project assignments, international assignments, promotions etc. At Rieter we pay attention to giving these opportunities to all our employees.

Motivation and ability of our managers are crucial to how well Rieter is prepared for the challenges of the future. Rieter needs high-performance individuals who understand the company and its challenges. For this reason, we focus on the promotion of talented professionals. The aim is to fill a high percentage of management positions with employees from within the company. Therefore, Rieter goes through a structured succession planning process on an annual basis. The process is led by the Human Resources department. The reviews give Rieter the opportunity to identify potential internal successors. Besides, systematic, forward-looking succession planning enables potential candidates to prepare for a new position and ensures efficient know-how transfer.

Rieter is committed to sustainable development and social responsibility. This applies not only at the global level, but also in the local environment of our different locations, where we can rely in addition on a positive cooperative relationship with local authorities and employee representatives. Equal opportunity, fair play and integrity, in conjunction with tolerance and respect, are important principles for us. By 2020, Rieter wants to fill more than 15 percent of management positions with women. Rieter also rejects any form of discrimination.

Rieter consistently pursues the goal of avoiding occupational accidents. Since 2011, no work-related fatalities have been recorded by Rieter. Thanks to safety measures, the accident rate has been massively reduced since 2011.

As a global industrial group, Rieter deals with the challenges of the environment. The Group is committed to the sustainable and efficient use of resources throughout the entire life cycle and publishes “Social, Environmental and Economic Key Data” since 2011. Rieter will further reduce these key data within the framework of the 2020 sustainability goals.

Rieter strives to pay salaries which are aligned internally and competitive externally. A performance-based component can be added to management positions. Rieter ensures that a salary review takes place every year in its various locations. During this process, local requirements, benchmark and economic factors are taken into consideration to apply the needed compensation adjustments.