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At Saipol, our employees participate in our mission as a responsible company in the agricultural sector, committed to creating value in the French vegetable 🇨🇵 oil and protein sectors, for better food for people and to preserve the planet.

Saipol has placed people at the heart of its 2023 strategy, both by considering societal expectations in the construction of its product range, and by offering employees the means to develop, learn and grow within the company.

619 employees
in 2020,
including 39 on work-study programmes
78 recruitments
in 2020,
including 29 work-study trainees
42 %
of employees recruited in 2020
are women
Score of 93 on the Gender Equality Index
in 2020

Our values

The foundation of the Avril group identity with a model built on caring for others and doing it together. Respect is illustrated by respect for colleagues, employees, customers and suppliers. Fairness and solidarity are also are part of this model, as well as, for managers, exemplarity and appreciation.
Without boldness, Avril could not be successful as a group. Boldness is an integral part of the history of the group and of Saipol. Dare to undertake, open up to innovative approaches, transform in order to better and more rapidly meet the challenges of tomorrow.
Performance is at the same time economic, social, and societal. Continuous improvement and the search for excellence are concepts that are cultivated within the company. The performance value is built around customer orientation and the objective of achieving results, while respecting values.
Salarié de Saipol

Talent management and mobility

Every Saipol employee is a talent. Throughout their career at Saipol, and more broadly within the Avril group, each employee is supported in developing his/her potential.

Human resources teams, with the help of managers, deploy management and talent management tools. The performance assessment and goal setting interviews and the Career and Development Conversation form the basis of the talent management calendar. They determine the training, the career or mobility interests, the potential of the employee to acquire more responsibilities in the company or within the Avril group.

Focus: training within the group

Avril Academy, Avril Group’s internal training university, develops training projects for the talent of today and tomorrow. A wide range of training courses is offered on business, management and leadership topics. These training courses, conducted internally or with the help of service providers, cover safety, management, lean management, finance, supply, HR, etc.

Salariés Saipol
Réunion de travail chez Saipol

Inclusion, a saipol commitment

Saipol is committed to a policy of equal opportunities from recruitment onwards and at all stages of employees’ career development. The job offers on the Avril Group’s careers site are available to all, including of course people with disabilities. In addition, the Disability service, created in 2018 at Saipol, provides support for people with a recognised disability as soon as they are hired by the company.​

Ludivine Fleutry
«Disability advisors are present at each of our sites to respond to the various requests of our employees with disabilities (workplace adaptation, administrative procedures, etc.). ​

Our managers are made aware of disability issues and workshops are held each year to promote the professional inclusion of people with disabilities.

Saipol’s approach is fully in line with Avril Group’s approach, which created Disability service at Group level in 2020.»​

Ludivine Fleutry, HR & Remuneration Development Manager, Saipol Disability advisor

Gender equality

For Saipol, gender diversity is a powerful lever for performance and attractiveness.

Since 2019, companies are invited to measure their performance in terms of professional equality and to publish the result of their “gender equality index ».​ It is composed of the five indicators shown in the image.

In 2020 Saipol achieved a score of 93/100, an improvement compared to 2018 (74/100) and 2019 (88/100).

Although this score is higher than the minimum set by the regulations (75 points), Saipol’s management is determined to improve this result by focusing its actions on the theme of gender balance in certain sectors and access of women to the highest levels of responsibility.

Click on the video to learn more about our 2020 gender equality statistics.

Employé Saipol

safety, a priority for saipol

Safety is Saipol’s priority. All employees and subcontractors are mobilised to improve safety at the industrial and administrative sites every day. Each year, Saipol aims to reduce the number of injuries by 20% by applying the best safety standards and practices. The ultimate goal is to achieve zero injuries.

With the support of the Avril Group, the “WeCare – Every accident is avoidable” programme is based on 3 approaches over the 2019-2023 period with the aim of halving the number of injuries at group level by 2023.

  • Preventing risks and continuously improving safety – with regular sharing of experience and good practices, discipline in applying the golden rules of safety and life-saving procedures, safety governance in each establishment, and more.
  • Engaging managers – through regular Field Safety Visits (FSV) to encourage good practices, a training plan, a safety integration programme for new recruits, etc.​
  • Improving industrial safety – by integrating safety at the start of all projects and investments.

Affiche Avril Safety Day

Avril Safety Day, a day dedicated to safety

Every year in June, all Avril Group sites organise a day dedicated to safety.

Employees take part in information meetings and educational and collaborative workshops aimed at strengthening the safety culture on a daily basis.

In 2020, the teams made efforts to organise this day by maintaining preventive measures against COVID-19 and promoting remote workshops for administrative functions.

Quality of life at work

Safety and quality of life at work go hand in hand. Saipol implements measures to promote a quality working environment that facilitates collaborative work on the sites, in association with the employee representative bodies.
In its “Living Well Together” charter, Saipol describes the commitments made individually to ensure a calm working atmosphere, rules for collaboration that respect employees’ private lives, the right to disconnect and to ensure a balance between private and professional life.
Saipol has also introduced a teleworking agreement for employees who, depending on their position and the equipment available, can benefit from a fixed day of teleworking per week in agreement with their manager.

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