Rewards and Benefits
Wherever you join us and whatever function you choose, our objective is the same – we're looking for people who can grow beyond geographical and functional boundaries to pursue personal and business success.
Within the two year rotational programme you may be given an opportunity to work on a project in another worldwide location. We look for people who are comfortable and capable of operating in diverse, multicultural teams and can share common goals within those teams. Although an international trainee placement may not always be possible, we guarantee you will be exposed to an international environment within British American Tobacco.
Being competitively rewarded for the difference you make leads to growth for us all and we believe in you seeing the results of your contribution, in all ways. We also want our employees to feel rewarded by the challenge of their roles, career opportunities and positive team relationships. Our practices in the area of benefits aim to support our goal of attracting and retaining the best people for the organisation.
We regularly compare ourselves to a select group of other businesses targeting the same pool of world-class talent. This enables us to maintain an attractively positioned salary and benefits package.
Around the world we provide benefits in keeping with the local market, while ensuring that our pay practices demonstrate a clear link with performance.
Our reward strategy
We want to reward the contributions of our employees in a way that is meaningful to them, so we continue to examine the practices of other companies and ask our employees what motivates them.
This research supports us in developing leading-edge practices and we have developed a reward strategy as a guide for our companies. It includes:
- Rewarding contribution and achievement rather than tenure;
- Freedom for managers to influence the pay increases of their staff;
- Performance judged against a small number of key areas and objectives;
- Where possible, greater choice in the elements of an individual’s benefits package;
- Communication on the overall value of the total reward package;
- Regular feedback mechanisms for assessing views on reward;
- Simple and straightforward reward systems.
