HR projects of Metinvest Group have been shortlisted for the finals of the International Brilliance Awards. This recognition once again confirms the company’s status as an employer that invests in people, corporate culture and innovation, particularly in the challenging conditions of wartime.
The International Brilliance Awards is an international award established in 2014 to recognise outstanding achievements, innovation and leadership across various areas of business and corporate life. The competition is open to organisations of all sizes – from large corporations to small companies, startups and non-profit organisations from any country.
The International Brilliance Awards covers several areas, including business achievements, human resources and people management initiatives, team development, marketing, internal communications, PR and others.
This year, Metinvest presented two successful HR cases that advanced to the final of the competition: in the Corporate Wellness category – a veteran reintegration ecosystem, in the Recruitment and Retention category – a comprehensive talent development and retention programme implemented at the Group’s international assets.
FACT
For companies, participation in the International Brilliance Awards is a way to gain international recognition and enhance confidence in the brand, while for teams it is an opportunity to present their professional cases and exchange best practices with others.
The submitted cases will be evaluated by independent experts. The key criteria include innovation, effectiveness, leadership and impact. The winners will be announced at the official awards ceremony on 22 January 2026.
Support for War Veterans in Ukraine
Since the start of the war, approximately 11,000 Metinvest employees have joined the Defence Forces of Ukraine, and nearly 1,000 defenders have already returned from the frontline to civilian work at the company’s enterprises. The Company places great importance on building a united team in which veterans, like all other employees, feel comfortable and have equal opportunities for effective work and professional growth.
Therefore, in 2023 Metinvest began developing a comprehensive veteran reintegration ecosystem based on the principles of responsibility, systematic approach and internal fairness. It covers five key areas, including psychological and physical rehabilitation; social support; professional adaptation, retraining and advanced training; preparing team leaders and work collectives to welcome back demobilised colleagues; and support for mobilised employees and their family members.
Over two years of operation, the ecosystem’s programs have demonstrated high relevance and effectiveness and have become an integral part of Metinvest’s HR strategy. The Company continues to improve the ecosystem, responding to new wartime challenges and veteran needs.
In just the past few months, more than 100 demobilized defenders have joined the Metinvest team. This is strong evidence of the ecosystem’s effectiveness, innovation, and its contribution to strengthening both the Company and Ukrainian society as a whole.
Talent development and retention at international assets
At the beginning of the full-scale war, Metinvest employees were given the opportunity to choose assets located in more peaceful and stable regions, including abroad. As a result, Metinvest’s key priority became retaining its employees while ensuring the steady attraction of new talent.
A comprehensive talent management programme has been launched across the Company’s international assets, reflecting the belief that long-term business sustainability begins with retaining and developing people, even in times of profound change.
Metinvest’s approach to employee retention and development focuses on establishing a stable talent pool. One of the key retention mechanisms is providing new career opportunities for employees, including internal mobility, promotions and participation in specialised development programmes.
HOW IT WORKS
• The High-Potential Talent Development Programme identifies employees with strong potential and prepares them for management positions, supporting internal career growth.
• Mentoring and local development programmes enhance the competencies and skills required to move into new roles or take on more complex cross-functional responsibilities.
• Talent assessment and managerial support ensure the timely identification of candidates for key positions and facilitate their professional advancement within the Company.
In particular, the staff turnover rate by 2024, following the launch of the development programmes, decreased by 2.2%, especially among middle managers and high-potential employees. In addition, 20% of programme participants were involved in managing strategic company-wide projects beyond their current functional roles, while 10% received promotions.
