The development of our talents and the strengthening of our skills are the values that drive us every day at Grands Moulins de Paris.
Our ambition and human resources strategy are designed to help you fully achieve your potential in our various professions and allow us to support you towards success and excellence.
Thus, from your very first day, we will strive to give meaning to your work by prioritizing your training, fostering your integration and recognition within our team, and emphasizing the employee experience.
Our brands, which we are proud of, our know-how recognized for over 100 years, and our caring attitude will quickly allow you to share the sense of belonging that drives us every day. Additionally, our CSR commitments (Link by GMP) will help enhance the appeal and interest of your missions.
Let’s stay close to one another.
Strong values
These values act as a compass to keep the cooperative project we are committed to on track, thanks to our membership in the VIVESCIA group, and to project ourselves into a shared future.
It is a pleasure to share our ideas and build effective solutions together, to achieve our goals and tackle tomorrow's challenges.
It is the desire to build our future with boldness and agility, by surpassing ourselves, creating, innovating, and taking calculated risks.
It is the choice to be oneself by being true and fair in our relationships. It is knowing how to question ourselves while respecting people, cultures, rules, and the environment.
It is the will to anticipate, to act and to pass on knowledge in a long-term vision, with patience and determination.
These values unite every day the Grands Moulins de Paris teams with all the VIVESCIA group employees.
And to go further on the safety aspect, the CARE program was launched in 2013 within the company. This initiative aims to adopt good habits and understand that safety is a shared responsibility: everyone has a role to play in protecting themselves and the community.
Because nothing justifies getting injured at work, Grands Moulins de Paris has implemented 8 golden rules designed to save/protect a life.
Disability policy
At Grands Moulins de Paris, inclusion is more than just a word—it’s a concrete reality. Thanks to an HR policy firmly focused on diversity and inclusion, we are proud to have exceeded, for the second consecutive year, the legal requirement of 6% employment of people with disabilities, reaching a rate of 6.03% in 2024.
For us, it is essential to:
– Build bridges between employers, people with disabilities, and support actors.
– Promote a society of living well together, where employment is the cornerstone.
– Together, overcome our prejudices.
That is why, in 2024, we implemented several initiatives that enabled us to achieve this rate:
– We have a joint committee on “Disability.” Its role is to analyze and monitor the employment rate of workers with disabilities within the company, as well as propose actions to improve the welcome, workplace adaptations, and career progression of workers with disabilities at GMP.
– We have created a national network of disability liaisons: (shortened version of the role)
– We had our new employee handbook printed by a Work Assistance Establishment and Service (ESAT) located near our headquarters in Ivry
At Grands Moulins de Paris, we believe that the company is a key player in inclusion. And thanks to the collective commitment of our teams, we continue to build, day after day, a fairer and more open work environment for everyone.
The internal mobility and career path
Thanks to the variety of its activities and its international reach, our Group can offer numerous opportunities for career growth.
Whether requested by the employee or initiated by the company, internal mobility allows its beneficiaries to diversify the content of their assignments and enhance their skills. Mobility is one of the priorities of our HR policy, with support measures, including training, associated with it.
Professional training thus plays a key role within our Group. Employees benefit from individual or group training programs to meet the needs of job adaptation or skill development. A cross-functional training offering is also provided in line with strategic priorities. In addition to receiving tailored training, participating in an in-company initiative enables everyone to enrich their company culture, share common methodologies and tools, and expand their network.
The Quality of Work Life (QWL)
It is because the issues of quality of life at work must be addressed at the highest level within the company that we chose to sign a framework agreement with the trade union representatives on September 16, 2020.
This Quality of Life at Work (QWL) agreement brings together actions that help reconcile the improvement of employees’ working conditions, economic performance, and the overall efficiency of the company. It concretely defines all the levers that drive a culture of kindness within our corporate culture.
The actions to ensure Quality of Life at Work are divided into 4 major themes:
• time and work organization
• autonomy granted to each employee
• quality of social relationships
• security of the employment relationship
The gender equality index
Grands Moulins de Paris is committed to gender equality in the workplace and continues to prove this by further reducing the pay gap between women and men. In 2025, our gender equality index is 93/100.