Human Resources
We grow with our people and keep moving forward to be the best.

Our Approach

Due to rapid changes in the market environment, ESG agenda, and unexpected global issues, we are in a situation where sustainability for the future cannot be guaranteed using the existing methods. Therefore, a company needs a collection of the best talent as well as a culture where achievements can be recognized through routine challenges and competition. “Talent First,” one of CJ Group’s founding philosophies1), reflects our belief that talent is the most critical value in business. This philosophy aligns with the company’s direction in corporate culture transformation, which focuses on fostering a work environment that respects and encourages employee growth and autonomy.

Talent Acquisition

Talent Acquisition CJ CheilJedang operates a range of recruitment channels such as regular open recruitment, on-demand hiring, global recruitment, and internships to attract top talent. All job opportunities are posted through the CJ Group recruitment website. To ensure the selection of candidates suitable for each role, job postings include detailed job descriptions and qualification requirements. Additionally, we utilize the CJ CFT (Culture Fit Test), a talent verification tool that reflects CJ’s unique values, to identify individuals who align with our core values and demonstrate high performance.

Talent Development

CJ CheilJedang offers a range of talent development programs to support employee growth, including leadership, job-specific training, and global competency programs. These initiatives help enhance the professional expertise of employees, particularly in key functional departments. The onboarding program is provided to all employees, including contract workers. In addition, we measure the effectiveness of the training programs by assessing their tangible outcomes.

Performance Evaluation

CJ CheilJedang has a self-directed performance management system called PMDS+ (Performance Management & Development System). At the beginning of each year, we establish KPIs for each organization and team, and then develop plans for individual achievements and competency development. These plans are finalized after discussions with team leaders. Performance is continuously evaluated based on these established goals, with a final evaluation conducted at the end of the year. Through continuous performance management, employees self-manage their performance, and 360-degree feedback from colleagues in other departments supports the growth of both the individual and their peers. In addition to individual performance evaluations, we also conduct team-based performance assessments.

Organizational Culture

Since 2005, CJ CheilJedang has conducted regular company-wide culture assessment (CJ Voice ON) to evaluate employees’ understanding of the company's vision and management philosophy, as well as overall organizational satisfaction. The results of the survey are transparently shared with all employees. Identified areas for improvement are converted into strategic initiatives for cultural innovation and systematically implemented. Through these efforts, we strive to continuously improve employee satisfaction and foster motivation.

DE&I Respect Culture

CJ CheilJedang is committed to ensuring fair and equal opportunities for all employees by operating a Diversity, Equity, and Inclusion (DE&I) policy that enables individuals from diverse backgrounds and perspectives to collaborate and drive innovation and creativity. This policy is aligned with our Human Rights Management Declaration and adheres to the International Labour Organization (ILO) guidelines. Under this policy, we prohibit all forms of discrimination in every aspect of HR management—including recruitment, promotion, job placement, compensation, benefits, and training—based on individual characteristics such as race, skin color, religion, nationality, place of origin, gender, sexual orientation, age, or disability status. We recognize that diversity and inclusion are essential to organizational innovation and competitiveness. Going forward, we will continue to uphold policies that strictly prohibit all forms of discrimination and ensure equal opportunities for all employees. In addition, we operate various systems and programs to ensure the fair recruitment and structured development of individuals with diverse backgrounds and competencies.

Working System and Employee Benefits

Working System

In accordance with CJ CheilJedang’s Declaration of Human Rights published on our website, We have established working hour and workplace management policies that comply with regional legal requirements and International Labour Organization (ILO) standards across all business sites. We adhere to daily and weekly maximum working hour limits and ensure appropriate rest and a well-balanced work environment for employees.These policies include adherence to daily and weekly maximum working hours and aim to ensure a balanced and healthy work environment for all employees. To implement these policies, we operate various programs such as a flexible work system and automatic PC shutdown after working hours to manage daily and weekly working hours. In addition, we provide various programs to support work-life balance, including hub offices and an annual leave encouragement system for office staff.