"Professionalizing teams makes processes more efficient and impactful"

Leaders League: Holcim is a company with highly diverse industrial operations. What are the strategic priorities of the people department? 

Catalina Pagés: The main priority of the people department at Holcim Costa Rica has been to support the growth and transformation of the business, placing people at the center of the strategy. This translates into strengthening a solid organizational culture under the Holcim Spirit motto, which is based on three key pillars: performance, people, and purpose. These principles guide decision-making, talent development, and the way we operate as an organization.

In line with the group’s NextGen Growth strategy, the focus has been on continuing to grow sustainably, strengthening internal capabilities, and preparing the organization for greater diversification of the portfolio and operations. Over the last two years, the company has driven significant talent expansion, with growth of close to 40%, ensuring attraction, development and retention processes are aligned with new business needs and the professionalization of our operations. 

In tandem, priority has been given to continuous training, comprehensive well-being, diversity and the development of key capabilities in sustainability, digitalization and security, ensuring our teams have the necessary tools to lead an industry in constant evolution.

In the region’s changing labor regulatory environment, what are the main compliance challenges for Holcim today and how do you manage them?

One of the main challenges is to ensure rigorous and timely compliance with an increasingly dynamic labor regulatory framework, particularly in an industrial operation that incorporates technical, operational, and administrative aspects. 

At Holcim, we manage this challenge with a preventive approach, based on the continuous updating of internal policies, the standardization of processes, and close coordination between the legal, human resources and operational leadership teams. This includes the strict application of our code of ethics and conduct, data protection guidelines, regulatory compliance, and occupational health and safety standards.   

We also continuously invest in training on labor, ethics, compliance and health & safety issues, promoting a culture of self-care, transparency and shared responsibility. This approach allows us to anticipate risks, strengthen internal trust and ensure safe and equitable working conditions that are aligned with the highest local and global standards.

28% of new hires made by Holcim Costa Rica are women, strengthening leadership and technical roles historically dominated by men

Holcim has group-wide commitments to diversity, equity and sustainability. What specific progress has been made in Costa Rica in this regard?

These commitments are reflected in concrete and measurable progress at Holcim Costa Rica. In recent years, 28% of new hires have been women, strengthening their participation in leadership, operational and technical roles that have historically been held by men. In addition, we have active diversity and inclusion programs, young talent development and more robust succession plans, with clear goals for 2030. 

People management indicators:

• Women in leadership positions (middle management and above, excluding new concrete plants): 50% 

• Percentage of young people under 30 (excluding new concrete plants): 15%

These advances translate into more equitable people management, with merit-based processes, accessible development opportunities and a value proposition that integrates physical and emotional well-being and work-life balance. Being recognized as Top Employer 2025 Costa Rica, LATAM, and Globally validate this approach and confirm that sustainability is also built from the organizational culture.

Looking at the future of work in the industrial sector, what human capabilities will be most critical, and how is Holcim preparing to develop them?

The most critical capabilities are associated with collaborative leadership, adaptability to change, innovation, safety, sustainability, and the effective use of digital tools. Added to these are human skills such as effective communication, teamwork, and a mindset of continuous learning. Increasingly, people and technology work in an integrated way, and professionalizing teams to make processes more efficient is a key element.

To this end, we conduct ongoing analysis in association with Gallup, which allows us to constantly evolve and adjust our talent strategy. In addition, Holcim promotes a robust training platform that includes Holcim University, mentoring programs, partnerships with academic institutions and technical schools, as well as specific initiatives in leadership, digitalization, safety and well-being. 

The goal is to have resilient, diverse and highly trained teams, prepared to respond to the challenges of the sector and continue to generate a positive impact on people and the environment.