Our Philosophy

Marc-Henri Bernard

Human Resources Director

Rémy Cointreau’s most valuable corporate asset are the Men and Women we employ every day to keep our heritage alive.

We therefore attach great importance to supporting them in terms of recruitment, training and work organization, among other things.
When it comes to external recruitment, the emphasis is on diversity of profile and experience, and a common thread is the ability of each recruited talent to work in line with the Group’s values.

In-house training sessions have been specially designed for each business line: Brand Academy for a better understanding of brands, Finance Academy for non-financial staff, Digital Academy and the Management Academy dedicated to supporting the leadership development of our talents…

Generally speaking, the Rémy Cointreau Group has fully understood that everyone’s success depends on everyone’s satisfaction.

Key figures



Average seniority

7,9 ans


44,8 %


55,2 %

In France

40.7 %

In Europe

16.6 %

In America

18.9 %

In Asia

23.7 %

The human resources policy missions

  • Listening to employees and boosting their level of commitment
  • Promoting employee development
  • Nourishing the Group’s multicultural identity and promoting diversity
  • Enhancing the feeling of belonging
  • Maintaining an ambitious social dialogue

Your development

Thibaut De Noray

Talent Management

Talent Management has a two-pronged role: to supervise and harmonize all strategic recruitment for the Group from the Management Committee to key positions, and to coordinate the in-house Talent community for which career paths are being built.

Rémy Cointreau has opted to go and meet each and every one of its Talents, regardless of their status or area of activity. The key point is to gain a holistic sense of a person through a proper discussion of what motivates them, their ambitions and their potential for development. It is the Group’s desire to guide them and help them fulfill their career potential, while respecting their challenges and personal environment. It is important to lay the foundations for a sincere and authentic relationship in line with the Group’s philosophy, and of maximum benefit to everyone involved.

So priority is given to internal transfers, whenever there is a position to fill. Instead of resorting to external firms, the group now does most of its recruitment itself, and is, thus, able to explore the values and personal qualities of the new arrivals. As a result, a number of hirings and internal transfers have been directly coordinated by this new management structure, from China to the USA.

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