INTERNATIONAL MANAGEMENT TRAINEE PROGRAM

The International Management Trainee Program (IMTP) is based on the principle of getting to know the retail business from scratch and gaining a broad perspective and impression of REWE International. By going through the different phases and fields of activity, in this program the trainee receives a generalist training while getting to know the Group with its national and international organizational units and company structures as a whole.

Fluency in the local language of the country you are applying for is paramount in the first six months e.g. when working in a store or getting to know the operations in a warehouse, but also in the rotation phase in the HQ. In the project phases we generally look for projects who are doable in English. Fluency in the German language is of course an advantage in the HQ Project Phase, but we have great projects available in English as well!

We want to ensure that you as well as we are sure of our choice to go on this journey together. We invest a lot in our trainees and look for high potentials who aim for a long-term and thriving career in our Group.

The salary during the trainee program is fixed for the whole duration of the program and you will get this information by our local HR as it is country specific. After completing the program, the salary will depend on the salary ranges of the country and unit, as well as the job family and the responsibilities of the position.

The program is individualized to each person. We carefully select the mentor, the buddy and the stores. All our mentors and buddies have voluntarily stepped up to accompany our new trainees in our program with guidance and expertise.

Of course, inform yourself about our company e.g. read our sustainability report. But most importantly: take everything step by step. Due to our challenging program you will have a steep learning curve. Take notes along the way, listen attentively, and enjoy yourself!

To successfully complete the program, we except flexibility, initiative, curiosity, and self-reflection. We expect our trainees to be reliable regarding deadlines and attending meetings, while adhering to the program guidelines. We are looking for ambitious team players who build their own network. And most importantly that our trainees take ownership of one`s one development seeking feedback and communicating openly.

During the store time definitely getting up so early and the physical challenge. Also, having different contact persons in the phases and having to prove oneself. In time abroad it is definitely challenging being in a country where you don’t speak the local language e.g. simple things such as reading the lunch menu. For some it is also tough to decide on the position after completion. And last, choosing projects and rotations because they all sound so good! In general, we are looking out for our trainees when it comes to their mental and physical health to establish the base for having a long and thriving career in our group and to challenge but not exhaust themselves in the trainee program. In our experience an accompanying study program is not easy feasible and therefore not recommended from our side. Please take this into consideration.

This phase enables trainees to really understand the challenges of our point of sales and to incorporate this perspective in later fields of work. Accompanying sales representatives to get to know their tasks/responsibilities will also be part of this phase. Through close cooperation our trainees get insights into management tasks, quality management and into key figures including controlling. The importance of this phase cannot be highlighted enough, and it is also frequently mentioned by our graduates how much this phase enabled them to have a full understanding.

We will select fitting stores near your residency in your home country. A guideline from us is that trainees stay two months in the same store and one month in other selected stores different in size, location and customer base. In countries where we have more than one trading company there will also be the possibility to get insights in other companies.

We collect projects according to your stated preferences with defined cornerstones what the projects shall entail. The projects are presented to the trainees, and they can choose freely between several options also knowing the country they would be in. If two trainees want the same project, then the project department decides. So far, we have always managed to stay within the first three preferences, but mind that we are dependent on the available projects in this time frame. To put it simply: trainees choose a project and not a country.

Please be aware that we can only present some projects here openly as most of them are of course confidential. Re-positioning project of trading company, Integration of two programs into one unique loyalty program, Analysis candidate journey, Strategy and goals for green products, Store Communication Manual, Assortment Project – Sub-streams Modularization and Space Allocation, Coordination of sustainability topics within strategic BU, Introduction of the advertising material production system, Development of an Umbrella Strategy for an entire SBU, Creation of a monthly KPI report for entire SBU, Evaluation of more efficient orders picking methods in warehouse, In-store replenishment process optimization and standardization, Reducing emissions to reach climate goal, Model of delivery restrictions in the analytics software, Redefining Pricing & Promo policy, Optimization Supply Chain Process, Split of Investments of remodeling of stores, Liquidity Planning.

We provide financial support through a benefits package for your time abroad which covers fixed expenses that include housing, travel, and public transportation. Along with that, you will receive a settling-in bonus at the start of your international assignment and a home leave allowance to maintain connections.

Here it is just dependent on the department e.g. if they have a higher workload at the moment you may get a friendly no for a specific time. But so far, in most cases, trainees have been successful in being assigned their top two preferences.

There really is no typical day. We want to keep the learning curve very steep at all times.

Trainees are not assigned to a specific department. The program manager from Strategic HRM is the technical manager for all trainees and for the trainees in Austria the disciplinary one as well. Outside of Austria a representative of the local HR is the disciplinary manager.

The IMTP Core Team, consisting of HR representatives, carefully selects each mentor and buddy depending on the best fit e.g. when it comes to their personas. Both accompany our trainees for the whole duration of the program.

We have e.g. regular feedback meetings in the round, an online channel to facilitate communication & trainees meet or chat informally on a regular basis.

There will be e.g. a hybrid onboarding event getting to know international HR representatives, a hybrid exchange meeting with recent graduates & a two-day event in Austria including a team workshop and getting to know some of our board members or other managing directors.

Each trainee gets a 3-day internal course in project management. Furthermore, each trainee has a certain budget they can use in accordance with the program manager – in general trainees are very free to choose here if it is relevant for their personal growth or enhancing relevant technical skills. Furthermore, each trainee has two coaching sessions at their disposal, a team workshop & access to webinars or e-learnings.

There will not be a formal appraisal evaluation for trainees. Trainees have the responsibility to actively inquire feedback in the stores or departments they are stationed in. In addition, they will get feedback from the program manager who also inquires in longer phases feedback from the respective contact persons. This feedback will also be discussed with the trainee in regular 1:1 meetings. Furthermore, we are convinced that feedback is a two-way street, and we will also get regular feedback from you. This valuable input has been also used to optimize our program as well e.g. the buddy system was a trainee initiative.

The goal is to train the trainees on a REWE-International (“Retail International”) wide scale. For this purpose, the employee is stationed at various specialist departments and retail stores of REWE International AG within the country as well as abroad. After completion of the trainee program, a permanent position yet to be defined will be agreed.

Our trainees are fully integrated in our company and enjoy a high reputation and demand.

Trainees have the opportunity to search for a position after completion (start search approx. 5 months prior to completion) among all central divisions in all countries of REWE International that matches their skills/preferences according to availability and matching. The IMTP Core Team will support you in this process and also give you visibility throughout the company. Ideally, hiring manager become aware of our trainees during the program, because of their good work and they will approach trainees directly. The standard recruiting process takes place which every candidate for an open position must undergo. Especially in case of a country change everything needs to be fixated 2 months prior to the end of the program.

Example roles include e.g. Category Manager, Sustainability Manager, Controller, Process Manager & Supply Chain Manager. Active involvement and openness in shaping the whole process with support from us and as a consequence finding a fitting position after the program at REWE International is key here.

In almost all cases, trainees stay with the company after completion.

Since start of the trainee program in 2001 over 1/3 of our graduates are still in our company, which we are very proud of.

Our goal is to lay the foundation within the program so graduates can develop within 3 years after completion to a leadership role which 2/3 of our graduates achieved – also a fact which we are very proud of.

As diverse as our brands is the company culture. A unifying factor is that retail is a very down to earth industry. Employees from all hierarchy levels are open when approached. However, given the size of our company, decision-making can sometimes take more time.