Green HR: the ecological transition is making its way into human resources

Companies are being called upon to reinvent their business models in response to climate, social and economic emergencies. The HR function is at a strategic crossroads. Today, it is a key player in the sustainable transformation of organizations. This is precisely the ambition of Green HR, a concept that is gradually gaining ground in human resources departments.

But more than just a trend, what are we actually talking about? And how do we reconcile this vision with the challenges of social protection, particularly in a context where employees expect more meaning, well-being and societal commitment from companies?

As a committed social protection expert and a company with a mission, we offer you a clear, pragmatic and solutions-oriented analysis.

What is Green HR?

Green HR, or sustainable HR, refers to the integration of sustainable development principles into HR strategy and practices, as well as into corporate strategy.

It's not just a question of reducing the carbon footprint of departments, but of making human resources the vector of an eco-socially responsible (eco-compatible) transformation at all levels of the company.

Including :

• More sustainable recruitment and training means opting for a long-term vision, based on inclusion, employability and adaptation to major transformations. This means adopting fairer recruitment practices that value the diversity of profiles and reduce discriminatory bias. It also means investing in the development of so-called "sustainable" skills (critical thinking, collaboration, sense of ethics, environmental culture) while ensuring equitable access to continuing training for all employees. This approach encourages internal mobility, limits turnover and strengthens team resilience in the face of ecological, digital or societal change.
• Promoting soft mobility and sensible telecommuting (bicycles, carpooling, public transport, reducing unnecessary travel)
• Increased focus on quality of working life (QWL )
• The choice of partners or service providers who share similar values, and who in fact feed our CSR policy.

These are levers for aligning values, CSR commitments and concrete social practices.

Why are HRs at the heart of the transition?

CSR challenges, particularly those linked to the ecological transition, rely above all on the commitment of the men and women in the company. This central role of people fully justifies the growing involvement of human resources in leading these transformations. As the guarantors of the link between corporate strategy and reality on the ground, HR departments have a unique lever for making sustainable development a concrete reality, experienced and shared throughout the organization. They play a key role on several levels.

What are the concrete levers for an effective Green HR policy?

1. Align internal practices with corporate values

HR departments are in the best position to translate the company's CSR commitments into concrete managerial practices, through more inclusive recruitment policies, training in climate issues, revising employee benefits, introducing new forms of work, etc.
They give tangible reality to values that are sometimes abstract.

2. Eco-training and raising awareness of new challenges

The ecological transition is profoundly transforming the skills required in almost every sector.

In the face of climatic upheavals and technological revolutions, professions are changing, expectations are evolving and new expertise is becoming indispensable. Through onboarding, training, career management and forward-looking management of jobs and skills (GPEC), HR departments are at the forefront of preparing employees for these transformations, while ensuring that teams remain employable and motivated.

The challenge is also to train all employees in responsible practices, whether in terms of digital technology, mobility, time management or eco-responsible purchasing. This involves workshops (2tonnes, Fresque du Climat, etc.), e-learning modules and awareness-raising sessions on health and well-being.

3. Reinventing leadership and the culture of collaboration

Green HR cannot be limited to technical adjustments. It also means adopting a more collaborative and, above all, more cross-functional form of governance, based on listening, empowerment and teamwork. HR managers are there to provide the impetus for this dynamic. They facilitate interdepartmental dialogue, support managers in this cultural evolution, and can create the conditions for more authentic employee commitment.

4. Meet the societal expectations of talented people
Today, employees, especially the younger generations, expect companies to be exemplary in social and environmental terms. Green HR is a key factor in attractiveness and loyalty:

• Sustainable working conditions,
• Preventive health policy,
• Work/life balance,
• Gentle mobility,
• Diversity,
• Inclusion...

These are all levers that HR can use to strengthen the employer brand and build a more resilient company. By integrating the principles of Green HR into their strategy, they contribute to overall performance.

5. Rethinking benefits for impact

Sustainable mobility package, parenting support, psychological support, local concierge services, reimbursement for alternative medical practices...

Employee benefits can become powerful vectors of ecological and human commitment.

We support companies in this transition towards positive-impact solutions to better meet the expectations of your teams and the challenges of tomorrow.

Green HR and social protection: anticipating risks, protecting sustainably

Green HR is not limited to awareness-raising initiatives, but also embraces pure social protection for employees. With the increasing risks associated with climate change (heatwaves, respiratory problems, eco-anxiety...), HR departments must adapt their systems.

In concrete terms, this means :

• Integrate teleconsultation and psychological support services accessible to all types of population
• Offer holistic wellness programs to strengthen mental and physical resilience
• Think about collective guarantees in the era of hybrid work: health insurance adapted to the risks associated with telecommuting (RSI, mental health, etc.), home-based work accident insurance, psychological assistance (psychosocial support, remote wellness systems), etc.
• Choosing partners who are in line with your company's strategy: at Gerep, we integrate CSR criteria into the choice of the insurer who will carry our customers' risk. As a company with a mission, we also set annual targets to drive our CSR policy forward.

Thinking about social protection in a sustainable way also means preventing rather than curing, promoting healthy lifestyles, facilitating access to responsible care and supporting transformations in the working environment. That's why, today, a broker advisor becomes a lever for commitment and performance, because he or she is there to help you in these endeavors.

Green HR: what are the benefits for companies?

Adopting a Green HR approach is not just a question of ethical commitment or a desire to respond to climate issues. Companies that implement this strategy benefit from a number of virtuous effects:

• Improving the employer brand, in line with the expectations of the younger generation, a sustainable HR policy sets you apart from the competition.
• Reducing psychosocial risks,absenteeism and sick leave: the link between well-being at work and sustainable performance has now been established, and can help prevent burnout, reduce internal tensions and limit sick leave.
• Increased loyalty: a healthier, more inclusive work environment that respects people and their impact on the world encourages employees to stay.
• Strategic alignment with existing CSR initiatives, or even obtaining labels or certifications(B Corp, ISO 26000, Entreprise à Mission, etc.).
• And finally, financial enhancement through better control of social budgets