HR Management
PJSC Gazprom places a strong emphasis on employee well-being, motivation, and professional development. Gazprom Group entities bring together young professionals and seasoned experts, including members of multi-generational labor dynasties that pass down valuable experience and traditions. The corporate structure counts over 1,500 distinct roles and professions.
HR Management Approach and System
The Gazprom Group is committed to building a competitive, highly skilled, and cohesive workforce capable of addressing pressing challenges in today’s economic, social, and political landscape.
To guide human resource management based on the principles of social partnership, the Group has implemented the HR Management Policy of PJSC Gazprom and its Subsidiaries and EntitiesApproved by resolution of the Management Committee of OJSC Gazprom No. 49 dated November 7, 2006.. The policy’s key goal of maximizing return on human capital investment is achieved by maintaining Gazprom’s status as an employer of choice, implementing comprehensive employee motivation programs, and establishing a transparent system for evaluating employee contributions.
The Gazprom Group continuously refines its HR management approach and system. A Comprehensive Program for Improvement of HR Management at PJSC Gazprom, its Subsidiaries and Entities (the "Program")2 In 2024, the Group applied the Comprehensive Program for Improvement of HR Management at PJSC Gazprom, its Subsidiaries and Entities in 2021–2025 approved by resolution of PJSC Gazprom No. 201 dated April 26, 2021. is developed for a five-year period.
Focus areas:
- headcount planning;
- recruiting and assessment;
- employee training and development;
- staff motivation;
- social policy;
- expenditure management, reporting, and performance assessment;
- information support and corporate communications.
We set KPIs for each focus area of the Program. Their achievement is reviewed annually when performance of the Gazprom Group entities is assessed.
Organizational and functional transformation: HR aspect
The implementation of the Unified Center for Support Functions (UCSF) will create new opportunities for the Gazprom Group employees: routine tasks will be redistributed, freeing up resources for projects requiring higher expertise. Simultaneously, the center itself will create new jobs in service process management, IT support, analytics, and document workflow management.
The development of internal training programs will focus on upskilling existing employees and building a talent pipeline for the UCSF. This approach will ensure continuity and high-quality support for key business processes across the Gazprom Group’s regions of operation.
Risk management measures in HR policy
Gazprom is actively mitigating HR risks by ensuring Group companies are staffed with qualified professionals. This is achieved through comprehensive training and professional development programs that enhance employee skills while fostering a culture of continuous learning. The implementation of the Program, alongside targeted workforce risk management initiatives, helps maintain these risks at an acceptable level.
For more details on the organizational and functional transformation of the Gazprom Group, see the Organizational and Functional Transformation of the Gazprom Group section.
For more details on the Gazprom Group’s HR management regulations, see the official website of PJSC Gazprom.
For more details on employee engagement at PJSC Gazprom, see the Stakeholder Engagement Practices appendix.
PJSC Gazprom rigorously complies with the Russian laws and International Labor Organization’s standards governing working hours, labor conditions, occupational health and safety, remuneration, social security, and paid leaves.
All employees receive social benefits, with additional perks available to specific employee categories in accordance with the Russian laws.
In case of suspected discrimination, employees may seek recourse through PJSC Gazprom’s Corporate Ethics Commission to protect their rights.
Equal rights and opportunities for all of the Group’s employees are set out in the General Collective Bargaining Agreement of PJSC Gazprom and its SubsidiariesApproved by the conference of employees of OJSC Gazprom and its subsidiaries on November 23, 2012..
A cornerstone of the Gazprom Group’s social policy is the General Collective Bargaining Agreement of PJSC Gazprom and its subsidiaries. This three-year agreement forms the foundation of social partnership for the Group’s core production companies and also serves as a benchmark for social partnership agreements across other Gazprom Group entities. It is based on assuming voluntary mutual obligations and commitment to meeting them and seeks to achieve the following objectives:
- enhancing and developing the social partnership framework through constructive dialogue;
- encouraging employees, through the fulfillment of mutual commitments, to improve their individual performance and contribute to achieving performance targets of PJSC Gazprom and its subsidiaries;
- establishing uniform approaches to protecting employee rights as related to remuneration, employment, occupational safety, and the provision of benefits, guarantees, and compensations;
- creating an effective mechanism for ensuring social stability at PJSC Gazprom and its subsidiaries.
For more details on PJSC Gazprom’s Corporate Ethics Commission, see the PJSC Gazprom’s Corporate Ethics Commission subsection.
The Gazprom Group entities strictly comply with the requirements of Russian laws on job quotas for persons with disabilities. To this end, the Group’s entities formalize employment relations with such employees or enter into agreements for the employment of people with disabilities with third-party organizations or sole proprietors. Employees with disabilities and employees raising children with disabilities are eligible for additional benefits and guarantees.
Based on the General Collective Bargaining Agreement, PJSC Gazprom’s subsidiaries enter into their own collective bargaining agreements that reflect their regional specifics and established practices. These agreements enable subsidiaries to tailor social benefits to their operational needs and local conditions. Employee interests in collective bargaining are represented by trade unions that are part of the Gazprom Workers’ Union. The collective bargaining agreements encompass a broad range of social benefits, guarantees, and compensations.
The signing and amending of the General Collective Bargaining Agreement, as well as the supervision of its implementation fall within the scope of the Commission Governing Social and Labor Relations of PJSC Gazprom and its subsidiaries composed on an equal basis of duly authorized representatives of the parties to the General Collective Bargaining Agreement.
Composition of the Management Committee, %
| Index | 2022 | 2023 | 2024 |
|---|---|---|---|
| Gender | |||
| 85.7 | 92.3 | 92.9 |
| 14.3 | 7.7 | 7.1 |
In 2024, the proportion of men on the Management Committee increased as a result of new executive appointments.
Headcount of Gazprom Group entities as of the end of the reporting period
| Indicator | 2022 | 2023 | 2024 | Change 2024/2023, % |
|---|---|---|---|---|
| Headcount as of December 31 of the reporting year, thousand people | 492.2 | 498.1 | 501.0 | +0.6 |
| incl.: | Share of the Gazprom Group’s employees by category, % | Change 2024/2023, p.p. | ||
| Executives | 14.5 | 14.8 | 15.0 | +0.2 |
| incl.: | ||||
|
75.7 | 75.9 | 74.7 | −1.2 |
|
24.3 | 24.1 | 25.3 | +1.2 |
| incl.: | ||||
|
3.6 | 4.1 | 3.3 | −0.8 |
|
69.3 | 68.2 | 68.0 | −0.2 |
|
27.1 | 27.7 | 28.7 | +1.0 |
| Specialists and other whitecollar staf | 34.4 | 34.7 | 36.3 | +1.6 |
| incl.: | ||||
|
58.8 | 59.3 | 58.7 | −0.6 |
|
41.2 | 40.7 | 41.3 | +0.6 |
| incl.: | ||||
|
11.9 | 11.8 | 12.2 | +0.4 |
|
67.4 | 66.2 | 65.1 | −1.1 |
|
20.7 | 22.0 | 22.7 | +0.7 |
| Workers | 51.1 | 50.5 | 48.7 | −1.8 |
| incl.: | ||||
|
78.8 | 78.9 | 78.7 | −0.2 |
|
21.2 | 21.1 | 21.3 | +0.2 |
| incl.: | ||||
|
13.8 | 13.4 | 12.9 | −0.5 |
|
56.7 | 55.7 | 55.0 | −0.7 |
|
29.5 | 30.9 | 32.1 | +1.2 |
The Gazprom Group’s personnel accounts for
0.7%
of all employed people in Russia
The increase in the Gazprom Group’s headcount in 2024 was driven by changes in its portfolio of companies.
The increase in the share of employees over 50 years old across all staff categories was due to the natural ageing of personnel and the pension reform in Russia in 2019–2028.
Shift Personnel
The Gazprom Group companies operate in remote regions of Siberia, the Russian Far North, and offshore areas. In 2024, the number of shift employees working at remote fields in harsh weather conditions amounted to 60,600 people.
The Group ensures comfortable working conditions for its shift personnel, including corporate transportation between assembly points and worksites, modern shift camps, and access to quality healthcare and social services. Compliance with shift employees’ work and rest schedules is strictly monitored across the Group.
Growth in the average headcount of shift workers in 2024 by 1,400 people (up 2.4%) resulted from the commissioning of new facilities relying on shift personnel in remote areas.
Shift personnel structureAverage headcount of the Gazprom Group entities.
| Indicator | December 31, 2022 | December 31, 2023 | December 31, 2024 | Change 2024/2023 |
|---|---|---|---|---|
| Roster of employees of the Gazprom Group entities which use the shift system, thousand people | 233.9 | 241.3 | 237.0 | −1.8% |
| Headcount of shift staff, thousand people, incl.: | 56.7 | 59.2 | 60.6 | +2.4% |
| 52.9 | 56.0 | 55.7 | −0.5% |
| Relative share of shift staff in the roster of the Gazprom Group entities which use the shift system, % | 24.2 | 24.5 | 25.6 | +1.1 p.p. |
Financial Incentives for Employees
The Gazprom Group offers its employees decent remuneration in compliance with Russian laws and PJSC Gazprom’s Employee Remuneration Management PolicyApproved by order No. 133 dated March 20, 2015 (as amended)., which establishes unified approaches to remuneration across the Group.
Gazprom’s key principle of financial incentives is linking employee remuneration to their qualifications, professional competencies, working conditions, job complexity, and performance results.
The remuneration systems in place across the Gazprom Group entities include the following components:
- salaries and tariff rates based on job complexity, employee qualifications, and professional competencies;
- monthly performance bonuses;
- extra payments and allowances depending on working conditions and the amount of work performed;
- one-off bonuses for commissioning production facilities, introducing new equipment, and achieving energy savings;
- year-end performance bonuses.
Remuneration for work performed under non-standard conditions, including overtime, is paid in accordance with labor laws and other regulatory documents governing labor relations.
To maintain the real wage level, in accordance with Article 134 of the Labor Code of the Russian Federation, PJSC Gazprom and its subsidiaries and entities conduct annual salary indexation. Salaries and tariff rates for employees of PJSC Gazprom’s budgeted entities in Russia were raised by 2.0% effective January 1, 2024.
In 2024, a total of 4,784 employees and 18 teams of the Gazprom Group received awards for their personal contribution to the energy sector development, outstanding performance, and years of dedicated services, including:
- state awards of the Russian Federation — 46 people;
- presidential commendations — 20 people and one team;
- awards from the Russian Ministry of Energy — 1,448 people;
- other ministries and agencies — 88 people and one team;
- corporate awards of PJSC Gazprom — 3,182 people and 16 teams.
4,784
employees
18
teams across the Gazprom Group received awards in 2024
Professional skills competitions serve as a key tool within the Gazprom Group for personnel development, motivation, recognition of achievements, and sharing of best practices.
Competitions are held biennially in even years as part of the Labor (Workmanship) Festival, in core professions relevant for PJSC Gazprom’s subsidiaries and entities. In 2024, nine professional skills competitions were conducted at four PJSC Gazprom’s subsidiaries and entities, drawing a total of 197 participants from 36 subsidiaries.