Cellnex believes that lifelong learning and improvement are a determining factor in continuously adapting to the challenges of the market.
The company promotes leaders who know how important it is to keep the right balance between organisational and people perspectives in the short and long term. Cellnex Leaders drive business growth, ensuring sustainability, connecting people and building a united team. #GrowingTogether
Developing the team's skills and fostering programmes to attract new specialist talent ensure a sustainable path of growth for the company.
The company promotes development for all employees with a focus on business needs, improving its talent density by unlocking everyone’s growth potential.
Cellnex drives this Development strategy based on four main pillars: Acquisition, Assessment, Development and Reward, with the Cellnex Leadership Model at the core of all of them.
Cellnex deeply acknowledges that every individual contributes unique value and impact.
In a collaborative environment, fostering a culture where everyone is empowered to take initiative and contribute, it becomes evident that "everyone is a leader" in their own capacity, regardless of job titles or roles.
Based on this, Cellnex has implemented a Leadership Model based on four main pillars:
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Leadership Pillars |
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Inspirational Leader |
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Transformational Leader |
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Operational Leader |
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Coach Leader |
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INSPIRATIONAL LEADERS are led by their strong values and purpose. They are excellent communicators who understand people’s needs and are able to infuse energy, passion and connection into their actions and behaviours, making others wanting to join them in their efforts. |
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TRANSFORMATIONAL LEADERS create and foster a culture of innovation and drive positive changes within our company. They understand the key trends and are able to spot and leverage opportunities which arise in the constantly changing business environment, ensuring our business stays successful and competitive in the future. |
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OPERATIONAL LEADERS do an excellent job of the highest quality, delighting customers (external or internal) and exceeding their expectations. Operational Leaders have outstanding technical skills and work in an organised and efficient manner to achieve excellent results, always keeping to their commitments. |
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COACH LEADERS create a positive, open, inclusive and rewarding working environment where employees can achieve their full potential and make a difference within the organisation and society, bringing their personal purpose to life. |
At Cellnex, the Employee Value Proposition (EVP) is designed to cultivate a vibrant and fulfilling workplace experience. Cellnex emphasises Growth, providing avenues for both personal and professional development. Innovation is ingrained in the company culture, inspiring employees to embrace creativity and contribute groundbreaking ideas.
The company prioritise Professional Excellence, nurturing skills that lead to individual and collective success. The unwavering Commitment ensures a supportive and inclusive atmosphere, while Smart Working underscores the focus on efficiency and effectiveness. Collectively, these Employee Value Proposition pillars form an environment where individuals can contribute to the organisation's overall success.
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EVP Pillars |
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Growth |
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Innovation |
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Professional excellence |
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Commitment |
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Smart Working |
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An expanding company where you can grow |
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Thinking out of the box & first movers |
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Culture of trust, passion for projects and teamwork |
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Commitment to people, clients and society |
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Culture of flexibility and work efficiency |
An Internal Mobility programme has been implemented to encourage collaboration among various countries and corporate entities. It offers opportunities for professional growth, skill development and the utilisation of existing talent.
Talent Mobility fostered:
By November 2023, around 57% of the available positions were filled with talent from countries around the world.
Cellnex has implemented language training programmes in 7 countries and cultural training in 6 countries. Continuous professional development is a primary focus at Cellnex, embodied in particular in training initiatives designed to support an international work environment. Talent Mobility requires foresight and offering this early training proves beneficial when an international appointment is required. This provides an opportunity to engage with various international projects, which can be led by any functional area.
Cellnex places significant emphasis on preparing diverse profiles for moments when international positions become available. International Talent Mobility is of paramount importance to foster a more diverse and inclusive organisational culture. This aligns closely with business needs, where synergies, internal best practices and knowledge are increasingly indispensable. In instances where a colleague is sent abroad for an extended period, they are always trained in cultural differences between countries. This significantly reduces the time required to fully develop the responsibilities of the position.
Cellnex aims to provide constant development for all employees in each of their areas of interest so they can grow and improve as professionals
Cellnex nurtures individuals' growth and involvement through the Talent Academy, providing a well-rounded and extensive development package that aligns with its business strategy, requirements and culture.
Cellnex aims to provide constant development for all employees in each of their areas of interest to grow and improve as professionals every day.
The Talent Academy connects Cellnex’s three pillars to every development programme to promote corporate culture, leadership and a high level of expertise in the workplace.
Cellnex’s Talent Academy offers various specialised programmes aimed at fostering growth and advancement, organised within three distinct academies: the Cultural, Leadership and Expertise Academies.
The Cultural Academy embraces a variety of programmes and activities to help integrate the company’s purpose and values in daily activities, fostering smart working the Cellnex way (Empowerment, Efficiency and Collaboration) and leveraging our culture and our identity.
The Leadership Academy is fully aligned with the Cellnex leadership model and aims to empower each and every one of its employees. At Cellnex, all employees are leaders in their respective fields, their leadership capabilities are nurtured and they do their part to
contribute to business growth.
It includes programmes such as Global Mentoring, a programme that creates and promotes an environment where employees can grow and achieve their fullest potential by developing the ability to adapt, learn and innovate in the fast-paced, ever-changing environments that Cellnex faces on a daily basis.
The Expertise Academy harnesses Cellnex's most important asset: the extensive specialised knowledge of each employee. It promotes the transfer of expertise within the team to renew and adapt to current challenges.
In late 2022, a Sales Talent Strategy was born to ensure Commercial Organisation is aligned with business goals and improve sales performance. The programme is based on a model to upskill the critical mass of the Commercial workforce and it has become an integrated, transversal and focused Talent model for Sales and Commercials.
It has been built on four main axes:
The Talent Academy also embraces the Cross Functional Competency development initiatives such as LinkedIn Learning, helping Cellnex professionals to upskill and reskill their profiles at their own pace.
Cellnex provides a LinkedIn training platform for employees (with more than 16.000 courses and available in 8 languages) to provide each employee with training opportunities. It also offers Leadership and Management training to all employees.
A competency development programme where individuals with higher scores, considered role models in leadership attributes (HPM), become mentors for those with lower scores and skills, who become mentees. It's a win-win, allowing both mentors and mentees the opportunity to develop — mentors by guiding, and mentees by being guided — without the need for external trainers.
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Talent Growth - Training hours |
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Sustainability |
1,620 |
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Safety in workplace |
14,020 |
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Human Rights |
378 |
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Cybersecurity |
3,246 |
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Anti-corruption |
304 |
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Quality and IMS |
3,146 |
In 2023, the total number of training hours was 86,839 (66,730 in 2022), impacting 2,061 people - 72% of Cellnex employees. The average training time per employee was 30.3 hours in 2023 (22.1 hours in 2022).
Leadership development is key to ensuring current and future success, from both a business and a people perspective. The Leadership Academy offers two outstanding programmes:
Global Leaders Program
"I hope many people in the company can have the opportunity to take part in this kind of training."
Antonio Javier Manchón
Country Head of Engineering - Cellnex Spain
Cellnex's Global Leaders Programme, partnered with one of the most highly reputed Business Schools in Spain, represents not just an opportunity but a pivotal moment in its collective pursuit of excellence. It consists of an extensive one-year programme designed to leverage global leaders of today and of the future. Leaders who drive business growth, connecting both individuals and diverse teams, as well as creating a culture of innovation, high performance and sustainability. In this first edition in 2023, almost 80 top leaders from 12 different countries took part in the programme.
Global Leaders Program
"Overall, the course was superb. I have learnt a lot and have been able to put much of it into practice.
My own profile has improved and I have a super new network of colleagues from across the countries.
I highly recommend the programme!"
Michael Harrison
Area Head of Commercial - Cellnex UK
With this third edition, a total of 60 individuals have participated in the Cellnex MBA programme. In 2023, 20 employees from 10 countries (12 women and 8 men) took part. This programme equips participants with the necessary skills to address the complex global realities of the environment in which Cellnex operates, integrating tools for managing and implementing strategies across diverse business areas, while also developing projects that reflect the knowledge acquired.
Cellnex’s strength lies in its people, who are experts in their fields. Thanks to them, Cellnex can develop and its employees can learn from each other, which is why the company is striving to make Cellnex a great place to work. This message must also be made clear to future generations of Cellnex employees, which is why the company takes part in job fairs for students and graduates, such as the Talent Days event in Poland. The initiative enables young talents to connect with employers. Additionally, there is a strong focus on developing employees and managers in their roles, guided by 12 Attributes of Cellnex Leadership. At Cellnex, continuous care is taken for talent development through dedicated programmes for managers, talent review initiatives and training based on individual employee needs. In addition, fully funded language classes help with the international work environment and support Internal mobility, which is an opportunity for career development, inspiring employees to keep learning and developing their skills.
Cellnex people are a fundamental part of the company's success, which is why at Cellnex, specific processes are in place to accurately identify and manage the company's talent.
Alongside the Holistic Performance Management tool, there are other evaluation processes such as the Talent Review, Executive Development Programme and Career Development Assessments, which allow us to ensure the best performance and professional growth for Cellnex's professionals, both now and in the future.
Talent Review is a forward-looking, action-oriented process that allows Cellnex to identify and develop the talent needed to execute the business strategy.
In a Talent Review, several evaluators conduct an in-depth analysis of the current performance and future potential development opportunities for their team members. Based on that information, focus talent meetings are conducted to share and exchange development opportunities, creating talent pools and adding strategic actions to the Individual Development Plans.
This exercise is conducted annually throughout all the organisational levels and countries, involving different line managers, business leaders and people area facilitators
Career Development Assessments (CDA) and Executive Development Programmes (EDP) provide valuable insights through a multi-source tailored approach to accelerate leadership capabilities that successfully drive business growth by connecting and engaging our People.
EDPs are a regular exercise, particularly in assessment processes, and are essential in all Top Senior Management positions. As such, they take place every two years, led by the NRSC (Nominations, Remuneration and Sustainability Committee) and supported and deployed by the People department.
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