Caring for team members
We are committed to continually enhancing our resources and benefits to enable a high-performance culture and support our team members’ ability to live with purpose every day. Our aim is to create a positive work environment where everyone can thrive and find opportunities to grow, learn, and pursue their passions while helping us create healthier futures.
Benefits
At Cencora, across international countries and territories, we offer a range of competitive benefits that align with local practices and statutory guidelines, including retirement, annual leave, and maternity and paternity leave. We also provide supplemental benefits such as:
- Medical insurance
- Life insurance
- Accidental death & disability insurance
- Business travel insurance
- Employee assistance program (EAP) services
“Every day, our team members show up ready to make a difference, and that's why our Total Rewards philosophy is all about them. Our inclusive and comprehensive benefits are just one of the ways we demonstrate our commitment to their health and well-being at work and at home. When team members feel supported, they are more likely to be empowered to bring their unique experiences and perspectives to their roles so that we can all better contribute to the health of our communities and our planet."
Chris Brunson
Chris Brunson
Senior Vice President, Total Rewards
Team member development
Development is a strategic priority, and we continue to make thoughtful investments to support our team members in building capabilities and improving competencies. In FY24, we continued to strengthen our integrated talent framework by developing and enhancing learning resources to support goal alignment, development planning, and ongoing performance coaching to support performance improvement and career growth. We also partnered with an external human capital consulting firm to redesign our succession planning process to ensure we have a healthy pipeline of talent ready to step into our most critical roles.
Our integrated talent framework is based on our leadership competency model, which focuses on inclusion, collaboration, and innovation. This model provides a common language and behavioral standard for assessing performance and potential, which is enabling a culture of accelerated growth and development for our team members. We also prioritized team member development through a robust performance management process that includes rigorous goal setting, performance check-ins, talent reviews and calibration, and succession planning. Actionable tools and resources are provided for managers and team members to have meaningful conversations focused on impacts and outcomes. In FY24, we again increased the number of manager/team member check-ins and encouraged managers to include a focus on well-being in their discussions to better support our people holistically.
Our vision of modern, consistent learning experiences was developed to create a centralized approach to funding, resourcing, and deployment, while connecting learning offerings to business priorities. Our offerings for people leaders accelerate leadership capabilities and elevate coaching, inclusion, and engagement skills with a focus on empathy, emotional intelligence, and innovation. Development opportunities were also offered to people leaders and team members to build change management skills and skills to operate effectively. Other career advancement tools include professional development programs and resources, tuition reimbursement, and opportunities to volunteer and participate in mentorship programs and employee resource groups.
To support our team members through our Cencora brand transformation and other enterprise-wide changes, we continued to leverage our Enterprise Change Champion Network to empower and listen to our employees. Throughout FY24, we encouraged team members to share their feedback in team meetings, town halls, interviews, and listening sessions. Also, we launched two additional enterprise-wide Employee Experience (EX) Pulse Surveys in 22 languages to all team members globally, which helps shape the employee development resources and programs we deliver to improve team member experience.
To support our team members through our Cencora brand transformation and other enterprise-wide changes, we continued to leverage our Enterprise Change Champion Network to empower and listen to our employees. Throughout FY24, we encouraged team members to share their feedback in team meetings, town halls, interviews, and listening sessions. Also, we launched two additional enterprise-wide Employee Experience (EX) Pulse Surveys in 22 languages to all team members globally, which helps shape the employee development resources and programs we deliver to improve team member experience.
“Our journey to environmental health and safety excellence is built on the experiences and needs of our people and communities and guided by data. We've used team member feedback along with regulatory requirements to drive innovation in engagement and business continuity. By prioritizing the health and well-being of our people and implementing proactive and effective response trainings, we not only ensure our team members feel safe and supported to do meaningful work, but also that our environments are well-positioned to reliably support Cencora's strategies for healthcare access."
Jim Campbell
Jim Campbell
Senior Director - Environmental Health & Safety
Health and safety spotlights at our distribution centers
Vehicle movement alert system in Nampa, Idaho
The auditory and visual alarms notify team members when lift trucks and other powered industrial vehicles (PIVs) move, especially in high-traffic areas, significantly enhancing awareness and preventing collisions.
Lightening the load in
Columbus, Ohio
The National Distribution Center introduced lift tables in the shipping and receiving department, which reduce musculoskeletal lifting injuries by keeping materials within the “power zone.” Additionally, reducing the proximity of PIVs to team members drastically lowers the risk of struck-by incidents, ensuring a safer work environment.
Enhanced safety training
New employees are now trained in EHS risks and safety procedures during onboarding through a comprehensive training program that includes 14 Learning Management System (LMS) modules and four interactive sessions. The training improves the safety of our operations, and that focus translates to retention of employees.
High-visibility workwear in the Pacific District
The new workwear makes it easier to see people when they are around mobile equipment, reducing accident risks and enhancing situational awareness of the operators and drivers. This initiative underscores our commitment to safety and sets a standard for best practices across our organization.
Proactive EHS initiatives and comprehensive safety enhancements
Cencora introduced a new EHS metrics dashboard across operations, enabling proactive risk management and effectively prioritizing safety and environmental concerns. The EHS Department focused on enhancing operational safety through strategic partnerships and noise surveys to assess potential risks, which are vital for minimizing hazards, ensuring regulatory compliance, and maintaining a safe working environment for all team members. Continuous EHS improvement efforts streamlined Spill Prevention, Control, and Countermeasure (SPCC) protocols and led to the development of new standard operating procedures (SOPs) to address workplace hazards such as spills, ergonomics, and electrical safety. Additionally, backup generators, essential for business continuity, were prioritized in FY24 with strict EHS protocols to manage their hazardous fuels, ensuring both operational and environmental safety.
