Responsible employer

At Helen, we carry out meaningful work: we take care of our customers' energy needs and develop more sustainable energy system.

henkilöstö 2019

We employ directly about 990 professionals in tasks related to the sale, distribution, production, development and maintenance of energy solutions, electricity, heat and cooling. Our human resource management is based on jointly drafted values and responsible operating principles. As a security of supply company, the Helen Group complied with particularly stringent safety guidelines during the coronavirus pandemic.

Our human resource management is based on jointly drafted values and responsible operating principles. 

The main principles of our human resource management are:

  • Equality and non-discrimination
  • First-rate and value-driven management
  • Personnel planning that implements our strategy
  • Incentive and fair remuneration and rewarding
  • Systematic development of strategic talents
  • Inspiring and innovative working community
  • Healthy and safe workplace

Helen Group’s employees by personnel group 2020

Senior salaried employees and others 461 (412) 46
Salaried employees 336 (344) 34
Workers 195 (201) 20

Number of employees in the Helen Group

2017 996
2018 936
2019 957
2020 992

The energy sector is undergoing major changes, which also has an impact on management and the personnel. We are carrying out reforms in order to remain competitive. In 2020, we employed experts especially for the solutions business to develop, e.g. local renewable energy, smart property solutions and e-mobility. We have also employed more service design and customer experience expert during the year. We aim to prepare for the changes as early as possible, taking into account particularly the impact on human resources. We always process changes together with personnel representatives.

Skilled and motivated personnel

Helen has award-winning, world-class expertise. The skills and wellbeing of our staff are important to us. We invest in the development of carefully selected strategic talents while maintaining our operational capability.

At Helen, it is possible to develop personal skills in various tasks, e.g. through on-the-job training, training courses, online learning, and coaching. We also promote internal mobility and career prospects with a wide scope, for example, by improving or expanding one’s competence.

In accordance with Helen’s strategy, we invest in the development of management, e.g. by means of supervisor communications and training. We also help networking of supervisors and offer them support, e.g. with internal coaching.

In 2020, we implemented the Siqni employee insight survey, and developed Helen’s culture to promote employee experience on the basis of the survey results.

Equallity and non-discrimination

The promotion of equality and non-discrimination is part of our everyday activities. In an equal workplace, diverse competence, experience and various qualities and skills are utilised extensively. Management is fair, inclusive and in the interests of everyone. Diversity is taken into account and expertise is valued and developed equally, irrespective of gender and background. We take action against discrimination.

The purpose of our equality and non-discrimination plan is to ensure the impartial and fair treatment of our employees. We monitor the implementation of equality, e.g. with staff statistics and personnel surveys, and with a pay survey carried out every other year.

During 2020, the share of women among all employees increased by about one percentage point. Women account for 38 per cent of the members of Helen’s Management Group.

Gender distribution in the Helen Group by personnel group 2020 (2019)

  Men Women
Senior salaried employees and others (461 persons) 79 21
Salaried employees (336 persons) 66 34
Workers (195 persons) 70 30
All employees (957 people) 69 31

Gender distribution in the Helen Group by function group 2019, %

  Men Women
Supervisory tasks (144 persons) 79 21
Specialist tasks (534 persons) 66 34
Technical tasks (279 hlöä) 70 30
All employees (957 hlöä) 69 31

Zero accidents as a target

We aim for a zero-accident workplace where everyone is involved in the development of occupational safety. With a good level of occupational safety, we want to impact the employees’ occupational wellbeing and the improvement of the productivity and quality of work. Even small development measures in occupational safety are valuable at Helen.

We reduce the number of occupational accidents and aim to remove accident risks, e.g. with good induction training, risk assessment of tasks and an active and positive attitude towards occupational health and safety among all employees. At our worksites, we take care of the occupational safety of every employee, also our contractors.

In 2020, the frequency of occupational accidents, i.e. the number of occupational accidents per one million working hours, was 7.53. In 2020, we started pursuing the ISO 45001 certificate, the occupational health and safety management system, as part of our operations. We were granted the certificate in December 2020.

The purpose of safety observations is to promote a safe working environment. We encourage our employees to submit safety observations in order to be able to develop our operations, for example, by preventing hazardous situations and by introducing tried and tested practices. Only identified risks can be prevented and managed and information about reported successes can be conveyed. Although year 2020 was challenging due to the coronavirus pandemic and the majority of employees were working from home, more than 2,183 of various safety observations were still made.

Cooperation with students

We want to ensure the availability of competent employees also in the future by raising the attractiveness of the energy sector and Helen as a workplace. We carry on cooperation with students and educational establishments, for example, by organising excursions to our power plants for students of technology and commerce and by employing students from different fields as summer employees and trainees. We also aim to offer interesting energy-related subjects for thesis workers.

See also

Economic responsibility

Economic responsibility is a basic requirement for our operations.


Our operations have an impact on many people. We want to create and maintain an open dialogue with our stakeholders.

Solutions of a new energy era for customers