Building on our 88-year history, we remain committed to serving with the ambition of being a pioneer in the food sector.
Marsa Gıda Sanayi ve Ticaret A.Ş. is a pioneering producer in Türkiye and the food sector, integrating the strength inherited from its long-standing history with its experience.
Human Resources Team at Marsa aims to contribute to the company’s Vision by cultivating “an organization that is the first choice for people who want to build their careers” with a qualified workforce.
Customer Comes First / We Rank First in Quality / We Are Competitive / We Succeed Together / We Are Result-Oriented / We Gain Strength from Change
As Human Resources, our purpose is to create and effectively maintain an organization that provides the human resources our company needs, consists of happy and competent employees who have adopted a high-performance culture, contributes to achieving the vision of the company of which we are a part, and creates value for all our stakeholders.
The work results of our employees are managed with the OKR (Objectives and Key Results) methodology. This system supports agility for the company by providing continuous development, change, and flexibility. OKRs progress through a transparent system that ensures employees and the company move in the same direction and is open to updates throughout the period.
The system is designed based on the idea of creating a structure that enables employees to guide their careers, offers training and development opportunities for career growth, and contributes to both individual and organizational development, integrating performance, career, succession, talent management, and training/development processes.
Employees’ career expectations, professional and personal development are valued, providing them with the necessary environment to ensure their self-development and manage their own careers. In addition, interdepartmental/company rotations are applied to help employees better understand our organization, bring together different perspectives and competencies to increase communication and synergy, and contribute to personal development; project teams are also established and employees are expected to actively participate in projects.
In the recruitment process, our aim is to select individuals who possess the values we believe in as an organization, the core competencies expected from a Besler employee, and the functional competencies required for specific job families.
Candidates who wish to apply to us can review our job postings published on the Yıldız Holding website or the career portal; if they believe the required qualifications and job description match themselves and their expectations, they can submit their applications. Our employees can also participate in this process and, if there is a suitable position within the organization, they can apply through our internal recruitment system.
By regularly reviewing all our postings and the resumes of applicants, we contact candidates who meet the qualifications we seek via phone or email and invite them for interviews. Candidates are first interviewed by Human Resources and then by the relevant department managers.
The methods we use in the selection and placement process vary depending on the candidate profile. In addition to the tests and inventory applications listed below, we use one or more of our recruitment tools, and when necessary, all of them. Competency-based interviews and case studies we conduct with experienced and newly graduated candidates also vary. Our goal is to observe the technical and behavioral characteristics required for the position using the correct methods and to place the most suitable candidates in the positions.
From candidates whose recruitment process proceeds positively, we request the names and contact details of their managers who have worked with them in their professional careers and whose references we can consult. After completing the reference checks, we communicate our offer verbally and via email to the candidate whose process has been positively concluded and approved.
We know how important it is to inform all candidates who have been with us during the recruitment process about the outcome; accordingly, we contact our candidates by email or phone regarding every position we filled.
Compensation and Rewards In our company, we use a compensation system based on job content and managed with a common grade structure. In this system, a method is used to evaluate jobs so as to establish an equal, competitive, and market-aligned compensation policy; annual market salary surveys are also used when determining compensation practices.
Accordingly, we implement a market- and performance-based compensation policy in our companies in a way that supports our companies’ strategy and competitiveness. Salary raises based on job content and employee performance are applied once a year.
Our white-collar employees are evaluated at the end of the year within the scope of the target and competency-based performance management system and are rewarded with an annual performance bonus accordingly.
A sales bonus system that encourages high performance may be applied to employees in the sales staff.
An instant reward system is implemented to recognize, appreciate, and reward situations where our employees achieve outstanding success within the framework of our values and core competencies, make a clear contribution to the organization, and demonstrate exemplary attitudes and behaviors.
Managers can nominate any employee for an award; the reward proposal is submitted directly to the relevant employee’s senior manager who will grant reward after positive evaluation.
All our employees can benefit from the fringe benefits package. In addition, all our employees are provided with meal and transportation services, and periodically a gift package consisting of products from Yıldız Holding companies and shopping vouchers are offered.
Working hours are 08:30 – 17:30 on weekdays (Monday – Friday) at our head offices and 08:00 – 17:00 at our factories. In addition, shift work may be implemented at our factories depending on production programs.
We offer our employees and all new colleagues who join us various expertise programs, professional and personal development trainings, and leadership development programs where they can plan their personal development and professional careers.
In line with the needs and expectations of our company and employees, we implement manager preparation, manager development, and leadership development programs.
In our learning system, we base it on the 70/20/10 model in adult learning. In this model, we foresee that 70% of training and development applications are acquired through on-the-job experiences. The 20% part includes different information channels such as mentoring, networking, use of communication channels within the company, coaching, and learning from external sources. The remaining 10% part is based on traditional learning methodology. In addition, we support our development with 360-degree feedback tools.
Click to list currently open positions.
