Colleagues
Bank Saint Petersburg is one of the largest employers in the North-West Region of Russia, employing 5,184 people (as of 31 December 2025). 1,247 employees work in the Bank’s branch network and 3,937 at the Head Office.
The share of women in the Bank’s total headcount is 66%, with men accounting for 34%; women hold 60% of managerial positions. Personnel turnover indicators for 2025 are below market averages for both involuntary and voluntary turnover (dismissals due to optimization and expiration of employment contracts).
Age structure as of 1 January 2026
In 2025, 1,434 employees were hired, of whom 39% were men and 61% women. In line with the Bank’s personnel development strategy, young specialists were actively recruited: more than 65% of those hired in 2025 are employees under 35 years of age.
Personnel turnover for 2025
Using a digital adaptation product, the Bank rolled out personalised mentoring tracks in focus units and adaptation tracks for internship programmes in 2025, which improved the efficiency of preboarding and onboarding and the quality of communication between new employees, their line managers and the Personnel Management Directorate’s adaptation team.
As part of the automation of the recruitment function and the introduction of new HR tools, the number of resumes processed increased by 23% compared to 2024, widening the recruitment funnel and the pool of candidates considered.
The Bank pays special attention to cooperation with educational institutions. In 2025, more than 160 students completed practical training at the Bank, which continues to develop partnerships with secondary specialised educational institutions and universities. The Bank runs the ‘Braincamp’ and ‘BSPB Connect’ internship programmes for students across three areas – business, IT and internal banking operations. In 2025, the Bank launched a comprehensive programme called ‘Bank of Young Talents’ for systematic work with students, consolidating the Bank’s efforts in sourcing, adapting and developing entry-level specialists and building a sustainable talent pool. More than 110 talented students from specialised universities were attracted under the programme in 2025, of whom 30 moved into full-time positions following their internships. Thanks to the active ‘Bring a Friend’ referral programme, more than 100 candidates were hired based on employee recommendations.
Colleagues
Bank Saint Petersburg is one of the largest employers in the North-West Region of Russia, employing 5,184 people (as of 31 December 2025). 1,247 employees work in the Bank’s branch network and 3,937 at the Head Office.
The share of women in the Bank’s total headcount is 66%, with men accounting for 34%; women hold 60% of managerial positions. Personnel turnover indicators for 2025 are below market averages for both involuntary and voluntary turnover (dismissals due to optimization and expiration of employment contracts).
Age structure as of 1 January 2026
In 2025, 1,434 employees were hired, of whom 39% were men and 61% women. In line with the Bank’s personnel development strategy, young specialists were actively recruited: more than 65% of those hired in 2025 are employees under 35 years of age.
Personnel turnover for 2025
Using a digital adaptation product, the Bank rolled out personalised mentoring tracks in focus units and adaptation tracks for internship programmes in 2025, which improved the efficiency of preboarding and onboarding and the quality of communication between new employees, their line managers and the Personnel Management Directorate’s adaptation team.
As part of the automation of the recruitment function and the introduction of new HR tools, the number of resumes processed increased by 23% compared to 2024, widening the recruitment funnel and the pool of candidates considered.
The Bank pays special attention to cooperation with educational institutions. In 2025, more than 160 students completed practical training at the Bank, which continues to develop partnerships with secondary specialised educational institutions and universities. The Bank runs the ‘Braincamp’ and ‘BSPB Connect’ internship programmes for students across three areas – business, IT and internal banking operations. In 2025, the Bank launched a comprehensive programme called ‘Bank of Young Talents’ for systematic work with students, consolidating the Bank’s efforts in sourcing, adapting and developing entry-level specialists and building a sustainable talent pool. More than 110 talented students from specialised universities were attracted under the programme in 2025, of whom 30 moved into full-time positions following their internships. Thanks to the active ‘Bring a Friend’ referral programme, more than 100 candidates were hired based on employee recommendations.
In 2025, the Bank’s corporate culture and internal communications efforts focused primarily on developing the Bank’s cultural code and employer brand, with corporate values as one of the key components.
Employees were introduced to the Bank’s corporate values as part of a cycle of corporate events dedicated to the Bank’s 35th anniversary, with a view to their further integration into HR and business processes. The anniversary programme included a wide range of formats, with the Bank’s top and middle management acting as ambassadors: 24 themed mailings, 40 posts on the internal Telegram channel, 32 blitz interviews, 9 ambassador videos, 4 livestreams with guest speakers, one corporate short film and a corporate live broadcast, as well as 10 corporate activities (contests, challenges, marathons and the like), 8 excursions for employees’ children, 2 ‘Open Dialogues’ sessions, a sports relay race, a quest, a case championship, an event for employees’ parents, a meeting with Bank veterans and a closing corporate event.
In parallel with the work on corporate values, the Bank updated its employer value proposition, which underpins its internal and external HR brand: a new visual identity and ‘brand voice’ were developed, and internal media materials and external-facing employer branding materials were updated accordingly. A strategy for promoting the HR brand is being developed. To promote the employer brand, the Bank created a dedicated career website – an online platform designed to become the main point of engagement for potential candidates and external audiences interested in working at BSPB – and updated its careers community on VK.
The Bank continues to strengthen its position as an employer in the labour market. In 2025, BSPB was included in the first tier of employers in the RBC ranking of the best employers in Russia, and ranked 3rd among major banks in the HH.ru ranking. The Bank’s HR projects were presented at the HR ExpoForum, Human Conf and ‘New HR Practices’ professional events. In 2025, BSPB’s HR achievements included: the Grand Prix of the People Motivation Awards–2025 for Best Project in Personnel Motivation, for its Employee Recognition Programme; second degree laureate of the People Motivation Awards–2025 in the Best Well-being Programme category, for the Power Bank project launched in 2024; the Grand Prix of ‘Vnutrikom-2025’ in the Best Mobile Application for Employees category, for automating the employee adaptation track via the Talent Rocks application; and a laureate award of the ‘New HR Practices’ competition in the ‘Youth League’ nomination (HR Efficiency category), for the ‘Bank of Young Talents’ project.
The Bank continues to maintain an up-to-date internal information field, including its internal Telegram channel, and launched a regular corporate video podcast, ‘Simply About Useful Things’, featuring representatives of the Bank’s various business divisions. To support employee wellbeing, the Bank runs the Well-being corporate benefits programme, giving staff access to online yoga and fitness, free psychological support, and corporate discounts on services and products through the Best Benefits aggregator. In 2025, employees attended 153 offline and 102 online workouts, received 592 psychological consultations, and saved more than RUB 11.7 mn through corporate discounts. To maintain team spirit and cross-functional engagement, the Bank held its traditional corporate events – Spring Festival, Children’s Day, the Bank’s Birthday, Banker’s Day and New Year celebrations – and employees took part in charitable and social initiatives (‘Electrospring’, the ‘Cultural Landing’ clean-up event) as well as sporting events (Arena Half Marathon, Zabeg.RF, Fontanka SUP, Race of Heroes).
In compliance with labour law requirements, the Bank strives to offer employees competitive pay that reflects the volume, quality and results of their work as well as the company’s financial performance. The Bank’s remuneration system comprises fixed and variable components, with the variable part linked to individual performance and the achievement of assigned objectives, designed to engage employees in delivering the Bank’s goals, strengthen accountability, and encourage initiative. Bank employees also receive a social benefits package approved annually, which includes voluntary medical insurance and various forms of financial assistance for employees and their families.
The Bank places high value on the professional expertise, knowledge, experience and contribution of its employees to achieving common goals. Training for client managers working directly with the Bank’s customers remains a constant priority: 527 employees completed introductory training in St Petersburg and the regions during the reporting period, with a training completion rate of 87% in line with jointly agreed business standards, and participant satisfaction rising from 4.7 to 4.9 on a five-point scale.
Each year, a large number of employees take part in the Bank’s assessment activities. To support employee development and quality career decisions, the Bank uses a range of tools for assessing managerial competencies, abilities and potential – assessment centres, professional personality questionnaires, motivational questionnaires, ability tests and competency questionnaires. In 2025, 370 employees were assessed using questionnaires of various types, and 103 succession candidates and current managers successfully completed an assessment centre.
The Bank continues to expand both the variety and the number of development activities. In 2025, 22 business quests were held for 785 employees, including staff from the Moscow and Kaliningrad branches; 319 managers completed a comprehensive training programme combining in-person sessions with post-training game formats; and the Personnel Development Directorate ran 9 strategic sessions attended by more than 500 employees.
In 2025, the Bank updated its corporate competency model, which is built around its new corporate values and comprises six competencies applicable to all employees: self and team development, interaction and cooperation, accountability for results, client-centric partnership, performance management, and systems thinking. The initiative is designed to establish common work and behavioural standards supporting delivery of the Bank’s strategy.
The ‘Key Experts’ project was further developed in 2025: 230 employees were identified under the project, each gaining access to a flexible motivation programme allowing them to choose the benefits best suited to them. The Bank continues to develop career and professional growth tools: under the ‘Career Navigator’ project, career tracks are developed and updated for homogeneous personnel groups, improving the transparency of career paths and the manageability of employee development, while a mentoring programme supports high-potential managers – in 2025, 61 high-potential managers received support from mentor managers. The Bank also launched the ‘Career Counselling’ project, providing employees with support in planning their professional growth and developing leadership competencies; 53 career consultations were held in 2025, focusing on analysing career opportunities, setting career goals, addressing burnout and forming development plans.
On 1 September 2025, to mark Knowledge Day, the Bank launched the ‘School of Young Bankers’ corporate educational project for the children of Bank employees and clients. The opening event brought together 56 participants and marked the start of a systematic programme to develop financial literacy and career orientation among the younger generation, called ‘Children at the Bank’. The project aims not only to introduce children to the basics of banking, but also to build interest in economics, develop entrepreneurial thinking, and foster an understanding of responsible financial management. During the year, 14 educational and interactive events were held under the ‘Children at the Bank’ project, involving more than 285 children of employees. The initiative received positive feedback from both employee and client families, helped strengthen corporate culture and employee engagement, and reinforced the Bank’s image as a socially responsible employer investing in the development of future generations.
The Bank has approved the Regulation on the Organisation of Occupational Safety and Health at Bank ‘Saint-Petersburg’, including its Occupational Health Policy, which safeguards the life and health of employees, together with provisions on the Bank’s occupational safety and health management system. The Regulation has been developed in accordance with the Labour Code of the Russian Federation, federal laws and other applicable regulations on labour protection.
The main goals of the Bank’s occupational health policy are as follows:
- Ensure that the preservation of life and health of employees is a priority;
- Prevent occupational injuries and diseases;
- Investigate and record accidents;
- Improve working conditions at workplaces;
- Implement the action plan for improving working conditions and labour protection and reducing occupational risk levels;
- Deliver systematic training and professional development on labour protection;
- Provide employees with personal protective equipment.
All Bank employees are required to undergo initial induction training upon hiring and occupational safety training (initial, repeat, unscheduled and targeted), except for employees exempt from initial on-the-job occupational safety training under clause 13 of Russian Government Decree No. 2464 of 24 December 2021 ‘On the Procedure for Occupational Safety Training and Testing of Occupational Safety Knowledge’. Regular training and knowledge testing on labour protection requirements are conducted to help prevent occupational injuries and diseases; during 2025, 325 Bank employees were trained at a licensed training centre.
Special assessments of working conditions are carried out on a regular basis to identify hazardous and harmful production factors and monitor working conditions at workplaces; the results feed into the Bank’s annual action plan for improving working conditions and labour protection and reducing occupational risk. Periodic medical examinations are conducted to monitor employees’ health on an ongoing basis in view of occupational hazards, and to prevent and detect early signs of occupational disease.
