Japan Tobacco International (JTI) is a subsidiary of Japan Tobacco Inc. and was founded in 1999. Today, it operates in over 130 markets worldwide, delivering tobacco and nicotine products while continuously evolving to meet changing consumer needs. At the core of JTI’s strategy is a strong growth mindset combined with a deep sense of responsibility toward consumers, society, and the planet. This commitment is reflected in the company’s purpose: “Creating fulfilling moments. Creating a better future.”

Global Business Services (GBS) was established in 2019 to centralize and stabilize support services across JTI. Since then, it has evolved into a mature, high performing global function supporting nearly 200 JTI entities across 88 countries. GBS delivers standardized, end to end services across key business areas including Finance, Supply Chain, Legal & Regulatory Affairs, Marketing & Sales, People & Culture, and Global Data. GBS is a trusted business partner delivering measurable impact across JTI. It works with Markets and Functions to turn standards into consistent ways of working, combining expertise, technology, and business partnership to drive value at scale.

As JTI’s largest Global Business Services centre, JTI GBS Poland employs about 1,300 employees in Warsaw.

The organisation focuses on building an inclusive, engaging, and valuesdriven workplace that supports employee wellbeing, development, collaboration, and sustainable ways of working.

Located in Fabryka Norblina, the office is part of a landmark destination in the heart of Warsaw, blending industrial heritage with modern business, cultural, and community spaces. The office combines a modern, peoplecentric workspace with strong sustainability credentials, including BREEAM certification with an outstanding result.

JTI GBS Poland as an employer

Employee relations are built on trust, respect, and open dialogue. JTI GBS Poland aims to create a workplace where people feel safe to express their opinions, are treated fairly, and experience consistent, respectful relationships with colleagues and leaders.

Values and behaviours in everyday work

Our employee relations are guided by Our Way – JTI’s global culture framework that defines how we work, collaborate, and lead. Our Way connects JTI’s Purpose and Vision with everyday behaviours and provides a clear, shared language for building strong and respectful relationships across the organisation.

Our Way is built around four pillars: Start with Us, Make it Count, Welcome Challenge, and Shape Tomorrow, Today. Each pillar supported by clearly defined behaviours that guide daily interactions and decisionmaking. These behaviours are embedded in everyday work, performance conversations, and recognition practices, helping to ensure that respect, inclusion, and accountability are lived and not just stated.

By clearly linking values with expected behaviours, we create a common understanding of what a friendly, respectful, and ethical workplace looks like in practice.

Employee voice and active listening

Strong emphasis is placed on employee voice, supported by multiple, accessible channels for sharing feedback, ideas, and concerns. Key listening tools and practices include:

• yearly Employee Engagement Survey (EES) and targeted pulse surveys,
• regular team discussions and feedback sessions,
• companywide town halls and open Q&A opportunities with leaders,
• confidential and anonymous reporting channel – Your Voice supporting ethical behaviour and psychological safety.

EES results are transparently communicated and used as a basis for teamlevel and organisational action planning, ensuring that employee perspectives directly influence priorities and improvements. This ongoing feedback loop plays a key role in strengthening employee relations and continuously shaping the workplace experience.

Employee Engagement is further reinforced through the Engagement Squad Ambassadors – a crossfunctional group of employees who help shape the everyday experience in the Warsaw office. The squad plans and delivers initiatives that foster connection, collaboration, and a positive workplace atmosphere, encouraging employee initiative and crossfunctional cooperation. Through these activities, employees actively contribute to how the workplace feels and functions, strengthening a sense of belonging across the organisation.

Employee development is treated as a continuous, shared journey between the organisation, leaders, and employees. Our approach combines structured learning, practical experience, and transparent career opportunities, enabling employees to grow their skills, broaden their perspectives, and actively shape their career paths.

A holistic learning ecosystem – local and global

A wide range of global learning resources is available through JTI’s L&D Hub, which serves as a central gateway to development opportunities. The hub brings together global learning catalogues, development strategies, leadership frameworks, handbooks, guides, and a learning calendar, allowing employees to explore and plan development in line with their roles and aspirations.

Global resources are complemented by a local learning catalogue tailored to the needs of the employee population in Poland. Each year, employees’ individual development goals – Growth Goals are analysed to identify shared development needs and priority capability areas. Based on this analysis, local learning initiatives are designed to address both technical and behavioural skills, ensuring relevance and practical application in daily work.

Diverse forms and types of learning

Employee development is supported through a variety of learning formats, recognising that employees learn in different ways and at different stages of their careers. Available opportunities include:

• Digital selflearning, such as expertled video courses available on platforms like LinkedIn Learning
• Gamebased and interactive learning, using simulations and reallife scenarios to build practical skills
• Leadership and capability programs, supporting both current and future leaders
• Behavioural and awarenessbased learning, including topics such as inclusive behaviours and unconscious bias
• Language learning, supporting communication skills and collaboration in an international environment
• Knowledgesharing resources, including development materials and access to business libraries

This mix of formal, digital, experiential, and self-directed learning ensures development opportunities remain flexible, inclusive, and accessible across roles and career stages.

Preparing employees for the future of work

To equip employees with skills needed in a rapidly evolving digital environment, JTI offers the AI Academy a global, rolebased learning program focused on building foundational and advanced competencies in Artificial Intelligence, including Generative AI. The program combines elearning modules, demonstrations, and handson activities, supporting responsible and effective use of AI tools in everyday work.

In parallel, development efforts include building strong digital awareness and responsibility. All employees participate in cybersecurity awareness and certification programmes, strengthening knowledge and behaviours related to information security, data protection, and safe use of digital tools.

Learning through experience and collaboration

Beyond formal learning, development is encouraged through practical experience and collaboration.Through Talent Marketplace, JTI’s internal opportunity platform, employees can apply for shortterm assignments, projectbased work, and crossfunctional or crossregional initiatives. These opportunities allow employees to build new skills, contribute beyond their current roles, and gain exposure to different teams, functions, and international contexts while remaining in their home position.

Career development and internal mobility

Career development is further supported through transparent internal mobility solutions. Employees have access to open roles via the internal job posting portal, which promotes fair and structured access to career opportunities across JTI. By combining internal job postings with projectbased and shortterm assignments, multiple pathways for growth are offered, including vertical progression, lateral moves, and international experience, reinforcing longterm employability and career ownership.

Supporting worklife balance is an important element of the employee experience and reflects evolving needs and lifestyles. JTI GBS Poland offer:

• Remote work (work from home) up to 100% for employees. Due to the specific business needs and nature of work, some of the positions might be expected to work in a hybrid way.
• Flexible working hours granted via Work Regulations: start between 08:00 and 10:00am, finish between 16:00 and 18:00 (assuming standard full-time schedule), individual working schedule upon request.
• Working from abroad – 30 working days per year to work from abroad.
• Overtime approach: According to the law and to support Work-Life Balance approach encouraging time off in lieu in line with legal requirements
• Wellbeing conversation guide for Managers – a document shared with Managers (and employees) promoting breaks, use of vacation time, and disconnecting after working hours
• Vacation time monitoring reporting vacation quota usage to the Leadership Team, to ensure accountability for executing the usage of vacation days among employees.
• 5 working days per calendar year of separate volunteer leave.

Health, safety and well-being of our employees is a priority for JTI GBS Poland. We provide a safe and healthy environment, raise awareness and ensure sustainability by following initiatives:

• Occupational Health & Safety Service duties: The main measure to provide a safe workplace is to perform the Occupational Health & Safety Service duties including Safety Audits, EHS trainings, risk analysis (for job positions and events).

• EHS Committee quarterly meetings, involving employee representatives and EHS Specialists – detailed review of all EHS related actions in the concluded period, and commitments for upcoming period.
• Health prevention events in the office, during working hours:

• Vaccination – employees may register for vaccination against flu.
• Pink October and Movember – initiatives aimed for cancer awareness and preventive examination. Last year employees had an opportunity to register for ultrasound examinations in the office.
• According to Employee Psychological Emergency Assistance Policy. immediate financial assistance provided for employees seeking professional psychological or psychiatric consultations. Employees can submit for reimbursement of the cost of a psychologist or psychiatrist visit (up to 500 PLN each year).
• GBS Mental Health First Aiders a group of trained employees to provide support to employees facing mental health challenges.
• Annual mental pulse checks among employees (Mental Fitness Test), and future activities based on the response. The example of such activity are the wellbeing/mental health related webinars (e.g.: “Love yourself – prioritize your wellbeing”)

• EAP (Employee Assistance Program) entails free of charge and confidential counselling for employees and their close ones regarding psychological, legal and financial issues concerning both professional and private life, that can affect well-being and proper functioning. The EAP allows for individual consultations with specialists (up to 6 sessions per case), as well as access to knowledge and training resources.

• Waste segregation is carried out in the office. Containers are provided for mixed waste, plastics and metals, bio waste, glass, and paper. Containers for used batteries are also available.
• Other amenities in the office:

Company policy and action to protect workers’ health during coronavirus (measures and procedures taken, remote working/shift work, investment in additional tools or equipment, educational activities)

During pandemic state, many preventive measures were introduced, such as:

• Touchless water taps, touchless doors to the lobbies, hand sanitizer dispensers.
• At the entrance to the office, contactless thermometers for measuring body temperature were installed. Employees had access to COVID tests, face masks, and gloves, which they could collect from the reception desk.
• Employees were advised to work from home 100%, and presence in the office required written justification and approval, and commitment to follow the guidelines like keeping distance, wearing mask etc.
• Weekly online Town Halls were organized with regular updates on the pandemic progress in the country and around the world. as well as webinar raising awareness about the pandemic, including instruction on how to wear a mask and wash hands.

The benefits offering is designed to support employees’ health, wellbeing, financial security, professional growth, and everyday comfort, reflecting a holistic approach to the employee experience.

Health & Wellness Benefits

• Private Medical Care (two providers to choose from)
• Mental Health support (EAP)
• Subsidy for psychological support / therapy sessions
• Sports Card and wellbeing classes (onsite and online)
• Reimbursement for corrective glasses or contact lenses (as required under Polish OHS regulations)
• Vaccinations and preventive care events onsite
• Mother & Baby room

Financial Benefits

• Pension Plan (PPE/PPO/IKE/IKZE)
• Employee Stock Purchase Program (ESPP)
• Group Life Insurance
• Business Travel Insurance

Work-Life Balance

• Parental Leave (additional to statutory)
• Flexible working hours
• Remote work options
• Work from abroad
• Ergonomic home office support (as required under Polish OHS regulations)
• Volunteer Leave (5 days)

Professional Development

• Training programs, workshops, courses
• Conference or seminar attendance
• Tuition support/co-funding for studies and certified courses
• Relocation possibilities and assistance
• Access to company library

Recognition

• Annual Incentive
• Recognition Programs (e.g., Quick Reward Program, Special Achievement Award)
• Referral Program (Best Friend at Work)
• Anniversary gifts

Social / Lifestyle Perks

Community & Events

• Company social events (parties/outings)
• Team-building events/retreats
• Employee clubs & communities (hobby groups, interest clubs)

Office Comfort & Relaxation Spaces

• Relaxation zones (massage chairs, PlayStation room, graduation tower)
• Freshly made popcorn, Friday pancakes
• Free vending machines with snacks, sandwiches, drinks and bars
• Fresh fruits, tea, coffee, various types of milk

Facilities & Daily Convenience

• Company parking space (cars/bikes/scooters)
• Gender-neutral restrooms
• Showers available onsite
• Hygiene essentials available in all restrooms (toothbrushes, pads, deodorants, basic toiletries)

In the field of HR and employer branding, JTI has been consistently recognised as a Top Employer at a global level, holding the Global Top Employer certification for 12 consecutive years. JTI GBS Poland participated in the Top Employer certification for the first time and achieved 5th place among 72 Top Employers in Poland, confirming the maturity of local People & Culture practices and their alignment with global standards.

The organisation has also been certified under EY’s Global Equality Standard (GES) for the period 2024–2027, confirming equal opportunities and equal pay. The certification followed a formal audit process and reflects a strategic commitment, defined in the local Diversity, Equity & Inclusion Strategy, to measure people practices against the highest international standards. This recognition confirms JTI GBS Poland’s dedication to building a peoplecentric and inclusive workplace culture, where everyone is valued, respected, and treated fairly.

Workforce Education and Career Readiness

JTI GBS Poland actively participates in external job fairs as part of our employer branding. We regularly take part in Absolvent Talent Days, the largest career fair in Poland, engaging directly with young professionals interested in starting or developing their careers with us.

During these events, our teams showcase JTI GBS Poland as an employer, present open career opportunities, and offer practical CV advice and career guidance at dedicated CV points. These interactions allow us not only to promote our roles and growth opportunities, but also to support candidates in their professional development.

In addition to participating in job fairs, employer branding initiatives, we also contribute to industry publications. As part of our external outreach, JTI GBS Poland took part in promoting the Accounting & Finance (A&F) function through an interview published in the Careers in Finance (Kariera w Finansach) magazine.

Such publications highlight the role of Financial Planning & Analysis within JTI GBS, providing insight into career opportunities, required competencies, and real business impact of finance roles in a global business services environment.

Volunteering

Employees are encouraged to engage in prosocial activities and support causes that are meaningful to them through five paid volunteer days per year, which they can use to participate in volunteering initiatives of their choice.

In addition to individual volunteering, JTI GBS Poland has actively supported collective social initiatives, including providing assistance during crisis situations, such as support actions organised in response to the floods that affected Poland in recent years.

In 2026, JTI GBS Poland launched the Better World Ambassadors Program as part of the Employee Engagement Survey 2025 action plan. The programme is designed to empower employees who wish to make a positive impact beyond their day-to-day roles. Better World Ambassadors help identify, coordinate, and activate social and environmental initiatives within GBS, while acting as a link between local activities and JTI’s global Better World initiatives.

Since its launch, the programme has already supported a number of volunteering initiatives, including community support activities at a local elderly care home and environmental actions focused on preserving green areas around Warsaw. These initiatives provide employees with meaningful opportunities to contribute to society while strengthening collaboration and engagement across teams.