CJ物流

Recruitment

We adhere to the CJ Group's model talent criteria in our recruitment endeavors, seeking “ONLYONE” talents who embody expertise and uniqueness in their respective fields driven by passion, commitment, and responsibility. We maintain a policy of non-discrimination based on gender, education, age, or background. Moreover, we prioritize veterans and individuals with disabilities possessing the requisite skills for the job, in compliance with pertinent laws and regulations. We also uphold the provisions outlined in the Fair Hiring Procedure Act, ensuring fairness and safeguarding the rights of applicants throughout the recruitment process.

Talent Development Programs

We systematically manage all aspects of employee training and development to strengthen individual competencies by enhancing knowledge, skills, and professional attitudes, all of which contribute to the company's sustainable growth. In collaboration with the CJ Human Resources Development Center, we cultivate top talent with unrivaled capabilities and promote a culture of open communication and collaboration through a wide range of programs tailored to specific job functions and organizational levels. In-house training is managed by the Educational Team for the Logistics Business Unit and the HR Innovation Team–Talent Development Part for the Construction Business Unit, in accordance with each unit's mid- to long-term strategies and annual plans. Department heads are responsible for encouraging active participation in training programs, with employees having the autonomy to choose and participate in programs that best fit their individual development plans through the “CJ Campus” platform.
We are fully committed to supporting employees in taking ownership of their career development through the operation of the group-wide platform CJ Talent Management System(TMS). Using Self-Career Reviews, employees evaluate the gap between their current competencies and career goals and create systematic Career Development Plans(CDP) by engaging in in-house training programs, “CJ Campus,” and “Construction E-Academy,” which is a specialized learning platform for construction personnel.
With the aim of assessing the effectiveness of these training programs, we conduct qualitative evaluations based on metrics that measure the practical application of skills in the workplace and insights gathered from post-training interviews. These metrics include observable changes in job performance following training and identification of future training needs, enabling us to review the tangible impact of our programs and drive continuous improvement.

Core Job Competency Training

In pursuit of becoming a leading Supply Chain Management (SCM) solutions provider in the global logistics market, we offer structured competency development programs focused on core logistics functions such as TES / IT, sales, operations, and global operations. We have established a specialized training framework based on a detailed analysis of key responsibilities by role and identified training needs. To support self-directed growth and strengthen job-specific expertise further, we actively provide access to tailored external education programs. To ensure the effectiveness of our core competency programs, we conduct feedback evaluations and interviews for the systematic assessment of outcomes. The insights gained are incorporated into program design and continuous improvement efforts. In 2026, we plan to expand these training programs to enhance job-specific capabilities further and strengthen overall organizational competitiveness. In CJ Logistics' Construction Business Unit, competency development efforts are centered on project management, resource management, and safety management, supporting the transition to an infrastructure solutions provider that enables business growth. Core responsibilities have been analyzed based on employee roles and needs, leading to the development of a dedicated training system. Customized external training is actively supported as well in response to individual development requirements, with plans to conduct customized training based on a more systematic analysis of job roles and competencies in 2026.

Fair Compensation System

We uphold the principle of fair compensation based on a job grading system that reflects the relative value of each role, regardless of gender. In line with our DE&I policies, we ensure that no individual characteristic becomes a basis for discrimination across all HR processes, including recruitment, promotion, placement, salary, benefits, and training. Our fair compensation framework recognizes employees’ capabilities and performance equally, regardless of age, tenure, or position. Currently, there is a wage gap arising from a higher proportion of male employees and their longer average tenure compared to female employees. In response, we are actively working to expand the recruitment of female talent and reduce the gender pay gap through various initiatives. We remain committed to ongoing institutional improvements aimed at eliminating compensation disparities based on gender.

Organizational Culture Innovation Initiatives

CJ Logistics is implementing change management to create a virtuous cycle of organizational culture innovation activities centered on “ways of working.” In 2025, the company systematically promoted innovation activities across four key areas: strengthening organizational capabilities through leadership principle definition; spreading a performance recognition culture through ongoing award system operation; introducing work efficiency tools for Smart Work realization; and building community channels to activate two-way communication.

2025 Organizational culture operation direction and implementation results

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Organizational Culture Assessment and Enhancement

CJ Logistics recognizes a healthy organizational culture that respects the dignity and rights of employees as a core foundation of human rights management and regularly assesses its organizational culture through the CJ Group’s “CJ Voice ON” program. In 2025, the company assessed various areas, including implementation infrastructure, organizational structure and processes, ways of working, HR systems, and leaders’ commitment to change. From the perspective of human rights impact factors, such as employees’ right to participation, right to communication, psychological safety, and fair organizational operations, the company identified factors that may hinder a healthy organizational culture and developed customized reports for each organization. In particular, CJ Logistics continuously monitors workplace-related factors, including insufficient internal communication, work stress, leadership disparities, and a sense of exclusion within the organization.
Based on the results of these assessments, CJ Logistics implemented various initiatives to expand employee participation and foster a culture of mutual respect, including sharing best practices through internal broadcasting channels, operating an ad-hoc awards system and the community channel “The Square,” and implementing participatory programs led by the Construction Business Unit’s Open Council, such as Support Snack Delivery events and safety poster competitions. Going forward, CJ Logistics will continue to expand the construction of a sustainable working environment and the practice of human rights management by respecting employees’ diversity and human rights and fostering a healthy organizational culture based on trust and communication.

Internal Communication and Engagement Programs

We promote internal cohesion as well as a strong organizational culture by connecting employees and business sites nationwide through our internal broadcasting platform “CKN.” In 2025, CJ Logistics provided various programs to foster understanding and disseminate the outcomes of four major organizational culture innovation initiatives. In particular, the company operated a series that regularly introduced best practices in the implementation of leadership principles at each operational site on a monthly basis in conjunction with leadership principle definition and internalization activities, thereby enabling best practices to permeate naturally throughout the organization. Additionally, the company enhanced employees' understanding and utilization of work efficiency tools by sharing best practices in utilizing Confluence—adopted to realize Smart Work—through broadcasting. With regard to the newly launched ad-hoc awards system, the company emphasized the importance of recognition culture through promotional broadcasts and encouraged employee interest and participation when launching the community channel “The Square” through various teaser content.
Meanwhile, the company promptly delivered major company news and business achievements through the monthly “TongTong News” to activate information sharing within the organization, deepening understanding of the business by presenting the evolution of logistics technology as specialized content. Furthermore, to promote mutual understanding among employees, the company conducted a “Job Interview” series introducing diverse roles and functions and fostered a culture of sharing employees' everyday moments and precious experiences through emotional content such as special features for Family Month as well as the year-end “2025 is Special to Me.” Through the operation of such diverse content, CKN has evolved beyond a simple information delivery medium to become a core driving force for organizational culture innovation, playing an important role in facilitating communication and building consensus among employees.
The Construction Business Unit strengthened employee-led organizational culture activities centered on open councils, operated participatory programs such as “Support Snack Delivery” to encourage the achievement of sales targets and zero-accident goals, and held a safety poster contest with family members to reinforce safety awareness at operational sites. CJ Logistics is committed to respecting employees and disseminating a healthy organizational culture company-wide based on trust and communication.

Internal Broadcasting Platform (CKN)

Employee Welfare Programs

We support employees in achieving a healthy work-life balance and enhancing their overall quality of life through a comprehensive range of welfare programs. These benefits are continuously reviewed and refined, with a strong focus on systematic health management. All employees receive annual health checkups, and full reimbursement is provided for sedated endoscopic procedures such as gastroscopy and colonoscopy. Leave is granted for special medical examinations, and employees with abnormal findings are offered personalized health consultations and preventive care through our “Visit Service for Your Health” program.
Housing and rental subsidies have been raised to help relocated employees secure stable living conditions. In addition, we have expanded childbirth celebration allowances and increased both the eligibility and coverage limits for tuition support and the Employee Welfare Fund. We remain committed to creating a work environment where all employees can thrive in both body and mind.

[Welfare Programs]

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Employee Welfare Programs

LIVING	CJ employee card CJ cafeteria points Financial support for family event Wedding car support Baby shower gift Maternity leave Parental leave (paid / unpaid) and child enrollment care leave Personal family event leave(Including non-marrier) Interest-free mortgage loan Loans from Employee Welfare Fund Relocation allowance Non-local housing allowance Retirement leave Flexible workspace policy Flexible and optional working hours
DEVELOPING	Creative Week System (global training and paid leave program) Global Knock Program (self-directed global training opportunities; unpaid leave) CJ Campus programs
REFRESHING	Access to domestic condominiums Overseas hotel accommodation support Summer Vacation Allowance Discounts for cultural and artistic events Support for in-house club activities Gifts for Parents’ Day, anniversaries, holidays, and complimentary home delivery coupons Family car rental assistance
BEING HEALTHY	Regular health checkups Confidential surveys for employee stress management Medical expense support Fertility treatment leave and miscarriage leave Prenatal checkup support Coverage for heart disease-related medical expenses Workers’ compensation insurance