Working in Legal, CSR and Health & Safety
Our Legal team play a key role within Superdry, making sure that every aspect of our complex international business is fully compliant with the legal requirements of every country we operate in. We get involved in all sorts of activities, from setting up and registering our business when we expand into new countries, to managing all of our contractual relationships with landlords, suppliers, franchise partners, licensees, wholesale customers etc.
We manage all of our copyright, trademarks and intellectual property, and investigate potential violations of this such as counterfeiting of Superdry products. We work very closely with customs and trading standards organisations worldwide to discover fakes and remove them from sale, ensuring that our brand integrity is not compromised. We also ensure that we take appropriate legal action against any company who copy our designs, as well as managing any other litigation that the business needs to get involved in to protect our assets.
Our Corporate Social Responsibility (CSR) team work closely with our Production & Sourcing department to ensure that our factories operate legally, ethically and safely, allowing Superdry customers to buy our product with confidence that it has been ethically produced. We also look after our environmental policy and ensure that we minimise waste, recycle as much as we can and use clean energy. Finally we look after our charity work and help our people to raise money for their favourite causes. You can read more about the details of our work in these areas on our dedicated CSR page.
Our Health & Safety team are responsible for ensuring that everyone who works for Superdry does so in a safe and secure working environment.
Please note that for security reasons, we require everyone joining our Legal department to undergo and pass a credit check. All offers made in this department are subject to this process being completed successfully. We only do this for people that we offer a job to, and we always get written consent from the offered candidate before we start the process.
We offer all of our full time head office employees 25 days holiday, plus bank holidays.
You’re auto-enrolled into our pension scheme within 3 months of joining. You get 3% company contributions (you put in 3%). If you’re a senior manager or senior contributor you can choose get 4% company contributions if you put in 5%. You can enrol immediately to get contributions from your first payday.
Everyone at head office is covered by our group life assurance policy. It’s worth 2x your salary, or 4x your salary if you are paid £50k or more. That means if you were to die while you work for us, your named beneficiary would receive a tax free lump sum worth 2 (or 4) years of your salary.
Staff Discount & Staff Shop
Everyone at Superdry gets 50% off everything bought in our UK standalone stores and online, and 30% off in our outlet stores. You can use your discount to buy products for yourself, friends and family up to an annual spending limit. We also have a shop at our head office that stocks heavily discounted Superdry sample products which are available to buy.
We regularly offer our people the chance to join Sharesave. You save money each month from your wages and at the end of 3 years you use your savings to buy discounted Superdry shares. You can then keep them or sell them, hopefully for a profit. The best thing is, you can’t lose money, only make it!
Private Medical Insurance
Senior managers and senior contributors are eligible for private medical insurance, which is a taxable benefit. This gives you peace of mind that you will be able to have private treatment in the event of illness.
Every employee can elect to take part of their salary in childcare vouchers. These come out of your pre-tax salary, so if you have a child that goes to a registered childcare provider, they’re a good way to save money on your childcare costs compared to paying for it out of your after-tax salary.
Bike to Work Scheme
If you want to cycle to work but don’t have a bike, you can obtain one through us, with payments coming out of your pre-tax salary. As well as being able to get a new bike without having to save up or use credit, it’s a good way to save money compared to paying for it out of your after-tax salary.
All employees have access to a free, confidential phone line that you can call if you have any worries about anything in your life, inside or outside work, and talk to a trained advisor about whatever is troubling you. It’s good to know that there is always someone there to talk to who can help.
The recruitment process
in a few easy steps
We use lots of different ways to assess candidates who apply for roles with us. Everyone’s journey through the recruitment process begins with an online application, but from there we will use a combination of different methods to decide on the perfect candidate for each role. We’ve outlined the key steps below, though we don’t use all of these steps for every vacancy. Which of these selection methods we use varies from role to role.
All our hires start with an online application. It’s a straightforward process, just click any of the apply links, create your account and follow the instructions.
We review all application forms and CVs carefully against the role criteria we set out in the job description, and pick the most suitable people for each role to take forward.
We usually start our head office recruitment with a short telephone interview, to understand more about your career history, achievements, capabilities and cultural fit.
We often use this for our Sales Assistant recruitment in stores. It is a group session involving interactive and creative exercises and a short sharp interview.
We invite people in to meet the recruiting manager for all head office and store management roles. It’s a great way to really get to know you and evaluate your experience and suitability.
Sometimes we use testing to understand technical competencies, management skills, numerical ability etc. This isn’t for every role, only where we need a skill that it’s hard to show at interview.
Learning & Development
The Superdry Academy
All of our learning & development activity at Superdry is designed and managed by the Superdry Academy – a dedicated in-house team who specialise in on-brand training programmes which help our people to enhance and develop their skills to be the best they can be.
Everyone who joins at head office attends a Superdry induction, where you learn all about Superdry. We tell you all the practical things you need to know, such as health & safety, parking and our staff shop, and you’ll also learn about our history and key people. We also have guest speakers who give you their own unique insights into life at Superdry.
Lunch & Learn
We hold monthly lunchtime learning sessions on a particular area of the business. They’re open to anyone who wants to learn more about that topic, all you have to do is book on. We’ve run them on design, denim, fashion PR, finance, property, our photo studio and many other depasrtments and topics. They’re very popular and we’re told they’re really informative and help people understand what part each department plays in our success.
If you join in a people management role, you’re eligible for these sessions. Designed to help develop your skills as a manager, they cover topics like time management, developing resilience, recruiting people, managing difficult conversations, coaching, influencing, strategic thinking, and managing conflict. If you complete them all you’ll be accredited by the Institute of Leadership & Management.
We are committed to developing both our current and future leaders at Superdry and we invite different cohorts of people to take part in our leadership development programme throughout each year, across all levels of our organisation. We use the FED model which has Future, Engage and Deliver as the core aspects of the programme.
Many of the roles we have at head office require strong Excel, Word or Power Point skills, or the ability to use niche products like Illustrator or Photoshop. To help people improve their ability to use these tools effectively, we run a series of courses to help people understand more about them and how they work. We offer beginner, intermediate and advanced courses for all ability levels.
Some of our roles benefit from people who are qualified professionally, such as some positions in finance or legal. Where there’s a clear business benefit to Superdry, we’ll help people with funding and time off to study for professional qualifications. For people seeking to enhance their qualifications and who can demonstrate the benefit this will bring, it’s a great opportunity for development.
Here at Superdry we think it’s important that every employee is properly trained on some of our key issues, such as health & safety, cyber security and anti bribery. We’ve developed interesting and innovative e-learning modules to help everyone achieve the required competency in certain areas, and will roll out further modules on other key topics in the future.
Sometimes it’s necessary for people to be trained on something that we don’t currently cover – this might be a new software package, or a different type of skill set. Leaders across the business often ask us to develop bespoke training plans to help upskill their teams, and we are often able to oblige and design a new training scheme to deliver these skills.
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