Your future begins here

At Fletcher Building, our culture, our people and the ongoing development of our people capabilities will drive our success.  We are committed to attracting and retaining talented people from diverse backgrounds with a range of different perspectives and experiences to enable new ways of thinking that drive growth and deliver customer outcomes.

Our culture

We aim to create a high-performing culture where our people have high levels of engagement and enjoy coming to work each day. A great culture and highly engaged people correlate strongly to business success, and we actively measure and influence engagement to ensure we are continually improving year on year.

Our people are guided by our purpose and four values – Protect, Be Bold, Customer Leading, and Better Together – which help us create the kind of workplace that delivers great results, in the right way.

Our Careers

With some 30 different business units operating in New Zealand, Australia, and the South Pacific there is a world of opportunity waiting for you at Fletcher Building.  

To help our people balance work and personal commitments Fletcher Building provides a variety of different flexible work options, including flexible working hours, part-time roles, and working-from-home. Given the many and varied roles we have on offer, the flexible working options available will differ from business to business depending on the nature of the role and operational requirements. Our people are encouraged to explore what may work for them and their team with their manager.

Many of our businesses and brands are household names and the range of roles available within Fletcher Building are as diverse as the company itself. We employ Engineers, Innovators, Salespeople, Marketers, Business Support & Administrators, Manufacturers, Truck drivers, Accountants, Human Resources experts, Digital & Technology gurus, Graduates – amongst many others.

We are always looking for new talent, with over 3,387 people joining us in 2023 and 23% of our vacancies filled internally, showing the positive outcomes of our approach to supporting our people build their careers at Fletcher Building . If your values align with ours and you’d like to find out more about working at Fletcher Building, check out our current vacancies.

The possibilities for your career are limitless.

Our Benefits

Joining the Fletcher Building team comes with a whole range of other benefits. In addition to our market-leading parental leave and flexible working options, we're looking after our people with exclusive health and wellness discounts on popular brands including Southern Cross, Bupa Health Care, and Specsavers/OPSMo. Our Employee Education Fund supports our people and their family's personal and professional growth through funding for educational programmes and upskilling. We're also helping to invest in the financial wellbeing of our people, with the opportunity to join our very own employee share scheme FBuShare, receive contributions to KiwiSaver and AustralianSuper, and enjoy generous discounts on our very own products, petrol and well-known tech brands.

Our Parental Leave Policy

The aim of our new enhanced parental leave policy is to help our people welcome a new addition to their family and make it easier to continue their career at Fletcher Building when they come return to work. Given that modern families come in all forms, the policy gives Fletcher Building Group employees the flexibility to choose which parent will be the primary and secondary carer based on their families’ individual circumstances.

Applicable from 1 July 2022, the policy features the following benefits:

Parental leave benefits

• Primary carers on parental leave will receive their full base pay for 26 weeks, or they can opt to receive 50% of their normal pay for 52 weeks.
• Secondary carers will receive four weeks paid leave.
• If both parents work for Fletcher Building they will be able to share the 30 weeks of total parental leave.
  KiwiSaver/Superannuation employer contributions will continue to be paid throughout the length of the parental leave.

Phased return to work benefits

• Return to work part-time at 80% on full pay for six months
• Five additional days ‘New Parents Leave’ for primary and secondary carers during their first year back at work.
• Annual leave accumulated during their parental leave and paid at their normal pay, rather than on earnings for the previous 12 months.

Read the full policy (PDF) >>

Inclusion + Diversity

Fletcher Building believes in a workplace where differences in gender, gender identity, age, race, nationality, sexual orientation, physical ability, thinking style and background are welcomed and included.

It’s important that all our people can access the opportunities available and can bring their ‘whole self’ to work. We will put ourselves in others shoes, learn from each other and speak up when things don’t seem right.

Some of our activities to support inclusion and diversity are:

• We are members of Champions for Change who drive for diversity and inclusion in workplaces.

• We welcome first-time job seekers and youth through our targeted recruitment campaigns and partner with government and community groups to attract people.

• We provide training to support our people starting out in work, throughout their career and to their family members through our Employee Educational Fund.

• We have employee action groups with Executive sponsors for our women, Māori and LGBTQ+ employees, providing a diverse employee viewpoint to our senior management.

• We currently have over 500 of our people proudly identifying as part of the LGBTQ+ community.

• In 2015, we were New Zealand’s first construction and building materials company to achieve the Rainbow Tick accreditation. Inclusion of the rainbow community continues to be important to us and we have renewed our accreditation every year.

• We are a principal sponsor of the First Foundation and Tupu Toa, which focus on development and work opportunities for indigenous youth and those from challenging backgrounds.

• Our Māori leadership program, Whakatupu, is developing a pipeline of Māori leaders.

• We participate in the Growing Pasifika Niu leadership programme to grow our pipeline of Pacific leaders.

• We work with universities, the National Association of Women in Construction (NAWIC) and the Women in Infrastructure Network to attract more women into our industry. Our target is to increase the percentage of women in operational roles by 1% year-on-year.

• In 2019, we launched Tradelink Women in Plumbing, an initiative that champions women in the plumbing industry and our internal Women in Technology group is now up and running.

• In 2022, we introduced Gender Affirmation Leave and Transitioning at Work guidelines, offering 10 days paid leave for people transitioning and guidelines to help people leaders and colleagues support those transitioning.

Creating career opportunities for Women

Fletcher Building aims to increase the presence and impact of women in operational and leadership roles. Our industry has low female representation, particularly in operational roles and we believe that to grow a healthier, more diverse workforce we have a responsibility to encourage women to take up fantastic career opportunities that are available across our sector.

In FY23 we set ourselves the ambitious target to have 30% women in leadership roles by FY27, currently there are less than 20% across the industry. To achieve this goal, our businesses have developed gender balance action plans which outline a variety of activity to achieve the targets, the activity includes a mix of development opportunities, flexible working conditions, cadet programs, mentoring and recruitment strategies.

Women to Leadership

One of our flagship programmes is Women to Leadership (WTL), a 10-month group mentoring programme, which has been designed to help advance the careers of women within our business.

The Women to Leadership programme supports women's career advancement by:

• Providing peer mentorship and sponsorship by Senior Leaders, which are key factors in women’s career success.

• Harnessing women’s strengths and potential whilst growing leadership confidence.

• Providing skills and capability development in areas known to hold women back.

• Helping expand and strengthen networks and enhancing relationships across the wider Fletcher Building Group

• Assisting with building an inclusive culture and supporting diversity within the business.

We are making good progress towards creating gender balance

In FY23, we ran three Women to Leadership programs with 100 women in our Fletcher Construction and Fletcher Residential businesses.

Both businesses have made good progress in advancing women's careers and increasing female representation in leadership roles. At Fletcher Construction, 60% of women who completed the WTL program were promoted, and the company has retained 70% of these women. Similarly, at Fletcher Living, 25% of women were promoted, and 65% have been retained.

Additionally, women within these businesses are telling us that our efforts make working here more attractive, supported by a 10-point increase in overall female engagement with Fletcher Construction's to eNPS 24* and a 12-point increase in Fletcher Living to eNPS 54.

In FY24 we commenced our first Group WTL program with 55 women and 11 mentors taking part in cross-divisional cohorts, mentored by Senior leaders. Our NZ Distribution business has another 30 mentees, and 6 mentors participating in a dedicated female group mentoring program.

In FY24, we are proud to have increased the number of women in leadership roles in almost all areas of our business.

• We increased the proportion of women in leadership to a total of 23.2% with 243 more female leaders in the business.

• We increased the number of women in operational roles by 3.2%, with 89 more operational women leaders.

• We appointed 4 more senior operational female leaders, 3 of which were internal promotions, bringing the total number of female General Managers to 6.

• We improved our female retention rates by 4% to 80% (FY23 was 76%)

• Our women are telling us that our efforts to advance women’s careers are making our business a better place to work with our overall female engagement increasing by 6 points to eNPS 35 (FY23 eNPS 29).

*We measure employee engagement using Employee Net Promoter Score (eNPS).

WTL mid-year event

Safety Leadership – driving safety culture and performance

Our Protect Safety Leadership Program (SLP) is a key component of our Protect Safety strategy designed to enhance our safety culture and performance by shifting the mindsets and behaviours of our people. Its aim is to help us achieve our strategic goal of “zero injuries every day” as well as instilling a belief that “all injuries are preventable.”

The program is line-led, developing leaders at all levels, from Executive to frontline leaders, equipping them to lead safety in the business and ensuring that our people get home safely. It requires leaders to model ‘felt leadership,’ through sharing personal safety stories and experiences to engage the hearts and minds of their people and to help strengthen the connection with their teams.

Our focus in FY24 has been to continue to build capability by refreshing our Safety Leadership Programme and Power Up for frontline teams across each of our businesses. This investment in our leaders and teams has been essential in maintaining our safety performance as we upskill new safety leaders and introduce the Protect safety programme to new starters.

We are seeing the positive impact that leaders and frontline teams can have on safety performance when they are fully involved and committed to working injury free. In FY24:

• 87% of our people believe that all injuries are preventable.

• 90% of our people believe that their leaders take responsibility for safety.

• We had a 67% reduction in serious injuries, with one serious injury compared to three serious injuries in FY23.

• Our total number of injuries recorded was relatively unchanged with a Total Recordable Injury Frequency Rate (TRIFR) of 3.3.

• 89% of our sites were injury free.

This demonstrates significant progress in terms of our safety culture and performance since embarking on our Protect strategy reset back in FY19.

When it comes to safety, we can never be too comfortable, and so we continue to focus on growing our safety culture maturity, while challenging our established and emerging safety leaders and teams to grow their skills and capabilities. In FY25 we will be introducing ‘SLP 2.0 Healthy Work’ for leaders and Power Up 2.0 Healthy Work for frontline teams which has a strong wellbeing, psychological safety, and psychosocial risk focus.

FBuCall

We are committed to promoting a culture of compliance, honesty and ethical behaviour. We want the people who work for us, and those we do business with, to be comfortable approaching the organisation with any concerns about conduct which appears unethical or improper.  We provide a confidential service called FBuCall  for staff and those we do business with to raise concerns.

FBuCall is a free and anonymous phone and online service. It is managed externally, independently of Fletcher Building.

Find out more >>