SEG, Swiss Education Group

Attractive brand, beautiful campuses - but serious shortcomings in integrity and governance at group level: Brand & network: recognized reputation in hospitality education, network of alumni and partners useful for employability. Work environment: premium sites, committed operational teams, stimulating multicultural environment. Cross-functional projects: opportunities to learn through inter-school initiatives and improve existing processes. Recruitment (personal experience): structured steps, job expectations clearly presented, correct response times. My feedback covers my period of collaboration and the interactions observed between Swiss entities and headquarters.

Integrity & compliance (parent company) Raising ethical standards for key head office functions, creating and applying the code of conduct to all, including management. Observed (collaboration period) - Individual opinions relayed before any contradictory review; - Reattribution of errors without traceability, feeding blame; - Decisions perceived as self-promotional to the detriment of policy. Actions - Executive due diligence (references, checks, integrity clauses) ; - Annual declaration of interests; - Protected speak-up, anti-retaliation training; graduated sanctions; Tone from the top: exemplarity and transparency. A) Group↔Suisse governance Clear mandates, limited interference, full alignment with Swiss labor law. B) Speak-up & investigations External channel, documented independent investigations, communication of findings within the legal framework. C) Management & climate Respectful leadership training, conflict management; monitoring of indicators (absenteeism, turnover, RPS) and action plans. D) HR processes & data Clarify ownership (RACI), make HRIS more reliable, 4-eyes controls, ethics & people dashboards. E) Change management Accompany reorganizations to prevent absences and loss of knowledge. Anonymized example An error in the approval flow was publicly attributed to operations before local verification; a factual, dated and traced review would have avoided escalation, in line with Swiss SA requirements. Summary: "In my experience, several head office hires gave the impression of favoring very loyal and discreet profiles, less likely to overshadow a leadership weakened in skills, rather than strengthening the organization through integrity and competence."