Team

Our people are our greatest asset and the driving force of our business. 

Cheniere’s accomplishments are driven by our dedicated staff, whose contributions are key to our progress and advancement. Our employees help drive our success, build our reputation, establish our legacy and deliver on our commitments to our customers. We invest in core human capital priorities — attracting, engaging, developing and retaining employees — because our employees enable our current and future success.

Our culture prioritizes the well-being of our staff and fosters an inclusive culture that is anchored by our core values: Teamwork, Respect, Accountability, Integrity, Nimble and Safety (TRAINS). We remain committed to an inclusive work environment where diverse perspectives are supported and team members are cared for, respected and feel empowered to share and contribute their distinct talents and experiences. We believe this fuels an enriched work environment to drive collaboration, innovation and creativity that benefits us all.

Our Chief Human Resources Officer oversees human capital management. This includes our approach to talent attraction and retention, rewards and remuneration, employee relations, employee engagement, and training and development. She briefs our Board of Directors on a quarterly to annual basis and shares updates on human capital metrics and trends — from performance on recruitment and retention to employee benefits to pipeline and succession planning. Human capital risk is assessed as part of our Enterprise Risk Assessment process.

Our Chief Compliance and Ethics Officer oversees the diversity, equity & inclusion program. She reports to the Board at least quarterly on the progress of our initiatives. Our commitment to building an inclusive workplace — regardless of background, race, national origin, ethnicity, age, disability, beliefs, religion, sexual orientation, nationality or gender/​gender identity — is reflected in our Code of Business Conduct and Ethics and anti-discrimination policies. Among other things, these prohibit discrimination and harassment and reflect our dedication to a professional working environment that is consistent with our core values of teamwork and respect.


In our continuous commitment to performance and achieving results, we employ a structured approach to performance management through a three-step process. We commence with goal setting (inclusive of business goals and development plans), followed by a mid-year review and culminating in a year-end performance evaluation, which includes an employee self-assessment. This approach ensures ongoing dialogue between employees and managers throughout the year to promote employee engagement and ensure alignment of business objectives and professional development. 

Performance review process

Q1: Goal setting

  • Finalize and approve goals for new performance year
  • Update your Talent Profiles
  • Communications about compensation, equity and promotions
  • Quarterly touchpoint with manager

Q2: Mid-year activities

  • Complete mid-year assessment questionnaire
  • Mid-year reviews (review status on performance and development goals)

Q3: Planning

  • Quarterly touchpoint with manager

Q4: Year-end activities

  • Self-evaluation of goals
  • Managers submit evaluations and final ratings
  • Year-end performance review discussions are held
  • Goal-setting kick-off for the next performance year 

Our compensation program is designed to attract and retain top talent while incentivizing high performance. It includes competitive base salaries, performance-based cash bonuses tied to company outcomes and equity awards that turn employees into stakeholders with dividend benefits.

We also offer programs designed to help employees and their families stay well and access care when needed. Benefit plans, which vary by country, include a 401(k) plan, medical, dental and vision insurance coverage, health savings and flexible spending accounts, wellness programs, life insurance and disability programs.

Along with statutory benefits in place to support families during life events, Cheniere extends additional leave options to aid employees and their families. While balances vary by country, employees in the U.S. receive 6 days of sick time per year and between 3-5 weeks of vacation per year. Additional benefits include adoption, family (e.g., maternity and paternity) leave, paid bonding leave, volunteer time off and family care resources. In most cases, a portion of the leave is paid. Our U.S. programs provide for up to 12 weeks of paid maternity leave when including pay under short-term disability, and 4 weeks of paid leave for nonbirth parents, including adoption. Additional paid leave time is available for military caregivers and covered active-duty service members. Bereavement leave is provided when needed by an employee and their families. Cheniere also provides employees with lactation facilities at our offices and informational resources regarding child care and elder care through the company’s Employee Assistance Program. Additionally, employees at our sites work various compressed schedules (e.g., 4/​10s).

The design of our benefit programs is simply a matter of equity — equal health benefits to legal spouses, regardless of gender, and health coverage designed to be transgender-inclusive. We have enhanced our family-forming benefits to complement our current benefit of two rounds of IVF by adding adoption, surrogacy and long-term cryopreservation, all in support of the diverse needs of our workforce, to include the needs of our LGBTQ+ and single-by-choice employees looking to start a family. We also provide paid bonding leave for new parents across the enterprise.