Team

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 regular 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 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 a world of constant change, we firmly believe continuous learning is not just important but essential to our future success. Recognizing that we must continue to build our knowledge and skills to respond to shifting demands, we remain committed to investing in the development of our employees. These initiatives include, but are not limited to, cultivating sustainability within the workforce, nurturing institutional knowledge to enhance efficiency in work practices, and skills development to drive innovation.

In addition to providing opportunities for continuous learning for all, we also focus on the development of our leaders, beginning with supervisors to the ranks of our officers, to ensure that those in leadership positions have the necessary tools, knowledge and support to effectively lead their teams. By nurturing leadership capabilities at all levels, we aim to grow a strong leadership pipeline that can guide our company through challenges and foster an inclusive, collaborative and high-performance culture.

Front-line supervisors undergo training encompassing enhanced technical, compliance and leadership skills. Additionally, we expand accessibility of training initiatives by integrating features like captioning to improve inclusivity, exploring various learning methods, such as instructor-led trainings, topic-specific educational casts, and providing tablet-based trainings.

Our commitment to employee development is reflected in a range of programs, spanning core training, leadership training, executive development plans, compliance and technical trainings, as well as financial support for professional certifications and ongoing education. Emphasizing organizational change management, we address dynamic business needs, ensuring successful transitions by mitigating impacts on both people and operations.

All Cheniere employees undergo annual training on discrimination and harassment prevention. 

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.

Benefit plans, which vary by country, include a 401(k) plan, medical, dental and vision insurance coverage, health savings and flexible spending accounts, life insurance and disability programs, as well as non-monetary offerings like generous paid time off, family leave, paid bonding leave, volunteer time off, family care resources, employee assistance programs and wellness programs that include stress management tools.

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 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).

As part of our commitment to mental well-being, we have enhanced mental health care benefits marrying personalized advocacy, resource preferences and meaningful connectivity with a mental health professional. 

We regularly compare our programs against industry benchmarks to ensure that we provide competitive compensation and benefits and continually work to safeguard against gender and race/​ ethnicity discrimination, or any form of inequity based on legally protected factors, as articulated in our Equal Employment Opportunity and Discrimination and Harassment policies.

Our employee benefits reflect our commitment to the overall health and well-being of our employees and their families. The design of the 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.

Cheniere is committed to conducting business in a manner that respects human rights. We prohibit the use of forced labor in our operations, in compliance with applicable laws. Our policies forbid the use of child labor, and we comply with the employment-age requirements set forth in the laws applicable to our operations. We require the review of applicable documentation for new employees to confirm they are of legal working age.

In 2024, no incidents of child labor were identified in our workforce. Risks of child labor are relatively low in our operations because they are located primarily in the U.S. We apply due diligence and rigorous monitoring processes to mitigate these risks in our supply chain.