Career Paths

Human Capital Development

In order to facilitate the development of our human capital, Ameren values and promotes ongoing learning, inclusion and encourages co-workers to engage in opportunities to grow their personal and professional development. Ameren is committed to driving a culture of inclusion across the organization, eliminating barriers to people achieving excellence. We achieve this mission by leading many best in class initiatives that include our Employee Resource Groups (ERGs), the building of a diverse workforce for the future, the education of our co-workers and the outreach initiatives to build strong communities in the territories we serve. With focus on building and retaining an innovative, engaged and diverse workforce, Ameren leverages partnerships including community and educational partners to create talent pipelines. Pipeline programs including Ameren's Collegiate Intern/Co-op Program and Ameren's Skilled Craft Education Program have enabled Ameren to convert pipeline talent to full-time employment with Ameren over the years.

We believe that learning from each other is a key part of continuing growth and development. The Ameren Mentoring & Connection Community (Community) empowers all co-workers to seek out informal connections for knowledge sharing and formal mentoring relationships. The Community is designed to foster and emphasize learning from each other and the important role of diverse perspectives in successfully executing Ameren’s strategy by providing easy access for co-workers to connect and a robust toolkit to facilitate successful experiences and serve as a formal mechanism to promote an open feedback culture. Our Reverse Mentoring Program, one of the programs in the Community, provides an opportunity for early career co-workers to mentor a member of Ameren's senior and executive leadership teams. Ameren offers more than 50 unique in-person and virtual workshops, learning experiences and assessments that build professional and leadership skills, business acumen and industry knowledge.

In addition, co-workers engage in Ameren's Performance Connection Process.As part of the process,co-workers and leaders connect intentionally on performance and competency goals, progress and results three times per year with ongoing coaching and feedback in between. The connections help co-workers and leaders checkin and gain insight on strengths and opportunities to improve for growth in alignment with their individual career development. These connections serve as valuable inputs into co-worker individual development plans and ongoing development dialogue.

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